Amy Volas

I help SaaS startups hire executive Sales and CS leaders without the cringe ⋆ Personally closed $100MM+ ⋆ 2 Exits ⋆ LP ⋆ Strategic Advisor ⋆ Speaker ⋆ Writing My First Book

I don’t believe in guesswork hiring. And I don’t do transactional anything.

I work with founders, CEOs, and investors who are tired of wasting time, money, and trust on Sales and CS executive hires that don’t stick... or worse, do damage.

Because here's the thing:

A bad executive hire isn’t just a hiccup.
It’s a domino effect that fractures teams, tanks morale, stalls growth, and erodes boardroom credibility.

I’ve seen it all:

▸ CEOs and founders covering for a Sales leader who’s lost the room
▸ Execs spending more time firefighting than scaling
▸ Boards questioning if you can hire while the burn rate screams you can't
▸ Reacting to noise, chasing titles, and hiring before knowing what you’re actually solving for
▸ Watching progress stall, targets slip, and the trust in your decision-making fade

Sound familiar? You’re not alone. 
And, there’s a better way.

I'm Amy Volas, founder of Avenue Talent Partners (ATP).

Since 2015, I’ve helped tech founders and CEOs get executive GTM hiring right the first time, without the fluff, without the guesswork, and without the cleanup later.

𝗪𝗵𝗮𝘁 𝘄𝗲 𝗱𝗼 𝗮𝘁 𝗔𝗧𝗣:

𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗦𝗲𝗮𝗿𝗰𝗵

Intentional, high-impact GTM hires that drive growth while sidestepping expensive missteps. 

𝗧𝗵𝗲 𝗛𝗶𝗿𝗶𝗻𝗴 𝗢𝗦™ 𝗯𝘆 𝗔𝗧𝗣

When a search isn’t needed, but clarity is. Our proven hiring system that structures hiring for scale, eliminates guesswork, and arms you with the clarity, data, and process your board expects.

𝗧𝗵𝗲 𝗮𝘃𝗲𝗿𝗮𝗴𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝘀𝘂𝗰𝗰𝗲𝘀𝘀 𝗿𝗮𝘁𝗲? 20%
𝗔𝗧𝗣 𝗰𝗹𝗶𝗲𝗻𝘁𝘀? 80%+ and a 98% interview-to-hire success rate

Because it’s not just about who you hire.
It’s about why the hire is happening, how the process is run, and whether it fuels the kind of team that scales, not stalls.

I’m not for everyone, and that’s okay.
The founders, CEOs, and investors who get the best results with me:

▸ Prioritize hiring as a core strategy
▸ Embrace real, open communication
▸ Value people over transactions
▸ Think beyond the next quarter
▸ Know asking for help is a strength, not a weakness

Hiring is hard.
It’s supposed to be.

But it’s also the highest-leverage move you’ll ever make.

Let’s make people strategy your secret weapon.

We partner with focused executives who know the best products don’t always win, but the best teams do.

Ready to build one? So are we.

Founder & CEO

Great executives aren't hired on guesswork.

And starting + scaling a business is no joke.

The odds are against you and the people you hire to grow your business can make or break your ability to defy those odds.

The dynamic world of sales in early- stage startups is complex, busy, and ever-changing.

Trying to uncover, engage, and hire the cream of the crop is challenging when your plate is already full and the average tenure is 19 months for a VP of Sales.

That's why Avenue Talent Partners was built…

We help startups hire the right executive revenue leaders to defy the turnover odds to truly grow and scale.

The best part? We do it without the cringe!

With a collective sales experience of 40+ years and $100MM+ in deals closed, ATP's team knows what it takes to win at startup sales.

We're the recruiting firm you should be working with if you...

▹ Want to defy the odds of hiring the right sales leader who will stick around for more than 19 months

▹ Want to hire a high-growth sales leader who will build/lead a team to drive growth for the long haul

▹ Want a recruiting partner who speaks the sales language fluently, knows how to vet the right person for your stage of business, and has the experience to back it up

▹ Want a recruiting partner who truly cares about your success, takes the time to understand what you need, and knows exactly how to help

▹ Want a recruiting partner that celebrates candidate experience while representing your brand well throughout the recruiting process regardless of the outcome

The depth and breadth of our sales and startup experience coupled with our second to none people-centric, process-driven approach is here to help you get sales hiring right the first time to avoid the painful effects of a mishire.

Nothing you do is more important than finding and hiring the right people; we work tirelessly to help you do just that.

