{"id":41189,"date":"2023-02-21T03:15:36","date_gmt":"2023-02-21T03:15:36","guid":{"rendered":"https:\/\/okrinstitute.org\/?p=41189"},"modified":"2023-10-19T01:39:05","modified_gmt":"2023-10-19T01:39:05","slug":"how-to-win-the-talent-war-with-okrs","status":"publish","type":"post","link":"https:\/\/okrinstitute.org\/it\/how-to-win-the-talent-war-with-okrs\/","title":{"rendered":"Come vincere la guerra dei talenti con gli OKR"},"content":{"rendered":"<div style=\"height:70px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<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<h2 class=\"wp-block-heading has-text-align-center has-ast-global-color-5-color has-text-color has-large-font-size\" id=\"h-how-to-win-the-talent-war-with-okrs\"><strong>Come vincere la guerra dei talenti con gli OKR<\/strong><\/h2>\n<\/div><\/div>\n\n\n\n<section class=\"wp-block-uagb-section uagb-section__wrap uagb-section__background-undefined uagb-block-c3c3361d\"><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\/it\/?attachment_id=41190\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" data-id=\"41190\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-1024x683.jpg\" alt=\"\" class=\"wp-image-41190\" style=\"border-radius:10px\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-1024x683.jpg 1024w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-300x200.jpg 300w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-768x512.jpg 768w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-391x260.jpg 391w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-1536x1024.jpg 1536w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-2048x1365.jpg 2048w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-18x12.jpg 18w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><figcaption class=\"wp-element-caption\">Come vincere la guerra dei talenti con gli OKR<\/figcaption><\/figure>\n<\/figure>\n\n\n\n<div class=\"wp-block-uagb-social-share uagb-social-share__outer-wrap uagb-social-share__layout-horizontal uagb-block-8d793d79\">\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-4e95abf4\"><span class=\"uagb-ss__link\" data-href=\"https:\/\/api.whatsapp.com\/send?text=\" tabindex=\"0\" role=\"button\" aria-label=\"WhatsApp\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\"><path d=\"M380.9 97.1C339 55.1 283.2 32 223.9 32c-122.4 0-222 99.6-222 222 0 39.1 10.2 77.3 29.6 111L0 480l117.7-30.9c32.4 17.7 68.9 27 106.1 27h.1c122.3 0 224.1-99.6 224.1-222 0-59.3-25.2-115-67.1-157zm-157 341.6c-33.2 0-65.7-8.9-94-25.7l-6.7-4-69.8 18.3L72 359.2l-4.4-7c-18.5-29.4-28.2-63.3-28.2-98.2 0-101.7 82.8-184.5 184.6-184.5 49.3 0 95.6 19.2 130.4 54.1 34.8 34.9 56.2 81.2 56.1 130.5 0 101.8-84.9 184.6-186.6 184.6zm101.2-138.2c-5.5-2.8-32.8-16.2-37.9-18-5.1-1.9-8.8-2.8-12.5 2.8-3.7 5.6-14.3 18-17.6 21.8-3.2 3.7-6.5 4.2-12 1.4-32.6-16.3-54-29.1-75.5-66-5.7-9.8 5.7-9.1 16.3-30.3 1.8-3.7 .9-6.9-.5-9.7-1.4-2.8-12.5-30.1-17.1-41.2-4.5-10.8-9.1-9.3-12.5-9.5-3.2-.2-6.9-.2-10.6-.2-3.7 0-9.7 1.4-14.8 6.9-5.1 5.6-19.4 19-19.4 46.3 0 27.3 19.9 53.7 22.6 57.4 2.8 3.7 39.1 59.7 94.8 83.8 35.2 15.2 49 16.5 66.6 13.9 10.7-1.6 32.8-13.4 37.4-26.4 4.6-13 4.6-24.1 3.2-26.4-1.3-2.5-5-3.9-10.5-6.6z\"><\/path><\/svg><\/span><\/span><\/span><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-63919ea0\"><span class=\"uagb-ss__link\" data-href=\"https:\/\/telegram.me\/share\/url?url=\" tabindex=\"0\" role=\"button\" aria-label=\"telegramma\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 496 512\"><path d=\"M248 8C111 8 0 119 0 256S111 504 248 504 496 392.1 496 256 384.1 8 248 8zM362.1 176.7c-3.732 39.22-19.88 134.4-28.1 178.3-3.476 18.58-10.32 24.82-16.95 25.42-14.4 1.326-25.34-9.517-39.29-18.66-21.83-14.31-34.16-23.22-55.35-37.18-24.49-16.14-8.612-25 5.342-39.5 3.652-3.793 67.11-61.51 68.33-66.75 .153-.655 .3-3.1-1.154-4.384s-3.59-.849-5.135-.5q-3.283 .746-104.6 69.14-14.85 10.19-26.89 9.934c-8.855-.191-25.89-5.006-38.55-9.123-15.53-5.048-27.88-7.717-26.8-16.29q.84-6.7 18.45-13.7 108.4-47.25 144.6-62.3c68.87-28.65 83.18-33.62 92.51-33.79 2.052-.034 6.639 .474 9.61 2.885a10.45 10.45 0 0 1 3.53 6.716A43.76 43.76 0 0 1 362.1 176.7z\"><\/path><\/svg><\/span><\/span><\/span><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-ec5744c4\"><span class=\"uagb-ss__link\" data-href=\"https:\/\/www.facebook.com\/sharer.php?u=\" tabindex=\"0\" role=\"button\" aria-label=\"Facebook\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 