So, I am sitting in a hospital bed, with a shiny new hip, and as the spinal wears off, I'm figuring tv is a valid option.  And what is on all of the channels ?  Impeachment 2.0.

There are videos that identify people who say that their president told them to go to the Capital, to stop the Electoral vote count.  There are also a group of the mob who are calling for blood, their target being elected legislators. And the blood of Mike Pence, whose running mate threw him under the bus, 

In the evening, the videos continue, with asides from the commentators describing how the testimony is being received by the senators; many are described as solemn as they recall the date.  Others are not so attentive, doodling or stretching their legs and using the desks in front of them as footrests, indicating boredom and restlessness.

It is widely held that the G.O P. for the most part will stymie conviction of the past- president.  This view stems from ... somewhere. The Grand Old Party apparently will get its support from wherever it can, and 'The Base' that Trump has gathered is not an exception.  It may be that The Base is valued more highly than 'more respectable' caucuses, since they are ready to engage in unlawful activity to communicate their opinions/intentions. 

Two days later, the verdict is determined:  Acquittal for the accused.  100 people are now ensnared in the discussion:  the jurors.  The balance is so fine, no one can feel comfortable about having had to state their verdict in public.  Who will want to represent in Congress under these circumstances?

There is no telling what may happen tomorrow.  Will the (small) majority call back to reconstruction, and banish those elected representatives who continue to carry the lie?  Will the GOP come back and insist the events prove the Constitution is not Constitutional?  Will the Justice Department continue to vigorously prosecute rioters from all fifty states, when several states' representation sided with the rioters?

Goal Posts

Okay, it's the New Year, and usually the first resolution that goes has already flown:  The exercise regime.  Well, that's good, because most people who vow to improve their outsides as a resolution have picked the worst possible time to do it.  After all, who wants to even go outside when it's 7F, let alone go somewhere to get wet and get a quick freeze on the way home?  Be proud and go forward to improve your inner self, by putting a few goal posts on the playing field.

Goals have been around my work world for a long time, and I know I'm not alone there.  You may have heard of S.M.A.R.T. goals; not just a clever acronym but also simple enough to use in just about any work area.  They're a great way to get started, but there are improvements being made every day.

This morning I read in +Business Insider about a method Google has been using for some time, which has some distinct benefits:  Objectives and Key Results, or OKRs.

OKRs came originally from Intel, and Google's been using them from Day One.  But there is no reason any operation large or small, or for that matter any one of us, can't use OKRs to help us achieve a little more.

Now, I don't want to repeat what is a pretty well-written article, and recognize a "TL/DR" crowd when I see it so allow me please to summarize what's different and why it works so well. 

1. Each Objective has several key results, all of which can/should fit the SMART guidelines.  That is, the package's contents should all be clear, identifying success points, not impossible, useful, and not open-ended.  This is what many have come to expect.
2. The difference is the measurement of the outcome.  As shown above left, each result is reviewed and its completeness measured, using a 0.0 to 1.0 scale.  Summed and averaged, you have the overall outcome for the objective.

This may seem like a very small difference!  Returning numeric achievement values provides a level of transparency to the review process that can be quite valuable to worker and manager.  For example,  there's less room for consistently good or poor performance to be over or understated.  As a worker progresses to other teams and groups, this scoring may also be used to help quickly identify areas of aptitude to new leaders.

If you have the time to read I hope you also watch the +Google Ventures video embedded on the page to get some deeper context.  It's worthwhile, especially if you're managing a team of people who see SMART objectives as the check-boxes they can become.