Noun. blue-sky thinking (uncountable) (idiomatic)
Thinking that is not grounded or in touch with
the realities of the present; open-minded thinking.

What Makes a Great OKR Consultant? (And Why Most Miss It)

Searching for the “best OKR consultant” often feels harder than implementing OKRs themselves.

Most consultants say the right things. They know the framework, the terminology, and the theory. Yet many organisations still walk away with OKRs that look good on paper and change very little in practice.

The difference between an average OKR consultant and a great one has very little to do with templates – and everything to do with how they work with leadership teams.

Why “Certified” Doesn’t Mean “Effective”

One of the most common mistakes companies make is assuming certification equals capability.

Certification shows that someone understands the OKR framework. It does not guarantee that they can:

  • Challenge leadership priorities

  • Navigate internal politics

  • Address accountability issues

  • Prevent OKRs from becoming performative

  • Sustain OKRs beyond the first few cycles

A great OKR consultant is less focused on teaching OKRs, and more focused on changing how decisions are made. This is usually a result of having used OKR’s themselves to grow businesses. The best OKR consultants are usually entrepreneurs that have exited businesses, because they have lived your reality and walked in your shoes.

The Real Role of an OKR Consultant

At its core, OKR consulting is about behaviour, not documentation.

A strong OKR consultant helps leadership teams:

  • Clarify what truly matters (and what doesn’t)

  • Make trade-offs visible and explicit

  • Align teams without over-engineering

  • Use OKRs as a management tool, not a reporting system

This requires confidence, experience, and the ability to challenge senior leaders – not just facilitate workshops.

What Great OKR Consultants Do Differently

While every engagement is different, effective OKR consultants tend to share a few consistent traits.

1. They Start With Leadership, Not Teams

OKRs fail from the top down. Great consultants work with leadership first, ensuring alignment before anything cascades.

2. They Challenge Objectives, Not Just Rewrite Them

If objectives are vague, safe, or overloaded, they push back. Comfort is rarely a sign of progress.

3. They Focus on Outcomes Over Activity

Key results that track effort rather than impact are challenged early – before they become entrenched.

4. They Design for How the Organisation Actually Works

Instead of forcing new processes, they embed OKRs into existing rhythms where possible.

5. They Plan for Independence

The goal is not reliance. Great OKR consultants build capability so the organisation can sustain OKRs without them.

Why Most OKR Consulting Falls Short

Many OKR engagements fail for predictable reasons:

  • Too much time spent explaining the framework

  • Not enough time addressing real execution issues

  • Avoidance of difficult leadership conversations

  • Over-engineered scoring systems

  • Lack of follow-through after the initial rollout

When OKRs become theoretical, teams disengage quickly.

A strong OKR consultant keeps the focus on usefulness, not purity.

The Difference Between Coaching and Consulting

Another common source of confusion is the difference between OKR coaching and OKR consulting.

  • Coaching focuses on capability-building and guidance

  • Consulting focuses on structure, challenge, and implementation

The most effective engagements blend both – providing hands-on support early, then shifting toward coaching as internal capability grows.

This balance is often what separates average outcomes from sustainable ones.

What to Look for When Choosing an OKR Consultant

When evaluating OKR consultants, leadership teams should look beyond credentials and ask:

  • Can they challenge senior leaders constructively?

  • Do they understand execution, not just goal-setting?

  • Have they worked with organisations at our stage?

  • Will they adapt OKRs to our context rather than forcing a model?

  • Are they focused on long-term sustainability?

If the conversation stays at the framework level, that’s usually a warning sign.

Why “Best” Is Contextual

There is no universally “best” OKR consultant.

The right consultant is the one who:

  • Understands your growth stage

  • Can work with your leadership dynamic

  • Focuses on execution over theory

  • Leaves you stronger than they found you

OKRs are a means to an end. The consultant’s job is to ensure that end is reached – not just documented.

Final Thought

OKRs don’t fail because teams don’t understand them.

They fail because organisations struggle with prioritisation, accountability, and follow-through. A great OKR consultant doesn’t hide those issues – they surface and address them.

If you’re evaluating whether external support would help your organisation get more value from OKRs, understanding what good looks like is the first step.

You can explore how we approach OKR consulting and coaching for leadership teams then reach out to us when the time is right.

We’re the best OKR consultants to help you, simply because we haven’t just learnt the theory, we’ve scaled and sold businesses ourselves.