Igor Buinevici

Did you know there are different types of strategists?

And each with a unique approach.

Some are known for their expertise and innovative thinking, while others focus on teamwork or preserving the current situation.

Jeroen Kraaijenbrink's insightful article separates strategists into five distinct types:

Type 1: The King Strategist

These assertive and independent leaders possess a clear vision for the organization's future. Known for their strategic thinking and forward-looking approach.

Strengths: They have well-founded ideas about the organization's direction and are often correct in their assessments.

Weaknesses: They may become disconnected from the rest of the organization, setting high expectations that can lead to frustration among team members.

Type 2: The Servant Strategist

Favoring a participative or democratic approach, these strategists value input from others in the organization rather than solely defining the strategy themselves.

Strengths: They excel in fostering harmony, engagement, and commitment, creating a shared strategy with a sense of ownership among team members.

Weaknesses: Reluctance to share their own vision may result in perceptions of weakness or indecisiveness.

Type 3: The Elder Strategist

With extensive tenure within the organization, these strategists value continuity and may hesitate to embrace new developments.

Strengths: They possess a strong sense of history and continuity, focusing on the organization's existing strengths rather than chasing trends.

Weaknesses: They may become defensive and lose touch with internal and external changes due to their emphasis on tradition.

Type 4: The Prince Strategist

Embracing change and innovation, these strategists are a source of creativity and enthusiasm, constantly identifying opportunities for transformation.

Strengths: They excel at identifying new opportunities and motivating others to innovate.

Weaknesses: They may frequently change strategies without fully implementing them, leading to a lack of follow-through.

Type 5: The Joker Strategist

Lacking a clear strategic direction, these individuals struggle to make decisions or take action, often prioritizing humor and popularity.

Strengths: Their shortcomings may inspire others to step up and take on strategic leadership roles.

Weaknesses: Their lack of a clear strategy and ineffective execution can hinder organizational progress.

Which type of strategist do you identify with:
King, Servant, Elder, Prince, or Joker?

Follow Igor Buinevici for more useful posts like this one.

Credit: Jeroen Kraaijenbrink (don't forget to give him a follow).

Strategy and plan are not the same terms:

Strategy is a logic, and planning is a process.

Many people confuse these terms - Jeroen Kraaijenbrink has a great explanation of the differences.

The confusion around the concept of strategy largely arises from its misuse.

People often use the term “strategy“ to describe something special, like “strategic marketing“ or “strategic finance.“

They also use it casually in everyday conversations to talk about their plans to achieve goals, such as “my strategy to get better grades is to study 10% more every day.“

However, in business or organizations, strategy means something specific.

If every plan, approach, or process could be called a strategy, it would lead to confusion.

Here's the key difference:

→ Strategy is the logic behind how an organization creates and captures value, while planning is the process.

To put it differently:

→ Strategy defines goals, while planning helps achieve them.

A strategy delineates the rationale behind an organization's value creation and capture process.

In Jeroen's book, “The One-Hour Strategy,“ it is described that strategy encompasses:

a) The identification of target customers and competitors (Market), 
b) The selection of products and services offered (Magic), 
c) The utilization of assets and capabilities (Means), 
d) The methods employed to generate revenues (Money), 
e) The strategies for leveraging the environment (Momentum),
f) The underlying reasons for pursuing these actions (Meaning).

This can describe an organization's current strategy, intended strategy for the future, and realized strategy based on implementation.

None of this directly relates to a plan.

A plan details the steps, resources, and timeline needed to achieve specific goals. While a plan may be developed to implement a strategy, it's not the strategy itself.

Goals stem from the logic of the strategy and guide planned actions.

It's crucial because many organizations claim to have a strategy but lack the overarching logic behind value creation.

They may have plans and goals but lack the derived strategy.

Now, the key question is:

Does your organization truly have a strategy, or is it merely operating on plans?
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Repost so your network can learn the differences too!

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You probably heard about the “Circle of Influence“:

But there's also the “Circle of Control“ and “Circle of Concern“.

Understanding all three is key to success.

Stephen Covey developed the Circle of Influence Model, also called the CIA model.

It focuses on 3 key actions: Control, Influence, Accept.

Jeroen Kraaijenbrink shares a great visual of these 3 concepts.

It identifies 3 types of worries:

1. Control: Factors directly within your control - thoughts, behaviors, actions. Focus here to feel in control.

2. Influence: Factors involving others or situations you can interact with, though with limited effect. Concentrate on areas where you have the most influence.

3. Concerns: Factors outside your control like the weather or economy. Accept these and concentrate on what you can influence.

These categories aren't fixed.

What's a concern for most might be within the influence of others.

This adaptability makes the model powerful, applicable to individuals, teams, or organizations.

List your concerns, categorize them, and act accordingly.

