Unlock engagement across your people strategy
Use OKRs to connect HR goals with business outcomes driving clarity, motivation, and measurable progress across your organisation.
When strategy shifts, HR gets the mandate
- You’ve been tasked with delivering a new strategy
- Existing performance frameworks don’t reflect strategic priorities
- There’s no shared language of focus, alignment or accountability
- You need to build internal OKR capability quickly and credibly
A new CEO or refreshed strategy often brings a clear ambition and HR is expected to turn that vision into culture, capability, and execution. But without a structured way to align people around priorities, delivery becomes inconsistent, accountability is diffused, and the pressure to “embed the strategy” lands heavily on HR.
How can the OKR Focus Flow can help HR & People Leaders
You’re responsible for enabling alignment, performance, and engagement at scale. Our OKR Focus Flow helps HR and People leaders embed OKRs in a way that supports business goals while strengthening culture, clarity, and capability.
It’s not just about launching a new framework it’s about embedding a consistent rhythm that connects strategy to people practices across the organisation.
- Diagnose: Clarify what matters most right now across business units and talent agendas
- Design: Align OKRs with organisational design, L&D, performance, and engagement priorities
- Deploy: Co-create the rollout with teams to drive adoption and reduce resistance
- Drive: Build rituals that support performance, feedback, and team autonomy
- Deepen: Upskill internal champions to sustain and scale the approach over time
Lead change without becoming the bottleneck
Support your business units in adopting OKRs without needing to micromanage or firefight adoption.
Data-driven, not deck-driven
Enable sharper, people-informed conversations in performance reviews, talent calibration, and leadership reporting.
Empower managers, not just measure them
Give teams structure and clarity so they can own their outcomes, develop autonomy, and build trust.
Embed alignment without losing flexibility
OKRs provide a shared language that keeps teams focused—without forcing a rigid, top-down process.
Want to see how OKRs could work for you?
Download our free OKR Launch Guide for Enterprise Leaders a practical workbook with tips, examples, and pitfalls to avoid when introducing OKRs in a Corporate environment.
Most OKRs fail, not because of the framework, but because they’re not done well.
OKRs promise clarity, alignment, and focus, but too often, they become empty rituals. Without the right setup, support, and internal capability, teams struggle to gain traction. That’s why more than half of all OKR rollouts fail.
Explore our expert resources to avoid the pitfalls and unlock OKRs that actually deliver.
OKR Failure Rates
More than 60% of organisations struggle with setting effective OKRs, leading to failure in adoption.
(OKR Benchmark Report 2023)
DIY OKRs fall short
Only 1 in 5 organisations succeed with OKRs without external support, training, or coaching.
(WorkBoard)
Expert Guidance
Enterprises that invest in professional OKR training see a 25% improvement in alignment and goal tracking.
(Gartner)
How We Deliver High-Impact OKR Training
Our training isn’t about lectures and slides it’s about real learning that sticks.
Using the 4C’s model (Connection, Concept, Concrete Practice, Conclusion), we create high-energy, hands-on sessions where participants learn by doing, sharing, and applying.
Experiential Training, Not Just Theory
We create interactive learning environments where people connect with the material and each other. From day one, participants are engaged in group activities, OKR writing, and scenario-based practice that’s directly relevant to their work.
Connection
We start by linking OKRs to each participant’s role and reality building immediate relevance and shared understanding.
Concept
Next, we introduce the core OKR principles through simple models, memorable metaphors, and real-world examples.
Concrete Practice
Participants immediately put their learning into action by writing, reviewing, and improving OKRs in small groups.
Conclusion
Each session ends with reflection, practical takeaways, and clear next steps in preparation for real-world application.
Common OKR challenges we can address
Navigating OKR implementation can be complex.
Here are the common challenges we work with our clients to solve.
Vague or Task-Based OKRs
Problem: Teams often create OKRs that resemble task lists rather than focusing on impactful outcomes.
Solution: We teach patterns and techniques to help teams consistently craft outcome-oriented OKRs.
Unclear Ownership and Accountability
Problem: Ambiguity in OKR ownership can result in lack of accountability and follow-through.
Solution: We teach Teams how to create and define clear ownership structures, ensuring each OKR has an accountable individual or teams.
Inconsistent Quality Across Teams
Problem: Variability in OKR quality between teams can hinder organisational cohesion and performance.
Solution: Training everyone to a standard approach ensures consistency and shared understanding.
Setting and Forgetting OKRs
Problem: Establishing OKRs without regular review can lead to stagnation and missed opportunities for adjustment.
Solution: We’ll share an OKR execution process, including events and agendas that enables teams to undertake regular check-ins and reviews to keep OKRs dynamic and responsive to change.
Confusion Between OKRs and KPIs
Problem: Misunderstanding the distinction between OKRs and KPIs can blur performance tracking and goal setting.
Solution: We clarify the roles of OKRs and KPIs, ensuring each is used appropriately to measure success.
Absence of Regular OKR Cadence
Problem: Without a structured cadence, OKR processes can become disjointed and ineffective.
Solution: We help teams to understand what a consistent OKR cycle is, including planning, review, and retrospective phases.
Dependence on External Facilitation
Problem: Relying solely on external consultants for OKR processes can be unsustainable.
Solution: We empower your internal teams with the knowledge and tools to manage OKRs independently.
Lack of Confidence in OKR Creation
Problem: Teams may feel uncertain about formulating effective OKRs due to lack of experience or knowledge.
Solution: We use the 4C’s approach to improve learning and provide scenario based learning opportunities.
Confusion Around OKR Tools & Systems
Problem: Teams invest in OKR platforms without the knowledge to use them effectively leading to underuse, frustration, or misalignment between the tool and how teams actually work.
Solution: We provide tool-agnostic guidance and training on popular OKR systems helping you choose the right platform, set it up correctly, and train your teams to get real value from it.
Lack of Post-Training Support
Problem: Many organisations complete OKR training but struggle to embed the practice without continued guidance. Teams are left asking, “What now?”
Solution: We provide hands-on post-training support, including OKR coaching, feedback sessions, and rollout planning.
Still have questions?
Still unsure about the right OKR training for you? Get in touch, and we’ll guide you in the right direction.
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