Table 3 Description of the... | Emerald Publishing

Table 3

Description of the people-oriented coupling mechanisms (horizontal)

Organizational alignment	Collaboration	Agile culture
OKRs allow individuals and teams to align to their peers autonomously	OKRs allow fast and informal communication which fosters individual and collective learning	OKRs enable a flexible, people-centric culture, where failure is accepted
Alignment within the team OKRs are all about having a common direction as a team. So uh, you have to think about the entire team. And not just your specific activity	Improved horizontal communication They said 'we were blocked because you didn't do this' - but we didn't know we had to. In terms of communication, having a shared document helps you	Enables a Flexible way of working [OKRs provide] the flexibility once you made a step in a certain direction to reflect: should you change course or keep moving in this direction?
Alignment with other teams Every OKR for every team is visible for everyone in the company from the company level to the team level, all the time	Improved learning process From one quarter to another I'm learning how to set those goals in a better way and learn many things about me, about my team working, my way of managing my job	Requires acceptance of failure We also focus on failures: it is okay to fail. OKRs are hard to reach, they have to be … You don't have to create OKRs that are easy – it is usually the opposite
	Improved definition of shared Objectives [OKRs] provide the bridge on why two teams should collaborate and on what. They give them both the same purpose	Enables a People-centric culture I would describe [the OKR culture] as a culture that brings people in instead of keeping them out of the door. Very visual and manifest

Organizational alignment	Collaboration	Agile culture
OKRs allow individuals and teams to align to their peers autonomously	OKRs allow fast and informal communication which fosters individual and collective learning	OKRs enable a flexible, people-centric culture, where failure is accepted
Alignment within the teamOKRs are all about having a common direction as a team. So uh, you have to think about the entire team. And not just your specific activity	Improved horizontal communicationThey said 'we were blocked because you didn't do this' - but we didn't know we had to. In terms of communication, having a shared document helps you	Enables a Flexible way of working[OKRs provide] the flexibility once you made a step in a certain direction to reflect: should you change course or keep moving in this direction?
Alignment with other teamsEvery OKR for every team is visible for everyone in the company from the company level to the team level, all the time	Improved learning processFrom one quarter to another I'm learning how to set those goals in a better way and learn many things about me, about my team working, my way of managing my job	Requires acceptance of failureWe also focus on failures: it is okay to fail. OKRs are hard to reach, they have to be … You don't have to create OKRs that are easy – it is usually the opposite
	Improved definition of shared Objectives[OKRs] provide the bridge on why two teams should collaborate and on what. They give them both the same purpose	Enables a People-centric cultureI would describe [the OKR culture] as a culture that brings people in instead of keeping them out of the door. Very visual and manifest