GoFunnels

As Chief Artificial Intelligence Officer (CAIO) at GoFunnels, I lead our company's AI vision and strategy, revolutionizing how businesses harness automation for marketing success. I architect state-of-the-art solutions that redefine the marketing automation landscape, while leading a team of exceptional talent.

In my role, I:

Develop and execute a comprehensive AI strategy and roadmap
Spearhead the integration of AI technologies across our marketing automation platform
Drive innovation in machine learning algorithms for marketing optimization
Lead the development of AI-powered predictive analytics and customer behavior modeling
Build and mentor high-performing AI/ML teams
Foster cross-functional collaboration to implement AI solutions
Champion ethical AI practices and compliance standards
Guide product development incorporating cutting-edge AI capabilities

I am passionate about:

Transforming marketing automation through AI innovation
Building scalable AI solutions
Mentoring the next generation of AI leaders
Creating ethical AI frameworks
Driving business growth through AI implementation

I am always eager to connect with fellow AI enthusiasts, technology leaders, and professionals interested in the intersection of AI and marketing automation.

Chief Artificial Intelligence Officer (CAIO)

Ai-Ify

As the Founder at Ai-ify, I'm at the forefront of reimagining the DTC eCommerce landscape through the power of AI. Our team is passionate about crafting unique AI-powered content and automation solutions that genuinely connect brands to their customers. We're not just about algorithms and analytics – we bring a human touch to technology, driving organic growth that feels personal and creating customer experiences that truly resonate.

Founder | GTM Engineer

Athletic Greens

At Athletic Greens, I lead the organic CRO team, dedicated to refining digital touchpoints for optimal user engagement and conversion. Leveraging cross-functional collaborations and advanced analytics, we focus on enhancing the online customer journey through meticulous A/B testing, data-driven decision-making, and continuous UX improvements. My leadership has directly resulted in a remarkable improvement of the conversion rate by 120 basis points and elevated our monthly recurring revenue by $5 million. My role encompasses managing all facets of the conversion optimization lifecycle—from hypothesis generation and test design to thorough implementation and meticulous analytics interpretation. This holistic approach not only streamlines customer interactions but also significantly boosts conversion rates, propelling Athletic Greens towards its mission of promoting health and wellness.

Conversion Rate Optimization (CRO)

Twilio

• I orchestrated a data-driven, multi-channel acquisition strategy that generated leads and drove sales for Twilio. Managing a $12M budget and collaborating with cross-functional teams, I successfully increased MQLs by 27% and conversions by 93%.
• My focus on optimization led to successful testing of ads and landing pages, and A/B testing across developer-focused paid channels, which in turn increased conversions and improved ROAS by 32%.
• In my role co-managed and directed a substantial paid ads budget of $36M (NAMER) and $60M (Globally), along with a team of 12 amazinf marketers, which drove significant growth and profitability.
• I developed growth programs and optimized their performance using marketing automation and the first-party data platform, Segment. This approach led to increased efficiency and improved ROI.
• I was responsible for forecasting, measuring, and analyzing the impact of our programs on sales cycles, and I monitored progress via reports and dashboards using tools such as Tableau, SQL queries, and Google Analytics. This resulted in an improved sales pipeline, with a 16% increase in SAL and 12% in UVECO growth.
• I collaborated closely with cross-functional marketing teams to design, launch, and optimize digital marketing campaigns across a variety of channels including PPC, social media, email, and events. This led to improved performance and an 11% reduction in CAC.

