Measure What Matters: OKRs: The Simple Idea that Drives 10x Growth

I'll summarize the book.1)Set goal (Objective)2)Set tasks to achieve this goal (key results)3)Make the tasks measurableThis is the OKR.There. Saved you a few hours.Interseting stories about some successful companies, other than that, I got very little out of this.

A great introduction to the origins of OKRs, followed by many examples of how companies and a nonprofit used OKRs to improve organizational effectiveness.For some weird reasons, I did not enjoy reading the examples very much. Probably because of a mismatch between the book title and my expectations.I was expecting more of a guide to defining great OKRs within an organization - more of a handbook or practical best practices kind of resource. Such as, how do you define KRs for a software development product? How do you balance between top-down and bottom-up ideas in the OKRs definition process? Etc.In the end, I felt that some of the examples, especially the OKRs in some of the examples, were lacking in terms of practical details. They were more like stories to demonstrate the versatility of OKRs. And some of the KRs did not seem very measurable to me.The resources at the end was useful.Overall, I felt that the book could have been more concise, and the resources at the end could be elaborated more.

I've worked on the Google campus for 11 years, and have seen first-hand the impact OKRs have had on the company. John Doerr is single-handedly responsible for bringing OKRs to Google. He saw before anyone else the transformative power Andy Grove's system from Intel could have at Google, and this book is a great window into those early days. John does a great job showing how that early presentation at Google set the stage for so much of the growth and success that came later.Some of the best parts of the book are the mini case studies from a variety of companies. One of the biggest complaints I hear from founders about OKRs is that it works for Google because, well, Google is *Google*. By letting you hear from founders in their own words - from small startups to fast-growth startups to non-profits - John makes it easy for the reader to model how OKRs could work at their company. It's not just Google: Doerr shows how any ambitious, outcome-oriented organization can benefit from implementing OKRs.Anyone who wants to understand what makes Silicon Valley tick will learn a lot from this book. So many of the giants from the last fifty years are captured in these pages – as relayed by John, their commitment and ambition shine through. John makes clear that they also shared an embrace of a simple framework for setting goals and communicating throughout their organization – which should be encouraging for any founder who wants to know how to build similarly effective organizations.(Disclaimer: a brief anecdote involving me is included in the book. I didn't tell John I was writing this review ahead of time - I bought the book last night and wanted to share my thoughts.)

As a long time management scholar (34 years in academia) I have to say that this is one of the best books on management I have ever read. A great deal of nonsense and hype has been written about organizational leadership. But Doerr gets right to the core issue--given that you have useful ideas, how do you actually get them implemented? He goes into enormous detail about the use of the OKR's (Objectives and Key Results) which he introduced to Google. He gives numerous examples of how they should be used to achieve success. Many case studies are described but the key point is that Doerr is not a one, narrow technique (hey, goals are good) guru. Rather he induces a set of principles that should be followed in the use of OKR's if success is to be attained. He first learned of this method at Intel and then shared his idea with more than 50 companies. He has worked both as an executive and a venture capitalist. He is firmly tied to the real world of business. If you want to know how to lead successfully, this should be your starting point.

This entire book is a sales pitch for a method of managing by objectives (MBO). There are many good points, and some great examples, but the book just drags on and on. I feel like the book could have been 1/3 the size and not lost anything. Some of the history of Intel and other companies was interesting to read - especially since those stories were told by the people that lived them. There were valuable explanations for what goes wrong with certain types of top-down objectives, and how to set up objectives that are measurable, make people accountable, and help keep people aligned. One area I was hoping to see, but didn't, was an exploration of what a measurement is. In short, any time you ask about something, or talk about something, you are measuring it. In other words, there is formal and informal measurement. Another topic I was hoping to see was the odd phenomena of "that, which is measured, improves". I have found that even when there is no significant reward, and there is no significant punishment for meeting a particular metric, the mere act of measuring it regularly, and giving that measurement visibility, will still cause it to improve. The book talks about the importance of objectives being visible, but it is also important to keep everyones progress visible. One particular gem: Why the Intel 8086 processor architecture won over the superior Motorola 68000. I lived through that period in tech history, and the book's first-hand description from an Intel executive exactly matched what I recall as a desktop computer designer.

