The One

Strategy

One Tool For

10X Growth

OKR Objectives and Key Results

Ng Shone Fone , The High Performance coach of DoerHRM.com

Peter Drucker, most widely-known and influential thinkers on management, whose

work continues to be used by managers

worldwide.

But, what is strategy execution?

Most CEO rated strategy execution as the number one or number two most

challenging issue. Harvard Business Review online survey for more than 1000

companies and governments from 50 countries, there are 60% of strategies are

not successfully implemented. The main reasons are, important strategic and

operational decisions are not quickly translated into action

However, silicon-valley companies like Intel, Google and many other well-known

companies and start-ups already solved this big problem with a tool called OKRs.

Peter Drucker was fully aware of

the importance of disciplined

planning and execution – hence

his famous quote: “Plans are just

good intentions unless they

immediately degenerate into

hard work“. He saw the need to

tightly integrate the ideas and

the plans for execution in the

strategy process itself.

And one of the key person to be mentioned here is

John Doerr

Venture capitalist John Doerr was a pioneer in Silicon Valley, going around pitching

OKRs that he learned from Father of OKR, Andy Grove , Ex CEO of Intel and

building Google and other companies he invested with OKRs, to break through

being start-ups to become companies with billions of annual revenue. In Doerr's

New York Times bestseller Measure What Matters: He explains how transparently

setting objectives and defining key results can align organizations and motivate

high performance.” “Measure What Matters is a gift to every leader or

entrepreneur who wants a more transparent, accountable, and effective team.

As of July 2017, Forbes

ranked Doerr as the

105th richest person in

the United States. with

a net worth of US$ 7.5

billion as of February

16, 2018.

What's truly fascinating about OKRs is that they work for large and small

companies for different reasons. For, Start-ups, usually they have limited resources

and little time and capital to waste. OKRs help them achieve more with less. Large

companies are often challenged to manage value-destroying complexity and need

some common goals across divisions and various geographical areas. OKRs help by

simplifying the structures and effectively cascade the ultimate corporate goals to

the team levels, and personal level.

No matter your company's stage, this OKRs strategy execution can help.

ContentsWhat is OKR?

What are the benefits of using OKR?

What’s Strategy?

IKEA as a case study.

How-to Write Good OKRs with 56 samples ofObjectives and Key Results for Business, Personal and Study

What's Next?

What is OKR?Objectives and key results (OKR) is a goal-setting framework that helps

organizations define goals — or objectives — and then track the outcome. The

framework is designed to help organizations establish far-reaching goals in days

instead of months. It is a simple approach to create alignment and engagement

around measurable and ambitious goals.

The goal is to ensure everyone is going in the same direction, with clear priorities,

in a constant rhythm. Recently, OKRs has gained so much attention and become

one of the most effective and popular goal management techniques that help

companies implement strategy and to create highly productive teams that drive

results.

OKR is a lightweight, fast-paced model that improved focus, increases

transparency, better engagement and alignment for a company. OKR’s original

concept came from Intel and spread to other Silicon Valley companies. Google

adopted OKR in 1999, during its first year. It supported Google’s growth from 40

employees to more than 60,000 and zero revenue in 1999 to USD162 billion in

2019.

And today, OKRs is widely used by many successful companies around the world

like Walmart, Samsung, Panasonic, Facebook, Amazon, LinkedIn, IKEA etc. and

OKRs is also very common adopted by many start-ups that eager to grow the

business.

OKRs, in history, has many successes in helping companies that struggles with Goal

setting that are not effective. It is especially good for the companies

1)That still using conventional annual goals planning approach, which are unable to

match the fast-changing business environment, these companies also lack of

ability for timely adjustment, and to make matter worst, some goals are not

measurable.

2)Top-down management approach, in general they are facing challenges of

lacking Individual Commitment & Accountability, lack of lateral communication,

Not innovative and insufficient coordination among the peers.

3)Another common problem in business, is the team avoid setting challenging

target and the reason can be due to biases and judgment errors of performance

evaluation system, for example KPI. This issue may also cause lack of timely

communication between management and subordinate

OKR help resolve these issues by organizing employees and the work they do

around achieving the common objectives.

An OKR consists of an Objective, which defines a goal to be achieved, and usually

with 2 to 5 Key Results, that measure progress towards the Objective. Here is one

of the best ways to explain the structure of an OKR:

I will …….. (Objective)………. as measured by………. (this set of Key Results).

So, as the name implies, Standard OKR has two components, the Objective and the

Key Results.

Objectives are memorable qualitative descriptions of what you want to achieve.

