Get a free 90‑Day Execution OKR Plan designed for your role

Choose your function – CEO, P&L Owner, Strategy, Operations, Sales & Business Development, or People & HR – and receive a concise, senior‑level 90‑day execution plan tailored to the reality of that role.

* You only receive the plan written for your function – not a generic OKR template.
* Each plan focuses on the decisions, politics and P&L tension specific to that role.
* 15‑minute read, 90‑day application in a unit, region or segment you actually run.
‍

Select your role and get your plan

Why leaders don’t need yet another generic OKR guide

CEOs, P&L Owners, Strategy, Operations, Sales & Business Development, and People & HR face very different execution problems. A single “OKR guide” cannot speak to all of them.

CEO

A CEO worries about the coherence of the whole system.

P&L Owner

A P&L Owner worries about margin and cash in one region or unit.

Strategy

Strategy worries about a crowded portfolio.

Operations

Operations worries about execution waste.

Sales & BD

Sales & BD worries about pipeline quality and forecast scrutiny.

People & HR

People & HR worry about leadership capacity and critical roles.

This is why each plan is role‑specific. You only receive the one that matches your function – and it reads like an internal briefing written for you.

The OKR Plan:

How it works
Step 1 – Select your role

On the form, choose one of the following:

  • CEO
  • P&L Owner / GM
  • Head of Strategy / Chief of Staff
  • Head of Operations / COO
  • Head of Sales & Business Development
  • People & HR Leader
Step 2 – Receive your role‑specific plan

We send you only the 90‑day Execution OKR plan written for your function – with your reality, your decisions and your metrics at the centre.

‍

Step 3 – Apply it to your own scope

‍

Use the plan to run a 90‑day execution experiment in your unit, region, segment or portfolio slice – without changing your whole organisation at once.

‍

What’s inside your plan (by role)
Each person receives only the document for their own role, with this structure.

If you choose CEO

  • Executive summary of your execution reality as CEO.
  • 2–3 company‑level Execution OKRs linking strategy to EBIT, cash, risk and capability.
  • A 90‑day plan to align your leadership team and 1–2 critical units around one execution rhythm.

If you choose P&L Owner / GM

  • Description of the tension between group guidance and regional / unit execution.
  • Unit‑level Execution OKRs anchored in EBIT margin, free cash flow and risk.​
  • A 90‑day plan to pilot Execution OKRs in one portfolio slice with a one‑page P&L execution dashboard.

If you choose Strategy

  • Strategy‑level Execution OKRs that say what this cycle must achieve in value, portfolio and capability terms.​
  • A 90‑day plan to map your initiative portfolio, build a one‑page strategy execution view and run a quarterly portfolio review.

If you choose Operations

  • Operations Execution OKRs tied to margin, reliability and working capital.
  • A 90‑day plan to focus on one critical value stream, with a one‑page flow & performance view and a weekly improvement rhythm.

If you choose Sales & Business Development

  • Revenue‑level Execution OKRs covering new business, expansion, retention and mix.
  • A 90‑day plan to make pipeline and forecast credible in one segment or region, with a shared funnel and weekly revenue huddles.

If you choose People & HR

  • People & Execution OKRs linking leadership, critical roles and engagement to strategy execution.​
  • A 90‑day plan to partner with one critical unit and bring People topics into the same conversation as P&L and performance.
Without OKRs
With poorly implemented OKRs
Enterprise Leaders
Without OKRs
You manage complex teams across regions, but priorities shift constantly.

There’s no shared rhythm or structure to keep execution aligned — so everyone depends on you for clarity.
With poorly implemented OKRs
You have OKRs, but they don’t drive ownership or weekly progress.

Scoring is inconsistent, silos remain and execution slows unless you push it.
Mid-Market CEOs
Without OKRs
Your business is growing, but execution feels chaotic.

Everyone is busy, yet real progress is unclear — and you keep resetting priorities manually.
With poorly implemented OKRs
You’ve tried OKRs, but they quickly turn into task lists or fade after a few weeks.

