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.

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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?

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📌 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.
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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. ❤️

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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?

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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.
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📌 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 ♻️.
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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

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 ♻️.
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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.  
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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.
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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

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

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 ♻️.
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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

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.

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📌 The CEO Accelerator starts July 23rd.
20+ Founders & CEOs have already enrolled.
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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.

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I'm hosting a FREE TRAINING:

“7 Steps to Become a Super Productive CEO“

Thur, June 12th, 12 noon Eastern / 5pm UK time
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📌 20+ Founders & CEOs have already enrolled in our 
next CEO Accelerator cohort, starting July 23rd.

Earlybird offer ENDS SOON.
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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.

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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.
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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

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.
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📌 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.
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—

📢 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
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📌 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

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.
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You’ve heard it before.

To become a leader, you must be:

→ A pro communicator.
→ An expert at planning.
→ A master at delegating.
→ A great problem-solver.

But what does it take to become a GREAT leader?
To be the cream of the crop?

According to Harvard Business Review, 
the very best possess an X-factor that eludes the rest.

But this so-called X-Factor isn't just one single thing,
but rather a blend of 8 different ingredients...

8 Essential Qualities of Great Leaders:

1. Authenticity
Great leaders are self-aware & genuine. People trust them enough to take risks with them.

2. Curiosity
They explore the unfamiliar and take an outsider’s view before making decisions.

3. Analytical
They can detect patterns, trends and causality to understand problems.

4. Adaptability
They inspire their teams to embrace change and adapt quickly to it.

5. Creativity
They welcome ideas from their team and consider all possibilities.

6. Comfort with ambiguity
They can connect seemingly conflicting ideas and priorities together.

7. Resilience
They seek input to correct course when things go south.

8. Empathy
They strive to understand & nurture their employees.

Great leaders are not born.
They are made.

Want to know how you can develop these qualities?

Sign up for my free newsletter: https://lnkd.in/dF-VwKqi

You’ll get this infographic, with the tips to cultivate each quality, along with 60+ of my best resources on leadership & business (all for free)

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

Dare to score yourself against these questions:

[1 = never / 3 = sometimes / 5 = always]

 1. Are you good at saying no?
    
 2. Do you learn from setbacks?
    
 3. Are you building your legacy?
    
 4. Do you stand-up for yourself?
    
 5. Do you trust your gut instinct?
    
 6. Are you looking after yourself?
    
 7. Can you adjust well to change?
    
 8. Do you often ask for feedback?
    
 9. Do you create firm boundaries?
    
10. Are you planning for the future?
    
11. Do you focus on fixing problems?
    
12. Do you make time for loved ones?
    
13. Do you express what's true for you?
    
14. Are you pushing beyond your limits?
    
15. Do you manage work-life balance well?
    
16. Do you distance yourself from negativity?
    
17. Do you take responsibility for your mistakes?
    
18. Can you stay mentally strong during tough times?

You're the CEO of your life.
Use these questions to review your performance.

Then celebrate what's going well.
And take charge on what needs action.

You've got this.

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

📌 Secure your spot for one of my free talks starting today! Limited spaces available.

I'm excited to announce exclusive FREE training sessions happening this week.

I'll be covering three essential peak performance principles that have helped thousands of my clients excel both professionally and personally, followed by an open Q&A session.

Register for whichever session suits you best below:

Thursday, September 5TH at 3pm UK / 10am Eastern
https://lnkd.in/g9XbMyhH

Saturday, September 7TH at 6pm UK / 1pm Eastern
https://lnkd.in/g3RzqVtn

Anyone can set priorities like a world-class CEO.

Feeling swamped?

You don't need more time.
You need better priorities.

I created this cheat sheet to help you
cut through the clutter.

Save it to use with your team.
Repost to help someone in your network.

Here's how to get the most from it:

1. Start with your goals.
Know what you aim to achieve.
This will guide all your decisions.

2. Choose your tools.
Select from the 9 I've outlined.
Each brings its own strengths.

3. Prioritize and execute.
Apply the tools to establish your plan.
Then, take action.

I've included something here for everyone:
Individuals, Teams & Leaders.

✅ Eisenhower Matrix
Urgent vs. important. Focus on what truly matters.

✅ Oliver Burkeman's 3-3-3 Method
3 things only. Keep it simple.

✅ Time Blocking
Schedule time for tasks. Stick to the plan.

