Blaming ——-> easy
Accountability ———-> hard
Most good things are hard.
Accountability ———-> hard
Most good things are hard.
Generate viral LinkedIn posts in your style for free.
Generate viral LinkedIn posts in your style for free.
The best LinkedIn Posts
Explore the top viral LinkedIn post examples, trends and ideas from the best LinkedIn influencers.
LinkedIn Posts that went viral yesterday
There’s $1T up for grabs for agent-first startups and this window is WIDE open. Probably 10,000+ niches.
How it plays out:
1. Every SaaS company follows salesforce and goes headless within 18 months
2. a new category of "agent-native" startups emerges that treat salesforce, HubSpot, workday etc as dumb backends. the startup IS the agent. the SaaS is just the database.
3. the entire consulting/services industry around enterprise SaaS gets compressed into software. the agent replaces the implementation team.
4. outcome-based pricing becomes default. nobody pays per seat when the "seat" is an agent making 10,000 API calls a minute. you pay when revenue hits your account.
5. the winning founders are ex-operators who understand a vertical workflow cold. the code is the easy part. knowing that a property manager spends 14 hours a week on lease renewals? that's the insight worth $100M.
6. distribution becomes the moat. when anyone can wire agents to APIs, the company with the audience and the brand wins. media + agents is the new SaaS. There’s a rush to incubate live/short form shows.
7. Silicon Valley goes all influencer. Roy lee gets this. Pat Walls gets this. Sam Parr gets this.
8. the first $1B agent-native company in each vertical will look nothing like the SaaS it replaced. smaller team, higher margins, no implementation cost, no churn from bad UX because there is no UX.
the fastest path to wealth right now: find an industry that still runs on dashboards, phone calls, and spreadsheets. build the agent-native version. charge per outcome. own the workflow end-to-end.
someone reading this right now is going to build a $100M company off this exact shift. tell me about it on the The Startup Ideas Podcast
when you do. Im rooting for you.
Less reading, less bookmarking, more building.
the last wave rewarded people who built pretty interfaces on top of ugly data.
I think this wave rewards people who build smart agents on top of exposed APIs.
Or who just build the APIs themselves
Here we go
How it plays out:
1. Every SaaS company follows salesforce and goes headless within 18 months
2. a new category of "agent-native" startups emerges that treat salesforce, HubSpot, workday etc as dumb backends. the startup IS the agent. the SaaS is just the database.
3. the entire consulting/services industry around enterprise SaaS gets compressed into software. the agent replaces the implementation team.
4. outcome-based pricing becomes default. nobody pays per seat when the "seat" is an agent making 10,000 API calls a minute. you pay when revenue hits your account.
5. the winning founders are ex-operators who understand a vertical workflow cold. the code is the easy part. knowing that a property manager spends 14 hours a week on lease renewals? that's the insight worth $100M.
6. distribution becomes the moat. when anyone can wire agents to APIs, the company with the audience and the brand wins. media + agents is the new SaaS. There’s a rush to incubate live/short form shows.
7. Silicon Valley goes all influencer. Roy lee gets this. Pat Walls gets this. Sam Parr gets this.
8. the first $1B agent-native company in each vertical will look nothing like the SaaS it replaced. smaller team, higher margins, no implementation cost, no churn from bad UX because there is no UX.
the fastest path to wealth right now: find an industry that still runs on dashboards, phone calls, and spreadsheets. build the agent-native version. charge per outcome. own the workflow end-to-end.
someone reading this right now is going to build a $100M company off this exact shift. tell me about it on the The Startup Ideas Podcast
when you do. Im rooting for you.
Less reading, less bookmarking, more building.
the last wave rewarded people who built pretty interfaces on top of ugly data.
I think this wave rewards people who build smart agents on top of exposed APIs.
Or who just build the APIs themselves
Here we go
After 25+ years leading teams, I got some of these wrong for way too long.
Things your team won't say out loud,
but wish you knew:
1. They want context, not tasks
→ Before assigning work, add one sentence: "Here's why this matters."