320 512\"><path d=\"M279.1 288l14.22-92.66h-88.91v-60.13c0-25.35 12.42-50.06 52.24-50.06h40.42V6.26S260.4 0 225.4 0c-73.22 0-121.1 44.38-121.1 124.7v70.62H22.89V288h81.39v224h100.2V288z\"><\/path><\/svg><\/span><\/span><\/span><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-4b8e3beb\"><span class=\"uagb-ss__link\" data-href=\"https:\/\/twitter.com\/share?url=\" tabindex=\"0\" role=\"button\" aria-label=\"Twitter\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M459.4 151.7c.325 4.548 .325 9.097 .325 13.65 0 138.7-105.6 298.6-298.6 298.6-59.45 0-114.7-17.22-161.1-47.11 8.447 .974 16.57 1.299 25.34 1.299 49.06 0 94.21-16.57 130.3-44.83-46.13-.975-84.79-31.19-98.11-72.77 6.498 .974 12.99 1.624 19.82 1.624 9.421 0 18.84-1.3 27.61-3.573-48.08-9.747-84.14-51.98-84.14-102.1v-1.299c13.97 7.797 30.21 12.67 47.43 13.32-28.26-18.84-46.78-51.01-46.78-87.39 0-19.49 5.197-37.36 14.29-52.95 51.65 63.67 129.3 105.3 216.4 109.8-1.624-7.797-2.599-15.92-2.599-24.04 0-57.83 46.78-104.9 104.9-104.9 30.21 0 57.5 12.67 76.67 33.14 23.72-4.548 46.46-13.32 66.6-25.34-7.798 24.37-24.37 44.83-46.13 57.83 21.12-2.273 41.58-8.122 60.43-16.24-14.29 20.79-32.16 39.31-52.63 54.25z\"><\/path><\/svg><\/span><\/span><\/span><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-e43a78fb\"><span class=\"uagb-ss__link\" data-href=\"https:\/\/www.linkedin.com\/shareArticle?url=\" tabindex=\"0\" role=\"button\" aria-label=\"linkedin\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\"><path d=\"M100.3 448H7.4V148.9h92.88zM53.79 108.1C24.09 108.1 0 83.5 0 53.8a53.79 53.79 0 0 1 107.6 0c0 29.7-24.1 54.3-53.79 54.3zM447.9 448h-92.68V302.4c0-34.7-.7-79.2-48.29-79.2-48.29 0-55.69 37.7-55.69 76.7V448h-92.78V148.9h89.08v40.8h1.3c12.4-23.5 42.69-48.3 87.88-48.3 94 0 111.3 61.9 111.3 142.3V448z\"><\/path><\/svg><\/span><\/span><\/span><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Vinci la guerra dei talenti con gli OKR<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c8 un eufemismo dire che esiste un <strong><a href=\"https:\/\/www.forbes.com\/sites\/forbesbusinesscouncil\/2022\/07\/08\/the-war-for-talent-in-the-new-normal\/?sh=10a2c5d0689e\">&quot;Guerra dei talenti&quot;<\/a><\/strong> l\u00e0 fuori. La nostra mentalit\u00e0 collettiva e la nostra visione dei talenti e dei membri del team sono il punto di partenza per guidare e gestire efficacemente le persone. Indipendentemente da qualsiasi retorica relativa a questo argomento, finch\u00e9 considereremo i dipendenti come passivit\u00e0 e non come risorse nella pratica, contribuiremo alle &quot;grandi dimissioni&quot;. Gli OKR, se implementati efficacemente, hanno diversi meccanismi motivanti contenuti all&#039;interno dei framework. Gli OKR, in combinazione con un&#039;efficace strategia di gestione dei talenti, possono:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Aumentare i livelli di coinvolgimento<\/li>\n\n\n\n<li>Aumentare la soddisfazione lavorativa<\/li>\n\n\n\n<li>Migliorare il tasso di fidelizzazione dei talenti<\/li>\n\n\n\n<li>Aiutarti a vincere &quot;The Talent War&quot;<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Un recente articolo della Harvard Business Review intitolato: &#039; <strong><a href=\"https:\/\/hbr.org\/magazine\">Ripensa la proposta di valore dei tuoi dipendenti<\/a><\/strong> Offri ai tuoi dipendenti qualcosa di pi\u00f9 della semplice flessibilit\u00e0 <a href=\"https:\/\/www.insead.edu\/\"><strong>INSEAD<\/strong><\/a> Il professore associato Mark Mortensen e la professoressa della Harvard Business School Amy Edmonson affermano che:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#039; <strong>LE GRANDI DIMISSIONI <\/strong>e un mercato del lavoro altamente competitivo hanno reso l\u2019attrazione e la trattenimento dei talenti una sfida importante per i datori di lavoro. Per soddisfarlo, molti seguono una strategia di base: chiedere alle persone cosa vogliono e provare a darglielo. Per quanto questa risposta sia allettante e semplice, pu\u00f2 essere una trappola.