✅ ABCDE Method
Rank tasks by importance. Tackle the A's first.

✅ MoSCoW Method
Be clear on what matters.

✅ Kanban Board
Manage tasks visually. See your team's progress.

✅ Warren Buffett’s 25/5 Rule
Focus on your top 5. Dismiss the rest.

✅ Pareto Principle
Focus on the 20% of effort that drives 80% of results.

✅ Theory of Constraints
Spot bottlenecks. Fix them for better flow.

Remember, it's all about making choices.
Not everything can be a priority.

Use these tools.
Decide wisely.
Focus and act.

That's how the best in the world do it.

♻️ Find this valuable? Repost to help others.
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P.S. What's your favorite productivity tool?

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

“How To Build Your Business By Networking“

Thur, May 15th, 12 noon Eastern / 5pm UK time:
https://lnkd.in/dMynTAbV

📌 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/drVeEuTp

The best leaders are readers.

Ready to raise your leadership game?

Join me in a 12-week leadership growth challenge.

Dive into 12 books on 4 crucial topics for leaders:

• Emotional Intelligence
• Habits
• Management
• Teamwork

Why participate?

Leaders who excel in these areas:

➟ Inspire
➟ Manage effectively
➟ Create a positive team culture

Don't have time to read 12 books in 12 weeks?

Enter Shortform. Shortform simplifies learning.

They provide superpowered summaries of the best
ideas from these books.

I use it to grasp key concepts in less time.

You can use Shortform to preview the 12 books.
Then, choose which ones to delve into fully later.

I've partnered with them to give you a free trial and a
20% discount. Use this link: https://lnkd.in/dHnQzZGn

It's an investment in your growth for less than the
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Ready to grow? Join the challenge.
Use Shortform to stay on track.

Transform your leadership in just 12 weeks.

Help me spread the word. Repost to share ♻️.
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P.S. What's your go-to leadership book?

#leadership #sponsored #LinkedInBookClub

Most teams aren’t misaligned.

They’re just working off 9 different strategies.

Every exec sees the business from a different angle.

And when everyone's rowing in their own direction,
the boat spins in circles.

Fix that with clarity.

Start here:

1. Purpose – Why do we exist?
  → One simple line. Focused on impact.

2. Vision – Where are we going?
  → Think 3–5 years out. Make it bold, measurable,
  and worth chasing.

3. Advantage – Why will we win?
  → Define your edge. Protect what others can’t copy.

4. Execution – How will we move?
  → Focus on 3 key moves. Assign owners.
  Check progress weekly.

5. Metrics – How will we know?
  → Pick 4 numbers that track money, growth,
  customer success, and love.

Alignment isn’t a 50-slide deck.

It’s a 1-page playbook your whole team can run with.

No fluff. Just clarity, focus, and speed.

That’s how real strategy gets done.

♻ Repost to help a CEO in your network.
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—

📢 Want to become a world-class CEO?

Join one of my FREE LIVE TRAININGS:

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

Both sessions are the same. Choose the best for you:

TODAY, May 30th, 9am Eastern / 2pm UK
https://lnkd.in/dNHSmcUZ

Sat, May 31st, 12 noon Eastern / 5pm UK
https://lnkd.in/dMTuS_xc

📌 ALSO, our next CEO Accelerator
launches July 23rd.

20+ have already enrolled.

The Super Earlybird offer ENDS THIS WEEK.
Learn more and apply: https://lnkd.in/diPTC98G

Your best people are drowning in time-wasting habits.

(And nobody talks about it.)

We've all seen these 9 toxic behaviors.

They sneak into every workplace.

They steal hours from your best performers.

Yet we pretend they're normal.

Time to call them out:

1. The Drop-By Disruptor
“Got a quick sec?“ turns into 30 minutes.
Your focus? Gone.

2. The Meeting Maximalist
Books an hour to discuss a 5-minute topic.
Everyone suffers.

3. The Deadline Dodger
Always needs “just one more day.“
Projects stall.

4. The Scope Sneaker
“While we're at it, can we add...“
Small extras become big delays.

5. The Draft Drowner
Won't ship until it's perfect.
Spoiler: It never is.

6. The CC Machine
Loops everyone into everything.
Inbox chaos follows.

7. The Thread Extender
Turns simple questions into email novels.
Clarity dies.

8. The Sign-Off Seeker
Needs approval for tiny decisions.
Progress crawls.

9. The Time Block Bulldozer
“Can I grab a few minutes?“
There goes your morning.

These aren't bad people.