Demand Generation - Self-Service Acquisition Growth

Evidation Health

• Led strategic campaign planning that resulted in 600,000 net user signups and a 40% increase in monthly active users (MAUs) for Evidation, a growth-stage healthcare enterprise, demonstrating expertise in value-based care technology and healthcare improvement technology.
• Surpassed Evidation's growth goal by 103% and increased African American and Latinx user populations by 40% through targeted marketing campaigns, showcasing proficiency in value-based care and healthcare data to enhance the payer-provider collaboration landscape.
• Managed and allocated a $1,250,000 budget for paid and organic advertising, resulting in a 25% increase in user acquisition and a 20% increase in revenue growth for the healthcare business while utilizing performance marketing strategies.
• Successfully collaborated with agencies and internal teams to enhance the efficiency and reach of social channel campaigns, resulting in a 30% increase in user engagement and a 25% increase in user conversions through the implementation of tech-enabled healthcare delivery.
• Secured cross-functional alignment and resources for the growth team through effective influence on stakeholders across product, design, analytics, data science, and marketing, resulting in a 15% increase in productivity and facilitating executive decision-making for system-level change via strategic consulting.
• Designed, executed, and analyzed channel experiments to increase conversions and revenue for both consumer and enterprise applications, resulting in a 20% increase in user acquisition and a 15% increase in retention while utilizing data acumen to inform lifecycle strategy.
• Facilitated the growth of the executive team by providing valuable insights on CLV and strategic consulting in healthcare and value-based care technology.

Growth Marketing Lead

tribe

• Provided strategic advisory to clients and senior leadership on growth opportunities, market trends, and industry insights, resulting in a 20% increase in client revenue and a 25% increase in customer acquisition rate.
• Collaborated with product organizations to identify key growth areas and deliver innovative products that address customer pain points, resulting in a 30% increase in revenue and a 20% increase in customer retention.
• Designed and executed a comprehensive design strategy to enhance customer experience and optimize user flows, resulting in a 25% increase in conversion rates and a 15% increase in customer lifetime value (CLV).
• Negotiated and closed strategic enterprise deals with key partners and stakeholders, resulting in a 40% increase in revenue and a 20% increase in market share.
• Demonstrated product expertise in cross-functional teams, providing thought leadership and driving product innovation, resulting in a 30% increase in revenue and a 25% increase in monthly active users.
• Led strategy formation to align organizational goals with market opportunities and deliver sustainable growth, resulting in a 20% increase in revenue and a 15% increase in customer acquisition rate.
• Took direct ownership of growth initiatives, leveraging data-driven insights and best practices to optimize campaigns and drive results, resulting in a 25% increase in revenue and a 20% increase in conversion rates.
• Demonstrated strategic expertise in cross-functional teams, providing leadership and guidance to deliver sustainable growth, resulting in a 30% increase in revenue and a 25% increase in customer lifetime value (CLV).
• Developed and executed corporate strategy to drive business growth, market expansion, and organizational alignment, resulting in a 40% increase in revenue and a 20% increase in market share.

Head of Growth - Paid & Organic User Acquisition

Growth Machine

• Utilized D2C commerce strategies and achieved interoperability to drive a 30% increase in online sales revenue and a 20% increase in customer lifetime value (CLV) for clients, while reducing churn rates by 10%.
• Successfully implemented DTC commerce strategies and managed a $1M content production budget, resulting in improved customer acquisition costs (CAC) and increased return on ad spend (ROAS) projections by 25%, showcasing expertise in DTC Commerce and Media Mix Optimization.
• Developed and optimized customer decision journeys to enhance user experience and increase website conversion rates by 40%, resulting in a 15% increase in average revenue per user (ARPU).
• Collaborated with cross-functional stakeholders across marketing, sales, and product teams to develop and implement effective marketing campaigns that resulted in a 25% increase in revenue, a 15% increase in customer acquisition, and a 10% increase in monthly recurring revenue (MRR).
• Utilized data analytics to measure and report on key performance indicators and provided actionable insights to drive continuous improvement and achieve ROI targets, resulting in a 20% increase in annual recurring revenue (ARR).
• Increased client acquisition rate by 25% and achieved 100% referral rate within 45 days, generating over $120K in annual recurring revenue through effective D2C and content marketing strategies, while reducing churn rates by 5%.

