My Services

Getting started with OKR

OKR Foundation Workshop

First of all ask yourself why you need OKR and which problems you want to solve with OKR? In OKR Foundation Workshop we establish a common understanding of OKR with your Upper Management and Leadership Team and figure out if OKR is the right framework for you and how it can help?

OKR Architecture & Pilot Definition Workshop

Implementing OKR in your organisation is a big change that requires shifting current ways of working. I prefer and recommend an “Invitation Based Change”. Following the Law of Diffusion of Innovation I recommend to start working with early adapters and let it grow organically. In OKR Architecture & Pilot Definition Workshop I introduce you several OKR models (e.g. Shared OKR, Product OKR, Team Based OKR, Virtual Team OKR) and together we define where and how to start your OKR Journey.

OKR Audit

In case you already apply OKR, I can audit your current OKR system and consult you how to move on to the next level.

OKR Coaching during OKR cycles

At least the first 2-3 OKR Cycles I’ll guide you through the OKR process, to make sure you avoid common mistakes. Also you’ll need someone to facilitate and moderate workshops in all organisational levels, from Executive Board to Team Levels to create a new way of collaboration and communication vertically and horizontally.

Vision & Strategy Workshops

One of the most relevant part of the OKR puzzle is the vision and strategy. If there is no strategy the organisation will never be aligned no matter how good you are at OKR.

OKR Planning

At the beginning of each cycle I’ll facilitate and moderate the workshops where teams define their focus areas and measurable outcomes aligned with strategic mid-term goal and vision.

OKR Alignment Workshops

This marketplace-like happening is to secure cross-team alignment, to identify synergies, duplicates and dependencies.

Team Coaching to integrate OKR into day-to-day work incl. BAU

Defining OKR is not easy; operationalising them even harder. Managing daily business and working on OKR t the same time can be overwhelming. I support teams to define & plan their initiatives to work on their OKRs and help to find ways how to combine OKR with other frameworks such as Scrum, Kanban, and integrate it into the day-to-day work.

OKR Check-Ins

In these regular meetings we make sure the conversation around OKR carries on and teams don’t loose their focus. These meetings are great way to discover impediments that slow teams down and react on them.

Inspect & Adapt

At the end of the cycle it’s time to pause and reflect on what happened, what worked well, what not, in order to learn from the past and get better.

OKR Team Reflection

At the end of each OKR cycle each team will reflect on what happened, what have they learned about their customers, products, etc., and how they can make use of this new knowledge in the ext OKR cycle.

Strategy / Mid-Term Goal Reflection

After each cycle I recommend to reflect about the strategy overall, if and how it needs to be adapted. Did Teams’ OKR drive the expected results towards North Star Metric What outcomes can be pursued as next?

OKR System Reflection

Since we implement OKR iteratively, like any other complex change, we’ll inspect the past iteration and adapt it to bring the OKR system to the next level.

In-house Know-How

In order to sustain the OKR system long-term, it’s important to build in-house knowledge.

OKR Trainings

are must haves for future OKR Process Owners and OKR Agents (also called OKR Master, Ambassador, Shepard, Champion, etc.). As part of the die.agilen Network in Germany, as OKR Trainer & Consultant, I’m entitled to train and certify you as OKR Master.

• Certified OKR Master (by die.agilen)
• Certified OKR Master Advanced (by die.agilen)

Supervision / Q&A Sessions with OKR Agents

On demand we can discuss questions and issues you struggle with and deep dive into specific topics, such as specific facilitation techniques, etc. This way we can ensure a long lasting quality of OKR Framework in your organisation.

OKR 101 Sessions

I offer an easy access for all employees interested in OKR, which can be part of your employee onboarding program. These sessions can be for an hour like a Keynote, or a 3-4 hours interactive workshop, where participants get to try OKR out.

What differs my approach from others?

🚩 Stop Unlimited OKR: One of the top reasons, why people start with OKR is to stay focused. The best way to set focus is to limit your OKRs (1, 2 or max. 3 Objectives and 2-3 Key Results per Objective).

🚩 Stop Output OKR: Outcome over Output. Not the things you do (output) are important but the change you create (outcome).

🚩 Stop Top Down cascaded “Must Do” OKR: You want to use the potential of your people, right? That’s why you hired them, because you believe they are the best for the job, right? So, trust and let them do it! While leadership set the strategic focus and align everyone with a shared vision, the teams think of best solutions.

🚩 Stop OKR Silos: Value Stream OKR instead of Org Chart based OKR. Spend your time in creating value instead of long alignment meetings. If you want to create an end-to-end value for your customers and stakeholders you need a cross functional team who works together.

🚩 Stop OKR for everyone and everything: OKR is a framework to execute a strategy, to collect data and pivot accordingly.There are many ways proven to be good to manage repeating work and business as usual, which are way easier to apply than OKR. So why use OKR for daily business? If you want to automatise or improve part of your daily business, so that you have more time for strategic work, then you can write OKR accordingly but not to manage your usual daily business.

🚩 Stop Individual OKR: In which world can one individual in an organisation execute the strategy on their own? So why the need of individual OKR? Besides, in a conflict of priorities, people will choose their own individual goals over team’s goals. If you’re a solo-entrepreneur or go through a personal development than you might have your own OKR, but this is a different story.

🚩 Stop linking OKR to compensation or performance: If you judge or praise a person based on their goal results they’re going to set goals they can definitely reach. It’s called sandbagging. Besides, it is scientifically proven that knowledge workers perform worse when their work is linked to a bonus. All what knowledge workers need is to be motivated intrinsically.