I’m passionate about empowering women and helping to close the gender gap in senior leadership. 

I spent 18 years in tech and biotech sales, holding positions as a VP and EVP, Sales. Along the way I introduced many brand new technologies to market, built a commercial organization from scratch, and scaled a hyper-growth team to achieve 9 digit revenue growth in 2 years.

Despite this success, I struggled for years with my transition from Manager to Director to VP, and even asked myself if I was cut out to be a senior executive.  

Finally, I ‘figured it out’ and had the confidence, knowledge and skills that I needed to be an impactful leader. 

My mission at Insights to Action is to help others get there by sharing what I’ve learned.

I want to use my passion to help more women transition to senior leadership and help leaders make that leap from unsure and unfocused to strategic, decisive and outcome driven - all without burning out. My goal is to help women thrive as executives, instead of merely surviving. 

I would love to work with you on your journey and look forward to connecting!

Read about what some of my clients are saying: https://www.insightstoactioncc.com/testimonials

Katy McFee

I help women become execs and thrive in leadership - Former Exec | Certified Coach | Forbes.com contributor

At Insights to Action I help female execs and aspiring female leaders become the leaders they want to be and thrive as executives all without burning out. 

I offer group coaching programs for women looking to break through to executive leadership and 1:1 immersive executive coaching for current execs who want to level up and show up as the amazing, effective leaders they know they can be, while still living a life they love.

My goals don’t include my kids,

I go on vacations without my kids,

I take girls trips that are just for me,

My partner and I have a date night every 2 weeks,

I prioritize my morning meditation and exercise daily,

And I’m still a great mom.

As women, we often feel this pull to be the perfect mom and dedicate every part of ourselves to our kiddos

And a pull in the opposite direction to be the best we can be at work and prove we're all in

It’s damn exhausting
It’s a losing game
And I quit

I adore my kids and love my family

But I am still my own person
I still need my own time
I need my own goals

And I don't apologize for it ✌️💜

PS. And to all the mommas out there, you’re doing great ❤️

Follow me Katy McFee for more posts on women in leadership

#1 in helping women become VPs and thrive in leadership | Former Exec | Certified Coach | Forbes.com contributor | Host of More Women Promoted Podcast

Dating advice you can apply to your career:

For a little Friday fun - here's my top 4:

1. Early red flags rarely get better. They usually get worse.

Dating: Too many of us have dated somewhere where we saw the early signs, but ignored them. If there are early red flags, they're going to get a lot worse. 

Career: HR was dismissive in the interview and they took a week to get back with next steps...
Listen to your gut.  This may not be the dream job you were hoping for. 

2. Actions speak louder than words. 

Dating: He says he really likes you, but blows off plans and doesn't text you back...
He's just not that into you. 

Career: Your manager keeps telling you how much they value you, 
But you get passed over at every promotion cycle...

He's not going to promote you unless something changes. 

3. Just because they look great on paper, doesn't mean they're the one. 

Dating: We've all dated the guy who was SO perfect on paper!
Great job, nice to his mom, treats us well.  But you just don't feel it...

Career: This job is so perfect on paper!
Well-known company, great pay, lots of perks. But the culture sucks and people are toxic....

In both cases, move on.

4. Don't rely on someone else to make you happy. Work on yourself. 

Dating: You need to make yourself happy to be happy in a relationship. 
Do the work, the healthy relationship will follow.

Career: Don't rely on your boss to get you promoted. Work on yourself.
If your manager isn't helping to carve the path, take ownership and find mentorship outside of them. 

Do the work, and the promotion will follow. 

What did I miss? ✌️💜

6 more months, and things will slow down

I told my (now ex) husband that more times than I can count

And at the time, I really believed it!!

I just needed to lean in for 6 more months
And then we'd start to see the results we wanted...

And I could:
- Travel less
- Be more present
- Put my phone away
- Stop making work the priority

But you know what?
6 months never came,
And I missed a lot.

