{"id":13512,"date":"2022-05-08T21:24:19","date_gmt":"2022-05-08T19:24:19","guid":{"rendered":"https:\/\/www.wonderwerk.com\/agility\/objectives-und-key-results-okr\/"},"modified":"2025-04-29T14:48:59","modified_gmt":"2025-04-29T12:48:59","slug":"objectives-und-key-results-okr","status":"publish","type":"page","link":"https:\/\/www.wonderwerk.com\/en\/agility\/objectives-und-key-results-okr\/","title":{"rendered":"OKR \u2013 What is it and how does it work?"},"content":{"rendered":"\n<p class=\"has-medium-font-size\"><strong>What exactly are OKRs<\/strong>? In a nutshell, OKR (Objectives and Key Results) is a <strong>leadership and goal management framework<\/strong> that is specifically tailored to the ever-changing conditions of our modern working world.<br><br>OKR enables organizations to <strong>pursue long-term strategic<\/strong> <strong>goals<\/strong> while maintaining the flexibility to execute. This is achieved by actively<strong> involving employees in the goal-setting process<\/strong>. OKR counters the rigid top-down management approach of the 2000s with a <strong>bottom-up perspective<\/strong> that ensures everyone is pulling in the same direction.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-content\">Content<\/h3>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<ul class=\"wp-block-list rotlink\">\n<li><a href=\"#framework\"><a href=\"https:\/\/www.wonderwerk.com\/en\/agility\/objectives-und-key-results-okr\/#framework\">How does OKR work as a framework?<\/a><\/a><\/li>\n\n\n\n<li><a href=\"#was\"><a href=\"https:\/\/www.wonderwerk.com\/en\/agility\/objectives-und-key-results-okr\/#was\">What are objectives and key results?<\/a><\/a><\/li>\n\n\n\n<li><a href=\"#mbo\"><a href=\"https:\/\/www.wonderwerk.com\/en\/agility\/objectives-und-key-results-okr\/#mbo\">OKR vs. MBO<\/a><\/a><\/li>\n\n\n\n<li><a href=\"#wie\"><a href=\"https:\/\/www.wonderwerk.com\/en\/agility\/objectives-und-key-results-okr\/#wie\">How do I formulate OKRs?<\/a><\/a><\/li>\n\n\n\n<li><a href=\"#anders\"><a href=\"https:\/\/www.wonderwerk.com\/en\/agility\/objectives-und-key-results-okr\/#anders\">What makes OKR different?<\/a><\/a><\/li>\n\n\n\n<li><a href=\"#zyklus\"><a href=\"https:\/\/www.wonderwerk.com\/en\/agility\/objectives-und-key-results-okr\/#zyklus\">How does the OKR cycle work?<\/a><\/a><\/li>\n\n\n\n<li><a href=\"#methode\"><a href=\"https:\/\/www.wonderwerk.com\/en\/agility\/objectives-und-key-results-okr\/#methode\">OKR as a management method<\/a><\/a><\/li>\n\n\n\n<li><a href=\"#unternehmen\"><a href=\"https:\/\/www.wonderwerk.com\/en\/agility\/objectives-und-key-results-okr\/#unternehmen\">Introducing OKR in your company<\/a><\/a><\/li>\n\n\n\n<li class=\"rotlink\"><a href=\"#erfolgreich\"><a href=\"https:\/\/www.wonderwerk.com\/en\/agility\/objectives-und-key-results-okr\/#erfolgreich\">Successfully introducing OKR with Wonderwerk<\/a><\/a><\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer trennlinie_80_80\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading subtitle_oben\" id=\"framework\">How does OKR work as a framework?<\/h2>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p>Objectives and Key Results (OKRs) provide a much-needed bridge between <strong>corporate strategy<\/strong> and the people who execute it. The popular saying that the left hand does not know what the right hand is doing illustrates why this is necessary: In many organizations, we still see corporate goals that are born in the ivory tower of top management and die there in beauty because they are not anchored in the operational activities of employees.<br><br>OKRs, on the other hand, are a <strong>holistic method<\/strong> for managing goals and performance at ALL levels of an organization. The method focuses on transparency, consistent <strong>communication<\/strong> and <strong>personal accountability.<\/strong><br><br>By discussing <strong>and reflecting<\/strong> on short, medium, and long-term results at relatively short intervals at all levels, continuous &#8220;course corrections&#8221; take place.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p><strong><strong>Objectives and Key Results help companies to<\/strong><\/strong><\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<ul class=\"wp-block-list\">\n<li>set a clear <strong>strategic focus<\/strong>.<\/li>\n\n\n\n<li><strong>identify<\/strong> the <strong>most important tasks<\/strong> and goals for the company.