Quarterly OKR Programme · For leaders and their teams
The OKR Quarter
Set OKRs your teams can run with, then keep them alive all quarter.
Most OKRs are born in a planning session and quietly die by week three. The OKR Quarter is one full cycle, run with you from the first objective to the closing retro, so your strategy shows up in the everyday work, every week of the quarter.
OKRs done at
First, a quick gut check
Recognise your last quarter?
You've got a strategy, but ask ten people and you'll get ten versions of it.
Teams work hard, but in different directions, with no shared north star.
Your OKRs are really just a task list with a new name.
Your key results have no numbers, so nobody can say whether you're actually making progress.
You set OKRs at the start of the quarter, then never look at them again.
You tried OKRs once, it didn't stick, and now you want to do it right.
OKRs don't die because your team stopped caring. They die because nobody built the rhythm that keeps them in view once the quarter gets busy. That rhythm is the work we do together.
The point of it all
“You can be as efficient as possible, but if you don't have a clear dot on the horizon, you'll just get to the wrong place faster.”
- Anne
Why a full cycle
Setting OKRs is easy. Keeping them alive is the job.
Most OKR help stops at the setup workshop. You get a good day, a neat set of objectives, and then you're on your own. Three weeks later the quarter has swallowed them whole. The OKR Quarter works differently: we don't just set your OKRs, we run them with you across the whole cycle.
- We set them properly: a clear objective, measurable key results, and the initiatives that ladder up to them.
- We keep them alive: three facilitated check-ins through the quarter and a retrospective at the end, so the OKRs stay in view and you learn as you go.
OKRs embedded in your Way of Working, instead of a plan that gathers dust.
The programme
Your quarter, mapped
The OKR Quarter starts about four weeks before the quarter begins, because training, setup and kick-off don't fit real calendars in ten working days. You hit day one already moving.
Intro training
Everyone in the room, 90 minutes
One shared language: what an OKR is, what it isn't, and outcomes versus outputs, built on your real cases.
Setup
2 hours
We shape your objectives and define key results with real numbers behind them.
Refinement
Async
Written feedback on your drafts and one revision round, so the set is sharp, measurable and owned before day one.
Kick-off
Day one of the quarter
OKRs in motion with clear ownership, and the everyday work linked to them, so nobody's guessing how their tasks ladder up.
Check-ins
Weeks 3, 6 and 9
Three facilitated check-ins: progress, what's stuck, adjust. I hand over the format, and your team runs its own in the weeks between.
Retro
Plus next-quarter prep
We score the OKRs, capture the learnings, and draft the direction for the next cycle.
Sessions run online, facilitated and spread out, so there's room to do the real work between them. I facilitate, and your team learns the format, so you can run the next cycle yourselves.
Work in Asana? We can get you set up in Asana Goals, with clear ownership, timelines and linked work, so progress is visible at a glance.
The shift you're after
What the end of the quarter feels like
One full cycle in, here's what's different:
- Everyone can name the same dot on the horizon, and how their work moves towards it.
- Progress is measurable. You can see what's actually moving, instead of just how busy everyone is.
- Check-ins surfaced what was stuck early, while you could still do something about it.
- You finish with learnings you carry straight into the next quarter, sharper each round.
OKRs in practice
OKRs aren't just for sales and product
We already had an Asana board full of tasks, but it lacked clear goals or a structured way to track real progress. Applying the OKR method turned out to be incredibly useful. It helped us turn activity into measurable outcomes and brought much more transparency to our work.
They work anywhere a team wants to turn activity into outcomes you can actually measure, from finance to operations to product.
Proven at scale
OKRs that outlive the engagement
The test of an OKR programme isn't the kick-off. It's whether the rhythm still runs after I'm gone.
Bol.com
Company-wide OKR roll-out
A company-wide OKR roll-out across around 2,000 people, replacing yearly OGSM plans where the real priorities got lost. Department goals set the direction top-down, team goals align bottom-up, and trained internal Way of Working coaches keep the cycle going. More than five years on, Bol is still working with OKRs.
Greenpeace International
OKRs for the Global Tech Department
One standard OKR approach across Greenpeace's global tech department, set and tracked in Asana Goals so team goals ladder up to the department's. An internal champion was trained to run the cycle after the engagement ended, and the process is still used for planning and reviews.
Straight from the sessions
What teams say afterwards
Sometimes it feels like a lot of very, very fast boats that go into very different directions, because we don’t know how to channel our energy. The OKR training has really supported us to identify a common destination that we want to go to together as a team.
OKRs were new to me. Anne taught us the ins and outs in a fun way. Now it's up to us.
I liked Anne's way of including the participants. Especially in an online facilitated session this isn't always easy. Building on real cases of participants and going forward from there made it easier to connect to the process.
