Two decades ago, a small startup called Google, received one of its first significant investments. Venture capitalist John Doerr invested $11.8 million for 12% of the company.  But it wasn’t just money that Doerr offered to the two co-founders Sergey Brin and Larry Page. Doerr shared a piece of wisdom that later became an integral part of Google’s work culture. Fast forward billions of dollars, and twenty years later, it is fair to say that Google is one of the biggest success stories in the Silicon Valley. The billion-dollar advice Doerr gave to Lary and Sergey was to implement OKRs as their main organizing principle. Soon after, the word got out that Google was using OKRs. The startups from all over the world adopted it, as well. Their goal was simple, obtain Google-like performance by implementing the Objectives and Key Results (OKRs) management tool. What are OKRs? OKRs stands for Objectives and Key Results, and after Google implemented it, it was widely accepted as one of the best management tools worldwide.  With that behind us, it is time to learn a thing or two about this method of pushing your team and yourself toward accomplishing the biggest possible goals while…