Growth & Client Acquisition (Strategic Advisor)

Penn State University

• Received overwhelmingly positive student feedback, achieving an average 4.8/5 rating on student evaluations.• Increased student test scores by 20% and graduation rates by 5% by implementing a teaching approach that integrated hands-on learning and practical application to hospitality education, resulting in measurable improvements.
• Developed and maintained course materials and e-learning modules, providing supplemental resources, interactive quizzes and videos, and knowledge checks to enhance the educational experience for students. This led to a 15% increase in student pass rates and a 10% decrease in retake rates.
• Mentored and guided students to success by providing personalized attention and support, developing a dynamic curriculum, and actively participating in departmental and college events, resulting in improved student engagement and retention rates.
• Stayed current with the latest advancements and trends in hospitality, digital marketing, and human resources management, incorporating these trends into weekly lessons and lectures, resulting in a 25% increase in student interest and engagement.
• Inspired and motivated students to reach their full potential through engaging lectures, hands-on demonstrations, and interactive teaching methods that fostered critical thinking, practical skills, and analytical prowess. As a result, student satisfaction ratings increased by 20%, and positive feedback was consistently received on student evaluations.

Clinical Professor of Technology & Digital Marketing

Green Global IT Solutions Consulting

Green Global IT Solutions designs and develops government procurement and operations management software to minimize the cost of management of civic projects. The company also provides design consulting services and web development for private corporations worldwide.

I serve  as  the Global Expansion & Strategic  Partnership Advisor to the company.

Strategic Advisor

mIQroTech

• Successfully secured pre-seed funding of $215,000 and seed funding of $3MM for MIQROTECH through comprehensive online presence overhaul and marketing materials creation, showcasing exceptional Growth Marketing skills and ability to secure early-stage funding.
• Led branding efforts and helped secure a $10MM series A funding round, demonstrating expertise in growth marketing and Successful Funding Rounds for startups.
• Outperformed previous outbound sales process by building a sales system that resulted in potential deal flow of $55k MRR for MIQROTECH, showcasing an ability to drive sales and generate revenue for startups.
• Developed strategies to expand growth channels in unexplored regions, leading to an additional $500k in sales for MIQROTECH, demonstrating an ability to identify new market opportunities and Develop Expansion Strategies.
• Optimized content distribution methods to maximize visibility and improve ROI, resulting in business growth for MIQROTECH, showcasing an ability to Optimize Content Distribution and drive results for startups.
• Conducted regular reviews of marketing and growth initiatives and provided actionable insights to improve performance and achieve business objectives, showcasing an ability to Review, Optimize, and Improve startup growth strategies.
• Led successful event marketing experiments, including webinars, resulting in increased engagement and lead generation for clients.
• Facilitated sales discussions and closed complex sales deals, resulting in significant revenue growth and long-term client partnerships.
• Worked closely with executive teams to develop and execute growth strategies aligned with business goals, resulting in successful fundraising rounds and sustainable growth• Utilized communication skills to effectively collaborate with cross-functional teams and drive laser-focused marketing efforts, resulting in increased sales and improved ROI for clients.

Growth Marketing Strategist ( Strategic Advisor)

In the hyper-competitive DTC space of 2025... eCommerce founders are up against it all: 

→ Stagnating conversion rates

→ The dizzying spin of META's ad cycle

→ Surging ad costs gnawing at profits

→ CAC that's climbing when you need it grounded

→ Battling resellers who snatch up your goods to hawk on Amazon

Juggling these with tightening margins, fighting off counterfeits, winning over fickle customer hearts, and dodging relentless fraudsters—the struggle is real.

Amidst this chaos, our team at Ai-Ify is ready to bolster your efforts:

AI-Powered Content Strategies:

We weave stories that do more than climb SERPs—
they click with your audience and stick in their minds, 
all thanks to our AI wizardry that harnesses human emotions at a digital scale.

eCommerce Automation:

Imagine reclaiming the hours swallowed by tasks that could run themselves. 
We make it happen by bringing the might of tools
like Zapier and Make to your corner, making operations smooth as silk.

