{"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\/nl\/how-to-win-the-talent-war-with-okrs\/","title":{"rendered":"Hoe de talentenoorlog te winnen met OKR&#039;s"},"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>Hoe de talentenoorlog te winnen met OKR&#039;s<\/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\/nl\/?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\">Hoe je de Talent War wint met OKR&#039;s<\/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=\"whatsappen\"><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 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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=\"gelinkt\"><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\">Win de Talentenoorlog met OKR&#039;s<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Het is een understatement om te zeggen dat er een <strong><a href=\"https:\/\/www.forbes.com\/sites\/forbesbusinesscouncil\/2022\/07\/08\/the-war-for-talent-in-the-new-normal\/?sh=10a2c5d0689e\">&#039;Talentoorlog&#039;<\/a><\/strong> buiten. Onze collectieve mentaliteit en kijk op talent en teamleden is het startpunt voor het effectief leiden en managen van mensen. Ongeacht welke retoriek dan ook met betrekking tot dit onderwerp, zolang we werknemers in de praktijk als passiva beschouwen en niet als activa, zullen we bijdragen aan &#039;het grote ontslag&#039;. Wanneer OKR\u2019s effectief worden ingezet, beschikken zij over verschillende motiverende mechanismen die binnen kaders zijn vervat. OKR\u2019s kunnen, in combinatie met een effectieve talentmanagementstrategie:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Verhoog de betrokkenheidsniveaus<\/li>\n\n\n\n<li>Verhoog de tevredenheid over het werk<\/li>\n\n\n\n<li>Verbeter het retentiepercentage van talent<\/li>\n\n\n\n<li>Help je om &#039;The Talent War&#039; te winnen<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Een recent artikel in de Harvard Business Review getiteld: &#039; <strong><a href=\"https:\/\/hbr.org\/magazine\">Heroverweeg de waardepropositie van uw medewerkers<\/a><\/strong> Bied uw mensen meer dan alleen flexibiliteit door <a href=\"https:\/\/www.insead.edu\/\"><strong>INSEAD<\/strong><\/a> Universitair hoofddocent Mark Mortensen en professor Amy Edmonson van de Harvard Business School stellen dat:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#039; <strong>DE GROTE ONTSLAG <\/strong>en een zeer competitieve arbeidsmarkt hebben het aantrekken en behouden van talent tot een grote uitdaging voor werkgevers gemaakt. Om hieraan te voldoen volgen velen een basisstrategie: vraag mensen wat ze willen en probeer het hun te geven. Hoe verleidelijk eenvoudig deze reactie ook is, het kan een valstrik zijn.&#039;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Het artikel identificeert verder vier algemene elementen van een waardepropositie voor werknemers die kunnen worden gebruikt en in evenwicht kunnen worden gebracht om de talentenoorlog te winnen, namelijk:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Materi\u00eble aanbiedingen<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Groei en ontwikkeling<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Verbinding en gemeenschap<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Betekenis en doel<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>De succesfactoren van talentmanagement<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Het is de moeite waard om terug te komen en het eerste punt van het artikel te heroverwegen, de mentaliteit waarmee we talent benaderen \u2013 Materieel aanbod, groei en ontwikkeling, verbinding en gemeenschap, en betekenis en Doel zullen niet de gecombineerde en gewenste impact hebben als we al deze elementen beschouwen als kosten en verplichtingen voor het bedrijf.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Binnen de context van het bevorderen van een groeimindset moeten we als leiders een groeimindset-ori\u00ebntatie coachen, mensen aannemen voor een groeimindset-ori\u00ebntatie en onze teamleden als troeven beschouwen \u2013 de meest waardevolle troeven.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Het cre\u00ebren van overtuigend materiaalaanbod, het verzekeren van de groei en ontwikkeling van teamleden, het bevorderen van een gevoel van verbondenheid en gemeenschap, en het cre\u00ebren van een impact op de lange termijn door een gevoel van betekenis en doel, vormen een krachtig waardevoorstel voor werknemers. Toch moet het evenwichtig zijn: veranderingen in \u00e9\u00e9n factor kunnen andere be\u00efnvloeden.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Door je te concentreren op een van deze elementen, of door te veel te focussen op \u00e9\u00e9n element ten koste van andere, kan een giftige cultuur ontstaan. We moeten zorgvuldig \u2018de evenwichtsbalk\u2019 overbruggen die al deze elementen met elkaar verbindt om de talentoorlog te winnen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Voor een effectieve en duurzame waardepropositie voor werknemers is het nodig dat de vier factoren worden behandeld als onderling afhankelijke onderdelen van een ge\u00efntegreerd systeem. &#039;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>OKR&#039;s als de &#039;lijm&#039; die talentstrategie\u00ebn bij elkaar houdt<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Het vermogen om talentstrategie\u00ebn te destilleren in een succesvol ge\u00efmplementeerde waardepropositie voor medewerkers is een enorme uitdaging. Bedrijven moeten hun wervingsaanpak, onboarding, vaardighedenontwikkelingspraktijken en totale waardepropositie voor medewerkers verfijnen. Alleen een holistische benadering in dit opzicht zal duurzaam zijn.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">OKR&#039;s kunnen de kloof tussen strategie en uitvoering overbruggen. Door taken en initiatieven te prioriteren op basis van hun grote potenti\u00eble impact op cruciale resultaten en onmiddellijk actie te ondernemen, bouwt u uitvoering op in uw talentstrategie\u00ebn.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Afhankelijk van de grootte van uw bedrijf en teams kan de waardepropositie van uw medewerkers een OKR-raamwerk op zichzelf worden, en kunnen elementen en subsets van uw waardepropositie belangrijke resultaten en\/of taken worden, initiatieven op uw actieplanniveau van OKR-raamwerken van verschillende ploegen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Interne OKR&#039;s kunnen worden ingesteld om de betrokkenheid en de werktevredenheid van medewerkers en het gevoel van betekenis, impact en doel met betrekking tot hun werk te vergroten.