Before We Begin

This is our second installment of Great Weekly Calls — the first one already has over 600 minutes of watch time on YouTube!

In addition to publishing last week’s video call, we have published other videos, podcasts, blog posts, and we even started a Facebook Group (Share Ideas: Rethink Work, Build Great Organizations).

We’re incredibly pleased with the response we’re receiving from others about our “Great Transparency” approach. We are still finding our way as an organization, but it’s exciting to see how interested others are in our journey and how much they want to help.

We’d love for you to watch the video meeting in its entirety — but, if you want the highlights, you can find the notes below.

Call Overview

Leader: Erik Bergman

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

Topic/Theme: Organizational OKRs for 2019 and Individual OKRs for Q1

The First Stop on Our Rock Star Tour

Erik started the call with a really interesting analogy of how he feels like a rock star and how Great is the semblance of what it takes for him to succeed as a rock star. He goes on to elaborate.

A rock star can’t simply go out and perform a show on their own — it takes a lot of other people working behind the scenes to make the show successful. You need someone promoting the show and using marketing material to attract an audience. You need people helping the rock star perfect their craft — whether they’re helping to write song lyrics or coach the vocals. You need someone focusing on the technical aspects of the show like the audio and visuals. Finally, you need someone managing all of these moving parts and handling the logistics.

Only when these separate pieces work together in harmony can you have a rock star — and, if Erik is definitely feeling like a rock star. The entire team at Great is working hard to keep this rock star tour going, and we’re bringing more fans onboard along the way!

Organizational and Individual OKRs

This entire call was centered on our organizational OKRs and the individual OKRs of our team members for Q1 of 2019. OKR stands for Objectives and Key Results, and it’s a goal setting system that aims to help people and companies set clear goals with measurable results.

As it relates to Great, our long-term goals are centered around three key objectives:

  • Grow our reach and build a following.
  • Put the foundation in place to start building our commercial component.
  • Donate one million euros strategically.

While those are long-term goals, it’s important to set short-term OKRs, too. We’ll break down our organizational and individual OKRs quarterly — with Q1 being hyper-focused on content.

Content is Key

Our Q1 organizational goals were created with one thing in mind: create and share as much valuable content as possible. This is a theme echoed throughout many of the individual OKRs. For instance, Emil wants to write 24 blog posts for Great, and Spirit wants to focus on improving our content quality by working with Erik (and Emil) on Erik’s podcast and public speaking skills.

We’re still learning what we want to say as an organization and how we want to say it — be it podcasts, videos, copy, etc. Therefore, by focusing on creating and sharing content in Q1, we hope to come out of the quarter with a better understanding of:

  • Who our target audience is.
  • Where we should focus on sharing content.
  • What types of content yield the most engagement.
  • What our brand voice looks like.

Moving It Offsite is a powerful domain, and we have big aspirations for turning the website into an authoritative powerhouse in many different ways. However, that’s a long-term goal. Right now, we want to explore other platforms and ways to generate buzz offsite.

Derek and Erik have the goal of publishing articles/getting links from 12 other publishers. Fredrik wants to grow our YouTube channel and podcast downloads. Angelica also wants to find and schedule podcast interviews for Erik as one of her goals this quarter.

While growing is a core goal of our organization, we see the value of growing our footprint on other platforms, too.

Getting Social

In line with the focus on offsite efforts, Derek made a note to try focusing on starting a Facebook Group in Q1. While we don’t dive too far into this on the call, it’s important to explain some activities that happened afterward.

Following the weekly call, there was further discussion about the benefits of Facebook Groups — especially for growing an active community for Great. Erik scheduled a call with two Facebook Group experts a few days later where he picked their brain about how to grow and manage an engaged group on Facebook. (Here’s the mind map from those calls)

Following those conversations, we spoke further about the best way to move forward with starting our first Facebook Group. Did we want it to be about charities? Did we want to focus on personal/professional growth? We had a tough time deciding what topics were most relevant to us at this time.

Finally, on a whim, Erik came up with the idea of starting a Facebook Group to share innovative ideas about organizational culture, remote work, productivity, and other topics that we’re currently working through ourselves. The Facebook Group is called Share Ideas: Rethink Work, Build Great Organizations.

The most exciting part about all of this is how quickly the group has taken form. Erik posted about it Wednesday morning, and within a few hours, it had hundreds of likes and comments.

The group grew to over 200 users in less than 24-hours and has quickly become one of our most powerful communication and branding tools. We’re still learning the ropes with the group and trying to figure out how it can support our larger goals, but we’re incredibly excited about its potential.


Great has big dreams for 2019 — just like many other organizations around this time of the year. While it is smart to put down your long-term goals, it’s equally important to set more reasonable objectives for the short-term. These ideas are important for the organization and the individuals within.

Try to keep your short-term goals tied to the bigger picture, and don’t be afraid to dive into those tasks — even if you aren’t sure what you’re doing.

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