AI Voice Agents:

Venture into a new era of customer service with our AI voice agents, 
delivering a 24/7 service that matches the nuance and warmth of 
real human interaction, minus the overhead.

Eager to conquer stagnant conversions, 
dodge ad spend bullets, reinforce loyalty, 
and curtail your CAC?!?

 It's time we talked. 

Together, we'll tailor the future of your DTC brand.

Brian  Cliette

General Manager | Strategic Leadership, Operations, Team Development | I Help Companies Drive 15%+ Growth & Build Elite Teams.

I’m an Amazon Operations Leader (L6) with experience across logistics, fulfillment, distribution, and warehouse operations.

I drive results in the metrics that matter most:
Safety | Cost | Quality | Throughput

My leadership approach is simple:
Build scalable mechanisms. Develop leaders. Deliver repeatable performance.

Business Impact:
• Reduced VCPP by $0.044/package — ~$193K/month and ~$2.3M annualized savings (4.4M packages/month)
• Reduced labor expense 23% and exceeded Labor-to-Revenue targets by 25% through stronger planning + productivity execution
• Increased gross profit margin 35% through Lean Six Sigma improvements + waste elimination
• Owned $9.02M P&L, consistently delivering financial + operational targets
• Delivered 99.98% service performance and sustained 100% customer retention through strong execution + QBR leadership
• Generated $1.48M YTD savings through facility redesign + continuous improvement initiatives

What you can expect from my leadership:
• Leader of Leaders — I build managers who own standards and deliver results

• Mechanism Builder — I reduce variation and stabilize performance through operating cadence

• Execution Excellence — I turn plans into performance across shifts and teams

• P&L Mindset — I lead like an owner, balancing cost, service, and people development

MBA | Lean Six Sigma Green Belt

📌 Target: L7 Senior Operations Management opportunities (Amazon) + GM/Director-level roles externally.

Carlos Cody

I found out someone in my same role made $15,000 more… and worked less.

That hit me in a way I didn’t expect.

At first, I was angry. I felt like I was more “qualified.”
Then I got embarrassed, because I was doing more work and still getting paid less.
And after I sat with it for a minute, I got real with myself and thought…

What am I doing wrong?

That moment changed how I think about income.

Because pay isn’t about how hard you feel like you work.
It’s about working on the right things, with the right people, and delivering results that matter to the people making decisions in rooms you’re not in.

My biggest mistake was thinking people could see my effort.

I assumed they knew what I was doing.
I assumed my results spoke for themselves.

But they don’t.

Leaders don’t get paid for being busy.
Leaders get paid for solving the right problems… and making sure the right people know about it.

So if you’re feeling overworked and underpaid, here’s the shift:

Stop doing more.
Start doing what matters.

I talk about this more in my book
See the comments below to get the system. 

#Leadership #Career #PersonalDevelopment

Carlos Cody, MBA

Successfully kicked off my first week teaching Principles of Leadership at Brenau University.

Still getting used to being called “Professor Cody.” 

What I’m most excited about is where we’re starting: self-leadership.

Because leadership doesn’t begin with a title.
It begins with the person in the mirror.

My goal for this class is simple:
Help students learn how to lead themselves in a way that makes them a stronger student today and a stronger leader in every area of life tomorrow.

This week’s focus:
Leadership as a trait, ability, skill, and behavior.

Trait = who you are
Ability = what you’re capable of
Skill = what you can develop
Behavior = what you actually do consistently

When students understand that leadership is learned and practiced… leverything changes.

If you could teach one leadership lesson to your younger self, what would it be?

#Leadership #HigherEducation
#PersonalDevelopment

Director-Level Operations Leader | Logistics, Fulfillment & Distribution | KPI Execution & P&L Ownership (Safety • Cost • Quality • Throughput) | Leader of Leaders

Most leaders are chasing one thing:

Being irreplaceable.

They want to be the one everybody calls.
The one who always fixes it.
The one who holds it together.

But let me say this…

The goal isn’t to be irreplaceable.
The goal is to be promotable.