2. Silence in meetings isn't agreement
→ Ask "What could go wrong?" - it makes disagreement safe.
3. They remember every "I'll look into it"
→ If you can't act on something, say so. They'd rather know than wonder.
4. They notice when you play favourites
→ Ask yourself: whose wins am I celebrating? Is it always the same names?
5. They trust you to have their backs
→ Fight for them behind closed doors. That's where it counts.
6. They need to feel valued
→ Acknowledge the effort, not just the outcome.
7. They're watching what you tolerate
→ Ignoring a difficult employee tells everyone your standards are optional.
This is the difference between a manager they
tolerate and a leader they'll follow.
📌 Navigating your first year in a new role?
Get weekly insights in The First Year newsletter:
dora.coach
♻️ Repost for a leader who needs to see this
➕ Follow Dora Vanourek for modern leadership
Things your team won't say out loud,
but wish you knew:
1. They want context, not tasks
→ Before assigning work, add one sentence: "Here's why this matters."
2. Silence in meetings isn't agreement
→ Ask "What could go wrong?" - it makes disagreement safe.
3. They remember every "I'll look into it"
→ If you can't act on something, say so. They'd rather know than wonder.
4. They notice when you play favourites
→ Ask yourself: whose wins am I celebrating? Is it always the same names?
5. They trust you to have their backs
→ Fight for them behind closed doors. That's where it counts.
6. They need to feel valued
→ Acknowledge the effort, not just the outcome.
7. They're watching what you tolerate
→ Ignoring a difficult employee tells everyone your standards are optional.
This is the difference between a manager they
tolerate and a leader they'll follow.
📌 Navigating your first year in a new role?
Get weekly insights in The First Year newsletter:
dora.coach
♻️ Repost for a leader who needs to see this
➕ Follow Dora Vanourek for modern leadership
I felt like Norm walking into Cheers.
My husband and I go to a local restaurant a lot. They’ve got a great little bar and it feels like home.
I don’t drink… but I do order a cherry coke every single time.
Not the regular kind. The fancy one. Real cherry juice. Actual cherries. A tiny glass of unnecessary elegance. 🍒
We have one of those rewards cards, so they know when we’re there.
And every so often, I get a survey.
I always fill it out.
I say nice things. About the food. The service. The new wallpaper in the ladies room that nobody asked me about.
A few weeks ago, I mentioned the bartender by name.
Said how kind he is. How he remembers people.
How he makes the best cherry coke in the tri-state area.
And how he starts making mine the second I walk in the door.
Last night, we walked in…
And he yells, “Hey Robynn!”
Not to my husband, who orders a $15 Old Fashioned.
No. Me. With my $2 cherry coke and my little pile of cherries.
We sit down and he leans in and says, “Thank you for what you wrote in the survey. They read those out loud at our meetings.”
And then he added something else…
“Most of what we hear is complaints.”
Of course it is.
Because people will take 10 minutes to torch a place over slow service…
But won’t take 60 seconds to say someone did a great job.
I’m not a fan of chronic complainers.
It feels like a cheap shortcut to feeling important.
Keyboard warriors unloading on a waitress juggling 16 tables, no busser, no backup, and a kitchen that’s in the weeds.
Everyone wants perfect service.
Very few stop to recognize effort.
Those surveys? Those reviews?
They don’t go into some black hole.
They get read. Out loud. In meetings. Attached to real names. Real people. Real jobs.
So if someone is kind… say it.
If they remember you… say it.
If they’re trying… especially then… say it.
Because it matters more than you think.
And if all you’ve got to contribute is tearing someone down…
maybe just close the survey.
And order the cherry coke. 🍒
#StopComplaining
#FillOutTheSurvey
#ResumeWriting
My husband and I go to a local restaurant a lot. They’ve got a great little bar and it feels like home.
I don’t drink… but I do order a cherry coke every single time.
Not the regular kind. The fancy one. Real cherry juice. Actual cherries. A tiny glass of unnecessary elegance. 🍒
We have one of those rewards cards, so they know when we’re there.
