Goal Setting Internal Comms Goals Internal Communication OKRs Objective Setting Objectives and Key Results OKR

How do I write my Internal Communication OKRs?

Arkan, the internal communicator is in a fix. He is expected to write up his goals for the year and the deadline is fast approaching. He doesn’t know where to start because he has just been hired and he has limited visibility on all that’s happening across the business. Not that it has been an easy ride. Stakeholders, in a culture of information hoarding and obfuscation, are making life hard for Arkan.

He decides to reach out to his coach and ask for guidance. Here is how the conversation goes. Share your thoughts on how Arkan can rethink his approach to writing his internal communication OKRs and also re-establish how the function can be best perceived.

Arkan: “Hello, Milan! So good to see you again”

Milan: “Hey there Arkan, it has indeed been a while. How can I be of help?”

Arkan: “You probably know, I recently joined Onward and I am at the stage where everyone is expected to write up their goals for the year. I am quite stuck”.

Milan: “Ah, that objective-setting time isn’t always easy or fun! But it should be right?”

Arkan: “Yes, it should be but I am facing a few obstacles. My global leader expects me to first write it and then it will fold under her broader goals. To me, that feels like putting the cart before the horse? While, she has sent over broader company goals, they are way to distant for me to align my objectives. Also, if I don’t have mine in place, how can I ask for help with people in other markets in Asia where my remit extends?”

Milan: “That’s tough. How about your local stakeholders? Have you checked their goals for the year? Maybe, you can align to theirs?”

Arkan: “I did explore that. However, they haven’t been very forthcoming. Quite strange because I want to help them but they don’t seem to want me to do that!”

Milan: “Yup, it does sound odd. Have you asked why they don’t want to share?”

Arkan: “I have and they say it is only related to their function and doesn’t quite concern me! I did ask them about attrition rates and other measures for employer branding and keep drawing a blank. Having studied the company and talked to people informally, I do know they are struggling with retaining top talent and there has been an exodus of senior leaders, which to me are goals to work towards. Only, if they want me to!”

Milan: “So, how do their plans align?”

Arkan: “They align to their global counterparts and don’t apply local goals, which to me is odd considering the impact has to be local before it can become global”

Milan: “Very true. Have you considered reframing your OKRs based on the situation you are in and providing context on why your goals have limitations based on inputs you are gathering?”

Arkan: “How will that work?”

Milan: “Maybe, you do what is viable within your remit till you get ‘full’ information and support and access. Otherwise, there is very little you have control over, right?”

Arkan: “Hmm…it is confusing. I don’t know where to start. Am I truly giving my best when my OKRs aren’t clear to me?”

Milan: “That’s a tough one. I think I am stumped as much as you are.”

Arkan and Milan decide to catch-up later because they aren’t makin much headway.

  • What you think Arkan can do? How can he still write up his OKRs and yet be direct and transparent about how he arrived at them?
  • What factors must be consider while framing them up?
  • Have you faced such situations when you don’t get sufficient direction or inputs to set goals? What has been your approach?

Share your thoughts here.

#goalsetting #ICgoals #internalcomms #IC #howtocreategoals #stakeholder #engagement #leadership #objectives #OKRs

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