{"id":39715,"date":"2022-12-27T03:27:26","date_gmt":"2022-12-27T03:27:26","guid":{"rendered":"https:\/\/okrinstitute.org\/?p=39715"},"modified":"2023-01-14T05:10:38","modified_gmt":"2023-01-14T05:10:38","slug":"the-5-values-of-scrum-integrated-with-okr-frameworks","status":"publish","type":"post","link":"https:\/\/okrinstitute.org\/de\/the-5-values-of-scrum-integrated-with-okr-frameworks\/","title":{"rendered":"Die 5 Werte von Scrum integriert in okr-Frameworks"},"content":{"rendered":"<div class=\"wp-block-cover alignfull is-light has-custom-content-position is-position-bottom-center is-position-center-center image-shadow\" style=\"min-height:200px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-100 has-background-dim has-background-gradient\" style=\"background:linear-gradient(45deg,rgb(52,168,83) 0%,rgb(124,187,0) 100%)\"><\/span><div class=\"wp-block-cover__inner-container is-layout-flow wp-block-cover-is-layout-flow\">\n<p class=\"has-text-align-center has-ast-global-color-5-color has-text-color has-large-font-size wp-block-paragraph\">Die 5 Werte von Scrum integriert in OKR-Frameworks <\/p>\n<\/div><\/div>\n\n\n\n<section class=\"wp-block-uagb-section uagb-section__wrap uagb-section__background-undefined uagb-block-16a640c5\"><div class=\"uagb-section__overlay\"><\/div><div class=\"uagb-section__inner-wrap\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large has-custom-border post-image\"><a href=\"https:\/\/okrinstitute.org\/de\/?attachment_id=39726\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" data-id=\"39726\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-1024x683.jpg\" alt=\"\" class=\"wp-image-39726\" style=\"border-radius:10px\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-1024x683.jpg 1024w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-300x200.jpg 300w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-768x512.jpg 768w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-391x260.jpg 391w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-1536x1024.jpg 1536w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-2048x1365.jpg 2048w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/teamwork-power-successful-business-meeting-workplace-concept-18x12.jpg 18w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><figcaption class=\"wp-element-caption\">Die 5 Werte von Scrum integriert mit OKRs<\/figcaption><\/figure>\n<\/figure>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-the-5-values-of-scrum-integrated-with-okr-frameworks\">Die 5 Werte von Scrum integriert in OKR-Frameworks<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Werte k\u00f6nnen einen fast magischen Einfluss auf die Leistung von Einzelpersonen, Teams und Unternehmen haben. Wenn Werte zu einer Lebenseinstellung werden, zu nicht verhandelbaren Verhaltensstandards und zu einer Reihe gemeinsamer Handlungsprinzipien, die uns als Team identifizieren, werden sie zu wirksamen Entscheidungsfiltern und Barometern, die die Unternehmensleistung nachhaltiger machen \u2013 wenn hervorragende Leistung Ihrer widerspricht Wertesystem ist die Leistung selbst wahrscheinlich nicht nachhaltig. Die 5 Werte von Scrum k\u00f6nnen nahtlos in OKR-Frameworks integriert werden.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Angebliche Werte<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Bedeutung von angeblich \u2013 \u201d als wahr erscheinend oder behauptet, aber nicht unbedingt wahr. -Angeblich&quot;.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Oftmals leiden Unternehmen unter ihren eigenen vermeintlichen Werten. Werte werden, wenn sie einfach schriftlich festgehalten, aber vergessen und nicht umgesetzt werden, bedeutungslos und k\u00f6nnen keine wahrheitsgem\u00e4\u00dfen oder n\u00fctzlichen Aussagen sein.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Wenn Teammitglieder, Kunden, Klienten oder andere Stakeholder das Wertesystem des Unternehmens lesen und das tats\u00e4chliche Verhalten der Teammitglieder den Werten widerspricht, f\u00fcr die sie angeblich stehen, werden sie die Integrit\u00e4t des Wertesystems selbst in Frage stellen und im weiteren Sinne auch in Frage stellen die Integrit\u00e4t der Unternehmen.