Home is now a two-column structure, making it simpler to use. It’s more intuitive to feel your progress than ever before.
Circle has a whole new feature: a home page that shows only unread posts. It’s a home page that shows only unread posts. Now you can check all the unread posts by just scrolling became.
Home is now two columns instead of three. Also, the KR list has been moved from the right side to the left side. This makes it look cleaner and easier to recognize information, and also makes it easier to navigate in Goalous. The major item, KR, is now in sight.
Also, in the KR list, you can now feel the progress of the past week or so. In the action posts, you can see the progress of the action. In each case, the progress is shown in a uniform red color.
Progress plays a very important role in motivating people. It’s important to make people feel that they’re making progress often, and Goalous Team is here to help. Pay attention, so you can feel more progress! This improvement has been implemented.
Circle Top, where only unread posts can be read
The home page of Circle now shows posts you haven’t read yet It was. This is one of the most useful features you’ll ever see.
As a result, the circles list has become less important, so we’ve placed it on the right side of the page.
This means that when you visit a circle page, you can now simply scroll down the page to read what’s new.
The top of the circle is organized as shown below.
Your unread posts will appear at the top, and below that all your read posts will be listed in chronological order. You can now access the information you want to see more efficiently.
New public circles created by other team members can now be recognized by a red badge.
To achieve a goal, or a target, what are the necessary elements to be defined?
We have developed a new model for goal achievement named “GKA”, based on the OKR model which is well known for Google’s adaptation. This is the core of Goalous, the tool to improve team-capability with ‘fun.’ GKA represents the following words:
G – Goal
K – Key Result
A – Action
This model for goal achievement is designed with the purpose to “assume a roadmap towards a goal, visualize and observe the progress, and share the progress with people concerned.” Note that this model is based on and evolved from an idea called OKR.
OKR – Have you heard of it?
OKR stands for Objectives and Key Results: It is said to be a “best practice to connect the goals of organization and individual, and to evaluate progress based on the outcomes achieved,” and was originally invented by Intel in the 1970s.
Today, the model is adopted and used in Google, Uber, LinkedIn, Twitter, Sears, Zynga, Oracle, Yahoo!, Spotify, Box, GoPro, Flipboard, and so on, and is well-known at least in the US companies.
The general strategy is to link the goals from upper organizations to individuals and is visualized as below:
Company OKR is connected to department OKR, and eventually, to individual OKR. All the logic is dependent on the upper hierarchy and must be consistent with it. The goals that are given from upper levels do have a risk of becoming “enforced goals” but so far there is the actual good result so it is assumed that it works well in some companies.
The concrete examples of the Objective in each organization level could be as follow:
Company Objective: To increase consumer’s awareness of the brand
KR1: increase media engagement by 20%
KR2: launch a tool for customers
KR3: increase the visitors to the websites of the three products to 100,000/month each.
Department Objective: To improve engagement in social media
KR1: acquire more than 10,000 followers on Instagram
KR2: accelerate the average comment reply time/week on Facebook by 50%
Individual Objective: To improve engagement in Instagram
KR1: make 100 posts on Instagram
KR2: increase the total number of Likes/week on Instagram by 50%
To sum up, the characteristics of OKR are as follow:
· It could be used simply.
· It makes employees realize a goal that is set toward visions.
· It helps people get more focused on goals and not on small trivial tasks.
· It makes employees realize what they are expected in the organization.
5 Features of GKA Evolved from OKR
As stated above, the GKA model in Goalous is based on this idea of OKR. However, as you learn when seeing the following features, it is a more advanced model.
1.It is more simple with much freedom.
In the GKA model, there’s no organization (such as companies and departments) Goal and KR. There are only “Visions” to summarize the higher concepts. Visions signify the company’s “imagination to create the future based on the reasons of being, which are missions.” The role of visions is to draw the picture of a dream future based on the promises between the society that explain the purpose of their existence. It should just show a certain direction with some abstractness and tolerance to interpretation, and make employees excited.
Contrarily, if a company has a specific goal, and each department has a specific goal. What would happen then? Certainly, when higher goals are wrong in direction and contents, all the subsequent goals would be wrong as well. They will end in vain.
On the other hand, there is an uneasiness of keeping consistency in logic since the higher goals must be installed into subsequent goals strictly. In other words, because interpretation must be kept controlled and uniformly so there’s less freedom. At the same time, when higher structures are revised, all the subsequent must be changed, and this limits the adaptability to changes in circumstances.
