This course focuses on the formulation and implementation of OKR(Goals and Key Outcomes).

1. Makers and responsible persons of OKR

OKR should be embedded in corporate culture, not temporary projects;

Ideally, the CEO takes responsibility, with the full support of top management;

OKR formulation is based on insight and reflects the deep thinking of those responsible for the business.

2. Setting and writing goals

The objectives of the company should start from four perspectives: finance, customers, internal processes, learning and growth.

Source of employee goal: superior goal decomposition, department cooperation requirements, independent proposal;

Objective characteristics: qualitative description, clear direction of action, fixed responsibility and time, inspiring.

3. Formulation and writing of key results

Develop key results by strategy or dimension/task;

Focus on goals rather than tasks and emphasize value-based key outcomes;

Key results should influence core metrics such as revenue, customer satisfaction, etc.

4. Ten key considerations for OKR implementation

Unified thinking, get support from senior executives;

Provide training to ensure strategic clarity;

Balance top-down and bottom-up formulation processes;

Establish a consistent scoring system and keep it dynamically adjusted.