{"id":48360,"date":"2024-02-16T01:14:11","date_gmt":"2024-02-16T01:14:11","guid":{"rendered":"https:\/\/okrinstitute.org\/?p=48360"},"modified":"2024-05-20T04:09:30","modified_gmt":"2024-05-20T04:09:30","slug":"okrs-hope-is-not-a-strategy","status":"publish","type":"post","link":"https:\/\/okrinstitute.org\/it\/okrs-hope-is-not-a-strategy\/","title":{"rendered":"OKR: la speranza non \u00e8 una strategia"},"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<h3 class=\"wp-block-heading has-text-align-center has-ast-global-color-5-color has-text-color has-link-color has-large-font-size wp-elements-94759e24ef1e23c575ea3d9efe849663\">OKR: La speranza non \u00e8 una strategia<\/h3>\n<\/div><\/div>\n\n\n\n<section class=\"wp-block-uagb-section uagb-section__wrap uagb-section__background-undefined uagb-block-d280092c\"><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\"><img loading=\"lazy\" decoding=\"async\" width=\"977\" height=\"651\" data-id=\"48383\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/02\/Blog-81-1.png\" alt=\"\" class=\"wp-image-48383\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/02\/Blog-81-1.png 977w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/02\/Blog-81-1-300x200.png 300w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/02\/Blog-81-1-768x512.png 768w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/02\/Blog-81-1-391x260.png 391w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/02\/Blog-81-1-18x12.png 18w\" sizes=\"auto, (max-width: 977px) 100vw, 977px\" \/><\/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-99614d51\">\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-509b42fd\"><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 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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-7b23d524\"><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-deaaa0db\"><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-4000bbc9\"><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-75d4503a\"><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\">OKRS: La speranza non \u00e8 a <a href=\"https:\/\/www.mckinsey.com\/capabilities\/strategy-and-corporate-finance\/our-insights\/mastering-the-building-blocks-of-strategy\">Strategia<\/a><\/h2>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">La speranza non \u00e8 una strategia. La fortuna non \u00e8 un fattore. La paura non \u00e8 un\u2019opzione.<\/p>\n<cite>James Cameron<\/cite><\/blockquote>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">Gli OKR possono riflettere le speranze e i sogni di un\u2019organizzazione, ma se tali sogni e speranze non sono sostenuti da una solida strategia e capacit\u00e0 di esecuzione, \u00e8 probabile che rimangano tali. Avere speranza pu\u00f2 essere una sensazione molto bella, ma ci\u00f2 non si traduce necessariamente in risultati positivi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Napoleone disse una volta: \u201cI leader sono commercianti <a href=\"https:\/\/psychcentral.com\/blog\/the-psychology-of-hope#what-is-hope\"><strong>Speranza<\/strong><\/a>&#039;, ma se la speranza non \u00e8 sostenuta da una strategia, da una solida conoscenza e da una base di competenze, potrebbe non avere senso.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Uno dei ruoli chiave che il <a href=\"https:\/\/okrinstitute.org\/it\/\"><strong>Istituto OKR <\/strong><\/a>gioca \u00e8 raccogliere le migliori pratiche da tutto il mondo e condividere cosa funziona e cosa no \u2013 Nella nostra esperienza, redigere gli OKR come liste di desideri, speranze e sogni non \u00e8 adeguato; dovremmo invece includere in un quadro OKR solo ci\u00f2 che \u00e8 sotto il nostro controllo o almeno nella nostra sfera di influenza.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In uno stato di panico, alcuni abbandonano la ragione e implementano gli OKR ignorando la loro capacit\u00e0 limitata e molte altre complessit\u00e0 che l\u2019organizzazione deve affrontare. Nella speranza che gli OKR risolvano la maggior parte o tutti i loro problemi, alcune organizzazioni non pensano con maggiore attenzione e iniziano immediatamente con le implementazioni.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cosa possiamo fare allora per assicurarci non solo di sperare nel successo, ma anche di sostenere i nostri sogni con misure pratiche ed efficaci che ci mandino nella giusta direzione?<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Creare coerenza nella stesura degli OKR<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Questo ci ricorda ancora una volta che la speranza non \u00e8 una strategia; pu\u00f2 essere un approccio potenzialmente disastroso andare avanti e dire ai team di redigere i propri OKR nel contesto di un\u2019esperienza o formazione minima sugli OKR \u2013 La maggior parte dei team \u00e8 quindi molto probabile che rediga OKR focalizzati sull\u2019output (sostanzialmente elenchi di attivit\u00e0), che poi vanificherebbero lo scopo di introdurre gli OKR. Peggio ancora, alcuni team potrebbero redigere OKR facili da raggiungere ed evitare rischi, mentre altri team potrebbero preparare obiettivi di vasta portata \u2013<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Queste indiscrepenze possono quindi creare caos e conflitti quando questi team cercano di lavorare insieme. La coerenza nella redazione degli OKR pu\u00f2 essere creata:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Garantire un&#039;istruzione attraverso l&#039;OKR<\/li>\n\n\n\n<li>Decidere collettivamente in anticipo quale sar\u00e0 il nostro approccio alla stesura degli OKR. <\/li>\n\n\n\n<li>Coerenza ed eccellenza nella facilitazione dei workshop di redazione.