We stay alongside you from the first diagnostic through full rollout, leaving behind a system that keeps running long after the engagement closes.
Our senior consultants come from across industries. They work with your team to map what your organisation actually needs and shape an approach that fits how you set goals and measure performance.
If a system is already in place, we audit your existing performance and development practices. We identify where the gaps with company strategy live, then sharpen how you set goals, measure outcomes, and run review cycles. The end goal is simple: by the time the engagement closes, your team can run its own OKR cycles confidently.
The four scenarios below are where consulting is the right entry point. Coaching strengthens a system that already runs; consulting builds the practice in the first place or rebuilds it.
You are launching OKRs for the first time. Leadership has committed to the methodology, but nobody is sure what an end-to-end rollout actually looks like in practice.
A previous OKR attempt failed. The framework wasn't the issue, but momentum collapsed mid-cycle. Now the process needs to be rebuilt and the existing setup overhauled at the same time.
You operate across multiple business units or geographies. An OKR rollout that runs smoothly at small scale needs real strategic architecture, cascading, governance, and cross-team alignment, once the organisation grows.
You need to define and cascade strategy. Before strategy can be wired into the OKR system, it has to be written down and broken into objectives. For organisations in this position, strategy mapping is the first step.
If your OKRs already exist and the issue is the practice around them, consulting isn't the right service. Start with OKR Coaching, which strengthens an existing program.
Every engagement is custom-scoped, but most fall into one of four patterns below. Pick the one that sounds closest to where you are and the discovery call will refine it.
End-to-end build of an OKR program: cadence, cascading, scoring rules, governance, tooling, and the first two cycles run side by side with your team. Most engagements that start as "we need an OKR consultant" land here.
For companies whose first OKR attempt collapsed mid-cycle and now need to overhaul the existing setup. We diagnose what went wrong in the previous attempt, fold those lessons into the new design, and plan a fresh process built on them.
For when strategy itself needs to be made legible before OKRs can be built around it. Working with the leadership team, we surface strategic priorities, tie them to outcomes, and translate those into a coherent set of company-level objectives.
Phased OKR rollout across multiple business units, geographies, or product lines. Cascade architecture, governance design, and cross-unit alignment built for scale, not just the pilot team. Typical engagements run 9 to 18 months across two to four phases.
Every consulting engagement runs through the same four stages. The depth changes with scope; the structure is constant.
We map the current state: leadership expectations, decision-making patterns, and existing workflows. By auditing past strategic initiatives and earlier OKR rollouts, we surface the gaps to close and the root causes behind them.
We co-design the OKR model with your leadership: cycle cadence, cascading, scoring, governance. Every step is documented so what we leave behind is a self-sufficient structure that keeps running smoothly after the engagement closes.
Teams write their first OKRs with live consultant guidance. The platform goes live. The first cycle runs with check-ins, scoring reviews, and an end-of-cycle retrospective, all coached in real time.
By cycle two, your internal program owner runs the cadence and we are on standby. By engagement end, the program runs without us. This is the success metric, not the slide count.
Our approach is grounded in field experience, not theory. The processes we bring to your organisation have been pressure-tested in real business conditions, and every engagement is led by experts who have rolled OKRs out at organisational scale before.
Consulting builds the OKR system in your organisation from the ground up: cycle cadence, goal cascading, scoring criteria, and governance model are designed, and the first rollouts run side by side with your team. It is the right starting point for organisations new to the methodology or looking to restructure an existing process. Coaching, by contrast, supports an OKR practice that already runs, through continuous development, feedback, and acknowledgement (CFA) principles, to push organisational performance higher.
A standard OKR rollout runs 3 to 6 months, covering system setup, the first cycle, and hand-off to internal teams. For large-scale projects spanning multiple business units, the timeline is phased across 9 to 18 months. Strategy-only consulting engagements wrap in 6 to 10 weeks.
Rather than starting from zero, we focus on improving what is already in place. We diagnose the gaps in earlier rollouts and fold those lessons into the new system design. To rebuild internal trust, we wrap the process in an end-to-end change management plan and embed the OKR practice for the long term.
Not at the start, but it becomes essential for lasting success. Spreadsheets work for small teams, but as the organisation grows, aligning goals and tracking data turns messy fast. A dedicated platform cuts the manual workload and makes strategy visible and manageable across the whole organisation.
Yes. We have run engagements spanning multiple business units and geographies. The governance model and cross-department alignment are built at the scale of the whole organisation, not a single team. For complex, large rollouts, we use a phased deployment model to manage the process with confidence.
Engagements are custom-priced by company size, scope, and duration. After the free 30-minute discovery call, we send a tailored proposal within two business days. There is no standard list price because every organisation's rollout complexity is different.
30 minutes to map a real implementation path for your organisation. No slide deck, no commitment, no sales pitch.