Often we are in a situation that we have to think about our growth and OKRs to set for becoming better at what we do. This is usually a challenge and often results in objectives that are not actionable or do not connect directly to what we need. Such objectives result in a never-have-time-to-get-done type of OKRs and lead to dissatisfaction and pushing a way any process or thought related to that.

How can we do better at identifying what we want from our future and what skills we will need?

This is a write-up aiming at sharing a working approach for facilitating the creation of a solid idea of what one might need to become better at what they do and connecting it to the context of the company.

Initially, I thought that this will be a good tool for the engineering leaders but after some thinking this is an approach that everyone can apply when they are challenged with the question of what they want to improve and achieve their professional dream. Or simply helping someone else.

The approach consists of three steps and it is written from the perspective of a person who is helping someone else to refine their growth inspiration and growth objectives. This approach can be also applied in the form of a self-facilitation when the same person is playing the facilitator and the participant.

Start with a story

Imagine you have to help one of your people to prepare a 6-months growth plan (OKRs) written ([OKRs] Ensuring solid career growth). Start with asking the person to tell you a story who they want to be in 6 months or how they want to improve in 6 months. You can even be bold enough and ask the person how they want to be seen by the team in 6 months. Listen carefully and present the environment the person will be in 6-12 months based on our company strategy and OKRs.

In other words, use a storytelling approach to paint a picture of

• how the team will look like
• what new people
• what new products will be there
• what it means for our scale operationally and as a team
• how the role of engineer will evolve
• what means to be a more senior engineer (higher level in the ladder) and how a day of such engineer will look like

Why a story? More often than not, most people will draft OKRs that are either the most apparent based on what they know about the current objectives of the team or those that are first coming to mind. Those will often be disconnected from what the person needs to become ready for the challenges in 12 months from now. The thing is that the first draft will be not accurately reflecting the what the person really wants or needs. Hence, by hearing the story and asking clarifying open questions, you are able to learn much more of what the person ambition for growth is and you can help them refine their OKRs

Do’s

• Take notes of the story using as much as possible of the words used by the person. Share the notes at the end of the meeting.
• Ask clarifying open questions to better understand the underlying inspirations.
• Repeat important parts of the story with your own words to confirm your understanding.

Don’ts