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tability.ioWhat are Practice Leaders OKRs?
The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.
Creating impactful OKRs can be a daunting task, especially for newcomers. Shifting your focus from projects to outcomes is key to successful planning.
We've tailored a list of OKRs examples for Practice Leaders to help you. You can look at any of the templates below to get some inspiration for your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
Practice Leaders OKRs examples
We've added many examples of Practice Leaders Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.
Hope you'll find this helpful!
OKRs to to strengthen relationship and engagement with practices
ObjectiveTo strengthen relationship and engagement with practices
KRAchieve a 15% increase in regular communication with practices
Regularly schedule bi-weekly practice management meetings- Implement weekly email updates for ongoing practice-related events
- Create an interactive feedback system for immediate responses
- KRImplement two new collaborative projects with practices
- Identify suitable practices for collaboration
- Initiate contact and negotiate project details
- Develop proposal for new collaborative projects
- KRImprove satisfaction among practices by 20% as measured by a follow-up survey
- Introduce new incentives for high-performing practices
- Enhance communication between management and practices
- Implement regular feedback sessions with practices
OKRs to enhance maturity and adoption of lean/scaled Agile delivery practices
- ObjectiveEnhance maturity and adoption of lean/scaled Agile delivery practices
- KRConfirm 85% staff satisfaction with the transition to Agile practices via survey
- Analyze the received feedback for satisfaction rate
- Develop a clear and concise survey measuring Agile practice satisfaction
- Distribute the survey to all staff members
- KRAchieve 25% productivity increase through lean/Agile methodologies implementation
- Identify areas for process optimization using lean/Agile methodologies
- Monitor and adjust strategies for continuous productivity improvement
- Implement selected lean/Agile practices in those identified areas
- KRImplement lean/scaled Agile training for 90% of delivery team members
- Track team members’ progress post-training
- Schedule training for 90% of the team members
- Identify appropriate Agile training program for delivery team
OKRs to improve software development team leadership effectiveness
- ObjectiveImprove software development team leadership effectiveness
- KRImprove team efficiency by implementing agile practices and metrics to track progress
- Conduct training on Agile practices and ensure all team members understand the principles
- Implement regular stand-up meetings to enhance communication, identify obstacles, and resolve them promptly
- Utilize Agile metrics like velocity and burndown charts to track progress and optimize productivity
- Establish clear goals and prioritize tasks using Agile frameworks like Scrum or Kanban
- KRFoster effective communication and collaboration within the team to drive successful project delivery
- Promote cross-functional collaboration by assigning individuals from different departments to work together
- Utilize project management tools and software to streamline communication and document sharing
- Implement regular team meetings to discuss project updates, challenges, and opportunities
- Encourage open and honest communication to foster a collaborative and trusting environment
- KRIncrease team satisfaction and engagement through regular feedback and recognition
- KREnhance technical skills by facilitating ongoing training programs and knowledge sharing sessions
OKRs to enhance the effectiveness of people management practices
- ObjectiveEnhance the effectiveness of people management practices
- KRIncrease team productivity by 20% through refined people management practices
- Develop communication protocols to streamline information flow
- Introduce peer recognition and reward systems
- Implement weekly team-specific training and skill development sessions
- KRReduce turnover rate by 15% through improved management strategies
- Implement comprehensive management training programs
- Foster a positive and inclusive workplace environment
- Develop clear communication channels between staff and management
- KRImplement feedback collection system for 100% of team members
- Train all team members on how to use the feedback system
- Establish a regular schedule for feedback collection and review
- Select an effective feedback collection tool suitable for the team
How to write your own Practice Leaders OKRs
1. Get tailored OKRs with an AI
You'll find some examples below, but it's likely that you have very specific needs that won't be covered.
You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.
- 1. Go to Tability's plan editor
- 2. Click on the "Generate goals using AI" button
- 3. Use natural language to describe your goals
Tability will then use your prompt to generate a fully editable OKR template.
Watch the video below to see it in action 👇
Option 2. Optimise existing OKRs with Tability Feedback tool
If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.
- 1. Go to Tability's plan editor
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on "Generate analysis"
Tability's Strategy Map makes it easy to see all your org's OKRsTability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.
You can then decide to accept the suggestions or dismiss them if you don't agree.
Option 3. Use the free OKR generator
If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.
Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.
Practice Leaders OKR best practices
Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.
Here are a couple of best practices extracted from our OKR implementation guide 👇
Tip #1: Limit the number of key results
Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.
We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.
Tip #2: Commit to weekly OKR check-ins
Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.
Being able to see trends for your key results will also keep yourself honest.
Tip #3: No more than 2 yellow statuses in a row
Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.
As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.
Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.
How to track your Practice Leaders OKRs
The rules of OKRs are simple. Quarterly OKRs should be tracked weekly, and yearly OKRs should be tracked monthly. Reviewing progress periodically has several advantages:
- It brings the goals back to the top of the mind
- It will highlight poorly set OKRs
- It will surface execution risks
- It improves transparency and accountability
We recommend using a spreadsheet for your first OKRs cycle. You'll need to get familiar with the scoring and tracking first. Then, you can scale your OKRs process by using a proper OKR-tracking tool for it.
If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.
More Practice Leaders OKR templates
We have more templates to help you draft your team goals and OKRs.
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- OKRs to increase performance opportunities for musicians
- OKRs to boost overall website traffic
- OKRs to enhance efficiency in handling travel time requests
- OKRs to establish a positive and inclusive work culture