# OKR Training: Objectives and Key Results Workshop > OKR training that helps leaders and teams write strong objectives and key results, align across functions and review progress weekly. Get started now. - Source: https://bodhih.com/okr-training/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-10-15 - Contact: solutions@bodhih.com · +91 99000 11601 --- OKRs promise focus and alignment, yet many teams end up with long task lists dressed up as goals. Our OKR training helps leaders and teams write outcome-focused objectives and key results, align them across functions and build a weekly rhythm that keeps them alive. ## At a glance - **Duration:** Recommended: 1 day in person, or 3 × 2.5-hour live virtual sessions, plus quarterly OKR coaching - **Who it’s for:** Leadership teams, managers, OKR champions and team members - **Level:** Foundation - **Format:** In person · Live virtual · Blended - **Track record:** Since 2008 · 2,000+ companies OKR training teaches leaders and teams to use Objectives and Key Results, a goal-setting method that pairs an ambitious, qualitative objective with three to five measurable key results. It covers writing strong OKRs, alignment across teams, weekly check-ins, scoring and how OKRs relate to KPIs. Bodhih runs it as a 1-day workshop with quarterly OKR coaching. - Recommended: 1 day in person, or 3 × 2.5-hour live virtual sessions, plus quarterly OKR coaching - Level: Foundation · In person · Live virtual · Blended - Designed with the ADDIE model and customised to your context - Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions **Also known as:** OKR workshop, objectives and key results training, OKR goal setting training, OKR implementation training **Where and how:** OKR training as an in-person workshop in [Bengaluru](https://bodhih.com/corporate-training-in-bangalore/), [Mumbai](https://bodhih.com/corporate-training-in-mumbai/), [Delhi NCR](https://bodhih.com/corporate-training-in-new-delhi/), [Gurugram](https://bodhih.com/corporate-training-in-gurugram/), [Hyderabad](https://bodhih.com/corporate-training-in-hyderabad/), [Chennai](https://bodhih.com/corporate-training-in-chennai/), [Pune](https://bodhih.com/corporate-training-in-pune/), [Kolkata](https://bodhih.com/corporate-training-in-kolkata/), [Ahmedabad](https://bodhih.com/corporate-training-in-ahmedabad/) and [Jaipur](https://bodhih.com/corporate-training-in-jaipur/); as a live online course; or delivered overseas in [Dubai](https://bodhih.com/corporate-training-in-dubai/), [Singapore](https://bodhih.com/corporate-training-in-singapore/) and across the Middle East, Asia and Africa. Last reviewed 15 Oct 2026 by [Siddharthan VGJ](https://bodhih.com/siddharthan-vgj/), Founder · Bodhih Training, Bengaluru ## Why OKRs need proper training to work Organisations adopt OKRs to create focus, transparency and alignment, especially when strategy shifts quickly. Without training, teams often write activities instead of outcomes, set too many goals and forget them until the quarter ends. Good OKR training builds a shared language and practical habits. It also clarifies how OKRs fit with existing KPIs and [performance management](https://bodhih.com/performance-management-training/), which avoids confusion and gaming. ## What participants will be able to do ### Write outcome-focused OKRs Draft objectives and measurable key results that describe outcomes, not activities or tasks. ### Tell OKRs and KPIs apart Decide which goals belong in OKRs and which should stay as business-as-usual health metrics. ### Align without heavy cascading Connect team OKRs to company priorities through both top-down and bottom-up alignment. ### Set the right level of ambition Distinguish committed from aspirational OKRs and score them fairly. ### Run a weekly rhythm Hold short weekly check-ins that surface confidence levels, risks and needed help. ### Learn every quarter Run OKR retrospectives that improve both the goals and the way the team works. ## Who should attend - Leadership teams introducing or relaunching OKRs - Managers and team leads who set and review team goals - OKR champions and strategy or PMO teams - Product, engineering and growth teams in startups and [GCCs](https://bodhih.com/gcc-leadership-development-program/) - HR and performance management leaders aligning goals and reviews - Teams whose OKRs have become task lists and need a reset ## Program outline Recommended design, customised to your context after a short needs analysis. ### **OKR foundations**Module 1 · 75 min - Origins and principles of OKRs, from Intel to Google - The formula: 'We will [objective] as measured by [key results]' - Outputs versus outcomes, and why it matters - Examples from sales, HR, engineering, operations and [customer service](https://bodhih.com/customer-service-excellence-training/) ### **Writing strong objectives and key results**Module 2 · 2 hours - Qualities of a good objective: inspiring, time-bound, within the team's influence - Key results that are measurable, with baselines and targets - Common mistakes: too many OKRs, task lists, sandbagging - Workshop: draft and peer-review your team's OKRs ### **OKRs, KPIs and strategy**Module 3 · 75 min - When a metric is a KPI and when it becomes an OKR - Committed and aspirational OKRs - Linking OKRs to strategy and annual plans - Keeping OKRs separate from individual performance ratings ### **Alignment across teams**Module 4 · 90 min - Top-down, bottom-up and cross-functional alignment - Handling shared OKRs and dependencies - Transparency: making OKRs visible across the organisation - Alignment mapping exercise with another team ### **Running the OKR cycle**Module 5 · 90 min - Weekly check-ins with confidence scores - Conversations, feedback and recognition (CFRs) - End-of-quarter scoring and retrospectives - Choosing simple tools, from spreadsheets to OKR software ## Sample training plan: 1-day hands-on design This one-day workshop gets teams from 'what are OKRs?' to a draft set of their own, reviewed by peers and aligned with a neighbouring team. Participants sort outputs from outcomes, rewrite weak objectives, set baselines and targets for key results, and decide which metrics stay as KPIs. In the afternoon they map dependencies with another team and rehearse a weekly check-in with confidence scores. They leave with next quarter's team OKRs ready for sign-off. 80% hands-on practice · 6.8 contact hours · Cohort: 12–30 participants, seated in their real teams · In person · Live virtual ### Day 1: From goals to OKRs your team can run Each team leaves with draft OKRs for next quarter, peer-reviewed, aligned with one other team and with a check-in rhythm agreed. 