I just set this up on a Raspberry Pi 3 Model B, running the latest Raspian release ("Stretch"). Using the ALSA sound drivers, the microphone array is recognized immediately, and works very well. The Camera too, is correctly identified and works well enough, given the throughput limitations of USB 2.0, and the general performance limitations of the Pi. Running "motion", the camera grabs reasonable still frames, and though video streams are a little choppy (again, due more to the Pi, than the camera), for less than 10 bucks, there are no complaints. A very nice little unit, and perfect for my Pi.

Nothing more to say really. I actually got this as a spare eye camera; I'm a PS move addict and I love the PS Move gun rail games on the PS3; not convinced theres much better on PS4 at the moment. Its like they abandoned such a fun genre at the arcade games we use to have back in the 90s. Anyway, this works nicely. The only downside is the base is too light for the camera to stay focused on one position. I recommend sticking the camera down in place.

I bought this specifically for use on my pc with FaceTrackNoIR. At under $5 plus shipping, this works great once I installed the free driver. Rather than upgrade my 6yr old $30 Logitech Webcam to a pricier model, I tripled my framerates for pocket change with the PS Eye. Head tracking works solidly now with noticeable reduction of hangups/freezing of in-game tracking.

Love using these with my Raspberry pi's.

As a web cam there are better units available. I am using this for computer vision research. I bought four or five of them. Their advantage is they have a high frame rate and i actually wanted the lower "standard" resolution. The microphones are actually pretty good. The prices right. These are dirt cheap.One problems the cord into stiff, Ive had to replace them with cords salvaged from dead miceThe work well with openCV and Ubuntu Linux.

I have the kinect and wondered how good this was so I purchased it with sports champions and one move controller. After many sessions to me it's almost the same as kinect they both aren't that accurate but it was an okay experience. My only complaint about this is the requirement of the silly looking move controller (love the light up colors!).For some games you will find you need more than one move controller (like archery, volleyball, etc) it's optional but in the long run will benefit you better ($$$). It's simple to setup just plug in the usb to your PS3 and that's it no power cord/usb combo like kinect. In my opinion the catalog of games for playstation move is weak resistance, house of the dead, time crisis, little big planet franchise, and sports champions (1&2) stand out the most.Seems like with most games like sports champion you don't really have to be as active like kinect. I guess that's a plus if you don't want to move around a lot? I feel this is where the accuracy gets hurt because in situations where you have to dodge or jump you don't really have to as you would with a kinect. Feels like a rip off but whatever.In my opinion kinect is better no extra accessories are needed (playing a shooting game is understandable) but as I stated earlier even kinect is not that accurate either. Sadly the ps eye doesn't take commands like kinect that would of been nice addition but oh well. My final thought on this product is it's definitely not something you really really need but is okay to have personally I would play kinect more.

I ordered this for my 5 year old who plays Little Big Planet on his Playstation 3. The game allows us to take pictures of things (or ourselves) and build them into the levels we create on the game. We absolutely LOVE that the camera enables us to do this. The quality is slightly better than okay. The pics are a bit grainy, but I didn't expect much in terms of photo quality paying $6.50. What it gives us the opportunity to do is of far greater value and quite invaluable, as it adds tons of fun. One thing that I do have an issue with is that the cord and the way it is attached does not allow the camera to sit flat. I have to sit heavy objects on the cord, where it meets the camera, in order to get the camera steady. This is an inconvenience but not a deal breaker. I fiddle with it for a couple of minutes, and then we have many more minutes of fun. This was a great purchase for us.

A great introduction to the origins of OKRs, followed by many examples of how companies and a nonprofit used OKRs to improve organizational effectiveness.For some weird reasons, I did not enjoy reading the examples very much. Probably because of a mismatch between the book title and my expectations.I was expecting more of a guide to defining great OKRs within an organization - more of a handbook or practical best practices kind of resource. Such as, how do you define KRs for a software development product? How do you balance between top-down and bottom-up ideas in the OKRs definition process? Etc.In the end, I felt that some of the examples, especially the OKRs in some of the examples, were lacking in terms of practical details. They were more like stories to demonstrate the versatility of OKRs. And some of the KRs did not seem very measurable to me.The resources at the end was useful.Overall, I felt that the book could have been more concise, and the resources at the end could be elaborated more.

