{"id":5422,"date":"2025-09-04T10:02:10","date_gmt":"2025-09-04T14:02:10","guid":{"rendered":"https:\/\/blog-alexis.monville.com\/en\/?p=5422"},"modified":"2025-09-04T10:02:13","modified_gmt":"2025-09-04T14:02:13","slug":"okrs-that-actually-drive-impact","status":"publish","type":"post","link":"https:\/\/blog-alexis.monville.com\/en\/2025\/09\/04\/okrs-that-actually-drive-impact\/","title":{"rendered":"OKRs That Actually Drive Impact"},"content":{"rendered":"\n<p>Objectives and Key Results, or&nbsp;<strong>OKRs<\/strong>, are simple in form and powerful in practice. Used well, they connect&nbsp;<strong>vision<\/strong>&nbsp;to&nbsp;<strong>execution<\/strong>, align teams on&nbsp;<strong>outcomes<\/strong>&nbsp;instead of&nbsp;<strong>outputs<\/strong>, and create a&nbsp;<strong>learning cadence<\/strong>&nbsp;that compounds over time. Used poorly, they become a quarterly spreadsheet that encourages busywork and sandbagging.<\/p>\n\n\n\n<p>This edition is a practical guide to OKRs you can trust. Along the way, I will reference three favorite conversations from&nbsp;<a href=\"https:\/\/preview.convertkit-mail2.com\/click\/dpheh0hzhm\/aHR0cHM6Ly9hbGV4aXMubW9udmlsbGUuY29tL2VuL2xlLXBvZGNhc3Qtb24tZW1lcmdpbmctbGVhZGVyc2hpcC8=\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Le Podcast on Emerging Leadership<\/em><\/a>:&nbsp;<strong>Christina Wodtke<\/strong>&nbsp;on Radical Focus,&nbsp;<strong>Radhika Dutt<\/strong>&nbsp;on Radical Product Thinking, and&nbsp;<strong>Gojko Adzic<\/strong>&nbsp;on Impact Mapping.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">1) OKRs in one page<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Objective<\/strong>\u200b<br>A short, qualitative statement that inspires focus for the next cycle. Think of it as a mission for a quarter.<br>\u200b<em>Christina\u2019s reminder<\/em>: the Objective should be meaningful enough that people care, and specific enough that people can act.<\/li>\n\n\n\n<li><strong>Key Results<\/strong>\u200b<br>Three to four measurable indicators that show you are achieving the Objective. They describe\u00a0<strong>evidence of change<\/strong>, not tasks.<br>\u200b<em>Christina\u2019s warning<\/em>: avoid the seduction of the task. If a KR reads like a to-do, rewrite it as a result you expect to see.<\/li>\n\n\n\n<li><strong>Cadence<\/strong>\u200b<br>Weekly check-ins on progress and learning, a monthly regroup on what is helping or hindering, and an end-of-cycle retrospective.<br>\u200b<em>Christina\u2019s emphasis<\/em>: cadence is what turns OKRs from set-and-forget goals into organizational learning.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">2) From outputs to outcomes<\/h2>\n\n\n\n<p>A common failure mode is to treat OKRs as a dressed-up backlog. You see KRs like \u201claunch feature X\u201d or \u201cinstall CRM.\u201d Those are outputs. Great KRs answer \u201cwhat will be different if we succeed.\u201d<\/p>\n\n\n\n<p><strong>Rewrite example<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Weak KR: \u201cInstall a new CRM.\u201d<\/li>\n\n\n\n<li>Strong KR: \u201cIncrease returning customer purchases by 20 percent.\u201d<br>Now you can ask whether a CRM is the best lever or if there is a better path to the same outcome.<\/li>\n<\/ul>\n\n\n\n<p><em>Christina\u2019s lens<\/em>: OKRs unite people who love numbers with people who love meaning. Objectives hold the story. Key Results tell us how we will know the story is becoming true.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">3) Strategy first, then OKRs<\/h2>\n\n\n\n<p>OKRs do not replace strategy. They operationalize it.