People person from a small town. Working hard to better myself everyday and will take on every project I have time for.

Chris Cunningham

Head of Marketing: We're ungating all of our content.
CEO: Have you completely lost your mind? That's 2,000 leads per quarter!
Head of Marketing: 2,000 fake emails from people who will never buy.

Meanwhile, our actual buyers can't share our content with their team because it's locked behind a form.

CEO: We need leads for Sales.

Head of Marketing: Sales hates these leads. Ask them. Jessica told me yesterday she'd rather have 10 people who actually read our content than 1,000 who used burner emails for a download.

CEO: The board tracks MQLs.

Head of Marketing: The board tracks revenue. Our competitors ungated everything last year. Their traffic 5x'd. Their sales cycles dropped 20%. Why? Because entire buying committees could actually access their content.

CEO: But how do we know who's interested?

Head of Marketing: Intent data. If someone reads 5 articles, watches 2 videos, and visits pricing, they're interested. If someone downloads one PDF and ghosts, they're not.

CEO: This is insane.

Head of Marketing: You know what's insane? Watching our gated content get 500 views while our competitor's free guide gets 50,000 and becomes the industry standard.

CEO: That sounds like a content problem...

Head of Marketing: No. It's a distribution problem because it doesn't have the chance to actually get shared.

CEO: Okay. But marketing will have no metrics.

Head of Marketing: We'll have the only metric that matters: revenue influence. When deals close 2x faster because buyers self-educated, you'll forget about MQLs.

CEO: Three months. That's it.

Head of Marketing: When our content starts showing up in every RFP because it's actually accessible, you'll give me six.

CEO: Don't push it.

PS - The companies obsessed with capturing emails are losing to companies obsessed with capturing attention. Gates keep people out. Value brings them in.

I'm Chris Cunningham - I run social media at ClickUp.

Follow me for more actionable marketing tips & tricks.

Chris  Cunningham

We run 35+ social media accounts.

Post 2–3 times a day.

Distribution is everything.

Most teams have plenty of ideas.
What they don’t have is speed and consistency.

The fastest way to scale distribution?
AI.

I use VEED.

It’s browser-based.
No installs. No waiting.

Auto captions.
Auto crops.
Audio cleanup.
Smart cuts.

One long video ➝ dozens of clips across LinkedIn, TikTok, Shorts.

Turns long-form into short clips.
Resizes for Reels, landscape, Shorts.
Captions every post.

We pump out 10+ versions from one idea.

If you’re spending more time editing than posting, you’re not optimized for distribution. And someone out there will outship you.

Create once.
Distribute as much as possible. 

Peep the comments so I can hook you up!

If you want to hit 1M+ monthly impressions on social media in 2026 then read this carefully (and bookmark it for later):

- Post 5x per week minimum without fail. Most brands quit after week 3. Consistency IS the algorithm hack everyone's looking for.

- Every piece of content must pass the Rule of 3. Does it add value? Educate? Make them laugh? If not, don't post it.

- Short-form content first, repurpose second. Test on TikTok/Reels, then adapt winners for YouTube Shorts and LinkedIn.

- Set an audacious goal publicly and update weekly progress. Build in public, especially when you miss. Vulnerability drives 3x more engagement than winning.

- Create characters people can relate to. Our IT guy with a lisp got 6,000 shares because he was human, not a product demo. B2B buyers share content that makes them feel something.

- Test everything for 60 days before killing it. Most marketers quit at 30 days, right before the algorithm figures out your audience. Get real data, then either 10x it or move on.

- Build machines around winners. Test → find what works → systematize → hand off → find the next thing. Your job is building systems, not being the talent.

- Know your ICP so well you can predict what makes them stop scrolling. Not demographics. Psychographics. What keeps them up at 2 AM? Answer that and you own their feed.

- Make content about work itself, not just your product. Own the humor in meetings, deadlines, office culture. That's the biggest whitespace in B2B nobody dominates.

- Break the pattern of what they expect to see. If your content could work for any brand with a logo swap, start over.

- Cap video budgets at $3K-$15K even with more money. Some of our best content came when we were broke. Constraints force creativity. High production screams "ad."

- Build 12 internal influencers, not just your founder. One person can't carry your entire brand forever.

- Track impressions first, conversions second. You can't convert people who never see you.

- Platform-specific content, not lazy reposts. What works on TikTok dies on LinkedIn. Adapt the idea, don't copy-paste.

- Engage with every comment in the first 60 minutes. The algorithm watches how you react to your audience. Comments are free distribution.

