elgreco's recent activity
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Comment on Advice on Google's OKR Framework in ~tech
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Comment on Let's discuss politics in ~talk
elgreco LinkModerate libertarian from the US here. I have a lot of sympathy for Voluntaryist/Anarchist thought but we're not culturally there yet. Taxation isn't theft if its not culturally considered theft,...Moderate libertarian from the US here. I have a lot of sympathy for Voluntaryist/Anarchist thought but we're not culturally there yet. Taxation isn't theft if its not culturally considered theft, and humans are ultimately subjective creatures.
I support evidence based policy and the abolition of arbitrary law including broad occupational licencing, arbitrary visa issuance numbers, and arbitrary firearm regulation.
As long as coercive states are deemed culturally legitimate, I support those that act as guarantors of civil and human rights (including non-discrimination and freedom of migration). I generally oppose state economic interference for both regulation and subsidy because the infrastructure of regulation is tremendously vulnerable to private sector rent seeking. Strong, complex regulation, along with an equally complex legal system, serves to entrench existing interests and reduces economic dynamism. Even the state's role of promoting competition should be called into question.
Personal and economic freedoms are vastly more important to me than silly libertarian purity tests like opposing drivers licences, public schooling, or state-sponsored healthcare. If consumer needs are dire in those areas, a free market will rise to the occasion to fill them.
It sounds like you might be encountering a cultural pushback from teams that aren't as traditionally metrics driven. Have the teams been given the opportunity to set their own metrics which 'do matter'? If 'good insights' are what they care about, how can they increase those?
If you're only dealing with a manager, think of a way you can include the whole team in the process. Everyone has ideas on how they can make their job easier/better/more productive, leverage those ideas to create those milestones.
It's important to communicate that OKR's should be aspirational in nature, they indicate the direction that the team is growing in. They explicitly should not be viewed as performance metrics, hard deadlines, or quotas.