okrs
Strategic drift is the quiet decoupling of your strategy from your daily work. Learn the three phases of drift, why standard OKRs fail to stop it, and how experienced operators use a tight cadence and AI to maintain alignment as they scale.
okrs
Strategic ambiguity is a hidden tax on your company's velocity. Learn why leaders choose vague goals, how it creates "decision debt," and the framework operators use to force radical clarity and drive results.
operating cadence
Vision is a destination, but direction is the path. Learn why most leadership teams fail to bridge the gap between their "North Star" and weekly execution, and how to set a direction that actually drives results.
strategy
Stop treating strategy as a 50-page slide deck. Real strategy is a set of hard trade-offs that guide daily execution. Learn why your strategy document is failing and how to move toward a choice-based operating system that actually drives results.
okrs
Stop asking your team to write OKRs in a vacuum. Learn how to provide the strategic context, data, and constraints required to turn OKR planning from a quarterly chore into a competitive advantage for your execution.
leadership
Stop wasting time on OKR wording. After 35+ quarters running OKRs, I’ve learned success is won before drafting. Learn the 5 leadership steps—naming direction, surfacing constraints, and choosing a "Quarterly Mode"—to ensure your OKRs reflect reality, not just decorate it.
leadership
I’ve been a COO at multiple public and private companies. I believe in OKRs, but I also know why they rot. It's not because teams don't "get it." It's because leaders avoid the tradeoffs.
okr
Stop setting goals that collect dust. This 2026 guide covers the exact framework for defining North Star metrics, avoiding "anti-patterns," and using AI to draft perfect OKRs in seconds.
leadership
Haven’t done your annual planning yet? Start now with Disney CEO Bob Iger’s "Simple, Ruthless, Clear" method to set priorities that actually work.
okr
Most CEOs resist formal goal‑setting frameworks until they see them work. This article explains how to introduce OKRs gradually - start with simple quarterly goals, demonstrate clarity, and build buy‑in through visible success. Gradual change drives lasting adoption.