<br>\u200b<em>Radhika\u2019s contribution<\/em>: treat execution as&nbsp;<strong>hypotheses derived from strategy<\/strong>, not as pass or fail exams. Her RDCL strategy mnemonic is a useful checklist:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>R<\/strong>eal pain points that bring users to you<\/li>\n\n\n\n<li><strong>D<\/strong>esign choices that solve those pains<\/li>\n\n\n\n<li><strong>C<\/strong>apabilities that power the solution<\/li>\n\n\n\n<li><strong>L<\/strong>ogistics that deliver and sustain it<\/li>\n<\/ul>\n\n\n\n<p><strong>Write KRs that test RDCL<\/strong>\u200b<br>For each element, ask: what do we believe, how will we know, and what will we do next if we are wrong. That turns KRs into evidence, not vanity metrics.<\/p>\n\n\n\n<p><em>Radhika\u2019s insight on tradeoffs<\/em>: be explicit about&nbsp;<strong>vision vs survival<\/strong>. Sometimes you incur&nbsp;<strong>vision debt<\/strong>&nbsp;to win a deal. Name it. Add a short&nbsp;<strong>survival statement<\/strong>&nbsp;so teams understand the tradeoff without losing faith in the long term.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">4) Creating OKRs with Impact Mapping<\/h2>\n\n\n\n<p>If OKRs are the scoreboard,&nbsp;<strong>Impact Mapping<\/strong>&nbsp;is how you design the game plan.<br>\u200b<em>Gojko\u2019s idea<\/em>: map the chain from business goal to the&nbsp;<strong>actors<\/strong>&nbsp;who can help or hinder it, the&nbsp;<strong>impacts<\/strong>&nbsp;you want in their behavior, and the&nbsp;<strong>deliverables<\/strong>&nbsp;that might enable those impacts.<\/p>\n\n\n\n<p><strong>Mini impact map template<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Goal<\/strong>: what business outcome matters now<\/li>\n\n\n\n<li><strong>Actors<\/strong>: customers, partners, internal roles that influence the outcome<\/li>\n\n\n\n<li><strong>Impacts<\/strong>: specific behavior changes you want from each actor<\/li>\n\n\n\n<li><strong>Deliverables<\/strong>: initiatives or features that could enable those changes<\/li>\n<\/ul>\n\n\n\n<p><strong>Then write OKRs from the map<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Objective<\/strong>: restate the Goal in plain language<\/li>\n\n\n\n<li><strong>Key Results<\/strong>: quantify the desired Impacts<\/li>\n\n\n\n<li><strong>Initiatives<\/strong>: select Deliverables as bets to test this cycle<\/li>\n<\/ul>\n\n\n\n<p>This keeps OKRs laser-aligned with real behavior change rather than a pile of tasks.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">5) How to write great OKRs<\/h2>\n\n\n\n<p><strong>A simple checklist<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>One objective that matters now<\/strong>\u200b<br>If you have three, you probably have none.<\/li>\n\n\n\n<li><strong>Three to four key results<\/strong>\u200b<br>Each KR is a measurable outcome, not an activity.<\/li>\n\n\n\n<li><strong>Clear baseline and target<\/strong>\u200b<br>Everyone should know today\u2019s number and the ambition for the cycle.<\/li>\n\n\n\n<li><strong>Explicit assumptions<\/strong>\u200b<br>Note the hypotheses you are testing so you can decide faster next time.<\/li>\n\n\n\n<li><strong>Weekly learning ritual<\/strong>\u200b<br>What did we try, what moved, what will we try next.<\/li>\n\n\n\n<li><strong>Ownership without individualization<\/strong>\u200b<br>Teams own OKRs. Use OKRs to develop the product and the system, not to grade people.