Eric Partaker

I've hired 1000s of people over my career.

Here's what I've learned:

There's a story behind every resume.
Each person has unique strengths.

And even when their resume seems perfect.
It doesn't mean they're the perfect fit.

But one thing is clear.

It's much easier to train for skills than it is to change
someone's mindset.

So, what should you look for?

➟ Attitude over aptitude.
Someone eager to learn beats a know-it-all.

➟ Curiosity is key.
A questioning mind drives innovation.

➟ Adaptability is gold.
Change is constant. Being flexible is non-negotiable.

➟ Team players win.
Solo stars may shine, but teams light up the sky.

➟ Integrity stands out.
Skills can grow stale, but character lasts.

Remember:

The perfect person for your role might not:

• Have the best resume
• Perform well in interviews
• Know how to “sell“ themselves

Next time you hire, think beyond the paper.

Seek the person who fits the team,
not just the job description.

Because the right attitude
can turn potential into performance.

And help your culture go from
ordinary to extraordinary.

Repost to share with others ♻️.
And follow Eric Partaker for more.

Interested in business, leadership & self-mastery?
Then you'll love my free newsletter.
Check it out here: https://lnkd.in/dF-VwKqi

Great leaders practice kindness as a genuine act - not as a calculated strategy.

As Simon Koerner shares in this excellent post (be sure to give him a follow), being authentically kind is a cornerstone of a leader's credibility.

Research highlights acts of kindness by leaders can:

✅️ Elevate workplace atmosphere
✅️ Increase employee retention
✅️ Boost team well-being
✅️ Drive team success

Here’s how exceptional leaders show kindness to create meaningful impact:

➡️ Active Listening
Genuinely listening to employees' concerns and ideas fosters a sense of value and understanding.

➡️ Expressing Gratitude
Acknowledging and appreciating employees' efforts regularly can significantly improve morale and motivation.

➡️ Providing Constructive Feedback
Feedback that is positive and actionable helps employees grow while feeling supported.

➡️ Showing Empathy
Understanding and sharing others' feelings can strengthen connections and create a positive workplace.

➡️ Encouraging Work-Life Balance
Helping employees achieve a healthy balance reduces stress and prevents burnout.

➡️ Mentorship and Development
Investing in employees' growth through mentorship demonstrates a leader’s commitment to their success.

➡️ Acts of Service
Small gestures, like lending a hand or providing needed resources, show care and support.

➡️ Creating a Positive Work Environment
Promoting an inclusive and uplifting culture enhances engagement and reduces turnover.

➡️ Transparent Communication
Being open and honest builds trust and alleviates uncertainty.

➡️ Celebrating Successes
Recognizing both individual and team accomplishments boosts morale and fosters pride in achievements.

Kindness is a choice. And as a leader, you should choose kindness every day.

PS: Which of these acts do you think would make the biggest difference in your workplace?

♻ Repost to help the leaders in your network.
And follow Eric Partaker for more.

📌 Secure your spot for one of my last two FREE TALKS happening TODAY & SATURDAY! Limited spaces available.

To celebrate the 9th cohort of the Peak Performance Program, opening on Wednesday, November 20th, I am holding two final free training sessions.

During these sessions, I'll share three key peak performance principles that have helped 1000s of my clients perform at their best both professionally and personally - before opening up for Q&A.

Learn more about the Peak Performance Program here: https://lnkd.in/ddfBQEJC

And register for whichever session suits you best below:

Thursday, November 14th, 5:30pm UK / 12:30pm Eastern
https://lnkd.in/dKkBaY4j

Saturday, November 16th, 4pm UK time / 11am Eastern
https://lnkd.in/diPHJYpS

I've hired 2000+ people in my career.

There’s one thing I look for above all else…

People who make things easier, not harder.

Here’s how they do it:

1. Make others look good
↳ Lifts the team’s performance
↳ Builds trust and goodwill effortlessly

2. No drama
↳ Cool, calm, and collected
↳ Maintains composure during challenges

3. Growth mindset
↳ Believes in the power of “Yet”
↳ As in, I may not know how to do this… “Yet”.

4. No ego
↳ Opens doors to learning
↳ Strengthens relationships

5. Relentlessly reliable
↳ Builds credibility
↳ Shows you can be counted on

6. Empathetic
↳ Creates deeper connections
↳ Enhances team cohesion

7. Gets the job done
↳ High degree of determination
↳ Creates a path forward, even if unclear

Across all the businesses I’ve built to date,
the standout performers had these traits in common.

Simple habits that deliver real impact over time.

And the surprising truth?

Most people overlook them.

In a world of unexpected events,
and sudden twists and turns,
the people who makes things easier
are the true diamonds in the rough.

Focus on these traits.
Develop them over time.
They will pay you back forever.

What’s one undervalued skill you think
deserves more recognition?

Let me know in the comments ⬇️

♻ Repost to inspire someone in your network.
Follow Eric Partaker for more on self-improvement.

Want free access to 100+ leadership resources?
Get them here: https://lnkd.in/dF-VwKqi

It took me a while to understand this.

When I stepped into my first leadership role, I believed success was a result of perfect systems and processes.

But, as Mike Ettore so eloquently points out in this image from his book “Trust-Based Leadership”, you LEAD PEOPLE and MANAGE THINGS.

It wasn't until years later that I truly grasped this profound difference. But once I did, I began to see people, not as resources to be managed, but as individuals to be led with purpose and care.

Here are the most significant lessons I've learned from my experience:

1. Human Connections > Business Metrics
While KPIs and metrics are important, leaders build genuine relationships. They make the effort to know the person behind the role—understanding their aspirations, their concerns, and what motivates them beyond the numbers.

2. Distribute Decision-Making Power Across All Levels
Leaders trust their team enough to let them make their own decisions. I've repeatedly found that empowering your people builds their confidence, inspires them to be creative, and makes them accountable.

3. Come Down to Their Level
Leaders adapt to each team member's unique needs. Flexible work, personalized feedback, whatever it is… meet people where they are if you want them to thrive.

4. There is Power in Vulnerability
Leaders are transparent about struggles and uncertainties. I've learned that being open about my own challenges and seeking help when I need it builds trust. You share, you grow.

5. Identify And Celebrate Diversity
A high-performing team is also a well-rounded team. Identify and nurture each member’s strengths and create a space where they feel safe to contribute. Their varied perspectives and skills will only help you thrive.

6. Create Purpose-Driven Work
Your people are inspired when they understand how their contributions shape the bigger picture. Help them find meaning in their work and they will champion your business.

Leadership is not just about achieving outcomes but about enriching the lives of those you lead. And that can only happen by leading with compassion, kindness, and empathy.

Let's lead with not just our minds, but also our hearts. ❤️

♻️ Repost to your network if this resonated with you.
And follow Eric Partaker for more.

📌 Want my best thinking on business, leadership & self-mastery?
Try Peak Performance Insights, my free newsletter.
Join 235k+ here: https://lnkd.in/dF-VwKqi

There's nothing wrong with cutting ties
with people who drain your energy.

It's called self-care.

As my friend Justin Wright lays out
with this post, it's important to
surround yourself with people that:

• Elevate you
• Inspire your growth
• Celebrate your success

As well as people who always have your back.

Life's too short. So don't spend it with people
who stress you out or pull you down.

It's okay to let go of relationships that:

🚫 Minimize you
🚫 Cause you distress
🚫 Don't support your goals

Instead, build a circle of people who:

✅ Fight for you, even when you're not around
✅ Believe in you, even if you doubt yourself
✅ Challenge you to show up at your best

And don't forget, it's about quality.
Not quantity.

A handful of true supporters are worth more
than a big crowd of fair-weather fans.

Look after your energy. Protect your peace.

Surround yourself with the people
who fight for your success and well-being.
Even when you are not in the room.

And don't settle for anything less.

Agree? Disagree?

♻️ Repost to share with your network.
And follow Eric Partaker for more.

12 wake-up calls every leader needs to hear:

1. If your team's failing, look into the mirror.
You're the problem.

2. If you can't handle criticism, you're not fit to lead.

3. Your title makes you a manager;
your people make you a leader.
Don't confuse the two.

4. Don't preach teamwork and then play favorites.
Hypocrisy kills culture.

5. Stop micromanaging. If you don't trust your team,
why should they trust you?

6. If you're not developing your team,
you're diminishing them.
Step up or step aside.

7. If your team's afraid to speak up,
you've already failed as a leader.

8. If you're not accountable, you're not credible.
Own your mistakes.

9. Don't just set the pace; set the standard.
Excellence is contagious.

10. Your team doesn't work for you.
You work for them. Serve to lead.

11. If your actions don't inspire, your words won't.
Lead by example.

12. A leader takes the blame and shares the fame.
No exceptions.

Leadership is earned, not given.
Earn it every day.

P.S. Repost to help leaders in your network too ♻️
And follow me, Eric Partaker, for more.

One day, you’ll feel like you’re not enough.
You’ll apply for a job you don’t have experience for.

And you’ll wonder if someone with a fancier resume will get it instead.

But let me tell you something I’ve learned after years of working in the real world:

99% of jobs can be taught.

The best hires I’ve ever made weren’t always the ones with the perfect credentials.

They were the ones who had the right mindset - the ones who were willing to learn, adapt, and grow.

Some of them had been passed over before. Some didn’t check all the boxes on paper.

But when given the chance, they surprised everyone - including themselves.

So when you find yourself doubting your worth, remember:

You'll miss 100% of the shots you don't take.

Skills can be trained. But work ethic, resilience, and attitude? Those are priceless.

And if you ever find yourself in a position to hire, don’t just look for what’s on a resume. Look for potential.

Someone took a chance on me once.

And it made all the difference.

P.S. Do you have someone who bet on your potential?
Tag them in the comments and show some appreciation.

♻️ Repost if you agree.
And follow Eric Partaker for more.

📌 Join my FREE talk for Founders & CEOs this Friday, Feb 14th.

During the session I’ll take you through practical strategies to attract, retain & develop top talent in your company - your ULTIMATE competitive advantage.

Seats are limited. Register for free here:
https://lnkd.in/djVCz34U

#Hiring #Leadership #CareerGrowth #JobSearch

Are you a leader? A manager? Or both?
Here's why knowing the difference matters:

You want your team to climb the ladder of success.
So you can reach your goals at the top together.