Author John Doerr began his career under the tutelage of the great Andy Grove, CEO of Intel, who transformed that company into the world's largest manufacturer of semiconductors. It was Andy Grove who turned a simple method “OKRs”, into a devastatingly effective business tool which became the lifeblood of Intel.In 1978, Intel had developed the first high-performance, 16-bit microprocessor, the 8086. Soon it was getting overtaken by Motorola’s 68000 which was easier to program. Using OKRs, Intel launched “Operation Crush” to deal with this threat. The results were fast, focused and effective. “When we smacked Motorola between the eyes,” Doerr writes, “A manager there told me, ‘I couldn’t get a plane ticket from Chicago to Arizona approved in the time you took to launch your campaign.’”Doerr left Intel to join the venture capital firm at Kleiner Perkins Caufield & Byers, and became an early investor in Google. There he managed to entrench Andy Grove’s business tool to great effect and it is acknowledged as a key contributor to Google’s success. The results have made Doerr the 105th richest man in the US. This book describes how to use this tool.John Doerr is the current evangelist for OKRs, OKR stands for Objectives and Key Results. As a strategist, I know the importance of knowing where you are going or as Yogi Berra pithily said: "If you don’t know where you’re going, you might not get there.” However, as Doerr writes, and as you and I know, “Ideas are easy. Execution is everything.”OKRs are for executing. An “objective” is simply what is to be achieved, no more and no less. Key results benchmark and monitor how we get to the objective. The difference between ‘key results’ and ‘key performance indicators’ are very different. I may really be impressed that you performed well, but your efforts are only useful if you achieved the results I need.Marissa Mayer would say of OKRs, “It’s not a key result unless it has a number.” With a number attached, OKRs are either met of not met. There is no grey area, no room for doubt. The time frame for an OKR can vary from a month to a quarter or more, but at the end of the period, they have either been met or they have not.When the objective is clear and specific, it produces far better results than when it is vaguely worded. ‘Performance excellence,’ or ‘Customer satisfaction’ are very different when expressed as ‘98% error free’, or ‘delivered within 12 hours’.Aside from Google and Intel, OKR adherents include IT firms such as AOL, Dropbox, LinkedIn, Oracle, Slack, Spotify, and Twitter. But adherents also include firms such as Anheuser-Busch, BMW, Disney, Exxon, and Samsung.The simplicity of the design of OKRs hides the complexity of implementing the method. When the OKR is formulated, it will undergo iteration – this is inevitable. And this is not the problem. The problem is the commitment of the most senior managers to the discipline that is required.Without the most senior managers' commitment this will fail, much as your previous systems have failed to produce the promised result. In a meta-analysis of seventy studies, high commitment to managing the company by objectives showed a productivity increase of 56%. Where that commitment was low, productivity increases were a mere 6%.The problem with getting results is compounded when we are employing people to think. On an assembly line, it’s easy enough to distinguish output from activity. It gets trickier when employees are paid to think.In a thinking environment, many of the benefits of OKRs are highlighted. A particular challenge for many in such an environment is separating the person from the activity. All too often, feedback becomes very personal leading many managers to avoid confronting non-performance. When the focus is on unequivocal results that can be tracked, then non-performance can move to an analytical discussion. After all, a performance management system is a tool, not a weapon.The OKR is formulated as “We will achieve a certain objective as measured by the following key results. This begins at the highest appropriate level of the organization and then all below can align their OKRs to this meta-OKR.When Bob Noyce and Andy Grove began the “Crush” project, the directive to Intel’s management level was simple and clear: “We’re going to win in 16-bit microprocessors. We’re committed to this.” This objective was given to the top one hundred people at the meeting. It was conveyed to the next level in 24 hours. Intel was close to a billion-dollar company at the time, and “it turned on a dime” - through a clear, aligned, objective and a clear required result.The “Crush” project included top management, the entire sales force, four different marketing departments, and three geographic locations—all working together as one. It was proof of Andy Groves assertion that “Bad companies are destroyed by crisis. Good companies survive them. Great companies are improved by them.”Great companies are not great because they have a great idea, but because their execution is great. There are no exceptions. Those who do not have excellent execution are an accident waiting to happen. Using OKRs, a successful organization can focus on the handful of initiatives that can make a real difference and defer the less urgent ones.The very act of formulating the objective makes communication with clarity possible. Focusing on results rather than activities allows people to adjust their activities to meet the results, rather than to slavishly following performance indicators, as the environment changes.Consider this horrifying finding: In a survey of eleven thousand senior executives and managers, a majority couldn’t name their company’s top priorities!“There are so many people working so hard and achieving so little,” Andy Grove noted. To address this issue will require commitment to making the OKR process effective, and this commitment should not be understated, which is why it has to start from the very top.If you are a leader of your business your commitment should start with a reading of John Doerr’s book, and then share it with your colleagues.My personal experience with the process is best summed up by actress Mae West’s famous statement: I never said it would be easy, I only said it would be worth it.Readability Light --+-- SeriousInsights High ---+- LowPractical High +---- Low*Ian Mann of Gateways consults internationally on strategy and implementation and is the author of the recently released ‘Executive Update.’