The goal: feel more in control and spend time effectively where you can make a difference.

Repost for your network so they can learn this too!

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Many old-style companies hate remote work:

Because they do not trust their employees.

This is a harsh but real situation.

The University of Chicago showed that:

Remote work productivity was over 7% higher than in-office productivity.

Yet, many companies still don't want to realize this.

Remote work is not a benefit anymore - it is the new normal.

And it has so many advantages:

1. Work from anywhere.
2. Access to global talent.
3. Increased job satisfaction.
4. Greater autonomy and flexibility.
5. Performance is measured by results.
6. Less stress and more healthy activities.
7. Lower commuting and office expenses.
8. Better personal and professional balance.
9. More opportunities for people with disabilities.
10. Ability to work during individual productive times.

If you don't offer a remote work option:

You can lose your top talent.

As other companies are offering it.

Think about it and make wise choices.

P.S. Does your company offer remote work options?

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Are you focusing on what truly matters?

Circle of Influence model can help you refocus:

Thank you, Jeroen Kraaijenbrink, for breaking down Stephen Covey’s concept so clearly.

It can transform the way you tackle problems and live your life.

Here’s how it works:

1. Circle of CONTROL → What can I control?

These are the factors you personally have full control over.

Examples: Your mindset, actions, skills, behaviors, and mistakes.

Response: Focus most of your time and energy here. It minimizes overwhelm and boosts your confidence.

2. Circle of INFLUENCE → What can I influence?

These involve other people or situations where your input matters, but you don’t have full control.

Examples: Relationships, job roles, commitments, and projects.

Response: Prioritize what you can influence the most and let go of what you can’t fully change.

3. Circle of CONCERN → What must I accept?

These are factors completely outside your control. They may affect you, but you can’t change them.

Examples: The weather, the economy, legislation, or global events.

Response: Accept them. Let go. Focus on what you can control or influence instead.

Why it’s powerful:

Everyone’s circles look different.

A politician’s “economy” is in their Circle of Influence, while it’s in the Circle of Concern for most people.

Categorizing your worries into these circles helps you focus on areas where you can actually make a difference.

How to apply it:

1. List all the issues or worries on your mind.
2. Sort them into Control, Influence, and Concern.
3. Act, influence, or accept based on the category.

The result?

More clarity, more control, and less wasted energy.

So, are you spending your time on the right things?

♻️ Repost to help others refocus their energy.

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Great leaders know 1 key truth:

Leadership isn’t about doing it all yourself.

It’s about recognizing that you can’t be great at everything:

You must delegate and trust your team to deliver.

Sharing great insights from my friend Rob Dance (give him a follow!).

The best leaders avoid micromanaging.

Instead, they focus on assembling “A“ players with:

Unique skills
Diverse strengths
Fresh perspectives
Unstoppable drive
Problem-solving mindset
A commitment to continuous growth

They create a vision, give direction, and let their team shine.

True leadership is building a team so capable:

It’s impossible to tell who’s in charge.

Do you agree?

♻️ Share this with your network to inspire better leadership.

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One of the most powerful speeches from William H. McRaven.

Conquer your day with one small task:

“If you want to change the world, start off by making your bed.“

Being consistent and disciplined is the secret of success.

Life is often unfair.

Sometimes all your efforts don't bring results.

No matter how good you are or how hard you try.

It’s easy to say that fate is against you.

But don’t blame others.
Don’t complain.
Don’t give up.

Look the future in the eyes and keep going.

Get inspired and drive on!

P.S. What are your daily winning habits?

♻️ Share with your network, so they achieve what they want in life!

Post inspired by Paul Storm, video credit: Goalcast.

Did you know there are several levels of business strategy?

These include corporate, business, functional, and operational levels.

Understanding these different levels is crucial for every business leader.

Strategies can range from simple to complex, just like businesses.

However, the fundamental principles of strategy apply whether you’re managing a large corporation or a small startup.

Let’s delve into these different levels to see how they function in various scenarios:

Corporate Level Strategy:

Sets the overall direction and long-term vision of the organization.

Developed by top leadership, focusing on conceptual planning.

Typically spans a 3-5 year period, determining where the organization should operate.

Business Level Strategy:

Targets goals set by specific business units within the organization.

Aims to gain a competitive edge in specific markets.

Involves key decisions like differentiation or cost leadership strategies.

Functional Level Strategy:

Designs strategies for individual departments within the organization.

Ensures departmental activities align with broader organizational goals.

Addresses unique challenges and opportunities in each functional area.

Operational Level Strategy:

Focuses on the day-to-day execution and implementation of plans.

Turns strategic plans into actionable steps and results.

Emphasizes short-term goals, resource allocation, and project management.

A good strategy doesn’t guarantee success, but it’s an essential starting point.

To achieve success, you must understand all levels of strategy.

