Evidence receipt / evaluation
Published · transcript-backedChristina Wodtke: evaluation
16 Mar 2023 Lenny's Podcast The ultimate guide to OKRs | Christina Wodtke (Stanford)
“I love piloting with the best team, but they're still very imbued in your culture, so they'll figure out where OKRs in your culture don't fit.”
Source trail
Everything needed to verify it.
- Speaker
- Christina Wodtke
- Attribution
- Verified speaker
- Claim type
- evaluation
- Recorded
- 16 Mar 2023
- Publisher
- Lenny's Podcast
Transcript context
…This episode is brought to you by writer. How much hype have you been hearing about generative AI? So much. But how do you take it from a shiny toy to an actual business tool that helps you do your actual job? Writer is an enterprise grade generative AI platform built specifically for the needs of businesses, and already widely deployed at world-class brands like Uber, Spotify, HubSpot, and UiPath. With Writer, you can break through content bottlenecks across your organization, from marketing webpages to sales emails and product messages, to creating high quality on-brand content at scale. And unlike other AI applications, Writers' training happens securely on your data and your style and brand guidelines that you provide specific to your organization. The result is that you get consistent content in your brand voice at scale. Get AI that your people will love. For a limited time, listeners to Lenny's Podcast can get 20% off if they go to writer.com/lenny, that's writer.com/lenny. If you think back to what most often is the issue, in your experience, is it something at the top? Is it a middle manager doing something wrong? Is it just misunderstanding how to use OKRs? What do you think is usually the issue with OKRs not working well? I can repeat everything I said, but instead I'll just say speed. People read, measure what matters. They get their panties in a bunch, they get really excited. They're just going to do OKRs for everybody, but they didn't really read the whole thing. You kind of skimmed it and you don't really understand how it works, and so you just implement it. Or you ask your head of HR to implement it, and it gets implemented and everybody's really happy and then they're really sad and then they spit it out. And then you say, "Okay, OKRs don't work." I mean, that's what I see over and over again. Nobody calls me for advice when they are thinking about OKRs. They call me for advice when they've done it in sales, every damn time. I think it's... What is it, the illusion of knowledge? If I asked you right now, how does a bicycle work, or how does a pen work? You'd be like, "I know how that works." And if you tried to write it out, you couldn't. Well, I couldn't. How does a ballpoint pen work? Okay, there's a spring and there's some ink. I'm not sure. So, really thinking about, how would OKRs work throughout the company, is valuable. So, because you don't have time as a leader, what you should do is just give my book to your best team and say, "We're thinking about OKRs. Can you guys see if it works?" And then three months later, check in with them. "What did you figure out, guys?" Okay. Because the best team always wants to be better. I love piloting with the best team, but they're still very imbued in your culture, so they'll figure out where OKRs in your culture don't fit. They'll figure out where it's helpful and then they can give it back to you and you have a template, and then you can take it to two more teams, and then you can take it to two more teams. And maybe you adopt it with your management team, little bit by little bit. That's how I tell people to start with OKRs. Just figure out your best multidisciplinary team team and say, "You guys start and let us know." This might be a good time to talk a little bit more about your book for folks that are actually planning to roll out OKRs or trying to fix their OKRs. Can you just talk about what it is, how to find it, what it's called, anything else.…
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