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Our org has a lot of cross-functional teams, is heavily matrixed, and people switch teams frequently. Are OKRs even possible here?

Cross-functional Teams

OKRs, or Objectives and Key Results, is a powerful framework used to manage strategic impact and drive business performance. While Balanced Scorecards are also a management framework, they can be effectively used in conjunction with OKRs to manage projects and initiatives that are designed to achieve OKRs.

By aligning the strategic objectives and key results of an organization with the projects and initiatives tracked through Balanced Scorecards, executives can ensure that their strategy execution is on track. This integration allows for a holistic approach to managing and measuring progress towards business goals.

For example, let’s say a company has set a strategic objective to increase customer satisfaction by 20% within the next quarter. They can use OKRs to define the specific key results that will measure progress towards this objective, such as increasing the Net Promoter Score by 10 points or reducing customer complaints by 15%.

To effectively execute this strategy, the company can then use Balanced Scorecards to track the projects and initiatives that are aimed at achieving these key results. This could include actions like improving customer service training, implementing a new feedback system, or enhancing product features based on customer feedback.

By combining the OKR framework with Balanced Scorecards, executives can ensure that their strategy execution is focused, measurable, and aligned with the overall business goals. This approach allows for effective management of both the strategic work and the progress towards achieving it.

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