Dramatically Improve Goal Setting and Achievement in Your Organisation

Sharper goals, tied to strategy and pursued systematically. Run a pilot cohort, measure the impact, then scale what works.

92%

Of goals aren’t achieved

67%

Of strategies fail at execution

You've Seen This This Pattern Before.

Your CEO sets a strategy. Your teams set goals. Your people sign up to OKRs.

And every year, lots of red and lots of amber.

It isn’t because the strategy was wrong. Harvard Business Review’s research found that 67% of well-formulated strategies fail, not at the planning stage but at execution.

It isn’t because people aren’t ambitious. Research shows that 92% of people who set goals never achieve them, not through lack of desire but through lack of system.

Broken Goal Systems

The problem isn’t what your people are trying to do. The problem is everything around the goal: how it’s considered, how it’s formulated, how it’s documented, how it’s pursued, how it’s reviewed and how it’s rewarded.

Fix that, and performance follows.

Don’t fix it, and no amount of strategy refresh, OKR software, or motivational off-site will move the number that matters.

The Goal Isn't Broken. Everything Around It Is.

Most goal-setting programmes teach frameworks. Templates. Acronyms. SMART goals. OKR syntax. Then they leave.

Six months later, the templates are abandoned and the numbers have not moved, because the programme solved for what a goal looks like on paper, not for what it takes to achieve one in the real world, under real pressure, inside the system your people actually work in.

We Don’t Teach a Framework. We Build a Capability.

This teaches your people to do six things.

Consider Before They Commit

So they are solving the right problem, not the surface one.

Formulate Goals in Three Layers

Outcome, performance standard, and process behaviour.

Document and Share

In a way that creates real accountability, not theatre.

Pursue Systematically

Through environment design, implementation intentions, and support.

Review Progress on a Cadence

That corrects course before it is too late.

Reward the Behaviours That Drove the Outcome

Not just the outcome itself.

One Cohort. Real Data. Then Scale. OKRs Execute It.

We do not roll out. We start with one cohort inside your organisation, usually 20 to 30 people, and prove the model works in your environment, with your people and on your goals, before you commit to anything bigger.

Cohort

We work with the first group directly. We teach them to set sharper goals, connect them to strategy, and pursue them systematically. Every person in the cohort leaves with goals they own, a system they’ll actually use, and coaching support through the first cycle.

Do The Work

The cohort pursues real goals, not training exercises. These are the goals they were going to be working on anyway. We just make sure they are the right ones, set the right way, with the right support around them.

Track The Results

Before-and-after performance data. Goal attainment rates. Progress against strategic objectives. We measure what shifted, honestly, including where it did not, so you have real evidence to take to your CEO.

Retrospective & Scale

We run a retrospective with your leadership team and the cohort. What worked. What did not. What needs to change for this to work at scale. Then we scale what worked across the organisation, using the first cohort as the engine.

Case Study

We worked with a national UK company. 70 employees. Stuck in low growth for long enough that stuck felt like a permanent condition.

We didn’t roll out a programme across the business. We started with 10 people.

We trained them. Coached them. Taught them to set sharper goals, connect them to strategy, and pursue them systematically. Their goal achievement went up. Their work got better. Their energy shifted. Then we rolled it out.

Today, the business is growing at 20% plus. The CEO will tell you the programme is a core contributor to the shift.

We’d tell you the first cohort was.

Because the first cohort changes three things at once, their own performance, the evidence you take to the rest of the business, and the belief across the organisation that change is actually happening this time. You can’t buy that with a company-wide launch. You can only earn it with a group that did the work and changed first.

One cohort. Then the rest. Then the numbers.

That’s the model.

Three Shifts. In That Order.

Performance

Measurable improvement in goal attainment inside the cohort, evidenced with before-and-after data. Not confidence. Real numbers that stand up to scrutiny across your organisation and leadership.

Alignment

Goals that actually connect to strategy. The 67% execution gap closes where it lives, between strategic intent and daily behaviour across teams, functions, and every level of the organisation.

Culture

The cohort becomes the proof point, the language, and the internal scaling capability. Culture change happens through what people do every day. We change what they do at scale.

Because Scaling Before You’ve Proven It
Is How L&D Programmes Fail.

Most L&D programmes scale before they’ve shown they work. That’s why they don’t stick.

We do it the other way round.

By the time you are ready to take this business-wide, you will have everything you need.

Measured performance improvement in a defined group of people
A documented retrospective showing what worked, what didn't, and why
A first cohort of internal advocates ready to coach the next one
A repeatable model that doesn't depend on us staying in the building
A business case you can take to your CEO with evidence, not promises

No big-bang launch. No untested investment. No having to sell it internally on your word alone. The first cohort does the convincing.

Is This Right For You?

You've invested in strategy work that hasn't translated into execution
Your OKRs look good on paper and have not shifted numbers
You've run goal-setting training that didn't stick
Your CEO is asking why the strategic priorities aren't moving faster
You want evidence, not vibes, before you commit real L&D budget
You've been burned by consulting engagements that left nothing behind

Ready to See What One Cohort Can Prove?

What You’re Agreeing To.

A single cohort of 10 – 20 people, over a defined cycle (typically one quarter).

You get:

Full cohort programme design, tailored to your organisation and strategy
Goal-setting and pursuit workshops for every cohort member
Ongoing coaching support through the cycle (human and AI-enabled)
Leadership team briefing and involvement
Mid-cycle and end-cycle measurement of goal attainment and indicators
A retrospective session with your leadership team
A written report with data, findings, and scaling recommendations

We agree on three things before starting:

Why Us? Right For You?

ZOKRI combines four things most consultancies offer one of:

Human Expertise

Twenty years of work with CEOs, leadership teams, and organisations from tens to low thousands of employees, in over twenty countries. Not theory. Practice.

Questions HR Directors Tend to Ask

How is this different from OKR software or goal-setting training?

Software gives you a place to put goals. Training gives you a way to write them. Neither changes whether your people achieve them. We build the capability to pursue goals systematically, which is the layer the 92% and 67% stats both point to.

What’s the time commitment for cohort members?

Roughly 4–6 hours of workshop time over the cycle, plus ongoing coaching support that fits around their normal work. The goals they are pursuing are their real goals, so this does not add work, it changes how the work happens.

How do we measure success?

We agree the measures before the pilot starts, in writing. Typical measures include goal attainment rates (before/after), movement on the specific performance indicators each cohort member was targeting, alignment between individual goals and strategic priorities, and cohort-level qualitative findings. No vanity metrics.

What does it cost?

Pilot pricing depends on cohort size, cycle length, and measurement depth. We will give you a full proposal with costs within five working days of the scoping call. No commitment until you have seen it.

Do we need executive sponsorship?

Yes, and we will tell you exactly what we need from your leadership team before the pilot starts. Programmes without executive involvement do not scale. We are explicit about that rather than discovering it six months in.

What if the pilot does not work?

Then we tell you in the retrospective, with evidence. You do not scale it. You have spent a defined, limited amount to learn whether this approach works in your organisation, which is a better bet than rolling out something untested across the whole business. In practice, pilots designed with clear measures and leadership involvement tend to produce clear results. That is why we design them this way.

Run One Cohort. See the Numbers. Then Scale.

Most L&D decisions are made with partial evidence. This one doesn’t have to be.

Thirty minutes of your time. A scoping conversation. A full proposal in your inbox within five working days. No commitment until you’ve seen the plan, the cost, and the measurement framework.

If it isn’t right for your organisation, you’ll know inside ten minutes — and so will we.