To paraphrase Stephen Covey:
A manager gets their team up the ladder efficiently.
A leader ensures the ladder is leaning on the right wall

Management and leadership are often intertwined.
But they are distinctly different skills.

Knowing the nuances helps you grow in both areas.

Leadership is about people.
• It's creating a vision.
• Inspiring and motivating.
• Building relationships.
• Coaching and guiding.

Management is about processes.
• It's organizing and planning.
• Ensuring tasks are completed efficiently.

A leader can have strong management skills.
A manager can show great leadership traits.

For a team to excel, both skill sets are needed.

Want to improve in each area?
Here's how:

➟ To grow as a leader:

1. Listen Actively
Understand your team's needs and ideas.

2. Communicate Your Vision
Make it clear and compelling.

3. Empower Others
Trust your team with meaningful tasks.

4. Acknowledge Efforts
Recognize and appreciate hard work.

➟ To sharpen your management skills:

1. Set Clear Targets
Make sure everyone knows their goals and roles.

2. Get Organized
Plan effectively and prioritize tasks.

3. Monitor Progress
Keep track of performance and adjust as needed.

4. Provide Regular Feedback
It helps your team stay on track and grow.

💡 Bringing it all together:

Combine these skills to lead and manage well.
Create an environment where your team can thrive.

When you do, you'll all reach new heights.

What's one leadership trait you admire most?

P.S. Enjoy this? Repost to share with your network ♻️.
And follow Eric Partaker for more posts like this.

📌 Want hi-res PDFs of all my cheat sheets?
Join my free newsletter: https://lnkd.in/dF-VwKqi
You'll get this cheat sheet + 20 more for free.

The day I stopped fearing smart people was the day
my career took off.

I used to think I had to be the smartest one in the room.

I was wrong.

The best leaders aren't afraid to hire people smarter
than them.

They welcome it.

Because true leadership isn't about
knowing all the answers.

It's about building a team that
finds better answers together.

When you work with people who think differently:

• They spot what you miss
• They know what you don't
• They push when you'd settle

Most leaders hire people who make them feel safe.

Who don't challenge their ideas.
Who think just like them.

But growth lives outside your comfort zone.

The real magic happens when you:

✅ Listen more than you speak
✅ Seek out different viewpoints
✅ Learn from those around you

Your success as a leader isn't measured by
how smart you are.

It's measured by how smart your team becomes.

So next time you meet someone who intimidates you
with their knowledge?

Hire them.

Because having access to people smarter than you
isn't a threat.

It's the greatest blessing a leader could ask for.

♻️Agree? Repost to share with your network.
Follow Eric Partaker for more on self-mastery.

Some people will deplete your energy while claiming
they have your best interests at heart.

Others will contribute to your success without ever seeking recognition.

As Justin Wright explains with this post,
you must learn to tell the difference.

Because reaching your next level of success…

Isn’t just about working harder or thinking smarter.

It’s about having the courage to protect your energy
as if it’s your most valuable asset.

Let go of connections that:

🚫 Drain your spirit
🚫 Take more than they give
🚫 Undermine your ambitions
🚫 Diminish your achievements

Instead, cultivate relationships with those who:

✅ Celebrate when you win
✅ Open doors for you
✅ Push you to grow
✅ Stand by you

One genuine supporter is worth more than
a hundred empty connections.

Your time is finite.
Your energy is priceless.
Your potential is huge.

Build your circle intentionally.

Because the people around you today
shape the person you become tomorrow.

You deserve to have people who champion your success
even when you’re not in the room.

Never settle for less.

♻ Agree with this? Repost to inspire others.
💡 Follow Eric Partaker for more on personal growth.

📢 Are you a Founder or CEO? Did you know I hold free masterclasses for my LinkedIn Community?

Join me on Thur, Feb 27th, 12:30pm Eastern / 5:30pm UK

During the session, I’ll take you through the 11 most common mistakes CEOs make, and how to avoid them.

Register for free here: https://lnkd.in/daZ6RAqm

“Our employees aren’t children.“ – Spotify

Let’s be real:

If you don’t trust your remote team,
the issue isn’t with them; it’s with you.

As Christopher Rainey tells us with this post...

If you think remote work is just about working from anywhere,
think again.

It’s about something far more crucial.

It’s about replacing micromanagement with autonomy.
It’s about fostering trust and empowerment.

Spotify understands this.
They know that freedom fuels engagement.
And that engaged teams drive results.

If remote work feels like a struggle,
the model isn’t failing — you are.

5 ways to build a high-performing remote team:

1️⃣ Set Clear Goals & Expectations
→ A shared mission transcends location.

2️⃣ Prioritize Purposeful Communication
→ Fewer notifications, more meaningful conversations. Quality over quantity.

3️⃣ Embrace Flexible Workstyles
→ Ditch the outdated 9-to-5. Let people work when they're at their peak productivity.

4️⃣ Lead with Trust, Not Surveillance
→ Measure outcomes, not screen time. Treat professionals like professionals.

5️⃣ Master Asynchronous Collaboration
→ Workflows should adapt to time zones, not be limited by them.

Why does this matter?
🔹 When employees feel trusted → They give their best.
🔹 When communication is intentional → Teams stay aligned.
🔹 When flexibility is respected → Productivity soars.

Leaders, here’s the bottom line:
🚀 A high-performing remote team isn’t a luxury anymore.
It's a necessity.

Remote work isn’t the future.
It’s happening right now.

Agree? Disagree? 
Drop your thoughts in the comments! 💬

♻ If this resonated, repost to your network.
💡Follow Eric Partaker for more on team-building.

📢 300+ Founders & CEOs have registered for my next free training on Thur, March 13th, at 1:30pm Eastern / 5:30pm UK:

“The Hidden Reason CEOs Struggle to Scale 
(And How to Fix It With the Right Network)“

Learn more and register here (spaces limited): https://lnkd.in/dcwUXQYz

ChatGPT is your free “Harvard“ leadership coach.

But 99% of leaders have no idea how to prompt it.

10 powerful prompts to accelerate your career:

1) Communicate more effectively by getting feedback

Use this prompt:

“Review my message below. Make it as concise and clear as possible and suggest ways to make it even more impactful and inspiring for my team.“

[paste your message]
________

2) Foster greater accountability and attention to results.

Prompt:

“I want to drive greater accountability and create a results-focused culture in my team. Acting as my leadership coach, please suggest a set of practical strategies to achieve this.“
________

3) Improve your decision-making.

Prompt:

“I want to improve my decision-making skills. Provide a 30-day learning plan that helps me make better, more informed decisions.“
________

4) Get actionable insights from leadership books.

Prompt:

“Share the most important leadership lessons and insights from the book [insert book] by [insert author]. For each insight suggest an actionable way I can embody it.“
________

5) Receive mentorship from history’s greatest leaders.

Prompt:

“Assume you are [insert famous leader, e.g. Nelson Mandela]. Consider my situation below and give feedback as if you were [insert leader again].“

[describe your situation]
________

6) Enhance your problem-solving skills as a leader.

Prompt:

“Act as if you're my leadership coach. Provide a step-by-step guide for resolving [insert a leadership challenge].“
________

7) Deliver constructive feedback.

Prompt:

“I would like to deliver constructive feedback to an individual regarding the below issue. Provide a structured way to deliver this feedback that demonstrates empathy while increasing the likelihood of a positive outcome.“

[describe issue]
________

8) Take an 80/20 approach to leadership development.

Prompt:

“I want to become a better leader. Identify and share the most crucial 20% of leadership lessons that will enhance 80% of my leadership skills.“
________

9) Use stories and metaphors to powerfully communicate and inspire.

Prompt:

“I want to communicate the message below. Please suggest relatable stories and metaphors I can use to powerfully communicate the message and inspire my team.“

[insert message]
________

10) Evaluate your leadership knowledge.

Prompt:

“I'm learning about [insert topic, e.g. financial statements]. Ask me questions to test my understanding. Identify gaps in my knowledge and provide improved answers to fill those gaps.“
________

If you like content like this, follow me Eric Partaker for more.

9 signs your company culture is toxic
(and you're not the problem):

Most toxic workplaces don't wave red flags.
They gaslight you into thinking you're the issue.

Stop doubting yourself.

Here are the real signs your culture is broken:

1. Toxic Behavior Gets Rewarded
↳ Bad actors keep getting promoted.
↳ Because “they get results.“

2. Burnout is Celebrated
↳ Working sick means you're “dedicated.“
↳ Taking breaks makes you “weak.“

3. We're Like a Family
↳ Code for: expect to be overworked.
↳ And you'll work without fair pay.

4. Speaking Up Gets Punished
↳ “We want feedback“ really means “stay quiet.“
↳ Truth-tellers get labeled “difficult.“

5. Leaders Play Favorites
↳ Some people get away with anything.
↳ Others get punished for breathing.

6. Leaders Hoard Information
↳ Key details stay secret.
↳ Being left in the dark is normal.

7. Politics Beat Performance
↳ It's not what you do.
↳ It's who you know.

8. Leaders Talk But Don't Act
↳ Values are just wall decorations.
↳ Words never match actions.

9. Micromanagement Never Stops
↳ Trust is non-existent.
↳ Every decision needs approval.

And here's the biggest sign of all:
Good people keep leaving.

The truth?
A toxic culture will drain your soul.
While trying to convince you it's normal.

It's not normal.
It's not your fault.
And you don't have to accept it.

Life's too short for toxic workplaces.
Know the signs. Trust your gut. Plan your exit.

Which sign hits closest to home for you?

♻ Repost this to help someone in your network.
Follow Eric Partaker for more on company culture.

—————
📢 Want to become a world-class CEO?

In celebration of The CEO Accelerator,
launching Apr 23rd, I'm hosting a FREE
live training for Founders & CEOs:

“How to Set Inspiring Goals & Drive 
Accountability in Your Company“

Sign up for the session that works best 
(they're all the same):

TODAY, April 8th, 2:30pm Eastern / 7:30pm UK time:
https://lnkd.in/datNDv5F

Thur, April 10th, 12 noon Eastern / 5pm UK time:
https://lnkd.in/dADR3vcU

Fri, April 11th, 1pm Eastern / 6pm UK time:
https://lnkd.in/du9UhdU8

📌 50+ Founders & CEOs have already enrolled
in our next CEO Accelerator launching Apr 23rd.
Learn more here: https://lnkd.in/dbWPSK5N

What if leadership is more about your actions than your title?