And every so often, I get a survey.
I always fill it out.
I say nice things. About the food. The service. The new wallpaper in the ladies room that nobody asked me about.
A few weeks ago, I mentioned the bartender by name.
Said how kind he is. How he remembers people.
How he makes the best cherry coke in the tri-state area.
And how he starts making mine the second I walk in the door.
Last night, we walked in…
And he yells, “Hey Robynn!”
Not to my husband, who orders a $15 Old Fashioned.
No. Me. With my $2 cherry coke and my little pile of cherries.
We sit down and he leans in and says, “Thank you for what you wrote in the survey. They read those out loud at our meetings.”
And then he added something else…
“Most of what we hear is complaints.”
Of course it is.
Because people will take 10 minutes to torch a place over slow service…
But won’t take 60 seconds to say someone did a great job.
I’m not a fan of chronic complainers.
It feels like a cheap shortcut to feeling important.
Keyboard warriors unloading on a waitress juggling 16 tables, no busser, no backup, and a kitchen that’s in the weeds.
Everyone wants perfect service.
Very few stop to recognize effort.
Those surveys? Those reviews?
They don’t go into some black hole.
They get read. Out loud. In meetings. Attached to real names. Real people. Real jobs.
So if someone is kind… say it.
If they remember you… say it.
If they’re trying… especially then… say it.
Because it matters more than you think.
And if all you’ve got to contribute is tearing someone down…
maybe just close the survey.
And order the cherry coke. 🍒
#StopComplaining
#FillOutTheSurvey
#ResumeWriting
Kommt mir sehr bekannt vor: Der „Milch im Kaffee kostet nun extra“- Moment, wenn es eng wird.
Das erinnert mich an Diskussionen, die ich selbst bei Restrukturierungen führen musste.
Die Situation: Die Dividende steigt, die Gewinnbeteiligung fällt- und plötzlich steht die Gratis-Milch in der Kaffeemaschine zur Disposition.
Fiskalisch verständlich, auch wenn die paar hundert Euros in Nachkommastellen verschwenden werden.
Auch aus Symboliksicht naheliegend: alle sollen hautnahe spüren, dass es knapp ist.
HR-psychologisch ist es aber ein Desaster, denn es bricht den psychologischen Vertrag.
In Krisenphasen braucht ein Unternehmen die maximale Extrameile seiner Leute. Wenn man aber marginale Benefits streicht, signalisiert man:
„Euer täglicher Einsatz ist uns nicht mal der Schluck Milch wert.“
Diese negative Symbolik zerstört die Identifikation schneller, als jede Bilanz davon profitieren könnte. Die Kosten durch Demotivation und innerliche Kündigung sind um Potenzen höher als die Ersparnis beim Wareneinsatz.
Es war damals nicht einfach, mich mit diesen Argumenten gegen den harten Kostendruck durchzusetzen.
Aber genau in solchen Momenten zahlt sich das Vertrauen des Business in HR aus, das man in guten Zeiten mühsam aufgebaut hat.
HR ist zwar keine exakte Wissenschaft, aber wir haben oft das bessere Gespür dafür, was langfristig wirkt- auch wenn es im ersten Moment kontraintuitiv erscheint.
Wer an der Kultur spart, zahlt am Ende übrigens bei der Performance die Zeche!
#RTL
Das erinnert mich an Diskussionen, die ich selbst bei Restrukturierungen führen musste.
Die Situation: Die Dividende steigt, die Gewinnbeteiligung fällt- und plötzlich steht die Gratis-Milch in der Kaffeemaschine zur Disposition.
Fiskalisch verständlich, auch wenn die paar hundert Euros in Nachkommastellen verschwenden werden.
Auch aus Symboliksicht naheliegend: alle sollen hautnahe spüren, dass es knapp ist.
HR-psychologisch ist es aber ein Desaster, denn es bricht den psychologischen Vertrag.
