Most strategy is, unfortunately, bullshit.

Complicated.
Dense.
Timid.

And more concerned with "optimisation" and "efficiency" than what really matters:

-> Making a big move that's going to change the game.

That's real strategy.

The kind that builds categories of one.
Inspires teams.
Locks-in customers.
Is written about in books.
Turns executives into legends.

...and frankly turns our boring business lives into a true adventure.

(Because I don't know about you, but I'm not here to shuffle papers until I die)

No Bullshit Strategy is how you do it.

If you want to be able to:

- Read markets like a book
- Conjure innovations nobody saw coming
- Build companies with no competitors
- Inspire teams to follow you into the unknown

...then you're in the right place.

Start here 👇

To work with me to develop a strategy like this, or embed these skills into your organisation, learn more here:

👉 www.basicarts.org/work-with-alex/

To get my ultimate strategy document template (that forces you to think the right way), totally free, grab it here:

👉 www.basicarts.org/template

To read No Bullshit Strategy, that helps you master these skills for the price of a cocktail, and which is passed around in the halls of many of the world's top brands:

👉 Go wherever you get your books

For video deep dives on these topics, check out my YouTube:

👉 youtube.com/alexmhsmith

And if you're a small business or want to learn these techniques yourself (or to use on your clients - I don't mind!), then you've gotta see this:

👉 www.strategyshortcutsystem.com

Business is an adventure.
Strategy is the map.

Let’s set out.

Alex

Alex M H Smith

This isn't a post about AI.

This is a post about you.

Moreover, it's a post about how your brain solves problems - a process that's more weird than you think.

It works for me, hope it works for you too.
__

This idea first appeared in richer detail on my newsletter, The Hidden Path.

To subscribe for free, go here: https://lnkd.in/eJSPsGUf

No Bullsh*t Strategy | Courage, meaning, and creation in business | Speaker | Author

When I do (and don't) use AI

A "leader" is not just "a senior person in a business".

It's also not someone who's in charge of people.
Or someone with a team.

--- It's actually something very specific - and rare.

Are you one? The slides reveal all...

Hope you enjoy.

(and if you want to actually lead, start here: https://lnkd.in/eJSPsGUf )

Are you a leader or a manager?

A little while ago, a woman was asking me for advice regarding her small chain of baby care stores.

(Is that what you call them? Baby care? Baby equipment? Anyway you know, prams, bottles, and stuff)

So I asked her the first obvious question:

"Well, what makes you different?"

She thought for a while, and ultimately landed on the ultimate get-out-clause of differentiation:

"It would have to be our customer service!"

OK, cool, maybe that's true. So I probed a bit deeper, and asked:

"What exactly do you do to have such good customer service?"

At this there was silence. It took her a while to even process the idea that in order to have "exceptional" customer service, you must first DO something execeptional to create it. Otherwise, it's physically impossible, isn't it?

(Note that almost every business I speak to misses this point - she was in great company)

I gave an example:

"Well, for instance do you only shop staff who have been parents already? If you did, then for sure they would be able to provide deeper and more empathetic service than other stores, right?"

But no, she didn't do this. Her hiring practices were normal.

Eventually we established that there wasn't anything in particular that made it special - it just sort of "was" because she believed it to be true.

And this is true of almost EVERY claim EVERY business makes.

And this is why they find sales so difficult.

Because claims don't sell.
Facts sell.

Facts that make the claim self-evident.

Imagine if she did only hire people who'd already had kids. Wouldn't that be a cool story? Wouldn't that provide substance to her claims? Wouldn't that make you want to go to her store to buy your car seat or whatever?

For sure it would.

So your job is simple: create some facts.

Do some undeniable things, just like this, that make your claims superfluous. Creative, thoughtful, surprising things your competitors wouldn't do.

And then watch how much easier it becomes.

(P.S. this taks becomes a lot easier with this: www.basicarts.org/toolkit )

Facts not claims

Strange isn't it:

- Every company claims they're different.
- But we all know that very few truly are.

How is this possible?

Is it delusion?
Is it lies?

No, actually it's more complicated than that. It's a phenomenon we might call "fake differentiation".

And it's probably infecting your company right now.