- Test ridiculous ideas that don't make sense. Our most random D-tier concepts have become some of our best A-tier performers. The market tells you what works.

- Never celebrate one viral hit. Going viral once is luck. Monthly is a system. Build the system, not the post.

The brands hitting 1M+ aren't smarter, they just stopped overthinking and started shipping.

What am I missing?

PS - I'm Chris Cunningham and I run social media marketing for ClickUp.

Follow me for more actionable marketing tips & tricks.

No catchy hook here. Going into the new year I'm just grateful for:

ClickUp - I still can't believe how far we've grown and how hard we push. The best part is I get to build with my best friends that I care about deeply. Zeb Evans Wes Brummette Alex Yurkowski Gaurav Agarwal 

𝗦𝗽𝗲𝗮𝗸𝗶𝗻𝗴 𝗼𝗻 𝗦𝘁𝗮𝗴𝗲𝘀 - Nothing gets me more excited than speaking to an audience and finding ways to help make them better. Forever grateful for Daniel Nackovski Thomas Sjöberg Tim Soulo Nathan Latka and so many more. 

𝗧𝗿𝘂𝗹𝘆 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗕𝟮𝗕 𝗖𝗼𝗻𝘁𝗲𝗻𝘁 - The game is changing fast. I love working hard to be at the forefront of it. I'd be nowhere without my partner in content crime Mark Sommerville. He's a visionary and will be a household name soon. Michael Lim, how lucky am I to have weekly calls with one of the geniuses behind Alex Hormozi's content and so much more. Jim Friend, one of the best in AI video helping us stay ahead. Our video team Isaac Maltzer, Wyatt Kedinger, and Eric Cirillo. And my crazy content friends I learn from daily. Travis Tyler Ryan Quindlen 🦇 Obaid Durrani Aaron Morrissey Tim Davidson Todd Clouser Chris Cozzolino

Will McTighe who I'm launching a podcast with this year. The list goes on. 

Probably gonna end up on LI Lunatics on Reddit for this one, 𝗯𝘂𝘁 𝗜'𝗺 𝗮𝗹𝘀𝗼 𝗴𝗿𝗮𝘁𝗲𝗳𝘂𝗹 𝗳𝗼𝗿 𝗟𝗶𝗻𝗸𝗲𝗱𝗶𝗻. I've had a blast learning the game and I can't wait to take it to the next level this year!

Our ClickUp Comedy IG has 414K followers, but our main brand account only has 397K. That's not a mistake - it's the strategy (and it's working). Here's what you can learn from a single company running 5 distinct Instagram accounts..

Most brands fight for attention on one account. We built an ecosystem instead (read the entire post and it'll make sense).

We run 5 different Instagram pages:
➝ ClickUp (main brand)
➝ ClickUp Comedy
➝ ClickUp Memes
➝ ClickUp on the Street
➝ Tips with ClickUp

Each one reaches a different audience.

Not everyone wants to follow "ClickUp" the company account. But they'll gladly follow ClickUp Comedy or ClickUp Memes.

Here's where this strategy gets really cool though.. We joint-post across all of them.

So if ClickUp Comedy has a video that hits 1M views? We joint-post it to the main account. Now the main account gets the reach without losing its identity.

The comedy page is growing faster than our main account. And that's perfect! It's by design because that way we're not competing with ourselves. We're building multiple distribution channels that all feed back to one brand.

Most B2B brands are still trying to figure out one account. We're running 5 and figuring out what content resonates with different audiences 5 times as fast.

Thoughts?

PS - I'm Chris Cunningham & I run social media at ClickUp.

Follow me for B2B marketing tips as I build this all in public, right here on LinkedIn.

[Story Time] - We couldn't afford ads early on at ClickUp. So we built a tool that notified us when competitors got bad reviews.

Every 1-star review on Capterra, G2, or TrustPilot = instant notification with the reviewer's name and company.

I'd find them on LinkedIn within minutes:

"Hey, I get why you hate [REDACTED]. We hated it too. That's why we built ClickUp."

Cost to build: $0 (just time)
Leads generated: Our first 100+ customers

No budget? Get scrappy.

While competitors spent millions on ads, we were sliding into DMs of their unhappy customers.

That tool alone got us to our first $1M in ARR.

What would happen if you contacted every person who gave your competitor a bad review this week?

We've posted thousands of videos at ClickUp. The ones that go viral all have these 5 things in common (save this):

A great video isn't luck. It's science.

