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 Carlos Cody, an Executive Operations Leader at Amazon specializing in scaling people, systems, and performance across large-scale supply chain and fulfillment networks.

My leadership brand is simple:

Scaling Systems. Developing Leaders. Driving Profitable Growth.

That’s how I approach every operation, team, and challenge by aligning people, process, and performance to deliver sustainable results.

Over the years, I’ve led multi-site operations with full P&L accountability, driving measurable improvements in productivity, safety, and cost efficiency while cultivating a culture of ownership and excellence. I believe true operational success starts with people because when leaders grow, systems improve, and results compound.

Core Strengths & Focus Areas:

- Strategic Leadership: Turning business objectives into executable strategies that scale.
- Operational Excellence: Optimizing systems and processes to improve efficiency and quality.
- People Development: Building and equipping leaders who multiply impact across teams.
- P&L & KPI Ownership: Driving profitability through precision, consistency, and accountability.
- Continuous Improvement: Leveraging Lean and Six Sigma methods to sustain performance gains.
- Culture & Engagement: Creating environments where people feel valued, aligned, and driven to win.

At Amazon, I lead leaders in high-volume, complex environments where strategy must meet execution every day. My focus is building scalable systems, empowering leaders, and sustaining performance through clarity, discipline, and trust.

I’m preparing for the next phase of my career advancing toward Director- and VP-level leadership, where I can shape enterprise strategy, develop future leaders, and build organizations that thrive long term.

If you’re passionate about leadership, culture, and operational excellence, let’s connect. I’m always open to conversations that inspire growth, transformation, and leadership.

Carlos Cody

Top talent isn’t afraid of high standards.
They’re terrified of low ones.
Because nothing kills ambition faster than a leader who settles.
Or worse a leader who’s too scared to raise the bar.

Here’s the part most people won’t admit:
You don’t lose great people because you expect too much.
You lose them because you expect too little and tolerate too much.
Challenge the Standard = Raise the bar without breaking the people.

Real growth requires three uncomfortable things:
Stretching targets — goals that make you sweat, not sleep.
Questioning assumptions — especially the ones that built yesterday’s success.

Saying the forbidden sentence: Good isn’t good enough anymore.


But here’s the nuance weak leaders never learn:
Stretching grows people.
Overcompensating breaks people.
Executives can tell the difference.
Amateurs can’t.
If you want a high-performance team, stop protecting comfort.
Start protecting standards.

Every leader hits the same crossroads:
Raise the bar and grow.
Or lower the bar and decay.
There is no neutral.
Your standards are either strengthening your culture…
or silently destroying it.

If you want to lead at the next level, ask yourself today:

Where have I let comfort replace standards in myself, my team, or my expectations?

Your next promotion won’t come from working harder.
It’ll come from expecting more and its starting with yourself.
Follow along if you’re ready to build the discipline, courage, and standards real leadership demands.

Amazon Ops Leader | Executive Operations Leader | Scaling Systems, Developing Leaders & Driving Profitable Growth | Strategic Leadership, Culture & P&L Performance

Honored to share that I’ve been selected as a new member of Black Executive Men.

Bound by values of integrity and strategy, this community is committed to cultivating leadership that outlives careers and redefines culture.

It’s more than a network —
it’s leadership that builds legacies.
Leadership that endures.

Grateful to grow alongside like-minded Black executive leaders who are shaping the future with excellence, purpose, and impact.

#ExecutiveLeadership #Executive #Leadership #Leader

A Legacy of Leadership

From boardrooms in Dallas to summits in Monaco, Black Executive Men unites leaders who move industries forward.

Bound by values of integrity and strategy, we cultivate leadership that outlives careers and redefines culture.

Leadership that builds legacies.  Leadership that endures.

Invitation-Only
www.blackexecutivemen.com

This group is to allow Black Executives/upwardly mobile black professionals to have a place to network together, collaborate on ideas in the business world, and to move forward in their careers.

Most leaders don’t actually lead people.

