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How to Train and Develop Your OKR Master: Internal vs. External

 

Implementing OKRs is one thing. Ensuring their long-term success within your organization is quite another. A key to this success is the role of the OKR Master (or OKR Champion). 

Once you recognize the value of having an OKR Master in your organization, the next step is deciding how to develop this role – should you train an internal OKR Master or bring in an external expert? This article will guide you through the process of building this expertise and the benefits of both approaches.

Becoming an OKR Master: Where to Start

The journey to becoming an OKR Master is not just about attending a course (like our Bootcamp) or reading a book, although both of these are helpful first steps. 

The real mastery of OKRs comes from practical, hands-on experience. Mastering the intricacies of goal setting, effectively guiding teams through cycles of learning and adaptation, and aligning OKRs with the broader company strategy requires both time and hands-on experience.

 

Start

 

Formal Training for OKR Masters

Many organizations start by offering formal training for their internal OKR Masters. This can be done through on-site workshops or online courses designed to teach the fundamentals of the OKR method.
In these courses, OKR Masters learn how to:

  • Define effective Objectives and Key Results
  • Align team and company goals
  • Facilitate regular check-ins and reviews
  • Overcome common challenges in the OKR process

Training programs are a great introduction, but the OKR Master role truly develops through real-world application.
That’s why experience plays a far more significant role than formal qualifications.

Learning by Doing: Gaining Practical Experience

The best OKR Masters are often former practitioners who have experienced the OKR process firsthand.
They know how to avoid common pitfalls, address challenges as they arise, and help others understand the deeper value of the methodology.

It’s important that the first OKR Master in your organization gets plenty of real-world practice, perhaps starting with one or two teams, before scaling the OKR process company-wide.
The more they engage with different teams and departments, the better they will understand the unique dynamics of OKR application in your specific business context.

 

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External OKR Consultants: Bridging the Gap

In many cases, companies start with an external OKR consultant to guide the initial implementation of OKRs. This external OKR Master brings valuable expertise to the table, having worked with various organizations and seen how OKRs function in different environments.

An external consultant can:

  • Kickstart the process: Helping you get OKRs off the ground quickly and effectively.
  • Mentor internal staff: Training one or more employees to become internal OKR Masters.
  • Provide objectivity: Offering an unbiased view of how well OKRs are being implemented, and where adjustments need to be made.

However, while external OKR Masters are useful in the initial phase, it’s important that the organization builds internal capacity for the role to ensure long-term success.

 

External OKR Master

 

Internal vs. External OKR Masters: Which is Best for Your Company?

Let’s break down the pros and cons of both approaches to help you decide which is right for your company.

Internal OKR Master

  • Advantages:
    • Always available to answer questions and support teams on the go.
    • Deeply familiar with the company’s culture, strategy, and internal dynamics.
    • Can help sustain long-term OKR success and continuous improvement.
  • Challenges:
    • May have limited OKR experience, especially at the beginning.
    • Requires time and resources to develop their expertise.
    • May need mentorship from an external consultant to fully grow into the role.
    • Might not be have the authority required to enforce the fundamental rules of OKRs (like the monthly OKR reviews).

External OKR Master

  • Advantages:
    • Offers a wealth of experience, having worked with multiple organizations.
    • Can set up the OKR framework quickly and guide teams past common pitfalls.
    • Provides an outside perspective, which is often valuable when aligning goals across departments.
  • Challenges:
    • Higher costs, particularly for long-term engagements.
    • May not be available for day-to-day support or quick questions.
    • Can create dependency if internal capacity isn’t developed alongside their work.
A Balanced Approach: Combining Both

In many cases, the ideal solution is to use a combination of both internal and external OKR Masters. Start with an external consultant to establish the framework, provide guidance, and ensure that the basics are done right. Meanwhile, train one or more internal employees to take over as OKR Masters once they’ve gained enough hands-on experience.

This balanced approach allows you to benefit from external expertise while building internal capacity for long-term success.

Whether you choose to develop an internal OKR Master or bring in external support, the key to success lies in having someone who can champion the OKR process, guide teams through challenges, and ensure alignment with the company’s overall goals. An internal OKR Master is the best long-term solution, but an external consultant can be instrumental in laying the foundation. With both roles working together, your company can fully unlock the potential of the OKR method.

Whenever our OKR expert Axel Rittershaus consults and coaches organizations during their OKR implementation (https://www.targetter.com/okr-goal-setting-consulting/), he also trains internal OKR masters and gives them priceless tips based on his long-term experience with OKRs. 

 

OKR Master