OKR Quiz

What does OKR stand for?

• Objectives and Key Results

• Opportunities and Known Results

• Objectives and Key Returns

• Opportunities and Key Roles

An OKR is

• A standard KPI

• A status message

• A goal setting approach aligned to agile methods

• A new agile framework

OKR's should be made visible to:

• Only the manager

• Only the team involved in delivery

• Everyone in the organisation

• The Team and the manager

What characterizes a good OKR?

• It should be written in the syntax “As a …. I want a… so I can….”

• It contains at least 3 words from the Features to be solved

• Should be as long and prosaic as possible

• A simple & measurable description of what you want to achieve

What is a purpose of an OKR?

• Avoid doing the "tough" work

• A method in which we do employee evaluations

• Demonstrate how the work is interconnected with the business

• Bigger Question: What is the meaning of life, man....

What is the difference between OKR methodology and project management (PM)?

• OKRs focus on measurable outcomes, PM is focused on task completion

• OKRs are simple, PM is more complex

• OKRs are quarterly, PM is long term

• OKRs are vertical, PM is horizontal

Answer explanation

Completing tasks is an important executional process but it is tactical and focused on activities (outputs). You complete the activities and cross them off your list, but what if the activity wasn't successful or didn't bring any results?

That is why you should be prioritizing your activities based on the measurable outcomes that you would want to achieve. If an activity didn't bring you closer to achieving the outcome, you should prioritize a more impactful plan.

OKRs provide a quarterly direction for improvement, change, and innovation. They don't let the team forget the bigger picture.

It's an amazing approach that can transform your organization. However, it is very important to learn how to write good Objectives and measurable Key Results.

Between OKR and KPI, which approach is more effective?

• KPI because it helps to make data-driven decisions

• They have a different purpose, and organizations should use both

• OKR because it is used by Google, Twitter, and LinkedIn

• Neither is effective, organizations should not implement them

Answer explanation

KPIs (Key Performance Indicators) are business metrics that you analyze and performance targets that you set to monitor changes and fluctuations in numbers on different business levels (company-wide, team-specific or individual) over a period of time (yearly, quarterly, monthly, weekly, or even daily).

But just telling your team to achieve 30% growth in revenue or sales will not lead them to understand how to get there or where to begin.

So KPIs give insights into your business health and help you set expectations, while OKRs focus on one improvement area at a time leading your team to think about the most impactful changes they could deliver.

What is the purpose of implementing OKRs in the organization?

• Achieve ambitious results through focus and alignment

• Control what everyone is doing in the organization

• Cascade goals from managers to employees

• Organize regular business processes in a better way

Answer explanation

The purpose and benefits of implementing the OKR methodology include increased focus and alignment to achieve ambitious results.

Which is not a direct benefit of OKRs?

• Improved Communication

• Improved Alignment

• Improved Collaboration

• Improved Delivery Speed

How would you define what a Key Result is in one sentence?

• A measurable outcome you need to deliver to achieve an Objective

• The number of activities you need to perform to reach an Objective

• An action plan you need to execute to reach an Objective

• An ambitious KPI target you need to achieve

Answer explanation

A Key Result is a measurable outcome you need to deliver to achieve an Objective. It is not a number of activities you complete, it's the outcome of those activities.

Key Performance Indicators are business metrics that you monitor to track performance, whereas Key Results measure progress towards a specific Objective, and they will be different each quarter.

Key Results are pinpointed to a particular focus area for the quarter. They are numerically defining the kind of change that you want to happen after you have completed your action plans.