George Stern

Hire based on character, not just skill.


Skills can be taught, but character is who they are.

You'll regret hiring the person whose resume is overflowing with skills,

But who:
↳Lacks integrity
↳Can't take feedback
↳Doesn't collaborate
↳Thinks they know it all

Instead, take a chance on the person who:
↳Has a great attitude
↳Is reliable
↳Works hard
↳Is resilient

You'll be glad you did.

They'll pick up the skills quickly,

They'll thrive long-term,

And they'll make the lives of everyone on their team better.

Including yours.

When you hire someone, you don't get their resume -

You get them.

So choose people with strong character,
And train them on the rest.

Agree?

---

Quote credit: Gary Travis

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12 actions that separate bad managers from good.

The latter can transform your career:

1. Feedback
↳Bad managers: Wait until annual reviews to unload a year's worth of criticism
↳Good managers: Give immediate, specific feedback

2. Recognition
↳Bad managers: Never acknowledge effort, making employees feel invisible
↳Good managers: Publicly recognize contributions

3. Trust
↳Bad managers: Rewrite employees' work instead of giving feedback, making them feel useless
↳Good managers: Assign stretch projects and trust employees to execute without constant oversight

4. Accountability
↳Bad managers: Throw employees under the bus in front of leadership
↳Good managers: Say, “That's my mistake - here's how we'll fix it“

5. Emotional Intelligence
↳Bad managers: Say, “Leave your personal problems at the door“
↳Good managers: Notice when an employee seems off and ask privately, “Hey, is everything okay?“

6. Coaching
↳Bad managers: Only care about short-term output and don't invest in growth
↳Good managers: Create individual development plans tailored toward employees' goals

7. Delegation
↳Bad managers: Overload top performers while letting others coast
↳Good managers: Match tasks to strengths and say, “I trust you to lead this“

8. Balance
↳Bad managers: Send 11 p.m. emails and expect an immediate response
↳Good managers: Say, “This can wait until Monday - sign off and enjoy your weekend“

9. Model
↳Bad managers: Demand long hours but leave early themselves
↳Good managers: Follow the same rules and expectations they set for others

10. Adaptability
↳Bad managers: Say, “This is how we've always done it“
↳Good managers: Listen when employees suggest better ways to do things

11. Emotional Stability
↳Bad managers: Yell, panic, or take out their stress on employees
↳Good managers: Stay calm and solution-focused during crises

12. Problem-Solving
↳Bad managers: Dwell on blame instead of fixing the issue
↳Good managers: Say, “This isn't working, let's find a better approach“


Any other differences you'd add to this list?

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A toxic culture is more likely to change you than you are to change it.

Before you take a job, ask yourself these questions:

1) Have they articulated a culture, and does it align with my values?

2) Have they emphasized balance and reasonable expectations?

3) Do I admire the leaders I've met here?

4) Does this role align with my career goals and are there opportunities for growth?

5) Have the people I've met been respectful and kind?

6) Has the organization been transparent about any challenges?

7) Do I want to become more like the people here?


It can be tempting to:
↳Take the first offer you get
↳Make excuses for a culture you aren't yet a part of
↳Ignore red flags because you're excited about a role

But it's critical to think long-term and to pay attention to culture.

The role you take is a place where you'll spend considerable time.

It'll impact:
↳Your physical and mental health
↳Your daily happiness
↳Your future career growth

Don't make a hurried decision,

Or make the mistake of thinking you can change a bad culture.

You can't.

And if you answer no to any of these questions,

Your best bet is to keep looking.

Agree?

---

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Image credit: Adam Grant

If you want to be a great leader,

Avoid these mistakes:

❌ Don't expect blind loyalty
✅ Do create independent thinkers

❌ Don't become the bottleneck
✅ Do delegate authority, not just tasks

❌ Don't always play the hero
✅ Do lift others into the spotlight

❌ Don't reward obedience
✅ Do reward initiative and growth

❌ Don't keep feedback top-down only
✅ Do invite feedback in all directions

❌ Don't keep people stuck in one role
✅ Do invest in their long-term development

❌ Don't create a culture of fear
✅ Do create a culture of trust and safety

❌ Don't build a team that needs you
✅ Do build a team that leads without you


The best leaders don't look for followers,

They look to empower more leaders.

Agree?

---

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If your team can't act without your approval,

You're not a leader, you're a liability.

