The strategic ambitions of the organization that define where and how it will win in the long range and the choices and bets it has made to do so.
The major elements or prongs of a Strategy to win in a domain; describe specific intent and expected long range outcomes.
A means of translating long-range strategy into the focal points and desired progress in the near term, typically a quarter or half year.
Established at the leadership level and locally by teams to create clarity and focus in the near term to achieve the long-term strategy of the organization.
The level and type of investment for an objective or initiative, and the costs to date to achieve objectives, results, and strategy pillars.
The near-term measurable outcomes expected for a given objective. Typically adjusted quarterly to reflect internal and external change and find the best path to long-term strategy achievement.
A long-running collection of investments and workstreams to execute on company or group strategies and objectives.
A project or body of work items that are owned by various Individuals on the team. The work to be done to achieve results, objectives, strategic intent, and operational responsibilities.
A single work item or task to be done, usually in the context of a project or key result a team and individual are working toward.
A group of individuals working collectively based on skills, capabilities, and company objectives and strategy.
Individual responsible for ensuring the Individuals on the team know its objectives and how they drive company objectives, focusing effort on key result achievement, and giving coaching and encouragement to Individuals on the team.
Employees of the organization who have skills, impact, and contribution to the company's strategy, objectives, and results.
An individual's capabilities in a given trade, domain, function, or practice — and the level of expertise they have.
How an individual contributes to team and company objectives versus expectations for impact — and how they participate in team and inter-team dynamics and shared efforts versus the culture expectations and norms of the organization.
Skills are demonstrated through an Individual's work and results, and are assessed periodically in the operating cadence.
A view of group or team performance across various key results, looking at the target set and progress achieved at a point in time.
Used in the operating cadence to highlight where people and results are off track and need concentrated effort or change in course.
A view of group or team performance at a point in time across initiatives, objectives, key results, and workstreams.
Used to ensure cross-functional coherence, alignment, and progress toward group or company objectives.
The operational rhythm of the business to propel it to its strategic ambitions with the right focus, speed, and decision points; it is designed to prompt course adjustment at the optimal time and ensure the connection of teams, individuals, and actions to strategy in practice — not just in principle.
The cycle includes an annual refresh of long-range strategy, annual and semi-annual setting of near-term objectives and key results, quarterly and monthly assessment of performance on key results and workstreams across functions, semi-annual or quarterly assessment of individual's performance and contribution to team objectives and skill building, addressing progress and learnings within a given team on a weekly basis, and weekly 1-on-1s with managers and Individuals to discuss actions and key results that need attention or encouragement.
