Before We Begin

Welcome to our first meeting of 2019 and the first weekly meeting that we are publishing on Great.com. Before we dive into this week’s call, we first want to express how excited we are about the opportunity to share the inner workings of our organization.

Transparency is one of the core principles of Great, and we intend to provide a behind-the-scenes look through a variety of raw and honest content. We’ll be publishing our weekly video calls, podcasts, and other videos and posts that share how we operate Great.

We encourage you to watch the video meeting in its entirety — but, if you want an abridged look at what we covered you can find it below the video.

Call Overview

Leader: Erik Bergman

Participants: Angelica Isaksson, Spirit Rosenberg, Emil Ekvardt, Derek Miller, Fredrik Brannlund

Topic/Theme: Developing goals (OKRs) and deadlines for Great this year.

Individual Roles

We started with a quick introduction and outlined how we currently see the team roles playing out.

Angelica: In charge of making things happen.

Spirit: Keeping the team organized and on track.

Emil: Become an expert on charities.

Derek: Create a lot of beautiful content.

Fredrik: Editing videos, podcasts, and finding ways to use technology to support Great.

Erik: The founder — the face of Great.

OKRs and the Future of Great

Walk Before We Run

We are in a very unique time for Great. We have the end goal of running a business that donates 100 percent of the profits to charity and the mission of “doing the most good.” However, we do not have defined steps to get there, yet.

Erik discussed his vision of setting short-term goals for the next three-six months with the idea that we must walk before we can run. He went on to say that the immediate focus will be creating and publishing Great-centric content on the website.

Let’s Talk About Goal Setting

The bulk of this call is centered on goal setting and prefacing OKRs (Objectives and Key Results — a goal setting system). We had previously tried setting OKRs in 2018, but we were unable to get much momentum for the exercise. Emil states that he believed one of the main reasons OKRs failed originally was that we did not make a point to follow-up regularly — a sentiment shared by the rest of the team members.

Derek shared his thoughts that when working on our OKRs, we should try to align our individual goals with the over-arching goals of the organization. Because we have yet to define OKRs for Great, this would make it difficult for each team member to set goals that were consistent with the organizational objectives.

Accountability is Key

An underlining theme throughout the call was the need for accountability — as it related to OKRs and for specific projects. For instance, we decided during the discussion to start publishing our weekly video calls. However, at the time of that decision, we did not clearly define the steps required or the person responsible for each step. At the closing of the call, we circled back and resolved this.

Accountability is a huge component of achieving goals — especially with group projects. As a remote organization, it is sometimes difficult to make sure everyone accomplishes their part of a larger project. This was likely the reason we struggled to keep up with OKRs originally. As a result, we decided to give Angelica the responsibility of pushing these projects forward. She knows how to make things happen and now has full reign to call us out when we are missing deadlines and goals.

Takeaways

Goal setting is important for organizations and individuals. Creating organizational goals do not always have to be long-term projects. In fact, start by working on an easier project and setting incremental goals to accomplish the objective. Not only will you feel accomplished for finishing the project, but you can put the foundation in place for long-term, more complex goals.

For instance, our goal was to publish this blog post before the next weekly video call. We assigned ownership, deadlines, and individual goals for each step. We then utilized our communication and management tools (Slack and Trello) to streamline and track the progress. Lastly, we accomplished the goal and completed the project. Now that we’ve laid the framework, we can start building off it for future projects and goals.

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