Tag: startup

Book review: “Powerful”

marcabrahamLeave a comment

“Radical honesty” is easier said than done. In her latest book “Powerful; Building a Culture of Freedom and Responsibility”, former Netflix’ Chief Talent Officer Patty McCord delivers a great plea for the importance and benefits of a culture of “radical honesty”, one of the many things McCord helped put in practice whilst at Netflix. This element of always speaking the truth is one of the tenets of the Netflix culture which McCord was instrumental in shaping and which she writes about in “Powerful”.

McCord looks back on the Netflix culture as one of freedom and responsibility, and describes Netflix’ approach to creating “the leanest processes possible” and “a strong culture of discipline.” I’m keen to unpick the main elements of Netflix’ culture and McCord’s approach to co-creating a ‘powerful’ culture:

  1. Transform organisational culture – McCord outlines where to start with transforming organisational culture: “identifying behaviours that you would like to see become consistent practices (…) then instilling the discipline of actually doing them.” This is very much an evolutionary process, consisting of lots of small steps. The book lists the core set of practices that underpinned the Netflix culture McCord co-created (see Fig. 1 below).
  2. Great teams contribute to success – McCord singles out contribution to success as the greatest motivation for the majority of people and teams. She talks about the energy teams get from meeting a challenge and states “great teams are made when things are hard.”
  3. Hire ‘high performers’ only (1) – My simple adage when recruiting is that if I’m not sure about a candidate or if I / we feel a persistent doubt about the candidate, it’s probably best to refrain from hiring that person. McCord goes one step further by saying that one should only hire high performers; people who do great work and challenge each other. This made me wonder whether this introduces a barrier to entry for less experienced or more junior hires? These people might become very good at their job and will – eventually – benefit from an environment that is both challenging as well as supportive.
  4. Hire ‘high performers’ only (2) – McCord’s point about the importance of “having a great person in every single position on the team”, and how this makes for a highly performant team, reminded me of Steve Jobs’ famous quote. “A players hire A players, but B players hire C players and C players hire D players. It doesn’t take long to get to Z players. The trickle down effect causes bozo explosions in companies.” Perhaps it’s because I don’t know the exact traits of an A player and how to best look out for them, but I struggle with the A player concept. As a result, I felt that the makeup of great teams was the least convincing aspect of McCord’s book. I wondered what McCord make of some of the thinking by Andy Rachleff, a well-known VC and founder, who argues that “when a lousy team meets a great market, the market wins.”
  5. Treat people like adults – McCord also makes the point that we should treat all employees like adults. I know this sounds obvious, but I’ve seen plenty of environments where people aren’t being treated as such. At Netflix, McCord and her colleagues got rid of a whole lot of process, and instead relied much more on people’s own good judgment. For instance, at Netflix they stopped onerous processes such as annual budget and roadmap planning. This introduces a large dose of “trust” into the mix which I believe is invaluable for any business or team.
  6. People don’t want to be entertained at work; they want to learn – McCord’s makes a point about how employees want to learn things at work; they want to solve problems and deal with challenges. Instead of employees spending a lot of time away from their jobs for off-sites or formal training classes, McCord argues, employees benefit from truly learning on the job. She also covers the importance of all employees fully understanding how the business works; this being “the rocket fuel of high performance and lifelong learning.”
  7. Radical honesty (1) – As mentioned above, “radical honesty” plays a key role in Netflix’ company culture. Whether it’s about telling the truth about the company (e.g. its challenges, problems, etc.) or to each other, it’s important that the truth is being shared at any given time. For example, McCord encourages people to be fully transparent about their decisions and where they went wrong.
  8. Radical honesty (2) – The power of asking questions is another important hallmark of the Netflix culture of freedom and responsibility which McCord describes. At Netflix, people were taught to ask questions such as “how do you know that’s true?” or “can you help me understand what leads you to believe that’s true?” People thus learned first hand about what McCord refers to as “the ethic of asking”.
  9. People have power, don’t take it away – McCord dismisses any talk of empowering people. Instead, she argues that people have power and companies shouldn’t take that power away from them. The company’s job isn’t to empower people; companies need to make sure all conditions are in place for people to exercise their power. As a business leader, McCord explains, your job is “to create great teams that do amazing work on time.” She mentions the importance of great leaders ability to spot people’s growth potential and to nurture this potential.
  10. Build the company now that you want to be then – When recruiting people, McCord advises company to focus on future, as opposed to just hiring for the here and now. Can the people you’ve got in your team now do the job at scale? Are you going to need them to do tomorrow the same job they’re doing now? What’s your plan for them? McCord shares a “fast-forward six months forward” exercise which she uses to shape teams for the future of the company (see Fig. 2 below).