Objectives should be short, inspirational and engaging. An Objective should

motivate and challenge the team

Key Results are a set of metrics that measure your progress towards the Objective.

For each Objective, you should have a set of 2 to 5 Key Results. More than that and

no one will remember them.

Doer Actions, And for DoerHRM’s OKRs module comes with a very useful key Doer

Actions. Where, each key result can also have 2 to 5 Doer Actions, which describe

the work or outputs required to drive progress on the Key Results.

Here is a good sample of OKRs for Sales DepartmentSign Up for Free at https://www.doerhrm.com/

The DoerHRM OKRs framework includes a number of rules to help employees

prioritize, focus, align and measure the outcome of the work they do. DoerHRM

OKRs come with a coaching module that can help entire companies communicate

company strategy to employees in an actionable, measurable way. It also helps

companies to become result-oriented.

If it does not have anumber, it is not a

Key Result.

Sample One

Let’s look into our first sample Objective. It might be

Objective: “Create an Awesome Customer Experience.” This sounds great, but

how do we know if the experience is awesome?

Remember, without measurement you don’t have a goal.

That is why we need Key Results.

How can we measure if we are providing an awesome customer experience?

Two good options are Net Promoter Score and Repurchase Rate. That is, do ourcustomers feel so good about dealing with us that they would recommend us andbuy again? But measuring NPS and repeat purchases alone can send the wrongmessage. It might encourage us to make the customer happy at any cost.Therefore, we can include a countermeasure such as Customer Acquisition Cost.We want to make our customers happy while keeping the costs under control.Hence,

ObjectiveCreate an Awesome Customer Experience in Our HotelKey Results 1: Improve Net Promoter Score from X to Y.Doer Actions 1: Review scores, departmental ratings, guest complaints, repeat

guests and other relevant metricsDoer Actions 2: Responding quickly and thoroughly to complaints and poor

ratings in guest surveysDoer Actions 3: Ask guests for reviews at sites like TripAdvisor or Google

Key Results 2: Increase Repurchase Rate from X to Y.Doer Actions 1: Tracking and automating every step of the order management

process to fulfill every customer order flawlesslyDoer Actions 2: Implement a referral program that makes it easy for your

customers to earnDoer Actions 3: Gamify their next purchase with customer loyalty programs

(to make it easy)

Key Results 3: Maintain Customer Acquisition cost under control, < Y.Doer Actions 1: Effective management of distribution channelsDoer Actions 2: Use a cost effective mobile app to offer best information and

Improve conversionsDoer Actions 3: Have an in-house team for search engine marketing and search

engine optimization.

If you were to use Excel template, the OKRs with all the KRs and DAs details maybe overwhelming, and by using DoerHRM’s OKR application software module,you can easily group, expand, minimise and track progress of Objectives, KeyResults, and Doer Actions. Sign Up for Free at https://www.doerhrm.com/

Now consider an IT company that wants to increase the engagement with their

SaaS digital service:

ObjectiveTo delight our SaaS customer so that they stick with us

Key Results 1: Reduce revenue churn (cancellation) from X% to Y%.Doer Actions 1: ……………………………………………Doer Actions 2: …………………………………………….

Key Results 2: Increase Net Promoter Score from X to Y.Doer Actions 1: ……………………………………………..Doer Actions 2: …………………………………………..

Key Results 3: Improve average weekly visits per active user from X to Y.Doer Actions 1: ……………………………………………..Doer Actions 2: …………………………………………..

Key Results 4: Increase non-paid (organic) traffic to from X to Y.Doer Actions 1: ……………………………………………..Doer Actions 2: …………………………………………..

Key Results 5: Improve engagement (# complete a full profile) from X to Y.Doer Actions 1: ……………………………………………..Doer Actions 2: …………………………………………..

Once more having a set of Key Results helps create a healthy, sustainable OKR. We

want to increase the weekly visits to our website, but we want it to be organic, not

through an expansion of marketing spend, and burst the budget.

Key Results are crucial. Most of all, they define what we mean by “Delight our

customers so that they stick with us.” And, without defining the Key Results, a

second team or company could use the same Objective with different Key Results.

What’s so special about OKR?There is not a single way to use OKR, each company or team can adapt and tweak

it, creating different versions of it. But there are some core concepts:

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Aspirational Goals

The philosophy behind OKR is that if the company is always reaching 100% of the

goals, they are too easy. Instead, OKR targets bold, ambitious goals. Besides

aspirational objectives, OKR believes in enabling the team to set challenging goals.

Goals that make the team rethink the way they work to be at high performance.

