Holacracy Community of Practice Archive, 2015-2019 Community Holacracy Web Site
Ruben @ Springest posted:

The conflict could be that officially (although it's not licensed or anything afaik) a manager can set the OKR for the coworker. John Doerr advices "at least 60% of the OKRs should be bottom up". In Holacracy that would be 100%, the Lead Link sets strategy for the circle but NOT for any of the roles within. That also prevents the insanity btw

Source of the quote: http://www.slideshare.net/Bett...b=&from_search=1

 

How do you mean integrating the individual OKRs? The OKRs for specific roles? You could just add them as metrics too, as anyone can update on them. At Springest we don't set role level OKRs btw, only at the circle level. In practice, projects are often closely tied to key results already.

Thank you for your reply, Ruben. I found this information particularly useful: "[...] the Lead Link sets strategy for the circle but NOT for any of the roles within."

We haven't included the KRs as metrics yet. We have, however, integrated the objectives into our asana. I know that you also use asana extensively, therefore I'd like to let you know how we use it:

1. Each Circle is considered a Team in our asana.

2. There we created the Objectives as Projects which look like this:
______Name of Objective______

3. Within the objective we write down the Key Results as Tasks

4. We group all Projects which relate to the Objective underneath the Project which we created in step #2. This way we have an overview which Projects contribute to which Objective.

Furthermore I'm thinking of introducing the following structure:

  1. Checklist Item: Work prioritized according to individual OKRs
  2. Monthly OKR Review Meeting (extended Tactical) of each Circle
    1. 1st and 2nd month: KR status update (15 minutes per Person)
    2. 3rd month: Grading and evaluation (e.g. what went wrong, what went great)