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?

---

♻ Repost to help others in your network avoid taking the wrong job.

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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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Many fear that disagreeing means picking a fight.

But it doesn't have to:

Say the wrong thing in a disagreement and people remember it for years. 
Say the right thing, and they trust you more for speaking up.

These 11 phrases let you push back without pushing people away,

Try one the next time you disagree:

1. "Help me understand your thinking here"
↳This buys you time and shows respect before you challenge anything

2. "I see it differently, and here's why"
↳It's direct without being combative - you're not attacking their view, you're adding yours

3. "I want to make sure I'm not missing context"
↳It frames your disagreement as a fact-finding step, not a challenge to their judgment

4. "I agree with part of this, but I'm stuck on..."
↳Naming what you agree with lowers defenses before you raise the concern

5. "Can we slow down on this part?"
↳It signals you're not dismissing the idea, just want to think it through together

6. "That's one way to look at it - here's another"
↳It validates their view while still making room for yours

7. "I want to push back, and I want to do it respectfully"
↳Saying it out loud sets the tone before you even get to the disagreement

8. "What would it take to change your mind?"
↳This shifts the conversation from who's right to what's true

9. "I hear you - I still see it differently"
↳Short and clear - it shows you listened without giving up your position

10. "Let's pressure test this together"
↳It reframes disagreement as teamwork, not conflict

11. "I'm not saying you're wrong, but here's my concern"
↳Leading with humility makes people more likely to actually hear you


The goal isn't to avoid disagreement. 
It's to disagree in a way that keeps the relationship intact.

Which of these would you reach for first in a disagreement?

---

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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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12 signs your manager truly supports you -

A leader like this is hard to find:

1. They give you the spotlight
↳In meetings, they say "The idea came from...," rather than taking the credit

2. They speak up when you're treated unfairly
↳If someone criticizes your work without context, they correct the record

3. They push for your promotion
↳In private conversations, they make sure your name comes up in growth discussions

4. They absorb the pressure
↳When a client is unhappy, they own the issue rather than blaming the team

5. They protect your capacity
↳They tell people "They're fully booked right now" rather than quietly adding more work

6. They filter out bad work
↳They reject projects that won't grow you or make use of your strengths

7. They raise your visibility
↳They nominate you for awards, stretch opportunities, or prominent work

8. They give it to you straight
↳They pair encouragement with direct feedback on what will help you improve

9. They back your ideas
↳When you propose something new, they say "Try it - I'll take the risk with you"

10. They respect your boundaries
↳They say "They're unavailable on weekends" rather than expecting constant access

11. They hear you - then respond
↳You say you want more client exposure, and before long, you're assigned to one

12. They show they care
↳When life gets hard, they say "Take the time you need - we'll work it out"


If you have a manager like this, don't take them for granted.

They can change the whole course of your career.

Which other signs would you include?

---

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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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12 actions that separate bad and good managers.

And how to be better:

I started the Better Bosses Cohort to address the challenges more than 400 managers told me about in my DMs:
↳Holding people accountable without being a jerk
↳Delegating without micromanaging
↳Motivating people with different desires
↳Managing up
↳And so many more

We're kicking off on Sept. 14, and just five seats remain:
https://lnkd.in/dpmS7Q9c

For 8 weeks, we'll have:
↳Full group training
↳Small group problem-solving
↳1:1 coaching
↳And a private Slack community with other great managers

We'll tackle a new management challenge each week,
Receive a framework you can use the next morning,
And then work live on actual situations members bring.

Don't miss your chance to join this awesome community:
https://lnkd.in/dpmS7Q9c

Now here's what distinguishes bad managers from good:

1. Feedback
↳Bad managers: Save up a year of criticism and dump it all during annual reviews
↳Good managers: Give timely, specific feedbck as things happen

2. Recognition
↳Bad managers: Rarely acknowledge good work
↳Good managers: Recognize people publicly for meaningful contributions

3. Trust
↳Bad managers: Redo employees' work instead of coaching them
↳Good managers: Give employees stretch assignments and trust them to deliver

4. Accountability
↳Bad managers: Blame employees when something goes wrong
↳Good managers: Say, "That's on me, here's how we're going to fix it"

5. Emotional Intelligence
↳Bad managers: Say "Keep your personal problms outside of work"
↳Good managers: Notice when someone seems off and privately ask about it

6. Coaching
↳Bad managers: Focus only on today's output and ignore employees' long-term growth
↳Good managers: Build development plans around each employee's goals

7. Delegation
↳Bad managers: Pile more work onto top performers while allowing others to coast
↳Good managers: Match responsibilties to strengths and say, "I trust you to own this"

8. Balance
↳Bad managers: Email at 11 p.m. and expect employees to respond right away
↳Good managers: Say "This can wait until Monday, log off and enjoy your weekend"

9. Model
↳Bad managers: Expect long hours from everyone else while regularly leaving early
↳Good managers: Hold themselves to the same standards they expect from their team

10. Adaptability
↳Bad managers: Say "We've always done it this way"
↳Good managers: Take employees seriously when they suggest a better way

11. Emotional Stability
↳Bad managers: Yell, spiral, or dump their stress onto the team
↳Good managers: Remain calm and focused on solutions when things go wrong

12. Problem-Solving
↳Bad managers: Spend more time assigning blame than solving the problem
↳Good managers: Say "This isn't working, let's figure out a better way"

Any differences you would add?

---
♻️ Repost to help empower more great managers.

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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?

---

♻️ Repost to share these visuals with your network.

Want to get a promotion?

12 things your manager may not tell you:

1. Get Noticed
↳Strong work means little if the right people never see it
↳Action: Track your wins and bring them up with your manager in 1:1s

2. Fix Problems
↳Don't just complete assigned tasks, help solve the bigger blockers too
↳Action: When someone brings up an issue, offer to help work through it

3. Act Bigger
↳Prove you can carry more before the title arrives
↳Action: Volunteer for work that stretches beyond your formal role

4. Manage Perception
↳How people see you can matter as much as what you deliver
↳Action: Ask peers and managers for feedback so you understand your reputation

5. Build Relationships
↳Trust creates access and opens up new chances
↳Action: Create rapport with leaders through honest conversations

6. Choose Strategically
↳The projects you take on can change everything
↳Action: Ask which priorities connect most directly to company goals

7. Support Your Boss
↳When your manager wins, it can create momentum for you too
↳Action: Notice what they need and offer help before being asked

8. Make the Ask
↳You're much more likely to move up when you say what you want
↳Action: Measure your impact and ask after you've proven your value

9. Speak Up
↳Staying quiet can look like you lack initiative
↳Action: Enter meetings prepared to add at least one useful point

10. Build Your EQ
↳People skills become more important the higher you go
↳Action: Take training that improves leadership and communication

11. Back Yourself
↳At times, leaving is the quickest path forward
↳Action: Keep your LinkedIn current even when you aren't actively searching

12. Study People Ahead
↳You grow faster when you learn from those already one step up
↳Action: Ask coworkers who recently got promoted what helped them move forward


You might not like it,

But this is the truth:

Keeping your head down and "just working hard" usually will not be enough to earn the promotion.