(1) Shareable. If people don't want to hit the share button, it's not good enough. The real test is asking yourself if you'd send this in a group chat? If not, it's not ready.

(2) Commentable. You can make a great video, but if there's nothing to say about it, it won't go viral. People need a reason to engage. Give them one.

(3) Strong hook + headline. The headline is the first thing people see. "POV: You just started a new job" tells them if it's worth their time. Get it right or they scroll on by.

(4) Pacing. Is there a part where it gets boring? Cut it. One slow moment kills the whole video. Seriously. Be absolutely ruthless here.

(5) The button. Does it end well? Great endings make people rewatch or feel satisfied. Weak endings ruin everything that came before.

Most teams nail 2 or 3 of these. You need all 5.

But the one that matters the most is shareability. If it doesn't make someone hit share and send it to a coworker, the rest doesn't matter. That's the real metric.

Agree?

PS - I'm Chris Cunningham & I run social media at ClickUp.

Follow me for B2B marketing tips as I build this all in public, right here on LinkedIn.

Will probably get a lot of hate for this. But getting ahead of the workweek on a Sunday is pretty glorious

Most marketing teams think they have all the answers when it comes to creating content. That's why they lose. Here's what I tell every marketer (you're going to hate me if you don't have thick skin):

You're not the smartest person in the room, so stop acting like it..

The real problem is that marketers get stuck in a box. Even the most successful ones fall into this trap sooner or later.

You start creating the same type of content, thinking the same way you always have, and eventually stop seeing what's possible.

That's why at ClickUp, we do 4 writer's rooms per month. 1-2 of them, we bring in someone new:

→ A comedian
→ A content creator from a different industry
→ Even just another employee with a fresh perspective

We pay them to come with 3 ideas and help us punch up ours, which results in 30-50% of our best videos came from outside writers.

They bring perspectives we never would've thought of because they have different jobs, a different humor, and cater to different audiences.

The best marketing teams aren't always the most creative ones. But they ARE the ones who are most open to outside input.

Bring in fresh eyes that force new perspectives. Let someone challenge your ideas.

When's the last time you brought someone external into your content process?

Give it a try - you'll thank me for it.

PS - I'm Chris Cunningham & I run social media at ClickUp.

Follow me for B2B marketing tips as I build this all in public, right here on LinkedIn.

This content framework gets ClickUp 150M+ monthly impressions. I probably shouldn't be giving it away for free, but here it is - the ABCD Framework:

[Note before you read] - Most content strategies fail because you're chasing new ideas. Start chasing data that can make your success undeniable.

👇 The ABCD Framework (bookmark this to come back to later):

A = Proven Winners (40% of content)

Find your top performing content → Remake it weekly.. with a twist.

Our "HR guys dancing" → 30M views
Next week: "Finance guys dancing"
Week after: "IT guys dancing".

Same formula. Fresh audience. Guaranteed views.

B = Concepts That Work Elsewhere (30%)

See a competitor hit 10M?
Adapt their format. Make it yours.
(Copying = lazy. Adapting = smart.)

C = Trend Riders (15%)

Spot a trend like the aura farming posts everywhere?
Jump on it. ONCE.
Then move on. Trends die fast.

D = Wild Experiments (15%)

No rules. No logic. Pure chaos.
This is where our biggest hits are born.
(Our best video ever? Started as a D.)

The mix that prints views:
Mon/Tues: 2-3 A's (guaranteed performance)
Wed/Thurs: 1-2 B's (calculated risks)
Fri: 1 C + 1 D (swing for fences)

Track everything:
• Green = 100K+ views (becomes an A)
• Yellow = 50-99K (tweak and retest)
• Red = Under 50K (kill it)

After 60 videos, you'll have 5-10 A's.
That's your content engine for life.

We spent $500K learning this.
You just got it free.

Follow me (Chris Cunningham) for B2B content frameworks that actually work.

I give everyone the same social media advice. No one's ever regretted taking it. Here's what I tell them (send this to someone who needs to hear it):

Just. Click. Post.

Stop saving drafts, overthinking, and waiting for the "perfect" post.

Let the market tell you what works.

I've posted thousands of videos and what I can tell you from experience is..

→ Videos I thought would flop went viral
→ Videos I thought would go viral totally flopped

You never actually know until you post it.

The data only exists after you click post. Then you can double down on what works.

But most people never get there because they're stuck in draft mode.

Here's 4 stupidly simple steps you can follow..

(1) Post it. Even if it's not perfect. Especially if it's not perfect.

(2) Track what happens. Did people share it? Comment? Save it? That's your signal.