<br>\u200b<em>Christina and Radhika agree<\/em>: tying individual compensation to OKRs distorts behavior and kills learning.<\/li>\n<\/ol>\n\n\n\n<p><strong>A quick example<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Objective<\/strong>: Make it effortless for first-time users to get value in 10 minutes.<\/li>\n\n\n\n<li><strong>Key Results<\/strong>\n<ol class=\"wp-block-list\">\n<li>First session completion rate rises from 38 percent to 60 percent.<\/li>\n\n\n\n<li>Time to first successful action falls from 12 minutes to 7 minutes.<\/li>\n\n\n\n<li>Trial to paid conversion within 14 days increases from 8 percent to 12 percent.<\/li>\n<\/ol>\n<\/li>\n\n\n\n<li><strong>Initiatives<\/strong>\u200b<br>Guided setup, new sample data, contextual tips.<\/li>\n\n\n\n<li><strong>Hypotheses<\/strong>\u200b<br>Sample data reduces blank-page anxiety. Guided setup reduces errors.<\/li>\n\n\n\n<li><strong>Review cadence<\/strong>\u200b<br>Weekly metrics review and experiment stand-up, end-of-cycle retro.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">6) Common traps and how to avoid them<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Task KRs<\/strong>\u200b<br>Replace to-dos with evidence of user or business change.<\/li>\n\n\n\n<li><strong>Too many goals<\/strong>\u200b<br>Pick one objective. Park the rest.<\/li>\n\n\n\n<li><strong>Cascading paralysis<\/strong>\u200b<br>In large orgs, align instead of cascade. Company sets the north star. Teams propose their contribution.<\/li>\n\n\n\n<li><strong>Command and control<\/strong>\u200b<br>OKRs thrive in empowered cultures. In top-down environments, they turn into pressure targets that invite gaming.<\/li>\n\n\n\n<li><strong>Set and forget<\/strong>\u200b<br>No weekly learning, no OKRs. Cadence is the engine.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">7) Culture is the multiplier<\/h2>\n\n\n\n<p><em>Radhika\u2019s culture model<\/em>: map work along two axes, fulfilling vs not, urgent vs not. Aim to maximize fulfilling and non-urgent work, and reduce the other quadrants like heroics and busywork. OKRs can help by removing noise and focusing attention, but only if leaders protect time for thinking, learning, and steady progress.<\/p>\n\n\n\n<p><em>Christina\u2019s team lens<\/em>: great OKRs live inside teams with clear&nbsp;<strong>goals, roles, and norms<\/strong>. If feedback is avoided or roles are fuzzy, OKRs will surface conflict rather than resolve it.<\/p>\n\n\n\n<p><em>Gojko\u2019s product lens<\/em>: if the behavior change is unclear, you do not have an OKR problem, you have a&nbsp;<strong>strategy and product<\/strong>&nbsp;problem. Go back to the impact map.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">8) Try this with your team next week<\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Draft a one-line Objective that everyone understands.<\/li>\n\n\n\n<li>List five candidate Key Results. Keep three that reflect behavior change.<\/li>\n\n\n\n<li>Sketch a quick impact map. Confirm which actor behaviors your KRs reflect.<\/li>\n\n\n\n<li>Write two explicit hypotheses. Decide how you will know within two weeks.<\/li>\n\n\n\n<li>Put 30 minutes on the calendar every Friday for progress and learning. Celebrate movement, not perfection.