Another month, another model!
We use this one all the time. Literally. All. The. Time.
Almost like my kitchen knives. I love them – they are exceptionally sharp and really good quality. And I use them every single day.
The value of a quality knife is only unlocked if I have the skill to use it. Without the skills, I’m better off with a cheapie from Crazy Plastics.
But then, even if I know how to julienne my peppers, the knives won’t survive if they aren’t looked after. If they’re thrown in the everything-drawer with my braai tongs and my grandmother’s salad spoons, they won’t last very long.
Okay, to the point…
creating long-term sustainable change:
As The OKR Group, we are seen as the South African OKR experts. This means we get called when someone reads a book mentioning Google and Bono, called Measure What Matters. This book also introduces a tool that high-growth companies use to create focus and alignment – OKRs. And they want this tool.
But giving someone a tool doesn’t effect long-term change; it doesn’t have an impact.
I can give someone a knife and they might have some success in using it.
You can read the book and you might have some success in using OKRs.
Giving tools away doesn’t tickle our fancy. We don’t find fulfilment in it. We want to see how teams execute more effectively. We want to see more alignment and more accountability and celebrate more successes.
To use OKRs successfully, you need the skills. These skills are teachable – sometimes with a book, but having a mentor or a guide is 100 times more effective.
See how well you can use a set of knives by reading a book. Rather let a chef show you how, it’ll save you a lot of hours and maybe even a finger.
changing behaviours through changing mindsets:
Going one step further, the only way to effect long-term change is by changing mindsets. A long-term change is a consistent and sustainable change in behaviours; behaviours change when our mindsets change. In effect, when our belief system changes.
Having an appreciation for what a good knife can do will cause me to look after them. They are cleaned, sharpened and stored differently once I have a different mindset.
Now, if we can change the mindset of a team, once they appreciate the value executing on your strategy, we will see long-term change.
how do we do this?
We lead with the principles, not the methodology. There are a set of principles that underpins every successfully executed project. Principles of accountability and alignment, communication and celebrations, and so forth.
We teach these principles. Then we apply them practically to OKRs. And we start seeing results.
And then the beautiful part, the part that feels like a hot knife through butter when it’s done well. If teams understand the principles, and if the mindset has changed, they can apply those principles to any methodology.
It doesn’t matter if they run a meeting to check in on OKRs or to have a 1-on-1 with a team member. It doesn’t matter if they use OKRs or 4DX or EOS. They understand the principles of effective meetings and effective communication, and will apply that in whatever realm they step into.
And that’s how behaviours are changed.
So by all means, get the tool, read the book.
But if you want to see long-term sustainable change, let’s talk.
If you have questions, we’re always keen for coffee.
Get in touch so that we can brainstorm a few solutions together!