They manage tasks.
Monitor dashboards.
Hide behind metrics and meetings.

Here’s the truth nobody wants to say out loud:
You can’t lead people you don’t know.
You can only manage them.

And nobody follows a manager by choice.

Connection isn’t soft.
Connection is strategy.
It’s the difference between positional leadership and transformational leadership.

The problem?

Most leaders obsess over output…
and ignore the humans who create it.

When I think about connection, I ask myself three hard questions:
Do people feel safe telling me the truth?
If they filter their words, you’re not trusted.
You’re feared.

Do they know I care about them, not just the metrics?
If how are you? only happens when performance drops,
you’ve already lost them.

Am I building leaders or just squeezing out more output?
Output is a short-term win.
Leaders are a long-term strategy.

Leadership multiplies when you do three things consistently:
Equip people with the skills to win
Care about their growth as humans and professionals
Create space for them to lead, even when it’s slower at first

Connection isn’t a nice extra it’s a competitive advantage.
Companies with weak connection bleed talent, energy, and results.

If you want long-term results,
stop building dependency and start building leaders.

You don’t scale by managing harder.
You scale by connecting deeper.

Because when people feel known, valued, and trusted…
they don’t just work for you 
they grow with you.

If you’re serious about becoming the kind of leader people want to follow,
not the one they follow because they’re paid to…

Start with this:
Who on my team do I need to genuinely know, support, or develop starting today?

Follow along if you want to learn the leadership practices that build trust, raise performance, and multiply leaders for the long term.

Most teams aren’t underperforming.

They’re confused.

And confused teams don’t execute.
They improvise.

The real problem?
Too many leaders are running multi-million dollar goals…
with kindergarten-level clarity.

Vision isn’t a slogan on a slide.
It’s the operating system for your team’s brain.

Cast the Vision = Clarity + Conviction.
If you’re serious about leadership, start here:

If your team can’t repeat the goal in one simple sentence…
you don’t have a vision. You have noise.

If they don’t know why it matters to the business and to them…
you don’t have buy-in. You have compliance.

If they can’t see themselves winning in the story…
you don’t have ownership. You have passengers.

A leader’s vision is not what you see.
It’s what you help everyone else believe they can actually reach.

You want execution?
Stop flooding people with tasks and decks.
Give them a clear picture, a clear target, and a clear “why.”

If your team is guessing,
you’re not leading.

You’re hiding behind goals and calling it vision.

If you’re serious about becoming a leader people want to follow—not just have to follow—
start by ruthlessly simplifying your vision.

Ask yourself today:
Can every person on my team explain our goal, in one sentence, without me in the room?

If the answer is no…
your next promotion starts with fixing that.

Follow along if you’re ready to build the kind of clarity that turns teams into high performers.

How I Think About Burnout as a Peak-Season Leader

Truth: It’s a capacity problem, not a character or you problem. 

Percpetion is everything and we need to look at burnout from a different lense. Because it gets mislabeled every year.

The worse part is we all find that we say things like, should’ve been stronger. Like you’re somehow weak because peak season is pushing passed the capcity and complexity norms.

I want to be clear when I say that, burnout isn’t a character problem but, burnout is a capacity problem.

You know what to expect: 
- Volume increases 
- Stress and pace increase 10x 
- Expectations rise and multiply overnight…

And you know deep down that you feel you do not have the capacity to manage it all. 

Peak exposes one thing:
Your systems, not your worth.

I see it every year the leaders who struggle who - 
They rely on adrenaline, hustle, more effort, more hands in the pot, and winging it off of hope alone.

And I also see the leaders who dont only avoid burnout but go into 2nd gear  and they - 
They rely on clarity, prioritization, and owning their capacity by design.

Peak isn’t measuring your heart and will.
Peak is measuring your structure.

Build the capacity → burnout becomes manageable.
Ignore the capacity → burnout becomes inevitable.

Burnout doesn’t mean you’re a bad leader, it means you are a human leader.
It also means the season is demanding more capacity than the one you have built.

