Search

Category Archives: Objective and Key Results OKRs

<p><strong>OKR</strong> is a collaborative goal setting protocol for companies, teams and individuals.</p> <p><span style="font-weight: 400">O = <strong>Objective</strong>: “What” do you want to achieve, “Where” do you want to go? It is the definition of the target that inspires, motivates, and shows the solution. For example; “looking fit”</span></p> <p><span style="font-weight: 400">K = <strong>Key</strong>: “How” will you get, “How” will you go? It is the definition that defines the strategy that leads to the goal and reveals the success criteria and criteria. For example; “Reducing the rate of body fat</span></p> <p><span style="font-weight: 400">R = <strong>Result</strong>: “How much” will you get, How far will you go? Numerical parameters such as the number and date that will show how far you have to go to the target. For example; “Reducing the rate of body fat from 32% to 25%”</span></p>
Home Archive by category "Objective and Key Results OKRs"
Life Balance with OKR
Balance Relationships with CFR, Balance Responsibility with OKR, Life Balance with OKR and CFR, Objective and Key Results OKRs

Life Balance and Work Integration with OKR and Myliba

Posted on October 18, 2022 By Dilek Mete
  Life balance and work integration with OKR and Myliba is a future work place idea! Because, being unemployed was once considered a serious trauma. But, these days there are professionals who easily quit their job to try something different, develop a new skill, or go after their aspirations. So, ...
Read More
OKR-responsibility
Balance Relationships with CFR, Balance Responsibility with OKR, Life Balance with OKR and CFR, Objective and Key Results OKRs, OKR In Corporate Culture Management System

Do Not Take Responsibility for Others!

Posted on April 16, 2022 By Dilek Mete
Responsibility and OKR   Cooperation is crucially important and is part of the satisfaction in business life. But if collaboration is starting to push your limits, you find yourself in an enslaved position. Do not take responsibility for others. Understanding your situation is a little easier if y...
Read More
Corporate Culture of Trust, Developing Corporate Culture, Life Balance with OKR and CFR, Objective and Key Results OKRs, OKR In Corporate Culture Management System

Continuous and Meaningful Feedback

Posted on February 21, 2022 By Dilek Mete
Meaningful feedback; It should contain what is needed and include empathy. It should be given on time, just when needed. The package should be attractive and should motivate when opened. It should serve a constructive, developing, value-adding future-oriented result....
Read More
Corporate Culture of Trust, Life Balance with OKR and CFR, Objective and Key Results OKRs, OKR In Corporate Culture Management System, Performance Development

Continuous One-to-One Meetings

Posted on January 12, 2022 By Dilek Mete
Continuous One-on-One Meetings Continuous one-on-one Meetings in OKR and CFR Have you spoken to a valuable team member on a one-to-one basis in the last 6 months? Have you spoken with a sentence or two that will add value to them, improve them, and highlight their strengths? When have you use the la...
Read More
my Agile Life Principles
Balance Relationships with CFR, Balance Responsibility with OKR, Life Balance with OKR and CFR, Objective and Key Results OKRs

My Agile Life Principles

Posted on November 4, 2021 By Dilek Mete
Be agile in work and life matters How Did My Agile Life Principles Come About? It is sometimes very difficult to learn a skill we want, to complete a project that will improve our career – that is, to continue a job we need to continue and to maintain the same high level of motivation. [&helli...
Read More
What's OKRs?
Balance Responsibility with OKR, Corporate Culture of Trust, Life Balance with OKR and CFR, Objective and Key Results OKRs, Performance Development

A Two-Minute Crash Course Into What OKR are!

Posted on November 3, 2021 By Dilek Mete
A Two-Minute Crash Course Into What OKR Are! OKRs date back to Peter Drucker’s MBOs. With his psychology and sociology studies at Intel, Andrew Grove transformed Peter Drucker’s MBO method to create OKRs. Transferring the model to John Doerr, who started out as an intern, and John Doerr&...
Read More
en_USEnglish
tr_TRTurkish en_USEnglish