What is an indicator?

Why measure ?

If you measure, you understand reality.

If you understand reality, you can improve !

Measurement is a source of improvement

Objective of an indicator

An indicator must lead to action(s)

So it has to make the problems (gaps) visible

Only visible metrics show teammates how they are performing

and what needs to be done to improve in order to better satisfy the customer

The magic formula of the indicators

1 indicator = 1 target (trajectory) = 1 calculation way = 1 referent = 1 routine for debriefing

The different types of indicators

The challenge is to have indicators that allow us to act.

It is necessary to distinguish 3 types of indicators:

The final indicators

(or impact indicators): they measure the impact of what we do. Their frequency of review is proportional to our ability to act on the result.

The instrumental indicators

(or process indicators): they measure whether we are actually doing what we are supposed to do. Their frequency review is daily or weekly.

The autonomy indicators

they concern the autonomy level to do a task.

The responsibility of the leader in the building of dashboards

To perform, the leader must understand what is at stake in its perimeter.
The management of process indicators shows the leader's interest in how the team creates value.

By following process indicators, leader will :

show interest in what is being really done by the teams
understand the interest of standards
identify the problems that prevent performance
understand the importance of training collaborators in problem solving.
build a working environment of mutual trust

The specific case of OKRs

OKR was originally designed at Intel in the mid-1980s. In the following decade, it spread to Silicon Valley, being adopted by several companies, such as Google, where it took the company from its base with less than 50 employees, to almost 100,000 nowadays