<\/li>\n\n\n\n<li><strong>retain<\/strong> good employees <strong>in the long term<\/strong> through a motivating work environment and intrinsic motivation.<\/li>\n\n\n\n<li><strong>uncover<\/strong> weaknesses and <strong>potential for improvement<\/strong> in processes.<\/li>\n\n\n\n<li>use resources <strong>as profitably as possible<\/strong>.<\/li>\n\n\n\n<li>make <strong>successes<\/strong> objectively <strong>measurable<\/strong>.<\/li>\n\n\n\n<li>Align the corporate strategy for <strong>growth<\/strong>.<\/li>\n\n\n\n<li><strong>Remain capable of acting<\/strong> despite constantly changing conditions.<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"846\" height=\"483\" src=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/05\/OKR_framework.png\" alt=\"\" class=\"wp-image-8086\" srcset=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/05\/OKR_framework.png 846w, https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/05\/OKR_framework-300x171.png 300w, https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/05\/OKR_framework-768x438.png 768w\" sizes=\"auto, (max-width: 846px) 100vw, 846px\" \/><\/figure>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_50-30\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading subtitle_oben\" id=\"was\">What are objectives and key results?<\/h3>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_20\"><\/div>\n\n\n\n<p>What are objectives and key results?<\/p>\n\n\n\n<p>The two <strong>constitutional values<\/strong> that give the OKR method its name are <strong>objectives<\/strong> and <strong>key results<\/strong>. Objectives are the <strong>goals<\/strong> that are not imposed top-down by management, but are defined <strong>at every organizational level<\/strong> of the company. For example, there are objectives that are defined at the <strong>departmental level<\/strong>, objectives that are formulated at the <strong>team level<\/strong>, and goals that each individual employee defines <strong>for themselves<\/strong>. Objectives have a <strong>qualitative value<\/strong>: What do I want to achieve? Where do I want to go?<br><br>Each objective is assigned two to five <strong>key results<\/strong>. Key results describe how the objective is to be <strong>achieved<\/strong> in concrete terms and how this <strong>achievement<\/strong> is to be <strong>measured<\/strong> using figures.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"mbo\">OKR versus MBO<\/h3>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p>OKR as a goal management framework is essentially based on the traditional concept of <em>management by objectives<\/em> or MBO. Both frameworks create structure through goal setting and provide a yardstick for measuring employee performance. However, while Management by Objectives means \u201cleadership through goal setting\u201d and thus focuses on the <strong>quantitative achievement of goals<\/strong>, OKRs focus on the <strong>quality of results<\/strong> by concentrating on the process of achieving goals and breaking these qualitative objectives down into quantitative key results.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p class=\"rotlink\">Another important difference between MBO and OKR lies in the <a href=\"https:\/\/www.wonderwerk.com\/en\/leadership\/what-is-leadership\/\"><strong>understanding of leadership<\/strong><\/a>: While MBO specifies the <strong>goals and tasks<\/strong> within the framework of the classic top-down approach and the degree of goal achievement is evaluated at the end of the respective period, we understand \u201cleadership\u201d in the sense of OKR more as <strong>empowering teams and employees<\/strong>: They have the opportunity to develop much more and take on more responsibility through ongoing reviews and feedback within the much shorter OKR cycles.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p class=\"rotlink\">Combined with this modern understanding of leadership, OKR as a framework lays the foundation for a<strong> positive culture of error<\/strong> in many organizations, enabling employees to pursue their ideas and develop their visions. This positive culture of error, in turn, creates the<strong> ideal conditions <\/strong>for successful <a href=\"https:\/\/www.wonderwerk.com\/en\/innovation\/what-is-innovation-management\/\"><strong>innovation management<\/strong><\/a> and entrepreneurial spirit within the company (<a href=\"https:\/\/www.wonderwerk.com\/en\/innovation\/what-is-intrapreneurship\/\"><strong>intrapreneurship<\/strong><\/a>).