It’s not reserved for those at the top of the org chart.

It's available to anyone willing to step up.

I've watched the quietest person in the room change the direction of an entire project with a well-timed question.

I've seen new hires transform teams simply by sensing what others couldn't see.

You can lead from anywhere.

When you speak up about that process everyone complains about but nobody fixes?

That's leadership.

When you help a struggling colleague because you felt their frustration?

That's leadership.

When you take ownership of a problem instead of waiting for someone else to solve it?

That's leadership.

True leadership shows up when you:

— Take initiative without waiting for permission
— Do what's right, even when no one's looking
— Lift others up instead of climbing over them
— Read the room and respond with awareness

Your impact isn't determined by your rank, title, or position.

It's determined by how you treat others.

Some of the most powerful leaders I've met didn't have CXO or VP in their title.

They led through:

— Their behavior
— Their empathy
— Their example
— Their courage

You already have everything you need to be that kind of leader.

Starting today.

Right where you are.

The world needs more people who lead with:

Courage
Kindness
Integrity

Not just authority.

Be one of them.

♻ Agree? Repost to help create more great leaders.
Follow Eric Partaker for more on leadership.

——

📢 Want to become a world-class CEO?

I'm hosting a FREE LIVE TRAINING:

"8 Qualities That Separate the Best CEOs From The Rest"
Today, Oct 29th, 1:30pm Eastern / 5:30pm UK
https://lnkd.in/dEgpzFf2

The #1 leadership mistake hurting your team's potential
(I had to learn this one the hard way)...

Trying to control everything yourself.

For years, I thought being a “strong leader“ meant
having all the answers and directing every move.

I was wrong.

What finally transformed my leadership?

Realizing that true power comes from serving your team,
not controlling them.

Let me share what this looks like in practice:

🎯 Start with Trust

➟ Don't just delegate tasks. Delegate authority.
➟ Give your team real ownership.
➟ When someone brings you a problem, resist solving it.
Instead, ask: “What do you think we should do?“

💡 Create Safety for Ideas

➟ Make it clear there are no “stupid questions.“
➟ When someone shares an idea, even if it's not perfect,
respond with “Tell me more about that...“
➟ Watch how this unleashes creativity.

🌱 Invest in Your Team's Growth

➟ Spend 30 minutes each week with every team member.
➟ Not to check on work, but to understand them better.
➟ Then open doors for them to learn and grow.

🎭 Drop the Mask

➟ Share your own challenges and mistakes.
➟ When leaders show vulnerability, it gives others
permission to be human too.
➟ This is how you build real trust.

👂 Listen with Empathy

➟ Next time someone's talking, notice your urge
to interrupt or give advice.
➟ Practice staying silent an extra 10 seconds.
➟ Listen for feelings, not just facts.

💪 Empower Decisions

➟ Start small. Pick one decision you'd normally make.
➟ Hand it over completely to your team.
➟ Support their choice, even if it's different
from what you'd do.

The real magic happens when you:
✅ Stop being the hero
✅ Start being the guide
✅ Make it safe to fail and learn
✅ Focus on removing their obstacles
✅ Celebrate others' success louder than your own

Remember:

Your job isn't to be the smartest person in the room.

Your job is to create an environment where smart people
can do their best work and feel truly heard.

This shift isn't easy. But it's worth it.

Because when you truly serve your team,
they'll take your organization places
you never could've reached alone.

Do you think EQ plays a role in servant leadership?

♻ Repost to inspire more servant leaders.
Follow Eric Partaker for more on leadership.

36 KPIs you need to know.

To become a better CEO today:

As Peter Drucker once said:

“What gets measured, gets improved.“

But measurement can only lead to improvement
when the right things are measured.

So, what do you measure?
And how do you measure?

By using Key Performance Indicators (KPIs).

They are proven metrics that can inform 
decisions and take you towards success.

However, they must not be limited to your business alone.

Because to successfully scale your business, you 
must also scale your leadership and yourself.

Which is why my “KPIs for CEOs“ cheat sheet will give you:

➡ 20 metrics to track business performance.
➡ 8 metrics to evaluate your leadership.
➡ 8 metrics to assess your personal growth.

Use KPIs to make better decisions.
Because without metrics, you’re just playing a guessing game.

What KPIs would you add to this list?
Let me know in the comments below.

♻ Repost to help your network.
And follow Eric Partaker for more.

—————

📢 Want to lead like a world-class CEO?

Join my FREE TRAINING:

“How to Accelerate Sales Growth For Your Business“

Thur, June 26th, 12 noon Eastern / 5pm UK time
https://lnkd.in/dMp_DET6

📌 The CEO Accelerator starts July 23rd.
20+ Founders & CEOs have already enrolled.
Earlybird rates end on June 22nd.
Apply Now: https://lnkd.in/dduzgnkn

The best leaders know this key to team motivation:

Ever felt the pulse of a thriving workplace?
It hums with happy, driven employees.

What's the secret?
Tapping into human needs with Maslow's Hierarchy.

This simple pyramid lays out 5 levels of needs:

1> Basic needs, like fair pay
2> Safety needs, like job security
3> Belonging needs, like inclusivity
4> Esteem needs, like a pat on the back
5> Growth needs, like personal development

More than just psychology theory, it's a leader's guide.

By embracing Maslow's insights,
you build a culture where people flourish.

You’ll see the ripple effect...
• Better engagement
• Smoother teamwork
• Optimal performance

“Before you are a leader,
success is all about growing yourself.
When you become a leader,
success is all about growing others.“
– Jack Welch

Be the leader who understands your team's needs.

Then, turn the key.
Unleash the power.

Which of the 5 levels resonates most with you?

P.S. Find this valuable? Repost for your network ♻️.
And follow Eric Partaker for more like it.

📌 Want a high-res PDF of this cheat sheet?
Try my free newsletter: https://lnkd.in/dYFGjFPc
You'll get this cheat sheet + more for free.

You don’t lose great people by accident.
You lose them by rewarding the wrong ones.

Every promotion is a loud message.
It tells your team what you (really) value.

So when you promote the wrong person:

🚩 The one who cuts corners
🚩 The one who creates chaos, not clarity
🚩 The one who talks a big game but doesn’t deliver

Don’t be surprised when your best quietly check out.

Because here's what they hear:

🛑 “Integrity doesn’t matter here.”
👻 “Politics before performance.”
💢 “Toxic behavior gets rewarded.”
⏳ “There’s no future for people like me.”

Promoting the wrong person is more than a mistake.

It’s a signal.
And signals shape culture.

Here’s how to stop the silent churn:

✅ Promote people who live your values when no one’s watching.

✅ Make the path to promotion clear, and consistent.

✅ Encourage pushback when decisions feel off.

✅ Recognize real impact, not noise.

✅ Model what you want more of.

Remember:

It costs less to recognize excellence
than to recover from losing it.

What you promote becomes your culture.
What you ignore becomes your standard.

♻️ Repost to help a CEO in your network. Thanks!
Follow Eric Partaker for more on company culture.

Money isn't the #1 employee motivator.
(The real one costs you nothing.)

Negativity is bleeding $3 billion a year out of companies.  
And it’s 100% avoidable.

Two words can change everything: 
“Thank you.“

Here’s the truth:

People don't leave jobs.  
They leave environments where they feel invisible.

When people feel appreciated,
they show up bigger, better, stronger.

Here’s what happens when you lead with appreciation:

🔹 Morale skyrockets  
→ People do their best work when they feel recognized.

🔹 Loyalty deepens  
→ Trust grows when gratitude is real, not rare.

🔹 Productivity soars  
→ People work harder when they know their efforts matter.

🔹 Culture transforms  
→ Teams that lift each other up, level up together.

🔹 Burnout drops  
→ It's not the workload that breaks people.
→ It’s feeling unseen.

You see, recognition isn’t a bonus. It’s the baseline.

It's not about grand gestures.  
It’s about consistent, genuine, human connection.

Never push a loyal person to the point they stop caring.

♻ Repost to spread the reminder.  
🔔 Follow Eric Partaker for more leadership insights.

Want 100+ free leadership resources?
Get them here: ericpartaker.com/linkedin

6 storytelling frameworks every leader needs to know.

Most CEOs get storytelling wrong.

And it's costing them millions.

I've seen brilliant ideas die in boardrooms.
Watched potential investors check their phones.
Noticed employees' eyes glaze over during speeches.

Not because the ideas were bad.
But because the story wasn't there.

These 6 frameworks change everything:

1) Simon Sinek's Golden Circle
↳ Don't start with what you do. Start with WHY you do it.
↳ Then explain HOW you do it differently.
↳ Only then share WHAT you actually offer.

When Airbnb pitches, they don't just say “we rent rooms.“
They start with “we create belonging.“

2) Minto's Pyramid Principle
↳ Hit them with your main point first.
↳ Support it with clear evidence.
↳ Add details only if they ask.

Your busy stakeholders will love you for this.
No more waiting until slide 20 for the punchline.

3) The Pixar Pitch
↳ “Once upon a time...“ (set the scene)
↳ “Every day...“ (show the problem)
↳ “Until one day...“ (introduce your solution)
↳ “Because of that...“ (share the impact)
↳ “Until finally...“ (reveal the transformation)

This structure is pure magic for showing
your company's journey or vision.

4) StoryBrand Framework
↳ Your customer is Luke Skywalker
↳ You're Yoda, the guide
↳ Show them how to win

Stop making your company the hero. It's not about you.

5) What, So What, Now What
↳ State the facts clearly
↳ Explain why anyone should care
↳ Define the next steps

Perfect for turning quarterly reports from sleep aids
into action drivers.

6) ABT (And, But, Therefore)
↳ Set up what everyone agrees on
↳ Introduce the challenge
↳ Present your solution

When you need to be quick and compelling,
this is your go-to.

In today's world, the best story wins.