10 ways to empower instead:

1) Set clear expectations upfront, then step back
2) Delegate outcomes, not just tasks
3) Let others make decisions, even if they're different from yours
4) Stop solving problems they didn't ask you to solve
5) Ask for progress updates when needed, not constantly
6) Say “You've got this“ and mean it
7) Define what success looks like, not how to get there
8) Allow space for mistakes - and learning
9) Avoid hovering in meetings or message threads
10) Ask “What do you think?“ more than you give answers

If you've hired capable people, let them be capable.

Step back so they can step up.

Trust is a force multiplier.

Micromanagement is a bottleneck.

Don't be your team's liability,
When you should be its leader.

Agree?

---

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People don't quit jobs.

They quit:

1) Bad leaders
2) Toxic workplace culture
3) Poor compensation
4) Inconsistent treatment
5) Bad communication
6) No recognition
7) Absence of autonomy
8) Bureaucracy
9) Lack of work-life balance
10) Inadequate resources
11) Limited job security
12) Few growth opportunities
13) No obvious mission
14) Unclear job description
15) Unreasonable workload

But the good news:

These are all fixable.

Use this sheet to tackle these common reasons for quitting,

So you can keep your best employees,

And thrive as an organization.

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8 visuals that will transform your perspective,

And boost your success.

All by the awesome GoLimitless (worth a follow on Instagram)

1) Work is part of life - it's not the reverse
↳Don't let work dominate everything or define who you are
↳Life is the full picture - and work is just a part of it

2) Confidence speaks in whispers, ego in shouts
↳We all know the person who tries to let everyone know how great they are
↳The truly confident - and competent - people are subtler

3) Progress beats perfection
↳Discipline isn't about putting out a perfect effort every day
↳It's about continuing to show up even when you're feeling far from perfect

4) Keep looking forward
↳The past can be a great teacher, and shouldn't be ignored
↳But make it just a small part of where you focus - devote most of your attention to moving forward

5) Stay focused on your own progress
↳It's true that comparison is the thief of joy
↳And it's also true that it's the thief of success - those who stay focused on their own path go farther

6) Think and talk about who you want to BE
↳If you want to make changes, don't focus on what you want to DO
↳Focus instead on who you want to BE - and align your actions accordingly

7) Train your focus like any other muscle
↳Being more connected than ever before means having more distractions than ever before
↳Work to strengthen your focus muscle deliberately each day - it'll become your superpower

8) Zoom out
↳Bad days have a way of making us feel like everything is going wrong
↳Take a step back and recognize they're just blips in a much bigger picture


I'd love to read in the comments:

Which of these resonated most today?

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8 visuals that will boost your career,

By transforming your mindset:

All by Janis Ozolins (worth a follow).

1) What you do is what matters...
↳Thinking, talking, and believing are easy
↳Action is hard - but it's what ultimately moves the needle

2) ...And it never needs to be perfect 
↳Action is effective even if it's imperfect
↳And it's one of the best killers of doubt and anxiety

3) A growth mindset will make you unstoppable
↳A fixed mindset limits your opportunities and variety of experiences
↳A growth mindset removes your limits and lets you thrive

4) In planning, less really is more...
↳We often significantly underestimate how long things will take
↳Prioritize just your “must-dos“ and focus on them deeply

5) ...Because we can never fully predict what will happen
↳The reason things take longer than expected is because they never go exactly as planned
↳Unexpected surprises are inevitable, but your adaptability can make them opportunities, rather than obstacles

6) The smartest people know that there's plenty they don't know
↳Asking questions is a sign of wisdom, not ignorance
↳Only those with egos or insecurities think they have all the answers

7) Success takes time
↳Every “overnight success“ is backed by tons of unseen toil
↳Your ability to keep going through the hard parts will set you apart

8) You have full control over whether you fail long-term
↳Every failure is temporary if you learn from it and keep going
↳It's only permanent if you choose to make it so


I would love to know in the comments:

Which image resonates most?

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EQ beats IQ in hiring and promotions.

But can you learn it?

A CareerBuilder study found that 71% of employers “value emotional intelligence in an employee more than IQ.“

And 75% say they're more likely to promote a high EQ employee.

That's great if you've got it.

But if you don't?

Or you want to get better to stand out?

Thankfully, research shows you CAN increase your EQ with intentional practice and training.

So what are you waiting for?!