And pay attention to each one.

P.S. Are you paying enough attention to each level of strategy?

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65% of executives believe introverts are bad leaders:

But Harvard research shows the opposite.

Introverts often notice everything:

While staying under the radar.

They represent a large portion of gifted individuals:

Yet they face persistent biases.

It is time to shift that mindset.

Do not underestimate their abilities – introverts:

1) Value authenticity
2) Communicate with clarity
3) Master time management
4) Build meaningful relationships
5) Lead with quiet, strategic intent

Introverts thrive by embracing their quiet strengths:

🔗 Foster Deep Bonds: Focus on meaningful connections.
🕒 Socialize in Batches: Balance networking with alone time.
👂 Use Your Listening Skills: Gain insights into team dynamics.
🔍 Find Your Fit: Look for roles that align with your natural talents.
📧 Communicate Complex Ideas via Email: Express ideas in writing.

The world needs diverse leaders:
Introverts – lead with quiet confidence.
Your voice has power.

P.S. What are your thoughts?

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Ever heard of “T-shaped” employees?

Meet their innovative successor: the “V-shaped” employee.

The concept of the T-shaped employee was initially introduced in the early 1980s.

It denotes individuals who excel in a specific area (the vertical bar of the T) while also having basic knowledge across various domains (the horizontal bar of the T).

The depth of expertise aids in individual tasks, while the breadth facilitates collaboration and communication.

While the T-shaped model encourages multidisciplinary and interdisciplinary work, there's a superior alternative: the V-shaped employee.

Similar to their T-shaped counterparts, V-shaped employees exhibit profound expertise in one domain alongside shallow knowledge across multiple fields.

The distinguishing factor lies in the intermediate segment.

In today's organizational landscape it crucial to possess “adjacent knowledge“ – expertise closely related to one's core proficiency.

This knowledge, neither deep nor shallow but somewhere in between, forms the V-shape.

While specialization holds merit, individuals and organizations alike benefit from versatility and adaptability.

V-shaped employees possess adjacent expertise, enabling them to transcend their primary roles, switch responsibilities, and foster personal growth.

This adjacent knowledge is moderately deep and broad, empowering individuals to navigate various roles effectively.

Taking myself as an example: I possess profound insight into finance and strategy, coupled with advanced understanding of economics, marketing, and data analysis.

However, it's the intermediate knowledge in areas such as entrepreneurship, sociology, and organizational psychology that enables me to excel as a consultant and mentor.

This intermediate expertise enables the nuanced application of strategic principles tailored to each client's unique needs.

The same principle applies to your team.

The more V-shaped your employees are, the greater their potential to contribute meaningfully to your organization.

Consider the V-shaped nature of your team and prioritize their development as V-shaped employees.

Adapted from Jeroen Kraaijenbrink

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Many people don’t understand what leadership truly means:

They think it is about telling people what to do, but it isn’t.

To clarify, leadership is definitely not:

Avoidance of accountability
Control for control's sake
Status quo preservation
Disregard for feedback
Fear of tough choices
Micromanagement
Solo achievement
Short-term focus
Belittling others
Credit-hogging
Blame-shifting
Dictatorship
Domination
Self-serving
Fear tactics
Favoritism
Rigidity

Leadership is about:

Influencing
Building trust
Guiding a team
Inspiring others
Setting direction
Developing people
Leading by example
Fostering collaboration
Making tough decisions
Leaving a lasting impact
Serving the greater good
Motivating through vision
Creating a positive culture
Adaptability and resilience
Communicating effectively
Driving change and innovation
Visionary thinking and strategy
Empowering others to succeed
Providing support and resources
Taking responsibility for outcomes

A leader is like a nurturing gardener,
cultivating a thriving environment where
every individual can blossom and contribute
their unique talents and inputs to a collective vision.

Leadership is about empowering, not dominating.
It's about inspiring, not intimidating.
True leaders foster growth, not fear.

Lead with compassion, integrity, and a commitment to the greater good!

P.S. How many true leaders have you met?

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Over 30 million presentations happen every day.

Want to present like the top 1%?

Here are 9 lessons from Steve Jobs:

1. SHOW YOUR PASSION

Use simple language and get your audience excited.

2. ONE-SENTENCE SUMMARY

Create “twitter-friendly“ headlines that capture your main message.

3. THE “THREE“ RULE

Stick to three key points for clarity and impact.

4. BRING IN A VILLAIN

Every story needs a villain to highlight the hero - show why your product matters.

5. SIMPLE, VISUAL SLIDES

Keep slides clean - less is more. Jobs’ first slide had just 19 words!

6. INTRODUCE THE HERO

After the villain, present the hero - give your audience a reason to care.

7. DON'T READ NOTES

Present from memory to show confidence and connection.