I remember leaving for a 10 day 'Euro-tour' 
To meet all of the KOLs in our space in Paris, London and Amsterdam

And truthfully, I was really excited about the opportunity

But leaving for the airport while my not-even-1-year-old was pulling himself up on the ottoman

Practically broke my heart

And I discovered the concept of everything being a trade-off 

This is your friendly reminder that when you put your real life on hold 
For 6 months,
Or a year
Or more

You miss out on real things

That doesn't mean you should work hard for what you want
But ask yourself what your non-negotiables are

And make those trade-offs with intention

Because - believe it or not - you can have both hustle and boundaries 
And save some regret along the way ✌️💜

I became a successful executive (with ADHD)

And it came down to a single change I made:

I started playing to my strengths
And delegated, minimized or outsourced the rest

This is a really important concept 
That many of us overachievers don't seem to get

We think we need to do it all
And do it all perfectly

We often spend years trying to improve weaknesses
With minimal results

But once we get honest about where we are great and where we aren't

We can focus there and see a huge difference in our impact!

This was one of the pivotal changes I made that helped me go from struggling as a Director to a successful VP

Here's your Friday reminder: 

Whether it's ADHD, the way you grew up or any other thing that you think means you can't be an exec,

It's only true if you let it be

I'm living proof ✌️💜

♻️ Hit repost to spread the word!

I've met tons of bright, ambitious and hard-working women
Who are crushing it, in terms of talent

But using language and mannerisms that undermine their skills and abilities.

And I'll be blunt - this is preventing them from landing the roles they want.

Here are 5 examples that you should watch out for:

1. Constantly apologizing
Why: Over-apologizing undermines your authority

2. Raising your voice at the end of a sentence (ie. uptalk)
Why: Makes you seem unsure and unconfident

3. Twirling your hair in meetings 
Why: Can convey a lack of seriousness and distracts your listener

4. Sharing ideas as questions
Why: Makes you seem less confident and unsure about the idea.

5. Using filler phrases and qualifiers
Why: Your ideas will be taken less seriously

When it comes to language, here are 3 to avoid starting today (seriously):

"This may be a dumb idea but...."
"Does that make sense?"
"I'm not the expert but..."

Remember: it's not only the quality of your ideas that's important...

The WAY you share them is equally important
Maybe even more important!

As women, many of us have been conditioned to use these communication styles so we are seen as less dominant. 
We don't want to be 'bossy'.

But once you hit the workplace, holding on to these habits can mean:
- You're less likely to be seen as a leader
- Your ideas won't get the credit they deserve
- People won't take you as seriously

I consciously began using more empowering language (and body language) and saw a real difference.

You can too ✌️💜

Has anyone else caught themselves doing any of these things and decided to break the habit?

♻️  Repost to share these tips!

PS. Check out the comments for my free guide on simple language reframes you can use to start communicating like a confident and collaborative leader!

My job didn't suddenly become toxic - I'd ignored the red flags 

The first ones were there even in the interview process

- It had felt like the day from hell
- 2 senior interviewers were rude and aggressive to me
- I felt judged by many of the people I interacted with - even over lunch!

But I told myself that it wasn't a big deal...

- I wouldn't be reporting to the managers who were so rude
- I'm sure that 'vibe' I felt didn't mean anything
- This was such a great opportunity

In the end, I was gone within 2 years.

6 months after I was hired, I started reporting to one of those managers
And the other one was his boss!

The vibe I felt was very real, and trust on the team was low
Constant gossip and backstabbing

My dream job had become a nightmare

But it taught me a valuable lesson:

To treat the interview process as an opportunity to learn the people and culture
And see if it's actually somewhere you want to work

I was so dead-set on landing the role, 
I wasn't even asking myself if this was the right company for me

So, this is your friendly reminder:

The interview process goes both ways
They are evaluating you, 
And you should put your best foot forward,

But you are also evaluating them
And if you don't like what you see during the interview process
It's probably not going to get better once you start

Pay attention to the red flags friends
They rarely turn green ✌️💜

♻️ Repost if more people need to hear this

As women, we get some terrible career advice!
Here are my top 3 for worst advice we give women:

#3. "Just advocate for yourself"

Ummm... years of conditioning and workplace bias would argue it's more complicated than that.

Better advice: Implement a process to create visibility into your work and career goals, in a way that feels good. 

(This is possible - I teach women to do this all the time)

#2.  "Don't be too assertive" (you'll be seen as a b!*ch)

This advice keeps women small, and makes it impossible to confidently share your ideas and opinions. Frankly, women who aren't assertive are also not promoted. 

Better advice: Pair confident, assertive language with empathy and curiosity. Assertive does not have to mean aggressive. 

#3. "Find a mentor"

This seems like good advice, but women actually have more mentors than men do! People LOVE to tell us what to do. We don't really need more of it. 

