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My new OKR Leadership book is available today… please help me promote it

Please help me promote my new leadership book!
Title: Objectives + Key Results (OKR) Leadership; How to apply Silicon Valley’s secret sauce to your career, team or organization.
Please forward this page to your friends and colleagues today.
Download Chapter 1 as my gift to you. It’s a big file, so the chapter and resources link is here.
Then write a review in your favorite social media platform.  Mention my title: Objectives + Key Results (OKR) Leadership; How to apply Silicon Valley’s secret sauce to your career, team or organization.
Please share these testimonials with your team or organization:
Doug Gray makes the complex understandable. More important, he makes it doable.”
   Craig E. Aronoff, Ph.D., author, Chairman and co-founder, The Family Business Consulting Group, Inc.
“Doug builds on the OKR approach with practical and valuable guidance for individuals, teams and organizations. If you plan on implementing OKRs for your organization, you need this book.”
   John Mattox, PhD, author, Head of Talent Research, Metrics that Matter, Explorance
“Introducing the OKR framework has not only allowed us to align our company goals throughout the organization, but it has also provided an easy mechanism to give visibility into how we drive operational accountability.”
   Justin Jude, Acting President, LKQ Corp, North America
“Finally, a much needed leadership focus on the importance of clear objectives and specific, measurable results. This book will be useful not just for the present but throughout a practitioner’s career.“
   Dave Vance, PhD, author, Executive Director, Center for Talent Reporting
Invest in an OKR Leadership Workshop for your team or organization today. Programs are direct or virtual. See details at https://actionlearnin.wpengine.com/product/my-book-objectives-key-results-okr-leadership-how-to-apply-silicon-valleys-secret-sauce-to-your-career-team-or-organization/ and the OKR Leadership site here.
Learn about OKRs in the free course here.
Select a mutually convenient time for us to talk here.
Thank you in advance for your help.
Here’s to you, at your best!
Doug Gray, PhD, PCC . 615.236.9845

Invitation to join the OKR Leadership Project

JOIN THE OKR LEADERSHIP PROJECT TODAY

TO:  Objectives and Key Results (OKR) practitioners/ leaders/ managers

FR:  Doug Gray, PhD, PCC

Goal of the OKR leadership project:

Invite practitioners/ leaders/ managers in any-sized organization to share digital stories of HOW you are applying OKRs individually and organizationally.

 

Assumptions:

  1. Leaders practice leadership.  We can all be better leaders.
  2. We can leverage technology and our organizations.  We can use technology to share stories of how OKR leadership can transform individuals and teams.
  3. OKR Leadership matters.  When we model relationships that matter, then we increase awareness and learning for other individuals and teams.

Background:  

After consulting hundreds of leaders and managers about OKR leadership one theme stands clear.  Marketing the value of using OKRs is NOT well defined.  Market confusion abounds.  This OKR Leadership Project is one initiative to help anyone at any level describe HOW you are applying OKRs individually and organizationally in our global marketplace.  Join us?

Process:

(a) share this invitation broadly with other OKR practitioners,  (b) schedule a 30-minute session with Doug Gray here or at https://actionlearnin.wpengine.com/   (c) receive the calendar confirmation link and reserve that time in your calendar, (d) prepare your responses to the 5-6 questions below, (e) download https://zoom.us/ software and learn how to use Zoom software on YouTube, if needed,  (f) at our scheduled time, Doug will record 5-10 minutes of our video session using the link at  https://zoom.us/j/3432485703  (g) Doug will send your MP4 recording to you for your distribution, (h) Doug may post our recording on https://www.youtube.com/user/dgrayful/videos with this invitation to be included in the OKR leadership project.