Use this list to check whether you're positioning yourself for the role you actually want.

What else belongs on this list?

---

♻️ Repost so more people can grow their careers.

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Some coworkers make everything harder.

Usually in these small ways:

Avoid these habits that make other people feel confused, blocked, or on edge.

Here are the subtle ones to watch for:

1. Slow Replies
↳The habit: Leaving people guessing for days with no word back
↳Why it hurts: Silence makes simple work feel heavier than it needs to be
↳A better move: A quick "Got it, I'll have this by Thursday" keeps things moving

2. Vague Updates
↳The habit: Saying "working on it" with no real detail
↳Why it hurts: People can't plan around fog
↳A better move: Sharing what's done, what's stuck, and what's next

3. Last-Minute Flags
↳The habit: Waiting until the deadline to raise a problem
↳Why it hurts: Late surprises feel like avoidable stress
↳A better move: Flagging risks early, even before the answer is clear

4. Defensive Replies
↳The habit: Treating every question like criticism
↳Why it hurts: People stop bringing useful feedback
↳A better move: Starting with "That's fair, let me look at it"

5. Hidden Context
↳The habit: Making decisions without explaining the why
↳Why it hurts: People feel left out or worked around
↳A better move: Sharing the reason, the tradeoff, and the next step

6. Moving Targets
↳The habit: Changing direction without naming the change
↳Why it hurts: People feel like the rules keep shifting
↳A better move: Saying "This changed because..." before asking for new work

7. Meeting Drift
↳The habit: Turning quick meetings into open-ended debates
↳Why it hurts: People start protecting their calendars
↳A better move: Naming the decision needed before the meeting starts

8. Public Corrections
↳The habit: Fixing people in front of a group when it can wait
↳Why it hurts: It creates caution instead of trust
↳A better move: Clarifying privately unless the whole room needs it

9. Constant Urgency
↳The habit: Making everything sound like a fire
↳Why it hurts: People stop knowing what truly matters
↳A better move: Separating urgent, important, and nice to have

10. Half Listening
↳The habit: Responding before understanding the real ask
↳Why it hurts: People feel managed, not heard
↳A better move: Repeating the request back before solving it

11. Closed Loops
↳The habit: Leaving people wondering what happened
↳Why it hurts: Open loops create mental clutter
↳A better move: Sending the final answer, even when it's simple


Being easier to work with isn't about being agreeable.
It's about making the work feel clear, calm, and shared.

Which one of these do you think is the easiest to fix?

---

♻️ Repost to help high-performing teams spot the small habits that create friction.

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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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Most people think hard work gets you promoted.

It doesn't -

Here are 13 things that actually do:

(Your boss won't tell you these)

1. Make your boss look good
↳Ex: Before a leadership meeting, send your manager talking points that highlight the team's wins, not just yours

2. Solve problems before they're assigned to you
↳Ex: If a process is broken, fix it, document it, then tell your manager what you did

3. Ask for the promotion out loud
↳Ex: In your next 1:1, say "I want to be a [title] in the next 6 months, what do I need to show you?"

4. Track your wins in writing
↳Ex: Keep a running doc titled "Wins" and add one line every Friday before you log off

5. Build a reputation outside your team
↳Ex: Volunteer for one cross-department project this quarter so more people can vouch for you

6. Make yourself replaceable
↳Ex: Write a simple how-to doc for your role so your manager sees you're ready to move up, not stuck holding the team together

7. Speak in outcomes, not tasks
↳Ex: Instead of "I finished the report," say "I finished the report that helped cut costs by 10%"

8. Find a mentor with power, not just experience
↳Ex: Ask someone two levels above you for 20 minutes a month, not just advice from a peer

9. Handle the job before you have the title
↳Ex: If you want to lead, start running the next team meeting agenda before anyone asks you to

10. Stay visible during slow seasons
↳Ex: When there's less work, send a short update on what you're learning instead of going quiet

11. Learn the real promotion criteria
↳Ex: Ask HR or your manager directly, "What does the scorecard look like for the next level?"

12. Don't wait for the annual review
↳Ex: Bring up your growth goals in Q1, not the week before performance reviews start

13. Make your ambition known, calmly
↳Ex: Say "I'd like to be considered for [role] when it opens" instead of hinting and hoping someone notices


Promotions don't go to the person who works the hardest. 
They go to the person who's easiest to promote.

Which of these do you think is most overlooked?

---

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Real luxury isn't expensive.

It is:

1. Time with loved ones
↳Tip: Block 30 minutes this week for one unhurried catch-up

2. A healthy body
↳Tip: Do 10 minutes of movement today - walk, stretch, dance

3. A healthy mind
↳Tip: Take 5 quiet minutes with no phone, no noise, no input

4. New experiences
↳Tip: Try one small new thing this week - food, place, route, class

5. Shared laughter
↳Tip: Send one funny video or voice note to someone you love

6. Rest after a hard day's work
↳Tip: Sit down for 10 minutes before doing anything else

7. Time without screens
↳Tip: Leave your phone in another room for 20 minutes

8. A normal, drama-free day
↳Tip: Protect one part of your day from extra noise and chaos

9. Talking to someone who gets you
↳Tip: Text one person and ask if they have 15 minutes to talk

10. Time in nature
↳Tip: Step outside for 10 minutes, even if it's just a short walk

11. Time just for yourself
↳Tip: Put 20 minutes on your calendar with nothing required of you


A lot of real luxury is just having a little space to live.

It doesn't have to be complicated, and it doesn't cost a penny.

Which one do you need more of right now?

---

♻️ Repost to encourage other busy people to make room for the parts of life that actually feel rich.

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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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These 12 kinds of people waste the most time.

