Personal development OKRs
OKRs can guide and motivate you at work. By taking ownership of your own professional development you can set goals, track progress towards them, and make sure that you are dedicating sufficient time to your professional growth.
Your OKRs might be related to:
- Learning new skills,
- Working on different types of projects or in a different area of the business,
- Membership or co-operative involvement,
- Work-life balance,
- Overtime and time management
And might involve any of the following:
- Training courses (online and face-to-face),
- Professional qualifications,
- Mentoring or coaching (as coach or coachee),
- Meet-ups and events,
- Public speaking or writing,
- Personal study or reflective practice,
- Peer programming.
Your OKRs should come from who you are and from what interests you most. Think about where you’d like to be in a year and what you can do to get there.
You should also bear in mind what sort of things the co-operative might need from you. In framing your OKRs it might be worth talking to different circles about what their most urgent needs are, and seeing how these might fit into your ambitions. If you are thinking of skilling up in a new area, mention it to other people, in the Resources meeting or with Business Development. There may be projects we’re not going for at the moment that we could go for in the future that would align with your area of interest.
In large companies, individual OKRs flow down from departmental OKRs, which in turn flow from the organisational ones. We don’t have this structure but we do have company OKRs.
Here are a few things to keep in mind when setting your OKRs:
How to set and review your OKRs
- Set objectives (max 5 – perhaps start with fewer!) for the time period - usually this will be a quarter, but you could set them for the year if you prefer. Objectives are the dream; you can have these forever or achieve them over many years. Talk to a range of people if you need ideas or inspiration.
- **Set key results (3-5 per objective)**f or the time period. Key results are time-bound. Where possible they should be measurable, but if not, be comfortable in how you will “grade” yourself.
- Find a buddy (or group) and check in with them regularly (perhaps once a month).
If you are having trouble finding someone, ask in the #individual-okrs rocket channel, as you may be able to join someone there.
- Assess progress on your Key Results at the end of the time period, on your own and with your partner.
Questions to ask when setting up OKRs
- Have you consulted people in your Circle(s) to gather ideas about what might be useful to be in your OKRs?
- Do you feel you have a good balance between OKRs that are personal and those that are towards company goals?
- Is the Key Result measurable? Does it have an end result?
- With learning tasks, what’s the practical application?
- Do you have a mix of exploitative (things you are confident will work) and explorative (things you’re not so sure about) objectives?
Questions to ask of yourself in your regular OKR check-in meetings
- Have I achieved what I set out to? If not, am I expecting too much, or do I need help?
- Are there any blockers others may be able to help me with?
- Is it worth me discussing with other circles (eg. the People Circle) if I am finding progressing things harder than expected?
- Do I want to alter my objective based on what I have found out?
Templates / example set-ups
Some external posts with advice that might help
- OKRs (Todoist)
- How to set your personal OKRs (Medium)
- Everything you need to know about Individual OKRs (Perdoo)
- OKRs 3 years on (Medium)
- How To Write Effective OKRs (With 5 OKR Examples) (ClickUp)
- Ex-Googler’s Tips on How to Write OKRs (+ Easy-to-Use OKR Templates) (Piktochart)