Here are 16 do's and don'ts to strengthen your emotional intelligence:

Active Listening
Do: Be able to restate someone's point so they say “Yes, exactly!“
Don't: Be so caught up in your response that you forget to listen

Empathy
Do: Seek to understand how a person is really feeling
Don't: Make assumptions or try to make it about you

Self-Awareness
Do: Understand how your actions are perceived by others
Don't: Be arrogant, selfish, or think you're above critique

Emotional Awareness
Do: Pay attention to others' reactions, body language, and mood
Don't: Fail to adjust based on explicit or implicit feedback

Feedback
Do: Give direct, honest feedback
Don't: Think you're being nice by keeping people in the dark

Input
Do: Ask often how you can do and be better
Don't: Neglect acting on it transparently

Motivation
Do: Show initiative, finding strength within yourself
Don't: Need constant hand holding or external validation

Collaboration
Do: Work well with others, sharing info, ideas, and credit
Don't: Fail to see their needs, inputs, and desires

Diplomacy
Do: Find common ground and lead with mutual respect
Don't: Use harsh or insensitive language

Mindfulness
Do: Take actions to improve, like breathing or meditation
Don't: Think the mind is fixed

Appreciation
Do: Recognize great work and say thank you often
Don't: Withhold credit or try to take it for yourself

Adaptability
Do: Change your approach when circumstances change
Don't: Stubbornly stick to your ways, ignoring others

Conflict Resolution
Do: Lean into conflict, looking for a peaceful path forward
Don't: Shy away from difficult situations

Influence
Do: Understand others' motivations and desires first
Don't: Try to dictate or coerce

Emotional Control
Do: Maintain composure and take a step back in charged situations
Don't: Get defensive and make hot-headed outbursts

Socialability
Do: Take an interest in others and ask them questions
Don't: Blame others for awkwardness - engage with them


Master these, and you'll become invaluable in the workplace.

Any I'm missing?

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12 habits that make people want to work with you:


1. Closing the Loop
↳Reliability isn't about perfection - it's about follow-through
↳A quick "Got it, I'll reply by Thursday" goes a long way

2. Showing Up Prepared
↳Trust builds fast when you know the context
↳Read the doc and open the call with a clear point of view

3. Giving Clear Options
↳People want help deciding, not more to think about
↳Share 2 paths and say which one you recommend

4. Respecting Time
↳How you handle time signals how you value people
↳Start on time, end with next steps

5. Being Honest About Capacity
↳Clarity beats optimism every time
↳Say "I can do X by Friday" instead of "I'll try"

6. Listening Actively
↳Feeling heard changes the whole dynamic
↳Take notes and reflect them back in writing

7. Giving Credit Publicly
↳Recognition multiplies goodwill
↳Praise people in the group thread, not just 1:1

8. Being Calm and Direct
↳Avoidance creates more tension than truth
↳Address issues early, without heat

9. Keeping Your Word
↳Reputation is built quietly, over time
↳Deliver when you said you would - or flag early

10. Showing Progress
↳Momentum reduces anxiety
↳Share a simple "Here's what moved this week" update

11. Following Up Thoughtfully
↳The work isn't done when the task ends
↳Ask: "Did this land the way you expected?"

12. Leaving People Better
↳People remember how it felt to work with you
↳Aim to leave them clearer, calmer, or more confident


None of this is flashy.

But it's why people come back.

Which habit do you see missing most often?

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You can't avoid difficult people,

But you CAN learn to handle them:

Some people test your patience.

Others test your professionalism.

These 16 do's and don'ts will let you stay calm, clear, and in control -

Without losing yourself in the process:

1. When they're being aggressive
↳Do: Hold firm and say, “I'm willing to talk when this is respectful“
↳Don't: Escalate or tolerate abuse

2. When someone interrupts you
↳Do: Say, “Let me finish my thought - then I want to hear your take“
↳Don't: Talk over them or shut down

3. When it gets personal
↳Do: Say, “Let's stay focused on the problem, not personal stuff“
↳Don't: Take the bait or retaliate

4. When criticism feels harsh
↳Do: Look for the useful piece or the best possible interpretation
↳Don't: Get defensive or shut down

5. When they won't listen
↳Do: Ask questions and seek understanding
↳Don't: Lecture or steamroll

6. When they push a bad idea
↳Do: Ask, “What's the best next step we can agree on?“
↳Don't: Keep arguing just to win

7. When it's going in circles
↳Do: Say, “Let's pause and revisit when we're ready“
↳Don't: Keep pushing through unproductive tension