8. TELL STORIES

Share quick stories about how the product came to be or its impact on you.

9. PRACTICE, PRACTICE, PRACTICE

Rehearse a lot to boost your confidence.

Great presentation skills are crucial for success in life and work.

Follow these 9 lessons, and you'll be unstoppable!

P.S. What are your top presentation tips?

♻️ Share this so more people can develop great presentation skills!

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📌 I plan to launch Wild Capital Academy:

The top community-powered business scaling program,
I will cover strategy, finance, marketing, leadership etc.
(sharing my experience from helping 250+ companies).

800+ leaders are already on the waitlist:
Subscribe to my newsletter at WildCapital.co to submit your interest.

You will also get my top 100 infographics as a bonus.

Overstaying is the costliest mistake.

But most people do it anyway.

We all know someone:

Who’s stuck in the wrong place but can’t walk away.

The signs are easy to spot:

Endless excuses
Constant complaints, zero action
Staying because leaving “feels like failure”

Every extra day costs them:

Skills losing their edge
Confidence fading away
Opportunities slipping to others

The truth?

The longer you stay, the further you fall behind.

I know the thoughts:

"I can’t throw it all away"
"I’ve already put in so much"
"Maybe things will change next year"

But the reality is:

Cutting your losses early is almost always cheaper than dragging them out.

The priciest choice?

Staying where your potential is dying.

The smartest move?

Leave before you’re forced to.

P.S. Are you in the right place?

♻️ Share it with someone who needs to hear it.

You don’t need a title to lead.

You just need to act.

Leadership isn’t for executives or managers.

It’s for anyone willing to step up.

The quietest person in the room can change a project with one question.

The newest hire can spark innovation others didn’t see.

You can lead from anywhere.

Here are 7 ways to lead, even when you’re junior:

1. Take initiative

Don’t wait to be told.

See a problem? Start fixing it.

2. Speak up

Notice a flaw or inefficiency

Say it. Your insight matters.

3. Help others

Notice a colleague struggling?

Step in. Support is leadership.

4. Lead by example

Show diligence, integrity, and consistency.

Others will follow.

5. Ask smart questions

Curiosity drives clarity.

Asking the right questions moves teams forward.

6. Own your mistakes

Admit them. Learn fast.

Teach others. Accountability inspires trust.

7. Influence, don’t demand

Guide decisions through ideas, empathy, and collaboration.

You don’t need authority to shape outcomes.

Leadership isn’t about rank or perks.

It’s about:

Integrity.
Courage.
Kindness.
And showing up when it matters.

Start today.

Right where you are.

Lead in a way that makes others want to follow.

P.S. How are you leading from where you stand today?

♻️ Repost to inspire others to lead even without a title.

A title doesn’t make you a leader.

Your mindset and actions do.

Leadership isn’t about rank.

It’s about how you show up every day.

And how you empower others to succeed.

Here are 10 ways to lead with real impact:

1. Take initiative

See challenges? Step up.

Volunteer for projects that stretch you.

2. Create value

Focus on outcomes that:

Help your team and organization shine.

Propose solutions, not just problems.

3. Build relationships

Be the glue in your team.

Connect, collaborate, and listen actively.

4. Champion inclusion

Encourage every voice.

Create space for diverse perspectives.

5. Empower others

Share knowledge generously.

Mentor and support your peers.

6. Lead by example

Show passion, commitment, and integrity.

Do the right thing - even when no one is watching.

7. Embrace change

See challenges as opportunities.

Adapt and grow from feedback.

8. Communicate with clarity

Be transparent, honest, and concise.

Keep everyone aligned and informed.

9. Own your mistakes

Take responsibility and learn quickly.

Model accountability for others.

10. Inspire trust and confidence

Be consistent, fair, and reliable.

People follow those they can trust.

Leadership isn’t about waiting for permission.

It starts with the choices you make today.

Lead where you are.
Lead with courage.
Lead with impact.

Share how you lead in comments!

♻️ Repost to inspire someone to start leading now.

Sunday anxiety costs you more than you think.

It’s not just lost sleep; it:

Drains your health,
Damages relationships,
And hurts your performance.

Sharing great insights from Reno Perry.

The story repeats every time:

They tell themselves it’s “just stress.”
They hope things will improve.
They wait for the “perfect moment” to leave.

Meanwhile, their bodies keep score:

Confidence slowly fades.
Insomnia becomes routine.
Family gets the leftovers of their time and energy.

The truth is:

If you’re already dreading Monday on Friday, you’re in the wrong place.

Signs it’s time to consider moving on:

You’ve stopped growing.
Your efforts go unnoticed.
Your health is taking a hit.
You feel stuck playing small.
Your values clash with those in charge.

Worried about the job market?

Yes, it’s tough out there.

Hundreds of applications, ghosting, long waits.

