{"id":21801,"date":"2025-04-11T12:52:09","date_gmt":"2025-04-11T10:52:09","guid":{"rendered":"https:\/\/noxit.io\/fanny-waller-okrs-strategy-goal-setting\/"},"modified":"2025-06-26T12:41:08","modified_gmt":"2025-06-26T10:41:08","slug":"fanny-waller","status":"publish","type":"post","link":"https:\/\/noxit.io\/sv\/fanny-waller\/","title":{"rendered":"Fanny Wall\u00e9r, senior styrelseproffs om strategi, OKR:er och transformation"},"content":{"rendered":"\n<iframe title=\"Libsyn Player\" style=\"border: none\" src=\"\/\/html5-player.libsyn.com\/embed\/episode\/id\/36094775\/height\/90\/theme\/custom\/thumbnail\/yes\/direction\/backward\/render-playlist\/no\/custom-color\/5645d8\/\" height=\"90\" width=\"100%\" scrolling=\"no\" allowfullscreen=\"\" webkitallowfullscreen=\"\" mozallowfullscreen=\"\" oallowfullscreen=\"\" msallowfullscreen=\"\"><\/iframe>\n\n<p><strong>V\u00e4lkommen till <em>Ready, Set, Goal!<\/em><\/strong><\/p>\n\n<p><strong>I det h\u00e4r avsnittet av <em>Ready, Set, Goal! <\/em>dyker vi ner i m\u00e5lstyrningens v\u00e4rld tillsammans med Fanny Wall\u00e9r \u2013 senior r\u00e5dgivare och styrelseproffs med djup erfarenhet inom strategi, marknadsf\u00f6ring, kommunikation och h\u00e5llbarhet. Vi utforskar hur organisationer, s\u00e4rskilt styrelser, kan arbeta mer effektivt med m\u00e5l \u2013 och varf\u00f6r OKR:er (Objectives and Key Results) kan vara ett kraftfullt verktyg n\u00e4r de anv\u00e4nds p\u00e5 r\u00e4tt s\u00e4tt. <\/strong><\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Fr\u00e5n finans till styrelserummet<\/strong><\/h2>\n\n<p>Fanny b\u00f6rjade sin karri\u00e4r inom finansbranschen och har senare tagit steget \u00f6ver till en portf\u00f6lj av styrelseuppdrag inom flera olika branscher \u2013 fr\u00e5n tech-startups till distributionsbolag och stiftelser. Denna m\u00e5ngsidiga bakgrund ger henne ett unikt perspektiv p\u00e5 hur strategi och m\u00e5l formas p\u00e5 olika niv\u00e5er i en organisation. <\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Vikten av m\u00e5lstyrning<\/strong><\/h2>\n\n<p>Fanny anser att m\u00e5l \u00e4r avg\u00f6rande \u2013 b\u00e5de i yrkeslivet och privat. Professionellt skapar m\u00e5l struktur, fokus och en tydlig riktning. Personligen hj\u00e4lper de oss att prioritera det som verkligen \u00e4r viktigt, s\u00e4rskilt f\u00f6r att undvika f\u00e4llan att hela tiden reagera p\u00e5 det som \u00e4r mest br\u00e5dskande i st\u00e4llet f\u00f6r att fokusera p\u00e5 l\u00e5ngsiktig p\u00e5verkan.  <\/p>\n\n<p>M\u00e5nga organisationer, menar hon, lever i ett st\u00e4ndigt tillst\u00e5nd av br\u00e5dska. Dagarna fylls av mejl, m\u00f6ten och brandsl\u00e4ckning. Utan tydliga m\u00e5l och fokus riskerar verksamheter att l\u00e5ta vardagens snurr styra riktningen \u2013 i st\u00e4llet f\u00f6r att medvetet navigera mot sina l\u00e5ngsiktiga m\u00e5l.  <\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Strategiska tidshorisonter och m\u00e5lkonflikter<\/strong><\/h2>\n\n<p>Med h\u00e4nvisning till McKinseys modell \u201cThree Horizons\u201d lyfter Fanny en central utmaning: olika roller i en organisation arbetar ofta utifr\u00e5n olika tidshorisonter. Horisont 1 handlar om dagens operativa verksamhet, Horisont 2 om medell\u00e5ngsiktig utveckling, och Horisont 3 blickar l\u00e5ngt fram\u00e5t mot innovation och transformation. Ofta uppst\u00e5r en misalignment n\u00e4r ledningen t\u00e4nker l\u00e5ngsiktigt, medan medarbetarna \u00e4r fast i kortsiktiga krav och uppgifter.  <\/p>\n\n<p>Styrelse och ledning m\u00e5ste f\u00f6rst\u00e5 och aktivt hantera dessa horisonter. Styrelsens roll \u00e4r att st\u00f6tta, utmana och godk\u00e4nna strategi och \u00f6vergripande m\u00e5l \u2013 inte att detaljstyra hur de formuleras. Tydlig rollf\u00f6rdelning och god kommunikation \u00e4r helt avg\u00f6rande.  <\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Varf\u00f6r OKRs?<\/strong><\/h2>\n\n<p>Fanny drogs till OKR-metodiken efter m\u00e5nga \u00e5r av att utforska olika ledarskaps- och prestationsramverk. Det som stack ut var OKR:ernas f\u00f6rm\u00e5ga att skapa fokus och samsyn \u2013 n\u00e4r de anv\u00e4nds p\u00e5 r\u00e4tt s\u00e4tt. Precis som med alla ramverk handlar framg\u00e5ng inte om att inf\u00f6ra en ny f\u00f6rkortning, utan om hur v\u00e4l det faktiskt genomf\u00f6rs.  <\/p>\n\n<p>Det verkliga arbetet ligger i att:<\/p>\n\n<p>1- F\u00f6rankra dem i organisationen med tydlighet och engagemang.<\/p>\n\n<p>2- Skapa konsekventa rutiner f\u00f6r uppf\u00f6ljning och ansvarstagande.<\/p>\n\n<p>3- V\u00e4lja ut de f\u00e5 m\u00e5l som verkligen spelar roll.<\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Ritualer spelar roll, men endast med engagemang<\/strong><\/h2>\n\n<p>M\u00e5nga f\u00f6retag k\u00e4mpar med att uppr\u00e4tth\u00e5lla rytmen i OKR:erna: planering, veckovisa avst\u00e4mningar och kvartalsgranskningar. Fanny betonar att ritualer i sig inte \u00e4r tillr\u00e4ckliga. Utan k\u00e4nslom\u00e4ssigt engagemang eller en personlig koppling till m\u00e5len riskerar dessa rutiner att snabbt bli meningsl\u00f6sa.  <\/p>\n\n<p>Egentlig m\u00e5luppfyllelse kr\u00e4ver att m\u00e4nniskor k\u00e4nner \u00e4garskap och f\u00f6rst\u00e5r sin roll i det st\u00f6rre sammanhanget. Ledare m\u00e5ste f\u00f6reg\u00e5 med gott exempel och kontinuerligt kommunicera \u201cvarf\u00f6r\u201d bakom m\u00e5len. Kulturen, p\u00e5minner hon oss, trumfar alltid strategin.  <\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Involvera m\u00e4nniskor tidigt<\/strong><\/h2>\n\n<p>Engagemang b\u00f6rjar med inkludering. M\u00e5l som p\u00e5tvingas uppifr\u00e5n och ner f\u00e5r s\u00e4llan genomslag i hela organisationen. F\u00f6r att f\u00e5 verkligt engagemang m\u00e5ste m\u00e4nniskor involveras tidigt i m\u00e5ls\u00e4ttningsprocessen. Det \u00e4r s\u00e5 man bygger ett genuint engagemang \u2013 fr\u00e5n grunden och upp.   <\/p>\n\n<p>Detta \u00e4r s\u00e4rskilt viktigt n\u00e4r man balanserar de transformativa ambitionerna fr\u00e5n ledningen med de operativa verkligheter som de flesta medarbetare m\u00f6ter dagligen. M\u00e5len m\u00e5ste brodera \u00f6ver den klyftan \u2013 ambiti\u00f6sa men samtidigt f\u00f6rankrade i verkligheten. <\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Transformation vs. Kontinuerlig F\u00f6rb\u00e4ttring<\/strong><\/h2>\n\n<p>Inte alla f\u00f6retag beh\u00f6ver en fullskalig transformation. Fanny f\u00f6redrar att reservera ordet <em>transformation<\/em> f\u00f6r n\u00e4r ett f\u00f6retag verkligen blir n\u00e5got fundamentalt annorlunda. De flesta f\u00f6retag tj\u00e4nar b\u00e4ttre p\u00e5 att fokusera p\u00e5 kontinuerlig f\u00f6rb\u00e4ttring \u2013 sm\u00e5, smarta f\u00f6r\u00e4ndringar som v\u00e4xer \u00f6ver tid. T\u00e4nk Toyota, inte moonshoots.   <\/p>\n\n<h2 class=\"wp-block-heading\"><strong>M\u00e5ls\u00e4ttning \u00e4r underskattad<\/strong><\/h2>\n\n<p>Fanny \u00e4r \u00f6vertygad om att m\u00e5nga organisationer underskattar vad som kr\u00e4vs f\u00f6r att effektivt arbeta med m\u00e5l. Det handlar inte bara om att s\u00e4tta upp m\u00e5l \u2013 det handlar om att investera tid och anstr\u00e4ngning i tydlighet, kommunikation och kulturell integration. <\/p>\n\n<p>Hennes r\u00e5d till ledare:<\/p>\n\n<p><strong>Visualisera resan.<\/strong> Skapa en f\u00e4rdplan som visar vart organisationen \u00e4r p\u00e5 v\u00e4g \u2013 och varf\u00f6r.<\/p>\n\n<ul class=\"wp-block-list\">\n<li><strong>Begr\u00e4nsa antalet m\u00e5l.<\/strong> okusera endast p\u00e5 det som verkligen betyder n\u00e5got.<\/li>\n<\/ul>\n\n<ul class=\"wp-block-list\">\n<li><strong>G\u00f6r m\u00e5len meningsfulla.<\/strong> M\u00e4nniskor m\u00e5ste f\u00f6rst\u00e5 och bry sig om dem.<\/li>\n<\/ul>\n\n<ul class=\"wp-block-list\">\n<li><strong>Led synligt.<\/strong> VD:ar och seniora ledare m\u00e5ste personifiera m\u00e5len \u2013 och kommunicera dem p\u00e5 alla niv\u00e5er i organisationen.<\/li>\n<\/ul>\n\n<ul class=\"wp-block-list\">\n<li><strong>F\u00f6lj upp konsekvent.<\/strong> Bygg starka rutiner och h\u00e5ll fast vid dem.<\/li>\n<\/ul>\n\n<h2 class=\"wp-block-heading\"><strong>Styrelsens roll i m\u00e5ls\u00e4ttning<\/strong><\/h2>\n\n<p>Styrelsen m\u00e5ste ha en djup f\u00f6rst\u00e5else f\u00f6r f\u00f6retagets m\u00e5l \u2013 inte bara godk\u00e4nna dem passivt. Det inneb\u00e4r att st\u00e4lla fr\u00e5gor, ifr\u00e5gas\u00e4tta antaganden och s\u00e4kerst\u00e4lla att organisationen \u00e4r p\u00e5 r\u00e4tt v\u00e4g. <\/p>\n\n<p>Styrelsen har ocks\u00e5 ansvar f\u00f6r uppf\u00f6ljning. N\u00e4r saker inte g\u00e5r fram\u00e5t m\u00e5ste styrelsen kliva in med nyfikenhet och ansvarstagande: Vad fungerar inte? Varf\u00f6r? Vad beh\u00f6ver f\u00f6r\u00e4ndras?   <\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Slutord<\/strong><\/h2>\n\n<p>Fannys erfarenhet g\u00f6r en sak tydlig: effektiv m\u00e5ls\u00e4ttning \u00e4r b\u00e5de en konst och en vetenskap. Det kr\u00e4ver tydlighet, engagemang och kulturell samst\u00e4mmighet \u2013 fr\u00e5n ledarskap till frontlinjen. Med r\u00e4tt mindset och struktur kan m\u00e5l bli en kraftfull drivkraft som samordnar m\u00e4nniskor, driver prestationer och formar framtiden.  <\/p>\n","protected":false},"excerpt":{"rendered":"<p>V\u00e4lkommen till Ready, Set, Goal! I det h\u00e4r avsnittet av Ready, Set, Goal! dyker vi ner i m\u00e5lstyrningens v\u00e4rld tillsammans med Fanny Wall\u00e9r \u2013 senior r\u00e5dgivare och styrelseproffs med djup erfarenhet inom strategi, marknadsf\u00f6ring, kommunikation och h\u00e5llbarhet. Vi utforskar hur organisationer, s\u00e4rskilt styrelser, kan arbeta mer effektivt med m\u00e5l \u2013 och varf\u00f6r OKR:er (Objectives and [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":22341,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[109],"tags":[],"class_list":["post-21801","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-podcast"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Fanny Wall\u00e9r, senior styrelseproffs om strategi, OKR:er och transformation | Noxit<\/title>\n<meta name=\"description\" content=\"Fanny Wall\u00e9r delar med sig av insikter om OKR-strategi och hj\u00e4lper styrelser och ledningsgrupper att skapa samsyn, fokus och l\u00e5ngsiktig framg\u00e5ng genom effektiv m\u00e5lstyrning.\" \/>\n<meta name=\"robots\" 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