Better advice: Find a sponsor, or develop a mentor into a sponsor. The difference is that a sponsor will champion you, open doors and advocate for you in the rooms you're not in.  

What's the worst career advice you've ever received??  

✌️💜

Success might look like:
- making 6 figures
- starting a business
- getting a big promotion
- working at a cool tech company

But it can also look like:
- prioritizing self-care every day
- taking a vacation and fully unplugging
- taking a full lunch hour to go for a walk
- prioritizing your health and relationships

We tend to focus too much on the first list
And not nearly enough on the second

When the truth is: the way you spend each day
And who you spend it with
Is the recipe to a life you truly love

And guess what?
You don't have to pick one list or the other

You can have both
You just have to be intentional about it

This is your Sunday reminder:

Don't focus so much on career success that you forget the rest of your life

Take the time to focus on yourself, your health and relationships
For me, that's what it's all about✌️💜

There will always be more "qualified" men for that VP or C-level role

It's true.

Because even when there are an equal number of men and women coming in at the entry-level:

- Men are promoted on potential, and women on experience
- Women lose opportunities when pregnant or just back from mat leave
- Men are more likely to have sponsors due to the affinity bias
- Men are encouraged to apply for positions even when they don't meet all of the criteria 

The 'promotion gap' starts at the very first promotion to manager, 
(This is referred to as the 'broken rung')

This means more men make it to mid-level manager positions, 
Which increases the pool of available men for senior-level positions

And so on...

And the gap is even larger for white men and women of colour
With 'white men' being the only group that is overrepresented in the C-suite

So here are some 'wild' ideas:

1. Stop relying on years of experience in a role as your hiring criteria!

Instead, focus on the skills and traits you need
Which are typically more effective for finding a great candidate

2. Focus on culture add vs. culture fit
Don't hire the same people over and over

3. Consider a first-time female VP 
Who may not have been in the position before but is crushing it as a director 

Guess what? She's probably ready to make that leap

4. Encourage the young women on your teams to apply for positions they want, even if they aren't 100% qualified

Until we get serious about making these changes, the gap will continue to exist...

And the gap will continue to widen as you go up in a company.

My goal is to help narrow this gap 
Even a little bit

Who's with me? ✌️💜

♻️ Hit repost to spread the word

There's a real cost to being the 'only'
 
The only woman on the leadership team
And the only exec (or leader) in your friend group
 
Not only is this lonely,
It also puts you at a huge disadvantage!
 
I remember feeling like I was on an island
 
Because I had no one in my life who really understood what I was going through
 
I was balancing being an exec and a single mom
While all of the men on the team had stay-at-home wives
 
My friends were teachers and stay-at-home moms
And they didn't really even understand my job!
 
I think this is a conversation that needs to be had
So in today's newsletter, I do a deep dive on the real cost of being the 'only'
And what you can do about it
 
Happy reading ✌️💜

The following is an excerpt from my FREE Weekly Insights Newsletter. Subscribe now, and you’ll immediately get the full article delivered to your inbo

Open article: The real cost of being the 'only' by Katy McFee • 3 min read

Women spend 200+ more hrs per year on non-promotable tasks, 

Compared to our male counterparts

These tasks include things like:

- Organizing the Christmas party
- Informally onboarding new hires
- Taking notes or ordering lunches
- Volunteering for extra committees
- Emotional support for colleagues and reports
- DEI or culture work WITHOUT authority or budget

Ladies, if this is you, 

And especially if you've been trying to land a Sr. Director or VP role

This is not serving you!
In fact, it's holding you back. 

Yes, everyone appreciates you
The team would fall apart without you

And you're also not getting tapped for that next role
Because this type of 'irreplaceable' is also unpromotable

This week's episode of More Women Promoted dives into this very topic
AND I give you some actionable and tactical next steps you can take today

Check it out anywhere you get your podcasts 
I'll link it in the comments

Time to go from helpful to promoted ladies! ✌️💜

It’s not your boss’ job to promote you
It’s your job to show them you’re ready

It’s not your partner’s job to make you happy
It’s your job to make yourself happy

It’s not your trainer’s job to get you in shape
It’s your job to do the work every day

Once you start to take real accountability for your life and career
The magic happens.

No one to blame. 
No excuses.

And no limit to what you can accomplish. ✌️💜

PS. If you're a woman looking to land a director or VP role and you're ready to do the work, join my free masterclass today (or tomorrow)

I'll help you figure out exactly what's blocking you today and how to get to that next level.

