In a fast-paced business world where goals and priorities can change constantly, it is difficult to keep an organisation on track. Traditional goal setting methods can be ineffective as they define rigid goals that become less relevant or unachievable over time. In such a situation, the implementation of Objectives and Key Results (OKR for short) provides focus and responsiveness.

We help you to successfully introduce this method of goal setting. We work with you to develop a customised OKR strategy that is tailored to your specific needs. Our consultants will help you define clear objectives and measurable key results and find a way of working that works. This will ensure that your organisation stays on track and achieves the desired results.

Definition
OKR briefly explained

The acronym OKR stands for objectives and key results and is an agile framework for goal setting. OKRs form a bridge between the long-term vision or strategy of an organisation and the short-term stages and tasks for achieving objectives. The OKR framework is suitable for different levels of a company and can be used across organisations as well as by teams or individuals to set challenging and ambitious goals with measurable results.

Whether a small company or a large international corporation, the OKR Framework can be used by companies of any size and in any sector. Work is carried out in cycles of two to four months with around three OKR sets (each consisting of one objective and around three to four key results). The focus on a few OKR sets per cycle requires comprehensible prioritisation and creates a common direction within the company. The OKR framework also promotes communication, creates transparency about progress and increases the commitment and motivation of everyone involved. You can also find out more about OKR in our blog post.

Are you interested in OKR? Then contact us for a free taster deep dive into the basics of the OKR framework.

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OKR should be seen as a supplement, not a replacement for functioning agile product development teams, as the framework works on a different level.

Sonja Neubauer

Manager

Our performance promise

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Maturity level determination
With the help of our specially developed maturity model, our consultants check the suitability of the OKR method for your specific business situation and advise you on the best solution for your context.
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Accompanying you from A to Z
Our team supports you from start to finish in setting up the OKR framework. We identify relevant roles, a suitable process and meeting structure and enable you to formulate your OKR sets.
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Support with OKR expertise
Our OKR-certified consultants are at your side throughout the entire process, providing advice on content and methodology and supporting you with individual coaching.
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Empowerment of your employees
As part of our LEITWERK Academy programme, we empower your employees with suitable workshops and training courses on the OKR framework, the agile mindset and change management skills.
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Optimisation of existing structures
Have you already introduced an OKR framework but are not seeing the desired success? Here too, our team can help you analyse, adapt and optimise your existing structures without having to change your employees' processes again.

Our approach
Introduction of an OKR framework in the company

1. Phase 06

Clarification of the order

Clarification of the order
As part of the order clarification, we work with you to sharpen the why behind the introduction of OKR and ensure a common understanding of the individual aspects of the OKR framework. Both points are essential prerequisites for a successful OKR introduction. We also work with you to determine what added value you can expect from using OKR and how this can be measured.
Joint alignment
Before we start with the actual introduction of the OKR framework, we analyse your individual starting situation using the maturity model and examine the question of whether and within what framework the introduction of OKR makes sense. This analysis includes current working methods and processes as well as existing target images. If available, we take a look at your mission, vision and corporate mission statement. If necessary, we will concretise these in a vision workshop or work with you to redevelop your corporate orientation as the basis for a successful OKR approach.
Set-up of the OKR Framework
The OKR framework should not be considered on top, but in an integrative manner. For this reason, existing structures, meeting formats and processes are taken into account when introducing the OKR system and the following questions, among others, are answered: At which company levels should OKR be introduced (scaling)? Does a pilot phase make sense? Which employees will be involved? In which cycles do you want to work? Which tool should be used? In close consultation, we visualise the procedure, make changes visible and create transparency about the new approach.
Empowerment of your employees
We build up an information base that describes the procedure, intention and elements. At the same time, we train your employees in the OKR framework. In individual and role-specific training sessions and interactive workshops (on-site, remote or hybrid), we teach your employees the relevant basics so that they can find their way around the OKR set-up. The empowerment methods are customised to the needs and respective level of knowledge of your employees.
Development and formulation of OKR sets
Derived from your overarching corporate vision or your mission statement, we work with you to develop and formulate relevant OKR sets for various company levels for the first OKR cycle. In doing so, we support you in formulating the objectives in a motivating and inspiring way and finding a suitable altitude. Depending on the scaling level, we support you in the refinement and alignment of the OKR sets.
Continuous improvement
To ensure that the OKR framework becomes a long-term, sustainable process in your company, we empower your internal OKR experts and hand over the process to them step by step. By using suitable tools and monitoring measures, we help you to constantly gain new insights in order to further optimise the framework in your company. Thanks to the established OKR processes and meeting structures, you remain responsive and focused on your goals and develop into a learning organisation that creates transparency and involves employees.

