The OKR Cadence Masterclass.
Six weeks to build an operating cadence your team will actually use. Not a framework deck. Not a Notion template. A working set of company OKRs, a weekly and quarterly rhythm, and the choreography that keeps it alive after we leave the room.
· Small cohort · By application · Rolling intake
Duration
6 weeks
Cadence
Weekly 90-min live session + async work
Format
Small cohort, live with Laura
Who it's for
Founders, CEOs and leadership teams, 15–150 people
Investment
On request — by application
Next cohort
Rolling intake — small group
What you leave with
Working artefacts. Not a certificate.
- 01
A live, written set of company OKRs the leadership team has signed up to
- 02
A weekly and monthly operating cadence with templates, owners, and timing
- 03
A quarterly review and reset ritual your team can run without you
- 04
Cascading OKRs into two to three teams, with dependencies mapped
- 05
A measurement spine — what gets reported, where, and how often
- 06
A shared language for ambition, trade-offs, and saying no
Agenda
Six weeks, six pieces of the operating system.
Each week pairs a 90-minute live session with focused work between sessions. You build it as you learn it, on your real business — not a case study.
Week 1
Strategy you can act on
Pressure-test the 12-month story. Surface the two or three bets that actually matter — and the ones quietly draining the team.
Week 2
Writing objectives that lead
Draft objectives the leadership team can defend. Kill the wish-list. Leave with a shortlist that earns its place on the wall.
Week 3
Key results that change behaviour
Move from vanity metrics to results that force decisions. Calibrate ambition. Build the measurement spine.
Week 4
Cascading without losing the plot
From company OKRs to team OKRs without the telephone-game distortion. Owner clarity. Dependency mapping.
Week 5
The weekly and monthly cadence
Design the operating rhythm: check-ins, reviews, escalation paths. Templates and meeting choreography you can run on Monday.
Week 6
Quarterly close and reset
Run a real quarterly review. Score, learn, and re-cut. Leave with a documented cadence the team owns — not one that lives in your head.
Questions
Before you apply.
Is this for me, or for my whole leadership team?
Both work. The strongest results come when the founder/CEO attends with two or three of their direct reports — the people who will actually run the cadence after week six.
We've tried OKRs before and they died. Will this be different?
Most OKR rollouts die because the cadence around them is missing. We spend as much time on the weekly and quarterly rhythm as we do on writing the objectives. The artefact is the operating system, not the spreadsheet.
How much work between sessions?
Plan for two to three hours of focused work per week, plus the live session. It is real work — drafting, reviewing, getting input from the team — not homework for its own sake.
Can you run this privately for our company?
Yes. We run private cohorts for leadership teams who want the work tailored to their context. Mention it in your inquiry and we'll come back with a proposal.
What happens after the six weeks?
You leave with a documented cadence your team owns. Many alumni move into a light-touch retainer for the first quarterly close — optional, never assumed.
Apply
Ready to make OKRs run the business?
Cohorts are deliberately small. Tell us a little about your company and what you want OKRs to fix — we'll reply within one working day.
hello@spikypath.ae · Reply within 1 working day · Direct with Laura