There’s no weekly cadence, no accountability and execution lands back on your shoulders.
Get your free plan

What you gain when Execution OKRs finally work for each role:

For CEOs – A shorter distance between strategy, leadership conversations and quarterly results. Less time spent re‑stating direction, more time spent on decisions that only you can take.
For P&L Owners / GMs – Earlier visibility on where margin and cash are at risk in their region or unit, with a concrete way to intervene before quarter‑end.
For Strategy Leaders – A smaller, sharper portfolio anchored in a few Execution OKRs, with clearer trade‑offs and fewer “orphan” initiatives.
For Operations Leaders – A structured way to reduce execution waste in one value stream at a time, improving reliability and cost without stopping the business.
For Sales & Business Development – A forecast that can be explained and defended, because pipeline, accounts and Execution OKRs are aligned.
For People & HR – A visible line between People work and execution capacity in one critical part of the business, which strengthens HR’s position at the table.
Instead of one generic OKR process, you get multiple leaders each pulling execution in the right direction for their area.

Real results from leadership teams like yours

Zensai Logo

"Having that consistent process over nine months allowed our leadership team to build a real operating rhythm. Even after the engagement ended, they were able to continue that journey independently.

That was probably the biggest success — creating a structure and cadence that truly stuck.It wasn’t just about capability. It was about alignment, collaboration, and establishing a rhythm in a complex setup.

The coaching, advisory support, and weekly objective management brought consistency and clarity to how we worked together.

If we’re still continuing the conversation in 2026, that’s testament to the value of the journey and the relationship we built."

– Kiel Stewart
VP People & Culture, Frontify
Before
After
Zensai (Enterprise SaaS)
Global team across Denmark, US, Poland and Australia
Before

• No OKR rhythm or weekly visibility

• Priorities shifted across markets

• Silos between functions and regions

• Vision not translated into execution

• Execution dependent on the CEO

After

• A unified weekly OKR rhythm across all markets

• Leadership ownership instead of CEO-led execution

• Consistent quarter-by-quarter progress

• OKRs still running +3 years later

• Strong alignment during rapid scaling

Appficiency (Mid-Market Professional Services)
Oracle/NetSuite implementation partner — 300+ people
Before

• No OKRs or weekly visibility

• No clear accountability

• Reactive execution

• Product + Services mixed in one P&L

• CEO pushing execution alone

After

• A unified OKR system used weekly by the LT

• Clear ownership and measurable progress

• Faster, more predictable execution

• Product and Services operating separately

• System still running 12+ months after we stepped out

Why you shouldn’t wait another quarter

Every quarter where execution is unclear reinforces habits that make change harder later. If you recognise your reality in these plans:
1
Your leadership team will have to do this work eventually – either under pressure, or in a controlled 90‑day experiment.
2
Small, well‑defined pilots in one unit, region or segment are culturally easier to sponsor in Nordic and European enterprises than large, top‑down programmes.
3
The cost of staying with dispersed priorities, uneven OKR usage and CEO‑centric execution is often higher than the cost of testing a more disciplined approach for one quarter.
The 90‑day Execution OKR Plans are a low‑risk way to start: each leader gets a concrete, role‑specific path, and you can decide what to scale based on evidence, not on slides.
Select your role and get your plan

Who are we?

We’re not advisors or coaches, we’re execution partners.

For more than 20 years, we’ve helped CEOs and leadership teams build execution systems that outlast rapid growth, leadership changes and market cycles.

We don’t teach frameworks, we implement them.

We work directly with your team to properly apply OKRs, establish a weekly execution rhythm and build a culture where execution becomes consistent and autonomous.

And when your organisation needs deeper structure, we layer Scaling Up or EOS into the system — fully customised to your stage, leadership maturity and operational reality.

The companies we support continue using these systems years after our engagement ends.

Teams become autonomous.

Execution becomes predictable.

And leaders stop carrying the company alone.

Ready to move from ideas to execution? Start by selecting your role below and requesting your 90‑day plan.