An OKR Course For Management

OKR Course Specifically For Owners, CXOs & Managers

Accelerate your OKR mastery with this complete OKR training course designed for business owners, leaders and managers.

Use $20 off code: FORCE-MULTIPLIERS – get this course for $19

A personal promise

In physics, a force multiplier increases the amount of force imposed upon an object. For example, a lever like a crowbar. In business the big and easy to apply force multipliers are strategy, goals, people and technology.

You have signed up to this course because you have realized that goals, and more specifically OKRs are a force multiplier. My belief is that like Google and countless others, if you will learn to use OKRs well, you can Force Multiply your growth by ten times as well.

Why such a strong belief? I have watched OKRs and the people focusing on them in action, quarter after quarter, inside fast growth companies. OKRs work if used correctly. 

I have now spent over 6 years training leaders to use OKRs, and this is everything I have learned condensed into a 2 hour intensive course. 

I promise this course will ensure you harness all of the benefits OKRs bring. To help there is an end example to follow. This example aligns a strategy with department, team and personal OKRs. I’ve never seen something like this laid out before, which is surprising as it’s usually the huge lightbulb moment for those learning.

All of the pitfalls are laid out so you can avoid them. Every detail has been thought through.

Enjoy the course,


Matt Roberts


Get A Free Copy 

You get a FREE PDF version of this book to read and share with colleagues when you buy this course.

If you would prefer, you can buy a printed version for $12 on Amazon.

There’s a coupon / discount code in the book that gets you $20 off the course price. It would be annoying to find that out later, so here it is:


The details of what you will learn in under 2 hours


Your course tutor

Meet Matt. He created this course. He’s the co-founder of ZOKRI and the author of Force Multipliers.

Matt is going to share with you what he’s learned from training and coaching business leaders in how to create winning strategies and use OKRs to execute them. The course obviously has a price, but what this can teach you might be priceless.

Sample Clip
Section 1

OKRs - one of the most valuable management skills you can learn

OKR, as you probably know, stands for Objectives and Key Results, which is of course a type of goal. But have you ever asked yourself why we invest time in setting goals? This is why.

I’d imaging that you’ve got a strategy and you want to see if it’s going to work, right? Otherwise what was the point in creating it?

What I am going to show you is that OKRs are the answer to:

“What does our strategy insist we learn to do, and achieve?”


“What progress is essential next?”

OKRs are how you are going to deliver that strategy and optimize your business-as-usual. 

I will get into the specifics of how to write great Objectives and Key Results in lesson five to nine, but before I do that, we need to get on the same page on a few key details.

Section 2

Skills everyone needs to perform at their best

OKRs are SMART goals that ensure you can plan and manage the delivery of your strategy, and other things that must change as part of your business-as-usual activities.

However, SMART goals are not enough, they were missing some really important goals attributes and therefore needed an upgrade. They needed to be FAAT as well.

An Objective is written as a sentence or two that describes what you have agreed to achieve.

A copy written statement of intent that provides clarity on what the achievement would be without letting you know what the measures of success are.

This is how to write great Objectives. The kind that set you up for success from the get go.

Equally important to the Objective itself is the long-form narrative that is separated from the Objective or Key Results. The narrative answers the question of: why is this Objective critical at this point in time and what makes it a priority? We will look a number of examples of supporting narratives all the way through the course.

Key Results are trickier to write than Objectives and are often where teams get stuck because they can’t agree on them or do not track the measures that make most sense. This is how you can stop them from struggling whilst creating measures that work.

Here are examples that use the formats and formula I have created to help you. There are lots of other examples coming up throughout the course as well. Get ready for an ‘aha’ moment.

Some Key Results are made deliberately hard to achieve whilst other key results are expected to be fully achieved. I will tell you why you should also do this, but selectively. Choosing your moment carefully.

Lots get confused about when and how to go beyond the OKRs and add another layer of planning. I am going to show you why, how and when to do this and make using this concept simple for you.

You are obviously going to be updating your Progress being made on your Key Results and Activities. Here’s the thing about progress, it looks backwards. I am going to show you how to look forwards as well to create OKR early warning system.

Comment are how you will find out the answers to questions like:

  • What’s holding you back?
  • What do you need?

The idea behind gather these is simple.  You need information to flow and progress blockers to be eliminated.

Not everyone can own an OKRs and you want accountability. How do you get the balance right? I will tell you. 

OKRs have a lots of superpowers. This superpower is about having visible alignment and line of sight of impact. 

Sample Clips
Section 3

Example of a strategy that turns in to OKRs of varying types

It’s going to really help you learn from the OKR examples I am going to run through, I’d like you to listen this strategy document read through.

Companies set either a single or multiple annual high level OKRs that related to their strategy. A single high level OKR is called a Unifying OKR. Here’s an example of one of those in action.