Agile Goals

Instead of using annual static planning, OKR takes an agile approach. By using

shorter goal cycles like quarterly goals or monthly goals, companies can adapt and

respond to change.

Organisation Wide - Bidirectional Goal Setting

Instead of using the traditional top-down cascading model that takes too much

time and does not add value, OKR uses a market-based approach that is

simultaneously bottom-up and top-down. From the company’s strategic OKRs,

teams can understand how they can contribute to the overall strategy. In this

process, around 60% of the tactical OKRs are set by the teams in alignment with

the company goals and then contracted with the managers in a bottom-up

approach. This model creates engagement and a better understanding of the

strategy while making the process simpler and faster.

Simple & Straight Forward

Using OKR is simple and straightforward, and the OKRs themselves are easy to

understand. In 1970s, Intel’s original model was to set goals monthly, and

subsequently setting quarterly goals which required a lightweight process.

Companies that adopt OKR reduce the time spent setting goals from months to

days. As a result, they invest their resources in achieving their goals and not on

setting them.

A real example of Intel OKRs in 1980

Organisation Wide Transparency

The primary purpose of OKR is to create alignment in the organization. To do so,

OKRs are public and transparent to all company levels — everyone has access to

everyone else’s OKRs. The CEO’s OKRs usually are available on the Intranet.

Nested Pace

OKR ambassador in a company understands that strategy and tactics have

different natural pace since the latter tends to change much faster. To solve this,

OKR adopts different rhythms:

A strategic goal with high-level, longer term OKRs for the company (usually

annual).

A tactical goal with shorter term OKRs for the teams (usually quarterly).

An operational goal for tracking results and doer actions (usually weekly).

Separating Rewards with OKRs

Separating OKRs from compensation and promotions is crucial to enable ambitious

goals. Employees need to know they will not lose money if they set ambitious

goals. It is hard to set ambitious goals when you need the bonus to pay for your

children’s annual school fee.

OKR is a goal/performance management tool, not an employee performance

evaluation tool.

How to write good OKRs

For Objectives:

Objectives should be simple, short and easy to memorize. If you have to

stop to breathe while reading your Objective, you are doing it wrong.

Objectives shouldn’t be boring. They can fit the organizational culture and

be informal and fun. You can use slangs, internal jokes and even profanity

– whatever fits your company culture.

For Key Results:

Separate metrics from tasks.

Set few of them. Usually between 2 and 5 per objective.

What are the benefits of using OKR?

The main advantages of using OKR are:

Better Agility

Shorter goal cycles , especially weekly or monthly goals or quarterly goals enable

faster adjustments and better adaptation to change, increasing innovation and

reducing risks and waste.

Alignment and cross-functional cooperation

The use of shared OKRs improves collaboration among different teams across the

whole organisation of the corporate/company, solving interdependencies and

unifying competing plans / outputs.

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Reduced time for setting goals

OKR is really simple to use, and it makes the goal setting process faster and easier,

drastically reducing the time, effort and resources needed to setting goals.

Clear communication

Transparency and simplicity enable the team to understand the goals and priorities

of the organization as well as how each individual can contribute for the

achievement of organisation objectives.

Employee engagement

OKR values group discussion and involve the teammember to decide what are the

important business priorities, and with the bottom-up approach for goal setting, it

connects every employees with the company’s objectives, and improving

employee engagement.

Autonomy and accountability

Teams receive a clear direction and are free to choose how to achieve their OKRs.

They become responsible for the achievement of their objectives, and progress of

key results and the outputs, with clear success criteria known to the whole

company, creating mutual obligations and understanding of the employee and the

company. Sign Up for Free at https://www.doerhrm.com/

Focus and discipline

The reduced number of goals creates focus in the organization and more

disciplined efforts and plans. The limited resources can also be put into good use.

More daring goals

Separate OKRs from compensation, incentive, bonuses and using stretch goals,

even partially, enable the team to set ambitious and challenging goals. This will

definitely help a company that wants a 10X growth.

WHAT IS STRATEGY?And what is not!

Strategy as defined in English Business Management is, the way in which a

business, government, or other organization carefully plans its actions over a

period of time to improve its position and achieve what it wants.

Professor Costas Markides, of the London Business School, put it well: “strategy is

about making choices; about ‘who, what, how’: who is our chosen customer; what

are we going to sell; and how are we going to deliver that value proposition”.

Goals are not strategy! “We want to be number one or two in the market”; Well, it

is not a strategy; it is a goal. Strategy is how you endeavour to accomplish it.

Strategy involves making choices; genuine choices for doing somethings and also

not doing somethings. For a good goal, it does not tell you anything about how you

intend to achieve it. Your route towards the goal; that is strategy.

