OKR Coaching with Ben Lamorte and Team

OKR coaching that moves your business forward.

Whether you’re launching your first OKR cycle or fixing a stalled program, I’ll work alongside your leadership team for one cycle and leave you with OKRs your people own and run themselves.

Book a Free Call with Ben New to OKRs? Start here

Workshops from $7,500. Full engagements from $12,000. Senior coach, one-cycle commitment.

The OKRs Field Book by Ben Lamorte, published by Wiley
Ben Lamorte
✦ Author, The OKRs Field Book
✦ 200+ Organizations Coached
Where are you with OKRs?

Two ways our OKR coaching works.

Just starting

OKR Launch

You’ve read about OKRs and you’re ready to roll them out. We’ll help you pick the right Objectives, develop Key Results your team can measure, and set a review cadence that sticks.

  • 3-phase rollout over one cycle
  • Leadership workshops, not lectures
  • Templates, scorecards, review rituals
Talk about launching →
Already running

OKR Accelerator

Your OKRs exist but they’ve become a forgotten spreadsheet. Reviews get skipped, Key Results look like tasks, and no one can say what moved. We rebuild your program.

  • Diagnosis of what’s breaking down
  • Sharper OKRs, stronger cadence
  • Habits that outlast the engagement
Talk about fixing it →

Not sure which fits? Book a free call and we’ll figure it out together.

Trusted by teams at organizations including
Dun & Bradstreet 3M CareerBuilder ServiceNow HubSpot Zalando Walmart Labs Duke Energy NBC Universal
How It Works

A proven OKR coaching engagement, not a one-off workshop.

1

Assess & Align

We start by understanding where your team is today and what good looks like. You walk away with a clear diagnosis and a coaching plan.

2

Coach & Implement

Over one cycle, Ben works alongside your leadership team to draft strong OKRs and build the habits that turn them into a living system.

3

Sustain & Scale

By the end of the engagement, your team owns the process. You have the skills, language, and rhythms to run OKRs independently. And the confidence that they’re driving real results.

What leaders say about Ben’s OKR coaching.

“Ben is the epitome of an all-star coach. He’s incredibly perceptive, a great listener, very socratic in his approach, and laser focused on improving performance. Given how powerful OKRs are to the focus and productivity of an entire organization, I’d say Ben is the most valuable consultant I’ve ever hired.”
John Herbold Chief Product Officer & Co-Founder, GoNoodle
“Ben has helped us to rethink our approach to OKRs from the ground up. He has a unique ability to take what can be a very theoretical topic and make it very practical and straightforward. He has been a game changer for our organization.”
Dave Tucker Vice President, Engineering — Workiva
“Ben is a forward-thinking and collaborative business partner to Dun and Bradstreet. We regularly engage Ben for advice and guidance for all of our OKRs and priorities for Marketing. He has truly pushed our thinking and helped us establish meaningful and aspirational OKRs.”
Rachel Richter Senior Leader, Customer Analytics & Insights — Dun & Bradstreet
“It’s been enlightening working with Ben on our OKR framework. He is experienced and brings such to the table helping us learn very quickly. You witness his passion and thirst to perfecting his craft.”
Roger Fugett CIO — CareerBuilder
“Ben brings his considerable experience working with a variety of clients to helping 3M identify how OKRs can be used within different teams and different situations. We particularly appreciated him helping us identify the ‘Why?’ behind our objectives which in turn made us have stronger and more meaningful OKRs.”
Philip G. Clark, Ph.D. Technical Director — 3M
About

Meet Ben Lamorte.

Ben Lamorte, OKR coaching expert and founder of OKRs.com

Author of the best-selling book The OKRs Field Book, Ben is the founder of OKRs.com. For over a decade, his OKR coaching has helped companies turn OKRs from a well-intentioned framework into a practical system that drives focus, alignment, and measurable results.

He holds engineering degrees from UC Davis and Stanford and has coached over 200 organizations to success with OKRs. Not in theory, but in practice.

Ben also works with mid-career professionals seeking clarity and direction at benlamorte.com.

Ready to make OKRs work?

Let’s have a quick conversation about your challenges and explore whether OKR coaching is the right path forward.

Book a Free Call with Ben Lamorte

Latest Thinking on OKRs and OKR Coaching

Practical guidance on OKRs, goal-setting, and building teams that execute

  • OKR Prototype: Still Wondering if OKRs Will Work?

    OKR Prototype: Still Wondering if OKRs Will Work?