#leadership #leadershipdevelopment #amazon #peakseaon

Most leaders obsess over strategy.
But here’s the uncomfortable truth:

Strategy dies instantly in low-energy rooms.

You can have the perfect plan, the perfect deck, the perfect KPIs
but if the energy is off, the execution collapses.

Executives underestimate this every single day:

Energy is a performance lever.
Maybe the most important one.

You don’t get high performance from exhausted, depleted, or discouraged people.
You get compliance, minimal effort, and slow collapse.

Cultivating energy is not soft leadership.
It’s operational intelligence.

It looks like this:
• Encouraging the team when they’re tired
Not with empty hype—but with real confidence, clarity, and belief.

• Celebrating real wins
Not the slide-deck victories.
The gritty, unglamorous wins that actually moved the business forward.

• Setting a tone of belief, not fear
Fear gets short-term effort.
Belief gets long-term commitment.

And here’s the hard part:

Leadership lives in the tension of raising standards and lifting spirits.
We don’t choose one.
We master both.

Your people are not machines.
They’re humans carrying pressure you never see.

Protect their energy.
Fuel their confidence.
And watch your execution rise without forcing it.

A high-energy team can outperform a more talented low-energy team any day.

Because energy fuels pace, ownership, creativity, and resilience.

If your team is flat, frustrated, or fatigued
your strategy never had a chance.

If you want to be the kind of leader people want to run through walls for, ask yourself today:
Am I cultivating energy, or quietly draining it?

Follow along if you want more leadership frameworks that build belief, raise performance, and create teams that don’t just hit goals
they exceed them.

The Real Peak Season Bottleneck: Overloaded Frontline Managers

Frontline managers carry the heaviest load in Peak.
Everyone knows it.
Almost no one wants to say it out loud.

They’re hiring.
They’re training.
They’re scheduling.
They’re coaching.
And somehow still expected to deliver flawless execution at Peak speed.

Axonify reports 65% say seasonal staffing is their #1 driver of burnout.
Not the work but the weight of the work.

Frontline managers are the middle of the sandwich: 
Pressure from above.
Problems from below.
Still expected to smile.

And here’s the uncomfortable truth:
If your frontline managers burn out this peak, your metrics will follow.

So what should senior leaders actually do?

How senior leaders can support frontline managers in Peak:
- Give decision rights, not more escalations. Empower them to fix problems in real time.

- Simplify expectations. Don’t stack priorities, instead rank them.

- Resource early. Staffing, tools, and support should be proactive, not reactive.

- Protect their time. Remove low-value meetings, admin loads, and things that are just noise.

- Be present. Not to police but instead to partner.

How managers can protect themselves and still deliver:
- Prioritize flow over perfection. Perfect dies in Peak. Consistent wins.

- Delegate clearly. Don’t carry everything because others might not do it right.

- Set daily direction. Clarity reduces chaos more than just pushing harder.

- Manage energy, not just tasks. Short resets pay operational dividends.

Peak doesn’t get easier.
But frontline managers shouldn’t carry it alone.

They’re not just operators.
They’re the backbone of Peak season performance.

#leadership #leadershipdevelopment #amazon #peakseason

Most leaders love talking about vision.
But here’s the truth that separates amateurs from operators:
Vision without execution is a fantasy.
Execution without vision is chaos.
Both extremes destroy teams.
Both expose weak leadership fast.

Execution isn’t magic.
It isn’t motivation.
It isn’t try harder.
Execution is Systems + Ownership + Rhythm.

But most leaders never slow down long enough to ask the real questions:
1. Do we have simple, visible systems to run the plan?
If the team needs a decoder ring to understand the workflow,
your system isn’t a system — it’s a suggestion.

2. Does every leader know the key inputs they own?
If everyone owns everything, no one owns anything.
Execution collapses in ambiguity.