Strategy is not what you were doing anyway, not look for some formulation that

fits in all the things that you were doing because that will lead to not giving

anything up; no matter how disjointed the current set of activities.

Strategy is not secret. Some companies really have formulated a wonderful

strategy; a coherent set of genuine choices about their value proposition and the

precise set of customers that they are going to serve, but when the middle

managers and lower in the organisation are asked, they are unable to tell me what

it is. I am sorry, your strategy as equal to none.

Goals arenot strategy

A strategy is only really a strategy if it alters the behaviour of the

people in your organisation; what they do and how they do it. If

nobody knows about it, it cannot influence their actions and decisions.

Case Study:

IKEA - After Established Nearly 80 Years, Their Sales Growth Remains Impressive.

IKEA founded in 1943, it is one of those great company that business owner/CEO

want to learn to apply their understanding and analysis of economies of scale, fast

organic growth (yes ... it can happen) and to find a poster-child of globalisation,

and you may be surprised that much of what they sell is out-sourced.

How did IKEA operate and grow for such a long period? What were the strategies

they used to maintain the success? And what tools did they use to manage the

performance & evaluate performance to influence their employee behaviours,

actions and decisions, as well as changing or renewing the business systems and

processes.

Here is IKEA strategy, as we researched,

And here is an online survey retrieved in April 2020, from a recruitment company

Comparably.

• OKR is about changing or renewing behaviors,systems or processes so that a company / person canmaintain new levels of performance

• KPI, is a measurable value that demonstrates howeffectively a company is achieving key businessobjectives, and organizations use KPIs at multiple levelsto evaluate their success at reaching targets.

As researched above, IKEA is one of the perfect strategy execution with a

combination of tools:

OKR for Performance Management

KPI for Performance Evaluation

Sign Up for Free at https://www.doerhrm.com/ , to try out the user friendly and

highly effective OKR performance management and KPI performance evaluation

tools.

56 OKRs Samples for

Business

Personal

StudyOKR FOR COMPANY/CORPORATE LEVEL

Objective Survey and improve customer satisfaction level in Q2Key Result 1 Exceed NPS, Net Promoter Score of over 7.5

Key Result 2 Get 350 survey responses to satisfaction opinion surveyKey Result 3 Conduct 100 phone survey with top customersKey Result 4 Conduct 20 phone survey with recently churned out customersKey Result 5 5 improvements plans for Quarter 2

Objective Exceed annual revenues target and improve profitabilityKey Result 1 Achieve quarterly revenue of over USD7,500,000Key Result 2 Open 5 new outstation key account Q3 sales over $500,000Key Result 3 Improve gross profit margin % from 75% to 60%

Objective Increase HR application software recurring revenuesKey Result 1 Achieve MRR, monthly recurring revenue of $300000Key Result 2 Increase average subscription size to $350 / monthKey Result 3 Increase annual renewals to 60%Key Result 4 Reduce churn % to less than 3% monthly

Objective Improve sales & project staffs engagementKey Result 1 Employee attend 6 coaching approach trainingKey Result 2 Online survey for 30 employees to help improve work culture.Key Result 3 Implement using OKRs and DoerHRM software in all 6 teamsKey Result 4 Achieve monthly employee satisfaction score of at 8.0 points

Objective Successfully launch of new medical equipment SmartThermoKey Result 1 Get over 6000 new ordersKey Result 2 Get published product reviews in over 20 medical magazinesKey Result 3 Achieve closing ratio of sign-up / trial of over 15%

Objective To improve product presentation and marketing messageKey Result 1 30 product testing sessions to identify product misconceptionKey Result 2 Get 1000 answers to an online user survey sent to all last quarter's signupsKey Result 3 Across department effort to publish 3 new product catalogueKey Result 4 Have an improvement plan for Q2

Objective Successfully raising angel capital for new ventureKey Result 1 E-mail and phone outreach to 100 VCs and seed fundsKey Result 2 Secure at least 20 online conference callsKey Result 4 Close an investment round at $2 million

Objective Be a class above in the industryKey Result 1 All 6 teams to have an internal improvement meetingKey Result 2 Benchmark everything related to product to 5 key competitorsKey Result 3 Survey 50 customers for improvement suggestionKey Result 4 Create an action list of 5 company-wide improvement plans

OKR FOR SALES ANDMARKETING DEPARTMENTObjective Achieve important marketing metrics of the companyKey Result 1 150000 website visitors per month

Key Result 2 2000 signups in Q2Key Result 3 8000 trials in Q2Key Result 4 500 new paid customers in Q2Key Result 5 Maximum paid user acquisition cost of $30

