OGSM Framework

Comment l'animer

1. 1

   Set context: explain that OGSM fits on one page and forces clarity across four dimensions.

2. 2

   Define the Objective: a qualitative, ambitious, inspirational statement of where you want to go. This should be memorable and direction-setting, not measurable. Timebox: 20 minutes.

3. 3

   Set Goals: 3-5 quantitative targets that define what success looks like in 1-3 years. Each goal must be specific, measurable, and time-bound.

4. 4

   Develop Strategies: 3-5 key strategic choices — the 'how.' Each strategy should be a meaningful choice that sets direction, not a generic action. Strategies answer: 'What will we do, and equally, what won't we do?'

5. 5

   Define Measures: for each strategy, identify the KPIs or leading indicators that will show the strategy is working. These are different from Goals — they track execution of strategy, not just outcomes.

6. 6

   Review for coherence: does each strategy clearly connect to the goals? Do the measures track the right things? Is everything on one page?

7. 7

   Test for specificity: replace any vague language ('improve customer experience') with concrete, observable language ('reduce support ticket volume by 30%').

8. 8

   Cascade plan: decide how the OGSM will be broken into team-level OGSMs or OKRs.

Conseils

• The one-page discipline is the method's power — resist the urge to expand it.

• If you can't fit it on one page, the strategy isn't clear enough.

• Strategies should be genuine choices ('we will focus on enterprise, not SMB') not just activities ('we will do marketing').

• Keep the Objective inspiring enough that people could recite it without looking at the document.

Variantes

Run OGSM at corporate level, then cascade into business unit workshops. Combine with Balanced Scorecard for a more comprehensive performance management view. Use in quarterly reviews to check progress.