Because if the whole operation falls apart without you…
they don’t promote you.

They protect you.

They keep you right where you are because you’re “too valuable” to move.

Promotable leaders build a bench.

They develop people who can run the work without them.
They document the standard.
They create mechanisms.
They stop being the hero and start being the builder.

That’s what scale looks like.

And scale is what gets you paid.

Don’t aim to be needed. Aim to be promotable.

Be honest are you building a bench… or building dependence?

#LeadershipDevelopment 
#Leadership 
#CareerGrowth

graphical user interface, text, application

Most leaders think building a great team is about adding talent.

But the truth is…

One of the most important things you can do for your team is remove bad mindsets and wrong behaviors.

Because bad behaviors destroy a team faster than good behaviors build one.

That’s why high-performing teams don’t just “hire hard workers.”

They hire for attitude.
They screen for beliefs.
They protect standards.
They remove toxicity early.

If you want to build a strong organization, you need a system for the type of people you bring in.

Look for this:

✅ Attitude — Do they take ownership or make excuses?
✅ Beliefs — Do they believe in standards or shortcuts?
✅ Behaviors — Do they do the right thing when nobody is watching?
✅ Actions — Do they consistently execute or only when it benefits them?

And remember this:

Potential is great.
But the best indicator of performance is past behavior.

The way someone has shown up before…
is usually the way they’ll show up again.

Also, don’t miss this part:

A large part of leadership is coaching mindset.

Because people don’t just need training.
They need reprogramming.

You’re not only building skills.
You’re building thinking.

And when thinking is right…
execution gets easier.

What bad mindset have you had to coach out of your team?

#LeadershipDevelopment
#PeopleLeadership
#HighPerformanceTeams

I found out someone in my same role made $15,000 more… and worked less.
That moment changed how I think about income forever.

If you’re tired of doing more and getting the same outcome, read this.
#Leadership #Career #Success

View newsletter: Leadership Operating System

This is part of Step 1 of my new book, The Standard: 8-Step System to Six Figures in Your Career.. Most leaders don’t stay underpaid because they aren

Open article: The $15,000 Lesson That Changed My Career by Carlos Cody, MBA • 5 min read

The $15,000 Lesson That Changed My Career

Most underpaid leaders don’t have a talent problem.
They have a mindset + system problem.

They’re working hard with their head down… but they’re not running a repeatable plan that forces growth and visibility. So six figures stays “one day.”

That’s why I am building  The Standard playbook, It’s my 8-step system to help ops leaders get to six figures in their career.

And the goal is simple: I want to help 100 leaders hit six figures.

Here’s the mindset shift: six figures isn’t a wish. It’s a standard.
And standards require a system.

How we’re doing it: 90-day sprints.
Same system. Same inputs. Run it daily.
Review. Adjust. Run it again.

The better you run the system… the more undeniable your results become.

When you do this, you stop hoping you get picked.
Your work shows up as receipts: better outcomes, stronger reviews, more visibility, bigger opportunities.

Follow me because this Q1 we’re going all in on the system that helps underpaid ops leaders make six figures undeniable. 

#Leadership
#CareerGrowth
#Operations

Six figures is a standard. Not a fantasy.

For a long time, I thought it was “for other people.”

Then I met someone one year older than me.

I was making $50K.
They were making $150K.

And what messed with me wasn’t even the money.

They worked less.
They looked calmer.
They weren’t “special.” They were just following a system.

That was my wake-up call.

So I made three changes:
	1.	I stopped being around people who complained every day but never changed anything.
	2.	I stopped taking advice from people who didn’t have the results I wanted.
	3.	I got around people who were already there—and I started doing what they did, consistently.

That’s what my book is:
The Standard: The Six Figures System.

It’s the same framework I still use, and it’s the same framework I’ve seen work for leaders I mentor (when they stick with it).

In plain terms, it comes down to three things:
	•	A target number (get clear on what you want)
	•	Exposure (if nobody knows your value, don’t expect premium pay)
	•	Sponsors/relationships (people ahead of you who open doors)

Six figures isn’t luck.
It’s repetition. It’s a system. It’s inputs.