 

Possible questions:

  1. Self-introduction: Who are you, what do you do, where are you located, do you have a website or invitation to share with others?
  2. Definition:  OKR leadership can be defined as a management methodology that helps people focus activity on the same important issues throughout an organization.  Some people focus on internal teams (small or large, formal or informal), some people are external practitioners, and some people focus on self-development.  How do you typically define OKR leadership?
  3. Interests:  What attracts you to the science or practice of OKR leadership?
  4. Clients: Who do you typically serve in your OKR leadership work?   Please share 2-3 of your examples/ case studies/ successful experiences applying objectives and key results.
  5. Trends: What trends or market opportunities do you see in the future for OKR leadership, technology or management consulting?
  6. Referrals: Who else can you refer who (a) is applying OKR leadership with others and (b) may be willing to be included in this OKR leadership project?

How can you help?  Share this invitation broadly.  

Thank you in advance for your participation.

FYI, here is a 3-minute excerpt from a keynote presentation that I gave in March, 2019 to over 700m business leaders in Denver, CO.

Here’s to you, at your best…

How Data Speaks

FACT:  Data Speaks.

Consider how this creepy image speaks to you.

images

This week, U.S. attorney General William Barr released a 400-page redacted version of special counsel Robert Mueller’s report on Russian interference in the 2016 election to Congress and the public.  Consider how that data speaks to you.   A client suggested that most people “see-speak-hear” that data as if we were monkeys… filled with bias.

images

Consider how these 3 data points speak to you…

  1. Twitter removed 70 million fraudulent accounts in only two months in 2018 (source: Inc, May 2019)
  2. Facebook removed 583 million fake accounts in the first three months of 2019 (source: Inc, May 2019)
  3. In my world of leadership consulting, “a lengthy global effort to create standards for reporting human capital metrics is expected to be announced this week. The International Organization for Standardization (ISO) will issue its guidelines for 23 human capital reporting measures, including a Leadership Trust Index (LTI) that may inform institutional investors, private investors and global business leaders” (Steve Maxwell presenting at the Center for Talent Reporting Annual Conference, February 21, 2019).

FACT:  All leaders and managers struggle to collect and analyze data. 

You probably know that ISO standards have defined quality improvement and safety investments in countless organizations since they were first introduced in 1947.  These worldwide proprietary, industrial and commercial standards have been adopted in 164 countries.

What if your organization collected and distributed data on the following 23 human capital measures into these 9 categories?

  1. Ethics (number and type of employee grievances filed; number and type of concluded disciplinary actions; percentage of employees who have completed training on compliance and ethics)
  2. Costs (total workforce costs)
  3. Workforce diversity (with respect to age, gender, disability, and “other indicators of diversity”; and diversity of leadership team)
  4. Leadership (“leadership trust,” to be determined by employee surveys)
  5. Organizational safety, health, and well-being (lost time for injury; number of occupational accidents; number of people killed during work)
  6. Productivity (EBIT/revenue/turnover/profit per employee; human capital ROI, or the ratio of income or revenue to human capital)
  7. Recruitment, mobility, and turnover (average time to fill vacant positions; average time to fill critical business positions; percentage of positions filled internally; percentage of critical business positions filled internally; turnover rate)
  8. Skills and capabilities (total development and training costs)
  9. Workforce availability (number of employees; full-time equivalents)

How would that data speak in your world?

Privately held companies may use these human capital data for directional initiatives such as replacing managers with high turnover ratios identified as “toxic managers” or investing in high growth departments that require training in OKR leadership skills. For details contact us.

Publicly held companies may use these human capital data for multi-directional initiatives designed to retain more diverse employees, eliminating bias in hiring, or retaining desired employees with external coaching and consulting.  For details see www.hcmi.co.

Consider one final example.   Imagine a 17-year district sales manager who had regularly been promoted within her company as recognition for her history of ratings that “exceed expectations.”  Then she was asked to relocate into a new geography and had 4 different managers within 5 years.  The goal incentives were increased 300%.  She had to hire 3 new direct reports within 8 weeks.  Then her new manager stated that she “should not speak to anyone in the corporate office, even when he did not repeatedly provide required information for business decisions.”  How does that data speak?

FACT:  All leaders and managers struggle to collect and analyze data. 