Main learning point: I can see how some of the elements that McCord describe describes in “Powerful” might not be applicable to all companies or to specific challenges that readers might be facing. However, I believe that we can all learn from the underlying mindset which McCord describes in her book; whether it’s the importance of ‘radical honesty’ or letting people exercise their power.

 

Fig. 1 – Core set of practices that underpinned the Netflix culture – Taken from: Patty McCord, “Powerful: Building a Culture of Freedom and Responsibility”

  • Open, clear and constant communication: across the entire company about the work to be done and challenges being faced.
  • Radical honesty: telling one another, and management, the truth in a timely fashion and ideally face to face.
  • Debating based on fact based opinions: at Netflix, employees are expected to have strong, fact based opinions and to debate them avidly and test them rigidly.
  • Customer and company first: people to base their actions on what’s best for the customer and the company, not on attempts to prove themselves right.
  • Preparing teams for the future: hiring managers take the lead in preparing their teams for the future by making sure they’ve got high performers with the right skills in every position.

Fig. 2 – “Fast-forward six months” exercise –  Taken from: Patty McCord, “Powerful: Building a Culture of Freedom and Responsibility”

  • Imagine six months from now, you have the most amazing team you ever assembled and you’re saying to yourself, “Wow, those guys are awesome! I can’t believe what they’re accomplishing.”
  • First write down what the team will be accomplishing six months from now that it’s not accomplishing now. now. Use all the figures you want.
  • For those different things to be happening, what would people need to know how to do? What kind of skills and experience would it take for the team to operate the way you’re envisioning and accomplish he the things you’ll need to do in that future?

 

Related links for further learning:

  1. https://jobs.netflix.com/culture
  2. https://www.slideshare.net/reed2001/culture-1798664
  3. http://pattymccord.com/netflixs-patty-mccord-on-being-a-great-place-to-be-from-protect-the-hustle-ep-1/
  4. https://visualsynopsis.com/uncategorized/powerful-by-patty-mccord/
  5. http://firstround.com/review/this-is-how-coursera-competes-against-google-and-facebook-for-the-best-talent/
  6. https://recruitloop.com/blog/steve-jobs-top-hiring-tip-hire-the-best/
  7. https://daedtech.com/a-players-dont-hire-a-players-they-partner-with-a-players/
  8. http://web.stanford.edu/class/ee204/ProductMarketFit.html
  9. https://medium.com/parsa-vc/7-lessons-from-andy-rachleff-on-product-market-fit-9fc5eceb4432

 

Michael Margolis: “user research, quick and dirty” (2)

marcabrahamLeave a comment

I wrote earlier about Michael Margolis’ Startup Lab workshop, in which he teaches attendees about “User research, quick and dirty”.  Michael Margolis, UX Research Partner at Google Ventures covers user research topics such as user interview types and getting to the right learnings. He also offer a number of practical tips with respect to recruiting users and how to best conduct user interviews:

Recruiting users

Margolis mentions that recruiting 5 people to get feedback from is often sufficient, especially when you’re doing usability testing. He does stress that it’s worth the effort recruiting these people selectively and carefully, as this will help generate better results and avoid wasting time. Creating a simple participant screener document or survey is a good way to recruit the ‘right’ users (see an example in Fig. 1 below).

Fig. 1 – Ethnio.io screen survey example – Taken from: https://www.nngroup.com/articles/live-intercept-remote-test/

Margolis lists a number of very helpful questions to feed into your screener document, in order to engage with the right users (and exclude those that aren’t right):

Users to include

  • Who do you want to want to talk to?
  • What exact criteria will identify the people you want to talk to?
  • What screening questions will you ask? (questions shouldn’t reveal “right” answers)

Users to exclude

  • Who do you want to want to exclude?
  • What exact criteria will identify the people you want to excliude?
  • What screening questions will you ask? (questions shouldn’t reveal “right” answers)

Conducting a user interview

Fig. 2 – Arc of a typical user interview, by Michael Margolis – Taken from: https://library.gv.com/the-gv-research-sprint-finalize-schedule-and-complete-interview-guide-day-3-b8cddb8f931d

The representation of the user interview in the form of an arc, I probably found the most helpful aspect that Margolis (see Fig. 2 above). This arc really helps in structuring an interview, identifying the appropriate sequence of activities during the interview.

