The OKR Practice

Thirty minutes, one-on-one, on OKRs, goal setting and how we work. Free.

Ekta walks you through what Small Wonders actually does — the rituals that carry a goal from a plan into a Tuesday, how corporate goal setting works when capacity is a condition rather than an afterthought, and why growth so often costs a company its people. Ask anything. It’s a conversation about the approach, not an assessment of your company and not a proposal — the fastest way to find out whether this fits before you spend anything on it.

You already have OKRs. They’re just not working.

A structured read of the goal system you’re running today, scored on the 5-C: clarity, cascade, cadence, candour, capacity — with evidence, not impressions. It names what’s decaying and whether the fix is the goals, the rhythm, or the load. You leave with a scored read and a ranked list of what to fix first.

Where the goals you’ll actually run get set.

Find the north star. Establish which numbers exist and which ones everyone has been assuming. Map where AI could genuinely move the P&L. Score energy for every team. Then set the first LEAP goals — and nothing that fails MEAL gets set. You leave with a live board, not a document.

One quarter, run properly. Then decide.

Ninety days of the full rhythm: one function a month, rituals built for real stress points, and a quarterly close graded honestly with stretch graded separately. You see what the practice does to a quarter before committing to a year — and you leave with an evidence pack and a decision you can defend either way.

The full year. One function a month, every quarter closed.

Audit, refine, re-baseline, ritual — then round again. Energy tracked by team. Override rates watched. Removals logged with dates. This is the rung where the practice stops being something we run and starts being something you run.

Years two to five, as the practice becomes yours.

Year two the rituals run without us in the room. Year three leverage compounds across departments. By years four and five you set your own LEAP goals and keep your own rhythm, and we become the annual recalibration. This is where “our role is designed to shrink” gets paid.