In work, your place can always be filled. But no one can fill your place at home. Give the job your meaningful contribution, but don’t spend all your time on it. Work efficiently, not excessively. I’ve complained that for years. Once I realized that these are my problems, not the company’s, the management’s or the team’s problems, that’s when I started managing my life.” – DM While working with targeting protocols, we perform one-to-one coaching with many employees and managers. The thing we hear most is “complaining about how busy the work is”. When we hear a complaint, we immediately ask; s ..read more

Life balance and work integration with OKR and Myliba is a future work place idea! Because, being unemployed was once considered a serious trauma. But, these days there are professionals who easily quit their job to try something different, develop a new skill, or go after their aspirations. So, is it possible to find a job where we both realize our wishes and dreams and work with pleasure and work for a long time? This is a life balance and work integration issue! Many studies say that young people don’t quite believe it. Those who believe that their dream and desired job will be achieved eit ..read more

Performance Appraisal is Dead! So, if performance appraisals is dead, what do we do instead? We replaced performance appraisal with self-assessment, interlinked goals, transparent progress and continuous dialogue. This means the transformation of culture. So learning the collaborative interconnected goal setting protocol isn’t enough. You have to change the culture and structure accordingly. Our biggest mistake is still believing that we can subjectively determine who on the team contributes more to the goal. It is safer and more effective to make the contrib ..read more

Cooperation is crucially important and is part of the satisfaction in business life. But if collaboration is starting to push your limits, you find yourself in an enslaved position. Do not take responsibility for others. Understanding your situation is a little easier if you are in an organization where responsibilities are clearly defined. On the other hand, if there are no clear definitions, you need to tread with care. Taking Responsibility So, how do we know whether the situation we are in is mutual aid or enslavement? You can tell whether or not helping your colleague impro ..read more

Are you one of those people who becomes a little anxious when it comes to feedback? In this article, we will try to change your perspective a little, both as a giver and a receiver.When have you use the last time Continuous and Meaningful Feedback! Feedback is a listening system. John Doerr First of all, it is necessary to realize that feedback is a “gift”. Meaningful feedback, or as it is called development-oriented, is a gift in essence. It should be presented as a gift and accepted as a gift. For something to be a gift, it must have value and be meaningful for the recipient. The giv ..read more

Have you spoken to a valuable team member on a one-to-one basis in the last 6 months? Have you spoken with a sentence or two that will add value to them, improve them, and highlight their strengths? When have you use the last time Continuous one-on-one Meetings! The answer to this question becomes even more important if you working remotely. Continuous one-to-one meetings are a highly effective method based on continuous dialogue between the employee and the manager with the purpose of establishing  a mutual bond, increasing their contribution, accelerating development and reinforcing le ..read more

CFRs are the magic wand in the agile transformation. They require the effective use of 3 skills which enable the cultural transformation, and consist of the initials of the words Conversations, Feedback, and Recognition. Over the last few years, OKRs (Objective and Key Results) have been much talked about and promoted as a simple-to-learn targeting and corporate performance management system. Almost every article emphasizes that the culture must be appropriate to foster success. The CFRs which create this culture of success, together with the OKRs which enable the transformation are listed bel ..read more

A Two-Minute Crash Course Into What OKR Are! OKRs date back to Peter Drucker’s MBOs. With his psychology and sociology studies at Intel, Andrew Grove transformed Peter Drucker’s MBO method to create OKRs. Transferring the model to John Doerr, who started out as an intern, and John Doerr’s transfer of OKRs as a system in many companies, it has become the formula for success. In his book, “Measure What Matters”, John Doerr cites the time when he purchased a 12% stake in Google for $11.8 million, citing, “I took my biggest gamble. I was committed to doing my best to help the company succeed fin ..read more

When you examine great achievements, you find the same characteristics in the goal that was set at the beginning. They are goals that are ambitious, exciting and connect with people. The most important element in the formula of the goal is the story of the goal and how it touches our emotions. In his theory, University of Maryland Psychology Professor Edwin Locke discussed two important elements of the goal which increase performance and add motivation to achieving it. The goal should be ambitious and challenging. Unambitious goals do not increase performance. Second, the target must be clearl ..read more

Happiness requires a balanced life first! As the requirements of “continuous change”, the number of things we need to learn in order to keep up-to-date grows, as our roles differ, as responsibilities increase, as business and personal life goals come together and confusion grows, do the things that seem like an avalanche headed towards you intimidate you? What do you do for the effective management of your time and goals, the management of time and priorities – in other words, the “My Life Balance Model”, which, in Covey’s words, is necessary for the first three personal achievements on ..read more