OKR consulting: how to choose who will accompany you in implementation

OKRs are on your agenda, and you are ready for the next step. Adopting OKRs in your organization is critical. You are here for a reason: to understand how to choose the expert who will guide you through this transformation. OKRs are perhaps the most concrete and effective transformation project you can implement in your company.

Given its importance, it is crucial to have expert guidance with a documented track record. We have been involved in OKR implementation for years, so much so that we have written the reference book that many coaches use. In this article, you will get insights from those who are shaping the OKR consulting industry at home and abroad.

Your company and the people who work with you are invaluable. It is vital that adopting OKRs brings benefits and does not undermine the hard work that has gotten you this far. Those who decide to adopt OKRs have a growth trajectory and do not want to risk what they have built. A poorly managed OKR project can leave cultural scars that are difficult to remove.

The key to success? A pragmatic implementation program implemented together with a team of experienced coaches that accelerates the adoption of best practices, adapting them to your business model and initiating meaningful and lasting transformation.

The problem with OKRs

OKRs may seem simple, and indeed they are. But it is in their apparent simplicity that the real challenge lies. Many have read John Doerr’s “Measure What Matters” or watched online tutorials that present OKRs as a piece of cake. But the reality is that OKRs are only “simple” when it comes to other businesses.

Have you ever tried to stop and define OKRs for your organization? You must have realized how complex it is. Often, managers and leaders, on a wave of enthusiasm, decide to adopt OKRs after simply reading a book. This leads to problems such as an inability to answer employee questions or to link specific decisions to broader strategic goals.

And how do OKRs integrate with other business practices such as budgeting, project management, or agile methodologies? These are questions that arise when trying to incorporate OKRs into an existing business context.

The real hurdle with OKRs is not understanding what they are, but how to implement them effectively. It is not a matter of looking for a quick fix on Google and hoping it works. OKRs are not a universal panacea, but they are a powerful tool. And like any tool, they must be used correctly to get the desired results.

OKR Coaching vs. OKR Consulting

When it comes to implementing OKRs in business, two main approaches emerge: OKR Coaching and OKR Consulting. But what is the difference? And which one is right for you?

OKR Coaching

• Personalized Approach: The OKR Coach works closely with you and your team, helping you understand and adopt the OKR methodology so that it becomes an integral part of your corporate culture.
• Skill Development: The main goal is to train your team, making them autonomous in defining and managing OKRs.
• Ongoing Support: A coach offers ongoing support, helping to navigate challenges that arise during the implementation and use of OKRs.
• Continuous Improvement: The emphasis is on learning and adaptation, ensuring that OKRs remain relevant and effective over time.

OKR Consulting

• Turnkey Solutions: OKR Consultants offer solutions based on best practices and past experience.
• Rapid Implementation: The goal is to achieve rapid results, often through a structured and proven process.
• External Expert: While a coach works to develop internal skills, a consultant brings external expertise, often focusing on specific problems or challenges.
• Project Approach: OKR counseling tends to have a defined duration, with goals and outcomes clearly established at the outset.

If you want to develop internal skills and ensure long-term adoption of OKRs, a coach might be the right choice. If, on the other hand, you need a quick fix or to address specific challenges, a consultant might be the ideal solution. Either way, the goal is to make the most of OKRs to guide your organization to success.

STRTGY ‘s unique approach for extraordinary results

At STRTGY, we fuse the best of two worlds. We are not a traditional consulting firm; we are the antithesis. We stand apart from classic consulting firms, yet guarantee that your project will be completed on time and on budget. STRTGY is the most pragmatic OKR coaching group serving business leadership in Italy.

Guided by me personally, our teams follow the implementation method I have perfected over time that precisely addresses the challenges each organization faces in adopting OKRs. The coaches at STRTGY are trained through specific trainings and certifications, adopting all the tools of the “Make Progress” protocol, chosen both at home and abroad by ambitious organizations to guide their strategic plans.

Our coaches never stop. Every day, they test and refine tools with real companies, ensuring that they are always on the cutting edge and ready for tomorrow’s challenges. If you’re looking for a unique approach that combines high-level coaching expertise with a tested implementation protocol, you’ve come to the right place.

Continue reading to learn how our unique OKR coaching model can guide your organization toward successful implementation and, as a result, extraordinary results.

Why Do Companies Use OKR Consulting?

Companies turn to OKR consulting primarily for speed and accuracy in implementation. Self-training on OKR methodology might be too time-consuming and risky for leadership. Managing the entire OKR roll-out process alone could lead to errors and confusions, especially when unforeseen effects emerge in implementation.

An experienced OKR consulting team can prevent and solve these problems with proven work patterns and techniques that avoid common errors, ensuring a smooth implementation.

Here are six key areas in which an OKR consulting firm can offer support:

1. In-Depth Training: They help the organization fully understand the OKR methodology through specific trainings for each level of the company.
2. External Objective Vision: They offer an external, unbiased perspective, helping leadership set clear goals away from internal dynamics and politics.
3. Organizational Alignment: They support different teams in aligning their needs, allowing leaders to focus on core activities.
4. Measurement and Optimization: They stand alongside the organization in evaluating the program, identifying key metrics not only from a business perspective, but also in terms of the quality of implementation.
5. Continuous Feedback: They collaborate with leadership to identify areas for improvement and implement correctives.
6. Integration with Other Systems: Provide practical support in integrating OKRs with other management tools, automating measurement and promoting real-time data-driven decisions.

An OKR consultancy not only facilitates the adoption of the methodology, but also ensures that it is implemented in the most effective and integrated way with existing business practices.

How Does OKR Counseling Work?