OPINION:  I predict massive changes ahead in public accountability and transparency and data-driven decision making.  

If you need expertise in collecting and analyzing data for your organization, then you should contact us today.

FACT:  The market demands that you will increase the probability of competitive success if you can make more informed decisions before others.

In response to a client’s request, I created a free digital course called “OKR Leadership Skills” that you can take here.  The Objectives and Key Results (OKR) management process has enabled countless F100 and small business leaders to increase accountability and transparency.  OKR leadership has been described as the “secret sauce” that explains the largest migration of financial assets in human history to Silicon Valley in the last 30 years.  OKR leadership is another example of How Data Speaks. 

Here is one final example.  Here is a 3-minute excerpt of a keynote presentation on OKR leadership that I provided in March, 2019 to over 700 business leaders in Denver, CO.  You may need a similar data story in your organization.

Here’s to you, at your best,

Doug Gray, PhD, PCC, CEO of Action Learning Associates, LLC

Telling Stories; Using systems thinking to help your business clients attain meaningful outcomes

I recently published the following article on Corporate leadership.

This article is reproduced with permission from  Choice, the Magazine of Professional Coaching  in this link: choice_V17N1_issue_Doug-Gray

Here is the text of the article for you to share…

Title:   Telling Stories; Using systems thinking to help your business clients attain meaningful outcomes

Throughout recorded history, for over 4,500 years, we have used stories to teach and entertain.

Coaches use stories. Coaches teach to add value to clients. By definition, coaching is a collaborative process for clients to attain meaningful outcomes.

Are you using stories to add value for your clients?

Here are two case studies that you can apply to your corporate coaching business immediately.

Case Study 1.    Recently I explained Systems Thinking to a client who owns a small leadership development business using professional actors. This CEO was struggling to articulate the unique value of his company. And he needed to prepare for a big meeting with a prospective buyer that could lead to a potential 500 percent increase above his previous annual revenue.

He was excited and scared. I mentioned leverage, Archimedes, and the idea that “with a big enough lever one could move the world.” When he wanted examples, I told him a story about applied systems thinking that Macdonald, Burk and Stewart (2006) implemented at entrenched mining companies in Australia. Those leaders were unable to see past the obstacles in front of them, such as safety incidents, high turnover and absenteeism, and erratic productivity costs.  Then they created transformational changes.

When my CEO client wanted to find simple words to describe the cascading effects of organizational change, he drew a model with concentric circles like a bulls-eye. (I encourage you to take a pen or pencil and write this down. It is a simple model that works well.)

The smallest ring was unlabeled, to represent the chaotic core of deep change. The second outer ring was “individual” to represent the changes that leaders need to make. The third outer ring was “team” to represent the group of two or more people that add leverage. If that group has one scoreboard, then by definition they are a team. The fourth outer ring was “organizational” to represent the scope of leaders influencing others toward a better vision of the future. The core skill of such leaders is public optimism.

So, I encouraged this client to find the words to describe a better future for his organization. He developed a story using a pebble dropped into a pool of calm water. This CEO client needed to know that others have applied leverage. He needed a simple structure that he could adopt. You can adopt this model immediately.

One result from his client meeting is that he literally “found the words” and developed his own story about leverage. He developed new marketing content. He improved his reputation. He asked for the business. Yes, he won the big engagement with that new prospect. And yes, he did grow his business 500 percent above the previous annual revenue.

Outcome-based coaching is critical for any leader. Perhaps you can do something similar in your coaching business?

Case Study 2.

The second story encourages leaders to apply leverage to a bigger vision of a better future.

Like many International Coach Federation (ICF) members, I volunteer as a board member at our local chapter to plan annual activities. One of our colleagues leads the corporate Learning and Development group at Bridgestone Americas (a leading automotive company). She needed to develop programs using Systems Thinking.

Specifically, she needed to prepare to replace an aging workforce, and had developed programs with the largest university in the state, using values from their company and partnering with the US Naval Academy and US Army at West Point.