Here's how to handle them:

1. Meeting Wanderers
↳They open on one topic and drift somewhere else
↳Ask for the outcome in the first 60 seconds

2. Late Joiners
↳They arrive after the conversation has already begun
↳Begin on time anyway - no summary unless requested

3. Over Explainers
↳They turn a 30-second question into a 10-minute answer
↳Step in politely and ask for the quick version

4. Slack Pingers
↳They send "hey" and pause
↳Answer with one question that pushes it forward

5. Scope Stretchers
↳They keep tacking on "one more thing"
↳Clarify what is covered and what is not

6. Everything Is Urgent
↳Every request becomes a fire drill
↳Ask what breaks if this waits until tomorrow

7. Non-Deciders
↳They speak a lot but cannot say yes or no
↳Ask who owns the decision before the meeting begins

8. Calendar Grabbers
↳They reserve time without a clear reason
↳Decline and request an agenda

9. Energy Drainers
↳They weigh down the room with complaints
↳Point them back to "what do you want to do next?"

10. Circle Talkers
↳They make the same point over and over
↳Recap it and move to the next step

11. Last Minute Switchers
↳They change plans right before delivery
↳Ask what shifted and what stays the same

12. Passive Yeses
↳They agree in the moment but do nothing after
↳Finish with clear owners and dates


Protecting time is not rude.

It respects your work and theirs.

Which of these is most common?

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Most people think mindset means staying positive -

That's wrong:

It's about building better defaults when challenges show up.

Your defaults either hold you back,
Or push you forward.

The 8 shifts that create a real difference:

1. I'm overwhelmed ➡️ I'll take the next step
↳Progress begins smaller than you think

2. I don't have resources ➡️ I'll become resourceful
↳Tools help, creativity wins anyway

3. I wish it were easier ➡️ I'm grateful it's making me stronger
↳Growth rarely feels comfortable

4. I can't control this ➡️ I'll manage my response
↳Resilience lives in the space between trigger and choice

5. I'm waiting for the right time ➡️ I'll make now the right time
↳Action is the signal that builds momentum

6. I'm not talented enough ➡️ I'll outwork talent anyway
↳Discipline beats natural ability over the long run

7. This is happening to me ➡️ This can happen for me
↳Reframe struggle as preparation

8. I'm competing with others ➡️ I'm measuring against myself
↳The only race that matters is steady self-improvement


Mindset shifts don't remove hard things.
They give you a path through them.

Which of these do you need most today?

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Leaders: Stop choosing and advancing the wrong people.

Here is what truly matters:

1. Not hours logged working
↳But outcomes delivered

2. Not a title that signals leadership
↳But clear evidence of guiding others, no matter the role

3. Not people who "get it" or "fit in"
↳But people who add fresh perspectives

4. Not the place people do their work
↳But whether the work is completed

5. Not extroversion or confidence
↳But listening ability, humility, and dependability

6. Not someone who agrees every time
↳But someone who can guard their time and attention

7. Not someone who promises perfection
↳But someone who adjusts and grows after mistakes

8. Not someone centered on personal wins
↳But someone who lifts the whole team

9. Not "perfect" work histories
↳But promise and a strong attitude

10. Not people who avoid risk at any cost
↳But people who make thoughtful bets to solve problems

11. Not technical skills and credentials
↳But emotional intelligence, grit, and teamwork

12. Not constant availability
↳But strong prioritization

13. Not candidates who meet every requirement
↳But people with the ability to grow well beyond the role


When you interview, evaluate performance, or make promotion decisions,

Give weight to what actually moves things forward -
Not outdated or surface-level signals of "talent."

Many companies still have this reversed.

When you change your focus, you create an edge they cannot copy.

Which of these do you think matters most?

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Leadership patterns that drive your best people out.

12 reasons top performers leave:

Most leaders do not lose exceptional talent because of stronger offers.

They lose them through repeated behaviors that slowly weaken motivation.

Here are 12 of the most frequent:

1. False urgency
↳When every assignment feels like a crisis, none of them truly are
↳Tip: Mark priorities as hot/medium/cool so urgency remains rare

2. Overcontrol
↳Too much control sends a clear signal - you do not trust them
↳Tip: Agree on outcomes, then check in weekly instead of every day

3. Feedback dismissal
↳Strong performers notice friction before it reaches your radar
↳Tip: In each 1:1, ask: "What is blocking you right now?"

4. Late recognition
↳Annual praise does not create commitment
↳Tip: Offer a one-minute, specific thank you in the moment

5. Conversation avoidance
↳Unaddressed issues eventually wear down your strongest people
↳Tip: Start a direct, respectful conversation within 48 hours

6. Optics rewarded
↳Credit games exhaust high performers quickly
↳Tip: Connect public praise to measurable, visible contribution

7. Weak standards
↳Great people will not remain where weak performance is tolerated
↳Tip: Coach sooner and make changes quickly when needed

8. Focus theft
↳Back to back meetings destroy deep work
↳Tip: Create one protected no meeting block every week

9. Metrics-only
↳Numbers matter, but meaning fuels effort
↳Tip: Link results to the purpose behind the work

10. No boundaries
↳Overloading the team puts them on the path to burnout
↳Tip: Be clear about what the team will not take on

11. Quality tradeoffs
↳Pushing done over done well reduces pride and standards
↳Tip: Set ambitious but realistic timelines and reinforce quality

12. Late listening
↳Exit interviews do not support the people who are still here
↳Tip: Run quarterly stay conversations and ask: "What would make you want to stay long term?"


Use this as a checklist to avoid the patterns that quietly weaken trust.

Your best people do not need extra perks.

They need steady and grounded leadership.

Which one causes the most damage?

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To genuinely excel in your next job interview,

Strong answers alone won't be enough:

Put these 16 interview strategies to work to:
↳Project confidence
↳Make a memorable impression
↳And stand apart from competing candidates

1. Wait 2-3 seconds before answering
It communicates thoughtfulness and calm, rather than uncertainty or anxiety - practice the pause ahead of time

2. Build a list of 5 thoughtful questions
You probably won't use every one, but having choices demonstrates curiosity and preparation

3. Use AI to build a question bank
Give it the role and company details, then rehearse the questions most likely to come up

4. Arrive about 10 minutes ahead
Getting there much earlier may feel uncomfortable; showing up late suggests poor preparation

5. Treat every person with respect
Receptionists and scheduling staff may share feedback about your conduct - and that counts

6. Set aside 1 hour for research
Review the company site, LinkedIn pages, and latest updates - it demonstrates genuine interest

7. Handle red flags directly
Explain gaps or missteps briefly and confidently, without sounding defensive

8. Limit responses to 60-90 seconds
Long enough to provide substance, brief enough to remain focused and conversational

9. Match their pace and energy
Don't imitate them, but avoid overwhelming a reserved interviewer with volume or speed

10. Use AI to test your stories
Ask it to challenge weak details in your examples, so your answers hold up during follow-up questions

11. Be honest when you don't know
"That's a strong question, I don't know yet, but here's how I'd approach it..." demonstrates honesty and problem-solving

12. Make one key point in each answer
That makes your responses easier to follow and more memorable

13. Prepare one example of responsible AI use
Explain the task, your checks, and the outcome - show sound judgment, not blind reliance

14. Ask AI to tighten your answers
Use it to cut repetition and vague language while keeping every example accurate and true to you

15. Remain calm and recover cleanly
When something slips (tech trouble, losing your thought): pause, smile, and say, "Let me say that another way"

16. Write a tailored thank-you message
Within 24 hours, send an email of 4-6 sentences that's specific, sincere, and positive


None of these ideas depend on previous experience or advanced interviewing ability.