But jobs are still available,
And people are still getting hired.

You just have to do it smarter:

1. Be targeted, not scattershot.
2. Find the real decision-makers, not just HR.
3. Reach out with messages that show clear value.
4. Demonstrate how you solve their specific challenges.
5. Focus on personalization over desperation.

While you’re searching, build yourself up:

‣ Track your wins every week.
‣ Share your knowledge online.
‣ Grow your network intentionally.
‣ Help others without expecting anything in return.

Protect your energy too:

‣ Do things daily that recharge you.
‣ Remember this phase is temporary.
‣ Talk with someone who understands.
‣ Set firm boundaries at your current job.

You didn’t reach your achievements by settling.

Don’t start now.

The right career isn’t a luxury.

It’s your right.

It’s waiting for you in a place that values you.

The question is:

Are you ready to go get what you deserve?

♻️ Share this with those who need to hear it today.

Winston Weinberg was on a call with Sam Altman and OpenAI’s entire C-suite.

He had just shown OpenAI’s General Counsel how good GPT-3 was at legal work.

It started with a simple test.

Winston (who was a junior lawyer at the time) had a roommate, Gabe Pereyra.

Gabe was an AI researcher at Meta.

They were experimenting with GPT-3.

Winston had a question:

What if it could answer real legal questions?

So they ran an experiment.

They pulled 100 real landlord-tenant questions people had posted online.

Used GPT-3 to generate answers.

Then sent those answers to three practicing landlord-tenant attorneys.

They didn’t mention AI.

They just asked one thing:

“Would you send this answer to a paying client?”

86 out of 100 lawyers said yes.

That’s when Winston realized this wasn’t a demo.

It was a company.

But he had no startup network, no investors, and no Silicon Valley connections.

So he cold-emailed Sam Altman and OpenAI’s General Counsel.

They replied.

OpenAI Startup Fund became Harvey’s first investor.

Today, Harvey is worth $8B.

All from one simple test.

Winston Weinberg shares the full story on No Priors with Sarah Guo and Elad Gil.

Full video in comments.

Your energy is your most valuable asset.

Stop giving it to people who don’t deserve it.

Burnout isn’t about working hard.

It’s about giving everything to people who give nothing back.

You’re the high performer.

The one who actually cares.

Staying late for teammates.

Covering for people who don’t show up.

Giving 110% to leaders who barely notice.

And slowly, you feel it:

Exhaustion sleep can’t fix
Sunday night dread creeping in
The passion turning to numbness

You’re not weak.
You’re human.

Here are 10 ways to protect your energy:

1. Identify energy vampires

Notice who always takes and never gives.

2. Set care boundaries

Help, but don’t rescue people from their own choices.

3. Match your effort to theirs

Stop giving 100% to people giving 20%.

4. Document your impact

Keep track of your contributions:

It matters when others forget.

5. Invest in your allies

Focus on the 2–3 people who truly have your back.

6. Say no without guilt

Protect your time and attention - it’s finite.

7. Take micro-recharges daily

Walk, meditate, or unplug for a few minutes to reset.

8. Delegate without overexplaining

You don’t need to carry what others can handle.

9. Limit negativity exposure

Avoid gossip, toxic people, and draining conversations.

10. Prioritize self-care consistently

Sleep, exercise, hobbies:

Your energy is the engine for everything else.

Some people will never care as much as you do.

And that’s okay.

Your job isn’t to make them care.

It’s to protect your ability to keep caring.

P.S. Where do you need to set boundaries today?

♻️ Repost to help others protect their energy.

True leaders don’t just talk about having your back.

They prove it when it counts.

Many promise. Few deliver.

The leaders who fight for their team:

Build loyalty and create trust that tryly last.

Here are 10 ways to be that leader:

1. ake the blame, share the wins

Own mistakes. Celebrate your team’s successes.

Make sure their achievements are recognized with higher-ups.

2. Push for raises and promotions

Know their impact.

Advocate confidently for growth.

Help them track accomplishments.

3. Guard their time and boundaries

Say no to unreasonable demands.

Protect their personal time and well-being.

4. Keep them informed

Share updates before they become rumors.

Brief them on decisions that affect their work.

5. Advocate in key meetings

Highlight their skills and contributions.

Ensure they’re considered for important opportunities.

6. Champion top performance ratings

Provide evidence for recognition.

Stay updated with regular 1:1s.

7. Support before burnout hits

Step in to help with workload, not just give advice.

Prioritize team wellbeing during high-pressure times.

8. Invest in their growth

Provide mentorship, training, stretch assignments.

Push them toward learning and advancement.

9. Protect them from politics

Shield them from unnecessary office politics.

Focus on fairness, not favoritism.

10. Show up consistently

Be reliable, present, and approachable.

Your team should always know you have their back.