&#039;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">L&#039;articolo identifica inoltre quattro elementi generali di una proposta di valore per i dipendenti che possono essere utilizzati e bilanciati per vincere la guerra dei talenti, vale a dire:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Offerte materiali<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Crescita e sviluppo<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Connessione e comunit\u00e0<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Significato e scopo<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>I fattori di successo della gestione del talento<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Vale la pena regredire e riconsiderare il primo punto dell&#039;articolo, la mentalit\u00e0 con cui ci avviciniamo al talento: offerte materiali, crescita e sviluppo, connessione e comunit\u00e0, significato e Scopo non avranno l&#039;impatto combinato e desiderato se consideriamo tutti questi elementi come costi e passivit\u00e0 per la societ\u00e0.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nel contesto della promozione di una mentalit\u00e0 di crescita, come leader, dobbiamo allenare un orientamento di mentalit\u00e0 di crescita, assumere per un orientamento di mentalit\u00e0 di crescita e considerare i membri del nostro team come risorse: le risorse pi\u00f9 preziose.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Creare offerte materiali convincenti, garantire la crescita e lo sviluppo dei membri del team, promuovere un senso di connessione e comunit\u00e0 e creare un impatto a lungo termine attraverso un senso di significato e scopo, costituiscono una potente proposta di valore per i dipendenti. Tuttavia, deve essere equilibrato: i cambiamenti in un fattore possono influenzare altri.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Concentrarsi su uno di questi elementi o concentrarsi eccessivamente su un elemento a scapito di altri pu\u00f2 creare una cultura tossica. Dobbiamo attraversare con attenzione &quot;la trave di equilibrio&quot; che collega tutti questi elementi per vincere la guerra dei talenti.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Una proposta di valore efficace e duratura per i dipendenti richiede di considerare i quattro fattori come parti interdipendenti di un sistema integrato. &#039;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Gli OKR come il &quot;collante&quot; che tiene insieme le strategie dei talenti<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La capacit\u00e0 di distillare le strategie relative al talento in una proposta di valore per i dipendenti implementata con successo rappresenta una sfida enorme. Le aziende devono perfezionare il proprio approccio alle assunzioni, l\u2019onboarding, le pratiche di sviluppo delle competenze e la proposta di valore totale dei dipendenti. Solo un approccio olistico a questo riguardo sar\u00e0 sostenibile.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gli OKR possono colmare il divario tra strategia ed esecuzione. Dando priorit\u00e0 ai compiti e alle iniziative in base al loro elevato impatto potenziale sui risultati critici e agendo immediatamente, stai integrando l&#039;esecuzione nelle tue strategie per i talenti.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A seconda delle dimensioni della vostra azienda e dei vostri team, la vostra proposta di valore per i dipendenti pu\u00f2 diventare essa stessa un quadro OKR, ed elementi e sottoinsiemi della vostra proposta di valore possono diventare risultati e\/o compiti chiave, iniziative a livello del vostro piano d&#039;azione di quadri OKR di diversi squadre.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gli OKR interni possono essere impostati per aumentare il coinvolgimento e la soddisfazione dei dipendenti sul lavoro, nonch\u00e9 il senso di significato, impatto e scopo relativi al loro lavoro.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tuttavia, sono i meccanismi motivanti intrinseci all\u2019interno dei framework OKR che possono essere di maggior valore per la proposta di valore dei tuoi dipendenti:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Il &quot;leader come modello di coaching&quot;, in cui un leader svolge un ruolo di supporto e collaborazione nel migliorare le prestazioni, aiuta a costruire il lavoro di squadra e la soddisfazione sul lavoro.<\/li>\n\n\n\n<li>Il fatto che gli OKR siano orientati al futuro e ambiziosi supporta crescenti livelli di entusiasmo tra i membri del team<\/li>\n\n\n\n<li>Team e individui possono essere comproprietari di risultati, iniziative e attivit\u00e0 chiave, favorendo la collaborazione tra team e la connessione umana.