Radical Focus SECOND EDITION

Those who do not slow down to learn from their mistakes are doomed to repeat them.

OKRs are not synonymous with performance evaluation. This means OKRs are not a comprehensive means to evaluate an individual (or an organization). Rather, they can be used as a summary of what an individual has worked on in the last period of time and can show contributions and impact to the larger organizational OKRs.

“Tell me about a time when you and your team were experiencing conflict.”

Our research shows that high performers start their day by looking at their goals and then consciously aligning their time with their aspirations. If you want to be a goal-focused organization, make it easy for everyone to focus on them every day.

Instead of a one-time performance review event, use continuous conversations to coach and calibrate. Have one-on-ones at least twice a month and calibrate on three things: engagement, performance, and alignment.

Techniques like Objectives and Key Results (OKRs) help companies achieve the best possible rather than the most probable results.

most of all, you are there to listen. Don’t get so caught up in what you have to say that you don’t listen to the other person.

Review the weekly status reports and your notes from the weekly one-on-one meetings. Note how many times positive and negative behaviors come up. Look for patterns. Determine what is important and what is trivial.

Finally, document everything. Memory is fallible.

You’re going to celebrate their strengths! You’re going to coach their weaknesses. You’re going to be there for them.