The right fit
Who gets the most out of it
This is for you if
- You're a leader who wants the whole team pointed at the same dot, or a team that wants its work to ladder up to something bigger.
- You've got a strategy, but it isn't showing up in the daily work.
- You've tried OKRs before and watched them fizzle, and you want them to actually stick this time.
- You want guidance through a full quarter, not a one-day workshop and a wave goodbye.
- You'd rather build the habit with someone who's run it many times than figure it out alone.
It's probably not for you if
- You want me to write your strategy for you. I help you shape it, poke at it and put it in the right form, but the direction stays yours.
- You expect your first set of OKRs to be perfect. It takes a few cycles to find your feet, and it gets easier every round.
Pricing
A quarter run properly pays for itself
Think about what misalignment costs you right now: teams building things that don't add up to the strategy, quarters that end with nobody quite sure what moved, good work pointed slightly wrong and repeated four times a year.
A quarter run properly costs a fraction of a single misaligned one. And because the rhythm repeats, each cycle gets sharper, until your team runs it themselves.
- OKR intro training, setup, async refinement and kick-off
- The everyday work connected to your OKRs (in Asana Goals where you work in Asana)
- Three facilitated check-ins, plus a closing retrospective and next-quarter prep
- For teams new to OKRs, and teams who've tried and stalled
And after the Quarter?
You'll have everything you need to run the next cycle yourself. If you'd like to keep some guidance, there are two ways:
The Next Quarter
From €4.000 per quarterA guided follow-up, built to what you need. No intro training this time; you choose which sessions I facilitate, and the price follows the scope.
The Following Quarters
From €950 per monthA retainer, in quarter-aligned blocks. I'm available for feedback and support; your team runs and facilitates most of it yourselves.
Priced per programme, not per person, for one team or leadership team. The "from" is scoping room: a common add-on is a leadership module, an intro training plus facilitated sessions to set your company or department-level OKRs. Running OKRs across several teams or org-wide is a custom rollout, from €15.000. Sessions are facilitated and spread across the quarter. Prices are ex VAT. Instalments are available. We set the exact scope together on a call.
I run only a few OKR Quarters in parallel, so spots for Q4 are limited. We'll talk through where you're heading and scope the quarter together.
Still weighing it up?
What people ask on the intro call
How much time does this take from the team?
Less than you'd fear. Plan for roughly 10 to 12 hours of sessions per participant, spread over about four months. The intro training and setup sit at the start, then the check-ins are an hour each and spaced out. The rest is the actual OKR work, which is work you'd be doing anyway, just pointed better. It's designed to run alongside the quarter, not on top of it.
Who needs to be in the room?
It depends on the level. For company or department OKRs, the leadership team sets the direction. For team OKRs, the team that owns the work. Often it's both: leaders set the top-level OKRs and teams build OKRs that ladder up to them. We work out the right mix on the intro call.
Our strategy isn't crystal clear yet. Can we still start?
Yes. A team can start without a company-level OKR to ladder up to, and you'll still get the focus a proper OKR cycle brings. For the full effect, your vision showing up in the day-to-day work, you'll eventually want a company or department-level OKR above it, and that can come later. Where you stand is one of the first things we look at on the intro call. If leadership needs to catch up, we add a leadership module: an intro training plus facilitated sessions to set your company or department-level OKRs. A route I like: get your teams running in Q4, then set your 2027 company-level OKRs with leadership before the year turns.
Do we need to use Asana?
No. The OKR method works whatever tools you use. If you do work in Asana, we can get you set up in Asana Goals together, with clear ownership and linked work, so progress is visible at a glance. If you don't, we'll use whatever keeps your OKRs in view.
We're new to OKRs. Is that a problem?
Not at all, that's exactly who the OKR Quarter is built for, alongside teams who've tried OKRs and stalled. It opens with an intro training so everyone starts from the same place. Just don't expect your first set to be perfect: it takes a few cycles to find your feet, and the process gets easier every round.
What happens after the first quarter?
You'll leave The OKR Quarter with all the knowledge you need to run the cycle yourself. If you'd like to continue with some guidance, there are options. The Next Quarter is a guided follow-up we build to what you need: no intro training this time, and you choose which sessions I facilitate. Or choose the retainer, from €950 a month, where I'm available for feedback and support while you run and facilitate most of it yourself.
Can you run this for several teams at once?
Yes. The single price covers one team or leadership team. Running OKRs across several teams or org-wide is a custom rollout, where we align the top-level OKRs and help each team build OKRs that connect up. Tell me the shape of your org on a call and I'll scope it.
Can we pay in instalments?
Yes. Ask when we speak and we'll sort out a payment split that works for you, for instance per session or per phase of the quarter.