3. Do we inspect what we expect daily?
Not weekly.
Not when we remember.
Daily.

Because uninspected work becomes unpredictable work.
And here’s the real kicker:
Leaders don’t just talk results.
They build systems that PRODUCE them on good days and bad ones.

When you run the full C5 cycle long enough:
Cast → Challenge → Connect → Cultivate → Convert —
you stop chasing targets and start creating a culture that beats them.

Consistently.
Predictably.
Sustainably.

If your team is inconsistent,
your systems are inconsistent.
If your execution is chaotic,
your ownership is unclear.
And if your results are unpredictable…
your leadership rhythm is broken.
Execution isn’t about intensity.
It’s about clarity, simplicity, and daily discipline.

If you’re serious about becoming a leader who doesn’t just set goals
but actually delivers them, ask yourself today:

What system can I simplify, what input can I clarify,
and what rhythm can I tighten — starting now?

Follow along if you want the frameworks that help leaders go from vision… to execution… to unstoppable results.

If I could tell every leader in the world one truth about Peak season, it would be this:

The pressure isn’t the real enemy.
Entering the day unprepared is.

Q4 in logistics, operations, and fulfillment is unforgiving.
The volume is real.
The hours are long.
The pace is relentless.
And the weight of everyone’s expectations hits you before you get out of bed.

Most leaders let the day lead them.
They wake up and immediately drown in emails, Slack messages, fires, confusion, and noise.

But here’s the truth I want millions of leaders to understand.
If you don’t lead your inner world first, everything else will lead it for you.

And no leader can afford that in Peak.

But listen this isn’t about a long, complicated morning routine.
It’s not a 2-hour ritual.
It’s not about perfection.

It’s about 15 minutes or up to 1 hour that realigns you with the leader you want to be…
before the building pulls you into the leader you don’t want to become.

Here’s the daily reset I teach and practice:

- A mindset reset:
I check my thoughts, emotions, and attitude before the day has the chance to hijack them.

- A quick workout:
Even 10–20 minutes strengthens my discipline so stress doesn’t own my body.

- Feed the mind:
Audible or reading to elevate my perspective before problems shrink it.

- Purpose & values review:
So I show up as a grounded leader, not a reactive one.

- Identity decision:
I choose who I will be today, not who pressure tries to turn me into.

Because here’s the lesson leaders everywhere need to hear
If you don’t lead your thoughts, emotions, and attitude…
Peak will lead them for you and Peak doesn’t care about your peace, purpose, or potential.

But when you give yourself even 15 minutes of alignment, you walk into the day with clarity, not stress..
and you become the leader your people rise with, not run from.

This is the leadership reset that scales.
This is how leaders multiply their impact.
This is how millions can lead with more peace, presence, and power even in the hardest seasons.

What’s one small thing you do each day to reset yourself before stepping into a heavy week or shift?

Share it below...your routine might change another leader’s life.

#leadership #leadershipdevelopment #leader #amazon #PeakPower

li_at

JSESSIONID

Talks about #leadership, #management, #personaldevelopment, and #leadershipdevelopment

Before Peak season starts, remember that it will be challenging.

The workplace will be busy, stressful, and hours will be long.  
Deliveries might be late. Technology might fail. Plans will change.  
People will be tired and stressed.

You’ll hear complaints. People will expect a lot from you including your customers, your bosses, and your team.

But keep in mind that this is normal for Peak season. The pressure is part of it. But what matters is how you lead.

When things get stressful, choose to stay calm.  
When problems happen, choose to stay focused.  
When your team feels tired, choose to remind them why their work is important.

Your team needs more than just a plan, they need you to be present.  
They need to see you calm, even when things are tough.  
They need to know you believe in them.

Being a good leader isn’t just about working faster, harder, and pushing people to do more.  
It’s about being strong and steady while having grace under fire.
It’s about staying calm when things are chaotic, and giving clear direction.

So before your shift, remind yourself:

- Problems will come but I’ll stay focused.
- Pressure will rise but I’ll stay steady.
- People will be stressed and struggle but I’ll lead with care.
 