Main learning point: User research doesn’t have to be complicated, super time consuming or overly expensive. A huge thanks to Michael Margolis for sharing such a wealth of very useful and practical user research insights!

 

Related links for further learning:

  1. https://www.usertesting.com/blog/2015/01/29/screener-questions/
  2. https://www.nngroup.com/articles/live-intercept-remote-test/
  3. https://library.gv.com/the-gv-research-sprint-finalize-schedule-and-complete-interview-guide-day-3-b8cddb8f931d
  4. https://www.nngroup.com/articles/interviewing-users/

Michael Margolis: “user research, quick and dirty” (1)

marcabraham1 Comment

Why do I keep coming across businesses that struggle to engage with their (prospective) customers, to learn about their needs and behaviours? Too often for my liking, I hear comments like:

“Marc, we’re a startup, we don’t have the time and budget to do customer research!” 

“I’m not allowed to talk to customers.” 

“In my old place, we used to have a dedicated user research team and they’d just give me their research report on a platter, after them having spoken to users.”

It therefore felt quite timely when a colleague pointed me in the direction of Michael Margolis, UX Research Partner at Google Ventures.  Back in 2013, Margolis delivered a great Startup Lab workshop in which he covered the ins and outs of “User research, quick and dirty”. The recording of the 90 minute workshop is available on YouTube and you can find Margolis’ slides here (see also Fig. 1 below).

Fig. 1 – Michael Margolis’ Startup Lab workshop: “User Research, Quick ‘n’ Dirty” – Published on 26 February 2013 on https://youtu.be/WpzmOH0hrEM

I watched Margolis’ workshop in full and these are my main takeaways:

Seeing through users’ eyes

Margolis started off his session by talking about the importance of continuously learning about users, seeing things through their eyes. In a subsequent Medium post, Margolis writes that in his experience, startups will typically use UX research to achieve one of these objectives:

  1. Improve a process or worklflow
  2. Better understand customer shopping habits
  3. Evaluate concepts
  4. Test usability
  5. Refine a value proposition

Two types of user interviews

It’s great to hear Margolis making a distinction between two types of interviews:

  • Usability: A usability interview is all about learning whether users can actually use your product and achieve their goals with it. Can users do it? Can they understand it? Can they discover features?
  • Discovery: Discovery type user interviews tend to be more contextual, and delve more into the actual user. Who? Where? When? Why? How? All key questions to explore as part of discovery, as well as the user’s existing behaviours, goals, needs and problems.

Margolis then talks about combining the two interview types and highlight two sample questions to illustrate this combination:

“How do you do things now?”

“How do you think about these things?”

The distinction between “usability” and “discovery” isn’t just an artificial one. I love Margolis’ focus on objectives, acknowledging that objectives are likely to vary depending on the type of product, its position within the product lifecycle and the learnings that you’re looking to achieve. I’ve found – at my own peril – that it’s easy to jump straight into defining user tasks or an interview script, without thinking about your research objective and what Margolis calls “North Star questions” (see Fig. 2 below).

Fig. 2 – Michael Margolis’ 5 studies startups needs most- Taken from:  https://library.gv.com/field-guide-to-ux-research-for-startups-8569114c27fb – Published on 5 May 2018 

Margolis provides some very useful pointers about discovery and usability questions, which you can use to create a research plan and an interview guide:

Sample discovery questions – as suggested by Michael Margolis:

  • What are users’ behaviours, attitudes and expectations towards the product?
  • Who are the key user groups? What are their needs and behaviours?
  • What are the pros/cons of different designs? Why?
  • What are the pros/cons of competitor products?
  • How are people using existing/competitor products? What features are mots important and why?
  • What barriers hinder users from adopting <product>?

Sample usability questions – as suggested by Michael Margolis:

  • Can users discover feature X?
  • Are users able to successfully complete primary tasks? Why (not)?
  • Do users understand feature X? Why (not)?

In a similar vein, I believe it’s important to distinguish between problem and solution interviews. There’s a risk of your customer insights becoming muddled when you mix problem and solution interviews, especially if you alternate problem questions with solution questions.