This is a book on how to set goals and how to measure them.With proven results in well-known and diverse companies like Intel (where the methodology was born), Google, MyFitnessPal, Intuit, The Gates Foundation, Bono’s ONE among others.Some ideas from the book:It helps keep a company on time and on track and moving forward.It is a methodology that focuses the company’s efforts on the important issues, so an Objective is what must be achieved, and Key Results compare and monitor how to reach the objective, so they are measurable and verifiable, aka OKR.Goals create alignment, clarity, and job satisfactionEmphasizing output is the key to increasing productivity, while looking to increase activity can do just the oppositeAn organization may need up to four or five quarterly cycles to fully adopt the systemNothing moves us forward like a deadlineThe author states that with the advent of social networks, transparency is the default setting for our daily lives, and that transparency seeds collaborationAnother concept stated by the author is that employees thrive when they can see how their work aligns to the company’s overall goalsThere is another concept that goes along with OKR, CFR (Conversations, Feedback & Recognition), in this way OKR and compensations are separated but they are friendsThe author states this powerful phrase “People watch what you do more than what you say”A must read, suitable for management as well as employees

This was a really fun book to read, and a quick one at that. Though the initial part of the book lays out exactly what you need to do, and the final chapters outline how to do it, it's the stories in the middle that tell you the impact of the what and how at exemplary institutions and organizations. A worthwhile read for anyone leading anything with a small or large team.

This is a great book for goal setting. It’s pretty dense. Felt like taking a college course. If you’re in the position to implement the strategies then the book will give value. This is kind of a classic “give you the idea, good luck on the execution though” Doerr tries to give as much help for execution but it doesn’t make it less difficult. Great knowledge though.

John Doerr is a great OKRs populizer. He takes OKR fundamentals laid down by Andy Grove in his phenomenal "High Output Management", extends them and shows how this management framework is implemented across wide variety of local and global companies. The book is good. But why it falls 1 star short from a perfect rating is its nature of overselling.Quite a big part of book is "customer review" of the executives who implemented OKRs. The book has a feeling of hidden sales approach, as if John promotes his services of OKR implementer to the reader. As a person who is already sold to this framework way before reaching this book, I found it unnecessary. Book could be perfect with less stories from founders and more in-depth examples, tips & tricks, and technicalities of this framework.P.S. If you want to read this book, I strongly recommend to read "High Output Management" first, and then come to "Measure What Matters". This would give you a better understanding of OKRs.

Excelente inversión 👍

I am a consumer of great hair products, including Elements by Wella. I almost always have purchased it at a local salon. I guess I should have known better. I ordered this product in January 2020 and broke out severely on my neck, face and chest. I didn't realize what made me have the reaction at the time. I stopped anything new I had introduced and slowly worked items (fragrances, laundry, food, etc.) back into my life.I decided it was time to use this Wella product I had purchased here on Amazon about 8 days ago. BAD IDEA! I had another severe reaction, worse than the first time actually. After speaking with a friend, she mentioned expired products can be very harmful. I turned over the shampoo bottle to find it had expired 02/2019 - an entire year expired by the time I used the product (11 months expired when I purchased the product). The Conditioner bottle that was purchased with it from the same seller, had a New sticker on the side. I'm very upset about this. It has taken about 7 days for this single use to clear out of my system.I would like to give the benefit of the doubt to the seller but I'm left realizing they 1) don't check their products based on the expiration date before selling on here, or worse, 2) they intentionally are selling expired products.Do NOT Purchase this from Amazon.

Perfect thing for thin curly dry hair, helps to look healthy and shiny

I have thin hair and it's hard to find good products I feel like.. But Wella has always worked on my hair. This conditioner detangles all of my hair and leave it soft and nice. Love it! Glad I could find it on Amazon.