Sign up here: insightstoactioncc(dot)com/masterclass 

Follow me Katy McFee for daily posts for women in leadership

3 rules for an exec with ADHD

Because the truth is, conventional advice may not work for you!
(A lot of it didn't work for me...)

Before I knew I had ADHD, I beat myself up because I assumed that my lack of executive function made me a failure or a bad leader. 

But once I figured out how to harness the good and mitigate the rest, everything changed. 

These are what helped me go from struggling to crushing it:

1. Stop trying to strengthen your weak areas

Seriously. Instead, spend as much time as possible in your zone of genius.

We have a brain of interest, so spending time doing things we hate is a recipe for low productivity or a crappy work product.

One of the best things I ever did was get serious about outsourcing, automating and delegating the things I hate. 

My impact increased significantly once I did that. 

2. Rely on systems, not your brain

I could come up with a great strategic insight, but always forgot that appointment.
This drove me bonkers. 

Hard truth: Yes, you may lack in executive functioning, 
But that doesn't mean you get to drop the ball. 

It means you need to create systems to ensure things get done. 

Find what works for you: a Trello board, your calendar, a VA... and use it diligently. 

3. Don't eat the frog first!

We've all heard the leadership advice to 'eat the frog first,' which means to tackle that big task that you don't want to do before anything else. 

This does NOT work for people with ADHD! 

We already lack dopamine, so we often need a fix before we're ready to eat the frog...

Instead, pick a dopamine-producing task to do first, 
Then move on to the big daunting thing you'd rather not do. 

For me, this would involve checking my sales dashboards and metrics, 
Then tackling the task I didn't want to do. 

I learned that you CAN be a successful executive with ADHD
But sometimes that means throwing conventional wisdom out the window

If you're getting leadership advice that doesn't work for your brain, forget it

Lean into what makes you great,
And outsource, delegate or automate the rest

You've got this ✌️💜

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Hanlie Bowman

Ever been told you need to be more 'strategic'? 
 
I have! 
 
I knew it was standing between me and a VP role, 
 
And the hardest part was that I had no idea what I needed to do to come across as more strategic. 
 
Every time I asked my manager (our CEO) 
I got some kind of vague answer, 

And because of this it took me years of trial and error
To finally learn what it took to become an exec
 
Years later I was thinking about this and it hit me, 
 
He didn't tell me what I needed to do, because HE didn't know either! 

He knew I wasn't quite there yet
But he didn't know how to coach and mentor me to get there
 
The truth is, sometimes you need help outside of your manager. 
 
That's where I come in. 

Join my free masterclass today where I help you pinpoint what's holding you back and what to do about it.

This is exactly the type of clarity I wish someone had given me!

Grab your spot here: insightstoactioncc(dot)com/masterclass

Hard truth: It may not be your fault you're struggling

But it IS your responsibility to fix it

And that sucks, but the sooner we learn it
The sooner we can take action to change things

No one teaches us how to navigate our careers
And no one teaches us how to become an executive

We're left to just figure it out on our own

So it's no wonder most people get stuck and aren't sure how to advance
They hit the dreaded career plateau and have no idea what to do

It hit one as a manager, and then again as a director

Here's what I see happen:
Early in your career, you work harder than everyone else
And you do the work you're assigned perfectly,
As a result, you get promoted

So you keep trying to outwork your colleagues,
Putting up your hand for extra projects
Executing on your goals flawlessly

But this time... nothing

You're waiting for that next promotion because you're doing ALL the things. 

You're working crazy hard. 
You're doing exactly what you've been told to do.

And the promotion isn't coming

Maybe your colleague gets promoted ahead of you, even though he started a year after
And works half as hard as you do

Or they decide to fill the role externally

The truth is, what got you here, won't get you there.

But here's another truth: 
YOU need to be the one to change

If what you've been doing isn't working
You're the one who needs to start doing things differently

The good news is: this is 100% learnable!

Find a mentor or sponsor who can give you some real guidance

And this is exactly what I do with the women I work with.

Curious to know more?
Send me a DM and let's chat. 

✌💜

My LinkedIn engagement is WAY down, and yet...

I've just had the highest revenue month in my business to date
And the month isn't even over yet

My business is growing super fast
And I'm seeing real-world impact for my clients
DMs about VP promotions every week!

But if I were just looking at the performance of my content
It would look like things are just so-so

Why am I telling you this?