The calmest leader usually has the best results.
Stay steady. Stay present. Stay strong.  

When things speed up, your calmness is your strength.

How to Keep Your Best People From Checking Out in Q4

Q4 turns up the heat on everyone:
More volume.
More speed.
More pressure.
More eyes on the results.

But here’s the part no one likes to say out loud:

Your people don’t disengage because work got harder.
They disengage because of how their leader shows up when it does.

And in Q4, leaders usually fall into one of three categories:

1️⃣ The Doom-and-Gloom Leader
Everything is urgent.
Everything is falling apart.
Every conversation is stress, pressure, and catastrophe.

This leader doesn’t inspire effort.
They drain it.
Your best people don’t check out — they escape.

2️⃣ The Happy-Go-Lucky Leader
Always “positive.”
Always “upbeat.”
Always pretending everything is fine.

Blind to issues.
Avoidant of discomfort.
Disconnected from the reality everyone else is feeling.

This leader creates false optimism… and real frustration.

3️⃣ The Whole Leader (The One People Stay For)
This leader is the difference-maker.

They acknowledge the pressure honestly.
They don’t sugarcoat the season.
They don’t spiral into negativity.

They stay calm.
They stay focused.
They lead from clarity, not emotion.

And instead of pretending the stress isn’t real, they guide people through it.

Here’s how Whole Leaders keep their teams engaged in Q4:
Address reality clearly: Yes, this is a heavy season. Here’s what matters most today.

- Protect the environment: Reduce chaos. Remove friction. Create flow early.
- Provide direction, not noise: Specific next steps, not general pressure.
- Offer support without coddling: “What do you need to win?”
- Model calm urgency: Assertive, not anxious. Focused, not frantic.
- Give meaningful recognition: Highlight behaviors that help the team move forward.
- Empower ownership: Trust your people with real responsibility and clear guardrails.

Whole Leaders don’t deny the pressure instead they lead people through it with clarity, calm, and action.

That’s who people follow.
That’s who people stay for in Q4.
That’s who keeps the team from mentally checking out.

#leadership #leadershipdevelopment #amazon #peakseason

Peak Doesn’t Create Conflict. It Reveals It.

In Peak, voices get louder.
Patience gets shorter.
People snap faster.
Small issues become big ones overnight.

The building doesn’t suddenly become chaotic 
the pressure just exposes what was already underneath.

Last week I watched a tense moment unfold on the floor:

Two people snapping at each other.
Team stressed.
Volume behind.
Everyone operating from emotion instead of clarity.

Years ago, I would’ve matched that energy
raised my voice, quick reactions, moved faster than my thinking.

Not anymore.

Today, I lead differently.

Because I’ve learned there are two kinds of leaders in Peak:
Thermometer Leaders vs. Thermostat Leaders

Thermometer Leaders
Absorb the room’s frustration
Mirror the chaos
React emotionally
Heat the whole team up

Thermostat Leaders
Set the temperature
Stay calm when others can’t
Create fairness, clarity, and direction
Cool the room down

One makes the tension worse.
One makes the team better.

My Simple Practice When Conflict Shows Up

Before reacting, I pause and ask one question:
What problem are we really trying to solve?

It stops the emotional spiral and pulls everyone back into reality.

Then I shift the focus to:
The process, not the person
The facts, not the feelings
The solution, not the story

This is how you keep culture from collapsing under pressure.

Peak doesn’t need louder leaders.
It needs steadier ones.

Have you seen more conflict this Peak?
What’s one thing that helps you cool the room instead of heat it up?

#leadership #leadershipdevelopment #amazon #PeakPower

The top predictor of a high-performing organization isn’t process or policy it’s psychological safety.

When people feel safe to speak up, performance scales.
When they don’t, innovation dies quietly.

Leaders think feedback drives improvement.
It doesn’t but the right environment does with right ratio.

Research shows elite teams keep a 5:1 ratio of praise to criticism.
That is data and performance science.