In a problem interview, you want to find out 3 things:

  • Problem – What problem are you solving? For example, what are the common frustrations felt by your customers and why? How do their problems rank? Ask your customers to create a top 3 of their problems (see the problem interview script in Fig. 1 below).
  • Existing alternatives – What existing alternatives are out there and how does your customer perceive your competition and their differentiators? How do your customers solve their problems today?
  • Customer segments – Who has these problems and why? Is this a viable customer segment?

Fig. 3 –  Outline of a problem interview script – Taken from: Ash Maurya – “Running Lean”

In a solution interview, you want to find out 3 things:

  • Early adopters – Who has this problem and why? How do we identify and engage with early adopters? (see Fig. 3 below)
  • Solution – How will you solve their problems? What features do you need to build as part of your solution, why?
  • Pricing/Revenue – What is the pricing model for your product or service? Will customers pay for it, why?

Fig. 4 – Outline of a solution interview script – Taken from: Ash Maurya – “Running Lean”

Main learning point: In his Startup Lab workshop, Michal Margolis, drops a lot of very valuable tips on how to best keep customer research quick and simple, whilst still learning the things about your customer and/or product that you’re keen to learn. So much so that Michael Margolis’ tips warrant another blog post, which I’ll share soon!

Related links for further learning:

  1. https://library.gv.com/field-guide-to-ux-research-for-startups-8569114c27fb
  2. https://library.gv.com/user-research-quick-and-dirty-1fcfa54c91c4
  3. https://www.slideshare.net/LauraKlein1/shut-the-hell-up-other-tips-for-learning-from-users
  4. https://www.youtube.com/watch?v=WpzmOH0hrEM
  5. https://library.gv.com/tagged/design
  6. https://medium.com/@maa1/book-review-just-enough-research-2d714d447eda
  7. https://medium.com/@maa1/my-product-management-toolkit-23-customer-empathy-a1e66ff15012

Why Square and Klarna are looking to become banks?

marcabrahamLeave a comment

Just a short post this time, as I just wanted to share my excitement about the likes of Square and Klarna becoming banks (eventually). As an outsider looking in, I can see the rationale for companies like Square and Klarna, payments platforms, for becoming full blowing banking entities:

  1. Logical extension of the payments ecosystem – Given that Square and Klarna already process payment transactions for thousands of merchants and their customers, it means that they’ve got a strong foot in the door with small businesses. It therefore makes total sense to offer new products and services to both merchants and their customers.
  2. Data, data, data – I can imagine that with the amount of transactional data being processed, Square and Klarna no doubt have built up great customer and merchant data profiles, and are now looking to further monetise on this customer understanding. Offering lending products jumps out at me as a key reason for Square and Klarna wanting to become banks. This pattern fits well on the trend involving challenger banks like Monzo and Chime starting out with limited features, but gradually expanding into fully fledged bank accounts.
  3. Regulatory relationships – As Square and Klarna start offering more bank-like products and services, they’ll need to put robust regulatory compliance frameworks in place. Establishing regulatory relationships by becoming a bank helps with establishing these frameworks.
  4. Hook at point of sale – Being able to engage with both consumers and merchants at the point of sale feels like a pretty strong hook to me! Loved how backend payment platform Adyen recently got valued at $8.3 billion, and it shows you that the financial sector is way off from calming down.

Main learning point: Whilst there are concerns about small businesses being impacted negatively by the likes of Square becoming banks, I’m excited by the ongoing disruption of the financial sector. Recent applications for banking licenses by Square and Klarna are a sign that the Fintech startups and challengers are scaling. As long scaling doesn’t happen at the detriment of the customer – both consumers and merchants – this can only be a good thing!

 

 

 

 

Related links for further learning:

  1. https://www.cnbc.com/2018/05/18/square-stumbles-into-the-banking-business.html
  2. https://www.americanbanker.com/news/the-story-behind-squares-bank-charter-application
  3. https://techcrunch.com/2017/06/19/klarna-gets-a-full-banking-license-gears-up-to-go-beyond-financing-payments/
  4. https://www.pymnts.com/news/banking/2017/square-makes-its-big-move-on-banking/
  5. https://bankingblog.accenture.com/might-fintechs-become-banks
  6. https://techcrunch.com/2017/03/23/revolut-launches-a-premium-subscription-and-starts-raising-a-new-round/
  7. https://techcrunch.com/2018/05/31/no-fees-mobile-banking-service-chime-raises-70m-series-c-valuing-its-business-at-500m/
  8. https://www.bloomberg.com/news/articles/2018-06-05/it-took-a-1-billion-ipo-for-everyone-to-see-why-adyen-matters

