
Welcome to the No-BS OKRs™ Blog
Here, you’ll find resources we create to help teams create, implement, and operationalize No-BS OKRs™ (called Evolutionary OKRs® in some workplaces) to set clear goals, stay focused, and build cultures of growth, learning, and high performance.
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Principles of No-BS OKRs
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OKR Coaching
All posts about OKR Coaching →

Happy Birthday, Red Currant Collective
We’re not going to share all the details here on the blog, but I do want to catch you up on where we started and where we are now. (The sneak peek of where we’re going is only for the folks who’ve joined our email list.)
Red Currant Collective was a hopeful idea: that my background and track record working with the Objective and Key Result (OKR) goal-alignment methodology was rare and valuable enough to build a solopreneur business around.

Are your goals for the new year on track?
By this point in the year -- 1/3 of the way through Q1 -- many of us have already abandoned any New Years Resolutions we set -- and in our work lives, we may still be digging out from year-end, having missed a month of achievement toward our 2022 goals. We're not going to start with goal-setting today -- most of you have already done that step.
Instead, we're going to learn a bit more about the types of goals you've set already, and share a few simple steps to help you get your goal achievement plan on track.

The Connected Strategic™ Stack
Every organization has a strategic implementation stack (and some have more gaps and holes than others).
Start here to assess your organization’s, then craft a plan to fill the most important gaps to help your organization connect implementation to strategy.
Leading Change
The leader’s role is to operate in the most complicated intersections of their organization’s Venn diagrams. We must project optimism and confidence to internal and external stakeholders. And, we must also recognize and address risks and pain points in ways that may call for curiosity and vulnerability.
These resources help (sometimes frustrated) leaders of change get curious about their organizations’ frictions and build leadership habits designed to walk the talk of transformation.