(3) Recreate what worked. Found a winner? Make 6 more versions of it with different angles & hooks for the same idea.

(4) Kill what didn't. If it flopped, move on. Don't defend bad content.

Click post. Let the algorithm do the rest.

Agree?

PS - I'm Chris Cunningham & I run social media at ClickUp.

Follow me for B2B marketing tips as I build this all in public, right here on LinkedIn.

We spend millions on marketing.

Most teams still can’t tell you what actually drives revenue. (And I totally get it - it's not easy!)

Clicks don’t matter.
 Pipeline does.

The hardest part of scaling isn’t doing more.
 It’s knowing what to double down on.

That’s why attribution matters. (Don't overthink on it, but always know as much as you can)

Tools like Dreamdata work because they connect the full buyer journey, ads, content, email, sales activity, product touches, and tie it back to real revenue.

Not last click.
Not vibes.
Not channel arguments.

Actual answers to questions like:
 • Which campaigns create pipeline
 • Which content accelerates deals
 • What buyers actually touched before converting

This is how real teams make better decisions.

At ClickUp, we think the same way.

 One source of truth.
 Less noise.
 More momentum.

If you can’t explain how revenue is created, you can’t repeat it. And trust me, when you get something working well, you want to repeat it as much as possible!

Some of our most viral videos came from ignoring the script & breaking a Hollywood rule that drives most traditional directors crazy. Here's the rule we follow & what it means:

"Let them play"

We spend hours writing scripts. perfecting hooks, and planning every detail.

Then we get to set and our actors say: "We have a cool idea."

That's when we let them play.

We give them 15 minutes to try their version without a script. Just pure creativity.

If I'm being honest, some of our biggest videos came from those moments.

Here's why it works:

→ Actors know what feels natural in the moment
→ Spontaneity creates authenticity
→ The best ideas come when you're not forcing it

Most brands are too rigid & they stick to the script no matter what. That's a huge mistake.

Yes, you need a plan & structure..

But you also need to trust the people you hired.

If your actor has an idea, let them try it. If your writer wants to test something new, give them space.

The best content comes from a careful mixture of structure and chaos.

Plan it. Then let them play.

When's the last time you let your team go off-script?

PS - I'm Chris Cunningham & I run social media at ClickUp.

Follow me for B2B marketing tips as I build this all in public, right here on LinkedIn.

In the early days, ClickUp had one goal: ship features faster than our competitors. But we were a 5-person dev team & we couldn't afford a huge QA department. So we turned our bugs into a "feature".. We told our users:

"Find a bug? We'll give you free ClickUp."

Our most engaged users became our bug hunters. They'd test every feature, report issues, and we'd fix them immediately - sometimes same day.

Then we'd message them: "Fixed. Shipped today. Thank you."

This did three things:

(1) Gave us free QA from people who actually cared about the product
(2) Built loyalty with early users (they felt like part of the team)
(3) Let us ship 10x faster than competitors who were stuck in release cycles

Our competitors were planning quarterly releases. We were fixing bugs before lunch.

The lesson is that speed usually beats perfection. Your users would rather have new features with occasional bugs than wait 6 months for a "perfect" release.

Embrace the chaos. Fix fast. Keep shipping.

Ranked #1 in Branding | AI Strategist for High-Stakes Communications | I Help You Attract Premium Clients, Stages & Global Media | 35M Views

Iza Montalvo is an award-winning journalist, founder, and speaker whose work has been recognized on the floor of the U.S. Congress.

She works at the intersection of media, reputation, and influence, shaping how leaders, companies, and experts are seen, trusted, and remembered.

Over the past 15+ years, Iza has helped craft public narratives and media strategy for U.S. elected officials, public figures, advised C-suite executives at Fortune 100 and 500 companies, and partnered with product and go-to-market teams to launch and scale complex technologies. 

Her specialty: translating high-stakes ideas, from AI platforms to enterprise systems into human stories people understand and believe.

Her own platform has reached more than 50 million people, building a 115k-strong audience in a single year. 

She has been featured in Times Square, recognized by Forbes as a LinkedIn expert, and ranked #1 globally for branding and positioning by Favikon.

Whether on stage, online, or on the page, Iza challenges one belief:
talent isn’t enough, visibility shapes opportunity.


IZA MONTALVO 🧲

This isn’t persuasion.
It’s how the brain works.

Most offers don’t fail because the product is weak.
They fail because the decision feels hard.

Carousel created by Tom Pestridge.

Every buying decision runs on a few shortcuts.
Ignore them and strong offers stall.