Book review: “Radical Focus”

marcabrahamLeave a comment

Christina Wodtke’s latest book, “Radical Focus”, is probably the most valuable ‘business’ book which I’ve read thus far this year. The full title of the book reads “Radical Focus – Achieving Your Most Important Goals with Objectives and Key Results” and Wodtke provides a great story – literally – as well as useful tips about the importance of goal setting. The book starts with a fable about a Silicon Valley startup, and offers a good narrative about how (not) to use of objectives and key results (‘OKRs’). This fable, which felt very close to the reality of being in startups – sets the scene for the practical tips that Wodtke offers with respect to using OKRs effectively, irrespective of whether you work in a startup or at Amazon.

 

 

What are some of the most common reasons why key things don’t happen? Wodtke offers a number of insights here:

  1. No prioritisation or stack ranking of goals – Everything is deemed important and critical things don’t get done as a result.
  2. No obsessive and comprehensive communication of the goal – Wodtke suggests that for key goals to be achieved, it’s important to reiterate the goal daily and having regular commitment meetings, where the team talks about the key goal and commit to specific activities directly related to the goal.
  3. There’s no plan to get things done – Often, companies will have lofty goals but no plan or process to actually achieve these goals. Wodtke introduces a number of useful ceremonies which teams can use to keep goals relevant and top of mind: commitment meetings, check ins and celebrations.
  4. No or insufficient time carved for what really matters – Love how Wodtke refers to the “Eisenhower Box” which helps identify and prioritise those things that must be done (see Fig. 1 below).
  5. A tendency to give up instead of iterating – Business often give up at the first attempt, canning a goal if it isn’t achieved (fully) first time around. Instead, Wodtke urges, try to avoid a lack of followthrough by iterating constantly.

Fig. 1 – The Eisenhower – Taken from: https://jamesclear.com/eisenhower-box/eisenhower-box-2

As the book title clearly suggests, Wodtke advocates the use of OKRs to achieve focus and making sure that key goals are being realised:

  • Objectives are bold and qualitative – Set a bold, inspirational and qualitative Objective each quarter. Wodtke provides examples of both good and poor Objectives (see Fig. 2 below).
  • Key Results are tangible and quantitative – Each Objective will have three quantitative Results that let you know when you’ve hit your Objective (see Fig. 3 below). Wodtke stresses that Key Results are “hard goals, the kind where you only have a 50/50 shot of achieving.” These ‘stretch goals’ are hard to achieve but not impossible, and you indicate for each Key Result how confident you are of achieving it.
  • OKRs and health metrics – In the book, Wodtke makes a helpful distinction between OKRs and health metrics. OKRs are “the thing you want to push, the one thing you want to make better.” I’d add an emphasis on the word “one” here as I find working with a single business Objective to be most effective. In my experience, having multiple business Objectives starts muddying the water in terms of focus and prioritisation. Instead, start with setting one Objective for the company. Secondly, set OKRs for each team that ty back to the company goal. Health metrics are the key things to continue to watch, these metrics are more concerned with ‘hygiene’.
  • Set OKRs together, pick Key Results as a team – Identifying and agreeing on Objectives and Key Results is a collaborative process. Clearly articulating and sharing the business Objective is a critical first step. The different teams can then set those Key Results which they believe will contribute to the business Objective.
  • Progress monitoring – I particularly liked the 4×4 matrix that Wodtke suggests as a way of monitoring progress with respect to achieving your business and associated team OKRs (see Fig. 4 below). This matrix is a very simple but effective way of committing to (weekly) priorities and capturing progress.
  • Setting a rhythm of execution – Wodtke introduces a number of weekly ceremonies which you can use to keep OKRs relevant and to ensure that you keep to them (see Fig. 5 below). The risk with goal setting is that it remains a one off exercise and I believe that having weekly ‘commitment’ and ‘win’ sessions will help massively keeping OKRs front of mind.

Main learning point: In “Radical Focus”, Christina Wodtke does a great job of explaining the role and value of OKRs. Not only does she provide valuable tips on how to best define OKRs, Wodtke also offers useful methods of keeping track of progress against OKRs. If you feel that you and your business are doing too much of everything, or not achieving anything, then Radical Focus is a must read!