<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\">I framework OKR non sono &quot;proiettili d&#039;argento&quot;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Gli OKR non possono risolvere magicamente tutti i tuoi problemi. Se tu come azienda hai sopportato una lunga storia di scarse prestazioni e stai lottando in termini di risorse, non dovresti prendere in considerazione l\u2019implementazione immediata degli OKR; invece, \u00e8 meglio perseguire prima una serie di piccole vittorie e creare slancio in avanti prima di introdurre gli OKR.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dovremmo essere consapevoli di come modelliamo la cultura organizzativa mentre implementiamo gli OKR e garantiamo che i nostri OKR siano in linea con la nostra cultura. Gli OKR non possono sostituire i \u201cpilastri del successo\u201d come una cultura basata sui valori e una leadership ispiratrice ed efficace \u2013 gli OKR sono meglio utilizzati nel contesto di una leadership trasformativa e di servizio.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Alcune delle chiavi per trasformazioni di successo sono:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Creare una visione di cambiamento avvincente e stimolante<\/li>\n\n\n\n<li>Ottenere il consenso degli stakeholder<\/li>\n\n\n\n<li>Abbattere la resistenza al cambiamento<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Questi tre elementi della leadership del cambiamento sono molto importanti per gli OKR. In mancanza di una visione convincente e trasparente, in assenza di buy-in e in presenza di una solida resistenza, \u00e8 improbabile che gli OKR prosperino. Pertanto, si tratta di un\u2019eccellente opportunit\u00e0 per impegnarsi a creare o chiarire una visione convincente, ottenere consenso e abbattere la resistenza al cambiamento come preparazione per un lancio di successo dell\u2019OKR.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un&#039;altra opportunit\u00e0 offerta dall&#039;implementazione di un OKR \u00e8 quella di co-creare strategie efficaci e allineare gli OKR.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Riepilogo<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La speranza non \u00e8 una strategia. Gli OKR possono essere molto efficaci nell&#039;aiutarti a realizzare la visione aziendale. Ci sono, tuttavia, diversi fattori da considerare quando si implementano gli OKR. Sperare semplicemente che l\u2019implementazione dell\u2019OKR abbia successo \u00e8 un pio desiderio. Possiamo invece concentrarci sui fattori critici di successo di un\u2019implementazione OKR. La speranza, quindi, non \u00e8 una strategia.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Concentrarsi su un piano strategico di implementazione degli OKR, fornire una formazione approfondita sugli OKR e acquisire tutti gli insegnamenti acquisiti durante la nostra implementazione degli OKR sono esempi di cose che puoi fare per garantire che il tuo successo sugli OKR non sia basato esclusivamente sulla speranza.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Certo, ecco alcune FAQ SEO-friendly per il contenuto del blog intitolato &quot;OKR: la speranza non \u00e8 una strategia&quot;:<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">Domande frequenti (FAQ)<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Cosa sono gli OKR e perch\u00e9 sono importanti per le organizzazioni?<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Obiettivi e risultati chiave (OKR) sono un framework di definizione degli obiettivi che aiuta le organizzazioni a definire e monitorare i propri obiettivi e risultati. Sono importanti perch\u00e9 forniscono un percorso chiaro e misurabile per raggiungere gli obiettivi, assicurando che ogni team e individuo sia allineato con la visione strategica dell&#039;azienda. Concentrandosi su obiettivi specifici e risultati chiave misurabili, le organizzazioni possono garantire che i loro sforzi siano diretti verso risultati significativi e di impatto.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Perch\u00e9 la speranza non \u00e8 una strategia sufficiente per implementare gli OKR?<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">La speranza, pur motivando, non fornisce i passaggi attuabili necessari per raggiungere gli obiettivi. L&#039;implementazione OKR di successo richiede una strategia solida, una conoscenza approfondita e una capacit\u00e0 di esecuzione pratica. Senza queste, gli OKR rimangono un mero pio desiderio. \u00c8 essenziale avere un approccio strutturato, una formazione adeguata e una comprensione realistica delle capacit\u00e0 dell&#039;organizzazione per garantire che gli OKR guidino progressi e risultati reali.