    The idea of an “OKR prototype” has kept bubbling up in my mind. Every week I talk to leaders at small and mid-sized companies wrestling with the same question: will OKRs really add value and if so, how long will this take? They’ve read the books. They’ve heard the stories about Google, Intel, and the…

  • OKRs vs KPIs: Why Starting with KPIs Kills Your OKRs

    OKRs vs KPIs: Why Starting with KPIs Kills Your OKRs

    OKRs vs KPIs: there’s one mistake that wrecks OKR programs before they even get off the ground. Hand your team a list of KPIs and ask them to pick which ones should become Key Results. It sounds logical. It feels efficient. It’s what most teams do. And it’s exactly how OKRs go sideways. I know…

  • OKRs for Agile Teams: Why CareerBuilder Added Them Anyway

    OKRs for Agile Teams: Why CareerBuilder Added Them Anyway

    OKRs for Agile teams sounds like overkill. CareerBuilder thought so too. They were already shipping, sprints were humming, velocity charts looked great. Why a High-Performing Agile Team Still Needed OKRs: The CareerBuilder Story. CareerBuilder was already Agile. Teams were shipping. Sprints were humming. Velocity charts looked great. So why bother with OKRs and what are…

Common Questions About OKR Coaching

Are OKRs right for my company?
OKRs work best when leadership wants a more focused, transparent way to align teams around a few measurable outcomes, not just track activity. My OKR coaching focuses on small and mid-sized businesses (roughly 20 to 500 people), where OKRs tend to add real value within weeks, not months. Smaller teams can move faster, decide faster, and adjust faster, which means you see the payoff of clearer goals almost immediately, rather than waiting through the long change-management cycles enterprises face. If you have strategic priorities you can articulate clearly and a leadership team willing to commit to fewer, better (and measurable) goals, you’re a strong candidate.
What’s the difference between OKRs and KPIs?
KPIs measure the ongoing health of your business, things you always track, like revenue, churn, or NPS. OKRs are time-bound commitments to change something specific over a quarter or a year. A KPI tells you how the engine is running; an OKR is what you’re choosing to fix or improve right now. The most common OKR failure I see is teams writing their existing KPIs as Key Results, which produces a dashboard, not a strategy. (More on this in How to Fail with OKRs #1: Start with KPIs.)
How long does it take to implement OKRs?
For small and mid-sized businesses, the timeline is shorter than most resources suggest. Drafting a strong first set of OKRs typically takes 2 to 3 weeks of focused work with leadership, and most teams start seeing the benefits within the first month: sharper conversations, clearer priorities, less wasted effort. Building the full operating rhythm (quarterly cycles, mid-quarter check-ins, honest grading) takes another quarter or two to feel natural. Enterprises often need 6 to 12 months to see meaningful change because of their size and complexity. SMBs don’t have that problem, which is one of the reasons my OKR coaching focuses there.
Why work with an OKR coach instead of just reading a book or using software?
Books and software give you the what. OKR coaching helps you avoid the specific traps your team is walking into, and every team walks into different ones. Most leaders don’t need OKR theory; they need OKR coaching so their team doesn’t write OKRs that look like a to-do list. Good OKR coaching shortens the learning curve from “we tried OKRs for a year and gave up” to “we got real value in our first quarter.” Software is a tool; OKR coaching is the judgment that decides how to use it.
What does working with you actually look like?
My OKR coaching focuses on small and mid-sized businesses, where engagements move faster and decisions don’t get stuck in committee. Most start with a discovery call to understand your strategy, team structure, and what’s prompted the interest in OKRs. From there, I typically work with leadership starting with a training workshop and then a few coaching sessions over 1-2 weeks to finalize company OKRs. After launch, I stay involved through your first cycle to coach your team through each of the 3 steps of the cycle: 1) Set OKRs, 2) Check-in and monitor, and 3) Reflect & Reset. Some clients want one-time implementation help; others keep me on as an ongoing thinking partner across several cycles.
How much does OKR coaching cost?
Engagements start at $7,500 for a single workshop and $12,500 to complete an OKR cycle. Pricing is structured for small and mid-sized businesses, not enterprise budgets. OKR coaching engagements are scoped to your size and stage. The actual number depends on company size, scope (leadership only vs. cascading to teams), and whether you want one-time implementation help or sustained coaching across multiple cycles. The fastest way to get a real number is a 20-minute call where I can understand what you actually need. Most people overestimate the scope they require.
Can OKRs work alongside Agile, Scrum, or our existing planning process?
Yes, and they should. OKRs sit at the strategic layer (what outcomes matter this quarter) while Agile and Scrum operate at the execution layer (what we’re shipping this sprint). Done well, OKRs give your sprint planning a clear “why,” and your sprint reviews surface progress against Key Results. The integration breaks down when teams try to make every Jira ticket ladder up to an OKR, which creates noise, not alignment. The connection should be loose and judgment-based, not mechanical.
What’s the most common reason OKRs fail?
Three reasons, in order: leadership writes too many Objectives (more than 3 to 5 per team is almost always a mistake), Key Results are activities rather than outcomes (“launch the new website” vs. “increase qualified demo requests by 40%”), and the company sets OKRs in January and never looks at them again. The first two are fixable in a drafting session. The third is a culture problem that OKR coaching specifically addresses. Building the muscle of mid-quarter check-ins and honest grading is what separates teams that get value from OKR coaching from teams that abandon their OKRs.

Still weighing whether OKR coaching is right for your team? The fastest way to find out is a short conversation about whether OKR coaching is the right next step. Bring your questions, your context, and your goals, and we’ll figure out together what a smart first step would look like.

Book a Free Call with Ben Lamorte →