1. 09:30–10:00 · Busy or better? (Energiser) 2. 10:00–10:45 · The OKR formula (Concept burst) 3. 11:00–12:00 · Fix the broken OKRs (Group challenge) 4. 12:00–13:00 · Draft our team's OKRs (Build sprint) 5. 13:45–14:30 · KPI or OKR? (Debate) 6. 14:30–15:30 · Alignment map (Hands-on lab) 7. 15:45–16:40 · Week 6 check-in (Simulation) 8. 16:40–17:30 · Ready for sign-off (Action planning) Recommended: 1 day in person (09:30–17:30), or 3 × 2.5-hour live virtual sessions, plus quarterly OKR coaching. A sample design: every Bodhih program is customised after a short needs analysis. ### How long is OKR training? The recommended design is one day in person, 09:30 to 17:30, followed by quarterly OKR coaching. It also runs as three live virtual sessions of two and a half hours each. Leadership teams and OKR champions often add a second day for company-level OKRs or coaching skills. ### What activities are included in OKR training? Teams sort real work into outputs and outcomes, repair a bloated OKR set from a fintech case, draft their own next-quarter OKRs with baselines and targets, map dependencies with a partner team, and run a week-six check-in simulation with confidence scores and a surprise event card. ## How we deliver it ### Draft real OKRs in the room Teams leave the workshop with a first draft of their actual quarterly OKRs, reviewed by peers and the facilitator. ### Before-and-after examples Participants rewrite weak OKRs from realistic examples, which quickly builds the skill of spotting activities and vague targets. ### Leadership first Where OKRs are new, we start with the leadership team so company-level OKRs are ready before teams write their own. ### Quarterly coaching Optional coaching supports OKR champions through the first two cycles, when most implementations stall. ## Tailored versions ### For leadership teams A facilitated session to set company-level OKRs, agree the rollout plan and decide how OKRs relate to KPIs and reviews. ### For startups and product teams Fast-paced version focused on growth, product and engineering OKRs with frequent learning cycles. ### OKR champion program Deeper training for internal OKR coaches who will support teams, facilitate planning and run retrospectives. ## How we measure impact Using the ADDIE Evaluate stage, we assess OKR writing quality before and after the workshop against a simple rubric, and can run a knowledge check on AssessAll. Teams share their draft OKRs for review. OKR champions and managers hold check-ins at 30, 60 and 90 days to track weekly check-in adoption, alignment and end-of-quarter retrospectives. Over two to three cycles, we review goal quality and achievement trends with your leadership. AA Pair this program with [AssessAll](https://assessall.com), Bodhih’s AI assessment platform, for pre- and post-program skill measurement. ## Frequently asked questions ### What are OKRs? OKRs, or Objectives and Key Results, are a goal-setting framework. An objective describes what you want to achieve in qualitative, motivating terms. Key results are three to five measurable outcomes that show whether you achieved it. OKRs are usually set quarterly, shared openly and reviewed regularly to create focus and alignment across an organisation. ### How do you write good OKRs? Keep objectives short, inspiring and within the team's influence. Make key results measurable outcomes with a baseline and target, not tasks. Limit each team to a few objectives with three to five key results each. Test every key result by asking: if we achieve this, will we have met the objective? The workshop gives plenty of practice. ### What is the difference between OKRs and KPIs? KPIs are ongoing health metrics that show how the business is performing, such as revenue, uptime or attrition. OKRs are time-bound goals that focus effort on improving something that matters now. A KPI can become a key result when a team decides to move it significantly. Most organisations use both together. ### How long does it take to implement OKRs? Most organisations need two to three quarterly cycles before OKRs feel natural. The first cycle is about learning to write good OKRs, and later cycles improve alignment and check-in habits. Starting with the leadership team or a pilot group, then expanding, usually works better than a big-bang rollout. ### Should OKRs be linked to performance ratings? Most OKR practitioners recommend keeping OKRs separate from individual performance ratings and bonuses. Linking them directly encourages sandbagging, where people set easy goals to protect ratings. OKRs can inform performance conversations, but they should not be a scoring formula. The program helps HR and leaders design this link carefully. ### Can small teams or startups use OKRs? Yes. OKRs often work especially well in startups because they create focus when resources are limited. Small teams should keep the process light, with one or two company objectives and simple weekly check-ins. Our OKR training for startups keeps the framework practical and avoids unnecessary bureaucracy. ### Do we need OKR software? Not at the start. Many teams begin with a shared spreadsheet or document, which keeps the focus on writing good OKRs and building habits. As adoption grows, dedicated OKR software can help with visibility, alignment and check-ins. We are tool-neutral and can work with whatever platform you choose.