Good

Only giving a 1 star because I have to in order to post a comment. BEWARE this is not Wella.I was out of town and needed more shampoo. I went to Ulta locally and bought a smaller bottle of both shampoo and conditioner. After seeing the price ($50) for the 33 oz bottle at Ulta, I thought I would try Amazon’s price. I was excited that I found it for 1/2 the price. I ordered a large bottle of both to be shipped. The shipment was at my house two days later.This morning I put my smaller Ulta bottles away (to keep for traveling in the future) and grabbed both large Amazon bottles. When I pumped out the shampoo I noticed something completely different than what I’m used to. The shampoo was very watery and completely clear. Not thinking to much into it I rubbed it in my hair and it turned into bath bubbles and smelled like cherries. I rinsed it out, grabbed the Ulta Wella and sure enough, completely different. When I checked the conditioner (which is labeled as shampoo from amazon) it was the same thing.Do not waste your money on this product from this seller. They should be banned from selling on Amazon! My head has been itching me all day even with washing it out twice with my correct stuff.Needless to say, I’m sending it back and am extremely pissed!!!

Good shampoo without a lot of stuff in it. Mild scent.

Hands down the best conditioner!!! Makes my hair so soft and smells great. I got this because they were using it at the hair salon. I also think this is a great price and last a long time.

Good stories to support the framework, amazing storytelling and very clear structure. For me was an inspiring book to read

Highly recommend read to help organizations and teams struggling with focus to engage in putting a system around goal setting, progress, feedback and timely reviews.

Ideas is easy execution is everything, its makes me hype up for impelementing okr but the last few chapter feels uncomplete, feels like unfinish amazing theory, and ask to complete on our own

Gave this as a thank you gift to my wonderful neighbor. She loves it. Its a nice quality,…the wording is etched into the mug so it wont wear off.

Beautiful tumbler but it came apart after one wash by hand.

Great product!

Folks I gave it to loved it

Excellent for daily use or a gift

I used this gift to say special thank you to my boss, co-worker, and even our CEO. I felt really good giving this gifts to these great people.

Great cup! Very impressed

I liked the color of the mug (maroon as shown above); however, the printed message was very faint and hard to read. Very disappointed, as it was a gift 😣

This was so easy to assemble that I didn’t have to really reference the instructions too many times! It is very easy to unpack and put together. Everything is easily marked and assessable! I was able to do it without issues 9 months pregnant! The pack-n-play is very sturdy when assembled as it is instructed and is very safe and easy to clean!!! The only draw backs are that it is so safe and sturdy is that it does take a while to take apart to get into the carrying case for travel, and fully assembled the pack-n-play will not fit through standard door frames.Great value for the money! Easy to clean! Very sturdy!

I absolutely love this and it's so nice for being less expensive than other ones I've looked at! I love the removable bassinet and the changing table is sturdier than I expected it to be 😁 happy with my purchase!!

It has so many features and it's pretty. I love it and I used one for my son 15 years ago and now for my daughter who isn't here yet. I can already tell how perfect it's going to be. I love the rocking bassinet feature. 💗

This definitely took some figuring out to put it all together. The directions weren’t too helpful so thank goodness for the pictures here on Amazon. It arrived very quickly, which we were very happy about. Love the colors and all of the many, many things it can do. Baby is due to arrive in a few weeks. We’ll see how well it does!

Es para un babyshower

Love it!!! It’s easy to set up I love the removable bassinet comes with a night light and music to soothe baby to sleep it’s convenient and spacious

Looks just like the picture.

It is great and how it grows with baby it was kinda a pain to put it up the first time and then packing it up bit after you figure it out its great

I’ve been using OKRs in my professional life for the past 4 years so I didn’t expect to learn much in this book. But even before I finished I found myself rethinking my goals and those of my team. I realized specifically that I set goals I can probably achieve. Doerr reminds us it’s OK to set audacious OKRs and risk missing versus setting achievable goals just to have the desired green check mark. So if OKRs are new to you or you’ve been using them for awhile, this is a book I highly recommend.

It is a great book to understand new corporate strategy pushing for OKR. However, it is not a novel nor a cool story. This is a book to digest and apply its methodology to your company.

I wish I would have read this book before! Or maybe not... as the impact now on defining the next steps and planning for my team and company was amazing!A must read for all Leaders that more than growing in numbers, want to build a sustainable business with a positive impact in the present and a legacy for the emerging futures

Objective : Become a kinderKey resultOffer 1 lunch if criticizeProvide 1 random good deed every dayNot gossip about what I do not know

This book does an excellent job explaining goal setting that works, mainly OKR system. It goes into pretty good detail about how this system helps companies achieve audacious goals, keep employees happy, companies churning, and produce quality work.Numerous case studies and concrete examples make it easy to start with OKRs in your own organization and work if you desire. it was really helpful to see the pitfalls and issues the others ran into and how they went about addressing them.Overall, highly recommended book!