8. When they disagree strongly
↳Do: Acknowledge their view and find common ground
↳Don't: Try to force instant agreement

9. When you need to set a boundary
↳Do: Be clear, direct, and respectful
↳Don't: Hint, avoid, or explode

10. When they're thinking illogically
↳Do: Ask, “What evidence supports that?“
↳Don't: Let emotion override reason

11. When you're triggered
↳Do: Take a breath and pause before you speak
↳Don't: Let it leak into your tone or words

12. When someone avoids the issue
↳Do: Raise it directly but gently
↳Don't: Hope it just goes away

13. When there's tension but no talk
↳Do: Invite a calm, open conversation
↳Don't: Ignore the elephant in the room

14. When feedback is needed
↳Do: Be honest and specific, not personal
↳Don't: Sugarcoat or criticize vaguely

15. When your values are crossed
↳Do: Stand firm with grace
↳Don't: Compromise your integrity to avoid conflict

16. When there's resistance
↳Do: Ask, “What concerns are holding us back?“
↳Don't: Bulldoze or dismiss hesitation

You don't have to match their energy.

You just have to manage your own.

Any other tips you'd add?

---

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Success starts with self-awareness.

You can't grow without it.

Here are 7 ways to strengthen yours:

1. Reflect daily
↳Each day, take 5 minutes to reflect on your behavior, decisions, and interactions.
↳This helps you recognize patterns and areas where you may want to improve.

2. Seek feedback
↳Ask trusted friends or colleagues for feedback on how they perceive your behavior and habits.
↳Others often see things that you might not notice yourself.

3. Observe emotional triggers
↳Take note of situations that cause strong emotional reactions in you.
↳Understanding your triggers gives valuable insight.

4. Practice mindfulness
↳Engage in daily mindfulness practices like meditation or deep breathing.
↳This'll help you better tune in to your thoughts and feelings.

5. Note your strengths and weaknesses
↳Pay attention to your core strengths and areas for improvement.
↳Acknowledge where you excel and where you struggle.

6. Understand your values and beliefs
↳Spend time clarifying your core values and beliefs.
↳Knowing what truly matters to you can help guide your actions and decisions.

7. Take personality assessments
↳Formal personality or strengths assessments provide insights into your personality traits.
↳Having those will help you better understand how you approach things.


No amount of learning, reading, or training will help you succeed if you can't first understand yourself.

Start with self-awareness, and self-development will follow.

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11 traits that set top performers apart,

And how you can master them too:

1) Act First
↳Most people: Wait for instructions or permission
↳Top performers: Anticipate needs and move first
↳How: “I went ahead and drafted a version we can review“

2) Work Smart
↳Most people: Stay busy, doing things the long or wrong way
↳Top performers: Focus on doing things the best way, not just the first way
↳How: “Is this the best way to do this? Or can we rethink it?“

3) Own Results
↳Most people: Point fingers when things go wrong
↳Top performers: Take responsibility and focus on solutions
↳How: “That didn't land like I hoped - here's how I'll fix it“

4) Say No
↳Most people: Say yes to everything, fearing conflict
↳Top performers: Protect priorities by saying no when needed
↳How: “I'm at capacity right now - can we revisit this later?“

5) Early Feedback
↳Most people: Avoid feedback until it's too late
↳Top performers: Ask for it early and apply it quickly
↳How: “Anything I can improve on this before I continue?“

6) Lift Others
↳Most people: Focus only on personal wins
↳Top performers: Share knowledge, build trust, and elevate the team
↳How: “Here's a shortcut I learned - thought it might help you too“

7) Limit Responses
↳Most people: Reply instantly and mistake activity for productivity
↳Top performers: Protect focus and respond intentionally
↳How: “I'll review this and get back to you by 3 p.m.“

8) Avoid Drama
↳Most people: Get pulled into gossip and emotional noise
↳Top performers: Stay above it, focusing on outcomes
↳How: “I'm not sure I have enough context - I'll stay out of this“

9) Take Risks
↳Most people: Stay safe to avoid judgment or failure
↳Top performers: Push into discomfort and learn quickly
↳How: “I've never done this before, but I'm open to trying“

10) Stay Balanced
↳Most people: Push until depleted, equating effort with results
↳Top performers: Prioritize recovery for long-term performance
↳How: “I'm going to sign off early tonight to stay sharp tomorrow“

11) Reflect Often
↳Most people: Move task to task without learning
↳Top performers: Pause to extract lessons from wins and failures
↳How: “What worked? What would I do differently next time?“

Top performers work differently.

