Considerations for Introduction
The introduction of agile approaches (such as OKR), like any change process, is associated with difficulties. Because you are changing the existing patterns. Employees have to change their previous behavior, i.e. leave their comfort zone, and that will not necessarily lead to great enthusiasm. So expect resistance, rejection and lots of arguments why OKR will not be successful in your company.
you can follow an eight-step process developed by the American Harvard professor John P. Kotter.
1. First, make the urgency of the change clear. Then argue the benefits at all levels and also describe possible scenarios if no change were to take place.
2. Establish a strong OKR support team from as many different areas as possible and – cambodia telegram data very importantly – get the backing of management.
3. Develop and communicate a clear vision including a strategy as precise as possible on how to achieve the goal.
4. Be persistent and repeat this vision continually so that it becomes anchored in everyone’s minds.
5. Look at existing processes and structures in your company that hinder the implementation and remove them.
6. Make the steps to achieve your goals as small as possible, because success motivates.
7. Reflect after each step.
8. Anchor the achieved milestones in your work culture.