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3 OKR examples for Competency Development Manager

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What are Competency Development Manager 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 Competency Development Manager 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.

The best tools for writing perfect Competency Development Manager OKRs

Here are 2 tools that can help you draft your OKRs in no time.

Tability AI: to generate OKRs based on a prompt

Tability AI allows you to describe your goals in a prompt, and generate a fully editable OKR template in seconds.

Watch the video below to see it in action 👇

Tability Feedback: to improve existing OKRs

You can use Tability's AI feedback to improve your OKRs if you already have existing goals.

AI feedback for OKRs in Tability

Tability 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.

Competency Development Manager OKRs examples

You will find in the next section many different Competency Development Manager 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 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
  • TaskProvide constructive feedback and improvement plans
  • TaskEstablish a tracking system for measuring competency application
  • TaskDevelop continuous learning programs and hands-on training
  • KRProvide professional training to 60% of the workforce on key competencies
  • TaskIdentify the key competencies required for the workforce
  • TaskSource providers for professional training in these areas
  • TaskSchedule training sessions for selected workforce members
  • KRAchieve competency proficiency of 40% of trained staff in assessment tests
  • TaskImplement online assessment tests to measure proficiency
  • TaskInitiate regular training sessions to develop staff skills
  • TaskRegularly analyze test results to identify areas of improvement

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
  • TaskComplete training and achieve certification
  • TaskEnroll in the competency-based training programs
  • TaskIdentify two key competencies for advanced training
  • KRIncrease team competency scores by 15% across all top five business areas
  • TaskEvaluate and revise current professional development courses
  • TaskIntroduce a mentorship program to foster skills growth
  • TaskImplement weekly training sessions for each business area
  • KRSuccessfully implement learned strategies from competency training in three projects
  • TaskIdentify three upcoming projects for strategy implementation
  • TaskApply learned strategies to each project planning process
  • TaskReview outcomes, refine strategies and note improvements

OKRs to establish an effective succession pipeline

  • ObjectiveEstablish an effective succession pipeline
  • KRIdentify and classify 15 potential successors for key roles by evaluating their competencies
  • TaskEvaluate competency levels of 15 potential successors
  • TaskClassify identified successors based on competencies
  • TaskIdentify key roles within the organization needing succession
  • KRCreate a tracking system to monitor the progress of each potential successor monthly
  • TaskDevelop a detailed profile for each potential successor
  • TaskImplement regular progress reviews for each successor
  • TaskDesign a system to monitor successor progression
  • KRImplement a training program for 70% of identified successors to bridge skill gaps
  • TaskDesign a training program addressing these gaps
  • TaskEnroll 70% of successors in the program
  • TaskIdentify key skills gaps in identified successors

Competency Development Manager 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.

Save hours with automated OKR dashboards

AI feedback for OKRs in Tability

Your quarterly OKRs should be tracked weekly if you want to get all the benefits of the OKRs framework. Reviewing progress periodically has several advantages:

Spreadsheets are enough to get started. Then, once you need to scale you can use Tability to save time with automated OKR dashboards, data connectors, and actionable insights.

How to get Tability dashboards:

That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.

More Competency Development Manager OKR templates

We have more templates to help you draft your team goals and OKRs.

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