Therefore, in the typical cases with OKR where the structure adopts the strict linking from “company to department to individual”, you might a nice feeling with the logic that “connecting organization appropriately,” however, in fact, there could be much inconvenience.
What’s more important comes next.
2.Respecting the Spontaneity
Decide on your own: This is what I am discussing here. Enforcing sales, invitations, orders, or in short, everything that is told by others will decrease intrinsic motivation. The ideal work that managerial should do is to create an environment where employees strongly wish “I want to do this!” and should not be to force them to do things saying, “Do this!” When controls from outside are strongly felt, intrinsic motivation will decrease. When intrinsic motivation decrease, actions will not be made and so successful outcomes will not likely come out. The same thing applies to goals and it’s not something to be forced from higher levels. “Deciding on your own,” there’s no much more powerful motivation than this.
3. People Can Make Collaboration
In a team, a goal is not only for individuals. It is nor something pursued by one person. Therefore, GKA does not regard an organization goal to be something to be divided into individual goals.
Sharing one Goal, and everyone works together to achieve it. With everyone’s role supported by everyone’s ability, everyone makes collaboration; this is how GKA regards Goals and work.
Then the team will dislike solitariness, blockage, and someday it will seek for enjoyment and excitement.
4.There are Fun Actions
Action on Goalous
Action on Goalous
Make actions with pictures. Imagine smartphone apps that are widely used in the world. Most of them are used to enjoy pictures. This could be the same for a company. Instead of long, boring sentences in a document that you feel like you saw yesterday with different numbers, we want to realize what’s going at once with images. Who did what, toward which goal?
Then, let’s make it fun with pictures!
5. It decides the most important KR
Top Key Result
KR includes a criterion that visualizes the necessary, major outcomes to achieve the Goal, in detail. Several KRs are linked to one Goal, and when there’s too many KRs (having too many KRs is not idealistic, first of all) humankind cannot help differentiating each and put them in priority order. However, all the KRs are ‘Key’ to the Goals.
The easiest number for a person to recognize is ‘one.’ There, the most important KR to achieve the Goals should be defined as Top KR(TKR). Which one is important for this Goal? TKR is the most! This thought process is important. Even if you have more than two girlfriends, as long as you define the most important one, you will easily make decisions toward the Goal, or (tentatively say) marriage. That’s how it’s like.
(Folks, don’t tell me marriage could not be a Goal…)
What’s important; recognizing it simply will match with the idea of “choose and focus”.
Is There a Perfect Goal Achievement Model?
So far, I have described some features of the GKA model which Goalous adopts.
A model is, because of its feature, it tries to reach the more essential ones through observation, destruction, reconstruction, re-destruction, re-reconstruction… and so on.
Until we feel the result if good enough and we are wholly happy, we will keep revising the theory and evolving.
Next time, I will observe GKA more closely with concrete examples.
Have you ever heard about OKR (Objectives and Key Results)? It is a goal-setting methodology that creates alignment and engagement around measurable goals. It was created in the ‘70s, however it only gained fame with Google in the late ‘90s supporting their growth from 40 people in 1999 to over 60,000 today. So, what is the magic of OKR? The answer would be that companies become better focused on the right objectives, driving alignment across teams, reducing the risk of spending time and resources on topics off the strategy-path by setting goals, tracking and evaluating them at a faster cadence, traditionally by quarters. Let’s talk a little bit more about it.
Setting Goals and Key Results
The first step would be setting a Goal. A Goal shall be a full sentence, a description of the desire, something to be inspired by, for example, ‘’Fascinate my clients’’. Key Results are a set of quantitative and measurable metrics to evaluate how you are going towards the goal. It’s recommended for a goal to have minimum of 2 and maximum of 5 key results. If it has more, or less than that, the objectivity will be compromised.
– Goal: Have the coolest blog in Japan.
– Key Result 1: Increase number of subscribers from X to Y.
– Key Result 2: Make at least 1 post a week
– Key Result 3: Keep customer acquisition cost below Z.
So, a desire that was subjective, aligned with Key Results, now became objective, measurable and evaluable.
After a Goal and Key Results are created, it’s time to think about how to track and evaluate. It’s important to have in mind that OKRs are focused on short term goals, and in each quarter, it can be improved to go towards the mission.