Each one improves through straightforward preparation and repetition.

Put them into practice!

What interview tip would you include?

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97 ChatGPT prompts EVERY professional needs in 2026:


1. Team Trust
↳"Act as an executive coach and give me 5 ways to build trust with a new team in my first 30 days"

2. Underperformer Talk
↳"Give me a calm, direct script to address an underperforming employee without sounding harsh"

3. Burnout Check
↳"Ask me 5 honest questions to help me figure out if I am burned out or just tired"

4. Say No
↳"Give me 3 polite ways to say no to a new task when my plate is already full"

5. Disagree Well
↳"Give me 3 ways to disagree with my boss in a meeting without damaging the relationship"

6. Receiving Well
↳"Give me 3 ways to respond to critical feedback without getting defensive"

7. Red Flag Spot
↳"Help me come up with 3 questions to ask that reveal red flags about a company's culture during an interview"

8. Numbers Add
↳"Help me add numbers and results to these resume bullets: [paste bullets]"

9. Growth Audit
↳"Look at my 5 post ideas and tell me which topic is likely to get the most comments"

10. Imposter Check
↳"Ask me 3 questions to help me tell the difference between imposter syndrome and an actual skill gap"


I can't fit all 97 prompts in a post,

So if you want a high-res PDF you can copy and paste directly from -
Sign up for my AI newsletter here: https://lnkd.in/g67heJRz

Which one are you trying first?

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12 habits that quietly weaken your authority at work:


1. Explaining Too Much
↳Makes your decision sound less certain
↳Say the call, offer one reason, then pause

2. Missing Deadlines
↳Damages trust faster than weak ideas
↳Raise the risk early and suggest a new date

3. Apologizing Early
↳Puts you in a weaker position for no reason
↳Swap sorry for a direct update or request

4. Avoiding Conflict
↳Turns minor issues into lasting damage
↳Book the difficult conversation within 48 hours

5. Seeking Validation
↳Hands your judgment over to other people
↳Give your perspective first, then ask for input

6. Being Overly Busy
↳Comes across as unclear priorities
↳Identify the one deliverable that matters most

7. Venting
↳Signals helplessness instead of insight
↳Attach every problem to one possible next step

8. Covering Mistakes
↳Breaks trust when it comes out later
↳Share errors early with a plan to fix them

9. Saying Too Much
↳Lowers the perceived weight of each point
↳Let others bring you back into the discussion

10. Being Vague
↳Leaves people guessing what you mean
↳Trade soft language for details and dates

11. Chasing Approval
↳Muddies your standards and boundaries
↳Prioritize being useful over being liked

12. Delaying Decisions
↳Reduces how much authority people feel from you
↳Move at 70 percent clarity and keep going


These don't prove you're weak -
They show you haven't been taught the mechanics of credibility.

Which one do you see most often?

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13 ways to speak up,

Without coming across as difficult:

Voicing disagreement can feel uncomfortable.

You don't want to sound confrontational,
Cause unnecessary tension,
Or place the relationship at risk.

As a result, many people remain silent,
Even when they notice a better way.

Yet disagreement doesn't have to create distance.

How we phrase things shapes the entire interaction.

Choose language that:
↳Demonstrates consideration
↳Strengthens trust
↳Encourages clearer thinking

Try these 13 phrases in your conversations today:

1. "That's a thoughtful viewpoint, may I offer another perspective?"
↳Inviting and collaborative

2. "Could you walk me through how you're approaching this?"
↳Signals that you respect their thought process

3. "I believe we're aiming for the same result, but I'd choose a different path"
↳Emphasizes shared goals

4. "I agree with you on X, but my perspective shifts at Y"
↳Starts by identifying common ground

5. "What if we looked at it from a different angle?"
↳Maintains an open and curious tone

6. "What if we try both options and compare the results?"
↳Focuses on outcomes rather than personalities

7. "Would you be comfortable with me questioning that assumption?"
↳Positions it as constructive inquiry

8. "I see your point, but in my experience it has unfolded differently"
↳Grounds the disagreement in personal experience

9. "I'm not completely convinced yet, could we review the reasoning together?"
↳Supports collaborative problem-solving

10. "It sounds like we might be prioritizing different things, should we align on that first?"
↳Redirects the conversation toward alignment

11. "I understand what you're saying, and I see it another way"
↳Recognizes their view before disagreeing

12. "That's a valid point, though my concern is..."
↳Validates while introducing nuance

13. "I'm not convinced this is the best direction, may I explain why?"
↳Opens a constructive dialogue


Healthy teams, partnerships, and friendships rely on trust,
And trust deepens when disagreement is accepted instead of avoided.

These phrases can help you keep conversations open,
While continuing to express your perspective with confidence.

Which phrase would feel most natural for you?

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This is the list I wish I had at 18 -

12 rules to live the life you actually want:

Like many, I spent too many years chasing distractions,
Dividing my energy, 
And focusing on the wrong things.

These are the lessons I know now - at 38 -

That I wish I'd known when I was just starting out:

1) Energy
↳Your calendar will spend your life for you unless you protect your best hours
↳Ex: Do hard thinking before inbox, meetings, and scrolling

2) Reps
↳You don't need more confidence first, you need more attempts
↳Ex: Send the pitch, make the call, post the idea, then improve the next one

3) Taste
↳What you consume shapes what you create, want, and tolerate
↳Ex: Follow fewer people who make you feel behind, follow more who make you better

4) Friends
↳Your circle isn't neutral, it pulls you toward something
↳Ex: Spend more time with people who tell the truth and still want you to win

5) Money
↳Money isn't just freedom later, it's security now
↳Ex: Learn to save before you earn more, habits scale faster than income

6) Body
↳Your body keeps receipts even when your mind says you're fine
↳Ex: Walk, lift, sleep, hydrate, repeat the boring stuff before chasing the fancy stuff

7) Attention
↳Most people don't lose their dream, they leak it in tiny distractions
↳Ex: Put your phone in another room for the first hour of work

8) Courage
↳Fear doesn't mean stop, it often means you care
↳Ex: Ask the direct question, set the boundary, share the thing before it feels perfect

9) Skills
↳Degrees may open doors, but skills keep opening them
↳Ex: Learn writing, selling, listening, presenting, and managing your own focus

10) Peace
↳Winning an argument can still cost you the relationship
↳Ex: Pause before proving your point, ask what outcome you actually want

11) Patience
↳The best things compound quietly before they look impressive
↳Ex: Stay with the boring plan long enough for it to become obvious

12) Self-trust
↳You build it by keeping small promises when nobody is watching
↳Ex: Do the tiny thing you said you'd do, then do it again tomorrow


At 18, I made everything too complicated.
Now, I know it's much simpler.

