Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs

Peter Drucker.

As OKRs are combined with 360-degree feedback, the silo will soon be a relic of the past.

Those who do more than anyone thinks possible . . . with less than anyone thinks possible.*

specific hard goals “produce a higher level of output” than vaguely worded ones.

Continuous recognition is a powerful driver of engagement:

time bound and unambiguous,

raises and bonuses) from OKRs.

Instead, they “sell” their reds. The team votes on the most important at-risk OKRs for the company as a whole, then brainstorms together as long as it takes to get the objectives back on track. In the spirit of cross-departmental solidarity, individuals volunteer to “buy” their colleagues’

Divorce compensation (both