Scaling OKRs goes beyond setting ambitious goals it, reshapes how an organisation thinks, operates, and evolves. Without effective change management, OKR rollouts can become rigid top-down directives that struggle to gain buy-in. Kotter’s change model offers a solid framework for leaders to address both the psychological and operational aspects of OKR adoption, helping teams shift from hesitation to full commitment.
- OKRs should not be imposed, they should be embraced.
- Change should not be forced, it should be guided.
To transition from superficial compliance to full commitment, leaders must guide teams through change using a proven model. Kotter’s 8-Step Change Model provides a structured approach to scaling OKRs, ensuring alignment, engagement, and long-term sustainability.
You can download the following templates to support your OKR journey:
- Change Management Plan
- Communication Plan