What's your best advice to younger people?

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10 skills that will never go out of style:


1. Reliability
↳People remember who they can count on
↳Ex: If you say Tuesday, deliver Tuesday, not Wednesday

2. Self-awareness
↳You can't fix what you don't notice
↳Ex: Ask a coworker what one thing you could do better

3. Adaptability
↳The plan will change, bend instead of break
↳Ex: Ask "what's the new priority" not "why"

4. Ownership
↳Blame is easy, owning the outcome is rare
↳Ex: Say "here's what I'll do differently" not "here's what happened"

5. Emotional intelligence
↳How you land matters as much as what you say
↳Ex: Ask yourself how you'd want to hear the news first

6. Following through without being asked
↳Anyone can promise, few people track it
↳Ex: Send the update before they have to ask

7. Time management
↳Busy and productive aren't the same
↳Ex: Block your top task before opening email

8. Disagreeing without being disagreeable
↳Challenge the idea, not the person
↳Ex: "I see it differently, here's why"

9. Critical thinking
↳Asking why gets you further than just executing
↳Ex: Ask what problem the plan actually solves

10. Knowing when to stay quiet
↳Not every thought needs air time
↳Ex: Wait 24 hours before replying when upset


Most of these won't show up on a resume.

But they're the reason some people keep getting 
↳Picked
↳Promoted
↳And trusted

Year after year.

Which one of these do you think is most underrated?

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I was a late adopter of Claude.

Here's what I learned getting caught up:

I had started with ChatGPT and was comfortable with it.

But I'm now using Claude most often,

And it gets even more useful when you set it up like a workspace for real work.

It's not technical.

And it doesn't have to be complicated.

Here's where I'd start:

1. Pick Your Plan
↳Free is enough to experiment
↳Upgrade when limits block real workflows

2. Use Desktop
↳Try Claude desktop for daily work
↳Use voice-to-text when on mobile

3. Start Projects
↳Create one Project per repeat workflow
↳Use one for content, clients, hiring, planning, etc.

4. Add Context
↳Add your background
↳Pro tip: If you've used Claude, ask it what it knows about you and then fill in

5. Upload Sources
↳Give Claude the actual material
↳PDFs, docs, CSVs, spreadsheets, transcripts, or notes

6. Practice Prompting
↳Ask Claude how to best prompt it
↳Focus on context and clear deliverables in each one

7. Use Page Refs
↳For PDFs, ask for page citations
↳Use Claude's viewer pages, not printed pages

8. Turn On Search
↳Enable Search for current answers
↳Use it for pricing, news, competitors, policies, and trends

9. Try Research
↳Use Research for deeper questions
↳Ask for comparisons, tradeoffs, source gaps, and citations

10. Connect Tools
↳Connect the apps you already use
↳Gmail, Drive, Slack, Notion, Calendar, or Docs

11. Create Artifacts
↳Use Artifacts for reusable outputs
↳Briefs, templates, checklists, diagrams, pages, or tools

12. Iterate!
↳Don't expect perfection on first use
↳Tell Claude what's wrong with its output - better feedback = better results


Claude isn't just a place to ask questions.

It can help you:

Read the material.
Find the pattern.
Build the summary.
Create the template.
Compare the options.
Turn the work into a file.
And so much more.

The best part?
You don't need to be technical to start.

What's your preferred AI these days?

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Want to become the leader people always remember?

It's not your credentials. It's this:

Everyday kindness.

Plain, basic, human kindness.

It costs nothing, yet carries real power.

Put these into practice:

1. Greet people by name
↳Make eye contact, smile, and say their name first

2. Credit people during meetings
↳Say who contributed and exactly what they did

3. Send notes following meetings
↳Share five bullets: decisions, owners, plus next steps

4. Provide a quick unblock
↳Ask where they're stuck, then clear one obstacle today

5. Give people space to finish speaking
↳Wait, then say, "Keep going - I'm listening"

6. Check before assigning more work
↳"Is this a good time?" beats surprising people with new tasks

7. Send clear handoff updates
↳Add the goal, status, link, deadline, and ownership details

8. Add one useful suggestion
↳When you flag a problem, include one possible fix too

9. Send quick thank-you notes
↳Write it within ten minutes, while the moment is fresh

10. Pass along templates and shortcuts
↳Share the doc, link, or sample that saved you time

11. Defend someone's focus time
↳Ask whether they want fewer meetings while completing deep work

12. Reach out to new people early
↳Send a message saying: "Here's who handles what"

13. Share straightforward meeting agendas
↳Use three bullets: goal, topics, and the decision required

14. Offer feedback that's kind and clear
↳Name one thing to continue and one next move to test

15. Recognize effort, not only outcomes
↳Acknowledge the extra work, even when results need time

16. Ask what help would be useful
↳Give two choices: "I can draft" or "I can review"


Nearly all of these are easy,

And require very little time.

Yet they can brighten someone's day (and strengthen workplace culture).

P.S. Managers: want to drill down on how to be a kind leader, even when you have a difficult employee or mounting pressure?

I'm launching a management training cohort!

Several dozen managers meeting regularly over 8 weeks,

To get more specific and in-depth management training from me, each other, and guest leadership experts.

We'll cover this topic and MANY others.

Learn more here: https://lnkd.in/dpmS7Q9c

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8 visuals that'll completely transform your mindset -

I wish I saw these 20 years ago:

Credit to Ash Lamb for these incredible images.

1. Anxiety vs. action
↳Anxiety grows in your head when you're stuck thinking - it shrinks the moment you start moving
↳Action: Pick the one task you've been avoiding and do the first 5 minutes of it right now

2. Today's capacity
↳You can't do everything - but you can do something, and that something compounds
↳Action: Write down the three things that actually matter today and ignore the rest

3. "Quick call" cost
↳Every unplanned meeting doesn't just take time - it breaks the flow that took an hour to build
↳Action: Block at least one 90-minute window tomorrow with no calls, no interruptions

4. Version 1 vs. 100
↳Your first attempt is supposed to be messy - that complexity is how mastery gets built
↳Action: Create an imperfect version first and then refine it later

5. Information to courage
↳Reading more won't get you there - at some point you have to pick up the sword and go
↳Action: Name the one thing you know enough about to act on, and take one step today

6. Outcome vs. process
↳Loving only the result keeps you stuck waiting - loving the work keeps you moving and winning
↳Action: Identify one part of your daily work you can genuinely get better at this week

7. Logical vs. playful
↳Being too rigid closes doors before you even know they're open
↳Action: Say yes to one low-stakes idea this week that you'd normally overthink or dismiss

8. Exist first, good later
↳Perfectionism is just procrastination with better PR - done beats perfect every time
↳Action: Start the project, post the idea, or send the message you've been sitting on


Which of these visuals hit the hardest?

