In conversation with
“The combination of fun and productivity, especially when we mapped out our entire 3-5 year plan in a single day, was memorable.”
Between December 2022 to December 2023, mgr underwent a significant transformation, growing from a headcount of 81 to 160. This rapid expansion was fuelled by the acquisition of three other businesses. As a Leadership Team, they quickly realised that the increased scale made it impossible to manage everything themselves. They had plenty of great ideas but lacked the capacity and framework to implement them effectively.
Their goals were clear: evolve their company culture, achieve seamless integration of the newly merged firms, and continue expanding their service offerings while keeping their team motivated and engaged. Communication was another area where they knew they needed improvement, especially given the different systems and practices that each firm brought to the table. mgr needed a strategy that could not only help them manage this growth but also enhance internal communication and foster a unified culture across all four firms.
We introduced mgr to OKRs, which became the framework they needed to align their strategic priorities with actionable goals. OKRs provided a spotlight on their priorities, helping them to focus and prevent the overwhelm of trying to do everything at once. What was particularly transformative for their Leadership Team was the way OKRs enabled them to engage more deeply with their staff, but also afforded staff the opportunity to engage more with each other, and in a cross functional way. Tapping into the collective intelligence of the entire organisation has been a real game changer in driving the vision forward.
TBG’s Coach Academy played a crucial role in this process. The Leadership Team identified four major strategic initiatives, each of which was supported by a dedicated coach and squad. The Coach Academy provided structure and accountability, ensuring that they stayed on track. This approach not only helped mgr maintain focus but also kept the process fluid, allowing them to adapt as needed.
Eleven months into their OKR journey, the results have been remarkable. OKRs are fast becoming part of their DNA, embedding themselves into the daily operations. This new way of working has energised their teams, giving everyone a voice and empowering them to contribute to the company’s success. The Leadership Team has been able to leverage the diverse perspectives within the organisation, leading to more innovative solutions and fostering a culture of continuous improvement.
mgr’s communication has also improved. The OKR framework has not only helped them filter information more effectively, but also enlightened the Leadership Team about what their staff really want to know and how they prefer to receive that information. This has resulted in a more cohesive, informed, and engaged team.