Here’s what I want you to do this week, don’t work harder, get clearer:
	1.	Pick your target number.
	2.	Look up what roles in your field actually pay that number.
	3.	Pay attention to the level, skills, and proof those roles require.
	4.	Compare that to where you are today and build a plan to close the gap on purpose.

Six figures stops being “a dream” when your plan actually matches the role.

If you want the full system, grab a copy of The Standard.

#Leadership #Management #CareerDevelopment

Leadership isn’t what you meant.

It’s what you repeat.

Your team doesn’t follow your intent.
They follow your behavior.

If you tolerate mediocrity, you teach mediocrity.
If you avoid tough conversations, you teach people standards don’t matter.
If you change direction every day, you teach confusion.

Six-figure leadership is predictable.

Clear standard.
Clear follow-through.

Your words don’t set the tone. Your behavior does.

#LeadershipDevelopment 
#Leadership 
#CareerGrowth

This year, I’m really challenging myself.

Not in a say it and forget it way…
But in a real way where I’m pushing my limits with learning, growth, and execution.

Because I’ve realized something:

A lot of times, what we call our “limit” isn’t a real limit…
It’s just the place where things start getting uncomfortable.

Amazon has shown me that over and over again.

You think you’ve reached the edge…
and then you get stretched…
and you realize you were nowhere close.

So this year, I’m all in on a few things that matter to me:

✅ Building leaders across multiple business lines
Not just helping people get better…
but helping them grow in a way that shows up clearly in their KPI’s and business results.

✅ Building receipts
Real impact. Real outcomes.
The kind of results nobody can argue with.

✅ Leaning into AI
Not because it’s trendy…
but because I really believe it’s going to give leaders time back.

And that time matters.

Because the more time we get back, the more time we can spend doing what actually moves the needle:
developing leaders and driving financial impact.

The way I’m approaching this year is pretty simple:

✅ Sprints — focused learning, focused action, no distractions
✅ Time-blocking — protecting what matters most
✅ Developing others — building strong teams, win-win relationships, and creating systems that help teams run better without everything depending on one person

That’s really what this year is about for me.

It’s the year of AI…being ALL IN on building. 

Curious, what are you going all in on this year? And what would receipts look like for you?

#Amazon #LeadershipDevelopment #Operations #Leadership #ArtificialIntelligence #AI

Most people think success is freedom. Do what you want. When you want. How you want.

But greatness doesn’t work like that.

If you truly want to be great, you don’t have a lot of choices. You’re boxed in by the standard.

Because greatness has a price.
And the price is simple: discipline, focus, and doing what it takes… every day.

That’s why people quit.
They love the idea of the outcome, but they hate the reality of the inputs.

Life doesn’t reward what you want. It rewards what you do.

If you want the outcome, you have to choose the process.
It takes what it takes.

#Leadership
#HighPerformance
#Discipline

Leadership isn’t a title.
It’s a weight.

It’s pressure. Decisions. Consequences.
And the moment you realize: “If I don’t step up, this doesn’t get better.”

Most leadership advice gives tactics.
But tactics fail when pressure hits.

I just published an article breaking down leadership as a full system as
traits, skills, behavior, trust, influence, and the daily process that forms real leaders.

If you’re leading people (or becoming one), read this.

#Leadership #LeadershipDevelopment #PersonalDevelopment

Leadership Is the Meta Skill: Build It Once, Use It Everywhere Leadership is one of those words that gets used so much it starts to lose its weight. P

Open article: Leadership Is the Meta Skill: Build It Once, Use It Everywhere by Carlos Cody • 4 min read

Leadership Is the Meta Skill: Build It Once, Use It Everywhere

Some of y’all are naturally leaders.

You walk in and people feel you.
You’re direct. Confident. Competitive.
You’ve got presence.

That’s a trait.

But let me say this clean…
A trait isn’t a ticket. It’s just potential.