Because - just like you - I can get distracted by metrics that don't really matter
Instead of focusing on what's really moving the needle

If you want to be a social media influencer
Then yes, focus on all of those metrics that we call 'vanity metrics' 
Because they matter for things like brand sponsorships 

But if you're trying to build a business
Or become a thought leader while working in corporate

These metrics probably aren't worth stressing over

Focus on helping just one person
And you'll resonate with the right people

I know many examples of people with highly successful businesses
Who aren't crushing it when it comes to LinkedIn content

And I know many people with high engagement and big followings
Who are struggling to grow their businesses

My 2 cents?
Decide what truly matters and focus on that ✌️💜 

PS. It is snowy and freezing where I am, but I'm posting a photo of where I wish I was right now!

Curious why wealth tends to be passed down through generations?
 
Yes, there are advantages, like going to a good school
But the biggest thing is the access
 
The people we spend time with and learn from have a huge impact on our success
 
The good news is, even if you didn't grow up with money
You can intentionally surround yourself with people who inspire and motivate you
 
I credit so much of my success to the people I've met and learned from
 
And this is true in my business today
 
In today's newsletter, I talk about the power of finding your people
- I share the 3 types of people and groups who have impacted my success most
- And how you can start finding them
 
Happy reading ✌️💜

The following is an excerpt from my FREE Weekly Insights Newsletter. Subscribe now and you’ll immediately get the full article delivered to your inbox

Open article: The power of finding your 'people' by Katy McFee • 3 min read

I didn't stay in my director role out of loyalty!

The truth? It was out of fear. 
Fear that I just wasn't that good. 

I had stopped growing in my current role 
And I knew that I wanted to become a VP

But I didn't feel as though I had crushed it
Because we were consistently falling short of our goals

And I was continuously being told I wasn't ready for the next step

In my mind, if I couldn't get promoted at my current company
It meant that I was not VP material anywhere else either

This was just not true!

I discovered that the stage and culture of a company 
Have a huge impact on your success

This is exactly what happened with me
At company A I struggled to grow revenue to a few million ARR
At company B I grew the existing revenue by 8 figures! 

Some people crush it at early stage startups
Some shine at scaling stage companies (like me)
And some do best at large, multi-national companies

If you're feeling stuck where you are
Consider that it may not be a 'you' thing

You may just be in the wrong place

And as scary as it may feel
The best things you can do is to move on ✌️💜 

♻️ Give this a repost if more ppl need to hear it!

Too many 'nice' women are giving away their promotion
 
You're saying 'yes' to every little thing
You're doing it yourself because it's faster and you'll do a better job
You're making sure that you do your job 100% perfectly, to make your boss happy
 
And... when promotion time comes
You watch your colleague land the role that you know is right for you
 
In today's newsletter, I dive into 3 pitfalls -
Things that, as women, we do that we think are helping
But are actually hurting us and our promotability
 
Learn what they are,
Why they're hurting your career,
And what to do instead
 
Happy reading ✌️💜

Open article: The 3 pitfalls that keep talented women stuck by Katy McFee • 3 min read

The 3 pitfalls that keep talented women stuck

If you're not delegating well, you'll hit a ceiling

Because it's impossible to do it all perfectly
And also do the strategic work needed to get to the next level

I get it. It's '"faster if just I do it myself"

I hear this ALL THE TIME from women 

The result?
- They're overworked
- Doing tasks well below their skill level
- And can't free up time for the important, strategic stuff

And as a result, they are seen as a 'high performing executor' by leadership
But NOT as senior leadership material

Do you relate?

If yes, I'd like to give you a new way to think about this,
Call it the reframe you didn't know you needed:

If you're not spending time on strategic work, 
You're doing your company and yourself a disservice

If you're not delegating the right work to your team,
You're robbing them of an opportunity to step up and show their stuff

If you're not taking the time to teach
You will be bogged down with this stuff forever

So delegate the stuff you know you should be delegating, 
And spend your time on what matters most.

You've got this ✌️💜

PS. Because this is so important, I've created a brand-new workshop on Feb 16th on how to delegate the right things and free yourself up to become the leader you want to be.

We'll go through your calendar together to determine what you should keep and hand off, and how to do it to ensure your team is successful. 

Sign up for "From Doer to Leader: The Executive Delegation Framework" workshop in the comments or send me a DM to get the link!

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Amy Volas

Katy McFee

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taplio

The Battle

Amy Volas

Katy McFee

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Katy McFee's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreKaty McFee's LinkedIn Performance