&nbsp;<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">\u201eEin Volk, das seine Privilegien \u00fcber seine Prinzipien stellt, verliert bald beides\u201c<\/p>\n<cite>Dwight Eisenhower<\/cite><\/blockquote>\n\n\n\n<h4 class=\"wp-block-heading\">Werte, um wirksam zu sein, m\u00fcssen sein:<\/h4>\n\n\n\n<div class=\"wp-block-qubely-advancedlist qubely-block-e6b3e9\"><div class=\"qubely-block-advanced-list  qubely-alignment-left\"><ol class=\"qubely-list qubely-list-type-ordered qubely-list-bullet-check-circle-outline\"><li>Wenig\u00a0<\/li><li>Eingebettet in die Unternehmenskultur<\/li><li>Innerhalb jeder Rolle gemeinsam erstellt und klar definiert<\/li><li>Nicht nur einpr\u00e4gsam, sondern gelebt und f\u00fcr Filter w\u00e4hrend des Entscheidungsprozesses verwendet<\/li><li>Als Verhaltensstandards hochgehalten<\/li><li>Ernst genommen und von der F\u00fchrung als klare Beispiele f\u00fcr gew\u00fcnschte Verhaltensweisen umgesetzt<\/li><\/ol><\/div><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Praxisbeispiel: Ein Softwareunternehmen hat achtzehn Werte. Bei der Befragung mehrerer Mitarbeiter f\u00e4llt es ihnen schwer, sich auch nur an drei von ihnen zu erinnern. K\u00fcrzlich haben einige Benutzer ihr Wertesystem auf ihrer Website nachgeschlagen, um es mit ihren Service-Levels zu vergleichen, und einige negative Kommentare abgegeben, wie zum Beispiel:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201eSie sind stolz auf ihre exzellenten Benutzererfahrungen, aber meine war alles andere als exzellent.\u201c<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Angebliche Werte werden wahrscheinlich zu einem Stock, mit dem andere Sie schlagen. Werte sollten gelebt und geteilt werden, und auch alle Teammitglieder sollten zu den Unternehmenswerten Stellung beziehen.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span style=\"text-decoration: underline;\">Erfahren Sie, wie Sie ein praktisches Wertesystem schaffen, das zur Unternehmensleistung beitr\u00e4gt, indem Sie sich unserem anschlie\u00dfen <a href=\"https:\/\/okrinstitute.org\/courses\/okr-leadership-course\/\" target=\"_blank\" rel=\"noreferrer noopener\">F\u00fchrungskurs<\/a><\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"> Die 5 Werte von Scrum&nbsp;<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Die f\u00fcnf Werte der agilen Methodik von Scrum sind:<\/strong><\/p>\n\n\n\n<div class=\"wp-block-qubely-advancedlist qubely-block-8db442\"><div class=\"qubely-block-advanced-list  qubely-alignment-left\"><ul class=\"qubely-list qubely-list-type-unordered qubely-list-bullet-check-circle-outline\"><li>Mut<\/li><li>Fokus<\/li><li>Engagement<\/li><li>Respektieren<\/li><li>Offenheit<\/li><\/ul><\/div><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Innerhalb der Scrum-Methodik dienen die oben genannten Werte als Richtschnur f\u00fcr das Verhalten von Einzelpersonen und Teams mit dem beabsichtigten Ergebnis, die Zusammenarbeit zu f\u00f6rdern und die Chancen auf einen erfolgreichen Projektabschluss zu erh\u00f6hen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Es gibt mehrere M\u00f6glichkeiten, wie die f\u00fcnf Werte von Scrum implementiert werden k\u00f6nnen, einschlie\u00dflich, aber nicht beschr\u00e4nkt auf Sprint-Reviews, Retrospektiven und t\u00e4gliche Standups, bei denen Teammitglieder die M\u00f6glichkeit erhalten, zu \u00fcberpr\u00fcfen, was alle erreicht haben.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Wie sich die Werte von Scrum in OKR-Frameworks integrieren und diese erg\u00e4nzen k\u00f6nnen<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1. Mut<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Es braucht Mut, etwas Neues zu wagen. Dar\u00fcber hinaus erfordert es Mut, durchzuhalten, insbesondere wenn gro\u00dfe Herausforderungen auftreten. Die oben genannten Gr\u00fcnde sind sehr starke Gr\u00fcnde, warum Organisationen danach streben sollten, gesunde und starke Familienkulturen aufzubauen \u2013 wenn Sie sehen, wie Ihr Teammitglied hart f\u00fcr den Erfolg Ihrer gemeinsamen Ziele k\u00e4mpft, werden Sie wahrscheinlich inspiriert und f\u00fchlen die Dringlichkeit, mit gr\u00f6\u00dferem Mut voranzukommen.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Mut beginnt mit einem aufrichtigen Bekenntnis zur Unternehmensvision, zum Wertesystem und zu anderen Prinzipien, f\u00fcr die wir als Team stehen. Der Glaube baut sich im Laufe der Zeit auf, wenn wir gemeinsam als Team nach Leistung streben. Der Glaube wird erweitert, wenn wir unsere F\u00e4higkeiten und unser Denken verbessern und uns gegenseitig unterst\u00fctzen. Sobald der Glaube stark ist, ist es einfacher, den Mut in sich selbst als Individuum und im Team als Kollektiv zu finden.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Manchmal geben Teams zu fr\u00fch auf, wenn sie bei der Bereitstellung von OKR-Frameworks mit Herausforderungen konfrontiert werden, wie z. Es braucht Mut, voranzugehen und Alternativen zu finden.