They're good people with bad habits.

And you can fix this with simple boundaries:

→ Protect focus time like gold
→ Set office hours for questions
→ Say who decides what upfront
→ Keep email threads under 5 replies
→ Ship “version one“ fast, improve later
→ Make 30-minute meetings the default

The secret? Start with yourself.

When you respect time, your team will too.

When you keep meetings short, others follow.

When you ship work fast, perfection fades.

Remember: Every “quick question“ distraction
costs 23 minutes of focus.

Your team's time is their most valuable asset.

Protect it fiercely.

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Success isn’t always about what you're doing.
Sometimes, it’s about what you need to stop doing.

This might be difficult to hear, but...

Many leaders are unknowingly self-sabotaging.

Here are 8 habits you must drop to reach your full leadership potential:

1. Micromanaging Every Detail
↳ A high-performing team is built on trust.
↳ When you're always hovering, you're telling them that you don’t trust them.

2. Pushing Back Against Feedback
↳ Great leaders treat feedback as a gift.
↳ Growth comes from listening, reflecting, and adapting.

3. Waiting for the Perfect Moment
↳ Harsh truth: It never arrives.
↳ While you hesitate, others are taking action.

4. Prioritizing Urgency Over Strategy
↳ The urgent will always feel more important than what's actually important.
↳ But true success comes from focusing on what truly drives progress.

5. Avoiding Difficult Conversations
↳ Problems don’t solve themselves.
↳ The conversations you dodge today become bigger obstacles tomorrow.

6. Speaking Without Considering Impact
↳ Your words as a leader carry immense weight.
↳ One careless comment can erode months of earning trust.

7. Saying Yes When Your Gut Says No
↳ Your instincts guide you from experience.
↳ That inner voice that talks to you? Listen to it, it's usually right.

8. Holding Onto Past Mistakes
↳ Mistakes are lessons, not punishments.
↳ Use them as stepping stones to advance, not as chains to bind yourself.

One last thought:

You didn't pick up these self-limiting habits overnight.
You aren't going to make them go away overnight either.

But awareness is the first step to change.

Pick one habit to break this week.

Start small.

Because the leader you become tomorrow
is shaped by the choices you make today.

What would you add to this list? 
Drop it in the comments below ⬇️

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Your leadership team is underperforming.

(And cracking the whip harder won't fix it.)

Here's what nobody tells you about accountability:

The harder you push, the less they deliver.

I've watched CEOs destroy their executive teams this way:

🔥 Public callouts in meetings
🔥 Micromanaging every decision  
🔥 Threats disguised as “motivation“
🔥 Fear-based deadline pressure

Result: Your best leaders become corporate zombies.
They show up. They comply. They stop caring.

The expensive truth:

Fear creates compliance.
Clarity creates commitment.

And you need commitment to win.

Real story from last month:
→ CEO constantly berated his team for missing targets
→ 3 VPs quit in 6 months
→ Company lost $2M in transition costs alone

Different CEO, different approach:
→ Created radical clarity around expectations
→ Listened without judgment
→ Built safety to admit mistakes early
→ Revenue up 40% in 12 months

The difference?

One used accountability as a weapon.
The other used it as a framework for excellence.

The 4 frameworks that create compassionate accountability:

1. RACI Matrix - Ends the “whose job is this?“ chaos
(Everyone knows their lane AND their value)

2. OKRs - Aligns hearts and minds
(Shared goals create shared ownership)

3. EOS Accountability Chart - One person, one seat
(Clear ownership without overlapping egos)

4. OGSM - Strategy meets reality
(No more “I thought you meant...“ conversations)

But here's the key:

These aren't hammers to hit people with.
They're maps to help people win.

The paradox of leadership:

High standards + High support = High performance
High standards + Low support = High turnover

Your leadership team doesn't need more pressure.
They need more clarity.

Because when accountability comes from compassion, not control:
→ Problems get solved, not hidden
→ Leaders take ownership, not cover
→ Teams push forward, not back

Stop managing through fear.
Start leading through frameworks.

Your leadership team is capable of greatness.
But only if you create the conditions for it.

Save this. Share it with your team.

Because the best leaders don't create followers.
They create owners.

And ownership starts with clarity.

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