Although I cannot generalize for all OKR consulting firms, I can outline eight areas that make the approach of STRTGY particularly effective:

1. Understanding the state of the art: Through a dialogue with leadership we seek to understand the corporate culture, assess compatibility with OKRs, and identify the cultural gap to be bridged. This allows us to understand the pre-existing challenges and goals of the organization and how OKRs can accelerate the achievement of those goals.
2. Targeted Training: Once the business reality has been analyzed, we offer specific training for each level of leadership and management. These training modules are designed for each level to understand the potential of OKRs and how they can improve the quality of their work.
3. Defining OKRs: Through a collaborative and interactive process, STRTGY coaches guide the organization in defining OKRs, enabling each business unit to set its own micro-strategy, goals and key outcomes.
4. Implementation: Once the OKRs are defined, our coaches support leadership and management in practical implementation, ensuring each department’s alignment and leading initial practices and meetings that are key to adopting the methodology.
5. Monitoring and Review: Throughout the OKR cycle, we monitor progress, identify any obstacles and support leadership in overcoming them. This also includes regular review sessions on specific aspects of implementation.
6. Feedback and Optimization: We provide constant feedback to make OKR processes more streamlined and effective, always aiming to maximize the impact on results.
7. Integration with Other Processes: We help the organization identify opportunities for technology optimization, reducing time spent on technical management of OKRs and facilitating scalability of methodology adoption.
8. Ongoing Support: Even when the organization is able to manage the OKR program on its own, we provide ongoing support, ensuring that we remain relevant, effective, and aligned as the business evolves.

The eight key areas outlined highlight the unique effectiveness of STRTGY ‘s approach to implementing OKRs. But what really sets STRTGY apart is not just the structure of its approach, but how it is executed.

Unlike classic modes, in which a consultant might produce lengthy PowerPoint documents sent simply to justify his or her work, STRTGY takes a highly interactive approach. We have banished boring meetings and lengthy documentation. Instead, we hold workshops where everyone is involved, can learn and express their opinions. This creates an engaging, effective and collaborative experience.

Our main goal is not to demonstrate our expertise on OKRs. The professionals at STRTGY are seen more as temporary employees than as traditional consultants. They work alongside business teams, supporting them in this crucial transition to goal-oriented work.

Why doesn’t traditional OKR Coaching work?

The world of OKR coaching in Italy is a patchwork of different approaches. Many failed implementation attempts have generated doubts about the validity of the methodology and implementation methods. The main problem with coaching that many call “traditional” is that often those offering this service are managers from other companies with some free time on their hands.

It is inspiring to hear the experiences of those who have had success with OKRs, and this is something you can also do within this community by attending free STRTGY Meetings. However, relying on these “coaches” carries with it the risk of adopting a model that does not fit your organization. And there is another risk: these managers could be called away from their core tasks, leaving the company without the support it needs to continue with the implementation of OKRs.

STRTGY, on the contrary, is totally focused on supporting companies in adopting OKRs, offering ongoing, stable and always up-to-date support The coaches at STRTGY, while coming from prominent companies use the “Make Progress” methodology and are constantly refining it. I meet with them weekly to coordinate efforts, solve problems and improve our approach.

Although a talented manager could help you get started with OKRs, I recommend that you turn to an organization such as STRTGY, which can offer you comprehensive and specialized support, from defining strategy to evaluating the effectiveness of OKRs.

How to choose a successful consultant with experience in OKR

In an era when reputation and authority can be artificially built, it becomes a challenge for an entrepreneur to select the ideal OKR consultant for a crucial business transformation project. Here are 5 tips to ensure you choose a competent and reliable OKR consultant:

1. Assess Compatibility: The first thing to do is to arrange an acquaintance meeting. In addition to assessing personal likability, it is critical to understand if there are shared values, industry expertise, and strategic vision. This will help you understand whether the consultant has a deep understanding of your business reality and its needs.
2. Ask for Details about the Process:A second key tip is to ask the consultant to explain in detail how he or she intends to manage the project. Many OKR consultants do not have a clear plan of action and limit themselves to a series of unstructured meetings, hoping to achieve the desired result through simple conversations. However, each meeting comes at a cost, especially in terms of time taken away from the day-to-day running of your business. To ensure effective program implementation, it is essential that you know how the meetings will be run, what the objectives of each meeting will be, and how they will contribute to the overall success of the project.
3. Request Successful Cases: A good consultant will have a number of successful cases to show you. Although there may be restrictions due to confidentiality agreements, an experienced consultant will know how to present you with concrete examples without violating those agreements. Testimonials, case studies, and direct feedback are valuable tools for assessing the consultant’s competence and effectiveness.
4. Talk to Previous Clients: The fourth essential but often overlooked tip is to check the consultant’s effectiveness directly through feedback from his previous clients. Before investing in an expensive business transformation program, ask to be put in touch with those who have already worked with the consultant. This will allow you to verify the authenticity of the case studies and testimonials presented. While online content can be shaped to create a certain image, there is no more genuine testimony than direct testimony. And for effective communication, try to talk to someone who has a similar role to yours within their organization: if you are a CEO, talk to another CEO; if you are a manager, talk to another manager. This kind of peer interaction will ensure you get high-quality feedback. If their experience has been positive, they will be more than happy to share it with you, helping you to understand whether the consultant’s offering fits your company’s needs.
5. Check for Consistency in the Practice of OKRs: It is surprising to note how many professionals working in the field of OKRs do not actually apply this methodology in the management of their own companies. If a company promotes and teaches the importance of OKRs to other companies, but does not adopt them internally, where does it derive its expertise and authority on the topic? It is essential to ask directly, “Show me how you use OKRs in your company.” If a company does not practice what it preaches, this should be a red flag. You should never trust anyone who offers a service or product they do not personally use.

Choosing an OKR consultant should not be based only on promises and words. Through these five tips, you can make an informed assessment and choose the right consultant for your company’s needs.