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Come possono le organizzazioni creare coerenza nella stesura degli OKR?<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">La coerenza nella stesura degli OKR pu\u00f2 essere ottenuta attraverso:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Garantire una formazione approfondita sugli OKR per tutti i membri del team.<\/li>\n\n\n\n<li>Decidere collettivamente l&#039;approccio alla stesura degli OKR.<\/li>\n\n\n\n<li>Facilitare workshop di stesura OKR coerenti ed eccellenti. Questi passaggi aiutano ad allineare gli obiettivi tra i team, evitando elenchi di attivit\u00e0 e definendo obiettivi impegnativi ma raggiungibili, promuovendo cos\u00ec una direzione unificata verso il successo organizzativo.<\/li>\n<\/ol>\n\n\n\n<h4 class=\"wp-block-heading\">Gli OKR possono risolvere tutti i problemi organizzativi?<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">No, gli OKR non sono una panacea. Sono uno strumento potente per la definizione degli obiettivi e il monitoraggio delle prestazioni, ma non possono risolvere problemi fondamentali come una cultura organizzativa scadente, la mancanza di leadership o carenze di risorse. Prima di implementare gli OKR, \u00e8 fondamentale affrontare questi problemi fondamentali, perseguire piccole vittorie e creare slancio. Gli OKR dovrebbero integrare i pilastri del successo esistenti come la cultura basata sui valori e la leadership efficace.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Quali sono alcuni fattori critici di successo per un&#039;implementazione efficace degli OKR?<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">L&#039;implementazione efficace degli OKR dipende da diversi fattori critici di successo, tra cui:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Creare una visione di cambiamento convincente e stimolante.<\/li>\n\n\n\n<li>Ottenere l&#039;adesione delle parti interessate per garantire che tutti siano impegnati nel processo OKR.<\/li>\n\n\n\n<li>Abbattere la resistenza al cambiamento attraverso una comunicazione trasparente e pratiche inclusive. Concentrandosi su questi elementi, le organizzazioni possono promuovere un ambiente in cui gli OKR vengono abbracciati e guidano efficacemente risultati positivi.<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n<\/blockquote>\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-3c14e1\"><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-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 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><\/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-1e35c4\"><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-out\"><a href=\"https:\/\/okrinstitute.org\/it\/overcoming-okr-obstacles\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/07\/okr-obstacles-1024x576.png\" alt=\"Overcoming OKR Obstacles: The Challenges (and Solutions) to Making Objectives and Key Results Work\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/overcoming-okr-obstacles\/\">Superare gli ostacoli degli OKR: le sfide (e le soluzioni) per far funzionare gli obiettivi e i risultati chiave<\/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\/strategy-demystified-with-alex-smith\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/03\/Blog-84-3.png\" alt=\"Strategy DEMYSTIFIED with Alex Smith\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/strategy-demystified-with-alex-smith\/\">Strategia DEMYSTIFICATA con Alex Smith<\/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-lean-management-principleshow-they-complement-each-other\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/08\/group-young-businessman-businesswoman-brainstorming-ideas-working-together-1024x576.jpg\" alt=\"OKrs and lean management principles:How they complement each other\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/okrs-and-lean-management-principleshow-they-complement-each-other\/\">OKrs e principi di lean management: come si completano a vicenda<\/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-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/how-to-create-a-high-performance-culture\/\">Come creare una cultura ad alte prestazioni<\/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-clarity-of-vision-can-supercharge-okr-performance\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/05\/business-strategy-success-target-goals-1024x683.jpg\" alt=\"How clarity of vision can supercharge okr performance\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/it\/how-clarity-of-vision-can-supercharge-okr-performance\/\">In che modo la chiarezza della visione pu\u00f2 potenziare le prestazioni 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-e757e23a 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\" 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class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"","protected":false},"author":2646,"featured_media":48487,"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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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>OKRs: Hope is not a Strategy<\/title>\n<meta name=\"description\" content=\"OKRs: Hope is not a Strategy. 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