Cihangir is an Agile Coach with experience in Telco, digital transformation, mobile app development, ERP systems and banking. He was involved in Agile Transformation of a large Enterprise, coached IT, non-IT, insource, outsource and distributed teams. He deployed scaling models including Nexus, LeSS and special customizations. Has publications about Agile Contracts, Performance Management and Function Points.
He also gave lectures in Ozyegin University on Agile Software and Product Development; which grew his interest in Agile in Education subject.He has his Bachelor’s degree from Istanbul Technical University Management Engineering, Master’s degree from Bogazici University Industrial Engineering and an ongoing PhD in Ozyegin University Industrial Engineering.
Combining OKR’s with Kanban
If you have applied Kanban before, you may have thought of incorporating Scrum Roles or Rituals to it. Here is a better suggestion; Kanban perfectly fits with Objectives and Key Results(OKR) which is the way of working that Google started to links top management targets to the teams. Curious?
Kanban is a flexible framework which respects the organization’s current roles and rituals. Especially if appliad at the Proto-Kanban phase with just a physical board, the effect may be very superficial. Thus, many organizations combine Kanban with Scrum roles and rituals or even try hybrid was renamed like ‘Scrumban’. Nonetheless, that is not the only way. Objectives and Key Results (OKR’s) are a way of working that Google has introduced and grown significant interest recently. OKR’s are also very flexible and link management targets to the teams which creates the opportunity to be combined with Kanban. When done, OKR’s can be visualized in the Kanban board without violating Kanban principles, and can provide the vision and the target to the teams together with filling the gap of rituals with weekly and bi-weekly review events.
#Kanban #OKR #objectives #keyresults