<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading subtitle_oben\" id=\"wie\">How do I formulate OKRs?<\/h2>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p>The biggest challenge of OKR (and modern management in general) is <strong>setting the right <\/strong>objectives. To prevent management from setting objectives that <strong>create obstacles<\/strong> in operations, or the operational level from setting objectives that are not in line with the company&#8217;s vision, OKR gives both levels their rights:<br><br>Management sets<strong> about 40% of the objectives<\/strong>. Based on this 40%, which reflects the company&#8217;s long-term strategic direction and philosophy (the so-called long-term goals), <strong>employees set the remaining 60%<\/strong> of the company&#8217;s goals.<br><br>These goals, however, are not yet the targets or key results, but rather the so-called <strong>mid-term goals<\/strong> (also known as MOALS). Mid-term goals are medium-term goals, typically set for a <strong>one-year period<\/strong>.<br><br>MOALS are <strong>intentionally ambitious<\/strong> and provide strategic direction. Based on them, the individual organizational levels of the company set their <strong>own <\/strong>objectives independently. The objectives are therefore <strong>milestones<\/strong> on the way to the mid-term goals.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_50-30\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-how-do-i-formulate-objectives\">How do I formulate objectives?<\/h3>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p class=\"rotlink\">Objectives, just like medium-term goals, can be ambitious, but they should still be achievable <strong>within an OKR cycle<\/strong>. To this end, objectives can also be shortened or <strong>divided into<\/strong> several phases.<br><br>In addition to ambitious but achievable goals, there are also so-called <a href=\"https:\/\/insights.controller-institut.at\/was-sind-stretch-goals\/\"><strong>stretch goals<\/strong><\/a>. Stretch goals are goals that require a high degree of <strong>innovation<\/strong> and\/or <strong>commitment<\/strong>. They are not unattainable per se, but <strong>success is not very likely<\/strong>.<br><br>The use of stretch goals should be carefully considered in advance and ideally <strong>planned with experts.<\/strong> Depending on the company situation and culture, this type of objective can have <strong>both a motivating and an inhibiting<\/strong> effect.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_50-30\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-key-results-make-goals-measurable\">Key results make goals measurable<\/h3>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p>Key results are <em>specific<\/em> and <em>time-bound<\/em>. They are also (and this is important!) <em>measurable.<\/em><br><br>While mid-term goals and objectives can be formulated in abstract terms, key results MUST be <strong>measurable<\/strong>. Their job is to link the milestones (objectives) to <strong>concrete metrics<\/strong>. These key figures can be used to check whether the goal has been achieved or to what extent it has been achieved.<br><br>In this way, OKRs ensure that both <strong>successes<\/strong> and <strong>failures<\/strong> are transparent: Specifically formulated key results distribute the fulfillment of objectives across <strong>several shoulders<\/strong>, while also linking them to <strong>specific tasks<\/strong> for teams and individual employees.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer trennlinie_80_80\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading subtitle_oben\" id=\"anders\">What makes OKR different?<\/h2>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p>Unlike <strong>traditional<\/strong> goal management methods, where strategic goals are set once a year and passed down \u201cdownward\u201d according to the waterfall principle, OKR divides goal setting and goal achievement into <strong>smaller, more flexible units<\/strong>. This applies not only to the distribution of strategic goals across all organizational levels (see above), but also to a <strong>focus on the essentials<\/strong>.<br><br>Companies no longer try to implement everything somehow. Instead, they concentrate on achieving <strong>a few specific goals<\/strong> in a precisely <strong>defined way<\/strong>.