Not by magic.

Not by putting in 100-hour weeks.

But by making smarter moves every day.

Which of these are you currently working on?

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If you want to accomplish big things -

Start with simple daily habits:

James Clear shows us how to do this in his book Atomic Habits.

If you haven't read it, I highly recommend it.

But if you can't right now
Or you just need a refresher,
Or you want a guide to accompany reading it,

This infographic breaks down the key points.

Learn how to create:
↳Easy steps
↳That are simple to execute
↳And deliver real impact

With systems and the power of compounding,

You can remove bad habits from your life,

Create positive ones,

And monumentally change your life.

Start creating these habits now -
You'll be thanking yourself in 6 months.

Happy New Year!

What's a habit you're working on currently?

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13 phrases to ask for what you want,

Without sounding pushy:

Most requests don't fail because the need is wrong.

They fail because the phrasing creates resistance.

Here are 13 phrases you can borrow:

1. "To move this forward, I need..."
↳Leads with progress, not pressure

2. "What would help most right now is..."
↳Frames the ask as problem-solving

3. "Can we align on a decision by this date?"
↳Time-bound, neutral, and specific

4. "My role here is to..."
↳Establishes legitimacy before the ask

5. "The constraint I'm working around is..."
↳Context reduces resistance

6. "I'd like to propose a default..."
↳Signals ownership without forcing agreement

7. "Does this scope work on your end?"
↳Invites collaboration, not compliance

8. "I don't need a full deep dive - just..."
↳Lowers perceived effort

9. "What I'm optimizing for is..."
↳Makes your intent visible and rational

10. "Can you sanity-check this?"
↳Requests help, not authority

11. "What would make this easier to say yes to?"
↳Surfaces objections early

12. "I'm planning to proceed with X unless..."
↳Creates momentum without threat

13. "I know this takes time - thank you"
↳Acknowledges effort without guilt-tripping


Strong asks aren't louder.
They're clearer.

Which phrase do you think more people should use?

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The smartest move if you're in a toxic workplace:


Get out.

We tend to justify bad environments.

Or convince ourselves they'll improve.

But here's the truth:

Toxic workplaces almost never become healthy ones,
And they slowly damage the people inside them.

Don't trade your mental or physical health,

Or stall your growth just to stay put.

Careers are too short
To remain stuck in toxic environments.

If you're dealing with:
↳Bullying or intimidation
↳No real work life balance
↳Constant micromanaging
↳Office politics and backstabbing
↳Playing favorites
↳Or unfair pay or advancement

Put your well being first,

And move forward.

That doesn't make you weak or disloyal.

It means you understand your value.

And honestly, it will probably help your career, too.

Have you worked in a toxic culture?

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If you want to earn real respect as a leader:

Don't control people. Support them.

It runs against what many first-time leaders expect,
But loyalty isn't created through authority or demands.

Trust and respect are built when your team feels prioritized,
Not managed from above.

When that happens, you naturally:
↳See stronger performance
↳Lose fewer good people
↳Build deeper engagement

Here's what servant leadership looks like in practice:

1. Create Space for Others
↳Give people room to step up and grow
↳Action: Let a team member lead the client conversation

2. Remove Friction
↳Take obstacles off your team's plate
↳Action: Step in on problems they can't resolve alone

3. Invite Perspectives
↳Make input welcome at every level
↳Action: Run a session where every idea is heard

4. Give Credit Out Loud
↳Make appreciation visible, not private
↳Action: Call out wins in team-wide meetings

5. Empower Ownership
↳Allow people to shape their goals
↳Action: Ask "What do you want to develop this year?"

6. Listen Before Responding
↳Focus on understanding, not defending
↳Action: Repeat their point back before sharing yours

7. Lead by Example
↳Demonstrate healthy boundaries through actions
↳Action: Don't send late-night emails

8. Grow Your People
↳Actively support professional development
↳Action: Assign stretch work aligned with their interests

9. Stay Approachable
↳Lower the barrier to reach you
↳Action: Keep your calendar or door open

10. Extend Trust Early
↳Believe in people before they earn it
↳Action: Encourage new hires to take smart risks

11. Recognize Progress
↳Value improvement, not just results
↳Action: Acknowledge learning, not only wins

12. Keep Your Word
↳Reliability builds credibility
↳Action: Follow through on every commitment


Servant leadership isn't soft.

Setting ego aside and putting others first requires real discipline and confidence.

And the return is enormous.