In Krisenphasen braucht ein Unternehmen die maximale Extrameile seiner Leute. Wenn man aber marginale Benefits streicht, signalisiert man:
„Euer täglicher Einsatz ist uns nicht mal der Schluck Milch wert.“
Diese negative Symbolik zerstört die Identifikation schneller, als jede Bilanz davon profitieren könnte. Die Kosten durch Demotivation und innerliche Kündigung sind um Potenzen höher als die Ersparnis beim Wareneinsatz.
Es war damals nicht einfach, mich mit diesen Argumenten gegen den harten Kostendruck durchzusetzen.
Aber genau in solchen Momenten zahlt sich das Vertrauen des Business in HR aus, das man in guten Zeiten mühsam aufgebaut hat.
HR ist zwar keine exakte Wissenschaft, aber wir haben oft das bessere Gespür dafür, was langfristig wirkt- auch wenn es im ersten Moment kontraintuitiv erscheint.
Wer an der Kultur spart, zahlt am Ende übrigens bei der Performance die Zeche!
#RTL
Claude Code tip 👇
Tell Claude Code your output will be reviewed by Codex and you’ll get 100x better results immediately!
At the end, AI is not so different from us 😂😂😂
#ai #claude
Tell Claude Code your output will be reviewed by Codex and you’ll get 100x better results immediately!
At the end, AI is not so different from us 😂😂😂
#ai #claude
I can't imagine spending 45% of my waking hours doing something I hate.
But a lot of people do.
And when they realize...they rationalize.
"Everyone feels this way about work."
"Not everything we do can be fun, right?"
I guess.
But what if that doesn't have to be true?
What if, by experimenting, you can find something you truly enjoy doing?
Fixing.
Writing.
Building.
Creating.
And then apply that to a problem you think is fun and interesting to solve.
Maybe a problem you personally have but can't find a good solution to.
Will every single day be a joy?
Of course not.
But, maybe, just maybe...you'll feel a little more excited to get each day started.
If that sounds like something better than your current situation, lean into it.
I write about how to do that every Saturday to 180,000+ people who want to feel more of a spark on Monday mornings.
If that's you, and you'd like to join, it's free.
Join us here: https://lnkd.in/eymFT7nF
But a lot of people do.
And when they realize...they rationalize.
"Everyone feels this way about work."
"Not everything we do can be fun, right?"
I guess.
But what if that doesn't have to be true?
What if, by experimenting, you can find something you truly enjoy doing?
Fixing.
Writing.
Building.
Creating.
And then apply that to a problem you think is fun and interesting to solve.
Maybe a problem you personally have but can't find a good solution to.
Will every single day be a joy?
Of course not.
But, maybe, just maybe...you'll feel a little more excited to get each day started.
If that sounds like something better than your current situation, lean into it.
I write about how to do that every Saturday to 180,000+ people who want to feel more of a spark on Monday mornings.
If that's you, and you'd like to join, it's free.
Join us here: https://lnkd.in/eymFT7nF
Claude is eating up everything.
Here's the full map of what it actually does now:
1. Send it to your team's Slack or group chat.
2. Most people use 3 features. There are 25+.
3. To download all infographics: how-to-ai.guide.
4. Don't pay anything. It's free in the welcome email.
5. Then get my Notion with all my Claude files.
---
1. Chat → you type, it responds.
☑ Make sure to use Opus 4.6.
☑ Always turn on 'Extended Thinking'.
☑ I barely use Chat now. I only use Cowork.
2. Cowork → the one that changed everything.
☑ It reads your files. Creates real documents.
☑ It asks you questions before guessing wrong.
☑ Copy my exact setup: claude-co.work
3. Code → English is the new code.
☑ Claude writes, debugs & ships for you.
☑ You don't need to know a single line of code.
☑ Skip it if you're not building. Cowork is yours.
4. Projects → memory that persists.
☑ Upload files once. Claude remembers them.
☑ One Project per client. One per topic.
☑ Now lives inside Cowork. Even better.
5. The Models → pick the right brain.
☑ Opus 4.7: smartest. Use for deep work.