<br><br>For this reason, the number of objectives that can be defined per organizational level is limited. Companies that formulate a <strong>maximum of five objectives<\/strong> with<strong> two to five key results<\/strong> per level usually achieve their goals faster than organizations that fail to set a focus.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"linkrot has-background\" style=\"background-color:#fce0ec\">Would you like to learn more about strategy work? In our article <a href=\"https:\/\/www.wonderwerk.com\/en\/strategy\/strategy-development\/\"><strong>Strategy Development<\/strong><\/a>, we present various models and methods.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_50-30\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-shorter-cycles-ensure-flexibility\">Shorter cycles ensure flexibility<\/h3>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p>Focusing on the essentials also has an impact on the <strong>time frame<\/strong>: Instead of asking themselves at the end of the year why the company&#8217;s goals were not achieved, OKR companies know <strong>earlier<\/strong> when something is going wrong and can take flexible countermeasures.<br><br>The key to success is <strong>short implementation and review cycles<\/strong>. This allows even very <strong>ambitious goals<\/strong> to be achieved step by step. Incidentally, how Objectives and Key Results are implemented as a method today is significantly influenced by how <strong>Google<\/strong> uses OKR.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer trennlinie_80_80\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading subtitle_oben\" id=\"zyklus\">How does the OKR cycle work?<\/h2>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p>While OKRs are typically set for cycles of two to four months, many companies have followed <strong>Google&#8217;s example <\/strong>and established a <strong>three-month OKR cycle<\/strong>. This means that OKRs are <strong>revised every three months<\/strong> and linked to corresponding key results. In most companies, this cycle consists of <strong>four phases<\/strong>:<br><br>1. OKR Planning<br>2. OKR-Weekly<br>3. OKR Review<br>4. OKR Retrospective<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_50-30\"><\/div>\n\n\n\n<div class=\"wp-block-wonderwerk-listimgitem listbox\"><figure class=\"list_icon\"><img decoding=\"async\" src=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/05\/OKR_planning_phase1.png\" alt=\"\"\/><\/figure><div class=\"listboxtext\"><div class=\"flexbox_2box\"><div class=\"listbut_sub\">1.<\/div><div class=\"listbut_sub_header\">Phase:<br>OKR Planning<\/div><\/div><div class=\"spacer_20\"><\/div>\n<p><strong>OKR planning<\/strong> involves <strong>planning objectives<\/strong> for the next <strong>three months<\/strong> at all levels of the organization. The <strong>mid-term goals<\/strong> formulated at the beginning are the fixed points of this discussion. Each individual team discusses how they can contribute to the success of the company&#8217;s goals within the scope of <strong>their specific area of responsibility<\/strong> (= formulation of objectives) and what <strong>concrete measures<\/strong> (= formulation of key results) are necessary to achieve this. Based on the objectives at the team level, individual employees can also formulate goals for their own development during this phase.<\/p>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-wonderwerk-listimgitem listbox\"><figure class=\"list_icon\"><img decoding=\"async\" src=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/05\/OKR_weekly_phase2.png\" alt=\"\"\/><\/figure><div class=\"listboxtext\"><div class=\"flexbox_2box\"><div class=\"listbut_sub\">2.<\/div><div class=\"listbut_sub_header\">Phase:<br>OKR-Weekly<\/div><\/div><div class=\"spacer_20\"><\/div>\n<p>The OKR Weekly is not actually a phase, but rather a <strong>practice for internal coordination<\/strong>. To ensure that all team members are on the same page, a short meeting is held once a week. This allows questions to be <strong>quickly clarified<\/strong>, problems to be communicated, and progress to be reviewed. The OKR Weekly should not last longer than <strong>15 minutes<\/strong>.