Starting your OKR experiment the Right Way | Sandra Pretzer

In this episode, Sandra Pretzer explains how to implement Objectives and Key Results (OKRs) within an organization. The conversation focuses on a phased approach, beginning with securing leadership buy-in and aligning with the company vision.
Implementation involves identifying a pilot team, educating them on OKR methodology, and defining a 12–18-month strategic goal.
The process emphasizes outcome-oriented key results, regular check-ins, and post-cycle reflection to refine future iterations.
A key takeaway is the importance of collaborative conversations in setting meaningful objectives rather than relying on automated tools, highlighting the human element crucial for successful OKR implementation.
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Overview:
- Align on the company's vision and purpose to create a resonating statement that employees connect with.
- Define the starting architecture by identifying strategic topics or departmental focuses for the OKR pilot.
- Set a midterm strategic goal for the next 12 to 18 months to anchor the OKR pilot teams.
- Conduct regular OKR check-ins, reflection meetings, and retrospectives to track progress and improve collaboration.
"We look at the company vision and purpose, and see if it's a statement that employees really resonate with."

"I always recommend the teams that I work with to focus on one objective, and 3 to 4 key results, max."
Chapters:
00:00 Intro
01:50 Steps to implement an OKR experiment
09:43 Reflection meetings and continuous improvement
12:26 Differentiating between bad and good OKRs
14:41 Importance of understanding the "why" before setting OKRs
Resources:
Sandra Pretzer's profile https://www.linkedin.com/in/sandra-pretzer-b24a8430/

Free OKR Lean Coffee https://www.linkedin.com/groups/8994190/

Sandra Pretzer's Free OKR start-up guide https://www.sandrapretzer.com/okr-workbook-en/
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