Have you worked for a leader like this?

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15 mindsets every high performer has,

And anyone can learn:

1. Ownership: "The result is on me"
↳They skip excuses and finger-pointing - they take charge and repair what's broken

2. Growth: "Effort makes me better"
↳They see ability as built over time and treat mistakes as training, not proof of failure

3. Perspective: "Work has limits"
↳They know when to step back, protect their health, and keep ambition aligned with life

4. Humility: "I don't have it all figured out"
↳They stay open to input, invite correction, and own their missteps quickly

5. Resourcefulness: "I'll find a way"
↳They don't stall waiting for clarity - they test, adjust, and move forward

6. Boldness: "I play bigger than fear"
↳They take calculated chances, speak up early, and act without waiting for approval

7. Gratitude: "I notice what's already here"
↳They stay grounded by valuing what they have while still pushing for more

8. Discipline: "Consistency beats mood"
↳They keep their commitments even when energy or motivation dips

9. Resilience: "I bounce back"
↳They recover quickly from setbacks and continue when others stop

10. Focus: "I protect attention"
↳They defend their calendar and energy, choosing real work over constant noise

11. Initiative: "I act without being told to"
↳They see gaps and close them before someone has to ask

12. Future Focus: "I think long-term"
↳They resist short-term comfort and invest now for later payoff

13. Adaptability: "I respond fast"
↳They release rigid plans and adjust smoothly as conditions change

14. Curiosity: "I stay inquisitive"
↳They avoid assumptions, keep learning, and ask better questions over time

15. Abundance: "Success isn't scarce"
↳They support others openly, trusting that generosity creates more opportunity


You don't need to lock in all 15 right away.

Even top performers drift on some of these now and then.

Start with one or two.

Work on them daily.

Over time, the mindset stacks - and results follow.

Which one feels strongest for you right now?

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12 signs you might have a toxic manager:


1. They blame you for everything
↳When something goes wrong, they point at you instead of looking at the real cause

2. They take credit for your work
↳Your ideas and effort get shared as if they were theirs

3. They talk down to you
↳They use sarcasm, jokes, or a tone that makes you feel small

4. They change the rules mid-game
↳Expectations shift without warning, and you're blamed for not keeping up

5. They play favorites
↳Some people get chances and grace while others never do

6. They don't really listen
↳They ask for your thoughts, but decisions are already made

7. They manage with fear
↳They use threats, guilt, or job pressure to get compliance

8. They rarely say thank you
↳Hard work is expected, but appreciation almost never shows up

9. They give unclear feedback
↳You're told to do better without being told what to change

10. They ignore boundaries
↳They message after hours and act like your time isn't yours

11. They treat everything like an emergency
↳Constant urgency creates stress and confusion, not results

12. You feel worse after talking to them
↳Conversations leave you drained, anxious, or doubting yourself


A good manager doesn't have to be perfect.

But they should make work clearer - 
Not heavier.

If you're reading this and nodding along, trust that signal.

Which of these do you think is most harmful?

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Remote work is STILL surrounded by office-era myths.

Here's the truth:

Remote work isn't misunderstood because people lack data -
It's because they confuse visibility with value.

Here's what actually happens:

1. Start Times
↳Assumption: Working remotely means slower mornings
↳Reality: Many begin earlier because the day is not taxed by commuting

2. Energy and Effort
↳Assumption: Home work reduces intensity
↳Reality: Fewer interruptions allow deeper, longer focus blocks

3. Daily Structure
↳Assumption: There is no real routine
↳Reality: Strong performers design habits that make work easier and days steadier

4. Recovery
↳Assumption: Breaks turn into distractions
↳Reality: Short, intentional pauses protect energy and output

5. Actual Output
↳Assumption: Productivity declines outside the office
↳Reality: Time once spent traveling gets reinvested into meaningful work

6. Ownership
↳Assumption: Without supervision, standards slip
↳Reality: Results become the only thing that matters

7. Meetings
↳Assumption: Remote workers avoid collaboration
↳Reality: They cut unnecessary meetings and improve the ones that remain


Remote work doesn't remove accountability.
It removes performative presence.

And that difference makes people uncomfortable.

Which assumption do you still see shaping leadership decisions?

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8 visuals that will change your mindset:


Credit to Victor Grandchamp for these powerful illustrations.

