A strategy defines who you serve, what you do, how you do it, and how you do it differently. And a strategy begins with a clear set of goals. In this session, learn how a boutique adopted a formal goal setting methodology, called OKRs, to get focused on what matters most.
TRANSCRIPT
Greg Alexander [00:00:10] Welcome to the Pro Serv podcast, a podcast for leaders of thriving boutique professional services firms. For those that aren’t familiar with us, Collective 54 is the first mastermind community focused entirely on the unique needs of the boutique processor firm. My name is Greg Alexander. I’m the founder and today I’ll be your host. And in this episode we’re going to talk about a popular management methodology, goal setting methodology called Okay Hours. And the reason why I’m going to talk about this is several of our members are attempting to implement them and we’re learning a lot and we want to share some of those learnings. And if you’re not using OKRs, you might be using something similar, such as the boutique framework from collective 54 or iOS or scaling up. There’s a lot of kind of techniques out there and it’s important to have one. Today we’re going to talk about OKRs and we’ve got a role model with us. It’s a member of Collective 54 from a company called Tribal Scale. His name is Jason Mills. Jason, it’s good to see you. Thanks for being here. And please introduce yourself and your firm.
Jason Mills [00:01:25] Thanks, Greg. My name is Jason Mills. I had engineering a tribal scale. We’re a boutique services firm specializing in platform and software development, using extreme programing, which is essentially test driven development coupled with peer programing. We also use this to provide a unique approach to digital transformation.
Greg Alexander [00:01:45] Very good. So let’s start with the basics. What is your definition of OKRs?
Jason Mills [00:01:53] So Oscars are basically, I guess, essentially company goals. The acronym ACRONYM stands for Objectives and key results. The objective portion be more of a loosely defined company goal and the key results, more of the how to get there. So yeah, but it’s kind of like a quick overview.
Greg Alexander [00:02:15] Yeah. And for those that might be interested, they really became famous when John Daw introduced them to Google back in the late nineties. And many in the tech world, such as tribal scale, you know, have embraced them as a result and to much great success. So, Jason, now we understand what they are. Let me ask you, why did you and your firm start using them?
Jason Mills [00:02:40] So we’ve we’ve done goal setting exercises for several years to drive personal growth and company initiatives. But in the past, it was really just the manager collaborating with the with a report. And we came to the realization that, yeah, it’s great if someone wants to get a certification to support their growth, but what if that doesn’t align with the company’s goals? So what can we do to eliminate this gap? And as we as we look to really align the company vision in the organization, OKRs became the model to try out for us.
Greg Alexander [00:03:15] Okay, great. And when did you begin your. Okay, our implementation.
Jason Mills [00:03:21] So we started end of last year really trying to get the framework in place and for preparation to really launch this in Q1 of this year. So we are about two quarters in almost at the end of the second quarter right now and definitely iterated a little bit on the process. But that’s that’s where we are at this point.
Greg Alexander [00:03:43] Which is great. I mean, we caught you at exactly the right time. If you already had everything fully baked, the the conversation wouldn’t be as fruitful because I think there’s many that are in the middle of an implementation. So to hear your your story is going to be helpful to them. So tell us a little bit about, you know, what the journey has been so far. You know, how are you using them, What’s gone well, what hasn’t gone well, etc.?
Jason Mills [00:04:06] Yeah, sure. So we’ve gone ahead and we created for essentially for company OKRs to help line the teams. The first one was lined with white glove service. That was like an example of one of the ones we use trying to provide that ten X value to our clients. The second was service offerings kind of like complements the first OKRs, and the third was thought leadership in the form of content generation through blogs. Speaking of speaking out on podcasts or attending meetups, and the fourth one was meaningful bench work. So we were in a situation last year where a lot of times people were on bench and we wanted to make sure that it aligned with its valuable time. We wanted to make sure aligned with like with what would benefit our clients and our business the best. So those were some of the the OKRs we choose to use. And then each department really gets their own. They can add a couple of extra OKRs if they like, based on what the department needs might be.
Greg Alexander [00:05:13] Okay, so let’s double click into into one of them and I’m going to choose meaningful bench work because I think that’s a rich topic for our audience. You know, most of our members, sometimes they’re a little lumpy in their businesses and they can find, you know, talented people on the bench for a period of time. And then unfortunately, sometimes it goes the other way your 120% capacity and everyone’s burning the midnight oil. So so what is some examples of meaningful bench work?
Jason Mills [00:05:42] So a lot of times like the default for us just was like, okay, we’re gonna we’re going to certification certifications always help our, you know, our company in regards to Azure or things like that. But we took it a step further and we we said, you know, whatever we’re working on, it should benefit either a client that we’re going to have in the future or a client that we have currently. And we took it a step further and said, you know, how do we know we’re succeeding in this? So we put together like a metric saying that, you know, we want to we want to use whatever knowledge they’ve gained within two months of of learning it. And that’s how we know if we succeeded with that. So so that’s an example.
Greg Alexander [00:06:27] That is a great example. So you want to use whatever you learned within two months. I can’t help myself. Two months is a very precise number. How did you pick that?
Jason Mills [00:06:39] Oh, I it’s like it felt right. Okay. It seems like, you know, when you’re when there’s a little bit of leeway before the next client starts up, it seems like a good amount of time to prep before you actually get deep into the project. So that’s just landed there.