Because talent without discipline turns into ego.
And presence without character turns into problems.

Here’s what’s more true:
Six figures doesn’t go to the most gifted person in the building.
It goes to the leader who can consistently solve bigger problems and repeat results.

And promotions don’t happen in a vacuum.

They happen when leaders trust you with bigger scope…
and when the right people start sponsoring your name in rooms you’re not in yet.

So yes, presence matters. But the real formula is:
Skill + discipline + results + sponsorship.

What do you need most right now - more skill, more discipline, or more sponsorship?

#LeadershipDevelopment
#Leadership
#CareerGrowth

Most leaders stay underpaid because they’re only working one part of the system: doing the work.

And hard work matters. It’s required.
But hard work by itself usually won’t move you into a new income bracket.

The biggest difference between the leaders who want more money and the leaders who actually earn more is simple:

The earners understand that moving up often requires someone to pull you up and that doesn’t happen without learning the skills of networking, building relationships, and gaining sponsors.

This started clicking for me when I noticed how people were really getting roles.
It wasn’t always from applying.
A lot of times, they were getting pulled because of relationships with people reaching out before roles were even posted. And even when a job is posted, many times it’s already filled because of who someone knows.

That’s why, if you want to break into a new income bracket, here’s what actually moves the needle:

1) Clear Target
You need a number and a range. Not hope. Not one day but a target.

2) Skills + Proof (Receipts)
Some leaders have results, but they don’t have them stored or easy to pull up. You need receipts such as data, impact, improvements, dollars saved, performance increased.

3) Visibility + Sponsorship + Relationships
You’ll know you’re doing this part right when people start tapping you on the shoulder for opportunities and when you start having options.

If you take one thing from this, let it be this:
Getting to six figures is a mix of hard work + clear target + the network and relationships you build. Most people only do one. The leaders who win learn all three.

And I want to help 100 leaders get to six figures in their career. If that’s you, comment “100” and I’ll share what I’m building. 

#Leadership #Career #Success

Let me keep it real with you. If you say you want six figures, I believe you. 

But if you can’t clearly tell me your number, the role that pays it, and the skills that role requires, you’re going to stay stuck in working hard mode. 

Six figures isn’t a wish. It’s a plan.

Right now, you might be grinding every week but aiming at nothing specific. The moment you get clear on the goal, the role, and the skills, you stop hoping and start building on purpose. 

Start with your number. Not more money. A real number. And decide what you mean rather it be base pay or total comp because clarity creates focus.

Next, find the role that already pays your number. Six figures is attached to a title. Go find that exact role in your industry and study it like a blueprint. 

Then do the part most people skip: build the skills that role demands. You don’t get paid for effort. You get paid for value. So ask yourself, what does the next level require that I haven’t mastered yet?

When you do this, everything gets simpler. Your growth becomes focused. Your resume starts matching the job. Your interviews sound like proof. Your next move becomes obvious. 

And if you want a simple next step, do this today: write your number, write the role that pays it, write the top skills that role needs, then pick one skill and build it for the next 30 days.

Here is the standard: I don’t rely on hope. I rely on preparation. That’s how six figures becomes inevitable.

#LeadershipDevelopment #CareerGrowth #PersonalDevelopment

Most leaders spend all their time fixing today.

Six-figure leaders spend time building tomorrow.

Because developing leaders is the highest ROI work you can do.

Every hour you invest into building one leader:
	•	saves you hours later
	•	reduces errors
	•	increases ownership
	•	improves culture
	•	raises performance

If you want to grow your income, stop trying to be the best worker in the building.

Become the leader who builds other leaders that deliver results.

Don’t just lead the work. Build the leaders.

#LeadershipDevelopment 
#Leadership 
#CareerGrowth

A lot of people reach out to me on LinkedIn asking the same things:

How do I get promoted?
How do I stand out at Amazon?
How do I grow as a leader and make more money?

So I took what I normally teach people and distilled it into one simple book.

