My annual plan used to be full of concrete objectives.
I remember well the time when I did classic strategy work. The goals were set for the whole year. Everything was planned – but I often felt tired from the highly detailed „crystal ball gazing“. The future turned out differently anyway!
Then I discovered agile strategy work (later also OKRs 😀). Suddenly, everything was different. We no longer stuck to rigid plans in everyday life, but regularly (at least every three months) adapted and realigned our course. The team was more active, more open, more motivated. Decisions became easier because everyone knew what was important.
What had changed specifically?
– We regularly aligned ourselves on goals (not just once a year)
The objectives were clear, yet flexible
– Everyone on the team continuously contributed their own ideas
– We reacted faster to new challenges by „piloting“ a lot, thereby trying things out.
The feeling: More energy, more collaboration, more impact.
If there's one thing I've learned (and at times, it's been quite painful): Continuous alignment, adaptation, and your own intuition will take us much further than a rigid plan with fixed targets (which won't be suitable after just a few months).
For me, OKRs are more than just a tool; they are a principle. They help to provide direction and foster genuine collaboration.
How do you handle changes to your strategy? Do you rely on fixed plans or flexible goals?
Let's talk – trustingly, friendly, and on equal footing. 😊
