Getting the right know-how seeded, and then having scalable ways of delivering the consistent application of that knowledge ensures you can spread OKR best practices from tens to hundreds of people, and then even thousands. Getting this done in months not years is transformational. Which is where our OKR consultants come in.
It’s much harder to re-launch OKRs than to get them right first time.
We have a team of OKR consultants and trainers. Some have worked in companies like Google and Amazon, others have founded and run fast growth startups.
The ‘right fit’ coach will work with you and help you learn the basics before moving to drafting your first OKRs and running check-ins and retrospectives.
Together we will roll-out OKRs correctly the the first time and fast. Let world-class OKR consultants guide you through the OKR adoption curve and ensure you avoid potential pitfalls.
It won’t even take long or cost a lot. It’s relatively inexpensive and what your get in return is transformational for your company, with employees gaining skills that will serve them throughout their careers.
Not leveraging proven growth drivers can leave you uncompetitive. Our coaches understand the relationship between achieving goal clarity and the ability to talk in teams in a ‘safe’ way about what your goals ‘could’ and ‘should’ be.
Not being ambitious can throttle innovations and slow learning. We help team work out when to be bold and ambitious and when on 100% is good enough.
Learning OKR the right way ensures you avoid the few pitfalls that organizations can find themselves in if they are not careful. So we invite you to learn OKR best-practices from coaches that have used and coached OKRs across different types of organizations.
We usually begin with some light theory, and by sharing the plan and deployment parameters, with an open discussion on how this will operate in practice. This will provide the context to learn by doing, and the latter half of the workshop training will be structured around developing a real draft Objective and some supporting Key Results, minimising time spent on theory or examples from other companies which may not be applicable.
We begin with theory, and by sharing the plan and deployment parameters, with an open discussion on how this will operate in practice.
This will provide the context to learn by doing, and the latter half of the workshop training will be structured around developing real Objectives and supporting Key Results, minimising time spent on theory or examples from other companies which may not be applicable.
We finish by coaching the team on how to ensure they are aligned and committed to the OKRs in the coming days.
Each team kicks off their quarter and shares their OKRs with the whole team and any dependencies. This is usually done in a team meeting. We will support the team leaders in planning and running this communication to ensure the quarter starts well and everyone understands what the OKRs mean, and how they will be used.
Regular check-ins and monitoring progress during the cycle are key to success with OKRs. We will review the regular team meeting agenda and coach the team on how to ensure OKRs are getting the right attention on a regular basis. Additionally, we’ll help set up a mid-quarter OKR review to formalise the process and add rigour.
At the end of the cycle and beginning of the following one, we run a retrospective workshop to review what went well and what needs changing, and help plan changes to be integrated. This links well with the following cycles’ Set and Align workshop where new OKRs are set.
The right conversations at the right time deliver results – OKRs are the framework for these conversations. We will work with you to work out and establish a rhythm that works for you.
We’ve perfected the OKR training process to take less than four hours per person. Most of this time is spent working on the business rather than learning theory.
We’ll make the OKR training fun and engaging, and the change will have minimal overhead. We’ll help you select and motivate the right people and teams for best uptake. We have found that moving from ‘what’ to ‘why’ and ‘how’ will ensure value is demonstrated quickly and your people will be more engaged.
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Create the foundations
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Have coaches help run the first check-ins and and the end of the quarter retrospectives and planning meetings.
1-on-1 or 1