Tony Stanfel > Recent Status Updates

Ch 20 of Measure What Matters: "If everything’s at green, you failed." 🚩 Love the push for more "red"—big, disruptive ambitions over safe, incremental wins. Stay hungry, stay uncomfortable, and keep stretching. 🚀

This really hit home: "There is no tool, OKRs included, that will work with the wrong instruction manual." Success isn't just about the system; it’s about genuine belief in the process and cultural alignment. No half-measures! 📈

It’s crazy to think that there are so many things happening at a pizza restaurant like zoom. But it helps put things in perspective on how complex simple ideas can become without the proper discipline.

Today’s workers “want to be ‘empowered’ and ‘inspired,’ not told what to do. They want to provide feedback to their managers, not wait for a year to receive feedback from their managers. They want to discuss their goals on a regular basis, share them with others, and track progress from peers.”

Could agree more with this except from the book. What can we do to be empowering employee decisions?

“those organizations shared something else in common: a glaring lack of alignment. I’d have no clue as to what other teams were doing, or how we might work together toward a common objective. We’d try to compensate with more meetings, which only wasted time. If you put two people in a boat and have one row east and the other row west, they’ll use up lots of energy going nowhere.”

This really resonated

The football analogy for OKRs was a simple yet great example of showing go easily an organizations communication can breakdown and the different business units are working towards a common goal and they can’t measure their success to boot.

“Too many objectives can blur our focus on what counts, or distract us into chasing the next shiny thing.”

What proactive steps can we take to avoid ending up in this situation?