Being a leader isn’t about titles.

It’s about the lives you lift, protect, and empower.

P.S. Who’s the leader that fought for you when it mattered?

♻️ Repost to inspire more leaders to fight for their teams!

53% of adults are dissatisfied with their lives.

Unfulfilled and stuck below their potential.

There’s a timeless framework that helps change that:

The Pyramid of Success.

Created by legendary coach John Wooden,

This model outlines what it really takes to achieve excellence,

Personally and professionally.

The Pyramid of Success is built on 5 tiers:

1. First Tier: Friendship, Loyalty, Cooperation

Build mutual respect and trust.

Stay true to yourself and others.

Work toward a shared goal.

Examples: Supporting teammates, listening actively, putting the team before ego.

2. Second Tier: Self-Control, Alertness, Initiative

Discipline your emotions and actions.

Stay curious, aware, and open to learning.

Act decisively without fearing failure.

Examples: Effective time management, adapting to change, taking calculated risks.

3. Third Tier: Condition, Skill, Team Spirit

Maintain mental, moral, and physical strength.

Develop mastery of fundamentals.

Put the group above the individual.

Examples: Continuous learning, fitness habits, supporting collective goals.

4. Fourth Tier: Poise and Confidence

Remain calm under pressure.

Trust your abilities through preparation.

Keep perspective when it matters most.

Examples: Mindfulness, recognizing progress, composure in tough moments.

5. Apex: Competitive Greatness

Deliver your best when it counts.

Embrace challenge and pursue excellence.

Raise your standard - consistently.

Examples: Thriving under pressure, continuous improvement, pushing beyond limits.

Master these 5 tiers:

And you create a foundation for sustainable success.

P.S. Are you actively applying these principles in your life?

♻️ Repost to help others unlock their full potential.

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Respect isn’t given.

It’s earned - quietly, consistently, in small moments.

Your title won’t earn it. Your character will.

Respect isn’t built in boardrooms or performance reviews.

It’s built in the everyday moments most people ignore.

Here are 10 ways to build respect that lasts:

1. Use Names

“Good morning, Maria” hits far harder than a casual “hey.”

2. Upgrade Your Questions

Replace “Any questions?” with

“What would help you most right now?”

3. Reframe Feedback

Start with “I noticed…” instead of

“You always…” or “You never…”

4. Celebrate Wins

Send a quick note or screenshot achievements:

“Saw this - well done!”

5. Invest Attention

Give 5 minutes of full focus,

Instead of 20 minutes half-distracted.

6. Honor Commitments

Do what you say you’ll do.

Reliability builds trust fast.

7. Listen First

Let people speak before you jump in.

Understanding earns respect.

8. Show Consistency

Your behavior should match your words - every time.

9. Acknowledge Effort, Not Just Results

Notice the work people put in, even if outcomes aren’t perfect.

10. Stay Humble

Admit mistakes and credit others generously.

Humility commands respect.

Respect isn’t given by default.

It’s quietly earned, one interaction at a time.

P.S. Which point will you try today?

♻️ Repost to inspire others on how to earn respect.

One thing separates real leaders from managers:

The words they choose.

Sharing great insights from Lukas Stangl!

Great leaders say things that:

Build people up, not break them down.

Here are 12 phrases powerful leaders use all the time:

I trust you.
You got this.
I believe in you.
How can I help?
I made a mistake.
I’m proud of you.
What do you think?
Take the lead on this.
We’re in this together.
You’re making a difference.
Thank you for your hard work.
What can I do to support you?

Leadership has nothing to do with titles.

It’s your words that show who you really are.

Every sentence builds trust or destroys it.

Every conversation connects or distances.

Every question shows care or lack of it.

And the best leaders know one truth:

People will forget your instructions.

But they’ll never forget how you made them feel.

Words shape culture.
Culture shapes performance.
Performance shapes success.

Use better words.

Get better outcomes.

P.S. Which of these 12 will you use today?

♻️ Repost to help someone lead with impact, not ego.

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We all have seen it way too often.

Managers who:

Remember your name only when they need a favor.

Praise you only when it benefits them.

That’s not appreciation - that’s manipulation.

And you deserve so much more.

A true leader shows up not just for the spotlight,

But especially in the quiet, unseen moments.

Here are 10 signs your leader truly values you:

They genuinely listen.
They ask for your input.
They say thank you often.
They openly give you credit.
They celebrate your successes.
They trust you to do your work.
They respect and protect your time.
They stand by you during tough times.
They check in just to see how you’re doing.
They create a safe space for you to speak up.

If your manager only values you when it serves their interests:

That’s not respect - it’s a tactic.

You’re not just a resource - you’re a person.

And you deserve to be treated like one every single day.

P.S. Have you met this type of leader?

♻️ Share this so more people can recognize true leadership!

