Case Studies
We measure success by what changes inside your organisation — not by workshop attendance or slides delivered. Here’s what that looks like in practice.
Media & Technology
BBC Studios
Product Group
BBC Studios' COO mandated OKR adoption across the Product, Technology and Operations function — but early attempts had stalled. We rebuilt their approach from the ground up: training, coaching and a cross-business strategy workshop spanning New York and London.
0% → 62%
Business initiative alignment
0% → 66%
Focus on outcomes
10% → 83%
Teams completing OKR process
Energy & EV
Shell NewMotion
A Member of the Shell Group
Shell NewMotion needed a way to communicate strategy across a rapidly growing organisation and demonstrate impact back to Shell HQ. We designed a bespoke Strategic Management framework, trained the entire company and built an internal coaching capability that sustained the programme.
24
Internal OKR coaches trained
Every 2 weeks
Company-wide OKR updates
Org-wide
Buy-in and programme support
About these case studies
Most OKR programmes fail within the first two cycles — not because the framework is wrong, but because of poor setup, insufficient leadership alignment, and the absence of an operating rhythm that makes OKRs part of how teams actually work. The OKR Hub was founded to solve that problem specifically.
Our engagements start with a diagnostic phase to understand where the organisation is today: how strategy is currently communicated, how teams set priorities, and whether there is the leadership commitment needed to sustain an OKR programme beyond the first quarter. We then design an OKR architecture that fits the organisation — not a copy of what Google or Intel did — and deliver it through a structured rollout that builds internal capability rather than consultant dependency.
The case studies on this page reflect real outcomes. BBC Studios increased OKR completion from 10% to 83% and business initiative alignment from 0% to 62%. Shell NewMotion trained 24 internal OKR coaches and established a company-wide OKR programme that ran on a two-week cadence. These results came from a combination of bespoke framework design, hands-on training and sustained coaching support.
What types of organisations does The OKR Hub work with?
The OKR Hub works with scale-up leadership teams and enterprise organisations. Scale-up clients are typically Series A to Series C companies with 50–500 employees where strategy execution is fracturing as the business grows. Enterprise clients are typically large organisations implementing OKRs as part of a transformation, capability-building or performance management initiative — often led by HR, L&D or a Strategic PMO function.
How long does an OKR implementation programme typically take?
Most OKR Hub engagements span two to three OKR cycles — typically six to nine months. The first cycle covers framework design, initial training and the first set of OKRs. The second cycle focuses on improving quality, embedding the review cadence and building internal capability. By the third cycle, most organisations are running their OKR programme independently with periodic check-ins.
What is the difference between OKR consulting and OKR training?
OKR consulting at The OKR Hub means we are your strategic partner across the full OKR cycle — designing the framework, facilitating the OKR-setting sessions, building the governance model and coaching the leadership team. OKR training is a discrete programme — usually one to two days — that builds the knowledge and skills your team needs to write, review and embed OKRs independently. Many clients start with consulting and add training as they scale internal capability.
Work With Us
Book a free 30-minute call and we’ll give you our honest view of what’s possible for your organisation.