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21 Claude prompts to help you ace your next interview:


1. Understand Role
↳"You are an interview coach, review this job description [paste], explain what the company wants most, top skills they value, and what I should highlight in the interview"

2. Predict Questions
↳"You are a hiring manager, review this job description [paste], list the 15 most likely interview questions and why each one matters"

3. Match Background
↳"You are a career coach, compare my resume [paste resume] to this job description [paste], show my strongest matches and what I should emphasize"

4. Find Stories
↳"You are an interview coach, review my resume [paste resume], find 5 strong stories that show results, ownership, teamwork, and problem solving"

5. Write Answer
↳"You are an interview coach, help me answer this question clearly, simply, and naturally, keep it specific and conversational, question: [paste question]"

6. Build STAR
↳"Act as an interview coach, turn this experience [paste details] into a strong STAR answer that sounds clear, natural, and job-relevant"

7. Shorten Answer
↳"You are a hiring manager, shorten this interview answer [paste answer], make it clearer and stronger without making it sound robotic"

8. Sound Natural
↳"Act as a hiring manager, rewrite this interview answer [paste answer] so it sounds natural, human, and not scripted or AI-written"

9. Fix Answers
↳"You are an honest interview coach, review this answer [paste answer], tell me what's weak, unclear, or unconvincing, then improve it"

10. Drill Follow-Ups
↳"Act as a real interviewer, ask me this interview question [paste question], then ask 3 realistic follow-up questions based on my answer"

11. Prep Behavioral
↳"You are an expert interviewer, help me answer behavioral questions about conflict, failure, pressure, feedback, and difficult teammates with examples"

12. Tell Me
↳"You are a hiring manager, help me write a strong 'tell me about yourself' answer for this role [job title], under 90 seconds"

13. Why This Role
↳"You are an interview coach, help me answer 'why do you want this role' using this job description [paste] and my background [resume]"

14. Why Leaving
↳"You are an interview coach, help me answer 'why are you leaving your current job' in a positive, honest, and professional way"

15. Biggest Weakness
↳"Act as an experienced recruiter, help me answer 'what is your biggest weakness' in a way that feels honest, thoughtful, and credible"

16. Prep Technical
↳"You are a hiring manager, review this job description [paste], predict likely technical questions and tell me how to prepare"

[See the sheet for 5 more]


You don't need perfect answers.

You need clear answers that sound real.

Which prompt would you copy first?

If you want this in a PDF you can copy all 21 prompts from...

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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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16 uncomfortable truths every manager has to face:


1. They quit your leadership, not the job
Weak leadership drives great people out quicker than any competitor can

2. Your team catches everything
Mixed messages, favorites, and unmet promises, they notice all of it

3. A title doesn't earn respect
Respect is built through consistent action, not authority alone

4. You define the ceiling
Your growth, or lack of it, limits how far your people can rise

5. Someone will see you as the villain
Even when you mean well, not everyone will read it that way

6. Your feedback won't always land well
People receive it differently, and delivery, timing, and trust count

7. Certain people won't get better
However much energy you invest, some still won't shift

8. Your silence gives permission
What you tolerate shapes culture more than what you say

9. Being liked isn't being respected
Chasing popularity often weakens respect, you can't be everyone's friend

10. Leadership can feel lonely
Sometimes you can't unload upward or downward - you simply carry it

11. Conflict doesn't disappear
What you avoid becomes a larger problem later

12. Delaying a decision is a decision
Indecision damages trust and momentum - hard choices still need making

13. You can't carry everything
Clinging to control sends you straight toward burnout

14. Accountability begins with you
Model it first if you want others to follow

15. True transparency feels uncomfortable
Honesty beats hiding, even when the moment feels awkward

16. The responsibility comes back to you
Your team's mistakes often point to the systems you created


Managing people isn't simple,

And it becomes heavier when these truths get dismissed.

Learn the lessons many leaders never receive -

Your leadership and your team will be better because of it.

What would you add to this list?

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Remote work still gets judged by office-era rules.

Here is the truth:

Remote work is not misunderstood because people are missing data -
It is because they mistake visibility for value.

Here is what really happens:

1. Starting Times
↳Assumption: Working from home means later mornings
↳Reality: Many people start sooner because commuting no longer drains the day

2. Effort and Energy
↳Assumption: Home-based work lowers intensity
↳Reality: Fewer interruptions create deeper, longer focus blocks

3. Daily Rhythm
↳Assumption: There is no true routine
↳Reality: Strong performers build habits that make work smoother and days more stable

4. Renewal
↳Assumption: Breaks become distractions
↳Reality: Brief, intentional pauses protect energy and performance

5. Real Output
↳Assumption: Productivity drops away from the office
↳Reality: Time once lost to travel gets redirected into meaningful work

6. Accountability
↳Assumption: Without oversight, standards fall
↳Reality: Results become the only thing that counts

7. Collaboration
↳Assumption: Remote workers dodge collaboration
↳Reality: They remove unnecessary meetings and make the remaining ones better


Remote work does not erase accountability.
It strips away performative presence.

And that distinction makes people uneasy.

Which assumption do you still notice influencing leadership decisions?

If you liked this post and want actionable tips on topics such as...
↳Leadership
↳Personal Growth
↳Career Growth
↳Productivity
↳AI
↳And MORE!

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8 visuals that'll boost your mindset

And transform your career:

All from visualhustles

1. Discipline isn't a feeling
↳You won't always feel ready, focused, or excited - the standard has to survive your mood
↳Pick one habit and define the "minimum version" you'll still do on low-energy days

2. Progress doesn't wait for perfect conditions
↳Sometimes you'll have to move while tired, unsure, unsupported, or afraid - that still counts
↳Before you skip the thing, ask: "What's the 10-minute version I can do today?"

3. Your time is the real cost
↳The small fee usually isn't the problem - the bigger cost is the attention you're giving away
↳Check one app's screen time tonight and replace 20 minutes with something you say matters

4. Clarity often starts with a conversation
↳Many problems feel bigger because they're trapped in assumptions, silence, or half-stories
↳Start one overdue conversation with: "I may be misunderstanding this. Can we talk it through?"