They needed to teach essential leadership skills using their company values at a public university. Concurrently, Bridgestone needed to relocate 30-50 percent of their senior leaders from two other states to their new corporate headquarters in Nashville, TN, without losing significant intellectual capital or market capital.

She was both excited and overwhelmed about the changes ahead for Bridgestone. She needed to discuss ways to apply Senge’s (2006) model of a learning organization to those changes. I volunteered some stories to help her design solutions. My hope is that she has the corporate leadership executive sponsorship and required resources to implement systems thinking at that organization.  We all need to transform organizations.

CONCLUSIONS

Notice the pattern? Leaders, by definition, influence others toward a better future. They find the words. They seek partners. They use leverage to gain results. Whether you are coaching a small business owner or a director in a large organization, you can help your clients attain meaningful outcomes.

The cornerstone of systems thinking is personal mastery, defined as “continually becoming” (Senge, 2006). In all major religions and most philosophies, there is a recognition that humans are aspirational. We stare at the clouds, stars and weather patterns and try to understand objective “reality.” We stare at social media and fear-based stimuli and try to determine useful “facts.” We work with clients who are stuck. We help our clients overcome perceived obstacles. Thankfully, humans are continually developing. Amid those chaotic stimuli, we tell stories to teach, entertain, and achieve meaningful outcomes.

As coaches, our primary role is to help others attain meaningful outcomes. Case studies are one way to help our clients make smarter decisions today.

A coaching query is: How are you using case studies or stories to help your clients attain meaningful outcomes?

REFERENCES:

ICF (2016). 2016 Global Coaching Study; Executive Summary. International Coaching Federation.

MacDonald, I., Burke, C., & Stewart, K. (2006). Systems Leadership: creating positive organizations. Hampshire, England: Gower.

Senge, P. M. (2006). The Fifth Discipline: The art and practice of the learning organiza- tion. Random House/Currency.

Author Bio:  Doug Gray, PhD, has been an International Coaching Federation certified coach at the PCC level since 2006.  He is CEO of Action Learning Associates, LLC. His dissertation explored global executive coaching and leader outcomes.  He models systems thinking by serving hundreds of clients.  Contact him today. 

How to teach OKRs and leadership

You have probably had the experience of teaching someone how to drive a car.  If not, imagine the scene.

 

Your objective is to teach enough basic skills so that your loved one can drive away.  You start by teaching safety protocols like “wear your seat belt” and “always keep two hands on the steering wheel at “9 and 3.”  Then you explain the functions of the gas pedal, brake pedal, gears and all those shiny buttons on the dashboard.  Then you offer encouragement as your loved one shifts into gear and drives from 0 to 30 mph within a minute.  Your Key Results (KRs) often follow that formula “from x to y by date.” 

     Objectives are defined as “what you do.”  They are qualitative and each person in the organization can write their own.

     Key Results are defined as “how you measure that objective.”  They are quantitative and answer the formula “as measured by.”

     OKRs are defined as “a management methodology that helps people focus efforts on the same important issues throughout the organization.”

For a 3-minute excerpt of a keynote presentation on OKR Leadership that I provided in December, 2019 to over 700m business leaders in Denver, CO, click here.

 

The “Father of OKRs” title is attributed to Andy Grove, the founder and CEO of Intel.  You may know that Andy literally wrote the textbook on semiconductors in 1967, well before Silicon Valley attracted the largest migration of assets in human history.   You may also know that Andy wrote “Only the Paranoid Survive” in 1996, as a reminder of market volatility and the need to measure the details.  His father was killed at Auschwitz, and he fled Nazism with his mother at age 20.

John Doerr worked for Andy.  John learned how to implement OKRs.  Then, in 1997, John made an $11.8M investment in 12% of Google when working as a venture capitalist at Kleiner-Perkins.  The co-founders of Google wanted to organize data globally.  When John introduced OKRs to Google, Larry Page said, “Well, we need to adopt some management approach.”  The rest is history.  I recommend John Doerr’s book, Measure What Matters, (2018) for examples ranging from the Gates Foundation to Bono.