Because people don’t grow where they’re judged; they grow where they’re valued.

The best leaders don’t criticize instead they calibrate.
They coach with clarity, recognize progress, and reinforce trust.

If you want sustainable results, build a culture where people feel safe to fail, learn, and lead.

Because when people feel safe, they perform at their best.

Are you building safety or breeding silence?

#ExecutiveLeadership #LeadershipDevelopment
#SeniorLeadership
#CLevelLeadership
#ExecutivePresence
#LeadershipStrategy
#HighPerformanceLeadership
#TransformationalLeadership #LeadershipCulture

Most high performers aren’t blocked by opportunity.

They’re blocked by identity.

They’re trying to do leadership
before they ever become a leader.

That’s why so many smart, hungry people stay stuck at the same level:
They binge books.
They share quotes.
They chase tactics.

But they never upgrade the person doing the leading.
Here’s the simple model I use:

Tier 1 – Whole Leader (Becoming)
This is the inner game:

Identity → Who you decide to be every day
Integrity → Do your actions actually match your words?
Influence → Do people listen when you speak?
Impact → Are people and results better because of you?

If this tier is weak, no promotion, strategy, or playbook will save you.
You’ll work harder… and still feel behind.

Tier 2 – C5 Model (Doing)
This is the outer game:

Cast the vision
Challenge the standard
Connect with people
Cultivate energy
Convert vision into results

Inner work first.
Outer work second.

That’s how you build results that don’t collapse every time life, work, or leadership gets harder.

If you only collect leadership tips,
but never become a Whole Leader,

you’re not building a career.
You’re building a very busy treadmill.

If you’re serious about becoming the kind of leader people want to follow and
not just have to follow 

Stick around.

Over the next few posts, I’ll break down the Whole Leader + C5 model so you can:

Set clear direction
Raise your standards
Build other leaders
Protect your energy
Deliver results consistently

Follow if you’re done playing small and ready to become the leader you’ve been reading about.

Your Peak Numbers Matter. Who You Become Matters More.

By Friday, it’s easy to only ask one question:
Did we hit the target?

But high-level leadership isn’t just measured in metrics.
It’s measured in who you become while chasing them.

Every Thursday and Friday during Peak, I ask myself three questions:
1. Did I protect safety and respect  even when I was stressed?
Because pressure is not an excuse to abandon principles.

2. Did I build trust or break trust with my team?
Every conversation either grows confidence… or drains it.

3. What did this week teach me about my leadership?
Performance is what I do.
Reflection is how I grow.

Here’s the truth:
Peak will end.
But the leader you shape in this season is the one you take into every season after.

And for me, it’s deeper than surviving Q4.

I’m not just trying to get through Peak.
I’m trying to become the kind of leader who can impact a million people over my lifetime not by titles, not by speeches, but by how I show up when things get heavy.

Leadership isn’t proven in perfect weeks.
Leadership is proven in pressured ones.

Drop one word that describes how you finished this week:
STRETCHED, STRONGER, or WISER.

#leadership #leadershipdevelopment #amazon #PeakPower

The Habits of High Earners and High Performers: What They Do Differently Every Day

Most people want success.
Few build the habits that can handle it.

After years of leading teams, mentoring leaders, and studying high performers. I’ve noticed they all share a rhythm.
It’s not luck. It’s not talent.
It’s habits practiced daily, aligned with who they’re becoming, and designed to multiply their impact, influence, and income.

Here’s what they do differently. 👇🏽

Go read the article now. What is one habit that you will commit to implementing? 

#LeadershipDevelopment #PersonalGrowth #ProfessionalGrowth #LeadershipMindset #ExecutiveLeadership #SelfLeadership #CareerGrowth #HighPerformance

View newsletter: Leadership Operating System

The difference isn’t luck. It’s leadership habits. Over the years, I’ve studied how top performers think, move, and lead. It’s not that they’re smarte

Open article: The Habits of High Earners and High Performers by Carlos Cody • 3 min read

The Habits of High Earners and High Performers

Lead with leverage. Teach, dont just tell. 

