You may have heard about the OKR-framework and that all the most successful companies in the world, like Google, Amazon, Twitter and Uber use it. But what does it actually mean? And how can you use the OKR-model in the development of your company talent?
OKR stands for “Objectives and Key Results”. You start by setting an objective, which is the goal you want to accomplish — this objective must be defined so that it can be reached, but it requires definite effort to accomplish. Key Results are the actual steps required to reach the desired objective. Key Results should be concrete, specific and measurable actions and once they are completed the objective is reached.
Example of an OKR:
OKRs are great and a simple way of setting goals and steps to reach them. But even the OKR-framework can sound too “business-like” for the personal development of individuals.
That is why we at Talbit want to introduce the G&T-way. And no, we are not talking about gin&tonics (but they are great as well)
G&T stands for goals and tasks. Yes, that simple. A goal is basically the same as an O in the OKR, an objective and tasks are equivalent to key results, except they don’t have to be as quantifiable and measurable. If you can create them as quantifiable and measurable — great, do it! The reason we want to talk about goals and tasks is that the words are more understandable for the individual employees and in the context of personal development. In many languages, translating the OKR to native language doesn’t always end up being easy to understand.
Goal: Become a better presenter
As you can see it’s similar to the OKR-framework, but more suitable for the context of individual development. We want to bring the benefits of the OKR to the world of talent development with GTs and Talbit.