<\/li>\n\n\n\n<li>Focus: un &quot;superpotere degli OKR&quot; ci aiuta a misurare ci\u00f2 che conta veramente riguardo alla proposta di valore e all&#039;esperienza dei nostri dipendenti.<\/li>\n\n\n\n<li>Poich\u00e9 gli OKR sono &quot;obiettivi estensibili&quot;, i membri del team devono migliorare i propri livelli di abilit\u00e0 e sfruttare le competenze degli altri membri del team per raggiungere collettivamente<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">I risultati collettivi eccellenti e le continue &quot;piccole vittorie&quot; non devono mai essere sottovalutati come elementi di un clima motivante e di una cultura della crescita che supportano elevati tassi di coinvolgimento e fidelizzazione dei dipendenti.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Questo articolo suggerisce che gli OKR dovrebbero far parte della tua proposta di valore per i dipendenti \u2013 Qui noi:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Imparare collettivamente a raggiungere<\/li>\n\n\n\n<li>&nbsp;Condividiamo lo stesso sistema di valori e lo stesso orientamento mentale alla crescita e ci sforziamo insieme di realizzare una visione condivisa<\/li>\n\n\n\n<li>&nbsp;sono supportati e formati per raggiungere gli obiettivi desiderati<\/li>\n\n\n\n<li>Pu\u00f2 contare sul fatto che i membri del team condividano le loro idee e offrano immediatamente aiuto<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Quando gli OKR fanno gi\u00e0 parte dell&#039;esperienza di onboarding dei dipendenti e sono veramente integrati nella tua cultura, supportati da una forte leadership e da una cultura basata sui valori, puoi vincere la guerra dei talenti.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Unisciti al nostro <strong><a href=\"https:\/\/okrinstitute.org\/it\/courses\/okr-leadership-course\/\">Corso di leadership<\/a><\/strong> per saperne di pi\u00f9 su come vincere la &quot;guerra dei talenti&quot;:<\/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\">Nome dell&#039;autore:<\/p><p class=\"wp-block-post-author__name\">Dirk Coetsee<\/p><\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\">Direttore dello sviluppo del talento dell&#039;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\">Corsi correlati<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-acf418\"><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\/it\/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\/it\/courses\/okr-practitioner-course\/\">Corso per operatori OKR<\/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-in\"><a href=\"https:\/\/okrinstitute.org\/it\/courses\/okr-leadership-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/08\/okr-leader.png\" alt=\"OKR Leadership Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/courses\/okr-leadership-course\/\">Corso di Leadership OKR<\/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-in\"><a href=\"https:\/\/okrinstitute.org\/it\/courses\/okr-foundation\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2016\/12\/okr-foundation.webp\" alt=\"OKR Foundation Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/courses\/okr-foundation\/\">Corso base OKR<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<p class=\"recent-post wp-block-paragraph\">messaggi recenti<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-b2bd79\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div 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class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/it\/value-creation-in-business-strategy\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/03\/Blog-83.png\" alt=\"Value Creation in Business Strategy\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/value-creation-in-business-strategy\/\">Creazione di valore nella strategia aziendale<\/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\/it\/okrs-and-engagement-a-perfect-match\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/10\/portrait-from-back-tired-students-stretching-after-long-work-indoor-photo-office-workers-fooling-around-during-meeting-conference-hall-with-big-windows-1024x683.jpg\" alt=\"OKRs and engagement, a potent combination\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/okrs-and-engagement-a-perfect-match\/\">OKR