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2. Fokus<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Der Scrum-Wert von Fokus passt sich nahtlos an OKR-Frameworks an, da eine der Superkr\u00e4fte von OKR genau das ist: Fokus.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Weniger ist mehr, wenn es um OKR-Frameworks geht, und ein messerscharfer Fokus auf das, was wirklich z\u00e4hlt, ist erforderlich, um mit OKRs nachhaltigen Erfolg zu erzielen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Einige Unternehmen haben zu viele Werte, Standardarbeitsanweisungen und zu viele Ziele, die es den Teammitgliedern praktisch unm\u00f6glich machen, darauf zu reagieren.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Haben Sie weniger Werte, OKRs und andere Prinzipien, aber sorgen Sie daf\u00fcr, dass sie z\u00e4hlen, indem Sie konsequent handeln und sich klar darauf konzentrieren.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>3. Verpflichtung<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ohne ein echtes Engagement f\u00fcr die Aufgaben, Initiativen, Schl\u00fcsselergebnisse und Endziele des Unternehmens ist es sehr schwierig, besonders anspruchsvolle Ziele zu erreichen. Die \u00c4ra des \u201estillen Aufgebens\u201c und des \u201egro\u00dfen R\u00fccktritts\u201c hat bewiesen, dass das Engagement von Mitarbeitern, von dem Engagement ein wesentlicher Bestandteil ist, ein \u201ebrennender Punkt\u201c ist und ein Bereich, der der F\u00fchrung von Unternehmen gro\u00dfe Bedeutung beimessen sollte.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Erstens sollte die F\u00fchrung des Unternehmens ihr Engagement nicht nur f\u00fcr die Unternehmensvision und die gesellschaftlichen Auswirkungen, die das Unternehmen als inspirierendes Beispiel f\u00fcr Teammitglieder leistet, sondern auch f\u00fcr die pers\u00f6nliche Entwicklung ihrer Teammitglieder deutlich machen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Zweitens tun F\u00fchrungskr\u00e4fte gut daran, ein motivierendes Klima in ihrer Organisation zu schaffen, in dem es f\u00fcr Teammitglieder immer einfacher wird, mehr Engagement f\u00fcr das Unternehmen und seine Ziele zu entwickeln.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Die F\u00f6rderung von Zusammenarbeit, Kreativit\u00e4t und Inklusion sind Faktoren, die das Engagement der Teammitglieder unterst\u00fctzen k\u00f6nnen. Es ist letztlich jedes Teammitglied; individuelle Entscheidung, wie engagiert sie sind, dies kann jedoch stark von der F\u00fchrung des Unternehmens beeinflusst werden.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>4. Respekt<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Grundlegender Respekt f\u00fcreinander als Teammitglieder ist entscheidend f\u00fcr den Aufbau einer starken Teamkultur. Es ist unwahrscheinlich, dass Teammitglieder Inhalte teilen und zusammenarbeiten, wenn sie das Gef\u00fchl haben, nicht respektiert zu werden.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Respekt ist nicht nur eine Philosophie, sondern zeigt sich praktisch darin, wie wir uns begr\u00fc\u00dfen, behandeln, zusammenarbeiten und wie wir unsere Arbeit tats\u00e4chlich erledigen.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Respekt und Vertrauen bilden eine starke Grundlage f\u00fcr Beziehungen, die mit der Zeit stark werden. Alle Stakeholder m\u00fcssen wirklich respektiert werden, damit eine Organisation nachhaltig erfolgreich ist<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>5. Offenheit<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Offenheit f\u00fcr neue Ideen und allen Teammitgliedern eine \u201eStimme\u201c zu geben, sollte kein blo\u00dfes \u201eLippenbekenntnis\u201c sein, sondern in der Unternehmenskultur verankert sein.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Teammitglieder sollten sich in ihren Rollen sicher f\u00fchlen und wissen, dass sie Ideen frei diskutieren k\u00f6nnen, um ihre G\u00fcltigkeit sicherzustellen. Eine Kultur der Offenheit kann helfen, Siloeffekte sowie starre Hierarchien aufzubrechen, wenn sie den Fortschritt ersticken.