Objective Implementation success for starting newsletterKey Result 1 Get the sales team members to contribute contents for next 3 monthsKey Result 2 Grow subscriber base at least 5% per week, getting to 30000 readersKey Result 3 Increase the CTR% to above industry average 2.5%

Objective Start external user feedback for website contentKey Result 1 Interview 20 external editors to receive feedbackKey Result 2 Conduct 30 telephone content testing & interview sessions with usersKey Result 3 Start an online survey with min 500 answers to rate our various content

Objective Improve marketing content and distributionKey Result 1 Implement 5 new channels to post articlesKey Result 2 Get 10 ideas from reading 1h of online marketing materials a dayKey Result 3 2 tests from a product review site for paid promotion

Objective Understand our customers and analyse their behaviourKey Result 1 Conduct 10 online client surveys and analyse the resultsKey Result 2 Map our customer journey to identify customer buying decision.Key Result 3 Analyse all marketing channels and generate 8 improvement plan

Objective Improve brand awarenessKey Result 1 Get 3 earned placements in mainstream mediaKey Result 2 Collaborate with 10 industry influencers in marketing eventKey Result 3 Boost brand recognition by 20%Key Result 4 Growing social media like Youtube & Facebook following by 20%

Objective Optimize marketing funnel to improve MQLKey Result 1 Develop 5 inbound campaigns per monthKey Result 2 Test 10 lead capture ideasKey Result 3 Grow email newletter signup rates by 20%

Objective Improve outbound marketing performanceKey Result 1 50 qualified leads from webinarsKey Result 2 100 prospects from exhibitions and networking eventsKey Result 3 30 qualified leads from roadshow campaign

Objective Successfully implement the weekly newsletterKey Result 1 Prepare 6 month’s strategic content, key messages, and topic structuresKey Result 2 Grow subscriber base at least 10% per week, grow to 3,000 readersKey Result 3 Increase the CTR% from 1% to 3.0 %, that is above industry average

Objective Keep our customers up to date with product updatesKey Result 1 Sending 3 product update newsletters to customersKey Result 2 Write 4 blog articles/month on new product featuresKey Result 3 Review 100% product user experience once every quarter

Objective Gather customer feedback on product changesKey Result 1 Conduct 15 interviews with existing customers for feedbackKey Result 2 Listen in to 20 customer service calls for clueKey Result 3 Conduct 10 sampling surveys on customer satisfaction from 100 customers

Objective Increase recurring revenuesKey Result 1 To achieve ($ MRR) a monthly recurring revenue of $350kKey Result 2 Improve monthly subscriptions vs. one-time orders to 70%Key Result 3 Increase average subscription size to at least $80 per monthKey Result 4 Increase % annual renewals to 80%Key Result 5 Reduce churn % to less than 3% monthly

Objective To improve sales process activity indicatorKey Result 1 Ensure every salesperson is making 5000 telemarketing calls in Q2Key Result 2 Achieve at least 240 product demo per salesperson in Q2Key Result 3 Achieve a 15% of closing rate via follow up call / visit

Objective To ensure accurate sales leads data is entered into the systemKey Result 1 Create good scripted questions and lead metrics with Mailchimp CRMKey Result 2 Ensure 100% of leads have answered the obligatory questionKey Result 3 100% Automation for the data collection from backend to CRMKey Result 4 Improve signup form with 2 new obligatory screening questions

Objective To Improve sales approach qualityKey Result 1 Ensure at least 100% of signups get a call from us within 24 hoursKey Result 2 2 product demos from inter-company to all sales team members bi-weeklyKey Result 3 Start a best practices sales process SOP, and measure the performance

Objective Achieve record revenues and improve profitabilityKey Result 1 Achieve quarterly revenue of $250,000Key Result 2 Start sales in 2 new countries in South East AsiaKey Result 4 Increase gross profit margin from 30% to 45%

Objective Improve prospecting and rapport for better sales opportunitiesKey Result 1 Identify 300 prospects with high potentialKey Result 2 Develop value selling process with personalized messagesKey Result 3 List 5 key insights for sales success when interact with prospects

OKR FOR FINANCE DEPARTMENTObjective Improve annual budgeting and business planningKey Result 1 Train 6 division managers for the business planning sessionKey Result 2 Receive business budget proposals by 31st OctKey Result 3 Have each project sales manager to use DoerHRM metric dashboardsKey Result 4 Close the business budgeting by 30th Nov

OKR FOR PRODUCTs & PRODUCT MANAGERObjective Implement 360-degree product development systemKey Result 1 Assign respective responsibility to sales, marketing, and R & D departmentsKey Result 2 Establish input/output management process for sales, marketing and R & DKey Result 3 Integrate user testing into all activities during product R & DKey Result 4 Integrate user Beta testing into first 3 month of pre-launch period.