90% of companies fail.

But what is one of the key reasons?

It is bad strategy definition and planning.

Here is how to build a strategy that actually works:

Most companies struggle with two things:

Big, inspiring goals that never become reality.

Day-to-day plans that don’t connect to the bigger picture.

The fix?

You need a roadmap:

That links your company’s vision to everyday action.

Here is how to create it:

1. Envisioned Future

Start with your “North Star.”
What’s the bold future you are chasing?
Make it vivid. Make it memorable.

2. Guiding Purpose

Why do you exist?
This is your fuel when things get tough.
Keep it front and center.

3. Guiding Values & Behaviours

How do you behave as a team?
Values aren’t just words-they’re actions.
Set the tone for your culture.

4. Yearly Business Plan

Turn vision into action.
Set clear, annual priorities.
Update and review-don’t let it gather dust.

5. Dynamic Planning

Budget Planning:
Adapt as you go.

Strategy Planning:
Stay agile.

Functional & Integrated Planning:
Make sure every team is rowing in the same direction.

Ad Hoc Planning:
Be ready for surprises.

6. Execute and Control

Monitor progress.
Adjust fast.
Celebrate wins-and learn from misses.

What’s the key?

Connect long-term vision to short-term action.

Build a culture of planning, not just dreaming.

If your roadmap covers all these bases…

Your strategy stays on track.

Your teams stay aligned.

Your business keeps moving forward.

P.S. How strong is your strategy roadmap?

♻️ Repost so your network can plan-and win-together.

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Most financial models fail before opening Excel.

Here’s how to build one that actually works:

Sharing insights from my friend Bojan Radojicic.

Here is what you need to do:

1. Define the Objective

Know the purpose. Know the audience.

The model is only as good as its direction.

2. Collect the Right Data

Grab your historicals and operational metrics.

Your future is built on these numbers.

3. Identify the Real Drivers

Cut the noise.

Focus only on the variables that actually move the business.

4. Build Clean Assumptions

Simple. Transparent. Documented.

Assumptions should never feel like guessing.

5. Structure the Model

Inputs → Calculations → Outputs.

Then build your P&L, Balance Sheet, and Cash Flow.

6. Run Scenarios

Push the model. See how it behaves under pressure.

That’s where the insights show up.

7. Validate Everything

Check the math. Reconcile the statements.

Balance must balance.

8. Visualise the Output

Turn numbers into a story. Dashboards win.

Overcomplicated sheets don’t.

A strong financial model isn’t “nice to have.”

It’s how leaders make real decisions.

P.S. Do you use financial models in decision-making?

♻️ Repost to help your network work smarter with financial models.

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AI is taking over every industry.

And you still can’t explain what an LLM is?

Let's correct that so you don't fall behind.

Here’s a powerful breakdown of essential AI terms,

Compiled by my friend Adam Biddlecombe.

These 40 simple definitions will upgrade your AI literacy fast.

1. Bias

When AI favors certain outcomes unfairly, often due to the data it was trained on.

2. Label

A tag assigned to data so the system knows what it represents.

3. Model

The trained system that performs tasks after learning from data.

4. Training

The learning phase where AI improves by studying examples.

5. Chatbot

A program that communicates with users via text or voice.

6. Dataset

A structured collection of data used for training AI.

7. Algorithm

A defined set of step-by-step instructions to solve a problem.

8. Token

Individual words or word fragments AI processes to understand and generate text.

9. Overfitting

When a model memorizes training data so closely that it fails on new inputs.

10. AI Ethics

Guidelines that ensure AI is developed and used responsibly and fairly.

The rest is directly in the attached infographic.

♻️ Share this to help your network understand AI.

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If you plan to build an app in 2026,

Now is the perfect time to make it real:

Building apps no longer starts with code,

It starts with plain English and Replit.

Replit is a platform to build real apps using natural language.

You describe what you want.

Replit builds it.

Database. Auth. Deployment.

All built in.

And it’s the only platform you can use on desktop and mobile.

Apple or Android - build anywhere and anytime.

Here’s why Replit transforms the industry:

1. Build by describing

Type your idea in plain English.

Replit turns it into a working app.

You refine it together, step by step.

2. AI built in, no setup

Access hundreds of AI models directly inside Replit.

Text, images, audio, video - all available instantly.

No configuration. No switching tools.

3. Connect your data

Notion. Slack. HubSpot. Google Drive. Dropbox.

Sign in and start building.

Your apps work with the tools you already use.

4. One platform, end to end

Creation. AI help. Hosting. Collaboration.

All in one place.

No messy stack. No friction.

5. From idea to real product

Replit isn’t just for experiments.

You can build secure, production-ready apps.

From first prompt to live product.

6. Designs to live apps

Bring in designs from Figma.

Turn them into working apps in minutes.

