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tability.ioWhat are Competencies OKRs?
The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.
Writing good OKRs can be hard, especially if it's your first time doing it. You'll need to center the focus of your plans around outcomes instead of projects.
We have curated a selection of OKR examples specifically for Competencies to assist you. Feel free to explore the templates below for inspiration in setting your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
Competencies OKRs examples
You will find in the next section many different Competencies Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).
Hope you'll find this helpful!
OKRs to achieve 80% proficiency in top 5 key business competencies
ObjectiveAchieve 80% proficiency in top 5 key business competencies
KREnroll and complete advanced training in two key competencies within this quarter
Complete training and achieve certification- Enroll in the competency-based training programs
- Identify two key competencies for advanced training
- KRIncrease team competency scores by 15% across all top five business areas
- Evaluate and revise current professional development courses
- Introduce a mentorship program to foster skills growth
- Implement weekly training sessions for each business area
- KRSuccessfully implement learned strategies from competency training in three projects
- Identify three upcoming projects for strategy implementation
- Apply learned strategies to each project planning process
- Review outcomes, refine strategies and note improvements
OKRs to boost employees' mastery in top five key competencies
- ObjectiveBoost employees' mastery in top five key competencies
- KREnsure 30% of employees progressively apply learnt competencies in their roles
- Provide constructive feedback and improvement plans
- Establish a tracking system for measuring competency application
- Develop continuous learning programs and hands-on training
- KRProvide professional training to 60% of the workforce on key competencies
- Identify the key competencies required for the workforce
- Source providers for professional training in these areas
- Schedule training sessions for selected workforce members
- KRAchieve competency proficiency of 40% of trained staff in assessment tests
- Implement online assessment tests to measure proficiency
- Initiate regular training sessions to develop staff skills
- Regularly analyze test results to identify areas of improvement
OKRs to enhance skills and competencies as a Scrum Master and Agile coach
- ObjectiveEnhance skills and competencies as a Scrum Master and Agile coach
- KRCoach and uplift two junior team members to Scrum Master level
- Provide constructive feedback regularly on their Scrum project performance
- Offer regular, hands-on Scrum training sessions for junior team members
- Assign realistic Scrum leadership roles to build confidence
- KRLead a scrum team to deliver two successful sprint projects
- Outline expectations and define success for both sprint projects
- Provide feedback and celebrate team successes regularly
- Monitor progress and troubleshoot roadblocks daily
- KRComplete an advanced certification course in Agile methodologies
- Enroll in chosen course and purchase necessary materials
- Study and complete certification exam
- Identify appropriate advanced Agile certification course
OKRs to enhance the competencies of the clinical application team through targeted training
- ObjectiveEnhance the competencies of the clinical application team through targeted training
- KRAchieve at least 90% team member certification in the new training curriculum
- Offer support and resources needed to complete the curriculum
- Monitor and evaluate each team member's progress regularly
- Establish a mandatory schedule for crew to attend training sessions
- KREstablish a comprehensive training program addressing identified skills gaps
- Implement regular training sessions for employees
- Develop curriculum tailored to address identified gaps
- Identify key skills gaps within your organization
- KRConduct a skills gap analysis for every team member by mid-quarter
- Compare current skills to required skills
- Identify the required skills for each team member's role
- Assess each member's current skill level
OKRs to establish a new vertically integrated business line
- ObjectiveEstablish a new vertically integrated business line
- KRLaunch a pilot project using this business line, achieving 20% ROI
- Develop a comprehensive business strategy to ensure 20% ROI
- Identify a suitable project for implementing the new business line
- Execute the pilot project using the developed strategy
- KRCreate a business plan incorporating these competencies by the quarter's end
- Draft a business plan incorporating the identified competencies
- Identify and list the specific competencies required for the business plan
- Refine and finalize the business plan for presentation
- KRIdentify and define 3 core competencies relevant to the new business line
- Set clear definitions for each identified core competency
- Research core competencies critical for success in the new business line
- Establish relevancy of each competency to the new business
How to write your own Competencies OKRs
1. Get tailored OKRs with an AI
You'll find some examples below, but it's likely that you have very specific needs that won't be covered.
You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.
- 1. Go to Tability's plan editor
- 2. Click on the "Generate goals using AI" button
- 3. Use natural language to describe your goals
Tability will then use your prompt to generate a fully editable OKR template.
Watch the video below to see it in action 👇
Option 2. Optimise existing OKRs with Tability Feedback tool
If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.
- 1. Go to Tability's plan editor
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on "Generate analysis"
Tability's Strategy Map makes it easy to see all your org's OKRsTability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.
You can then decide to accept the suggestions or dismiss them if you don't agree.
Option 3. Use the free OKR generator
If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.
Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.
Competencies OKR best practices
Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.
Here are a couple of best practices extracted from our OKR implementation guide 👇
Tip #1: Limit the number of key results
The #1 role of OKRs is to help you and your team focus on what really matters. Business-as-usual activities will still be happening, but you do not need to track your entire roadmap in the OKRs.
We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.
Tip #2: Commit to weekly OKR check-ins
Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to get the full value of your OKRs and make your strategy agile – otherwise this is nothing more than a reporting exercise.
Being able to see trends for your key results will also keep yourself honest.
Tip #3: No more than 2 yellow statuses in a row
Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.
As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.
Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.
How to track your Competencies OKRs
OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full benefits from the framework. Reviewing progress periodically has several advantages:
- It brings the goals back to the top of the mind
- It will highlight poorly set OKRs
- It will surface execution risks
- It improves transparency and accountability
Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.
If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.
More Competencies OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to establish a high-performing IT team
- OKRs to enhance testing effectiveness
- OKRs to ensure successful completion of the OJT checklist
- OKRs to boost candidate engagement in Tech and Construction sectors
- OKRs to improve software system design and logging framework expertise
- OKRs to foster a continuous learning and growth culture in our team