Book Reviews

• Dare Obasanjo

  OKRs need to be owned by individuals or specific teams to ensure accountability. For speculative stuff, first target should be a ship deadline then afterwards revenue or usage goals. https://t.co/D6EE1LuWmOLink to Tweet

• Max Ogles

  @JoshDance I realize this isn’t what you asked for but: https://t.co/u2EyI3bFhALink to Tweet

• Steve Schlafman

  @spakhm @johndoerr @intel @kleinerperkins The book 'Measure What Matters'Link to Tweet

• Marty Cagan

  I just finished reading Measure What Matters. Felipe's review is fair - roughly half the examples of key results are lists of activities rather than business results. However, there are other big benefits of OKR's, and the book does a good job overall - worth reading. https://t.co/xipngZy0IsLink to Tweet

• Elad Gil

  @Jyannos It is in this book: https://t.co/08jJXRXyePLink to Tweet

• Jeff Morris Jr.

  I read "Measure What Matters" by @johndoerr today. My notes: 1. OKRs should be transparent. 92% of employees are more motivated to hit goals if teammates see their progress. 2. The most powerful OKRs stem from outside the C-suite. 3. Annual performance reviews are not enough.Link to Tweet