Your organization is full of initiatives. But two months after each new project, the energy fades. Processes and insights are forgotten. Then, a new model or framework gets introduced. Teams respond with a shrug. They’ve seen it before and expect it to change again next quarter.
Another common example. You’re managing a team while two departments hand you conflicting goals. Their managers never checked in with each other. Your team gets no clear direction. Priorities stay vague. And you end up stuck in the middle, unable to meet any target.
Then there's the annual plan. Higher management presents it at the end of the year. But by March, you find out the performance indicators don’t match reality. They’re irrelevant, untested, and unachievable. Why? Because your team was never part of the strategy conversation.
All of this drains your people. Motivation drops — not because they don’t care, but because they don’t see the point. When efforts feel disconnected from impact, even the best teams stall, slowing your business down.
To make goals stick, you need more than plans. You need buy-in and follow-through. Teams only change when they see the value for themselves. When they know, feel, and understand why it matters. That’s where shared ownership makes the difference. When people help shape the path forward, their commitment grows. So does their impact. And it starts with you. As a manager or team lead, you know things must change. You want to lead by example. But to do that, you need the right tools. A clear method. And the confidence to guide your team through change.
Our performance consultants step directly onto your work floor. No endless implementation projects or thick reports. They work alongside your teams - step by step, every day - driving sustainable changes that stick. We help you turn strategy into action with proven methods, such as OKR and Obeya. Practical, people-focused, and easy to apply. For us, Performance Management means refining your internal processes to be sharper, more focused, and more effective. So your performance starts to deliver real, measurable impact on the business.
You work with clear goals, defined together with your team. Everyone knows the direction and why it matters.
OKRs and Obeya make goals visible. People step up because they see how their work shapes the outcome.
Everyone works from the same source of truth. Priorities are clear. Gaps are spotted early. Teams reinforce each other instead of working in isolation.
OKRs link teams across departments. Shared focus, short feedback loops, and real progress toward business goals.
You become the leader whose team brings strategy to life with visible, measurable results. No scattered efforts but one precise rhythm that turns strategy into quantifiable impact.
A great example of "A New Way of Working" in action! The ability to work with partners who genuinely contribute to the product's success reflects Monday.com's flexibility. With the launch of this Dutch OKR Solution, we also notice a growing interest in OKRs.
They provide me with clarity on how I contribute and where I add value to clients. I’ve used OKRs for years, and I still walked away with new insights I could apply immediately.
Engaging, practical, and to the point. A truly valuable training session.
OKR (Objectives & Key Results) isn’t the goal itself. It’s a framework that sets direction. It helps organizations define their course, align around a clear ‘north star', and connect teams across levels. Vision, strategy, and measuring real outcomes are key.
In the podcast, we dive into the core questions: What does it take to truly streamline development?
What roles do KPIs and OKRs play in that process? And why are clear goals essential for leadership, team alignment, and engagement?
INNSPIRE spoke with Renzo Zitman from this.nl. About vision, passion, and why OKRs are often written off too quickly. Did the conversation go deep? Absolutely. But Renzo is clear: “We’re not ending this without answers.”
🎤 Listen to the podcast on Spotify
🎥 Watch the podcast on YouTube
