OKR works better when it is used together with Key Performance Indicators (KPI). I have been using both OKR and KPI to motivate my people, and it works wonders!
Looking at a glance, the OKR Elicitation may seem to be a little too personal to individuals rather than for use in businesses. Can you really still use it for teams? Based on my experience, my answer is an absolute yes! In the beginning it does seem to be personal, but when you identify each of your people’s personal OKR as well as your business’ OKR, you will realise how these two actually link with one another. It helps you make your efforts to achieve the business goals even stronger, you will eventually find a way to use their personal OKR to lead them in attaining your business goal at the same time. So yes, it is useful for teams and the entire company as a whole. Have your Head of Department to elicit the OKR for individual teams. It is a whole chain of reaction, beginning from the boss with 1O:3KR, he will pass it on to the Managers to execute efforts that turn the Boss’ KRs into O. From this, subordinates will follow on to turn the Manager’s KRs into Os. In this way, your entire organisation is working together to achieve its business objectives.
How about Patrick? Well, with the help from the CFO, the departments in Patrick’s business began to have their goals and objectives aligned using the OKR system. The success of the OKR team building proved significant results when Patrick’s business finally had demands to be exported to Australia! After 6 months, his business finally went international. Lesser chaos between departments, Patrick is content with the outcome of the OKR implementation. With OKR, he now knows he is capable of leading his people to work towards his business goals. Success isn't just about what you accomplish in your life; it's about what you inspire others to do.