What makes a good OKR coach?

What makes a good OKR coach

Recommended reading: OKRs Guide: The Only OKR Guide You Need in 2022

Why do you need an OKR coach? 

This is where an OKR coach can be an invaluable resource. They ensure your OKRs are aligned with the outcome-oriented framework and that your program follows best practices. 

As an OKR coach, having helped hundreds of organizations successfully implement OKR over the past 4 years, I’ve come to learn what it is that organizations appreciate most when looking for an OKR coach. So you might be wondering, what makes a good OKR coach? 

Here are the top 4 traits you should be looking for:

  1. Asks the right questions: A good coach is curious and doesn’t make assumptions. You (the client) have all the information your coach needs and then it’s their job to surface the important information that’s critical to determining the right goals and next steps for your OKR program.  The coaching process is dynamic and interactive. The focus is on discovery to ensure they have enough context. In doing so, your coach may raise important thoughts that may not have been previously considered. Such topics will inspire productive conversations amongst your group about priorities and areas of focus.
  2. Active listener: While it’s important to ask the right questions, it’s critical that the coach listens intently to your answers. Your coach has the benefit of being an independent and objective third party who can take the information without bias and share their perspective.  As a result, your coach will help you to confirm your priorities and identify problems that need to be solved. And in the process, they’ll help determine how to best represent your outcome-oriented goals that align with your organization’s strategy.
  3. Teaches you how to farm: The best teachers give you the skills or tools that you need in order to venture into the world yourself. Each coaching session is a learning opportunity for the client to better understand the framework and process.  With OKR, a good coach should give you the confidence and tools to ask the right questions, identify priorities, and represent the business impact.  And most importantly, your coach’s goal should be that you don’t need them in the future, instead of making you dependent on them. And I always tell my clients that my goal is to teach them to farm (or fish).
  4. Shares best practices: OKR for startup is a universal framework that can be applied to all industries. A coach has the benefit of working with hundreds of different clients and requirements, and thus implementations. That experience is invaluable and provides you with the opportunity to learn from others.  A coach wants to set you up for success and sharing the successful tactics of others supports this aim. You’ll still have the autonomy to experiment, as you should. But having insight into what helped others succeed can help you make informed decisions, and understand your different options and their benefits, as well as the challenges.


I understand that it can be overwhelming knowing you need to work with OKR the “right” way in order to succeed. Don’t worry, that’s what an OKR coach is there for — they’ll guide you and be that resource you need to ensure your OKR program is on the right track. 

You can also have a lot of fun in the process! Plus, you’ll likely learn a lot about your company and team’s needs too. 

Don’t believe me? Here’s what some of our clients have to say about our coaching:

“Our coach was extremely knowledgeable and patient. She asked thoughtful questions and pulled out good information from us. She was terrific and we will be working with her again.” – Fuel

“Our coach was amazing! Using the information our team brought to the meeting, she helped us find the Objectives, Key Results, and Initiatives by guiding us through and helping us to find them – rather than dictating the answers to us. Her style went a long way to teach us how to proceed into the process further and not just set up boxes to put information in.” – Proposify

“Our coach is a wizzard when it comes to listening, asking the right questions and seeing the possibilities in perfecting our company goals and key results. Working with her is extremely valuable.” – Vereniging Ouderpeilpun

Comments are closed

Frequently Asked Questions

What does OKR software refer to?

OKR software refers to specialized software tools and platforms designed to facilitate the implementation, management, tracking, and analysis of the OKR (Objectives and Key Results) framework within organizations. OKR software provides a digital solution for setting and aligning goals, tracking progress, and fostering collaboration across teams and departments.

Which is considered the best OKR software?

The “best” OKR software can vary depending on your organization’s specific needs, goals, size, and preferences. There are several well-regarded OKR software options available, each with its own strengths and features. It’s important to evaluate these platforms based on your organization’s requirements. Here are a few popular OKR software tools that are often considered among the best: Asana, WorkBoard, Perdoo, 15Five, Weekdone, Koan, Gtmhub, Betterworks and Atiim.

How do I select suitable OKR software?

Selecting suitable OKR software requires careful consideration of your organization’s needs, goals, and operational processes. Choose the right OKR software based on the Organization’s Needs, Key Features, Budget, Available Options, Demos, Trials, User-Friendliness, Integration Capabilities, Scalability, Customization Options, Support, Training, Team Consultation, References, Trial Period, Long-Term Value, Data Security and Privacy.

Should OKRs be measurable?

Yes, one of the fundamental principles of the OKR (Objectives and Key Results) framework is that Key Results should be measurable. The concept of measurability is crucial for creating clear and actionable goals that can be tracked, evaluated, and adjusted as needed. Measurable Key Results provide a tangible way to determine progress and success.

Is it essential for everyone to have OKRs?

While the Objectives and Key Results (OKR) framework can provide numerous benefits to organizations, it’s not always necessary for every individual or team to have formal OKRs. The decision to implement OKRs should be based on the organization’s goals, structure, culture, and the specific challenges it aims to address.

What is the ideal duration for setting OKRs?

The ideal duration for setting OKRs depends on various factors, including your organization’s goals, industry, project timelines, and the pace of change within your industry. There is no one-size-fits-all answer, but here are some common timeframes to consider:

  • Quarterly OKRs: Many organizations follow a quarterly OKR cycle, setting objectives and key results every three months. This shorter timeframe allows for more frequent adjustments and adaptations to changing circumstances. Quarterly cycles are especially useful in fast-paced industries and for teams working on projects with relatively short timelines. 
  • Annual OKRs: Some organizations prefer to set OKRs on an annual basis, aligning their objectives and key results with their fiscal year. This approach provides a longer planning horizon and can work well for industries with longer project timelines or less frequent changes. 
  • Biannual OKRs: For organizations that fall between the two extremes, a biannual OKR cycle (every six months) can strike a balance between flexibility and longer-term planning. 
PHP Code Snippets Powered By : XYZScripts.com