Fig. 2 – Examples of good and poor Objectives – Taken from: Christina Wodtke, Radical Focus, self-published, 2016, p. 110

Here are some good Objectives:

  • Own the direct-to-business coffee retail market in the South Bay.
  • Launch and awesome MVP.
  • Transform Palo Alto’s coupon using habits.
  • Close a round that lets us kill it next quarter.

and some poor Objectives:

  • Sales numbers up 30%.
  • Double users.
  • Raise a Series B of 5M.

Fig. 3 – Key Results – Taken from: Christina Wodtke, Radical Focus, self-published, 2016, pp. 111 – 112

Key Results can be based on anything you can measure, including:

  • Growth
  • Engagement
  • Revenue
  • Performance
  • Quality

For example, if your Objective is to “Launch an Awesome MVP” you could have the following Key Results:

  • 40% of users come back 2X in one week
  • Recommendation score of 8
  • 15% conversion

Fig. 4 – Example of Christina Wodtke’s 4×4 OKR matrix – Taken from: https://medium.com/@cwodtke/one-objective-to-rule-them-all-1058e973bfc5

Fig. 5 – Setting a rhythm of execution – Taken from: Christina Wodtke, Radical Focus, self-published, 2016, pp. 120 – 123

Monday Commitments

Each Monday, the team should meet to check in on progress against OKRs, and commit to the tasks that will help the company meet its Objective.

  • Intention for the week – What are the 3-4 most important things you must get done this week toward the Objective? Discuss if these priorities will get you closer to the OKRs.
  • Forecast for the month – What should your team know is coming up that they can help with or prepare for?
  • Status toward OKRs – If you set a confidence of five out of ten, has that moved up or down? Have a discussion about why.
  • Health metrics – Pick two things you want to protect as you strive toward greatness. What can you not afford to eff-up? Key relationships with customers? Code stability? Team well-being? Now mark when things start to go sideways, and discuss it.

Fig. 6 – OKR Fundamentals – Taken from: Christina Wodtke, Radical Focus, self-published, 2016, pp. 109 – 112

Your Objective is a single sentence that is:

Qualitative and Inspirational

The objective is designed to get people jumping out of bed in the morning with excitement. And while CEOs and VCs may jump out of bed in the morning with joy over a 3% gain in conversion, most mere mortals get excited by a sense of meaning and progress. Use the language of your team.

Time Bound

For example, doable in a month, a quarter. You want it to be a clear sprint toward a goal. If it takes a year, your Objective maybe a strategy or even a mission.

Actionable by the Team Independently

This is less of a problem for startups, but bigger companies often struggle because of interdependence. Your Objective has to be truly yours, and you can’t have the excuse of “Marketing didn’t market it.”

An Objective is like a mission statement, only for a shorter period of time. A great objective inspires the team, is hard (but not impossible) to do in a set time frame, and can be done by the person or people who have set it, independently.

Fig. 7 – Quick tips on OKRS use – Taken from: Christina Wodtke, Radical Focus, self-published, 2016, p. 153

  • Set only one OKR for the company, unless you have multiple business lines. It’s about focus.
  • Give yourself three months for an OKR. How bold is it if you can do it in a week?
  • Keep the metrics out of the Objective. The Objective is inspirational.
  • In the weekly check in, open with company OKR, then do groups. Don’t do every individual; that’s better in private 1:1s.
  • OKRs cascade; set company OKRs, then group’s/role’s, and then individual’s.
  • OKRs are not the only thing you do; they are the one thing you must do. Trust people to keep the ship running, and don’t jam every task into OKRs.
  • The Monday OKR check in is a conversation. Be sure to discuss change in confidence, health metrics and priorities.
  • Encourage employees to suggest company OKRs. OKRs are great bottom up, not just top down.
  • Make OKRs available publicly. Google has them on their intranet.
  • Friday celebrations is an antidote to Monday’s grim business. Keep it upbeat!

 

Related links for further learning:

  1. http://eleganthack.com/the-art-of-the-okr/
  2. https://medium.com/@cwodtke/one-objective-to-rule-them-all-1058e973bfc5
  3. https://www.youtube.com/watch?v=8aW5gdRRn_U
  4. http://fortune.com/2018/05/21/john-doerr-measure-what-matters-okr/