How OKRs get set, owned, pursued and rewarded decides the company you're going to become.
Designing that on purpose is some of the highest-leverage work a leadership team ever does. Most have never done it.
If you have OKRs. We will tell you, objectively, how good the implementation is and what to change first.
OKR maturity, read from your artefacts rather than your intent. And the wider system they sit in, so OKRs are used where they have most impact and nothing else is forced into that shape.
A report on where you are and how to improve, in plain terms. Yours to use, with us or without us. And confidence your teams are getting the outcomes you adopted OKRs for.
You are inside it, so everything looks normal. And you have a stake, so nobody on your SLT can chair it cleanly. We have watched bias dilute the right answer many times.
Matt Roberts, ZOKRI's founder and principal consultant to senior leadership teams.
Ten years of implementations, which is why we can tell you why every observation in your report is there, and what excellent looks like on each one. Nothing in it is an opinion you have to take on trust.
“How OKRs are used and leveraged has evolved far beyond what you read in books, and what AI tells you. Few companies have caught up, and use them in a way that makes them more admin than performance catalyst.”
New to OKRs? We can implement them successfully, first time and at speed.
How we implement →What OKRs done well looks and feels like
Not a maturity score. Nine things you would notice from the inside, and the ones we look for from the outside.
More ideas, from more places
Great ideas exist in more places than most realise. You end up with a living funnel of them.
Think it, then know it
Ideas get evaluated rationally, so choosing between them stops being a matter of who argues hardest.
You read an OKR and get excited
They were never meant to be a sentence and a few bullets. Yours take a minute to read, and they land.
Progress you can see
Teams organise themselves for faster progress and shorter learning loops.
Success in more than one form
Metrics matter. So do learning and value horizons, and that is what stops OKRs feeling like admin.
Part of a portfolio of progress
OKRs are the few things that must move. The rest of the work still needs visibility, or the OKRs wither.
A rhythm that adapts
Set quarterly, but they also stop early, finish early, and carry on inside longer value streams.
AI-first OS
AI is making the OKR process better and faster. Reporting, action tracking, decision logs, learning-loop capture and more.
You would never stop
They become how you operate. If you stopped, teams would start them up again themselves.
Four of the hundreds of organisations that made us good at this
Single digit to 20% growth
A strategic review and OKRs created a focused, aligned leadership team. Sustained high growth followed, and OKRs are now a looked-forward-to part of every quarter.
Goal setting earned its place
A few conversations, a little training, two short workshops. No longer perceived as admin for the SLT: now how good ideas get funded and turned into value.
1,000 already, 3,000 follows
Converged on one framework in four quarters and met every success criterion. The learning we carry forward: change manage the longest-standing teams earlier.
Silos broken, progress rapid
Training, a facilitated workshop and coaching over two quarters. The OKRs landed, and how teams organised around them changed too.
How you manage OKRs is being revolutionised
This is what job ads for leaders at AI-native companies now say in the job description. You can work this way as well, and we can get you there quickly.
Part of the job description
Design how the company runs at scale
Set up an OKR-centric operating model end-to-end in an AI-native way, designing for how the company should run at scale and building the processes, tools and infrastructure to get there.
Setting and managing made efficient
Make OKR setting and management efficient, scalable and AI-native, so anyone in the company can set, review and update progress through AI tooling, with metrics flowing automatically from the data layer.
AI embedded in the cadence itself
Pre-reads, action tracking, decision logs and learning-loop capture, produced as a byproduct of the meeting rather than homework after it.
Can be built on the tools you already use
No new platform to adopt and no migration to survive. The operating model sits on the stack you have.
This is not a tool sale. We want to use your infrastructure, and we intend to.
45 minutes on how your OKRs actually run. Then a written read on what to change first.
Book the review →What we leave companies with
OKRs used exceptionally well
Not the basic version you read about. The version that fits the org you actually are: the stage, the market, the runway, the ambition, the behaviours people need to show, and all the other nuances that make a huge difference to how you use them.
The operating rhythm
An optimised cadence: weekly and quarterly business reviews, OKRs, goal-tracking and cross-functional alignment across every geography.
The KPI and metrics models
We build a living metrics layer that sits alongside OKRs, with dashboards and metrics packs that are easy to reach, plus the structured artefacts like reports that leaders actually read.
OKRs part of your company brain
OKRs and execution knowledge flows so the right people know the right things at the right time, across every team and time zone.
SLT/founder leverage
We shape the priorities of the CEO, the SLT and the founders, filter what reaches them, and drive what leaves their desk through to completion. We make you measurably more effective.
Communication infrastructure
We help define how decisions get made, documented, communicated and followed through at scale, internally and externally.
Patterns into systems
Wherever the company repeats itself, we find the pattern, build the process or the agent that runs it, and get out of the way.
Connective tissue
We make it easy to spot misalignment between teams and geographies before it becomes a problem.
World-class knowledge meets experience
People skills that make learning and change easier
Assets we've perfected you'll want
What typical engagements include
Discovery
We map the real system before prescribing anything. Diagnostics first, so we fix the crux, not the symptom everyone is busy fighting.
Team skills training
We build capability into the team, not dependency on us. The operating skills get installed so the system keeps running after we have gone.
Workshop facilitation
The right people in a room, producing decisions, alignment and momentum, not just discussion.
Regular coaching
An ongoing cadence with founders and leaders: the loops and accountability that keep it moving between sessions.
Questions we get asked first
What does ZOKRI actually do?
We design how a company sets, owns, pursues and rewards goals, then make that operating model AI native. That covers OKRs used well, the weekly and quarterly review cadence, the KPI and metrics layer, and the communication infrastructure around how decisions get made and followed through.
Do we need to adopt a new tool?
No. The operating model is built on the stack you already use. There is no platform to adopt and no migration to survive.
How does an engagement start?
With a 45-minute review of how your OKRs actually run today, followed by a written read on what to change first.
What does an AI-native OKR process change?
Reporting, action tracking, decision logs and learning-loop capture become a byproduct of the cadence rather than homework after it, and metrics flow automatically from your data layer.