Read on to spot it instantly.
__

This post is 100% AI-free.

And so is my weekly newsletter on bold strategic thinking, The Hidden Path.

Subscribe here: https://lnkd.in/eJSPsGUf

Fake differentiation is everywhere

Most strategy is bullshit.

Quite literally.

Bullshit means “a bunch of fancy words which actually mean nothing at all”, and that sure does describe most strategy you come across.

Fortunately there’s a remedy: the three exercises in these slides.

Check them out, and see how your business stacks up.

__

P.S. These are the kinds of strategy hacks I’m releasing every week in my newsletter, The Hidden Path.

Join 28,000 other creative leaders right here: https://lnkd.in/eJSPsGUf

How you can tell if a strategy is actually bullshit

I heard Roger Martin say that he'd never seen any course or program that was dedicated to creating novel hypotheses.

A great point - and a pretty big problem given that this is how all REAL strategy starts.

So I decided to churn out 5 easy methods for doing just that.

Not saying the ideas will be "right".

But they will be "novel".

And that, ultimately, is what really counts.

___

There's plenty more where this came from via my newsletter that teaches entrepreneurial strategic thinking.

Subscribe for free, here: https://lnkd.in/eJSPsGUf

Dave Kline

Become the Leader You’d Follow | Founder @ MGMT | Coach | Advisor | Speaker | Trusted by 250K+ leaders.

Hey, I’m Dave Kline.

I teach leaders how to build All-Star teams and level up their careers.

After decades of leading in pretty intense environments, from Bridgewater Associates to Moody’s Analytics, I know what it takes to be the manager your team remembers (for the right reasons).

Why I can help you is simple:

I’ve been through it.

And to prove it, here’s my background (by the numbers) ⤵️

2: Decades leading high-impact teams in asset management (Bridgewater), consulting (PwC), & financial services (Moody’s Analytics).

4: Years as an entrepreneur. My portfolio includes Skillscouter (an online course & career site), and MGMT Accelerator (a cohort-based management training course).

14: Cohorts of early-career leaders that I’ve taught at multiple companies.

100: Managers I recruited, onboarded & mentored at Bridgewater Associates.

1,000: Performance evaluations with grace and respect for stars and terminations alike.

205,000+: My community across LinkedIn & Twitter interested in management tactics & leadership lessons

385,000,000: My team’s top revenue year at Moody’s.

Now that we’ve covered the why, here’s the how:

- The MGMT Accelerator – an intensive management training course for both new and senior leaders
- MGMT Fundamentals – a course that covers all the need-to-know management basics for rookie leaders
- The MGMT Playbook – a weekly newsletter that gives practical management insights

Through our MGMT courses, my wife Marsden and I have played the assist with over 1,100 leaders so far, who’ve now learned how to:

- Practically tackle the most common leadership challenges
- Build their Management OS’s CODE (Coach, Operate, Delegate, Engage)
- Refine their individual leadership Decision-Making System

With our 30+ years of combined experience, you won’t just get our knowledge.

You’ll get to ask us questions directly and get access to coaching that’s more tailored to your own experience.

We always say – if we could do it like a dinner party, we would.

If you’re interested in leadership advice (that doesn’t just sound nice but actually works), drop me a follow – I post daily.

And if you like what you see, our MGMT courses could be just what you need to level up.

DM me if you’re interested.

Co-Founder

We created the MGMT Accelerator to help managers rapidly develop into trusted leaders by combining the art & science of management. 

This 4-week program consistents of eight 90-minute modules where I share the tactics I learned leading high-performing teams for 25 years. During each session, we tailor those insights together to build your personalized management system together. 

You'll learn alongside ~50 peers and become part of an expert community of more than 300 alums.

9 Signs Your Team Might Be Toxic

(And it's costing you more than you think)

No team is perfect.

But there's a critical difference between:
Temporary Discomfort and Permanent Dysfunction.

The ❌'s reveal the hidden damage.
The ✅'s show you what excellence looks like.

The more signs you recognize,
The faster you need to move.

