okrs: actionable quotes that can help us leap forward

OKRs: Actionable quotes that can Help us Leap Forward

When we read wise and impactful words that resonate with us, dopamine flows, and we feel good. Those words will only have a lasting impact on us and those we influence when we consistently act on them. What follows are some actionable quotes that can help us leap forward and achieve our OKRs.

Achieving OKRs is no easy feat; it requires vision, bold action, and teamwork excellence. It is, however most definitely worth the effort, as we create an exciting and desired future state for all our stakeholders by achieving prioritized and outcome-focused Objectives and key results

We chose three quotes, that, when brought to life through consistent action, can have a tremendous positive effect on achieving far-reaching goals such as OKRs:

Good leaders build products. Great Leaders build cultures. Good leaders deliver results. Great Leaders develop people. Good leaders have a Vision. Great Leaders have values. Good Leaders are role models at work. Great Leaders are role models in Life.’

Adam Grant

OKRs require the presence of strong leadership to be both successful and sustainable. When we collectively shape positive high-performance cultures that are inclusive, collaborative, and innovative, we create an environment conducive to goal achievement.

The above is fortified by a shared and practical value system, a compelling Vision, and leaders who show the way forward through their behaviours.

How will we achieve aspirational OKRs if we do not possess the required skills to achieve them? Leaders must assess existing skills gaps that must be erased to achieve our objectives. Leaders continuously support the development of their people. This is not only about achieving goals but also enriching lives.

Great leaders never stop working on themselves and regularly define new and improved ways of serving their people.

“Success is walking from failure to failure with no loss of enthusiasm.”

Winston Churchill

Seeing failure as a learning opportunity is optimal yet complex, as failure can hurt badly, but failure can lead to victories when we handle it well. As leaders, we should create an environment of constant learning and capture those learnings during every OKR check-in and reflection.

A strong growth mindset orientation is required in this regard. A growth mindset orientation empowers us to only look to the past to learn from and then to apply those learnings to benefit our team.

Any failure learned from and transformed into a success should be thoroughly embraced and celebrated, as that is likely the most rapid and effective way to learn.

It is up to those who choose to lead to shape an environment where failure is safe. It would also serve all stakeholders to remember that failure only holds tremendous value when we capture its learnings and transform them into confident action.

Everyone or every company that was ever a great success can tell stories of severe challenges and failures and how those very same difficulties played a huge role in making them what they are today.

Top athletes risk injury every time they step ‘into the arena’, and a setback in their personal life could be just around the corner. Elite entrepreneurs can share their stories of hardship and trial and error.

Often, top performers are struck by emotion as they step onto the winner’s podium reflecting on the joyful experience of competing and winning and all the sacrifices and challenges faced in preparation for ‘the win’.

‘Changing an Organization, A company, A Country – Or A World – Begins with the Simple Step of Changing Yourself.

Tony Robbins

Change is challenging as we are asked to take clear and uncomfortable steps beyond the boundaries of our comfort zones. When we ask others to change, we challenge them; we ask something difficult from them, which should not be taken for granted.

When we, instead of only talking about change, apply positive changes to our behaviours as leaders, we are setting a desirable example to follow. It is a leap to ask people to move away from their comfort and fear zones and into their learning and growth zones. Therefore, we need to support them through focused prioritization, skills building and by providing a sense of purpose.

Our ultimate duty as leaders is to create more leaders. We can do that by first setting a clear example through our behaviours. Secondly, we can support and coach others when they need help. Thirdly, leaders require a strong focus to create a positive and motivating climate wherein it is easier to perform.

There are constants to change – change is messy and hard but glorious when we persevere and are changed for the right reasons

Talent Development Director of the OKR Institute