My own experience with OKR – When we started with OKR, I was skeptical. Another new wave? What a lot of effort! My attitude: I know what I have to do! In the past, I sometimes caught myself losing focus. What was still an A priority in the course of permanent change and what had become even more important in the meantime? Because it wasn’t clear, I sometimes put off important tasks, blanked them out until they caught up with me.
When I talk to CEOs, they are often looking for qualified women for supervisory board positions or for management. It’s not just a matter of meeting political targets. It is simply necessary to get more women into management positions. Diversity is one of the key factors in the “VUCA world”, where volatility, uncertainty, complexity and ambiguity are increasing constantly. Companies in a complex environment, where rapid adaptations and innovations are necessary, will hardly survive if their leadership is purely white and male. This realization should slowly have reached all levels of companies with future aspirations.
Why, nevertheless, do (too) few women become C-Suite executives?
Nur durch die richtige Kommunikation in der Unternehmensentwicklung wird Dein Unternehmen erfolgreich und prosperierend, mit hohem Umsatz und noch mehr EBIT.
OKR sind ein Beitrag zu mehr Agilität in der VUCA-Welt und einer gesunden Unternehmenskultur. Zusammenarbeit im Team mit qualifiziertem Feedback ist nur möglich, wenn ich weiß, was der andere tut.
