We’re proud to have worked with a vast amount of clients in a number of unique industries, including a number of house hold name brands.
We achieve resounding results with all of the businesses that we are lucky enough to work with. Read more…
“OKRs are a massive transformational tool for growth and cultural development. As a business and as a group of people, we’ve truly benefited from this journey.”
“We wanted to embed a high-performance culture at TalkTalk and continue to increase employee engagement throughout the organisation. Providing colleagues with stretching objectives and key results and giving them transparency on how their work supports the wider aims of the business really enhances both performance and engagement.” OKRs are a massive transformational tool for growth and cultural development. As a business and as a group of people, we’ve truly benefited from this journey.”
“We launched an OKR system a few years ago, but realised we could be optimising the process. The decision to rejuvenate the programme was an easy one, and fully backed by the leadership team. To ensure we got it right the second time around, we opted to find professionals to help our team.”
“It felt like our leadership team at Bede was acting as a collective of individuals. We wanted to align the team around the company’s strategic priorities, and be able to measure our progress with a more scientific approach. We looked around at various management by objectives disciplines and identified that we wanted to give OKRs a try.”
“We had grown as a business to the point where we needed a framework to help us set our business strategy / goals. To be able to communicate them clearly to the Company with a structure to ensure we followed them through consistently.”
“I approached TBG because we were trying to pre-emptively plan for growth. We had some ideas in place for a strategic 5-year plan but needed to refine things and ensure correct processes were in place. The main initial trigger was for the recruitment drive – we wanted to create processes that laid down the foundation and the right culture.”
“At tails.com we have hugely ambitious growth plans. Our goal is to change the world of pet food for good, and to get there we have so much we want to achieve. Working out what to focus on and allocate resources to, then how to measure our effectiveness, was something we needed help with.”
“Our challenge was a desire for alignment and transparency around our objectives. We had started to implement OKRs after doing our own reading and research. In practise it is more difficult than we initially anticipated so we reached out for some external help from the experts.”
“We had already investigated and looked at OKRs, even test run them on a small scale with a couple of our teams. We wanted to take them to the next level, and we realised we needed to call on an expert.”
“I invest in start-up recruitment businesses and I needed a framework to help them grow their businesses and achieve their goals. I had looked into OKRs and read John Doerr’s ‘Measure What Matters’. I understood the concept, I just didn’t have the knowledge and experience to implement OKRs strategically into a business.”
“We wanted a facilitator who knew how to implement the framework and could help the organisation grow whilst ensuring that the teams stayed aligned with the new leadership teams’ objectives.”
“I got in touch because we wanted to get the implementation right from day one. We didn’t want to ‘have a go’ ourselves and find that we had to unpick things and start again.”
“The TBG methodology is tried and tested and it helped immensely. We’ve now got all the core components of the process in place, which we would have otherwise struggled with.”
“Roger came in and one of first things he did was to instil the team with confidence, that it was a workable model, and a philosophy that appealed to and inspired my team.”
“I enjoyed it the Coach course, we were all in different situations and places around OKRs and that helped to think of OKR application in a different setting than your own, a different angle.”
“I was already aware of and had a knowledge of OKRs but I knew I was missing a few tricks, which the course gave answers too. I also discovered things that would make us better, crystallising our vision for the business. We had recognised some fundamentals were missing but this process allowed us to set that vision out.”
“We manged to redefine our understanding and knowledge of what OKRs are (and as importantly what they’re not). We rationalised things of importance, that would drive real change and improvement, and from this arrived at an understanding of what a more robust OKR programme looks like and how to get there.”