OKRs can lay out your strategic hypothesis, defining success within the Key Results, and also what failure would look like. It’s not hard to see how and why these are so powerful.

Here’s an example of an OKR that lends itself to being the focus of a cross-functional team. 

Departmental OKRs represent the departments strategy for supporting the companies strategic OKR(s). We’ve a couple of departmental OKRs to show you in action here.

Departments have sub-teams, and sub-teams also need to align. This is an example of how.

This is one one of the traps many fall into. This is an example of a BAU OKR that rather than being frowned upon, is encouraged. You’ll see the difference and get it.

Meet Jenny who works in Accounts. She’s helping on the departmental OKR and also has a Personal OKR. Learn about Jenny and how to take away any potential conflicts between company, team and personal OKRs.

The key to unlocking this synergy and force multiplier is the development of a fair and balanced Performance Management process. A process that balances progress being made by the company, teams, and personal OKRs, whilst adding another critical layer and lens on an individual.

Section 4

Time for another recap before kicking-on

This a another quick recap of the key points of what you should have learned so far. Again, there is no need to write anything down as I’ve created a handbook for you.

Section 5

The OKR creation process

Ideation often happens on whiteboards or virtual whiteboards. Ideas are then formalized with additional information added that makes the decision on whether to commit to the OKR easy.

Download the template and with a pen write an OKR and list the activities that would help you achieve the OKR.

Having a formal way of managing the process from drafting through to sign-off is a great idea.

Section 6

Two key roles and events

The Executive Sponsor plays a critical role in legitimizing the process, addressing potential resistance, and ensures alignment with the strategy.

Is this you?

Town Halls are a great way to end every quarter and start a new one with energy and optimnism.

Another key component is the appointment of an OKR Team Lead. These individuals are pivotal in driving the OKR process at the team level.

OKRs require frequent conversations to happen. This is a tried and tested weekly agenda with suggested time allocations.

Section 7

Ending a quarter or year

You’re now at the end of the quarter and it’s time to reflect and learn.

Section 8

The power of commitment and management systems

Like any skill and competency, OKRs take time to really master.

Some people will learn faster than others, and some don’t want to learn, or hate the idea of transparency and accountability.

If the people that don’t want transparency and accountability see weakness in you, they just need to hold out, throw the occasional spanner in the works, and whisper their discontent in the background. Let’s plan for this.

All technology has a job to do. The role of a strategy and OKR management system is to centralize information, provide a process to guide, align and optimize resources, streamline updates, share important information in real-time and report to stakeholders. 

Section 9

Time a final recap before kicking-on to the end

You have learned a lot by this point in the course. Here’s a final recap. You should be feeling confident about how you would use OKRs by now.

Section 10

Avoiding OKR mistakes and common questions

Here are 8 common mistakes that I really want you to avoid.

Section 11

Common OKR Questions and Answers

I always make time for questions and answers after an OKR training session. These are the questions that come up all of the time.

Section 12

Getting everyone to the same standard and on the same page

The first thing you need to do is up-skill everyone. Part of achieving this is to ensure that there is a common understanding of what OKR are there to do, how to set them, how to manage them, and what they will be used for from a company and teams perspective, and what they will be used for from an individual’s perspective.

Part of the solution to this is the creation of an OKR handbook. This is a document that tells people what they need to do and what they want to know. I’ve created one for you to download to help.

I don’t know how big your company is, or whether OKRs are new to you or not.  Advising you on rolling out OKRs is therefore hard.

What I can tell you is that you need to commit to all the stages so that everyone knows you are serious about this, and provide a timeline. Here is a 3 stage approach that works well.

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Section 13

Getting the right people to help

Learning to use and rolling out OKRs is a project, and a high value one as well. It can also be costly if not managed well.



Well done. You’ve learned a lot in a short period of time. You’re got what you need to start using OKRs in your organization.

Questions & Answers

Who Is The Course For?

Designed For Managers & Their Teams

An easy to follow course that uses video, handbooks, and unique templates to help managers learn how to use OKRs correctly, quickly, at their own time.

How Is The Course Accessed?

Accessed Via Online Learning Platform

Once signed-up you will have a login to our earning platform where the video and other course assets will available to you. 

Do Your Need To Buy Software?

For Users & Non Users Of Our Software

The course is independent of our software for managing strategy, OKRs, KPIs, culture and individual performance management. Which is why we created some great OKR writing templates.

Discounts For More People?

Discounted Rates For More People

If you’d like to out a number of people through the course and have a coach work with them on their OKRs we can organize that if you email support [AT] zokri [DOT] com.

OKR Workshop Facilitation?

Let Us Facilitate Your Next Planning Workshop

If you would like an OKR coach to facilitate your next OKR planning workshop please get in-touch. We can discuss what you want and ensure your next OKRs are great ones.