It wins the talent.
It wins the customers.
It wins the investment.

Your brilliance deserves a story that matches it.

Master these frameworks, and watch what happens to:

Your impact.
Your influence.
Your bottom line.

P.S. Want a PDF of my Storytelling Frameworks Cheat Sheet?
Get it free: https://lnkd.in/dJYrcbPK

♻️ Repost to help a CEO in your network.
Follow Eric Partaker for more communication insights.

—

📢 Want to lead like a world-class CEO?

Join my FREE TRAINING:

“How to Work with Your Board to Accelerate Your Company’s Growth“

Thu Jul 10th, 12 noon Eastern / 5pm UK time
https://lnkd.in/dACnYr_b

📌 The CEO Accelerator starts July 23rd.
20+ Founders & CEOs have already enrolled.
Learn more and apply: https://lnkd.in/dnJC748x

Brutal truth:
Your “billion-dollar idea“ might be worth millions.
(Or just thousands.)

➡️ Master TAM, SAM, and SOM in 2 minutes.

Think of it like this:

TAM = Everyone on Earth who could buy pizza
SAM = People in cities where you can deliver
SOM = Houses you'll actually reach this year

Real examples that'll blow your mind:

Uber's journey:
• TAM: $5.7 trillion (all transportation)
• SAM: $1.5 trillion (legal rideshare cities)  
• SOM: $150 billion (their 5-year target)

Netflix's reality:
• TAM: $2.8 trillion (all entertainment)
• SAM: $500 billion (streaming-ready countries)
• SOM: $75 billion (450M subscribers)

Zoom's focus:
• TAM: $64 billion (all business tools)
• SAM: $25 billion (video-ready companies)
• SOM: $10 billion (enterprise clients)

Notice the pattern?

Each step gets smaller.
Each step gets more real.
Each step gets more achievable.

Why this matters to YOU:

✓ Investors need all three numbers
✓ TAM shows the dream
✓ SAM shows you're realistic  
✓ SOM shows you can execute

Common mistakes that kill startups:

❌ Using TAM for revenue projections
❌ Ignoring competition in SOM
❌ Making SAM too big
❌ Forgetting regulations

The reality check:
• Most startups capture 1-5% of SAM
• It takes 5-10 years
• Competition limits everyone
• Some customers never switch

But here's the secret:

Knowing your real SOM is a superpower.

It helps you:
→ Set honest goals
→ Raise the right funding
→ Hire the right team
→ Pick the right strategy

Start with SOM and work backwards.
Not the other way around.

Your “small“ SOM might be perfect.
A $10M business changes lives.
A $100M business creates dynasties.

Stop chasing someone else's TAM.
Start building your SOM.

Save this breakdown.
Share it with a founder friend.
Use it in your next pitch.

Want a PDF of my TAM - SAM - SOM cheat sheet?
Get it free: https://lnkd.in/dEcrucRJ

♻️ Repost to help a founder in your network.
Follow Eric Partaker for more on business scaling.


—

📢 Want to lead like a world-class CEO?

Join my FREE TRAINING:

“How to Accelerate Sales Growth For Your Business“

Thur, June 26th, 12 noon Eastern / 5pm UK time
https://lnkd.in/dmw6EvmU

📌 The CEO Accelerator starts July 23rd.
20+ Founders & CEOs have already enrolled.
Earlybird rates end on June 22nd.
Apply Now: https://lnkd.in/dGCDDwH8

Your title won't be remembered.

But how you treat people always will.

Positions come and go.
Titles change.
Companies rise and fall.

But your character?

That's what people carry with them forever.

Here's what truly matters:

1/ Respect everyone, regardless of their role
↳ The janitor deserves the same courtesy as the CEO.

2/ Listen more than you speak
↳ Real leaders hear what others need to say.

3/ Give credit where it's due
↳ Shine the spotlight on your team's wins.

4/ Own your mistakes publicly
↳ Accountability builds trust faster than perfection.

5/ Defend your people when they're not around
↳ Loyalty flows both ways.

At the end of your career, nobody will ask:

“What was your job title?“

They'll remember:

“What kind of person were you?“

Your legacy isn't built in boardrooms.

It's built in every interaction.
Every moment of kindness.
Every act of integrity.

Treat people well.

It's your most powerful leadership tool.

♻ Repost to inspire a leader in your network.
And follow Eric Partaker for more on inclusive leadership.

—————

📢 Want to become a world-class CEO?

In celebration of the next CEO Accelerator cohort,
launching July 23rd, I'm hosting:

“How to Set Inspiring Goals & 
Drive Accountability in Your Company“

Thur, June 5th, 12 noon Eastern / 5pm UK time
https://lnkd.in/dJNsDR-a

📌 20+ Founders & CEOs have already enrolled
in our next CEO Accelerator cohort.

Earlybird offer is now open.
Learn more and apply: https://lnkd.in/d64Je3Vy

The best jobs don't go to the smartest people.

The best jobs go to the best prepared.

I’ve hired over 2,000 people in my career.

Use my Job Interview Cheat Sheet,
And ace your next interview.

The most common questions that trip up candidates,
With practical tips to answer each:

1) What prompted you to apply for this role?

• Connect personal aspirations to company goals. Emphasize why they matter to clarify motivation.
  
• Explain the specific skills from past experience that have set you up for success in this role.

2) How do you handle criticism?

• Show your eagerness to learn by reflecting on what the feedback taught you.
  
• Talk about the steps you took to implement the learnings to show proactivity and growth.
  
3) Talk about a time when you had to persuade a team to follow your lead on a project.

• Explain the initiative, your vision, and how you communicated it.
  
• Show your ability to be empathetic, by welcoming diverse perspectives, addressing concerns, and building consensus to secure buy-in.

4) What sets you apart from other candidates?

• Discuss unique experiences or achievements that show your fit for the role.
  
• Mention distinct skills you possess (ex: industry knowledge, innovative problem-solving).
  
5) How would you handle a task that is outside your area of expertise?

• Describe an instance when you offered to take on a new challenge.
  
• Highlight specific skills that helped you succeed (ex: research, collaboration).
  
6) Describe an area you are working to improve in.

• Pick an area that doesn't critically hinder your ability to perform on the job.
  
• Show self-awareness by describing the gap and the actions you’re taking to close it.
  
7) Describe a project that didn't go as planned.

• Present the project as a challenge but focus on your ability to adapt and learn.
  
• Outline key takeaways and how they've shaped your approach now.
  
8) What are your strengths?

• Pick 3-4 strengths that align closely with the job description and provide examples to show them in action.
  
• Balance hard skills (like technical ability) with soft skills (like leadership or communication), showing a well-rounded profile.
  
9) How do you prioritize tasks when everything seems important?

• Describe how you assess urgency, impact, and stakeholder needs.
  
• Present a high-stakes situation where this approach helped you manage workload effectively and produce results.
  
10) Discuss a time when you had to make a tough decision with insufficient information.

• Highlight how you weighed risks against benefits.
  
• Talk about the steps you took to consult with relevant stakeholders, while using your intuition to make a decision.

Make 2024 the year you get a higher-paying job!

♻️Repost to help your network land their dream job.
And follow Eric Partaker for more.

📌 Want hi-res PDFs of ALL my cheat sheets?
Try my newsletter: https://lnkd.in/dF-VwKqi
You’ll get this cheat sheet and 40+ more for free.

I've hired 2,000+ during my career. My #1 conclusion?

Stop trying to hire the “smartest” people, and instead
hire people with these 8 traits:

Hiring the candidate with a high IQ and a shiny CV might feel like the way to go.

But I’ve learned the hard way that a person’s character and attitude are much better predictors of success.

Business is dynamic. So you need individuals that are willing to go above and beyond.

Starting with having a growth mindset. You know, the kind that can help you meet challenges head-on.

I’ll pick someone who jumps at the prospect of trying out new ways of doing things over a so-called expert any day.

I want a team that is ambitious and independent. Not an assembly line of machines that simply follow the marching orders given to them.

I welcome people who thrive in uncertainty, because few things about life are ever certain.

Sharp thinkers who also have a bias for action - those are the kind that are reliably effective.

I also look for the kind of energy they bring to the table. Trust me when I tell you, you don't want a negative influence around your team.

It makes creating together infinitely more fun and rewarding.

And then there’s infallibility… nothing erodes trust quite like a team member that can't admit when they're wrong.

A great culture is one where people aren't penalized for making mistakes. But it's also one where those who make them own up to them.

When you don't admit to your mistakes, you don’t learn from them and they likely get repeated - a sure sign of a regressive rather than progressive organization.

I often say to my team: “It’s not a crime to be wrong. The only way to know is by trying.”

When I interview them, I pay special attention to how persuasively candidates can get their ideas across, but equally, how keenly they absorb feedback and how quickly they adjust.

It helps me evaluate if they:

• Can communicate effectively within a team
• Understand, empathize with, and support their coworkers
• Can they put aside their agenda to do what's best for the team

Finally, every job will involve doing things that you don’t particularly enjoy doing.

Do they still do those things with the same passion, honesty and integrity?

Can they drop personal likes and dislikes to contribute to a collective goal?

As Nvidia's CEO, Jensen Huang, once said: “No task is beneath me.”

So, perhaps, it’s not that you shouldn’t look for the “smartest people”. Rather that you should look for those who possess these traits.

Because they, in fact, ARE the “smartest people”.

♻ Repost if this resonated with you.
And follow Eric Partaker for more.

Most CEOs make million-dollar decisions using the same process they use to pick lunch.

And that's exactly why 70% of strategic initiatives fail.

Here's what I've noticed after watching hundreds of leaders in action:

The average founder attacks problems like a firefighter.

See problem →
Rush to solution →
Wonder why it keeps happening.

But the best CEOs? They're more like detectives.

They know that the first solution is rarely the right solution.

The obvious answer is usually incomplete.

And moving fast without thinking costs more time than thinking first.

I learned this the hard way.

Years ago, our sales were tanking.
My gut said “hire more salespeople.“
Seemed obvious. More people = more sales, right?

Wrong.

When I finally slowed down to really examine the problem, I discovered our pricing was confusing customers.

Our best prospects were ghosting us after demos.

The fix? A simple pricing calculator on our website.