<\/li>\n<\/ol>\n\n\n\n<p>If you want to go deeper, listen to these episodes of&nbsp;<em>Le Podcast on Emerging Leadership<\/em>&nbsp;while you refine your next cycle<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong><a href=\"https:\/\/blog-alexis.monville.com\/en\/2020\/10\/07\/radical-focus-with-christina-wodtke\/\">Radical Focus with Christina Wodtke<\/a><\/strong>\u00a0for cadence and outcomes over outputs<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/blog-alexis.monville.com\/en\/2023\/06\/12\/radical-product-thinking-a-conversation-with-radhika-dutt\/\">Radical Product Thinking with Radhika Dutt<\/a><\/strong>\u00a0for hypothesis-driven strategy and honest tradeoffs<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/blog-alexis.monville.com\/en\/2021\/03\/23\/build-a-product-with-gojko-adzic\/\">Build a Product with Gojko Adzic<\/a><\/strong>\u00a0for impact mapping and measuring what matters<\/li>\n<\/ul>\n\n\n\n<p>Let\u2019s keep goals human, focused, and useful.<\/p>\n\n\n\n<p>You can listen wherever you already get your podcasts. Just pick your favorite platform and hit \u201csubscribe\u201d so you won\u2019t miss any new episodes:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u200b<a href=\"https:\/\/podcasts.apple.com\/fr\/podcast\/le-podcast\/id1530971309\" target=\"_blank\" rel=\"noreferrer noopener\">Apple Podcasts<\/a>\u200b<\/li>\n\n\n\n<li>\u200b<a href=\"https:\/\/open.spotify.com\/show\/20zeQkRIKW9bJs0vXFcmN8\" target=\"_blank\" rel=\"noreferrer noopener\">Spotify<\/a>\u200b<\/li>\n\n\n\n<li>\u200b<a href=\"https:\/\/castbox.fm\/channel\/Le-Podcast-id3584663?country=us\" target=\"_blank\" rel=\"noreferrer noopener\">Castbox<\/a>\u200b<\/li>\n\n\n\n<li>\u200b<a href=\"https:\/\/preview.convertkit-mail2.com\/click\/dpheh0hzhm\/aHR0cHM6Ly9tdXNpYy5hbWF6b24uZnIvcG9kY2FzdHMvYWQ5MDkyODItODNlYS00ODcxLWFiMzQtY2NkYjBkN2I1YzRhL2xlLXBvZGNhc3Qtb24tZW1lcmdpbmctbGVhZGVyc2hpcA==\" target=\"_blank\" rel=\"noreferrer noopener\">Amazon <\/a><a href=\"https:\/\/music.amazon.fr\/podcasts\/ad909282-83ea-4871-ab34-ccdb0d7b5c4a\/le-podcast-on-emerging-leadership\" target=\"_blank\" rel=\"noreferrer noopener\">Music<\/a>\u200b<\/li>\n\n\n\n<li>\u200b<a href=\"https:\/\/preview.convertkit-mail2.com\/click\/dpheh0hzhm\/aHR0cHM6Ly9hbmNob3IuZm0vcy9hZWE3MGY0L3BvZGNhc3QvcnNz\" target=\"_blank\" rel=\"noreferrer noopener\">RSS <\/a><a href=\"https:\/\/anchor.fm\/s\/aea70f4\/podcast\/rss\" target=\"_blank\" rel=\"noreferrer noopener\">Feed<\/a>\u200b<\/li>\n<\/ul>\n\n\n\n<p>And if your favorite platform isn\u2019t on the list, just let me know, I\u2019ll be glad to add it.<\/p>\n\n\n\n<p>I\u2019d love for you to join me there! See you in your earbuds!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Objectives and Key Results, or&nbsp;OKRs, are simple in form and powerful in practice. Used well, they connect&nbsp;vision&nbsp;to&nbsp;execution, align teams on&nbsp;outcomes&nbsp;instead of&nbsp;outputs, and create a&nbsp;learning cadence&nbsp;that compounds over time. Used poorly, they become a quarterly spreadsheet that encourages busywork and sandbagging. This edition is a practical guide to OKRs you can trust. Along the way, I [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":5424,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"advanced_seo_description":"","jetpack_seo_html_title":"","jetpack_seo_noindex":false,"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-5422","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-all"],"jetpack_featured_media_url":"https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2025\/09\/plo-olq-NcnuMfZto7M-unsplash-scaled.jpg?fit=2560%2C2028&ssl=1","jetpack_shortlink":"https:\/\/wp.me\/paNjQG-1ps","jetpack-related-posts":[{"id":5382,"url":"https:\/\/blog-alexis.monville.com\/en\/2025\/03\/21\/the-secret-to-okrs-that-actually-drive-impact\/","url_meta":{"origin":5422,"position":0},"title":"The