Make clear, short-term action plans using OKRs
1.The mission‍

The mission is the big step forward you want to take over the period.
➔ "In 3 months, we'll have taken a big step forward if we've
validated/defined/developed ______"
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✅ A good mission:

• Must set the course and answer the question: "In three months' time we will have taken a
  big step forward if: ...".
• Is inspiring without being philosophical.
• Must be easy to remember.

‍❌ Do not :

• Confusing it with the long-term Vision or Raison d'être of your team or position.
• Look for the marketing effect and end up with a "fortune cookie" phrase.

2. Objectives‍

Ask yourself: what do we need to focus on to achieve our mission?
➔ "To get there we need to focus on 3 things: Making sure we have ___,
implementing ___ and developing ___ ."

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✅ Good lenses :

• Must answer the question "What are the directions to follow to have the greatest impact on the mission?"
• Are clear and simple (don't use indigestible, hard-to-remember phrases).
• Should help you reframe priorities.
• Must energize the team while remaining realistic.
  ‍

❌ Do not :

• Choose quantified financial targets (sales, margin, average basket) that pose no specific challenge and are tracked anyway.
• Make a list of actions (launch the site, publish the offer...) rather than writing objectives and the impact you're looking for.

3. Key results‍

What we measure to know if we're reaching the goal.
➔ "We'll know we've reached the goal if, at the end of the period, ____ (figure and indicator: reached/ achieved/ increased by n%)"

✅ Good key results : 

• Must answer the question "we will know that we have achieved the objective if, at the end of the period, ...".
• Are actionable: the team has the power to achieve them
• Are easy to measure on a daily basis, you don't have to wait until the end of the period to see if you've succeeded.

❌ Do not :

• Choose results you can't control "our training has an impact on the company's economic performance".
• Write results that require a parametric equation to be measured.
• Describe actions with binary outcomes: "the site is launched: yes/no".
• Make a list of tasks: "the closing forecast is done".

Manage the weekly rhythm and activity

1. Take responsibility for priorities with the Objectives of the Week‍

➔ Weekly Objectives are the 1 to 3 individual priorities that each person sets for the week ahead by asking themselves → "My week will be successful if..."
➔ This is a "self-management" tool that empowers everyone while giving a cross-functional view to the manager, who can revisit these objectives during the 1:1s and play a coaching role to help make the objectives more precise and realistic.

How to use them ?‍

➔ On Friday, everyone identifies 1 to 3 goals for their week and indicates them in a shared file, accessible to all.
➔ At the team meeting, some or all of the team can share them.
➔ The following Friday, everyone assesses the rate of achievement of their goals for the past week and sets their goals for the week ahead.

2. Keep pace with the team by formalizing your framework‍

➔ Agenda transparency

• Self-portance → write down what we do (and not just "busy") so that others can use this information to interact with us
• Tell when you're connected or disconnected
• Empty ranges become real availability ranges
  ‍

➔ Login / logout rules

• These are your rules, they depend on your activity, your rhythm, your work culture...
• Setting a clear framework allows you to question if necessary: "I trust you, but there's nothing in your diary and you don't reply to messages, that's not the framework we gave ourselves"
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➔ Custom guides

• In addition to the team rules, each member can document his or her own mode of operation: write down his or her own teleworking habits and preferences for managing collaboration.