Cost: $500 and one afternoon.
Result: 40% increase in close rate.

The expensive hiring spree I almost launched?
Would've made things worse.

Here's what separates strategic thinkers from reactive leaders:

1/ They question before they answer.
What's really broken here?
What are we not seeing?

2/ They zoom out before they zoom in.
How does this connect to everything else?
What's the real impact?

3/ They explore before they execute.
What are ALL our options?
What haven't we tried?

4/ They test before they invest.
Can we try this small first?
What would prove this works?

5/ They align before they advance.
Is everyone clear on the why?
Do we all see the same target?

The ironic part?

This “slower“ approach is actually faster.
Because you solve the right problem.
Once.

Instead of the wrong problem.
Over and over.

Strategic thinking isn't about being smarter.
It's about having a better process.

One that turns your biggest challenges into your biggest advantages.

What expensive mistake could better thinking have helped you avoid?

P.S. Want a PDF of my Strategic Thinking Wheel?
Get it free: https://lnkd.in/dBGUrp9q

♻️ Repost to help a CEO in your network.
Follow Eric Partaker for more strategy insights.

—

📢 Want to lead like a world-class CEO?

Join my FREE TRAINING:

“How to Work with Your Board to Accelerate Your Company’s Growth“

Thu Jul 10th, 12 noon Eastern / 5pm UK time
https://lnkd.in/dA8ywuY4

📌 The CEO Accelerator starts July 23rd.
20+ Founders & CEOs have already enrolled.
Learn more and apply: https://lnkd.in/d3gW4JPH

“I'm fine.“ – said every CEO right before burnout.

(Here's what the top 1% do differently about stress.)

The truth? Stress isn't the real enemy.
Burnout is.

You can't eliminate stress completely.
And you shouldn't want to.

I've been at both extremes.
I've coached 100s of CEOs.

One thing became clear about peak performance:
There's a sweet spot.

Too little stress = boredom, low output.
Too much = mental fatigue, burnout.

The real stress triggers aren't what most leaders think:

↳ Isolation (fewer peers, less genuine feedback)
↳ Unclear priorities (urgent isn't always important)
↳ Relentless decision-making (100s of choices daily)
↳ Full accountability (every miss has your name on it)
↳ Constant context switching (strategy at 9, crisis at 10)

But there's a tactical system that changes everything:

—— Core Principles ——

The 4 A's Framework (Respond, don't react):
↳ Accept what you can't change
↳ Adapt your response
↳ Alter what you can control
↳ Avoid unnecessary stress

Remember:
Not every meeting needs your presence.
Not every fire needs putting out today.
Not every decision needs to be yours.

—— Daily Tactics ——

🎯 Strategic Timeboxing
Block 90-minute focus zones.
No notifications. No interruptions.
This is where million-dollar insights happen.

🌱 Micro-Recovery Breaks
5–10 minute resets between tasks.
Walk. Breathe. Think.
Small breaks prevent big breakdowns.

💪 Non-Negotiable Exercise
Even 20 minutes sharpens your mind.
Movement beats mental fatigue.
Make it happen. No excuses.

⏰ Strategic “No“
Every yes drains energy.
Protect your focus like your life depends on it.
Because your business just might.

—— Weekly Ritual ——

🔄 Personal Debriefs
End each week with 3 questions:
↳ What worked?
↳ What drained me?
↳ What needs to change?

The best leaders don't avoid stress.
They master it.

And when you do, you'll see:
↳ Sharper decisions
↳ Stronger teams
↳ Bigger impact

Start with one small change today.

See it transform your leadership tomorrow.

What's your go-to stress strategy?
Share below to help others ⬇️

♻ Repost to help a CEO in your network.
Follow Eric Partaker for more on peak performance.

—————
📢 Want to become a world-class CEO?

In celebration of The CEO Accelerator,
launching Apr 23rd, I'm hosting a FINAL
FREE LIVE TRAINING for Founders & CEOs:

“How to Successfully Scale Your Company
& Become a World-Class Leader“

Sat, April 19th, 12 noon Eastern / 5pm UK time:
https://lnkd.in/dxBCP2F8

📌 50+ Founders & CEOs have already enrolled
in our next CEO Accelerator launching Apr 23rd.
Only 4 DAYS LEFT TO JOIN. Learn more and apply:
https://lnkd.in/dMGkCwzs

$3 billion—the staggering cost of workplace negativity.

Two words can make a world of difference:

“Thank you.”

A Deloitte study reveals that 54% of employees simply want a genuine ‘thank you’ for their daily contributions.

So, take a moment. Don’t let your team feel undervalued.

Genuine appreciation fuels passion and creativity.

It lifts morale, strengthens team bonds, and increases job satisfaction.

A small gesture like saying ‘thank you’ not only builds stronger relationships but also inspires greater productivity, reduces stress, and helps prevent burnout.

Never let loyalty fade into indifference.

Show your people they matter.

When someone feels truly valued, they’ll often go above and beyond.

What’s your take? Agree or disagree?

💡P.S. I'm running an exclusive free CEO training session this week, to celebrate the launch of the next cohort of The CEO Accelerator.

Limited Spaces Available. Secure your seat here:
https://lnkd.in/dNT6t8m5

Your team's happiness isn't luck. It's leadership.

7 signs you've built a healthy work culture:

1. Monday mornings don't feel like punishment.
↳ People actually want to show up.

2. Ideas flow from every level.
↳ The intern's voice matters as much as the VP's.

3. Mistakes spark learning, not blame.
↳ Growth beats perfection every time.

4. People celebrate each other's wins.
↳ Success isn't a zero-sum game.

5. You can have a life outside of work.
↳ Because you're treated as a person, not just a worker.

6. Tough conversations happen with respect.
↳ Honesty without brutality.

7. Your best people stay.
↳ And tell their friends to join.

Here's the truth leaders need to hear:

Culture isn't what you write on the wall.
It's what happens when you're not in the room.

It's not about:
❌ Pizza parties
❌ Ping pong tables
❌ "We're a family" speeches

It's about:
✅ Real flexibility
✅ Genuine respect
✅ Actual growth opportunities

Your team knows the difference.

They can feel when it's real.

Leaders, here's your wake-up call:

You control the weather in your workplace.

Make it somewhere people thrive,
not just survive.

♻️ Agree? Repost to inspire a leader in your network.
And follow Eric Partaker for more on healthy culture.

——

📢 Want to become a world-class CEO?

I'm hosting a FREE LIVE TRAINING:

"Build Your Business By Networking"
Wed, Nov 5, 12:30pm Eastern / 5:30pm UK
https://lnkd.in/dF6dJPbC

You wouldn't ignore a leak in your roof.

So why do you ignore toxic behavior in your team?

Letting abusive or disrespectful behavior slide
will poison your entire organization.

Because what you “let“ happen shows what you value.

I see it all the time. Leaders want to hit their targets.

They have a team member who delivers big numbers.

But their toxic behavior is disruptive to others.

So what does the leader do? Ignore it. Rationalize it.

Even worse, the toxic person gets promoted because
companies incentivize “performance“ over people.

Here's the hard truth:
Tolerating toxicity is a leadership failure.

It sends a clear message:
↳ Results matter more than respect.
↳ Culture is just a buzzword.

The real cost?
➟ Morale plummets.
➟ Talented people leave.
➟ Your reputation suffers.

Great leaders understand:
1. One toxic employee can poison a whole team.
2. Culture is your competitive advantage.

What can you do?
✓ Address issues immediately.
✓ Tie promotions to both results AND values.
✓ Be willing to let top performers go if they're toxic.

Remember:
Your team is watching.
Your actions speak louder than any mission statement.

Build a culture of respect and accountability.
It's not just the right thing to do.
It's the smart thing to do.

Because a healthy culture doesn't just feel good.
It performs better.

♻️ Repost to share with your network.
And follow Eric Partaker for more.

📌 Secure your spot for one of my FREE talks HAPPENING TODAY! Limited spaces available.

I'm running exclusive FREE training sessions this week, to celebrate the launch of the first-ever cohort for The CEO Accelerator, opening on October 1st, 2024.

We also have exciting new guest speakers confirmed for our first cohort. Ali Abdaal will talk about how to improve your time management and productivity, and Chris Donnelly will talk about how to build a stand-out personal brand.

During today’s free sessions, I’ll take you through a handful of core principles you need to accelerate business growth, become a world-class leader, and operate at your full potential, before opening up for Q&A.

Learn more about The CEO Accelerator here: https://lnkd.in/dFFrBvF4

And join for whichever talk suits you best below:

Wed, Sep 18th 2024, 10am Eastern / 3pm UK
https://lnkd.in/dsrzbEB7

Wed, Sep 18th 2024, 2pm Eastern / 7pm UK
https://lnkd.in/dunr7u9b

Sat, Sep 21st 2024, 1pm Eastern / 6pm UK
https://lnkd.in/dH97-h_C

Leader or Micromanager. Which are you?

You're a leader if you:
• Share credit
• Listen actively
• Set clear goals
• Hold to account
• Trust your team
• Adapt and grow
• Empower others
• Ask for feedback
• Say “I don't know“
• Build relationships
• Inspire confidence
• See the big picture
• Prioritize well-being
• Celebrate team wins
• Delegate, not dictate
• Encourage autonomy
• Correct without blaming
• Measure results, not minutes

You're a micromanager if you tend to:
• Hover over your team nonstop
• Require updates all the time
• Only want yes-men around
• Blame others for mistakes
• Focus on the small stuff
• Don't like to hear ideas
• Are afraid to delegate
• Talk more than listen
• Make every decision
• Demand perfection
• Set too many rules
• Won't trust others
• Make things hard
• Hold onto power
• Watch the clock
• Lack empathy
• Point fingers
• Hoard info

See yourself in the micromanager list?

Good news.
You can change.
Start now.

Your team will thank you.

♻️ Repost to help a leader in your network.
Follow Eric Partaker for more on leadership.

📢 Want to become a world-class CEO?
I'm hosting an EXCLUSIVE FREE TRAINING!

“How to Attract, Retain & Develop 
Top Talent in Your Company“

Today, May 8th, 12 noon Eastern / 5pm UK time:
https://lnkd.in/dtDiy4X4

📌 SUPER EARLYBIRD enrollment now open
for the July cohort of The CEO Accelerator.

