Johannes Berggren

“To make things work, people do not need to side with you; you only need them to commit themselves to pursue a course of action that has been decided upon.”
― Andrew S. Grove, High Output Management

“To encourage risk taking and prevent sandbagging, OKRs and bonuses are best kept separate.”
― John E. Doerr, Measure What Matters

“When an OKR rises to the top line, “all eyes in the company are on your team,” Rick says. “That’s a lot of eyes! We had no idea how we’d do it in three months, but we understood that owning a company-level OKR showed that our work took priority.”
― John E. Doerr, Measure What Matters

“Set goals from the bottom up. To promote engagement, teams and individuals should be encouraged to create roughly half of their own OKRs, in consultation with managers. When all goals are set top-down, motivation is corroded.”
― John E. Doerr, Measure What Matters