Instead of having 3 different goals that could be achieved individually without producing the desired business results, this single OKR is shared across teams. Each team has a different plan, but they all have the same OKR - the same definition of success. During this OKR period, all three areas will meet regularly to track progress.
One of the problems with the cascade model is that it focuses on vertical alignment—making sure your goals align with your boss’ goals and her boss’ goals—which can create silos.
OKRs focus on 360-degree alignment — top, bottom, and sideways — eliminating silos and addressing interdependencies.
Teams can resolve interdependencies by having structured ivory coast mobile database conversations with each other to create 360º alignment. If one team needs something from another, they can discuss and set shared OKR priorities, even deferring plans for the next quarter.
Weekly check-ins to track results
Don’t let your OKRs turn into New Year’s resolutions. You must make them part of every team’s work routine using weekly OKR check-ins.
Check-ins are brief rituals for tracking results. The idea is not to increase management overhead or add more meetings, but to make existing meetings more efficient, or even merge or eliminate some of them.