Good People Leave
❌ Your best talent quits, replaced by whoever applies
✅ A-players recruit and develop other A-players

Mediocre People Stay
❌ Average becomes the accepted norm
✅ Excellence is supplied, recognized, and multiplied

Conflict Never Gets Fully Resolved
❌ Tension builds privately until it erupts publicly
✅ Problems are surfaced, discussed, and solved

The War Inside Our Walls
❌ Departments compete instead of collaborating
✅ Everyone focuses on beating external competition

Decisions Get Made and Unmade
❌ Choices get revisited endlessly, killing momentum
✅ Decisions are made, with clear owners and follow-through

Questions Are Met With Silence
❌ Information is hoarded for leverage and protection
✅ Knowledge is shared openly to strengthen everyone

Feedback is Nonexistent
❌ People guess at their performance without clarity
✅ Consistent, direct feedback accelerates growth

Tomorrow Never Comes
❌ Promises are made but never kept
✅ Commitments today become results tomorrow

Success Is Accidental
❌ Wins are downplayed, high standards feel threatening
✅ Success is analyzed, replicated, and built into systems

The opposite of a toxic environment is a high-performing one. 

Building one requires:  
✅ the right people, 
✅ the right systems, 
✅ and the right leader. 

Our MGMT Accelerator will help you become one faster. 

Learn more: https://lnkd.in/eFwuqzh3

See why 1,400+ leaders said it was worth 25x what they paid.

Remember:
If you're quietly tolerating a toxic team,
You're slowly becoming part of the problem.

You either shape your environment or it shapes you.
Choose to be the catalyst, not the casualty.

♻️ Please repost to help others.
✅ And follow Dave Kline for more.

9 Signs You Might Have a Toxic Team

One choice hurts more managers than any other:

The 'More People' Paradox.

Here's what it is and how to avoid it...

Most teams fall into this pattern:

❌ Problem →
❌ Add People →
❌ More Complexity →
❌ Bigger Problems →
❌ Add Even More People

In an effort to add capacity,
They drown themselves in complexity.

Here's the trap: 

Capacity grows linearly. 
Complexity grows exponentially. 

High-performing teams know this. 
They choose a different path: 

❌ Problem →
✅ Diagnose →
✅ Delete, Simplify, or Automate →
✅ Refocus & Execute →
✅ Scale

Why does this order change things? 
Pruning is required for healthy growth.

They fix the model to scale. 
They don't hope scale fixes the model. 

Ask these 3 questions before you hire:

1️⃣ What could we stop doing?
• Nice-to-have projects
• Low-impact meetings
• Redundant reports

2️⃣ What are we overcomplicating?
• Communication channels
• Project workflows
• Decision making

3️⃣ What are we avoiding?
• Technology improvements
• Difficult conversations
• Priority decisions

BONUS: What could AI handle?
• Document processing
• Standard responses
• Data aggregation
• Routine analysis

✅ Remember:
Our optimal path to greater success...
Doing half as much, twice as well.

If this post resonated with you...
🔔 Follow Dave Kline for more
♻️ Share to help others go big by thinking small

PS - We have another free AI-Enhanced Leader workshop coming up. 
"Build Your AI-Powered Leadership Coach in 30 Minutes"
Join 352 leaders already signed up: https://lnkd.in/guyyAMdN

Managing up doesn't require sucking up.

If you know how to do it right.

Managing up isn't about:
• Power
• Politics
• Persuasion

It's about building a relationship with your boss.
And making them successful while you do it.

And that starts by knowing who your manager is.

Here are 3 common manager archetypes
(and how to speak their language):

The Relentless Micromanager
• Needs to control every detail
• Constantly checks in for updates
• Language: High-velocity details before they ask

The Volatile Visionary
• Focuses on big ideas and long-term goals
• Everything is extreme: failure or excellence
• Language: Contrarian insights tied to their vision

The Disconnected Diva
• Out of touch with day-to-day operations
• Doesn't understand frontline challenges
• Language: Repeatable stories that connect dots

Once you know who you're talking to,
You can apply a range of practical tactics. 

The carousel below has one proven tactic
To overcome 10 common objections to managing up.

Swipe through and give one a try.

Make your boss's goals your goals, and three things happen:
• You get more support for your team
• You get more opportunities for growth
• You get more autonomy in your decisions

This isn't politics. 
This is partnership.

