Objectiveli » Subobjectives

Objectiveli Release Notes (Beta 2.05) 7/25/2012

Ritu — Wed, 25 Jul 2012 23:59:48 +0000

We are very happy releasing Beta 2.05, we have accomplished most of the things that we promised.

Streamlined Signup process: Eliminated the need of typing the password twice and added time-zones. In the early release there was an issue of the time-zone not sticking, we have fixed that.

Cascading Objectives: You can create any number of cascading objectives under a main objective. We would not recommend to do more than 1 level. Cascading objectives is a great way of breaking higher level objectives to smaller objectives and assigning it to team members. This way you can cascade the vision down stream, and can consolidate the outcome upstream, giving all the members of the heirarchy visibility to the goals, and the outcomes.

Assigning Objectives: The mechanics of assigning someone an objective, establishing a frequency of updates ahead of time (sending reminders till its updated) is in production. This is an area which we will be constantly at work, coming soon will be establishing units of specific measurable results, instead of just text. This would then tie into the update process, all you have to do is to update the measurement for a particular unit. We will also establish a language for communication common update terms, we only have one #risk, which turns the “updates” red.

Introducing Hierarchy and List Views: We really like the Map view, as it gives spatially the priority of the Goals and Objectives, however given the complexity of large organizations we think that Hierarchy and List view would be really valuable for sorting, searching and eventually re-assigning.

Introducing Filters: This is another feature we think would be valuable when you have a mass of Goals and Objectives, to filter out for example all where you are observing Objectives, so you can focus on the ones that you created or assigned to.

User Interface: It till always will be work in progress, we know that certain parts of the navigation does not make sense, we are using the Breadcrumbs as a navigation system, we are looking for ways to streamline it more. We will learn more from feedback from you. Please do not hesitate to post feedback on the widget on the extreme right side, or please feel free to email us at ritu@objectiveli.com.

Next Release1. Attachments
2. Refined groups for invitation to share Objectiveli
3. Search

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Objectiveli Release Notes (Beta 1.07) 7/11/2012

Ritu — Wed, 11 Jul 2012 19:16:48 +0000

Beta 2.05 available end of July will have the following features, which are not available in the current release Beta 1.07

(1) Attach documents
(2) Create Subobjectives
(3) The mechanics of assigning Objectives to another, and establish frequency of reporting, reminder system to send update
(4) Hierarchy and List view
(5)Concept of being invited to groups
(6) Refined preferences of updates sent via emails
(7) Filters based on Created by you, Assigned to you and Observer

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Best practices and supporting systems to achieve objectives

Ritu — Sat, 07 Jul 2012 02:19:29 +0000

In order to achieve objectives, there are some characteristics of best practices and supporting systems. You want objective setting that:

1. Cascades objectives (strategic alignment)

Ideally the people in your organization should have easy ways to set objectives up that are designed to contribute directly to higher order objectives set by the management structure above them.

2. Encourages collaboration (strategic alignment and motivation)

Getting people to understand not only their own objectives, but other people’s objectives and how they interrelate can only help people to better align their efforts with everyone – not just with their managers, but with their peers and any people they manage. People learn and invent best through a combination of solo work and collaboration. So don’t let objectives be just un-shared lists of things between a manager and an employee.

3. Promotes a state of flow (motivation)

Define challenges, remove anxiety, and get people into a focused state where achieving the objectives is self-rewarding, time disappears and they are focused on doing it well.

4. Encourages autonomy, mastery and purpose (motivation)

People work better when they’re bought are enthusiastic about their work. Allow them to understand the craft of their job and how to aim to master it. Help them understand their purpose via the company objectives, and collaborate with them on their own objectives in a way that really helps them have ownership in the ideas and a sense of autonomy.

5. Re-evaluates the priority of objectives frequently (strategic alignment)

I think that people frequently make the mistake of setting objectives and then leaving them in place until they’re either done or it’s the end of the year. This isn’t nearly frequent enough. Things changes. Think about reviewing objectives in a more agile fashion. How about every two weeks? Once a month? If you find that longer term objectives tend to not get met in your organization but there are always “good reasons” for that because something else came up that everyone agreed was more important, then it might be that the right actions are happening in spite of your objective setting rather than because of it. Making your business better is an empirical process. It’s research and development in essence, not manufacturing. Do what seems right, evaluate the results, choose what to do from there. Do it frequently enough that you are really steering your organization, not lashing the steering wheel into place and hoping for no ice bergs.

Reference Kevin Coe on Quora

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Guidelines for Writing Objectives

Ritu — Sat, 07 Jul 2012 02:11:14 +0000

Your commitment to action is necessary for the formulation of objectives. Your objective should begin with “To” and followed by an action verb—something that can be done by a person. Any particular objective is achieved as a result of action.
An objective should specify a single key result so the main focus isn’t lost in translation. Make sure the key result is clear so that the objective is understood and achieved.
Specify the target deadline. If a target date is easily identifiable, the objective will be achieved more thoroughly, and on time.
The objective should be measurable. If it is, the progress will be easily accessible and verifiable. If the reasoning behind the objective is explained, it will be much easier for managers to understand their progress as well.
All individual or subobjectives should be related to the main objectives of the organization. This will create unity and help accomplish all objectives at hand.
If the objective is understandable, then it will be easily achieved. All parties involved in its progress should be able to understand the tasks at hand. Specificity helps.
Objectives should be constructed with the tools and resources available within the organization in mind; tools and resources within an organization should always be available to achieve an objective.
Communication is key. Objectives should be understood and accepted by both the superior and subordinate parties. This helps to achieve the objective, but also includes both parties in a motivating way.

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