<\/p>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-wonderwerk-listimgitem listbox\"><figure class=\"list_icon\"><img decoding=\"async\" src=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/05\/OKR_review_phase3.png\" alt=\"\"\/><\/figure><div class=\"listboxtext\"><div class=\"flexbox_2box\"><div class=\"listbut_sub\">3.<\/div><div class=\"listbut_sub_header\">Phase:<br>OKR Review<\/div><\/div><div class=\"spacer_20\"><\/div>\n<p>After three months, a <strong>review<\/strong> takes place. The focus here is on the <strong>degree to which the objectives have been achieved<\/strong>: How many of the key results were we able to achieve (and how well)? Since key results always contain <strong>specific targets<\/strong>, <strong>the success<\/strong> of individual employees and the team can be <strong>measured<\/strong> using these figures. Since objectives are always formulated ambitiously, <strong>achieving 70% of the target<\/strong> is considered <strong>satisfactory<\/strong> in most companies.<\/p>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-wonderwerk-listimgitem listbox\"><figure class=\"list_icon\"><img decoding=\"async\" src=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/05\/OKR_retrospective_phase4.png\" alt=\"\"\/><\/figure><div class=\"listboxtext\"><div class=\"flexbox_2box\"><div class=\"listbut_sub\">4.<\/div><div class=\"listbut_sub_header\">Phase:<br>OKR Retrospective<\/div><\/div><div class=\"spacer_20\"><\/div>\n<p class=\"has-black-color has-text-color\">The fourth and final phase of the OKR cycle is used to <strong>analyze and optimize <\/strong>the OKR process. Here, the team discusses <strong>openly and transparently<\/strong> what went well and where there is room for improvement in terms of working with OKRs. This can relate to work processes as well as communication and\/or collaboration within the team. The goal is <strong>continuous improvement<\/strong> and the incorporation of <strong>important lessons learned<\/strong> into the next cycle.<br><br>To ensure that both the review and the retrospective function optimally and that every employee can reflect on their own work <strong>in relation to the company&#8217;s goals<\/strong>, OKRs are always <strong>transparent<\/strong>. Ideally, all employees should be able to access all OKRs in the organization at any time.<\/p>\n<\/div><\/div>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer trennlinie_80_80\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading subtitle_oben\" id=\"methode\">OKR as a management method<\/h2>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p class=\"rotlink\">Modern management requires <a href=\"https:\/\/www.wonderwerk.com\/en\/agility\/agile-transformation\/\"><strong>agile structures<\/strong><\/a>. Companies that not only want to rise to the challenges of our <strong><a href=\"https:\/\/en.wikipedia.org\/wiki\/VUCA\">VUCA world<\/a><\/strong> (<strong>VUCA<\/strong> = <strong>v<\/strong>olatility \u2013 <strong>u<\/strong>ncertainty \u2013 <strong>c<\/strong>omplexity \u2013 <strong>a<\/strong>mbiguity) but also want to use them as <strong>growth catalysts<\/strong> need to rethink \u201cleadership.\u201d For this reason, OKR plays an important role as a framework, especially in the areas of <strong>new work<\/strong> and <a href=\"https:\/\/www.wonderwerk.com\/en\/leadership\/what-is-leadership\/\"><strong>digital leadership<\/strong><\/a>.<\/p>\n\n\n\n<p class=\"rotlink\">Employees no longer focus on abstract goals that are \u201cimposed\u201d on them, but work toward <strong>their own, self-set goals<\/strong>. This means that employees in OKR companies are not motivated by pressure or hierarchy, but <strong>intrinsically<\/strong>: by themselves.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-google-s-secret-weapon\">Google&#8217;s secret weapon<\/h3>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p class=\"rotlink\"><strong>Google<\/strong> has demonstrated how OKR ensures <strong>satisfied employees<\/strong>. When John Doerr introduced the management method at Google in 1999, the search engine giant had around 40 employees. Twenty-three years and almost 70,000 employees later, the company still swears by Objectives and Key Results. Other companies that use OKR <strong>very successfully<\/strong> include <em>LinkedIn<\/em>,<em> Intel<\/em>, and <em>Oracle<\/em>.