Your output = the output of your team + the teams you influence.
That’s the real leadership multiplier.

✅Treat training and 1:1s as high-leverage work. It’s where you scale thinking, not just track tasks.
✅Create psychological safety so others feel safe to teach and fail forward. Growth requires grace.
✅ Document the lesson → systemize → repeat across shifts. That’s how knowledge becomes capability.

Leaders don’t just fix problems—they build people who prevent them.

What will you teach this week that reduces escalations next week?

#Leadership #ExecutiveLeadership #OperationsExcellence #PeopleDevelopment #HighOutputLeadership #StrategyExecution #LeadersDevelopLeaders

You Can’t Coach Well If You Only Talk About Numbers

Peak stretches people, by stretching their: 
Mindset.
Patience.
Confidence.
Emotional capacity.

And the truth most leaders ignore?

You don’t get Peak performance from stressed people.
You get it from supported people.

That’s why I use a simple 3-question micro check-in with my PAs, AMs, and AAs especially when the building is tight, emotions are high, and urgency is everywhere.

It takes 2–3 minutes, but it changes everything.

Here are the questions:
1. What’s blocking you right now?
This cuts straight to the friction — process, people, flow, clarity, anything.

2. What do you need from me?
This shifts you from watcher to partner.
It builds trust fast because you’re not asking them to survive the day alone.

3. What’s your next move?
This brings them back into action with clarity, ownership, and confidence.

When someone is overwhelmed, they don’t need a speech.
They need direction, support, and a path forward.

This is how you coach under stress.
This is how you build trust and performance at the same time.

Save these 3 questions.
Use them once today.
Then come back and tell me what changed.

#leadership #leadershipdevelopment #amazon #PeakPower

You can’t lead at a high level with a low view of your time.

You can’t afford to waste time. Instead you must decide to invest your time in places it compounds. 

To do this start with your head. Make time to think strategically.
Not everything that looks urgent actually moves your life and business forward.

Don’t just be guided by your mind but also lead with your heart. Give  time to what fuels people and purpose, not just productivity.

Remember real connection drives results not just strategy. 

And make time to create systems that multiply your hands. Build things that execute when you’re not in the room.

That’s how your create real leverage.

You will find by doing this the  difference between being busy and being effective. 

And it’s all in how you decide to manage your time.

Always remember this:
Master your time, and you’ll multiply your impact.

#Leadership #ExecutiveLeadership
#BusinessStrategy
#OperationsLeadership #ExecutivePresence
#Management #CareerGrowth
#LeadershipDevelopment
#StrategicLeadership
#PersonalDevelopment

A Quick Break in the Peak Chaos... Happy Thanksgiving

Before we dive into the next Peak lesson, I want to pause for something more important.

This season is heavy.
Workloads are up.
Pressure is up.
Expectations are up.

And yet leaders, frontline managers, and teams are still showing up with grit, intention, and heart.

Today, I just want to say this - Thank you.

Thank you to the leaders who stay calm when everything speeds up.
Thank you to the frontline managers carrying more than anyone sees.
Thank you to the teams who make magic happen behind the scenes.
Thank you to everyone choosing excellence even in a high-pressure season.

Peak reveals a lot about leadership, but it also reveals a lot about character.

As we step into Thanksgiving, I hope you get a moment even a small one to breathe, rest, and appreciate how far you’ve come this year.

From my family to yours:
Happy Thanksgiving.
Stay grateful, stay grounded, and stay encouraged — the season isn’t over, but neither is your strength.

#leadership #leadershipdevelopment #amazon #peakseason

taplio

The Battle

Brian Cliette

Carlos Cody

Followers

Posts

Engagements

Likes

Performance ScoreCarlos Cody's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Brian Cliette

Carlos Cody

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);}Carlos Cody's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreCarlos Cody's LinkedIn Performance