For a company’s Goals = Mission, a longer term might be determined, since they are usually established by higher hierarchy levels and are linked to the corporate, long-term strategies. On the other hand, OKRs for teams or individuals, shorter cycles, normally quarterly, are set as Goals for they tend to be changed and adapted in a shorter term.
Of course, depending on each company, cadences can be customized according to the business characteristics. For example, a small company that sells bento boxes, may need shorter cycles as their business has daily/weekly cycle, unlike a company that sells computers that may have longer processes.
Driving alignment across teams
Usually OKRs are open to all the company, meaning that anyone can contribute. For example, a marketing person can contribute to an HR OKR, such as ‘’Hire new graduates passionate about technology’’ (Goal) and ‘’Interview 15 candidates’’ (KR).The marketing person can forward the resume of someone he/she knows who has these characteristics, and this would generate engagement between teams.
Therefore, companies that adopt OKR typically have a differentiated sense of unity compared to companies where goals are not open to different sectors. It can be said that transparency brought in by OKR increases alignment, generating a good organizational environment.
After setting expectations and understanding how to set goals and track them, do you wonder which tool to use?
Here at ISAO, we truly believe in the benefits of OKR and we developed a corporate SNS based on this methodology, named Goalous. It has tools to help manage your goals, which can make a significant contribution for achievements for each project or department.
Derived from OKR, we created GKA (Goals, Key Results and Actions), which basically includes the actions in the OKR process. Progress can be shared with the entire team in real time.
An action is a performed activity and is linked to a Key Result. For example, imagine that you visited a customer, and an existing Key Result was to present Product “A” to 100 customers, you can take a photo of the meeting and post as an Action. It can be shared for everyone to see at the Action function, and the KR progresses.
As it is posted at the news feed where everyone within the organization sees the progress for that specific goal, and by receiving likes and comments from your colleagues, it motivates everyone to take initiatives for more actions for your goal. This will automatically result in better understanding from what the path towards your goal is supposed to be.
Goalous is free to try for 15 days. If you want your company to be goal oriented, why not consider introducing it?
Organizational changes usually aren’t an easy job, but surely worth the effort, considering that we live in a world with constant changes. Moreover, these changes often end up being more of a necessity than an option.
OKR is being used all around the world, not only on IT market but also on banking, retail, services and many other segments. Besides Google, there are a lot of well-known companies that uses OKR, such as Uber, LinkedIn, Twitter, Sears, Zynga, Oracle, Yahoo!, Spotify, Box, GoPro, Flipboard, etc. Goalous is an amazing tool to help you to enter in this world, starting your business to be goal oriented and that could be an ideal starting point to a real game change.
From users, we have received numerous voices saying “It will be more convenient if the search is substantial”. …..Sorry to keep you waiting. We are pleased to announce that you can search conveniently.
Two search functions are newly released.
(1) Circle post · Action · member · circle search
You can access it from the search icon in the header. The functions up to now have been strengthened. You can search the contents of posts, Actions, comments.
(2) Searching for messages
We greatly strengthened by adding messages to the search contents. You can search topic names, topic member names, message contents.
If you have any questions regarding this function, please contact support from Intercom in the application.
We make the goal creation system capable with GKA plus improved it to proceed smoothly with ease.We will share with you this new goal creation system in the future.
Here are some of the characteristics of the system.
1. With 4 Steps
By making it 4 steps for the goal creation, you will be able to proceed each category simpler.
To improve the search function for goals, you will be able to register labels.
TKR(Top Key Result): KR that is needed for completing goals.
KR(Key Result): Main success includes specific indicators of getting to the goals.
As for TKR, registration of once per goal is required.
TKR will be the top priority within the KR.
TKR will be specific indicators of capturing simply.
We want to concentrate on the activity of getting to the goals.
4. Abolition of the top criteria for goals
Abolition of the top criteria for goals to improve KR creation.
Completing a goal is the definition of completing all the KR.
Abolition of goals that is abstract and subjective.
Purpose can be expressed with “name of goals”.
To avoid wasting your actions
Every actions will be ruined if what the goal and KR is are misjudged.Because of this, it is not recommended to decide the goals and KR in a short period of time, but take the time and consider several different ideas.Especially for KR, it should be as simple as possible by only picking up the key, and list as clear index. Concentrate on this and go for a goal. This is what actions means.