OKRs: The key to improving business performance
Are you / is your organisation struggling with alignment, unclear goals, and a lack of direction?
Are you / is your organisation on a high growth path and needs to be more focused?
As a leader, you may be familiar with these challenges:
- Unclear or unmeasurable goals that make it difficult to track progress.
- Lack of alignment between departments, leading to inefficiencies.
- Overwhelm due to too many goals that dilute priorities.
- Lack of transparency about which goals can actually be achieved.
- Difficulties in realising goals at all management levels.
- Keeping everyone aligned and focused when growing at high speed.
OKRs are a simple concept to understand.
However, implementing them in organizations is a rocky path, full of pitfalls and mistakes that can be avoided if these potential problem areas are known and addressed early on.
Axel Rittershaus – OKR Expert
(training 40,000 OKR users worldwide)
OKR consulting services
The path to successful OKR implementation
Axel Rittershaus personally has been involved in OKR implementation projects since 2017 – globally and locally.
How our OKR consulting approach works and creates value for our clients:
- Analyse the initial situation
We analyze existing goal-setting processes (or the lack thereof) & understand the key objectives the management wants to achieve leveraging OKRs. - Define the best OKR implementation approach
Sometimes it’s best to start right at the top by defining company OKRs (this often includes reducing the number of goals and make them more tangible), sometimes it’s better to select 2-3 departments or business units as OKR pilot users. - Training at the management level:
Signing up managers to our OKR 101 online course, followed by workshop(s) on the correct formulation of objectives and key results. - Define company- or department-wide OKRs
We assist the managers in turning their goals into meaningful and useful OKRs. - Align the next management level(s)
We run workshops with 1-2 management levels below the top-management and assist them in defining their department- or team-wide OKRs in alignment with the overall OKRs. - Integrate OKRs into leadership practice
This is the make-or-break element of OKR-implementations! Often OKRs are perfectly defined, but not integrated into the normal leadership practice. And therefore become ‘just another time-consuming reporting structure’.
Most organizations fail at this step.
We make sure your organization turns OKRs into a management tool at all levels! - Long-term support
Usually, we run monthly OKR reviews, quarterly OKR reviews, and quarterly OKR definition workshops for at least 6 months.
During this time the managers learn how to define meaningful OKRs, use them to align and focus their teams, and integrate OKRs into their leadership practice.
In addition to our in-person training and workshops (mainly remote but also on-site), many organisations worldwide use our online course to educate their management and team members about the fundamentals of OKRs.
Axel has published the best-selling OKR online course in the world, with almost 40,000 participants. His course is available in English, German, and Chinese (!).
This OKR 101 online course is a time-saving and cost-effective way to help spread the understanding of OKRs widely within the company.
How we could support you in achieving your goals with OKRs
Usually, there are three ways of how we make companies achieve their goals with OKRs:
- Full-service OKR and company alignment consulting
6-9 months consulting, starting with management workshops and top-level OKR definition, further workshops with managers 1-2 levels below top management, to running monthly and quarterly OKR reviews, including ad-hoc consulting support for managers and OKR 101 course licenses for the company - OKR Kick start
1-2 workshops with management + signing up all people involved in our OKR 101 online course + ad-hoc OKR consulting - OKR online course
Signing up all people involved in our OKR 101 online course (no consulting)
Katrina attended a company-internal Leadership Journey