Greg Alexander [00:06:58] Yeah. Okay. Well, that makes sense. All right. And you know, at the top, I mentioned that OKRs is there’s other similar systems. A lot of our members use iOS. Some use scaling up, some use the boutique. I mean, there’s a lot of them out there. And I advocate for everyone. To me, there’s not a ton of difference between them. The important thing is to have one and be committed to it and implement it. Right? So. So was there any reason why you picked OKRs over the alternatives?
Jason Mills [00:07:27] Well, they you know, they were naturally a good starting place if you haven’t done organizational goals before. There they were from what we the research we did, they were loose, flexible to change, interpreted in different ways which which, you know, some might think that’s not you you want to make sure they’re not interpreting the phrase, but it actually allows to generate some creativity among the teams to solve different problems. And they’re not tied to compensation, which alleviate some of the pressure as well. So they were basically very forgiving if we screw this up, which we were going to screw it up. Yeah. So anyway, U.S. has its value, too, but I know that’s more of an operating system. And now that we’re two quarters in, we’re actually experimenting a bit, but laying us on top of that to kind of like help us drive and execute a lot of the a lot of the things we want to do.
Greg Alexander [00:08:19] So that’s fantastic. So the reasons why you chose it, one of the reasons anyways, was the flexibility. And since this was the first attempt at this, that was obviously valuable, I also, I did not know that OKRs were divorced from compensation. So that’s a valuable add right there and I can see the benefits of that. Some might argue against that, but I can see if you’re early in this process that that might make it more, I guess, less stress in getting it implemented and maybe less of a shock to the system. So that’s interesting. Okay. And then in terms of the six months that you’ve been at it, you know, if you were to do it over again right now, if you had a clean sheet of paper, is there any any gotchas, any failures that happened along the way that you wish you would have known?
Jason Mills [00:09:06] I think overall it went pretty well. We implemented this using just basic spreadsheets. Seems I think you can kind of run the world on spreadsheets and and just set up the spreadsheets, you know, kind of like doing weekly check ins, whether our our OKRs were on track, off track, or if they were done. Kind of provides that simple, simple implementation as we get into it. I think one of the challenges for the engineering team in a lot of times engineering is that one of the larger sizes is that multiple parking levels. So not having that visibility into, you know, what are the managers, the managers, you know, kind of trying to deliver. So are we all in one bucket of thought leadership and no one’s putting any any knowledge into or any time into white glove service. So that was a challenge that, you know, we are kind of working through and evolving on. Hmm.
Greg Alexander [00:10:03] And what what are your early hypotheses as to how you might overcome that challenge?
Jason Mills [00:10:09] So we had, I would say like long term, maybe just finding like a tool that can kind of work through and manage it and provide that hierarchal visibility. When I was working at a former Life, I built performance management systems and, you know, clients created goals from very simple to very complicated scorecards, you know, tracking metrics on time and dollar delivery. But end of the day, they all wanted to see a one page dashboard with visibility all the way down the line. So right now we are using a tool that actually integrates with our Google calendar and allows us to kind of tag each meeting that everyone has with an Oscar. And that month we can see how much time was spent across the organization and on the on the specific. Okay. So it kind of provides that visibility to Head Start, right?
Greg Alexander [00:11:04] Yeah, very cool. Any other, you know, tools that you all leveraged or, you know, quick hacks that people might take advantage of when you got going on this?
Jason Mills [00:11:15] And we’re we’re piloting a couple of different things, like from the iOS standpoint. There’s there’s a couple different tools that just manage that whole process. So it’s like we’re using 90 right now, which is something that we’re that we’re trying out, which is a good.
Greg Alexander [00:11:33] Thing about like learning tools around OKRs. Were there any books that you read, any videos you watched, anything like that that you can recall that jump to mind that were particularly helpful?
Jason Mills [00:11:43] Yeah, there were some there’s a lot of great information on some websites. Definitely read the book Traction, which was a good one on iOS, trying to think of some other ones that come to mind, but those are kind of amazing.
Greg Alexander [00:11:57] Okay, Got it. And then my last question before we wrap up is, you know, the implementation of OKRs. Is there one person who kind of owns the the whole thing or is it distributed? You know, who’s in charge on it?
Jason Mills [00:12:11] Yeah. So the for us we have the our chief of staff and she owns the process, kind of like owns the master spreadsheet. And then we have the department leads that kind of like manage the okay for each department, everything kind of rolls up, and that’s kind of a bogey structure.
Greg Alexander [00:12:28] Got it. Very good. Okay, Well, so for the listeners that are members, let me draw your attention to making sure you accept the meeting invite that will come out here shortly with Jason Mill’s name on it from tribal school. And if you attend that member only private Q&A session on Friday, which is when we have a role model sessions, you can double click on any of these items and ask your questions directly of Jason. So I encourage you to do that. If you’re not a member and you think you might want to consider it, go to collective 54 dot com. You can fill out a form and one of our reps will get in contact with you. And if you want to read about other things that we do or the topics we cover. In addition to this, I pointed towards the book The Boutique How to Start the Scale and Sell a professional services firm in a video is your thing on YouTube. We have a channel called Profiting in Professional Services and you can see some videos on that. But Jason, I appreciate you accepting my invitation when I reached out to you and sharing your journey so far. And congratulations on the progress that you’ve made and we learned a lot from you today. So thanks for being here.
Jason Mills [00:13:35] Great. Thank you, Greg.
Greg Alexander [00:13:36] All right. Okay. And for the rest of us, you know, I wish you the best of luck as you try to grow, scale and exit your firm in the future. We’ll talk to you on the next episode.