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Het zijn echter de inherente motiverende mechanismen binnen de OKR-frameworks die van de meeste waarde kunnen zijn voor de waardepropositie van uw medewerkers:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Het &#039;Leider als coachingsmodel&#039;, waarbij een leider een ondersteunende en samenwerkende rol speelt bij het verbeteren van prestaties, helpt bij het opbouwen van teamwerk en werkplezier.<\/li>\n\n\n\n<li>Het feit dat OKR\u2019s toekomstgericht en ambitieus zijn, ondersteunt de toenemende opwinding onder teamleden<\/li>\n\n\n\n<li>Teams en individuen kunnen gezamenlijk eigenaar zijn van belangrijke resultaten, initiatieven en taken, waardoor samenwerking tussen teams en menselijke verbinding wordt bevorderd.<\/li>\n\n\n\n<li>Focus \u2013 Een &#039;superkracht van OKR&#039;s&#039; helpt ons te meten wat er echt toe doet met betrekking tot de waardepropositie en ervaring van onze medewerkers.<\/li>\n\n\n\n<li>Omdat OKR&#039;s &#039;stretch goals&#039; zijn, moeten teamleden hun vaardigheden verbeteren en de vaardigheden van andere teamleden benutten om gezamenlijk resultaten te bereiken.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Uitstekende, collectieve prestaties en voortdurende &#039;kleine overwinningen&#039; mogen nooit worden onderschat als elementen van een motiverend klimaat en een groeicultuur die een hoge medewerkersbetrokkenheid en retentiepercentages ondersteunen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dit artikel suggereert dat OKR\u2019s deel moeten uitmaken van uw waardepropositie voor werknemers \u2013 Hier doen we het volgende:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Leer gezamenlijk te bereiken<\/li>\n\n\n\n<li>&nbsp;Deel hetzelfde waardensysteem en dezelfde ori\u00ebntatie op groeimindset, en we &#039;strekken ons samen uit naar het verwezenlijken van een gedeelde visie<\/li>\n\n\n\n<li>&nbsp;worden ondersteund en gecoacht om dit te bereiken<\/li>\n\n\n\n<li>Kan erop vertrouwen dat teamleden hun idee\u00ebn delen en onmiddellijk hulp bieden<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Wanneer OKR\u2019s al deel uitmaken van de onboarding-ervaring van werknemers en echt ingebed zijn in uw cultuur, ondersteund door sterk leiderschap en een op waarden gebaseerde cultuur, kunt u de talentoorlog winnen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Kom bij onze <strong><a href=\"https:\/\/okrinstitute.org\/nl\/courses\/okr-leadership-course\/\">Cursus leiderschap<\/a><\/strong> voor meer informatie over het winnen van de &#039;Talentoorlog&#039;:<\/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\">Auteur naam:<\/p><p class=\"wp-block-post-author__name\">Dirk Coetsee<\/p><\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\">Directeur Talentontwikkeling van het OKR Instituut<\/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\">Verwante Cursussen<\/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\/nl\/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\/nl\/courses\/okr-leadership-course\/\">OKR Leiderschapscursus<\/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\/nl\/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\/nl\/courses\/okr-foundation\/\">OKR Basiscursus<\/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\/nl\/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\/nl\/courses\/okr-practitioner-course\/\">OKR Practitioner-cursus<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<p class=\"recent-post wp-block-paragraph\">recente berichten<\/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 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\/nl\/the-optimal-okr-success-habits\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/12\/Blog-73-2.png\" alt=\"The optimal OKR success habits\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/the-optimal-okr-success-habits\/\">De optimale OKR-succesgewoonten<\/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\/nl\/why-every-startup-needs-a-clear-purpose-linked-to-okrs\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2026\/03\/4.png\" alt=\"Why Every Startup Needs a Clear Purpose Linked to OKRs\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/why-every-startup-needs-a-clear-purpose-linked-to-okrs\/\">Waarom elke startup een duidelijke doelstelling nodig heeft, gekoppeld aan OKR&#039;s<\/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\/nl\/implementing-okrs-for-the-first-time\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/okrs1-2111111-11111.png\" alt=\"Implementing OKRs\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/implementing-okrs-for-the-first-time\/\">OKR&#039;s implementeren<\/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\/nl\/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\/nl\/overcoming-okr-obstacles\/\">Het overwinnen van OKR-obstakels: de uitdagingen (en oplossingen) om doelstellingen en belangrijkste resultaten te realiseren<\/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\/nl\/okrimpact-board-a-systemic-approach-to-sustainable-okr-implementation\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2026\/03\/1-1.png\" alt=\"OKRImpact Board: A Systemic Approach to Sustainable OKR Implementation\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/okrimpact-board-a-systemic-approach-to-sustainable-okr-implementation\/\">OKRImpact Board: een systemische aanpak voor duurzame OKR-implementatie<\/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\">Labels<\/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-bus<\/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\/nl\/\" method=\"get\" data-trp-original-action=\"https:\/\/okrinstitute.org\"><div class=\"uagb-search-form__container\" role=\"tablist\"><input placeholder=\"Zoekopdracht\" class=\"uagb-search-form__input\" type=\"search\" name=\"s\" title=\"Zoekopdracht\"\/><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=\"nl\"\/><\/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\/nl\/author\/dirkc\/"},"qubely_comment":0,"qubely_category":"<a href=\"https:\/\/okrinstitute.org\/nl\/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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