5. Confidence is built below the surface
↳What looks calm on the outside usually comes from private reps, kept promises, and earned self-trust
↳Write down one promise you've kept to yourself every day this week

6. Recognition is earned before it's seen
↳The public win is usually the result of private practice no one clapped for
↳Choose one skill you want credit for later and schedule two quiet reps this week

7. Trying gives you options
↳When you try, you can win or learn - when you don't try, you've already removed the possibility
↳Send the pitch, apply for the role, publish the post, or ask the question before Friday

8. Big goals need small execution
↳Long timelines create direction, but daily action is what makes the plan real
↳Take one long-term goal and write the next action you can finish in the next 24 hours


The pattern is simple:
Stop waiting for the perfect mood.
Stop measuring only the visible win.
Start building the small proof.

Did any of these visuals make you pause?

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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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10 career questions most people never ask themselves,

But should:

Use these -

And tools like ChatGPT and Gamma -

To help boost your career,

Whether you're looking for

↳A new job
↳Your next challenge
↳Or simply to grow where you are now

And if you're a regular ChatGPT user,
It can already answer these for you,
Without much additional context,
Simply from what it already knows about you.

Give it a try!

(Keep reading past the list for a step-by-step guide)

1. What am I actually great at?
↳Most people can list tasks, but not their real strengths
↳Ex: Ask ChatGPT what strengths show up most across your past conversations, then use Gamma to turn that into a clear strengths summary

2. Where am I still unproven?
↳Blind spots matter just as much as strengths
↳Ex: Ask ChatGPT what is missing for your next role, then map the gaps in Gamma

3. What kind of role fits me best?
↳Not every good opportunity is a good fit
↳Ex: Use ChatGPT to compare your patterns, goals, and interests, then organize the answer into a role-fit deck with Gamma

4. What skills am I missing?
↳Career growth gets easier when the gaps are clear
↳Ex: Let ChatGPT identify your likely skill gaps, then use Gamma to turn them into a focused growth plan

5. What do I keep avoiding?
↳The thing you keep putting off is often the thing that matters
↳Ex: Ask ChatGPT what patterns of avoidance it notices, then turn the takeaways into action steps with Gamma

6. What work gives me energy?
↳Pay attention to what sharpens you, not just what pays you
↳Ex: Use ChatGPT to spot what types of work energize you most, then turn it into a personal clarity deck in Gamma

7. What keeps slowing me down?
↳Sometimes the problem is not effort, it is pattern
↳Ex: Ask ChatGPT what recurring habits or decisions may be holding you back, then structure the fix in Gamma

8. How do I want to be known?
↳A strong career gets easier when your positioning is clear
↳Ex: Use ChatGPT to define your professional story, then build that into a portfolio-style narrative with Gamma

9. What should I focus on next?
↳Clarity matters more than trying to improve everything at once
↳Ex: Ask ChatGPT for your highest-leverage next steps, then turn them into a 30/60/90-day plan in Gamma

10. What story does my experience tell?
↳Your career makes more sense when you step back and actually look at it
↳Ex: Use ChatGPT to connect your projects, interests, and goals, then let Gamma turn it into something visual and useful


To put these to use,

↳Go to Apps in your ChatGPT app
↳Search Gamma
↳Click connect
↳Follow the instructions

ChatGPT helps surface the patterns.

Gamma helps turn them into something you can actually build on.

Which of these questions seems most helpful?

---

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#gammapartner

Leadership isn't just a rank or title.
It's also caring about the wellbeing of your people.

2 years ago today I started posting consistently here.

This is how I got to 387k followers:
 
These are lessons I learned the hard way,
Through more failed posts than truly viral ones.

And the last is the most important.

But first: I want to say thanks.

I've only kept going this long because eventually,
You started showing up to read and engage.

I remain as grateful for that today as I did when it was just beginning.🙏

Now, the lessons:

1. Post before you're ready
↳Waiting until your content is "good enough" is how you never start
↳Set a date and hit publish that day, no matter what

2. Own 1 problem
↳Unless you already have a large account, generalist content won't work
↳Instead of "leadership tips," write "how to lead a team of engineers"

3. Write to 1 person
↳Picture the exact person you want to help and write directly to them
↳"First-time manager dealing with a low performer? Here's the playbook..."

4. Hook first
↳Your first lines determine whether anyone reads the rest - STUDY these
↳Spend 25% of your time on the hook

5. Track your data
↳1 hour, 24 hours, 48 hours, and 1 week after posting
↳Log impressions, likes, comments, and reposts - and study that data

6. Reply to comments
↳Early engagement leads to more
↳Respond to any comment you get - even (especially!) contrarian ones

7. Post at the same time
↳Your audience learns your rhythm and starts showing up - and you stay accountable
↳Pick one window - 7am, 12pm, 6pm - and protect it like a meeting

8. Study what works
↳When a post outperforms, don't move on - figure out why and rebuild it
↳Pull your top 3 posts from the last 30 days and study what they share

9. End with a question
↳Vague questions get ignored, specific ones get responses
↳Not "what do you think?" but "which one of these do you use most?"

10. Build a file
↳Save every hook, format, and framing that stops your own scroll
↳Study those to find patterns - algorithms are ruthlessly consistent

11. Comment on 5 large profiles daily
↳Their audience sees your name and starts associating you with the topic
↳Leave a genuinely thoughtful comment daily on at least 5 posts, early

12. Ask for a repost directly
↳A repost helps push your post to others
↳"Repost to help someone who has a job interview this month" - not generic, specific

✅BONUS: Be consistent 
This is the most important one on this list - 
And the biggest reason I've succeeded, 
Despite failing A LOT:
➡️I haven't missed a day in the last 730.


But you don't need to be that crazy.

Simply pick a schedule you can stick to. And then do.

The rest will fall into place.


The decision to post consistently here has changed my life - 
And dramatically changed the trajectory of my businesses.

Want the same?
Not sure how?
Can't find the time?

➡️ DM me GROWTH if you understand the value of growing here,
But don't feel like you have the time or knowhow to do it.

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Getting micromanaged at work?

Here's what to do:

1. Keep your cool
↳React to the issue, not the tone
↳Ex: Save the message, take a minute, then reply with facts

2. Save the receipts
↳Keep the messages, times, and details in one place
↳Ex: Screenshot the note and document when you left and returned

3. Check the actual rule
↳Know the break policy before you argue about it
↳Ex: Look at the handbook, schedule, or written team expectations

4. Compare the facts
↳Make sure your memory and the record match
↳Ex: Check your calendar, badge time, and sent work before you respond

5. Ask what's wrong
↳Get clear on the real concern instead of guessing
↳Ex: Ask, "Is the issue my break time, my coverage, or my results?"

