The development of OKRs is generally attributed to Andy Grove, the “Father of OKRs”, who introduced the approach to Intel during his tenure there and documented this in his 1983 book High Output Management. Grove’s simple but effective concept is explained by John Doerr: “The key result has to be measurable. But at the end you can look, and without any arguments: Did I do that or did I not do it? Yes? No? Simple. No judgments in it”.
(Took me a while to re-find this word.)
I disagree with the below, but here is an example of what you can professionally describe as “culture” of a workplace:
Additionally, “culture” is a blanket term for behavior. When the candidate or employee is discussed, rather than the team of company itself, “culture” refers to communication, non-confrontation and ability to work with others.
- Monday: must go to gym; plan for the week
- Tuesday: most productive day at work. should go to gym. should socialize sober
- Wednesday: most productive day at work. should go to gym. should socialize sober
- Thursday: work from home. should socialize! should go to gym
- Friday: work from office. go out at night. no gym.
- Saturday: go out if you can. have a productive day. shopping. errands.
- Sunday: no drinking! prepare for the week ahead.
You have to do the best you can. You have to be on top of your game, at all times (and especially at crunch time or competition time). And remember the split-second rule: you only have a splitsecond to make a decision, and every mistake can make or break a task.