<br><br>There is one thing above all that we can learn from the <a href=\"https:\/\/www.workpath.com\/magazin\/okr-google\"><strong>Google success story<\/strong><\/a>: Companies that link their <strong>strategic vision<\/strong> to the <strong>development and satisfaction of their employees<\/strong> not only <strong>achieve their goals<\/strong> <strong>faster<\/strong>, but are also better equipped to face the challenges of the market.<br><br>Intrinsically motivated people are not only <strong>better at dealing with pressure to change<\/strong> than extrinsically motivated people, they also tend to achieve <strong>better results<\/strong> because they respond to <strong>challenges<\/strong> with <strong>creativity<\/strong> and <strong>innovation<\/strong>.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer trennlinie_80_80\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading subtitle_oben\" id=\"unternehmen\">Implementing OKR in your company<\/h2>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p class=\"rotlink\">Its flexibility makes Objectives and Key Results the ideal framework for introducing and supporting <strong>large-scale change processes<\/strong>. The <strong>digital transformation<\/strong> of a company can be implemented much more quickly in <strong>agile structures<\/strong> and an <strong>OKR framework<\/strong> than in a traditional top-down organization, for example.<br><br>However, in order for organizations to benefit from these advantages, the method must first be <strong>successfully implemented<\/strong> \u2014 and <strong>around 70 percent<\/strong> of all companies currently fail at this task.<br><br>The difficulties that can arise when introducing OKR are manifold, and in most cases they cannot be overcome <strong>without external help<\/strong>. This is because the problems often arise <strong>from the very structures and communication weaknesses<\/strong> that the company wants to eliminate with the help of OKR:<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_20\"><\/div>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Lack of focus<\/strong>: Companies that want to successfully introduce Objectives and Key Results must be able to prioritize.<\/li>\n\n\n\n<li><strong>Resistance from operations<\/strong>: The introduction of OKRs requires the trust of employees. Companies that have not worked transparently in the past usually encounter resistance here.<\/li>\n\n\n\n<li><strong>False expectations<\/strong>: Introducing OKRs takes time because it is not just a matter of imparting knowledge (e.g., how does the OKR Weekly work?), but above all of training people in the processes.<\/li>\n\n\n\n<li><strong>Inflexible leadership<\/strong>: A company&#8217;s <a href=\"https:\/\/www.wonderwerk.com\/en\/change-management\/\"><strong><u>change management<\/u><\/strong><\/a> is only as good as the change management of its leadership team.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"linkrot has-background\" style=\"background-color:#fce0ec\">Experience in recent years has shown that the OKR method is most successfully introduced in companies and organizations when it is <strong>externally guided<\/strong> and internally promoted and implemented by dedicated (and certified) <strong><a href=\"https:\/\/www.wonderwerk.com\/en\/?page_id=6195\">OKR coaches<\/a><\/strong>.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer trennlinie_80_80\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading subtitle_oben\" id=\"erfolgreich\">Successfully implement OKR with Wonderwerk<\/h2>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p class=\"rotlink\"><strong>Wonderwerk Consulting<\/strong> is one of the <strong>pioneers of OKR consulting<\/strong> in the DACH region because we combine <strong>technical expertise<\/strong> with <strong>process expertise<\/strong>. We provide the urgently needed <strong>outside perspective<\/strong> and start where most OKR implementations fail: at the top management level. This is important because, in order to provide <strong>successful consulting<\/strong> and process support, we need to understand how your company works and what your expectations are with regard to the OKR method:<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"846\" height=\"520\" src=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/08\/wonderwerk_OKR_workshop2.jpg\" alt=\"\" class=\"wp-image-9040\" srcset=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/08\/wonderwerk_OKR_workshop2.jpg 846w, https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/08\/wonderwerk_OKR_workshop2-300x184.jpg 300w, https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/08\/wonderwerk_OKR_workshop2-768x472.jpg 768w\" sizes=\"auto, (max-width: 846px) 100vw, 846px\" \/><\/figure>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_50-30\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-what-is-your-company-vision\">What is your company vision?