如果员工或者老板仍然扮演“消防员”的角色，他们就无法在实现公司愿景和使命方面，取得可衡量的进展。因为当每个人都在忙着“救火”，公司内部的员工是不可能凝成一股绳，齐心协力往同一个方向去努力的。

OKR最关键的作用，并不是用于代替KPI去考评员工，更不是KPI升级版的绩效管理工具。OKR是一套集批判性思维和改善性思维的管理工具，用来确保所有员工可以齐心协力，用可衡量的努力来实现公司的目标。

Having one self-driven employee may depend on the manager’s luck. Having a sustainable self-driven talent pool depends on the system.

More than 60 per cent of respondents said they were losing at least one to two hours a day in productivity due to “coronastress”

I think the primary reasons are: I understood my work’s significance, and I had a clear picture of how I shall achieve my objectives. That was my initial experience with the OKR mindset and principle.

很多企业一方面很向往成功实施OKR的团队状态，另一方面又质疑，这种源于国外的方法和理论，是否会在马来西亚水土不服？

There are three tips I want to share with you if you are also coaching your clients for the OKR setting.

The enhanced flexibility of work that we attained by transitioning ourselves to remote work should not be reversed.

What is OKR? The goal management tool that is popular in Silicon Valley