Save $1000 when you enroll.
Offer ends June 1, midnight Pacific.

Learn more and apply here: https://lnkd.in/dhVSJa9P

90% of strategic plans fail.

Not because the ideas are bad.
But because they're built backwards.

Most CEOs start with tactics and actions.
Then wonder why nothing connects.

Here's what the best know:

Strategy isn't a pyramid you climb.
It's one you build from the top down.

Start here:

1. Vision (Your "Why")
↳ Paint the future you want to create 
↳ Make it bold enough to inspire
↳ Keep it clear enough to follow

2. Mission (Your "What")
↳ Not just what you do
↳ But who you serve and why it matters
↳ Keep it focused and meaningful

3. Core Values (Your "How")
↳ Choose principles that guide decisions
↳ Pick values you'll actually live by
↳ Make them memorable and meaningful

4. Strategic Priorities
↳ Focus on 2-5 key areas only
↳ Choose what moves the needle
↳ Say no to everything else

5. Long-Term Goals
↳ Set specific 3-5 year targets
↳ Make them measurable
↳ Keep them ambitious but achievable

6. Initiatives
↳ Design programs that matter
↳ Create projects with purpose
↳ Connect everything back to vision

7. Strategies 
↳ Choose approaches that fit your culture
↳ Keep them flexible but focused
↳ Make sure they connect to your goals

8. Tactics 
↳ Pick methods that your team can master
↳ Choose tools that scale with you
↳ Test small, then expand what works

9. Action Plan 
↳ Break big goals into small steps
↳ Set clear owners and deadlines
↳ Create weekly check-in rhythms

The truth is:

Great strategy isn't about perfect plans.
It's about clear direction.

Start at the top.
Build down with purpose.
Watch your vision come alive.

What’s your favorite way to build a strategic plan?

P.S. Want a PDF of my Pyramid of Strategy cheat sheet?

Get it free: https://lnkd.in/dxkpZHE8

♻️ Repost to help a CEO in your network.
💡 Follow Eric Partaker for more strategy insights.

——

📢 Want to become a world-class CEO?

I'm hosting a FREE LIVE TRAINING:

"Build Your Business By Networking"
Wed, Nov 5, 12:30pm Eastern / 5:30pm UK
https://lnkd.in/d-G_bRaq

Are you a leader? A manager? Both?
Here's why knowing the difference matters:

You want your team to climb the ladder of success.
So you can reach your goals at the top together.

To paraphrase Stephen Covey:

A manager gets their team up the ladder efficiently.
A leader ensures the ladder is on the right wall.

Management and leadership are often intertwined.
But they're distinctly different skills.

Knowing the nuances helps you grow in both areas.

Leadership is about people.
• It's creating a vision. Inspiring and motivating.
• Building relationships. Coaching and guiding.

Management is about processes.
• It's organizing and planning.
• Ensuring tasks are completed efficiently.

A leader can have strong management skills.
A manager can show great leadership traits.

For a team to excel, both skill sets are needed.

Want to improve in each area?

Here's how:

➟ To grow as a leader:

1. Listen Actively
Understand your team's needs and ideas.

2. Communicate Your Vision
Make it clear and compelling.

3. Empower Others
Trust your team with meaningful tasks.

4. Acknowledge Efforts
Recognize and appreciate hard work.

➟ To sharpen your management skills:

1. Set Clear Targets
Make sure everyone knows their goals and roles.

2. Get Organized
Plan effectively and prioritize tasks.

3. Monitor Progress
Keep track of performance and adjust as needed.

4. Provide Regular Feedback
It helps your team stay on track and grow.

💡 Bringing it all together:

Combine these skills to lead and manage well.
Create an environment where your team can thrive.

When you do, you'll all reach new heights.

Valuable? Repost to share with your network ♻️.
Follow Eric Partaker for more on leadership.

P.S. 📢 Want to become a world-class CEO?
Then DON'T MISS my EXCLUSIVE FREE TRAINING.

“How To Build Your Business By Networking“

Today, Thu, May 15, 12 noon Eastern / 5pm UK Time:
https://lnkd.in/d5CVFMtY

📌 SUPER EARLYBIRD enrollment now open
for the July cohort of The CEO Accelerator.

Save $1000 when you enroll.
Offer ends June 1, midnight Pacific.

Learn more and apply here: https://lnkd.in/dUAfSCGh

Most people get this wrong.

You’ll see people...

Chasing titles.
Chasing clout.
Chasing status.

Thinking it will make them admired. Respected. Loved.

But here’s the truth they don’t tell you:

Status is a shadow. It follows you, but it’s never truly yours. It shifts with every move. And the moment the spotlight fades, it disappears.

But impact? That stays.

That’s why the people we admire most aren’t just the ones who achieve great things. They’re the ones who make others feel great too.

As Usain Bolt shows us in this video, the world isn't going to remember you for your records, your speed, or your dominance.

True greatness and admiration come from how you treat people, regardless of how good you are at what you do.

No ego. No pretense.

There is something magical about it:

People light up.
Their day is made.
Even if only for a moment, they feel seen.

So remember this:

You don’t become a person of influence by chasing status.
You become a person of influence when you make people feel something.

As Maya Angelou once said:

“People will forget what you said, people will forget what you did, but people will never forget how you made them feel.“

So, stop chasing status.

And give people the gift of feeling seen.
Of feeling valued.
Of feeling understood.

The world will remember you long after the medals, the titles, and the applause have died down.

♻ Enjoyed this? Repost to your network.
💡And follow Eric Partaker for more on self-improvement.

📢 Over 20 Founders & CEOs have already
enrolled in our next CEO Accelerator:
https://lnkd.in/dmmFV-xz

Register for my next free masterclass: “How to
Develop The Mindset Shared by The World's Best CEOs“

Fri, March 7th, at 12:30pm Eastern / 5:30pm UK
Register here: https://lnkd.in/dZPu4r_Z

8 ways the smartest leaders never stop learning:

1/ Take advice from people with less experience
2/ Study wins (and losses) in other industries
3/ Hire people who challenge their thinking
4/ Ask more questions than they answer
5/ Say "I was wrong" without hesitation
6/ Invite feedback and (actually) listen
7/ Question their assumptions often
8/ Learn from people who disagree

Your mindset sets the tone for your entire company.

When the CEO shows it’s important to keep learning,
everyone benefits.

The best leaders aren’t know-it-alls.

They’re learn-it-alls.

Stay curious. Always.

Agree?

♻️ Repost for someone who needs to see this.
And follow Eric Partaker for more on lifelong learning.

10 smart plays that leave toxic bosses in the dust:

Toxic bosses blame first.
Smart leaders listen first.

Toxic bosses demand perfection.
Smart leaders celebrate progress.

Toxic bosses put themselves first.
Smart leaders put their teams first.

Toxic bosses shut down new ideas.
Smart leaders welcome ideas to improve.

Toxic bosses watch their employees like hawks.
Smart leaders give autonomy and let them soar.

Toxic bosses believe in winning at any cost.
Smart leaders know winning takes a team effort.

Toxic bosses see their people as just numbers.
Smart leaders value them as the key to success.

Toxic bosses use tattleware to micromanage.
Smart leaders use tools like Attention to empower.

Toxic bosses count their employees' minutes.
Smart leaders make their employees' minutes count.

Toxic bosses rule by fear.
Smart leaders lead with trust.

✅ Be a smart leader.
Your team (and your results) will thank you.

Got more smart leader traits? Share them below!

-----

P.S. If you’re a smart leader who wants to empower your sales team and give them 50% of their time back, check out Attention 👇.

https://lnkd.in/d2tGeivM

#leadership #AttentionPartner

The day I stopped needing to be
the smartest person in the room…

Was the day I actually became a leader.

Early in my career, I thought I had to
have all the answers.

That being in charge meant being the expert.
I was wrong.

The best CEOs don’t fear people
who are smarter than them.

They hire them.
They listen to them.
They learn from them.

Because real leadership isn’t about having the best ideas.
It’s about creating a space where the best ideas win.

Here’s what happens when you
hire people who challenge you:

They catch what you miss.
They bring strengths you don’t have.
They push you to think bigger, better, sharper.

Weak leaders want to be the smartest voice in the room.
Strong leaders build a room full of smart voices.

If your team agrees with you all the time,
you’re not leading. You’re managing comfort.

Growth doesn’t come from comfort.
It comes from being challenged.

✅ Seek out opposing views
✅ Listen more than you speak
✅ Hire people who make you think

Your job isn’t to have all the answers.

It’s to build a team that can find better ones.
Together.

So next time you meet someone who
makes you feel a little intimidated?

Hire them.

They’re not a threat.
They’re your greatest asset.

♻️ Repost to help someone in your network.
💡 Follow Eric Partaker for more on leadership.

📢 Want to become a world-class CEO?
Don't miss this week's free training:

“11 Mistakes That Hold All CEOs Back
(And How to Avoid Them)“

Thur, May 22nd, 1pm Eastern / 6pm UK time:
https://lnkd.in/dFfdP-vc

📌 Our next cohort of The CEO Accelerator
starts July 23rd. 20+ CEOs have already signed up.

Super Earlybird offer ends soon. Learn more:
https://lnkd.in/ducG_79S

55% of leadership perception is pure body language.

Words? Just 7%. The brutal truth:

Before you open your mouth, people have already decided:

• If they trust you
• If they'll follow you
• If you're worth their time
• If you belong in the room

I've watched brilliant executives lose deals because they fidgeted.

And average presenters win millions because they learned to appear confident.

Here's what your body is telling people right now:

Hidden hands = Hidden agenda
↳ Pockets, behind back, under table
↳ Triggers instant distrust
↳ Fix: Keep hands visible, gesture naturally

Darting eyes = Weak conviction
↳ Scanning the room, avoiding contact
↳ Signals insecurity or deception
↳ Fix: Hold eye contact 3-5 seconds per person

Slouched shoulders = Low status
↳ Hunched, leaning, protective posture
↳ Screams “I don't belong here“
↳ Fix: Stand tall, shoulders back, own your space

Master these 3 moves this week:

1. The Power Reset (10 seconds)
Before walking into any meeting:
Stand tall, breathe deep, shoulders back.
Reset your presence at the door.