Secret to OKRs That Actually Drive Impact","author":"Alexis","date":"March 21, 2025","format":false,"excerpt":"This month, let\u2019s discuss\u00a0Impact Mapping as the best way to create OKRs. If you\u2019ve ever struggled with setting\u00a0measurable, outcome-driven objectives, this approach is a game-changer. Too often, teams treat OKRs as\u00a0just another to-do list\u2014a collection of tasks rather than a framework to drive meaningful change. But what if we shifted\u2026","rel":"","context":"In &quot;General&quot;","block_context":{"text":"General","link":"https:\/\/blog-alexis.monville.com\/en\/category\/all\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2025\/07\/gabriel-jimenez-jin4W1HqgL4-unsplash.jpg?fit=640%2C960&ssl=1&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2025\/07\/gabriel-jimenez-jin4W1HqgL4-unsplash.jpg?fit=640%2C960&ssl=1&resize=350%2C200 1x, https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2025\/07\/gabriel-jimenez-jin4W1HqgL4-unsplash.jpg?fit=640%2C960&ssl=1&resize=525%2C300 1.5x"},"classes":[]},{"id":3321,"url":"https:\/\/blog-alexis.monville.com\/en\/2020\/04\/18\/all-about-okrs-with-bart\/","url_meta":{"origin":5422,"position":1},"title":"OKRs in Practice: Learning, Focus, and Common Pitfalls","author":"Alexis","date":"April 18, 2020","format":false,"excerpt":"OKRs are often presented as a goal-setting framework. Something to roll out, track, and review. Used well, OKRs are something else entirely: a learning practice that helps individuals, teams, and organizations focus on what really matters. In this episode of Le Podcast on Emerging Leadership, I had the pleasure of\u2026","rel":"","context":"In &quot;Le Podcast&quot;","block_context":{"text":"Le Podcast","link":"https:\/\/blog-alexis.monville.com\/en\/category\/podcast\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2020\/04\/Le-Podcast-Square-Bart.png?fit=400%2C400&ssl=1&resize=350%2C200","width":350,"height":200},"classes":[]},{"id":445,"url":"https:\/\/blog-alexis.monville.com\/en\/2023\/10\/24\/introducing-objectives-and-key-results-okrs\/","url_meta":{"origin":5422,"position":2},"title":"Introducing: Objectives and Key Results (OKRs)","author":"Alexis","date":"October 24, 2023","format":false,"excerpt":"\ud83d\udc4b Hello Software Engineers, Team Leaders, and Visionaries! Do you have ambitious goals but struggle to make measurable progress toward them? Today, I'm excited to share another impactful practice from my book, \"I am a Software Engineer and I am in Charge,\" co-authored with Michael Doyle. \ud83c\udfaf Introducing: Objectives and\u2026","rel":"","context":"In &quot;I am in Charge&quot;","block_context":{"text":"I am in Charge","link":"https:\/\/blog-alexis.monville.com\/en\/category\/i-am-in-charge\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2023\/10\/noun-okr-1561654-2696D8.png?fit=512%2C512&ssl=1&resize=350%2C200","width":350,"height":200},"classes":[]},{"id":2917,"url":"https:\/\/blog-alexis.monville.com\/en\/2019\/06\/23\/how-to-create-great-goals\/","url_meta":{"origin":5422,"position":3},"title":"How to Create Great Goals: Using OKRs to Focus on Impact","author":"Alexis","date":"June 23, 2019","format":false,"excerpt":"In today\u2019s episode, I will answer one questions I have been asked several times over the past weeks: How to create great goals?","rel":"","context":"In &quot;Le Podcast&quot;","block_context":{"text":"Le