Calcified and rigid program and portfolio structures (aka PMO) stand in way of business agility. They demand handing reports on time, collect irrelevant output metrics and bombard teams and individuals with numerous annoying work procedures and templates to complete. And what are they good for? – absolutely nothing. Learn More.
When you are faced with the following challenges, you wonder, maybe there’s a better way?
– Your team is arguing again, how could you influence them to work together and agree on the objective?
– Meeting with your director, she is opposed to the solution your team is working on, what could you do to persuade her?
– Alex is always opposing the experiments and changes you propose, what do you need to do to collaborate. Learn More.
Goals are embedded in the organizational system. Therefore, changing the way you work with goals through concepts like OKR has the potential to create important impulses for new ways of working in the whole organization. Higher focus, alignment, transparency, and measurability for all employees on all levels are often the first realized benefits. Higher value-creation, self-responsibility or becoming a learning organization are other potentials that can be unlocked through OKR. Learn More.