OKR FOR HR MANAGER & HR DEPARTMENTObjective Well trained & on-board with OKRs & configure DoerHRMKey Result 1 Selected Key persons are trained by DoerHRM’s coachKey Result 2 To start the Alignment, and Engagement with OKRs in the companyKey Result 3 Study the DoerHRM OKR Samples & Implementation ChecklistKey Result 4 Read through https://www.doerhrm.com/FrontPage/Resources.phpKey Result 5 Sign up at https://www.doerhrm.com/

Objective Recruitment campaign for sales engineer positionKey Result 1 Conduct career seminars in 5 universities in Kuala LumpurKey Result 2 To post ads at Jobstreet to collect 200 potential new candidatesKey Result 3 Organise an open career day at the office with at least 50 participantsKey Result 4 Redesign company careers and jobs website section

Objective Define and promote company culture and valuesKey Result 1 Survey all employees on company values with min 80% response rateKey Result 2 With 6 well mixed teams, to brainstorm and to redefine company cultureKey Result 3 Promote company values in the office

Objective Improve front-desk’s job satisfaction workKey Result 1 Reduce complaints and negative feedback per quarter from 20 to 5Key Result 2 Increase positive feedback from 5 to 20 per quarterKey Result 3 Improve employee satisfaction rating from 6.5 to 8.5

Objective Self-improvement to become a better business administratorKey Result 1 Take 3 online video courses on being a good business administratorKey Result 2 Read and share daily on topics related to customer success in the officeKey Result 3 weekly Survey among colleagues to evaluate areas of improvement

Objective Improve the quality of our HR team’s workKey Result 1 Hire one new HR assistanceKey Result 2 Prepare hiring guidelines for the Jobstreet adsKey Result 3 Organize 3 trainings / week for HR department

Objective Review and launch internal employee Training ProgramKey Result 1 Survey 6 team leaders on their training needs and what is lackingKey Result 2 Join an external HR group and research how they do internal trainingKey Result 3 Identify 10 training program and start to train the trainersKey Result 4 Evaluate the effectiveness of the training program quarterly

Objective Sales training needs assessment and monitor training programsKey Result 1 Review & Improve the onboarding process for new sales employeesKey Result 2 Organise 3 training sessions for the sales team from all 6 divisionsKey Result 3 Online survey feedback from sales training activitiesKey Result 4 Track the next 3 months sales performance after the training

Objective Maintain competitiveness in hiring practices.Key Result 1 Review & develop insight of competitor´s jobstreet ads 3 times quarterlyKey Result 2 Formulate strategy to highlight our hiring advantages over competitors.Key Result 3 Survey potential hires to gather competitive info regarding competitors.

Objective Ensure a sustainable oncoming candidate to apply for jobKey Result 1 Partner with 2 recruitment platforms to regularly post job addsKey Result 2 Connect with 10 universities to showcase our company available positionsKey Result 3 Recruit internship student who might be converted as employee in the future

OKR FOR ADMIN AND OPERATION DEPARTMENTObjective Improve internal document managementKey Result1 Implement Google Drive as new document sharing platformKey Result 2 6 teams are to create directory structure for documents respectivelyKey Result 3 Move 60% of existing % of documents from file servers to Google Drive

Objective Improve document and reporting management proceduresKey Result 1 Implement Mailchimp CRM system to track incoming inquiriesKey Result 2 Implement DoerHRM reporting system for better tracking of work progress

Key Result 3 Initiate a monthly office updates to all employee

Objective Transform the office so that employee love to come to workKey Result 1 Meeting for feedback from all employees for ideas to improveKey Result 2 Organise quarterly sport club events to involve everyoneKey Result 3 Organise monthly birthday food and drinks in the office .