Project examples

I. Introduction of an OKR framework

Scope of commission

The subject of the assignment was the comprehensive implementation, realisation and communication of an OKR framework in a medium-sized company. The aim was to introduce a working model that makes the long-term strategic goals clearly understandable and workable for employees at all levels of the company.

Initial situation

As OKR was completely new to the company, our consultants first analysed the current situation in detail and checked the existing processes and structures for compatibility with the OKR framework.

Solution approach

In order to be able to formulate motivating and meaningful OKR sets, the team first developed the company vision in a vision workshop and then derived the corresponding goals from this, which serve as the basis for the OKR sets. At the same time, employees were given targeted training to enable them to use the framework largely independently.

Results

Thanks to the sustained review of the initial situation and the extensive training of employees, it was possible to introduce an OKR working model that is accepted and applied at all organisational levels involved.

II Optimisation of an existing OKR framework

Scope of commission

The aim of the project was to adapt and optimise an OKR set-up that had already been introduced but was not effective, without completely rethinking the structures and formats.

Initial situation

The client had already introduced OKR, but lacked the necessary employee knowledge and functioning structures and processes to support the model. There was a great deal of rejection of OKR because the framework was applied incorrectly.

Solution approach

Our OKR expert initially observed the company and the established process and identified steps and levers to optimise the OKR set-up within the existing environment. The employees were heavily involved in the considerations and measures in order to create identification with the improvements.

Results

The existing framework was optimised through minor adjustments and a framework structure. Information was made available in a structured and regular manner and contact persons from different departments were appointed as co-responsible parties. The participative approach prevented renewed uncertainty and gave the team a clear direction.

III. Iterative establishment of the OKR framework

Scope of commission

Our medium-sized client contacted us with the aim of improving the joint alignment of the departments in the long term. LEITWERK Consulting was commissioned to provide comprehensive support during the OKR introduction.

Initial situation

The client was not sure whether the OKR framework was suitable for the organisational context. Based on the LEITWERK maturity model, it was determined whether and how the OKR working model could best be integrated into the existing organisational structures. At the same time, it was worked out which existing processes and structures need to be adapted or replaced.

Solution approach

Supported by the expertise of our certified OKR experts, suitable meeting structures, target levels and communication strategies were developed. In addition, the departments were supported in formulating the OKR sets and the set-up was further optimised and adapted over several cycles.

Results

The introduction of OKR has improved dialogue and created transparency. The focus on three OKR sets has significantly improved prioritisation within the teams and placed activities in the context of the company's objectives.

Are you interested in establishing OKR in your organisation and want to find out more? Then arrange a personalised consultation with one of our certified OKR experts.

Contact us!

Your advantages
Why LEITWERK Consulting for the introduction of your OKR framework?

Customised solution design
We work with you to analyse your status quo. We also check whether the framework itself and which elements of it are relevant for you. In doing so, we take existing structures and processes into account and determine a customised approach for you.
Experience in change management
Change management is one of our core competences. Our many years of experience in this area enable us to provide the best possible support for the introduction of OKR in your company and ensure that your employees are taken along on the path to OKR.
Interdisciplinary team
Our consultants gain new experience in a wide variety of projects every day and share this with each other. This allows you to benefit from a wide range of consulting expertise. As a result, our consultants support you with the entire wealth of LEITWERK Consulting experience.
Thinking outside the box
We think outside the box - professionally, personally and culturally - so that together we can find the best possible solutions for your challenges. If necessary, we also combine impulses and ideas from various agile and classic frameworks.
LEITWERK Academy
We have numerous professionally trained coaches, trainers and facilitators. Coupled with our many years of experience in the field of employee empowerment, we offer you various formats to prepare your employees in the best possible way for working with OKR.