     Here are my examples of teaching OKRs to leaders in a small business and a large business.

     I was consulting the CEO and owner of a $40M retail business that required succession planning to transition the next generation of leaders.  At a management meeting I observed that the managers did not describe their business using any metrics.  I asked the owner, “Where are the metrics that these managers are using to drive their business?”  He sighed with fatigue, like so many small business owners.  I provided OKR definitions and templates and a free course on OKR leadership skills that you can access here.  Then I worked with several key managers.  One manager’s objective was to increase profit margins by 6% Y/Y.  KR1 was to identify current measures for sales, expenses, overhead, profit within 30 days.  KR2 was to distribute a one-page business summary to all other managers within 40 days.  KR3 was to track and reward increased profit margins within 60 days.  The result of his OKR leadership was that he modeled accountability, transparency and business results for the other managers within 60 days.

     I was consulting the president of a Fortune 500 business with $5B in annual revenue and over 10,000 full time employees in North America.  Their 20-year-old company grew quickly as a result of acquisitions.  The result was that silos of trust and information sharing were preventing consistent accounting practices.  I asked, “How are you measuring your desired results?”  He stuttered and said, “Not well.  We increased revenue and retained a lot of good people but sometimes I wonder if we’re measuring what we need to be measuring.”  I provided some OKR definitions and templates and vendor resources.  Then he defined his OKRs and shared them with his top 60 leaders in a training that I delivered.   Then I provided team coaching for those top 60 leaders so that they could cascade OKRs throughout their organization for three months. The results were uneven, as we expected.  People were experimenting with the OKR language as if they were new vocabulary words.  Three months of uneven applications passed.  The OKR process gained momentum in the annual meeting when the president spoke to 650 of their top leaders.  He declared, “As long as I’m in this role we are going to implement OKRs and increase our profit margins.”  He shared his business OKRs.  Minutes later, I followed him onto the main stage to introduce OKRs to those 650 leaders.  I led demonstrations with 6 of his top leaders.  Then I lead workshops to practice implementing OKRs within their organization.  His KRs included training, technology, and rewards tied to increased profit margins.  We are still assessing the impact of that OKR process.

The challenge of OKRs is not in introducing them as an initiative.   Anyone can introduce an evidence-based initiative.  

     The challenge in the OKR process is adopting an ongoing cadence of accountability and rewards.  Learning requires feedback.  Managers, by definition, need to maximize the productivity of others.  The core skill of managers is coaching.  We trademarked the AD-FITTM coaching process to teach managers the required steps to provide feedback to others.   Our experience is that those managers who adopt the AD-FITTM process accelerate the performance and behavior outcomes of others.   For a free course on how to apply the AD-FITTM process for Managers click here.

Smart managers and leaders typically understand OKRs pretty quickly.  The challenge is “in the details” as Andy Grove reminded us.  Over 30% of the companies on today’s NYSE and F500 did not exist 20 years ago.  There is no reason to assume that your organization should exist 20 years from now. 

We should talk about your organization if you need to respond to market changes.  If you would like a free course on OKR leadership skills with definitions and templates, then click here.  We would be delighted to work with you.

Call any time.

Should You Invest In A Leadership Workshop For Your Team?

leadership workshop

Managers, by definition, must maximize the productivity of others.  When we ask audiences, “How many of you are managers?” over 70% of the audience typically raise their hands.  Many do not have the word “manager” in their title.

As managers, you know that it is your job to maximize productivity and outcomes from your employees.  You need evidence-based best practices in leadership development.  Today.  And you need to demonstrate the ROI of that leadership workshop within 90 – 180 days.  There is a myth that leadership development programs should only be scheduled in the spring and fall, to avoid conflicts with vacations.  The reality is that leadership development workshops include both direct and virtual content that reinforces your outcomes.  Our programs last 3-12 months.  You should invest in a leadership development provider (like Action Learning Associates) because it is cost-effective and efficient.  Your core business is something else.  Our core business is to accelerate leader development.

