We write here a lot about the concepts behind Khorus—execution, alignment, engagement, culture, talent, etc.
But today, we want to give you an up-close look at Khorus itself, and how a typical CEO uses Khorus week to week to run his or her business. In How I Use Khorus, you'll see 10 ways that our own chief executive, Joel Trammell, leverages the various functions of Khorus to keep our team unified, aligned, and working toward a shared vision of the future.
In successful organizations, employees are held to high standards. They understand how their individual jobs lead to the organization's success. This motivates them to attain their goals. How do their leaders achieve this? It's all about setting the right metrics.
Leaders create high-performance cultures by linking all goals to metrics that help predict business success. Then they measure performance regularly. Here are the five characteristics of an ideal metric and how to apply them.
What does a truly well-run company look like? How does it operate? What do its leaders do differently from those at less-effective companies?
Our latest ebook, Level 5: A New Vision of the Well-Run Organization answers those questions. Inside, you'll find a fresh way to think about organizational success, along with actionable advice to take your company closer to Level 5—a place where the vision is clear, the team is aligned, and performance is predictable.
Getting the right people on the bus is one of the most important responsibilities of a leader. More than anything else, hiring the best talent gives an organization a competitive advantage. This is why CEOs should own recruiting, participate in hiring as much as possible, and ensure everyone understands how to identify the best candidates for the company.
As a CEO who has interviewed thousands of candidates over the years, here are the five traits I believe you should look for in every candidate:
If you're into goals, you're probably familiar with objectives and key results (OKRs), the goal-setting framework that originated at Intel, thrived at Google, and is now enjoying new popularity, especially in Silicon Valley.
High-performing teams use OKRs because of the focus and clarity they bring to the workplace. They reveal what a team wants to accomplish (its objectives) and how, specifically, the team will know when it has accomplished them (2–3 key results tied to each objective). OKRs can also be established up and down a whole organization, increasing alignment and allowing everyone to see how they contribute to big-picture priorities.