Podcast","link":"https:\/\/blog-alexis.monville.com\/en\/category\/podcast\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2019\/06\/Le-Podcast-Goals.png?fit=400%2C400&ssl=1&resize=350%2C200","width":350,"height":200},"classes":[]},{"id":2838,"url":"https:\/\/blog-alexis.monville.com\/en\/2019\/04\/19\/okrs-ok-what\/","url_meta":{"origin":5422,"position":4},"title":"OKRs! OK What?","author":"Alexis","date":"April 19, 2019","format":false,"excerpt":"OKRs! OK, What? Joseph Contreras, Scrum Master at Fidelity, proposed this Open Space session on the third day of Agile Games 2019. Joseph invited the participants to contribute to a short presentation of what Objectives and Key Results (OKRs) are. In a nutshell, Objectives are where we want to go,\u2026","rel":"","context":"In &quot;General&quot;","block_context":{"text":"General","link":"https:\/\/blog-alexis.monville.com\/en\/category\/all\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2019\/04\/gratisography-141H-scaled.jpg?fit=1200%2C800&ssl=1&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2019\/04\/gratisography-141H-scaled.jpg?fit=1200%2C800&ssl=1&resize=350%2C200 1x, https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2019\/04\/gratisography-141H-scaled.jpg?fit=1200%2C800&ssl=1&resize=525%2C300 1.5x, https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2019\/04\/gratisography-141H-scaled.jpg?fit=1200%2C800&ssl=1&resize=700%2C400 2x, https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2019\/04\/gratisography-141H-scaled.jpg?fit=1200%2C800&ssl=1&resize=1050%2C600 3x"},"classes":[]},{"id":3466,"url":"https:\/\/blog-alexis.monville.com\/en\/2020\/10\/07\/radical-focus-with-christina-wodtke\/","url_meta":{"origin":5422,"position":5},"title":"Radical Focus: OKRs, Cadence, and the \u201cSeduction of the Task\u201d","author":"Alexis","date":"October 7, 2020","format":false,"excerpt":"In that episode of Le Podcast, I had the great pleasure to receive Christina Wodtke. Christina is an author, lecturer at Stanford, and speaker who teaches techniques to create high performing teams.","rel":"","context":"In &quot;Le Podcast&quot;","block_context":{"text":"Le Podcast","link":"https:\/\/blog-alexis.monville.com\/en\/category\/podcast\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/blog-alexis.monville.com\/en\/wp-content\/uploads\/sites\/2\/2020\/10\/Le-Podcast-Christina-Wodtke.png?fit=400%2C400&ssl=1&resize=350%2C200","width":350,"height":200},"classes":[]}],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/blog-alexis.monville.com\/en\/wp-json\/wp\/v2\/posts\/5422","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog-alexis.monville.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog-alexis.monville.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog-alexis.monville.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/blog-alexis.monville.com\/en\/wp-json\/wp\/v2\/comments?post=5422"}],"version-history":[{"count":2,"href":"https:\/\/blog-alexis.monville.com\/en\/wp-json\/wp\/v2\/posts\/5422\/revisions"}],"predecessor-version":[{"id":5425,"href":"https:\/\/blog-alexis.monville.com\/en\/wp-json\/wp\/v2\/posts\/5422\/revisions\/5425"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blog-alexis.monville.com\/en\/wp-json\/wp\/v2\/media\/5424"}],"wp:attachment":[{"href":"https:\/\/blog-alexis.monville.com\/en\/wp-json\/wp\/v2\/media?parent=5422"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog-alexis.monville.com\/en\/wp-json\/wp\/v2\/categories?post=5422"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog-alexis.monville.com\/en\/wp-json\/wp\/v2\/tags?post=5422"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}