Organizational Change / Development

Your organization’s greatest strategic assets may be hiding in plain sight, particularly among neurodivergent team members whose thinking styles (and workplace performance) don’t fit conventional models. This session improves your ability to successfully leverage cognitively-mixed workplaces that include neurodivergent and neurotypical employees, and shares a simple, accessible model for No-BS OKRs that helps bridge the gap between the information and expectation clarity needs of your diverse team. You’ll learn how to implement OKR processes that center the truth (not bias, power, or privilege) and create environments where all team members can express their natural strategic abilities. The result? Truly self-driven teams where everyone contributes their unique strategic change potential.

Methodologies for goal-setting including OKRs are so deeply ingrained in our corporate culture and taken as gospel that we don’t question if they need to be improved. Any criticism of OKRs is often considered heresy.

In this thought-provoking talk by the author of Radical Product Thinking: The New Mindset for Innovating Smarter, you’ll learn to recognize patterns of how OKRs might be leading you astray and the dangers of setting targets. But without targets, will you and your team be as ambitious, driven, or motivated in what you’re trying to achieve? Spoiler alert: Yes, yes, and yes! You’ll learn about OHLs (Objectives, Hypotheses and Learnings), a powerful alternative to goal-setting: a framework so you can measure what matters, encourage experimentation and curiosity to drive better results, and ultimately help every team member take ownership of making progress toward your shared vision.