COVID-19 forces us all into the home office and moves us to carry out many usual activities online. From government to shopping to further education, new opportunities are booming on the Internet. Vocational training, which is currently not taking place or hardly in the form of the face-to-face courses, is particularly affected. Especially in times of job insecurity due to a possible economic crisis, one should keep particularly fit and build up new skills.
A good alternative to the classroom courses are video trainings, which take place online. The company: die.agilen have given me a sample of a video training and I want to try this for you. At the end of the article I give a conclusion about the training as well as the suitability of video trainings for further vocational training.
I have to admit that I was also very classical in this area and read some books for my professional development and attended my 2-3 face-to-face trainings per year. That’s why I’m particularly excited about the video training.
Video training for OKR
I would like to give my impression of video training below. To do this, I first show some general data, then go into the general use and at the end on the content of the training.
The training revolves around Objectives & Key Results (OKR) and was conceived from more than 9 years of practical experience in more than 500 companies and the training of more than 4,500 certified OKR Masters. The video is divided into 37 lessons and lasts just under 3h 30min. It can be played in almost any browser and the lessons are between 10 and 30 minutes long. The training costs a net 159 euros.
Look and Feel
The training is clearly displayed in lessons with 2-6 videos each. In each video, a separate topic is dealt with in a concise and succinct way with many games. I watched the training very distributed. Some lessons in the evening after work or at the weekend and a few other on the treadmill in the gym or on the subway. It has always worked well to work out a small part of the fabric piece by piece.
The progress indicator always indicated which chapter I am in and where I can continue to learn. Depending on how important the lessons were to me, I looked at them between one and three times. While you can ask questions in face-to-face training, the advantage here is that you can watch videos repeatedly.
In general, OKR is a management framework for collaboration. The two coaches include the following dimensions in the OKR Framework:
- Critical thinking
- Focus of effort
- Creating measurable contributions
- Driving the company forward
Generally, OKR means – Objective and Key Results. An objective is a precise statement about a comprehensive qualitative goal, which the organization tries to advance in a desired direction. It is usually derived from the company’s mission statement.
A key result is, as the English term suggests, a key result of the Objective. Each Objective can have any number of key results. The coaches recommend measuring such a key result according to the well-known smart criteria and even extend it by a few “A” to “SMAAART”:
- Derived from Objective
But how can the OKR framework be implemented in a meaningful way? To do this, the two coaches recommend the following in the training:
The first step is to derive objectives from the company’s mission statement. Furthermore, the coaches recommend setting so-called mid-term goals MOKRS. As the training says, a clear mission and aligned OKR – whether monthly, quarterly, or annually – help ensure that the work done in the short time fits the long-term purpose and goal of the company. To do this, the coaches propose a period of 6-12 months.
This is followed by a defined cycle, which regularly checks compliance with the objectives by checking the key results. A so-called OKR master is supposed to monitor them. The OKR Master has 5 roles: Coach, Facilitator, Expert, Process Manager and Change Agent. He is responsible for the process and therefore its owner. Its mission is to ensure that the company continues to succeed with OKR.
The control loop consists of OKR plannings, OKR-Weeklys, retrospectives and reviews. All this is monitored and moderated by an OKR Master. Of course, I could only cut a fraction of the training short in this text. There are still many examples and explanations for organizational development and agility. For a deeper insight, it is worth taking a look at the training on the website of the.agile.
In the age of Corona, continuing education is still the be-all and end-all. But especially in stressful times, it is impossible to deal with a topic for days undisturbed or to attend all-day classroom training due to the pandemic. One solution is video training, which offers short and flush lessons.
I tried such a training with the video training to OKR from die.agilen. Especially the short lessons with progress display make it easy for me to watch 1-3 short videos every day on the way to work or even in the gym. Especially the short video units make it possible to watch the training piece by piece. I believe that video training is a great alternative and will certainly become more and more the focus of professionals.
The content of the training was well prepared and followed a clear line: Theoretical constructs backed up with practical examples. I particularly liked the excursions into organizational development. It is important for me to understand: why are we currently doing what we are doing, why do we want to change it and, above all, where?
The training was moderated by two sympathetic trainers, who put a lot of effort into the training. I would like to thank you very much for the opportunity to have a look at this one. If you are also interested in a workout, you can find on the website of the.agilee e.g. the descriptive OKR training.
Image source: Screenshots from the.agile