2. The Trust Triangle
Hands visible + eye contact + open posture.
Hit all three. Watch barriers drop.

3. The Stillness Test
When stakes are high, movement is weakness.
Plant your feet. Slow your gestures. Let silence work.

Your competitors are learning this.
Your team is watching for it.
Your success depends on it.

Because here's what nobody tells you:

People don't follow ideas.
They follow presence.

And presence isn't personality.
It's a skill you can master.

Starting now.

P.S. Want a PDF of my Body Language cheat sheet?
Get it free: https://t.ly/d7WsK

♻️ Repost to help a founder in your network.
Follow Eric Partaker for more communication insights.

—

📢 Want to lead like a world-class CEO?

Join my FREE TRAINING:

“How to Work with Your Board to Accelerate Your Company’s Growth“

Thu Jul 10th, 12 noon Eastern / 5pm UK time
https://t.ly/JnYZC

📌 The CEO Accelerator starts July 23rd.
20+ Founders & CEOs have already enrolled.
Learn more and apply: https://t.ly/vbOHL

87% of leaders avoid hard conversations.

The other 13% build successful companies.

Most CEOs think tough conversations disrupt teams.
They don't. Bad conversations do.

After coaching 300+ CEOs through hard moments,
I've identified the exact phrases that shut people down.

Here are 13 phrases weak leaders use, and
what exceptional CEOs say instead:

❌ “You always miss deadlines.“
✅ “I noticed the last three projects came in late.
What's getting in your way?“

❌ “That's not how we do things here.“
✅ “Help me understand your approach.
Here's what usually works for us...“

❌ “I'm disappointed in you.“
✅ “This isn't the result we needed.
Let's figure out what went wrong.“

❌ “You need to step it up.“
✅ “What do you need to hit these goals?
Let's make a plan.“

❌ “This is unacceptable.“
✅ “This didn't work out. What can we learn from it?“

❌ “You should have known better.“
✅ “Let's go over this together so it's clear next time.“

❌ “I don't have time for this.“
✅ “This is important. When can we dig into it properly?“

❌ “That's your problem to figure out.“
✅ “You seem stuck. How can I help you move forward?“

❌ “Everyone else gets it. Why don't you?“
✅ “I see you're having trouble with this.
What part is tricky?“

❌ “We've talked about this before.“
✅ “It seems like we're still having issues here.
What's different now?“

❌ “You're not meeting expectations.“
✅ “Here's where we need to be.
What's keeping us from getting there?“

❌ “I expected more from you.“
✅ “I know you can do better than this.
What support do you need?“

❌ “Figure it out and get back to me.“
✅ “Take some time to think through options.
Let's reconnect tomorrow to discuss further.“

Notice the pattern?

Weak leaders make statements.
Strong leaders ask questions.

Weak leaders shut down dialogue.
Strong leaders open it up.

Weak leaders create fear.
Strong leaders create trust.

When you ask instead of accuse:
• People tell you the real problem
• They own the solution
• They respect you more (not less)

Save this list.
Share it with others.
Use it in your next 1-on-1.

Because here's the truth:

The leaders who master difficult conversations
don't just keep their best people.

They create them.

P.S. Want a PDF of my Hard Conversations cheat sheet?
Get it free: https://lnkd.in/gs6NZ7u6
And follow Eric Partaker for more CEO insights.

—

📢 Ready to become a world-class CEO?

I'm hosting a FREE TRAINING:

“7 Steps to Become a Super Productive CEO“

Thur, June 12th, 12 noon Eastern / 5pm UK time
https://lnkd.in/gAdEnrUc

📌 20+ Founders & CEOs have already enrolled in our 
next CEO Accelerator cohort, starting July 23rd.

Earlybird offer ENDS SOON.
Learn more and apply: https://lnkd.in/g4_YnEp4

Harsh truth: Exit interviews are too little too late.

The cost of replacing top talent is up to 2x their salary.

It’s like watching money walk out the door.

Frustrating, right?

But it doesn't have to be that way.

Give them reasons to stay with you
before it's too late:

Here are 9 tips to turn things around:

1. Listen to their ideas.
2. Recognize their efforts.
3. Create a positive culture.
4. Invest in their development.
5. Offer growth, not just a paycheck.
6. Give meaningful feedback.
7. Provide work-life balance.
8. Show appreciation daily.
9. Set clear expectations.

Top talent is more likely to stay when nurtured.

The cost of replacing them is high.

The value of keeping them? Priceless.

A positive environment helps retain your stars.

Replace your exit interviews with stay interviews.

Listen to your people and take action.

Look after them and they'll look after your company.

P.S. Repost to share with your network ♻️.
And follow Eric Partaker for more content like this.

📌 Want the hi-res PDF of this cheat sheet?
Try my free newsletter: https://lnkd.in/dF-VwKqi
You'll get this sheet + 100 more for free.

(2x salary cost source: Gallup)

Your presence speaks before you do.

But the real question is:
What's it saying?

If you're:
— Leading a team
— Hiring top talent
— Raising investment
— Influencing decisions
— Building partnerships
— Presenting to your board

Then executive presence is your silent superpower.

Here’s how to show up like the leader everyone trusts,
before you say a word:

✅ 1. Speak Less, Say More  
People with presence don’t ramble.
They land their message.
Ask: “Is this adding value?”
Make your words do the heavy lifting.

✅ 2. Walk Like You Belong
Presence starts before you speak.  
Walk in with purpose.
Sit like you earned the seat.  
On Zoom? Eye contact. Clean background. Confident posture.

✅ 3. Decide, Even When It’s Hard  
Uncertainty kills trust.  
You don’t need every answer. You need to move.  
Make the call. Own the outcome.
That’s real leadership.

✅ 4. Lead With Posture  
Slouching says: “I'm unsure.“  
Straight back. Shoulders open. Chin up.
Even seated, your body speaks volumes.
Lead with calm, not chaos.

✅ 5. Listen Like It’s Your Job 
Don’t just wait to talk.  
Actually hear them.
Ask sharper questions.  
Trust builds fast when people feel seen.

✅ 6. Control the Heat  
Pressure doesn’t break leaders. It reveals them.  
Pause. Breathe. Then respond.  
Calm earns confidence.

Executive presence isn't about dominating.

It's about inspiring confidence.

The strongest leaders don’t need to speak first.

Their presence does the talking.

♻ Repost to help someone in your network.
Follow Eric Partaker for more on executive presence.

Want 100+ free leadership resources?
Get them here: ericpartaker.com/linkedin

Boss versus Leader - You Decide!

Plus, 10 FREE management courses to level-up today:

(Credit to Project Management for this excellent compilation!)

𝟭. 𝗚𝗼𝗼𝗴𝗹𝗲 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁
Top Google execs teach the project management skills that launched their careers.
↳ https://lnkd.in/dV6zF97e

𝟮. 𝗔𝗜 𝗣𝗿𝗼𝗱𝘂𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁
Manage the design & development process of ML products.
↳ https://lnkd.in/dVsxrgZ5

𝟯. 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗧𝗼𝗼𝗹𝘀 & 𝗧𝗲𝗰𝗵𝗻𝗶𝗾𝘂𝗲𝘀
Learn the tools, approaches and skills required to plan and coordinate projects.
↳ https://lnkd.in/dtV5wBwC

𝟰. 𝗜𝗕𝗠 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗿
Build a skill base and portfolio that will help you stand out in the job market.
↳ https://lnkd.in/dh5NmkqE

𝟱. 𝗦𝗼𝗳𝘁𝘄𝗮𝗿𝗲 𝗣𝗿𝗼𝗱𝘂𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁
Gain agile software management skills and test them in real projects and leadership settings.
↳ https://lnkd.in/dupYqh4u

𝟲. 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴 & 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗙𝘂𝗻𝗱𝗮𝗺𝗲𝗻𝘁𝗮𝗹𝘀
Learn the essentials of planning, analyzing, and executing projects.
↳ https://lnkd.in/dj5d-Pgp

𝟳. 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗣𝗿𝗶𝗻𝗰𝗶𝗽𝗹𝗲𝘀 & 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀
Learn to successfully deliver projects within budget and deadlines.
↳ https://lnkd.in/d9A384eW

𝟴. 𝗚𝗲𝘁 𝗦𝘁𝗮𝗿𝘁𝗲𝗱 𝘄𝗶𝘁𝗵 𝗝𝗶𝗿𝗮
Create your first project in Jira using a Kanban board.
↳ https://lnkd.in/dK85MH55

𝟵. 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝗶𝗻𝗴 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁
Gain foundational knowledge to manage projects effectively and set yourself up for future leadership success.
↳ https://lnkd.in/d_2drQaA

𝟭𝟬. 𝗦𝗰𝗿𝘂𝗺 𝗠𝗮𝘀𝘁𝗲𝗿 𝗖𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻
Learn Scrum terminology & reporting and risk management to complete tasks successfully.
↳ https://lnkd.in/dr_9f9JJ 

Note: Please follow this guide to enroll into these courses for free.
https://lnkd.in/dp6p823Y

♻️ Share this post to help your network!
And follow Eric Partaker for more.

Want a high-res PDF of the courses with clickable links?

1. ♻️ Repost to your network.
2. Comment on this post.
3. Follow Eric Partaker.
4. Subscribe to my free newsletter: https://lnkd.in/dF-VwKqi

You’re not as objective as you think.

(Even the smartest people fall for these mental traps.)

We all want to believe our decisions are rational.

But your brain is wired for shortcuts.

They’re called cognitive biases.

They’re meant to help you move fast.
But they don’t always lead you in the right direction.

And in leadership, that can cost you.

10 thinking traps to watch out for:

1. Overconfidence Bias
You think you know more than you do.
And act before validating.

2. Confirmation Bias
You seek out data that agrees with your view.
And ignore the rest.

3. Groupthink
You go with the team’s consensus.
Even when it doesn’t feel right.

4. Authority Bias
You trust “experts” without questioning
their logic or evidence.

5. Anchoring Bias
You let the first number or idea
influence the rest of the negotiation.

6. Availability Bias
You overreact to what’s most vivid.
Not what’s most important.

7. Recency Bias
You put too much weight on the latest event.
And miss the bigger picture.

8. Status Quo Bias
You stick with what's familiar.
Even if it's no longer working.

9. Sunk Cost Fallacy
You keep investing in a losing path.
Because you’ve already sunk so much into it.

10. Survivorship Bias
You study only the winners.
And miss the lessons from those who failed.

These biases don’t make you a bad leader.
They make you human.