What you design is what ships.

Who is this for?

Anyone with an idea.

Founders. Operators. Marketers. Product builders.

You don’t need a technical background.

You just need clarity.

Replit removes the barrier between ideas and execution.

If you can explain it, you can build it.

Explore Replit here:

https://lnkd.in/g3qmxdap

Only 10% of managers are great leaders:

That is why most companies fail.

Sharing a great framework from Snow Academy:

To make sure you can become a top leader.

Most leaders fall into these categories:

1. “Strong” Leaders

Stubborn on vision. Stubborn on strategy.
They succeed only if they’re right the first time.
Most companies live here-and get stuck when things change.

2. “Fool” Leaders

Stubborn on strategy. Flexible on vision.
Firm on how, but unclear on why.
They work hard but go nowhere.

3. “Aimless” Leaders

Flexible on both vision and strategy.
Chasing shiny objects.
They must get lucky to succeed.

4️. “Top” Leaders

Stubborn on vision. Flexible on strategy.
Persuasive. Adaptable.
They know where they’re going,

But aren’t afraid to change the route.

The best companies are built by these “Top” leaders.

What’s the key?

Be stubborn about your vision-know your “why.”

Stay flexible on your strategy-adapt your “how.”

That’s how you build teams that innovate, inspire, and win.

P.S. Which leader are you?


♻️ Repost to help your network lead better.

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You can tell a lot about a person,

By how they treat people who can’t help them.

Most treat respect like a transaction:

Smile at the exec, ignore the assistant.

Remember the VP’s name, call the facilities team “hey you.”

Network aggressively, skip the staff who make it all happen.

Everyone deserves respect.

Not as a gift. Not as a favor.

As a baseline.

Here’s what respect actually looks like at work:

1. Learn names

Not just the decision-makers.

2. Smile at people behind the scenes

Janitors, assistants, security - everyone matters.

3. Thank the unsung heroes

EA, receptionists, coordinators - acknowledge them.

4. Notice the small efforts

Someone keeps things running smoothly?

Say it.

5. Celebrate contribution, not just status

Appreciate effort at all levels.

6. Listen, don’t just talk

Everyone’s voice matters - regardless of title.

7. Be consistent

Respect isn’t a one-time act - it’s a habit.

8. Lead by example

Your team will mirror how you treat others.

9. Make it genuine

Respect is meaningless if it’s performative.

Small, consistent genuine actions separate:

Leaders people follow from bosses people tolerate.

P.S Who is the person that made you feel truly valued?

♻️ Repost to inspire your network to lead with respect.

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Building a mobile app used to take months.

Replit now does it in minutes:

I just watched an idea go from a prompt

To a real App Store-ready iOS native app

In minutes, without:

Touching Xcode
Learning mobile frameworks
Managing complex build pipelines

Here’s how Replit transforms the industry:

1. Build by describing

You type what you want.

Replit builds the mobile app.

Frontend. Backend. Database. Auth.

All handled automatically.

2. Live phone preview

The app renders instantly.

Scan a QR code.

See it running on your actual phone.

Not a mockup.

A real app you can tap and use.

3. Iterate in chat

“Change the layout.”

“Add a new screen.”

“Improve the copy.”

You keep chatting.

Replit keeps rebuilding.

No rebuild pipelines. No setup chaos.

4. App Store made simple

Connect Expo. Connect Apple.

Replit handles the native build

And submission flow behind the scenes.

Three steps instead of months of work.

5. Full-stack by default

AI features. Databases.

External data connections.

Built-in from day one.

No stitching tools together.

The key takeaway:

Mobile apps are no longer a technical problem.

They’re an idea problem.

And Replit does everything else.

Check it out yourself:

https://lnkd.in/g3qmxdap

Most stress comes from the wrong focus.

Most progress comes from the right one:

You’ve likely heard of the Circle of Influence.

But the Circle of Control and Circle of Concern matter just as much.

Understanding all three is essential for results.

Stephen Covey introduced this framework, known as the CIA Model.

It centers on three actions:

Control. Influence. Acceptance.

Sharing extended infographic to make this concept practical.

The three circles explained:

➟ Control

What you directly control: thoughts, behaviors, actions.

This is where your energy pays off most.

➟ Influence

What you can shape through others or situations.

Indirect impact but still powerful.

➟ Concern

What sits outside your control.

Accept it. Don’t waste energy on it.

These circles are not fixed.

They overlap and evolve.

What’s a concern for one person

May be influence for another.

That’s why this model works for individuals, teams, and organizations.

Identify your concerns.
Sort them correctly.
Act where impact is possible.

The goal: less noise, more control, real progress.

P.S. What are you focusing on that you can’t actually control?

♻️ Share this with your network - it changes how people think.

Adapted from Jeroen Kraaijenbrink.

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