Diamond in the Dark like a 280 page whitepaper written to desperately try to help BetterWorks get salesIf you want toearn about OKRs and how they work there s a great 50 minute YouTube video by Google about how they use them Save yourself the money and time and watch that instead This entire book is a sales pitch for a method of managing by objectives MBO There are many good points and some great examples but the book just drags on and on I feel ike the book could have been 13 the size and not ost anything Some of the history of Intel and other companies was interesting to read especially since those stories were told by the people that ived them There were valuable explanations for what goes wrong with certain types of top down objectives and how to set up objectives that are measurable make people accountable and help keep people aligned One area I was hoping to see but didn t was an exploration of what a measurement is In short any time you ask about something or talk about something you are measuring it In other words there is formal and informal measurement Another topic I was hoping to was the odd phenomena of that which is measured improves
John Doerr arguably still the world s best known VC is
have found when there is no significant reward and there is no significant punishment for meeting a particular metric the mere act of measuring it regularly and giving that measurement visibility will still cause it to improve The book talks about the importance of objectives being visible but it is also important to keep everyones progress visible One particular gem Why the Intel 8086 processor architecture won over the superior Motorola 68000 I ived through that period in tech history and the book s first hand description from an Intel executive exactly matched what I recall as a desktop computer designer As a The African American Odyssey Volume 2 long time management scholar 34 years in academia I have to say that this is one of the best books on management I have ever read A great deal of nonsense and hype has been written about organizationaleadership But Doerr gets right to the core issue given that you have useful ideas how do you actually get them implemented He goes into enormous detail about the use of the OKR sI Have Found That
OBJECTIVES AND KEY RESULTS WHICH HEand Key Results which he to Google He gives numerous examples of how they should be used to achieve success Many case studies are described but the key point is that Doerr is not a one narrow techniue hey goals are good guru Rather he induces a set of principles that should be followed in the use of OKR s if success i I ve worked on the Google campus for 11 years and have seen first hand the impact Explosive growth of Intel Google and Uber With a foreword by Larry Page and contributions from Bono and Bill Gates Measure What Matters is about using Objectives and Key Results OKRs a revolutionary approach to goal setting to make tough choices in business In 1999 egendary venture capitalist John Doerr invested nearly 12 million in a startup that had amazing technology entrepreneurial energy and sky high ambitions but no real business plan Doerr introduced the founders to OKRs and with them at the foundation of their management the startup grew from forty employees to than 70000 with a market cap exceeding 600 billion The startup was Google Since then Doerr has introduced OKRs to than fifty companies helping tech giants and charities exceed all expectations In the OKR model objectives define what we seek to achieve and key results are how those top priority goals will be attained OKRs focus effort foster coordination and enhance workplace satisf. KRs have had on the company John Doerr is single handedly responsible for bringing OKRs to Google He saw before anyone else the transformative power Andy Grove s system from Intel could have at Google and this book is a great window into those early days John does a great job showing how that early presentation at Google set the stage for so much of the growth and success that came aterSome of the best parts of the book are the mini case studies from a variety of companies One of the biggest complaints I hear from founders about OKRs is that it works for Google because well Google is Google By Hardcore physical child abuse letting you hear from founders in their own words from small startups to fast growth startups to non profits John makes it easy for the reader to model how OKRs could work at their company It s not just Google Doerr shows how any ambitious outcome oriented organization can benefit from implementing OKRsAnyone who wants to understand what makes Silicon Valley tick willearn a Handbook of Agricultural Entomology lot from this book So many of the giants from theast fifty years are captured in these pages as relayed by John their commitment and ambition shine through John makes clear that they also shared an embrace of a simple framework for setting goals and communicating throughout their organization which should be encouraging for any founder who wants to know how to build similarly effective organizationsDisclaimer a brief anecdote involving me is included in the book I didn t tell John I was writing this review ahead of time I bought the book Dare for More last night and wanted to share my thoughts A great introduction to the origins of OKRs followed by many examples of how companies and a nonprofit used OKRs to improve organizational effectivenessFor some weird reasons I did not enjoy reading the examples very much Probably because of a mismatch between the book title and my expectationsI was expecting of a guide to defining great OKRs within an organization of a handbook or practical best practices kind of resource Such as how do you define KRs for a software development product How do you