OKR Consulting›How We Work
How We Work
No two organisations are the same. The challenges of a 30-person company are different from those of a 200-person team. Every engagement begins with understanding what you already have — most organisations are already tracking something. We start from there, not from a blank slate.
Each stage is a separate engagement. Some organisations move through all three. Others come directly to implementation or coaching.
Assess
→
Implement
→
Coach and mentor
Assess
Understand before you act
Before deciding on an OKR path, it helps to know where you stand. The Assess stage gives you that clarity — either through a self-directed diagnostic or a structured engagement with PGS.
Option A
Self-Assessment
Free — no commitmentA fifteen-minute diagnostic on the website. Ten questions about how your organisation operates. You receive your execution maturity level with an explanation of what it means for your OKR journey.
Take the assessment →Option B
Detailed Audit
One-day structured engagementA structured one-day engagement with PGS. Includes a review of your current practices, a hands-on workshop with your leadership team, and a written report with recommended actions and proposed commercials.
Book a call to discuss →You can do either option, or both, in any order. There is no fixed sequence.
Implement
Design and run your first OKR cycle
The Implementation stage takes your organisation through a complete first OKR cycle with expert guidance at every step.
Review what you currently use for planning — OKRs, KPIs, quarterly targets, or informal goal-setting. We start from what exists, not from scratch.
Conduct a hands-on workshop with your team. Participants work through the OKR process with PGS, applying it to real goals in real time.
Work one-on-one with the senior leader to define company-level and leadership-level OKRs for the quarter.
Conduct individual sessions with each team member to define their personal OKRs — ensuring every person has a clear line of sight to the company's priorities.
Set up the review and tracking system — through OKR software or structured templates, depending on the organisation's preference and scale.
What you have at the end
A complete first OKR cycle in place — company, leadership, and individual levels
A team that understands the process and has experienced it firsthand
A review cadence and tracking system ready to run
Coach and Mentor
Sustain the journey
The first OKR cycle is the hardest. The second is where most organisations either embed the practice or let it drift. The Coach and Mentor stage exists to make sure the practice holds.
Regular review sessions — typically monthly or quarterly — to assess progress, identify what is working, and make adjustments before small issues become patterns.
Course-correction when priorities shift. Business conditions change. The coaching relationship ensures OKRs evolve with the organisation rather than becoming rigid anchors.
Mentoring for leaders building internal capability to run OKRs independently. The goal is not dependency on an external consultant — it is building confidence and skill inside the organisation.
Short-term engagement
One or two quarters of coaching after implementation — to stabilise the practice and build confidence.
Ongoing relationship
Multiple cycles over time — for organisations that want a consistent external perspective as they scale.
A short call is the best way to figure that out. Share where you are and what you are trying to solve, and we will suggest the most appropriate starting point.
or take the free assessment first →