But awareness gives you leverage.

When you catch them in action,
you give yourself a chance to:

Pause
Reframe
And lead smarter

Here’s a simple question to ask before every big decision:

“What might I be missing?”

It’s not always about making perfect choices.
It’s about building the habit of clearer thinking.

Your best decisions start with better thinking.
And better thinking starts with seeing your blind spots.

P.S. Want a PDF of my Thinking Traps cheat sheet?
Get it free: https://lnkd.in/d5FM9VZQ

♻️ Repost to help a leader in your network.
Follow Eric Partaker for more strategy insights.

Use this sheet to achieve more, faster!
1 simple tool to get 80% more done.

➡ Presenting: The 80/20 Productivity Sheet

Featuring 30 real-life applications 
of the Pareto Principle.

To help you and your team
achieve more by doing less.

Because here is the reality:

➨ 20% of your work produces 80% of the outcomes.
➨ 20% of your problems cause 80% of the pain.
➨ 20% of your customers yield 80% of the profits.

Stop spending your time on the wrong things.
And prioritize the 20% that matters most.

To exponentially improve your and your team’s performance.

You won’t believe how much more progress you can make.

Where have you seen the 80/20 rule in action?
Let me know in the comments.

♻ Repost to your network.
And follow Eric Partaker for more.

📌 Want to supercharge your productivity and more?
The next cohort for the Peak Performance Program begins on Sept 9th.
Don't miss your chance to enroll here: https://lnkd.in/dSiZAk8a

She was crying in the parking garage.

I almost walked past.
We all do sometimes.

But something made me stop.

“Rough day?“ I asked.

Turns out she'd just been laid off.
Single mom. Two kids.
Scared about rent.

I couldn't fix her situation.

But I could listen.
Share my own story.
Offer to review her resume.

20 minutes. That's all.

Fast forward 5 years. She's now a VP at a Fortune 500.

She told me those 20 minutes changed everything.

Not because of the resume tips.

But because someone saw her as human.

She said: “You made me believe I'd be okay.“

All from 20 minutes of kindness.

I've learned success isn't just about climbing the ladder.
It's mostly about pulling others up with you.

Because every person you meet is fighting a battle you know nothing about.

That stressed barista?
Going through a divorce.

That difficult coworker?
Caring for a sick parent.

That person in the parking garage?
They could be your future client.

Be kind anyway.
Not for what you'll get.
But for who you'll become.

Your net worth might make you rich.

But your self worth?

That's measured in the lives you touch.

Agree?

♻️ Repost to inspire someone in your network.
Follow Eric Partaker for more on kind leadership.

—

📢 Want to lead like a world-class CEO?

Join my FREE TRAINING:

“How to Accelerate Sales Growth For Your Business“

Thur, June 26th, 12 noon Eastern / 5pm UK time
https://lnkd.in/dihbdYbk

📌 The CEO Accelerator starts July 23rd.
20+ Founders & CEOs have already enrolled.
Earlybird rates end on June 22nd.
Apply Now: https://lnkd.in/dD8S2hje

You don’t need a map to know when you’re lost.

Somewhere, deep down, you already know it.

And look, I’ve been there, too.

Feeling like I’d hit a plateau.

Like I’m staying at a place that I’ve clearly outgrown.

And like something inside me is pulling me forward…

… only to let my fear hold me back.

It’s a sign.

A sign that you’re ready for more.
A sign that your current environment no longer serves you.
A sign that staying is costing you more than leaving ever will.

And yet, so many people ignore these signs.

Staying in jobs they hate.
Staying in environments that drain them.
And staying in places that don’t value them.

Convincing themselves to settle. To wait. To tolerate. To endure.

Until one day, they wake up and realize how much time they’ve lost.

Time that they will never get back.

Why?

Because the unknown is terrifying. Staying where you are feels easier than starting over. And convincing yourself to wait is always more comfortable than taking the leap.

But here’s the truth:

➝ Discomfort is the price of growth.
➝ Uncertainty is where opportunity lives.
➝ Fear is just a signal that you’re stepping into something bigger.

5 simple actions that you can take to break free:

1️⃣ Step outside the circle
→ Your comfort zone is a prison. The longer you stay in it, the smaller the space gets. Move beyond it and you unlock an infinite space that is full of potential.

2️⃣ Become a feedback magnet
→ Growth isn’t about proving yourself. It’s about improving yourself. Don’t be obsessed with being right; be obsessed with learning fast. Seek feedback relentlessly.

3️⃣ Master the “win or learn” mindset
→ There’s no such thing as failure. You either win or you learn.

4️⃣ Trust your instincts
→ If something feels off, it probably is. Your gut knows before your mind does. Stop rationalizing everything, stop the analysis-paralysis, and listen to your gut.

5️⃣ Act, even when you're afraid
→ Fear is a stop sign only if you let it be one. Courage isn’t the absence of fear. It’s moving forward despite it.

So, here’s the real question:

Are you growing? 
Or have you resigned to your reality and are just putting up with it?

And if the place you're at doesn’t challenge, support, and inspire you…

It’s time to move on.

Because life is too short to spend it someplace
that makes you unhappy.

💬 What’s one change you’ve been avoiding even though it’s necessary?
Let me know in the comments.

♻ Repost to inspire your network.
And follow Eric Partaker for more.

📌 Want to become a world-class CEO?
Our New CEO Accelerator launches soon!
100+ have registered their interest here: https://lnkd.in/d6Jxs4xw

Great leaders don't create followers.
They create more leaders.

7 signs you work for a great leader:

1. Gives Credit
↳ They spotlight your achievements.
↳ Your success is their success.

2. Values Your Input
↳ Your ideas matter.
↳ Every suggestion is welcomed.

3. Supports Growth
↳ They're there when you need them.
↳ Pushing you to reach new heights.

4. Cares Beyond Work
↳ They ask how you're doing, really doing.
↳ They're there to support, not just supervise.

5. Respects Your Time
↳ Your off-hours are yours.
↳ Work-life balance isn't just a buzzword.

6. Sets the Example
↳ Actions speak louder than words.
↳ They lead from the front.

7. Makes Decisions with Compassion
↳ Tough calls are made with a kind heart.
↳ They consider how decisions affect you.

Work under a leader like this?

Consider yourself blessed.
Great leadership is rare but transformative.

Want a PDF of my 7 Signs You Work for a Great Leader cheat sheet?
Get it free: https://lnkd.in/dZHm5Tvy

♻️ Repost to help a leader in your network.
💡 Follow Eric Partaker for more leadership insights.

Silence is never golden at work. It's a warning sign.

12 more signs of a broken culture:

⛔ All the good people are leaving
⛔ No one is sharing feedback
⛔ People are pointing fingers
⛔ Communication is weak
⛔ Mistakes are punished
⛔ Ideas get shot down
⛔ Leaders don’t listen
⛔ Creativity is stifled
⛔ Gossip is rampant
⛔ Trust is missing
⛔ Morale is low
⛔ Stress is high

A healthy culture looks like this:

✅ Leaders listen
✅ Morale is high
✅ Creativity thrives
✅ Teamwork is strong
✅ Stress levels are low
✅ People stay and grow
✅ Trust goes both ways
✅ Support is everywhere
✅ Everyone is sharing ideas
✅ Leaders welcome feedback
✅ There's open communication
✅ Mistakes are learning moments

If your workplace has more in the broken list than healthy,
it's time for a change.

Leaders:

➟ Start by listening.
➟ Model good behavior.
➟ Build trust with your team.

Your people deserve it.
And your future depends on it.

♻️ Repost to help others improve their culture.
Follow Eric Partaker for more on healthy culture.

📌 Want 100+ free leadership resources?
Get them here: ericpartaker.com/linkedin

Great CEOs are made, not born.
But what makes a CEO great?

Think about a leader you admire.
What words describe them?

• Focused
• Inspiring
• Visionary
• Assertive
• Confident
• Adaptable
• Supportive
• Trustworthy
• Approachable
• Compassionate
• Collaborative
• Transparent
• Charismatic
• Innovative
• Strategic
• Resilient
• Decisive
• Ethical

These qualities don't just happen.
You have to learn and practice them.

But how?
It's about developing your IQ, EQ, and SQ.
And you can improve each one with effort.

🧠 IQ is about how smart you are.

It's using your brain to:
➟ Learn
➟ Solve problems
➟ Make good decisions

❤️ EQ is about understanding emotions.

Your own and those around you.
Great leaders manage their emotions.
They recognize and connect with others' too.

🤝 SQ is about building relationships.
It's being good at working with people.

You show it when you:
➟ Network
➟ Make friends
➟ Lead by influence
➟ Collaborate in teams

All 3 are beneficial.
But EQ is often the most crucial for leaders.

Why? Because it helps the leader:

• Connect
• Build trust
• Understand
• Inspire others

Leadership is all about people.
And leaders with high EQ tend to lead people better.

So, how can you improve your EQ?

1. Reflect on Your Emotions:
Take time to think about how you feel and why.
This helps you understand yourself better.

2. Listen Actively:
Really hear what others are saying.
It's not just the words, but the feelings behind them.

3. Empathize:
Try to put yourself in someone else's shoes.
How would you feel in their situation?

4. Seek Feedback:
Ask people you trust about how you handle emotions.
Be open to what they say.

5. Manage Stress:
Find ways to stay calm and think clearly.
Especially when things get tough.

A leader's job isn't just to lead.
It's growing, helping, and inspiring others.

Improve your EQ to be more than a leader.
Be someone who makes a real difference.

Grow your EQ.
Grow as a leader.

What's one trait you admire most in a leader?

P.S. Want a PDF of my IQ vs EQ vs SQ cheat sheet?
Get it free: https://lnkd.in/gThBuGyC

♻️ Repost to help a CEO in your network.
💡 Follow Eric Partaker for more leadership insights.