Objective Successful implementation of OKRs with DoerHRMKey Result 1 Hand-on training of OKRs and DoerHRM softwareKey Result 2 All the 6 team members keeps their forms up to date at all timesKey Result 3 Weekly (PPP) Problem, Progress & Planning & OKR meeting is startedKey Result 4 Familiar with application of OKR and DoerHRM features and functions

OKR FOR DESIGN & TECHNOLOGY DEPARTMENT

Objective Launch a new landing page that “Wow” a visiting customerKey Result 1 Survey 20 user opinions and identify “user experience” issuesKey Result 2 Design new website with animations, attractions and new graphicKey Result 3 To start 10 prototype user-testing on every web pageKey Result 4 Launch the new website by 1st AprilKey Result 5 Increase % sign-up ratio of visiting customer from 3% to 10%

Objective Support sales and marketing successKey Result 1 Produce 8 product catalogue per monthKey Result 2 2 marketing videos for Facebook marketing campaignKey Result 3 1 education e-books with case studies, and OKRs samples

Objective Promote company as the best employer for design teamKey Result 1 Joining 1 external design competitions quarterlyKey Result 2 Publish 1 open source design quarterly and reward the teamKey Result 3 Organise 1 designer meetups party in the office quarterly

Objective Voted as a design driven company by the industryKey Result 1 Form a design enthusiastic team to organise latest designing tools and softwareKey Result 2 Allocate 5% budget from revenue for online accounts & designing software.Key Result 3 Recruit a top class designer to be on board of company director

Objective Review and improve data security systemKey Result 1 Research and review security policies of 3 leading companies in the industryKey Result 2 Hire 3 external hacking test from 3 different professional hackersKey Result 3 Ensure 100% Implementation of application and data backup policies

Key Result 4 Deploy in Microsoft Azure to help guarantee 99.9% uptime.

Objective Improve software testing proceduresKey Result 1 Recruit one new software development teams to focus in testingKey Result 2 Ensure 80% of the code are testedKey Result 3 Automate security testing and assessment of codes writtenKey Result 4 Testing team satisfaction score must achieve 80%

What made the OKR system so strong is, it engages everybody in the companywith actionable plans, and mobilising everyone to maximise the results by goingin the same direction.

The OKR is a proven system for business world, you may be curious, can OKRswork for personal or life goals? The answer, is a big “YES”. You can buildstronger bonds with your family, prepare for a marathon, get better in school,master a new skill, get a partner, buy a house …. and many more.

And here are some of my personal OKRs that have helped me to live a more fulfilling andhappier life.

Objective : Be the best roles for my family as a father, husband and sonKR1 : Home improve from L5 to L10 as a safe and comfortable place to rest and healDA1: Me and my sons are self-starter and help around the house chores dailyDA2: We practise unconditional loveDA3: We practise proactive listening without prejudiceDA4: We take initiative to show support to each other

KR2 : Family Feeling Loved and Understanding Improved From L5 to L10DA1: We talk daily with care and sensitive with each other’s needsDA2: We communicate with respect even with difference in opinionDA3: We play badminton and dine out together weeklyDA4: Practise discipline with love and positive parenting guidance

KR3 : All my sons develop good character, and independentDA1: Be a good role model at home ànd at workDA2: Teach my sons all the good values, to plan and be result orientedDA3: Respect and show the love to my wife

Objective : Become the leading authority in my area of expertiseKR1 : Start an on-line group with 3,000 followers by Dec 2020KR2 : Become a professional trainer that train twice a month by Dec 2020KR3 : I am blogger that write 3 times a week

KR4 : Share an educational video weekly

Objective : Live my best fulfilling and satisfying lifeKR1 : Build a successful business that goes IPO by 2022KR2 : Annually advise and train 30 CompaniesKR3 : Financial investment in forex & stock return of 25% yoyKR4 : Coaching a team of 12 young entrepreneurs

Objective : Love my life, as it is so perfect and everything are beautifulKR1 : Have 3 hours daily of my own time for reading, exercise and meditationKR2 : Giving back to community by developing 1000 leaders that do good by 2022KR3 : Private investment time 1 hour daily

And here is my 16 year-old son, Yeu Kai’s OKRs for his study

Objective To enrol a university to study ACCA with 50% scholarship

Key Result 1 Scoring Malaysia government exam SPM achieving 6AChinese. English BM. Math. Account Moral

Doer Action 1 follow a strict study timetable dailyDoer Action 2 I do revision dailyDoer action 3 self-test weeklyDoer Action 4 extra lessons from internetKey Result 2 Improve study skills & self- learning capability

From 40% to 80%Doer Action 1 research & apply more effective methods for improvementDoer Action 2 daily practice taking notes, and reviewDoer Action 3 join a student study groupKey Result 3 A 100% balanced teenager lifeDoer Action 1 Practice 30 min piano dailyDoer action 2 Exercise 30min, twice a weekDoer Action 3 Read & voice record 30 min English article from internet

Remark: 2 hours Video games on Saturday and Sunday after finishing voice record & self-test

What's Next?Now that you have read The One Strategy One Tool for 10X Growth, there are a

few things that you can do:

Send me your questions or comments

Learn how to implement OKR, KPI or TEAM COACHING for your company

Contact us for consultancy, coaching or training

Sign Up for Free at https://www.doerhrm.com/

OKR, KPI and TEAM COACHING are not a one size fits all approach. You should

think of it as a set of customizable building blocks that you can leverage to

transform your company to become high performance.