<\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<div class=\"inherit-container-width wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\" style=\"border-width:1px;border-radius:15px\"><div class=\"wp-block-group__inner-container\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\"><div class=\"has-text-align-left mb-0 pb-0 wp-block-post-author has-medium-font-size\"><div class=\"wp-block-post-author__avatar\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-150x150.png\" width=\"96\" height=\"96\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-192x192.png 2x\" alt=\"Dirk Coetsee\" class=\"avatar avatar-96 wp-user-avatar wp-user-avatar-96 alignnone photo\" \/><\/div><div class=\"wp-block-post-author__content\"><p class=\"wp-block-post-author__byline\">Autorenname:<\/p><p class=\"wp-block-post-author__name\">Dirk Coetsee<\/p><\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\">Talent Development Director des OKR Institute<\/p>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">\u00c4hnliche Kurse<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-e4ee35\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/de\/courses\/okr-practitioner-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/practitioner-course.png\" alt=\"OKR Practitioner Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/courses\/okr-practitioner-course\/\">OKR-Practitioner-Kurs<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper 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Implementation\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/okrimpact-board-a-systemic-approach-to-sustainable-okr-implementation\/\">OKRImpact Board: Ein systemischer Ansatz f\u00fcr eine nachhaltige OKR-Implementierung<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/de\/does-your-team-feel-like-a-family\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/07\/team-family-1024x576.png\" alt=\"Does Your Team Feel Like A Family?\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/does-your-team-feel-like-a-family\/\">F\u00fchlt sich Ihr Team wie eine Familie an?<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/de\/the-past-and-future-of-goal-setting\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/11\/Blog-68-1.png\" alt=\"The Past and Future of Goal Setting\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/the-past-and-future-of-goal-setting\/\">Die Vergangenheit und Zukunft der Zielsetzung<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/de\/leadership-and-performance-frameworks-cause-unprecedented-growth\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/08\/business-hierarchy-concept-with-chessboard-figures-pyramid-wooden-blocks-foggy-wooden-table-side-view-1024x776.jpg\" alt=\"Leadership and performance frameworks cause unprecedented growth\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/leadership-and-performance-frameworks-cause-unprecedented-growth\/\">F\u00fchrungs- und Leistungsrahmen bewirken beispielloses Wachstum<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/de\/the-dos-and-donts-of-okr\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/07\/dos-and-donts-of-okrs-1024x576.png\" alt=\"The Do&#8217;s and Don&#8217;ts of OKRs: Prerequisites and Red Flags\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/de\/the-dos-and-donts-of-okr\/\">Die Do&#039;s und Don&#039;ts von OKRs: Voraussetzungen und Warnsignale<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<div style=\"height:41px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Stichworte<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR-Coaching<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR Trainer<\/p>\n\n\n\n<div class=\"wp-block-uagb-wp-search uagb-wp-search__outer-wrap uagb-block-7a0c9f3b uagb-layout-input-button\"><form class=\"uagb-search-wrapper\" role=\"search\" action=\"https:\/\/okrinstitute.org\/de\/\" method=\"get\" data-trp-original-action=\"https:\/\/okrinstitute.org\"><div class=\"uagb-search-form__container\" role=\"tablist\"><input placeholder=\"Suche\" class=\"uagb-search-form__input\" type=\"search\" name=\"s\" title=\"Suche\"\/><button class=\"uagb-search-submit\" type=\"submit\"><span class=\"uagb-wp-search-button-icon-wrap\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M500.3 443.7l-119.7-119.7c27.22-40.41 40.65-90.9 33.46-144.7C401.8 87.79 326.8 13.32 235.2 1.723C99.01-15.51-15.51 99.01 1.724 235.2c11.6 91.64 86.08 166.7 177.6 178.9c53.8 7.189 104.3-6.236 144.7-33.46l119.7 119.7c15.62 15.62 40.95 15.62 56.57 0C515.9 484.7 515.9 459.3 500.3 443.7zM79.1 208c0-70.58 57.42-128 128-128s128 57.42 128 128c0 70.58-57.42 128-128 128S79.1 278.6 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class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"","protected":false},"author":2646,"featured_media":39726,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"qubely_global_settings":"","qubely_interactions":"","inline_featured_image":false,"_uag_custom_page_level_css":"","site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"disabled","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center 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