6. Bring it to outcomes
↳Move the talk from minutes watched to work completed
↳Ex: Share the tasks you finished, deadlines you hit, and what comes next

7. Make work visible
↳Good work is easier to trust when people can see progress
↳Ex: Send a short update before lunch with what's done and what's next

8. Don't overexplain
↳Too much detail can turn a simple issue into a bigger debate
↳Ex: Give the facts, answer the concern, then stop

9. Confirm it in writing
↳A short recap can prevent a second version of the same conversation
↳Ex: Send, "Got it - I'll follow the 12 to 1 break window going forward"

10. Fix easy gaps
↳If coverage was the real problem, solve that part fast
↳Ex: Tell a teammate you're stepping out and who can handle anything urgent

11. Watch for a pattern
↳One awkward message is different from constant time policing
↳Ex: Track repeated check-ins, changing rules, or different standards over time

12. Use the right channel
↳If the issue keeps growing, raise it with facts instead of frustration
↳Ex: Bring a short timeline and ask your manager or HR for clear expectations


A manager can track every minute and still miss the bigger question:

Is the work getting done?

Use this list to protect your work, your trust, and your options.

Which one would help you most if this happened to you?

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13 clues you're in the wrong job -

Even when you're performing well:

1. You're tired all the time
Even after solid sleep, the role still drains your energy

2. Sundays leave you unsettled
The weekend feels like a countdown, not genuine rest

3. Praise feels hollow
Others say you're doing great, but it doesn't land internally

4. You regularly picture leaving
Not for higher pay, just peace, purpose, or control

5. Your growth has stalled
Nothing has pushed, challenged, or inspired you recently

6. You can't completely be yourself at work
You filter thoughts, conceal opinions, and put on a mask

7. You switch off after work
Constant scrolling, drinks, or zoning out becomes the norm

8. The next title doesn't appeal to you
The road ahead feels exhausting, not fulfilling

9. You avoid talking about work
You brush past it or quickly shift the subject

10. Caring feels difficult
You attempt to engage, but feel mentally absent

11. Your values feel compromised
You're rewarded for choices that don't feel right to you

12. Your potential remains unseen
You offer more than the role uses, but it gets overlooked

13. You imagine doing different work
Your mind drifts toward work that feels more like you


If a number of these feel close to home,
Don't dismiss them.

A role can appear impressive on paper -
Yet still be the wrong match.

And life is too short to remain somewhere
That subtly keeps you small.

Which of these clues stood out most to you?

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8 visuals that'll transform how you think:

I wish I had seen these 20 years ago.

All of these by the incredible Michael J Boorman

1. Low seasons add contrast
↳Insight: Difficult emotions can deepen your appreciation for better days
↳Action: Name what this season is teaching you

2. Walk to think
↳Insight: Creativity often needs space, not another meeting
↳Action: Take your next brainstorm outside

3. Small habits dig deep
↳Insight: Repeated choices become harder to reverse over time
↳Action: Interrupt one unhelpful pattern today

4. Never miss twice
↳Insight: One off-day is human - two can become a pattern
↳Action: Make your next attempt smaller, but make it happen

5. Your worth stays steady
↳Insight: Feelings, wellbeing, and performance will fluctuate - your value does not
↳Action: Separate "I struggled today" from "I am a failure"

6. Break down to rebuild
↳Insight: Sometimes the old structure has to come apart before something better can take shape
↳Action: Identify one thing you need to stop repairing and start redesigning

7. Consistency is the real work
↳Insight: Ideas feel exciting - execution creates results - repetition creates trust
↳Action: Choose one idea and give it a weekly rhythm

8. Wisdom uses context
↳Insight: Knowing a fact is not the same as knowing when to apply it
↳Action: Before acting, ask: "Is this useful here?"


You don't need to master all eight today.

Pick the one that meets you where you are.

Which reminder could you use this week?

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10 red flags your company culture is toxic.

Identify them before it's too late:

1. They make you justify time you're entitled to
↳Some managers treat parental leave like a negotiation
↳Ex: "Is there any flexibility on the length at all?"

2. They say "we're family here"
↳This phrase almost always shows up before they ask you to do something you don't want to
↳Ex: A manager says it right after you push back on covering someone else's weekend shift

3. They make joyful news feel like a threat
↳Telling your manager you're pregnant should feel safe
↳Ex: If your first thought is "will this hurt my job?" - that's the toxic culture talking

4. They use "realistic" to mean "convenient for us"
↳"We need to be realistic" often means "we'd like you to accept less than you're owed"
↳Ex: You're told your raise "isn't realistic right now" - six months after a record revenue quarter

5. They make you feel guilty for having a life
↳Timing, coverage, cost - none of that is yours to carry
↳Ex: You request a day off and spend the next week apologizing for the inconvenience

6. They celebrate you publicly and pressure you privately
↳"Congratulations" followed immediately by "the thing is..." is a pattern
↳Ex: Your promotion gets announced - then your new expectations get quietly doubled

7. They leave you wondering if your job is safe after good news
↳That feeling doesn't come from nowhere
↳Ex: You share exciting personal news and immediately start rehearsing how to prove your commitment

8. Poor performers get protected
↳Everyone knows who the problem is - and nothing ever changes
↳Ex: The same person misses every deadline, gets a talking-to, and is back to the same behavior in two weeks

9. Loyalty only flows one way
↳You're expected to go above and beyond for the business
↳Ex: You cancel a vacation for a company crisis - then get denied flexibility when you need it yourself

10. High performers quietly walk out the door
↳No one asks why good people keep leaving
↳Ex: A third strong teammate resigns in six months and leadership calls it "a coincidence"


Toxic cultures rarely announce themselves.

They show up in the small moments like these.

Trust what you feel in those moments.

Have you seen any of these before?

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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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There's this AI platform 4M people are using,

That you might never have heard of:

The biggest companies have all been putting it to work,
And it's somehow now available to everyone for free.

Here's why large companies are gaga for Templafy:

It creates boardroom-ready powerpoints...
That are ACTUALLY what you want.
 
With most AI presentation tools,
You give them a prompt,
And they generate a full deck...

That you then spend the next hour fixing -
The structure,
The copy,
The design.

You're left thinking:
That would have just been faster to do the old way.

Templafy takes a smarter route.

Before it generates, it asks follow-up questions.

Instead of guessing what you meant, it asks for more context.

It's like your strongest business analyst,
Who works at lightning speed.

And that's why millions of people at enterprise companies have been putting it to use.

As soon as they launched their free version,
I started playing with it.

I tested it on client proposals and immediately updated all of my templates with what it created.

It's one of the few AI tools I've tried recently that actually reduced editing time AND improved output.

Use it on everything you can before they realize how stupid it is that this is free!

https://lnkd.in/gwmyC8Dw

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