There are alternatives to OKRs

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I just came across this nice reading from Mattias Skarin from crisp about the comparison of strategic alignment frameworks, here OKRs, Spotify Rhytm and Art of Action. I like especially the part where he is talking about potential undesirable consequences.

Interesting for everybody who is working with OKRs in OBEYA settings.

https://blog.crisp.se/2020/05/25/mattiasskarin/comparison-of-three-strategy-alignment-frameworks



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  1. Nice comparison. Which one do you prefer yourself Sven? I am still a fan of the good old “balanced scorecard” by Kaplan and Norton. Having said that: I think any instrument or setup without a disciplined rhythm people adhere to, is surely heading for failure.

  2. Objectives and Key Results really help people with the concept of qualitative goal setting, measuring & monitoring. Another benefit is that it promotes cascading goals throughout the organization, which is also an important aspect to apply in Obeya. However, OKRs originate from the principle of ‘Management By Objectives’, which has a very big potential pitfall of people using target setting as an objective and use quick fixes and shortcuts to achieve the target, rather than fixing the system that produces the results with a continuous improvement mindset. Having said that, if a manager has the skills to set the right context, mindset with their team and apply the OKR technique properly as it was meant, then it can be a powerful way of working that aligns very nicely with Obeya I think!