☑ Sonnet 4.6: fast. Your daily driver.
☑ Haiku 4.5: cheap. Quick tasks only.
6. Context System → how Claude knows you.
☑ Markdown files replace your prompt library.
☑ AskUserQuestion: Claude prompts YOU.
☑ Global Instructions: set once, never type again.
7. Skills → teach Claude once, reuse forever.
☑ Build a Skill for every task you repeat.
☑ Type / to trigger it. Like a trained employee.
☑ One good Skill replaces an entire SOP.
8. Integrations → Claude inside your tools.
☑ Connectors: Slack, Drive, Notion. 50+ tools.
☑ Claude in Excel: it knows what cell D14 contains.
☑ Plugins: pre-built packs. Sales. Legal. Marketing.
9. Create → what Claude builds for you.
☑ Artifacts: calculators, charts, dashboards.
☑ Real .docx, .xlsx, .pptx files. In your folder.
☑ Not just text. Actual deliverables.
You now master Claude within 5 minutes.
But if you have 50 more minutes, read in this order:
Claude 101 full article: how-to-claude.ai.
Claude Code: claudecode.free.
Claude Skills: claude-skills.free.
Claude for your team: how-claude.team.
Set up Claude Cowork: claude-co.work.
Claude Cowork + Project: https://lnkd.in/d8BHqTvV.
Claude interactive charts: https://lnkd.in/gwQi23zx.
♻️ Repost this image to help someone use Claude.
Here's the full map of what it actually does now:
1. Send it to your team's Slack or group chat.
2. Most people use 3 features. There are 25+.
3. To download all infographics: how-to-ai.guide.
4. Don't pay anything. It's free in the welcome email.
5. Then get my Notion with all my Claude files.
---
1. Chat → you type, it responds.
☑ Make sure to use Opus 4.6.
☑ Always turn on 'Extended Thinking'.
☑ I barely use Chat now. I only use Cowork.
2. Cowork → the one that changed everything.
☑ It reads your files. Creates real documents.
☑ It asks you questions before guessing wrong.
☑ Copy my exact setup: claude-co.work
3. Code → English is the new code.
☑ Claude writes, debugs & ships for you.
☑ You don't need to know a single line of code.
☑ Skip it if you're not building. Cowork is yours.
4. Projects → memory that persists.
☑ Upload files once. Claude remembers them.
☑ One Project per client. One per topic.
☑ Now lives inside Cowork. Even better.
5. The Models → pick the right brain.
☑ Opus 4.7: smartest. Use for deep work.
☑ Sonnet 4.6: fast. Your daily driver.
☑ Haiku 4.5: cheap. Quick tasks only.
6. Context System → how Claude knows you.
☑ Markdown files replace your prompt library.
☑ AskUserQuestion: Claude prompts YOU.
☑ Global Instructions: set once, never type again.
7. Skills → teach Claude once, reuse forever.
☑ Build a Skill for every task you repeat.
☑ Type / to trigger it. Like a trained employee.
☑ One good Skill replaces an entire SOP.
8. Integrations → Claude inside your tools.
☑ Connectors: Slack, Drive, Notion. 50+ tools.
☑ Claude in Excel: it knows what cell D14 contains.
☑ Plugins: pre-built packs. Sales. Legal. Marketing.
9. Create → what Claude builds for you.
☑ Artifacts: calculators, charts, dashboards.
☑ Real .docx, .xlsx, .pptx files. In your folder.
☑ Not just text. Actual deliverables.
You now master Claude within 5 minutes.
But if you have 50 more minutes, read in this order:
Claude 101 full article: how-to-claude.ai.
Claude Code: claudecode.free.
Claude Skills: claude-skills.free.
Claude for your team: how-claude.team.
Set up Claude Cowork: claude-co.work.
Claude Cowork + Project: https://lnkd.in/d8BHqTvV.
Claude interactive charts: https://lnkd.in/gwQi23zx.
♻️ Repost this image to help someone use Claude.