e coinvolgimento, una potente combinazione<\/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\/it\/making-change-stick-tactics-to-move-your-team-from-pushback-to-buy-in\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/07\/resistance-to-change-1024x576.png\" alt=\"Making Change Stick: Tactics to Move Your Team from Pushback to Buy-In\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/making-change-stick-tactics-to-move-your-team-from-pushback-to-buy-in\/\">Rendere il cambiamento duraturo: tattiche per far passare il tuo team dal rifiuto all&#039;adesione<\/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\/it\/how-to-win-the-talent-war-with-okrs\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-1024x683.jpg\" alt=\"How to win the Talent war with OKRs\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/how-to-win-the-talent-war-with-okrs\/\">Come vincere la guerra dei talenti con gli OKR<\/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\">Tag<\/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 Allenamento<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR Pullman<\/p>\n\n\n\n<div class=\"wp-block-uagb-wp-search uagb-wp-search__outer-wrap uagb-block-e0d35b33 uagb-layout-input-button\"><form class=\"uagb-search-wrapper\" role=\"search\" action=\"https:\/\/okrinstitute.org\/it\/\" method=\"get\" data-trp-original-action=\"https:\/\/okrinstitute.org\"><div class=\"uagb-search-form__container\" role=\"tablist\"><input placeholder=\"Ricerca\" class=\"uagb-search-form__input\" type=\"search\" name=\"s\" title=\"Ricerca\"\/><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 79.1 208z\"><\/path><\/svg><\/span><\/button><\/div><input type=\"hidden\" name=\"trp-form-language\" value=\"it\"\/><\/form><\/div>\n<\/div>\n<\/div>\n<\/div><\/section>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"","protected":false},"author":2646,"featured_media":41190,"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":"full-width-container","site-content-style":"unboxed","site-sidebar-style":"unboxed","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":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center 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center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[89,22,95,21,97,96],"class_list":["post-41189","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-general","tag-framework","tag-key-result","tag-leading","tag-objective","tag-progressive","tag-success-measurement"],"qubely_featured_image_url":{"full":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-scaled.jpg",2560,1707,false],"landscape":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-1200x750.jpg",1200,750,true],"portraits":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-540x320.jpg",540,320,true],"thumbnail":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-150x150.jpg",150,150,true],"medium":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-300x200.jpg",300,200,true],"medium_large":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-768x512.jpg",768,512,true],"large":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-1024x683.jpg",1024,683,true],"1536x1536":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-1536x1024.jpg",1536,1024,true],"2048x2048":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-2048x1365.jpg",2048,1365,true],"trp-custom-language-flag":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-18x12.jpg",18,12,true],"qubely_landscape":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-1200x750.jpg",1200,750,true],"qubely_portrait":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-540x320.jpg",540,320,true],"qubely_thumbnail":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/02\/42426-140x100.jpg",140,100,true]},"qubely_author":{"display_name":"Dirk Coetsee","author_link":"https:\/\/okrinstitute.org\/it\/author\/dirkc\/"},"qubely_comment":0,"qubely_category":"<a href=\"https:\/\/okrinstitute.org\/it\/category\/general\/\" rel=\"category tag\">General<\/a>","qubely_excerpt":null,"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How to win the Talent War with OKRs<\/title>\n<meta name=\"description\" content=\"OKRs can be of great support for your company to win &#039;the Talent War&#039;. 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