Want help applying this skill?

Join MGMT Fundamentals starting next Tuesday.

"Managing Up" is one of the 6 core skills we teach.

• One hour a day over two weeks.
• Critical Skills + Proven Systems. 
• Group coaching to unlock your challenge.

Enrollment closes in 3 days: https://lnkd.in/ewTRApB5

Join 33 leaders looking to level up.

♻️ Share this to help a new manager.

🔔 Follow Dave Kline for more leadership insights.

How to Manage Up (and get what you deserve)

Most new managers fail (nearly 60%). 

Not because they aren't capable. 

It's because they focus on the wrong things. 

Here's what I wish someone had told me:

1. Define a Clear Mission

Average teams execute tasks.
High-performing teams drive outcomes.

Your team needs to know:
• Why their work matters
• How it impacts the company
• What winning looks like

Test: Can each person explain the mission in one sentence?

2. Hire Slowly, Fire Fast

High performers want to work with high performers.

Never compromise on:
• Proven ability to deliver
• Self-direction and ownership
• Character over credentials

One A-player is worth three B-players.
One C-player destroys team standards.

3. Give Earned Autonomy

Top talent doesn't need micromanagement.

Define the outcome, not the process.

Let them:
• Set their schedule
• Choose their methods
• Make meaningful decisions

Your job: Remove obstacles, not create them.

4. Protect Their Time

Meetings are overhead, not output.

Only meet to:
• Align on priorities
• Solve blocking problems
• Make decisions

Default to async communication.
Protect their time to create value.

5. Kill Bureaucracy

High performers hate administrative waste.

Cut ruthlessly:
• Unnecessary approvals
• Redundant reporting
• Meeting theater

Ask: "Does this help us win or just look busy?"

6. Guard Their Focus

Concentration beats distraction.

Say no to:
• Random committees
• Shiny object syndrome
• Everything that's not the main thing

The best teams do half as much twice as well.

7. Track Outcomes, Not Activities

Set clear expectations.
Measure results, not hours.

Focus on:
• Results delivered
• Quality standards met
• Timeline commitments kept

Outputs matter more than inputs.

8. Remove Friction Daily

High performers solve problems relentlessly.

Will it be customer problems?
Or the ones you create?

Daily question: "What's slowing my team down?"

Then fix it immediately.

New managers succeed when talented people have:
• Clear direction
• High autonomy
• Zero friction

Want to start strong as a manager?

Get the training 85% of managers never receive.

MGMT Fundamentals starts January 27th.
10 hours over two weeks. The 80/20 skills and systems to lead effectively.

Learn more: https://lnkd.in/ewTRApB5

85% of managers get reimbursed by their company. Just ask.
Bonus: Bring a colleague and you both save 20%.

Come learn how to become a leader you'd follow.

♻️ Share this to help a new manager.

🔔 Follow Dave Kline for more practical management insights.

 Quick Tips for New Managers

Success isn't determined by what you know.

It's determined by how fast you move.

And how quickly you adjust based on what you learn.

But before every action, there's a decision.
And before every decision, there's indecision. 

Those who win work from data: 
• Data from experience. 
• Data from customers. 
• Data from doing.

And they know: 

The faster you decide, the faster you learn.

Here are 7 simple tips to make better decisions:

Empty Your Mind
• Write down every swirling thought
• Focus only on your top 3 factors

Flip a Coin
• Not for the result, but for your reaction
• Your gut reveals the right answer

Find a Partner
• Direct partner shares the journey with you
• Trusted advisor shows the path ahead of you

Sell Then Build
• Get one real customer to pay first
• Let revenue validate your next step

Price Your Indecision
• Calculate what waiting costs you
• Compare it to the cost of choosing wrong

Only Commit to Today
• Skip the 10-year questions
• Answer one question today

Burn the Ships
• Make a call you can't reverse
• This meeting ends with a decision

Remember:

The faster you decide, the sooner you learn.

Indecision only creates one thing: anxiety.

Stop waiting for clarity.
Start creating it.

You can almost always go back.
But not without moving forward first.

Helpful?

✅ Follow Dave Kline for more.

♻️ Share to help others get unstuck.

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