Let’s take a look at how OKRs can be used to navigate every kind of change within an organization, from M&As to restructuring to rebrands— and even unforeseen disruptors like COVID-19 and fluctuation in market conditions. A strong, widely adopted OKR framework can prevent change from looking and feeling like chaos.
Prefer to listen? Watch the webinar on navigating organizational change with OKRs ft. Ally’s Customer Success Manager Manish Dixit and There Be Giants founder Roger Longden.
As Roger Longden, founder of There Be Giants, shared in our recent webinar,
“Change is the only constant, so therefore it absolutely pays dividends to have a solid, robust, and repeatable approach to how you manage change.”
Doing so allows an organization to adapt quickly, no matter what changes are thrown at (or thrust upon) them. But what does this look like in practice?
Longden recommends all organizations to be prepared with a framework that includes a method for change, a technology platform that ties methodic elements together, and a plan for guiding your people through times of transformation.
Objectives and key results (OKRs) allow you to define new priorities as strategy shifts, to reinforce routine while also embracing agility, and to adopt new standards.
With the right OKR software in place, adapting to change quickly is much easier. Ally.io’s Manish Dixit recommends looking for a solution with baked in best practices, integrations, collaboration and reporting capabilities, and a robust notification system that helps employees get into an OKR groove.
The ability for a platform to scale with your organization is especially critical during times of change, so look for one that can grow alongside you.
As Customer Success Manager at Ally.io, Manish has led hundreds of organizations through times of change. Here are his tips for how to use Ally to manage change:
There is a strong link between how effective OKRs are at driving results and the status of your organizational culture. In times of change, this link becomes even more pronounced.
Longden uses a change management model that embraces innovation and human motivation. It’s broken out into two familiar phases: the carrot and the stick.
Every period of change that an organization goes through is a lesson. The benefit of the OKR methodology is that it’s agile in nature and fosters a culture that embraces data-driven improvements to process and practices.
Want to learn more about using OKRs to drive transformation? It’s time to skim our whitepaper 8 Ways OKRS Help Businesses Grow and Thrive.
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