About me, the “Info Collectors” for this E-book

ObsnapGroup founder CEO, Ng Shone Fone, an EMBA graduate, a serial

entrepreneur started since 1997, with businesses in equipment trading,

manufacturing, exporting, equipment repair and ISO17025 calibration services,

software development and consultancy training.

High Performance Team Training & Coaching Program

When you sign-up, you will learn:Team Coaching Essentials* Your role and how to develop your skills* How to develop the team with COACHINGWHEEL model in balance

* Develop leadership core in EQ, AdaptabilityTrustworthiness, & Conscientiousness

* The 3 points of being a credible expert* 10 steps to build self-confidence* 6 steps for presenting high self-confidence* How to use AFFIRMATIONS model to let theteam to believed in advance that they can!

Result-driven Coaching* How To create meaningful purpose, goals,roles and company culture.

* G.R.O.W. model to structure coaching andmentoring sessions

* How to install Creative leadership &inspirational leadership in the company

* How to achieve game-changingperformance to drive results

* How to use OKR to improve transparencyand lead the team to be solution focus

Coaching for Greater Influence* How to develop trust and hold positiveconversation and have successful meeting

* To Develop the team with 4 types ofEMPATHY so to build powerful connection

* 10 ways to improve SITUATIONALAWARENESS to increase engagement

* How to use SENSE OF SERVICE model tomake things happen

* How to use the CORE SUCCESS QUESTIONSmodel to develop team potential

* When & how to use INTERDEPENDENCEmodel to create positive combination

Leadership & Management Coaching* The 5 styles and levels of influence inInfluential leadership to influencing others

* When & how to use WHAT, WHY, & HOWmodel for influencing strategy

* The option LEADER-MANAGER-OPERATORmodel in Strategic leadership

* How to develop Leadership for successionplanning and expansion

* The 8 essential leadership skills* How to use the momentum model tocreate strategic vision and goals.

* The 10 characteristics of successful leaders

High-performance coaching* How to use CONFLICT OPTIONS model toachieve Win-Win collaboration

* The 5 stages of conflict management* The 9 ways to bond with someone.* 5 tips to communicate through conflict* How to use DIRECTIVE AND CONSULTATIVEmodel for clear direction and engagement

* 8 steps to transformation* How to use PPP reporting & 1 on 1 coachingsession to continuously

* The 80-16-04 of CHANGE model to preparea strong platform to improve & change

NLP coaching in workplace* How to use NLP technique to coacheffectively with least resistance

* How to resolve troubling past events and toovercome negative states

* How to use NLP approach to improveInfluence and Persuasion

* The 5 levels of listening* How to use matching, mirroring, pacing andleading to build rapport

* The powerful NLP tool, META MODEL thatchange beliefs.

* 16 hallmarks of a great NLP coach

The trainer /coach: Ng Shone Fone , an EMBA graduate, a serial entrepreneursince 1997 and currently is the Group CEO for Obsnapgroup

My background as a trainer / coach, supported by theory and proven practical experience

For nearly 30 years I have been building around 10 companies specialised in import, trading,manufacture and export of testing equipment. Two of the businesses, we offer industrialequipment repair, factory automation and calibration service comply to ISO17025.

And in early 2019, I started a software company focus in cloud-based performance management &evaluation software www.doerHRM.com , and a consultancy training company to helporganisations to perform at their best, set the pace and to achieve the desired and ambitious goals.

Over the years, I have trained, coached and grown many sales or management professionals withinmy organisation. In doing so, I have enhanced companies’ performance and three of them havebeen recruited to become my business partners.

The High Performance Team Training & Coaching Program is a three-month program conductedbiweekly, the course is a combination of classroom theory, homework, multimedia, hands-on,proven practical experience sharing and software tools for the implementation of knowledgegained in order to make the learning complete; that’s applying immediately what have beenlearned!

Questions?

More info about OKR, KPI Implementation and Coaching Methodology

Connect with Mr Ng Shone Fone:

coaching@doerhrm.com

Tel / Whatsapp: 012 2233 687

Inquiry for Product & Services?

Connect with Ms Nana:

info@doerhrm.com

And you can still

Sign Up for Free at https://www.doerhrm.com/

Without strategy,

execution is aimless.

Without execution,

strategy is uselessBy Morris Chang Founder, CEO ofTaiwan Semiconductor Manufacturing Co