1. The path is never clean
↳Problems, doubt, fear, and difficulty are part of the route
↳Messy progress is still progress

2. Growth starts with humility
↳Thinking you know everything keeps you small
↳Real growth begins when you admit there is more to learn

3. Collaboration beats competition
↳Racing others limits how far you can go
↳Building together helps everyone reach higher

4. Consistency compounds
↳Small, imperfect steps add up over time
↳You do not need intensity - you need continuity

5. Active learning changes direction
↳Passive learning keeps you circling
↳Building something moves you forward

6. Failure is feedback
↳Struggling means you are in the process
↳Each attempt adds to what you know

7. Comfort and growth do not share space
↳Comfort keeps the view small
↳Growth starts when you open the window

8. Fun sustains success
↳Grinding without joy leads to burnout
↳Enjoying the work is what keeps you going long enough to win


Which of these resonated most?

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11 things you should NEVER say during an interview -

Plus what TO say instead:

Interviews create real pressure.

Often you get just 20 minutes to:
↳Demonstrate your impact
↳Show authentic motivation
↳And confirm you're the right match

One weak response can send the wrong message.

Use this graphic to dodge common mistakes,
And walk away with a strong final impression:

1) Avoid: "I don't have questions right now"
↳Why: It can signal low interest or lack of prep
↳Say this instead: "How do you define success in this role during the first 90 days?"

2) Avoid: "I'll accept whatever position is available"
↳Why: It sounds unfocused rather than flexible
↳Say this instead: "I'm excited to use my strengths in XYZ, and this role aligns well"

3) Avoid: "My previous boss was terrible"
↳Why: Criticizing others raises concerns
↳Say this instead: "That experience taught me a lot - especially about X - and now I'm seeking a role better aligned with my goals"

4) Avoid: "I haven't researched the company much"
↳Why: It shows minimal effort and weak enthusiasm
↳Say this instead: "I read about your work on X and found it impressive - could you tell me more?"

5) Avoid: "How much does this pay?"
↳Why: It's valid to ask, but framing matters
↳Say this instead: "I'm very interested in the role - would you be open to sharing the compensation range?"

6) Avoid: "I don't really have weaknesses"
↳Why: It comes off as unaware or overconfident
↳Say this instead: "One skill I've been actively improving is X, and I've taken steps like Y to strengthen it"

7) Avoid: "I'm bad at managing time"
↳Why: Weaknesses need solutions attached
↳Say this instead: "Time management was an area I focused on improving, and I now use X and Y to stay organized"

8) Avoid: "I know I'm missing some qualifications, but..."
↳Why: It undercuts your own value
↳Say this instead: "I'm energized by the challenge and confident my experience in X will add value"

9) Avoid: "I was fired"
↳Why: Without context, assumptions happen
↳Say this instead: "That role ended unexpectedly, and I used the transition to develop stronger skills in X"

10) Avoid: "I haven't really thought about my career path"
↳Why: Employers look for growth mindset
↳Say this instead: "My focus now is excelling in this role, with the long-term goal of growing in X direction"

11) Avoid: "How soon can I get promoted?"
↳Why: Rushed ambition can be a warning sign
↳Say this instead: "How does career progression typically work here, and how are employees supported?"


One poor answer can outweigh many strong ones.

Skip these traps, and let your abilities speak clearly.

I'm curious - what's the best interview advice you've ever received?

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Do you ever feel behind or overwhelmed at work?

Here's how to keep it from piling up:

Most people are not overloaded.
They are under-structured.

The difference between always catching up and always being ahead is rarely effort.

It's a small set of habits that few ever build.

If you feel behind more often than you want to admit -

Try these 12 habits:

1. Clear priorities
↳Know what matters today before the day starts
↳Write the 3 outcomes that would make today a win before opening email

2. Default planning
↳Plan once so you don't need to decide all day
↳Block tomorrow morning for 10 minutes and sketch the day

3. Fewer goals
↳Resist turning everything into a priority
↳Limit big weekly goals to 3 no matter how tempting a 4th feels

4. Early starts
↳Begin before the noise begins
↳Start the hardest task before Slack wakes up

5. Tight loops
↳Shorten the time between work and feedback
↳Share a rough draft at 70 percent instead of polishing alone

6. Calendar ownership
↳Treat the calendar like a strategy tool
↳Schedule focus time the same way you schedule meetings

7. Visible progress
↳Create some movement even on slow days
↳End each day by listing what moved forward not what stayed open

8. Hard stops
↳Use constraints to force clarity
↳Decide in advance when you will stop working and honor it

9. Clean inputs
↳Control what gets your attention
↳Turn off all non-human notifications for one week

10. Fast decisions
↳Decide with enough information not perfect information
↳If a decision is reversible decide in under 10 minutes

11. Regular resets
↳Don't let small messes compound
↳Review your tasks weekly and delete or defer at least 5

12. Energy tracking
↳Plan work around energy not time
↳Notice when you feel sharp for a week and protect that window


Sometimes the workload truly is too much,

But many times it's how the workload is handled that makes you feel behind.

