McKenna Consultants Ltd

25/03/2026

Synchronised planning doesn't help if the portfolio has 40 active initiatives. Cadence alignment without focus is just synchronised chaos. We co-authored this post with OKR Mentors:

Transformation offices and PMOs sit at the center of organizational complexity. They coordinate projects, manage budgets, mitigate risks...

13/03/2026

Here's something we didn't expect when building our AI Maturity Pyramid:

The biggest reason organisations stall isn't the technology. It's the foundations underneath it.

Data access. Governance policies. Team readiness. Process clarity.

Skip these, and it doesn't matter how good the tools are. We've seen organisations deploy sophisticated AI into teams that aren't ready for it — and all it does is waste money and erode confidence.

We've written this up as a practical framework. If you've ever felt like your AI initiatives should be further along than they are, the answer might be in the foundations.

🔗 https://www.mckennaconsultants.com/the-ai-maturity-pyramid-where-does-your-organisation-actually-stand/

Every organisation is "doing AI" now. The question is whether they are doing it deliberately.

12/03/2026

In January, we ran an Agile Implementation Workshop for a new client. It was one of those sessions where everything clicked.

The backbone of the workshop? Our 9-Box Agile Implementation Template.

It is a single-page framework that forces you to think through the 9 critical dimensions of any agile transformation:

1. Why Change? Why Now?
2. Vision and Target Operating Model
3. Squads, Roles and Team Design
4. Ways of Working and Ceremonies
5. Decision Rights and Governance
6. Work Visibility, Flow and Data
7. Learning, Capability and Onboarding
8. Change Risks, Resistance and Systemic Blockers
9. 90-Day Transformation Focus

Too many agile transformations jump straight to "let's do agile" without thinking through the foundations. This template slows you down just enough to speed you up.

We have written a full blog post walking through every box with examples, theory and practical advice.

And yes, the template is a free download.

Read the full post and grab the template here: https://www.mckennaagileconsultants.com/every-agile-transformation-needs-a-starting-point/

Download our free Agile Implementation Template used in real UK agile transformation workshops. 9 practical boxes to plan your agile journey, from vision to 90-day action. Built by experienced agile consultants.

10/03/2026

Where does your organisation sit on the AI Maturity Pyramid? We are currently level 3, headed to level 4.

Level 0 → Ad-hoc. No policy, no shared approach. People experiment in isolation.
Level 1 → Conversational AI. Chat tools are in use, but humans drive every interaction.
Level 2 → Specialised tools. AI is embedded in specific workflows with real integration.
Level 3 → Human-in-the-loop. AI does the work, humans approve at key decision points.
Level 4 → Autonomous agents. AI acts independently within defined boundaries.

Most organisations are at Level 1 and think they're at Level 3.

We wrote the full framework with practical guidance on what it takes to move between levels — and what foundations need to be in place first.

🔗 https://www.mckennaconsultants.com/the-ai-maturity-pyramid-where-does-your-organisation-actually-stand/

Every organisation is "doing AI" now. The question is whether they are doing it deliberately.

05/03/2026

Adoption without strategy is just tool collecting.

That's the line that keeps resonating when we talk to organisations about AI. Teams are using ChatGPT, someone's trialling a transcription tool, a developer's experimenting with a copilot. The activity is real. The progress is often illusory.

We built the AI Maturity Pyramid to help organisations cut through this. Five levels, from no structured AI use through to autonomous agents — with a foundation layer underneath that most people skip entirely.

If your AI efforts feel busy but directionless, this might help.

🔗 https://www.mckennaconsultants.com/the-ai-maturity-pyramid-where-does-your-organisation-actually-stand/

Every organisation is "doing AI" now. The question is whether they are doing it deliberately.

02/03/2026

Every organisation is "doing AI" now.

But here's the question worth sitting with: is yours doing it deliberately?

We've been working on a framework we're calling the AI Maturity Pyramid. It maps five levels of AI adoption — from ad-hoc experimentation to fully autonomous agents — and it's built from what we've seen working and failing across real businesses, including our own.

The biggest insight? The blockers aren't technical. They're things like data access, governance, team readiness, and process clarity.

We wrote it up properly. Worth a read if you're trying to figure out where your organisation actually stands — and what the realistic next step looks like.

🔗 https://www.mckennaconsultants.com/the-ai-maturity-pyramid-where-does-your-organisation-actually-stand/

Every organisation is "doing AI" now. The question is whether they are doing it deliberately.

12/02/2026

The common thinking in "OKR world" is that OKRs and PDRs mix like oil and water. It is true that PDR season often exposes the tension between OKRs and performance reviews. The guidance says do not mix them, yet in practice they collide every year.

This piece shares a practical way through:
• Keeping OKRs separate from pay and ratings
• Using OKRs as evidence, not a score
• Rewarding outcomes and behaviours, not activity
• Focusing PDRs on growth, contribution, and learning around OKRs

If you want performance conversations that build trust, focus, and real impact, this one is for you.

https://www.mckennaagileconsultants.com/a-managers-guide-to-blending-okrs-with-performance-management/

*****on

A practical manager’s guide to using OKRs with PDRs without turning them into scores. Reduce tension, improve performance, and drive growth.

11/02/2026

PDR season is here, and the tension between OKRs and performance reviews is real. This guide shares a practical way to use OKRs to strengthen PDR conversations without turning them into a scoring exercise. Worth a read if you want better performance conversations and healthier behaviours. https://www.mckennaagileconsultants.com/a-managers-guide-to-blending-okrs-with-performance-management/

A practical manager’s guide to using OKRs with PDRs without turning them into scores. Reduce tension, improve performance, and drive growth.

22/01/2026

Clear strategy at the top.
Backlogs full of work.
Very little clarity on what matters most.

That’s the ex*****on gap many tech and product teams live with.

We co-authored this article to unpack it and explain why guessing doesn’t scale.

For many organizations, tech and strategy still move at different speeds. Business leaders define strategic priorities and desired outcomes.

08/01/2026

Big goals do not fail because people lack ambition. They fail because there is no system to support them. Without a cadence of planning, review, and learning, even the best strategy becomes a hope. Systems turn intent into repeatable progress. Goals without systems just create pressure. Check out our blog post here on how to increase the chances of your OKRs succeeding in 2026!

Boost your team's performance with effective OKRs. Discover practical strategies for success in our guide. Read more to elevate your goals!

06/01/2026

Goodhart’s Law matters because it explains why well-intentioned OKRs often backfire. When teams optimise for the number instead of the outcome, behaviour shifts in subtle but damaging ways. The fix is not better metrics. It is clearer strategic intent and regular conversations about what the number is meant to represent. Read more here:

How Goodhart’s Law derails OKRs and strategy ex*****on, and three practical ways to keep your measures honest and focused on real outcomes.

02/01/2026

Entering 2026 is an ideal time to enhance your OKRs for success. OKRs are a proven method to achieve precise goals, offering a strategic growth plan. Focus on impactful objectives and measurable key results to track progress and ensure accountability. OKRs are flexible, allowing adjustments to align with your vision. Engage your team in collaborative goal-setting to foster motivation and shared success. Make 2026 a year of purpose by refining your OKRs for remarkable accomplishments. Here's to clarity and success!