<\/h3>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What is your strategic direction?<\/li>\n\n\n\n<li>How do you prioritize tasks and how do you manage them within the company?<\/li>\n\n\n\n<li>Are there already tools or agile methods such as SCRUM or KANBAN that you work with?<\/li>\n\n\n\n<li>What changes do you expect from OKRs? (e.g., better alignment between employees and management, greater focus, more resource efficiency, etc.)<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p class=\"rotlink\">Our goal is not to create a parallel universe within your organization with OKR, but rather to provide you with <strong>OKR as a tool<\/strong>: a comprehensive tool for <a href=\"https:\/\/www.wonderwerk.com\/en\/strategy\/\"><strong>strategy management<\/strong><\/a>, goal management, performance management, and <a href=\"https:\/\/www.wonderwerk.com\/en\/leadership\/\"><strong>leadership<\/strong><\/a>.<br><br>For this reason, we combine <strong>our consulting services<\/strong> with <a href=\"https:\/\/www.wonderwerk.com\/en\/trainings\/\"><strong>targeted training<\/strong><\/a> for those individuals in your company who will accompany the change process as <strong>OKR Masters<\/strong>.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_50-30\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-what-does-an-okr-master-coach-do\">What does an OKR Master Coach do?<\/h3>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p class=\"rotlink\">The OKR Master Coach is your <strong>in-house coach for the OKR method<\/strong>. He or she plans and accompanies the introduction and provides particular support in defining objectives and key results correctly. In addition, he or she offers employees <strong>practical assistance<\/strong> in applying OKRs and ensures that the structures are <strong>set up correctly<\/strong> throughout the company.<br><br>The OKR Master Coach ensures that you can leverage the <strong>full potential<\/strong> of OKR. And we make sure that your OKR Master Coach <strong>does a really good job<\/strong>! Our <a href=\"https:\/\/www.wonderwerk.com\/en\/?page_id=6195\"><strong>OKR Master Coach Certificate Training<\/strong><\/a> prepares you for this important internal consulting role in both technical and process-oriented terms and complements the <strong>consulting services of our OKR experts<\/strong> for an optimal outcome.<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_50-30\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-why-wonderwerk\">Why Wonderwerk?<\/h3>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_30\"><\/div>\n\n\n\n<p class=\"linkrot\">Because we offer not only <strong>OKR consulting<\/strong>, but also a <strong>community<\/strong>! Over the past decade, we have supported companies of all sizes, from startups to SMEs to large corporations, in implementing OKRs and have built a <strong>community<\/strong> that promotes <strong>exchange on the topic<\/strong> and continuously generates new ideas.<br><br>Once a year, the <strong>who&#8217;s who of the industry<\/strong> meets in a hybrid setting and discusses specific OKR use cases with experts and users as part of our <strong>OKR Forum<\/strong> (<strong>click here to visit the forum<\/strong>). We would be delighted to welcome you as a new member of our community!<\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer trennlinie_80_80\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading subtitle_oben\" id=\"h-contact\">Contact<\/h2>\n\n\n\n<p class=\"ani\">Thomas Klein<br><br><a href=\"mailto:thomas.klein@wonderwerk.com\">thomas.klein@wonderwerk.com<\/a><\/p>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_50-30\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-book-a-free-consultation-now\">Book a free consultation now!