balance between top down and bottom up ideas in the OKRs definition process EtcIn the end I felt that some of the examples especially the OKRs in some of the examples wereacking in terms of practical details They were *Like Stories To Demonstrate *stories to demonstrate versatility of OKRs And some of the KRs did not seem very measurable to meThe resources at the end was usefulOverall I felt that the book could have been concise and the resources at the end could be elaborated I THE COCAINE ADDICTION CURE (Drug Addiction, 12 Step Program, Road to Recovery, Alcohol Addiction) ll summarize the book1Set goal Objective2Set tasks to achieve this goal key results3Make the tasks measurableThis is the OKRThere Saved you a few hoursInterseting stories about some successful companies other than that I got veryittle out of this. Action They surface an organizations most important work as everyones goals from entry evel to CEO are transparent to the entire institution In Measure What Matters
Doerr Shares A Broad Rangeshares a broad range first person behind the scenes case studies with narrators including Bono and Bill Gates to demonstrate the focus agility and explosive growth *that OKRs have spurred at so many great organizations This book *OKRs have spurred at so many great organizations This book show you how to collect timely relevant data to track progress to measure what matters It will help any organization or team aim high move fast and excelJohn Doerr joined Kleiner Perkins Caufield Byers in 1980 and has since backed some of the worlds most successful entrepreneurs and companies such as Google Zynga and John serves on the boards of Google Zynga and Amyris He also ed KPCBs investment in Twitter He is a member of the American Academy of Arts and Sciences and was a member of US President Barack Obamas Council on Jobs and Competitiveness. ,
review ¸ PDF, eBook or Kindle ePUB free Ï John Doerr,
John Doerr arguably still the world s best known VC is
at the point where he thinks it s time he handedthe point where he thinks it s time he handed to the next generation the commandments as he perceives them to have been handed down to him by prolific author cum management guru in his own right and former Intel CEO Andy Grove and as perfected and imposed on hundre The book starts promisingly Although OKR concepts are uite well known under different guises and Intel hadn t had such a great reputation as a place to work even when Andy Grove was the CEO there are some interesting ideas in the first few pages Unfortunately the book goes downhill with increasingly sugary anguage BTW we Imprisoned with the Alien Rohilian Warrior learn in the book that Intel the great champion of OKRs was beaten by a start up that supposedly didn t use OKR methodology This is the first time I have felt compelled to review one of the hundreds of books I have readJohn Doerr philosophy of Ideas are easy Execution is Everything is interwoven throughout this the book This is a reassuring theme of other books and I remembered this idea being put forward in Sir Ronald Cohen s OKR Objectiveskey results are uite obvious and easily explained in a short blog postThe book basically just says prioritize take care of goal conflicts have some safe some stretch andimit your goalsNone of the stories tell what problem OKRs actually solved how the right OKRs where found and if OKRs made a difference at all The book doe So I already knew about OKRs before getting this book Our organisation tried to implement them a few years ago and failed I was hoping this book would shed some ight on how to create implement and measure OKRs efficiently in a small business such as oursSadly the book fails to go into any depth about how to make the most important phase implementation possible There are also 2 concerns which really calls into uestion the practicalness and authenticity of the book1 John recommends that we separate OKRs from employee compensationbonuses That s fine I m willing to give that a shot But doesn t actually say what a practical alternative approach should actually be He mentions that instead of combining performance reviews goals and bonuses into one group they should be 3 separate groups performance reviews feedback sessions goals OKRs bonuses bonuses which form part of your judgement on whether to give bonuses or not effectively taking the hard facts out of how compensation is given and making it based on opinion Exactly why he says ater in the book that annual performance reviews don t work because they re based on opinion2 The alarming issue is that towards the end of the book John very coyly mentions that BetterWorks "software is helping companies adopt the OKR methodology effectively and that organisations should " is helping companies adopt the OKR methodology effectively and that organisations should think about what te. INSTANTNEW YORK TIMES BESTSELLER Id recommend Johns book for anyone interested in becoming a better manager Bill GatesManagement magic Measure What Matters is a must read for anyone motivated to improve their organization Former Vice President Al Gore chairman of the Climate Reality Project Measure What Matters shows how any organization or team can aim high move fast and excel Sheryl Sandberg Facebook COO Measure What Matters deserves to be fully embraced by every person responsible for performance in any walk of ife Jim Collins author of Good to Great In this indispensable book the most important venture capitalist of our era reveals a key to business innovation and success Walter Isaacson author of Steve Jobs and The Innovators Measure What Matters takes you behind the scenes for the creation of Intels powerful OKR system one of Andy Groves finest egacies Gordon Moore cofounder and former chairman of Intel The revolutionary movement behind the.