Introduction OKRs
... increase goal orientation
I am a big fan of working actively and transparently with goals in projects. Even as an employed project manager, I worked out goals with my teams every 3-4 months on a PowerPoint that we could use as a guide. At the time, I knew little about professional methods to support this. And yet these goals had their effect: as project manager, I had to do a lot less micromanagement, the WE feeling was strengthened and everyone simply worked much more focused in the agreed direction. New goals were accepted transparently and implemented fairly. There were far fewer conflicts.
Today I know that the OKR method, for example, can be used to systematize and consolidate the effect of goals in a project. They change almost the entire collaboration for the better.
- How can I better manage the different objectives of the stakeholders?
- How do I know the project goals?
- How can I stick to the agreed objectives?
- Are we pursuing the right goals?
- "How do I deal with the fact that new objectives and targets regularly "pile up" on the project?"
- Why do I need goals if the work packages are clear?