<\/h3>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer spacer_50-30 ausblenden\"><\/div>\n\n\n\n<div class=\"wp-block-wonderwerk-button team_detail_but  button_links\"><a class=\"team_detail_but work_but_weiss ww_bg_rot flex_width\" rel=\"noopener\" href=\"mailto: office@wonderwerk.com\">I&#8217;m interested<\/a><\/div>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer trennlinie_80_80\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading subtitle_oben\" id=\"h-our-okr-trainings\">Our OKR trainings<\/h2>\n\n\n\n<section class=\"wp-block-wonderwerk-threeicons drei_icon_box boxwrap\">\n<figure class=\"wp-block-wonderwerk-iconstory icon_trigger story_box_bild visible\"><a href=\"https:\/\/www.wonderwerk.com\/trainings\/okr-objective-key-results\/\"><img decoding=\"async\" class=\"pixscal\" src=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2021\/11\/okr-master-coach-rosa.png\" alt=\"\"\/><\/a><figcaption class=\"spacer_o20-u70\"><h6 class=\"fett\">OKR Master-Coach<\/h6><div class=\"spacer_5\">certification<\/div><\/figcaption><\/figure>\n\n\n\n<figure class=\"wp-block-wonderwerk-iconstory icon_trigger story_box_bild visible\"><a href=\"https:\/\/www.wonderwerk.com\/trainings\/okr-objective-key-results\/\"><img decoding=\"async\" class=\"pixscal\" src=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/12\/trainings_OKR.png\" alt=\"\"\/><\/a><figcaption class=\"spacer_o20-u70\"><h6 class=\"fett\">OKR \u2013 Objective &amp; Key Results<\/h6><div class=\"spacer_5\">Inhouse-Training<\/div><\/figcaption><\/figure>\n\n\n\n<figure class=\"wp-block-wonderwerk-iconstory ausblenden icon_trigger story_box_bild visible\"><a href=\"https:\/\/www.wonderwerk.com\/trainings\/okr-objective-key-results\/\"><img decoding=\"async\" class=\"pixscal\" src=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2021\/11\/okr-master-coach-rosa.png\" alt=\"\"\/><\/a><figcaption class=\"spacer_o20-u70\"><h6 class=\"fett\">OKR Master-Coach<\/h6><div class=\"spacer_5\">Zertifizierung<\/div><\/figcaption><\/figure>\n<\/section>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer trennlinie_oben ausblenden\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading subtitle_oben ausblenden\" id=\"h-\"><\/h2>\n\n\n\n<section class=\"wp-block-wonderwerk-threeicons drei_icon_box boxwrap\">\n<figure class=\"wp-block-wonderwerk-iconstory ausblenden icon_trigger story_box_bild visible\"><a href=\"https:\/\/www.wonderwerk.com\/event\/okr-forum-2022\/\"><img decoding=\"async\" class=\"pixscal\" src=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/05\/OKR-Forum-2022.png\" alt=\"\"\/><\/a><figcaption class=\"spacer_o20-u70\"><h6 class=\"fett\">OKR-Forum 2022<\/h6><div class=\"spacer_5\">07. Juni 2022<\/div><\/figcaption><\/figure>\n\n\n\n<figure class=\"wp-block-wonderwerk-iconstory ausblenden icon_trigger story_box_bild visible\"><a href=\"https:\/\/www.wonderwerk.com\/trainings\/okr-objective-key-results\/\"><img decoding=\"async\" class=\"pixscal\" src=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2022\/12\/trainings_OKR.png\" alt=\"\"\/><\/a><figcaption class=\"spacer_o20-u70\"><h6 class=\"fett\">OKR \u2013 Objective &amp; Key Results<\/h6><div class=\"spacer_5\">Inhouse-Training<\/div><\/figcaption><\/figure>\n\n\n\n<figure class=\"wp-block-wonderwerk-iconstory ausblenden icon_trigger story_box_bild visible\"><a href=\"https:\/\/www.wonderwerk.com\/trainings\/okr-objective-key-results\/\"><img decoding=\"async\" class=\"pixscal\" src=\"https:\/\/www.wonderwerk.com\/wp-content\/uploads\/2021\/11\/okr-master-coach-rosa.png\" alt=\"\"\/><\/a><figcaption class=\"spacer_o20-u70\"><h6 class=\"fett\">OKR Master-Coach<\/h6><div class=\"spacer_5\">Zertifizierung<\/div><\/figcaption><\/figure>\n<\/section>\n\n\n\n<div class=\"wp-block-wonderwerk-spacer minusabstand_100\"><\/div>\n\n\n","protected":false},"excerpt":{"rendered":"<p>What exactly are OKRs? In a nutshell, OKR (Objectives and Key Results) is a leadership and goal management framework that is specifically tailored to the ever-changing conditions of our modern working world. OKR enables organizations to pursue long-term strategic goals while maintaining the flexibility to execute. This is achieved by actively involving employees in the [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":9038,"parent":589,"menu_order":60,"comment_status":"closed","ping_status":"closed","template":"tmpl_agility.php","meta":{"footnotes":""},"class_list":["post-13512","page","type-page","status-publish","has-post-thumbnail","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.7 (Yoast SEO v27.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>What are OKRs? 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