Here are three reasons why YOU SHOULD invest in a leadership development workshop today.  

  1.  Investment in a leadership workshop should directly increase your team’s engagement 

Leaders need to practice leadership, just as attorneys practice law and physicians practice medicine.  Many studies have shown that when employees are engaged in leadership workshops they are then more likely to be engaged in the workforce. An employee who is more engaged is a) more effective at required tasks, b) more efficient on key performance indicators or objectives and key results (OKRs), and c) more likely to stay employed at your organization.  Retention of desired employees is a requirement in today’s competitive Talent Economy.  Be smart.  You never want to retain average employees- but you DO WANT to retain 100% of your desired employees.  And leadership development workshops are the most cost-effective way for you to increase retention of your desired employees.  We recommend that 70% of your promotions are internal, to encourage career ladders and talent succession.  We strongly recommend that you invest in 100% of your top performers with leadership development programs AT LEAST twice/ year.

2.  Investment in leadership workshops can help you develop your workplace culture

Culture can be developed, and must be developed, in response to changing market demands.  Ask anyone involved in leadership development coaching, and they will tell you that culture cannot be left to chance.   That would be reckless.   The academics describe culture as “how organizations function.”   As an example, we recently provided a leadership development workshop around ONE objective, “to create a culture of fiscal accountability using Objectives and Key Results (OKRs).”  Let me explain…

Culture is best described using three overlapping circles.  Label each circle as: 1) underlying assumptions, 2) espoused behavior, and 3) artifacts.

1) underlying assumptions are the shared beliefs of your organization, including history of acquisitions, traits of key leaders who get promoted faster, competencies of leaders with higher reputations, or that unspoken assumption you have about a market or colleague.

2) espoused behaviors describe what we say we do, including common phrases such as “I’ll solve this” or “that’s not my problem.” Notice the difference between what we say we do, and what we actually do.

3) artifacts are tangible symbols of the culture, such as a new National  office in Nashville, TN for centralized services and consistent management of others. The cultural values posted in the lobby are artifacts of how you work.

Fact:  All three of these aspects of culture can change quickly.  Therefore, you NEED to invest in leadership development workshops to develop your desired organizational culture.   Today.  

3.  Investment in a leadership workshop should improve employee morale

Many studies have shown that large organizations are investing less time, money, energy and training  in their employees than they did 10 years ago.  Professional development discretionary budgets have plummeted from over $10,000 per person in 2008 to $4,000 per person in 2018.   Today, we invest more into maintaining cars and machines than we do in our most critical variable-  people.  That trend is reckless.   If you are investing less in your people than you did 10 years ago then you are LITERALLY in a race to the bottom of your market.   Look at the fact that only 35% of today’s F500 companies have been there for more than 50 years.  If you want to increase employee morale, then you need to invest in your top employees.  Nothing is a more critical investment.  Today.  Employee morale is NOT a lagging indicator.  If you want to develop agile problem solvers, then you need to invest in leadership development workshops.  You can make employee morale into a leading indicator.  Today.

You should not invest in a leadership workshop IF you do not care about 1) employee engagement, 2) workplace culture, or 3) employee morale.  We do NOT want to talk to you.  We wish you Godspeed.

You should invest in a leadership workshop IF you do care about 1) employee engagement, 2) workplace culture, or 3) employee morale.  We DO want to talk to you.  Today.  

We provide outcome-based leadership development workshops that guarantee your results.  We deliver programs throughout the United States and Canada.  We provide expert leadership coaching and executive coaching services, based in Nashville, TN or globally.  We’d like to visit you ASAP.

Contact us here.  Today.

If you are based in the Nashville, TN area then we are neighbors.  See details for leadership training for your employees here.   We’d like to visit you ASAP.