It’s an easy read and it’s built for execution.
If you run the framework consistently, you will build a stronger resume, earn more opportunity, and gain real confidence from the results you deliver.

This is not a magic formula.
It’s a system.
And it only works if you work it.

If you’re serious about leveling up your career this year, grab the book here:
https://a.co/d/1MBoILx

#Leadership #CareerGrowth #Promotion #Amazon

Open article: THE STANDARD An 8-Step System to Six Figures in Your Career by a.co

THE STANDARD An 8-Step System to Six Figures in Your Career

Leadership is not a personality.

It’s a skill set.

Hard conversations? Skill.
Coaching? Skill.
Delegation? Skill.
Planning? Skill.
Execution? Skill.

Nobody is “born” good at that.

You get good by reps.

If you want six figures, stop hoping you’ll “grow into it.”

Train it like the gym.
Schedule the reps.
Progressive load.

Don’t hope for growth. Schedule the reps.

#LeadershipDevelopment
#Leadership
#CareerGrowth

Leading at Amazon has a way of stretching you because responsibility never stops growing.

And one of the biggest things I’m learning is this:

If you don’t learn how to build mechanisms you’ll eventually hit a wall.

At first, you can outwork problems. You can be everywhere. You can keep everything running off effort.

But that doesn’t scale.

Eventually, you have to build something repeatable that drives results when you’re not in the room.

When I’m building a mechanism, I keep it simple:

- What outcome are we trying to produce?

- What inputs need to happen daily?

- How do we audit it fast?
And most importantly, how do we get adoption?

Because a mechanism without adoption is just a document.

And if it’s not clearly explained, people will look at it like…Cool… so this is just more work for me now. 

So leadership becomes influence.

Influence up, down, and across.
Make the why clear.
Make the win clear.
Make it easier for people to run it.

Amazon has taught me you don’t win alone.

You win through people… and systems people can actually follow.

That’s the journey I’m on right now.

What’s one mechanism you’ve built that made performance easier to sustain long-term?

#Leadership #Operations #Amazon

If you have 10 priorities, you have none.

Most leaders think fewer priorities means less productivity. That’s the miss.

More priorities creates more confusion. People start task switching. Stress rises. Pressure mounts. And instead of getting things done, people start checking out.

You can spot it fast: a lot gets started, almost nothing gets finished.

My rule: 3 priorities. 4 max. Anything beyond that, I’m kidding myself.

Here’s the action step:

Communicate. Rank. Sequence.

Communicate your priorities to yourself and to those above you. Don’t assume you’re aligned.

Rank them in the order you think matters most. Then ask your leader, “Do you agree this is the priority order?” If not, reorganize before moving forward.

Sequence only happens after alignment. List the tasks that must happen first, second, third based on the priorities.

And if you know you won’t get something done, communicate early and often. Find the trade-off. What must be done now, what can move, and what timeframe you’re committing to.

Less isn’t always more.

But it’s always better to be effective than just busy.

#Leadership #Productivity
#Management

I AI is moving fast.

But leadership is getting weaker.

And here’s the problem nobody wants to say out loud:

The more tech we add, the more some leaders treat people like cogs in a machine.

Empathy goes down.
Presence disappears.
Influence drops.

That’s backwards.

AI should give leaders time back…
so we can coach, develop, and actually lead.

Instead, a lot of companies are using tools to remove people.

And what’s scary to me is where this is headed:

AI replaces leadership.
Tools replace trust.
Data replaces presence.

That’s not progress. That’s lazy leadership.

People don’t need more systems.
They need leaders they trust.

Clear expectations.
Real recognition.
Coaching that builds skill not just task assignment.

Because developing people isn’t soft.

It’s the force multiplier.

Agree or disagree:
Should AI be used to reduce headcount…
or to get time back so leaders can invest more into people?

Drop your take.

#Leadership #FutureOfWork #CareerGrowth

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taplio

The Battle

Brian Cliette

Carlos Cody

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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);}Carlos Cody's LinkedIn Performance

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