Which of these habits would you recommend to someone who feels overwhelmed?

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Leadership isn't defined by personality.

It's these 12 choices:

1. Clarity over complexity
↳Make the work easier to execute, not harder to explain

2. Responsibility over excuses
↳Own outcomes - even when variables exist

3. Standards over comfort
↳Raise the bar before the room asks you to

4. Listening over reacting
↳Pause long enough to actually hear the signal

5. Decisiveness over consensus
↳Gather input - then decide

6. Candor over harmony
↳Tell the truth early, not politely late

7. Long-term over short-term
↳Optimize for trust, not quick gain

8. Coaching over controlling
↳Build capability instead of dependency

9. Focus over busyness
↳Fewer priorities, ruthlessly protected

10. Composure over volatility
↳Your nervous system sets the pace

11. Learning over defending
↳Curiosity beats ego every time

12. Service over status
↳Power is a responsibility, not a reward


None of these are dramatic.

That's the point.

Leadership is decided in the ordinary moments you repeat.

Which of these feels most uncomfortable right now?

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8 ways to disagree with your boss,

Without getting fired:

Not by staying quiet.
By choosing better language.

1) Validate, then redirect
↳Show you understand before you propose a change
↳"I hear what you're saying about X - what if we tried Y instead?"

2) Ask questions instead of making statements
↳Questions invite collaboration - statements invite resistance
↳"Have you considered X?" instead of "That won't work"

3) Lead with data, not opinion
↳Evidence shifts the conversation from personal to practical
↳"Last time we tried this, engagement dropped 30%, should we account for that?"

4) Anchor your pushback to the shared goal
↳Make it clear you're protecting what they care about
↳"If speed is the priority, this might slow us down"

5) Offer an alternative, not just a concern
↳People trust critics who help move things forward
↳"Want me to draft another option?"

6) Name the tradeoff, not the mistake
↳This keeps the conversation neutral and strategic
↳"This helps short-term, but creates risk long-term"

7) Choose the right moment
↳Timing matters as much as wording
↳Save hard pushback for private, not public meetings

8) Build a reputation for solutions
↳Influence compounds when you're consistently helpful
↳Bring fixes often enough that your objections carry weight


P.S. This is my first real video post!

More of these? Stick to the infographics? Welcome all feedback in the comments.

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Can't take a vacation without your phone blowing up?

You haven't mastered delegation:

Most leaders think they delegate.

In reality, they just dump tasks without the authority, context, or support needed for success.

12 delegation techniques that actually work:

1) Match the task to the person
↳Ask: "Who would benefit most from this challenge?"

2) Transfer authority, not just responsibility
↳Be explicit: "You own this now, you can make these decisions without me"

3) Define the outcome, not the process
↳Focus on: "Here's what we need to achieve" instead of "Here's how to do it"

4) Explain the why behind the what
↳Share: "Here's how this connects to our team's larger goals..."

5) Set clear boundaries
↳Be specific: "You have $2000 and 3 weeks - quality cannot be compromised"

6) Create checkpoints, not checkups
↳Try: "Let's review progress on Friday" not "How's it going?" three times daily

7) Accept imperfect execution
↳Practice: Let them complete it their way unless it's truly off track, not just different from yours

8) Build a delegation ladder
↳Think: "What slightly bigger challenge could they handle next?"

9) Provide a safety net, not a safety harness
↳Offer: "I'm here if you get stuck, but I trust you to figure this out"

10) Debrief the learning, not just the result
↳Ask: "What did you learn that will help you tackle bigger challenges?"

11) Document decisions and give credit publicly
↳Share: "Sarah made the call to pivot our approach, and it paid off"

12) Resist the urge to reverse-delegate
↳Respond with: "What do you think we should do?" not "I'll handle it from here"


True delegation isn't about clearing your plate.

It's about developing your people while creating space for the strategic work only you can do.

The most productive leaders I know don't do more.

They delegate better.

What specific task do you want to fully delegate?

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