9 principles that shape buying decisions:

✅ Anchoring Bias
✅ The Framing Effect
✅ The Contrast Effect
✅ The Affordability Illusion
✅ The Power of Free
✅ The Rule of 3
✅ The Paradox of Choice
✅ The IKEA Effect
✅ The Endowment Effect

Good marketing isn’t deception.
It’s structure.

It aligns the offer with how decisions happen
so value doesn’t need explanation.

📌 Save this before you price or package anything.
♻️ Share it with someone who builds offers.

NEUROMARKETING CONCEPTS TO KNOW

I lost time trying to “figure things out myself.” Speed matters more than pride.

So in 2023, I made a rule:
If I want to learn something fast, I hire the best.

I treat this as a practical decision.

Jobs are contingent.
Markets are cyclical.
Titles are temporary.
Skills are portable.

I’ve seen people lose income, security, and status.
The ones who recovered weren’t unusually confident or optimistic.
They were competent.

They could do something useful in more than one setting.
They didn’t need ideal conditions to function.
They weren’t dependent on a single system continuing as planned.

One distinction:

You’re not paying for information.
Information is easy to access.

You’re paying to shorten the gap between not knowing and being able to act effectively.

There’s evidence behind this way of thinking.

The World Economic Forum estimates that 44% of workers’ skills will change by 2027, driven by technology and shifting business needs.

Skills that only work in one role or one environment don’t age well.
That’s why I don’t see learning skills as a gamble.
I see it as limiting downside.

When you invest in property, equities, or a role, you rely on external conditions holding.
When you invest in skills, you increase your ability to operate when they don’t.

The filter I use before investing in a skill:

Can I use this in more than one role or industry?
Does it improve how I think and decide, not just what I produce?
Would it still be useful if my current job disappeared?

If the answer is no, I skip it.
If things went wrong tomorrow, I wouldn’t be starting from zero.

I’d be starting with capabilities I can apply again.
That’s the difference.

PS: If you’ve built a skill that paid off later than expected, share it below, those examples are more useful than advice.

♻️ Repost to help spread this message

When I say it's never too late, I mean it because I've lived it.

At 40, I:

got married for the first time
had my second child
quit my corporate career in news
built my first serious business
traveled to my dream city in Europe 
bought my first investment property

At the same time, life didn't stop happening.

I lost a job. 
My husband got sick.
I spent years trying to find the right support for my child with additional needs.
I got scammed online.
I had to reinvent myself.
I found success again. 

If you're new here, I want you to know this:

You're not late.
You're not broken.
You didn't miss your one chance.

Some of us move slower because we're carrying more.
We are figuring out things as we get older and wiser. 

If you're in the middle of a reset, this isn't the end of your story.
It's the part where you realize what you're really made of.

PS: What's one thing you started later than you "should have" and still made happen?

Award-Winning Founder, Journalist & Speaker | Top 1% Creator | Former U.S. Congress Communications Director

Kindness matters more now than it used to. 
Or at least it feels that way. 

Sometimes it’s a smile, a helping hand, or a simple gesture that brightens someone’s day. 

Work has sped up, gone remote, stripped back to tasks and messages and calendars. 
A lot of the human stuff has thinned out.

There’s data behind that feeling. 
Studies on modern workplaces show declines in perceived empathy and connection as work becomes more digital. 

Gallup has found that only a small fraction of employees feel genuinely seen or cared about at work, even when performance stays high.

During remote learning, a professor logged into what he assumed was just another final Zoom class. 

Same faces. 
Same screens. 
Nothing to mark the end.

Then the cameras came on.
One at a time.
Every student holding a handwritten sign.

"Thank you".
"For caring".
"For showing up".
"For treating us like people".

He stopped talking.
Just looked at the screen for a second.

Then said is a whisper: “You’re gonna make me cry.”

Someone recorded it. 
The clip made its way around. 
People shared it, saved it, sent it to each other.

Psychology research explains why moments like this are so memorable. 

Under stress, the brain holds on to emotional experiences more than information. 
Facts blur. 
Feelings don’t.

That semester was full of isolation, deadlines, and glowing rectangles. 
And this is what stayed with people.

Not the material.
Not the grades.
Not the lectures they crammed for.

Being noticed.
This isn’t really about teaching.
It’s about leadership. 

Or maybe it’s about what leadership looks like when all the extras fall away.
If you manage people, build things, mentor someone, the impact you have usually shows up later.

In trust.
In who sticks around.
In moments you never planned for.

That’s the part people carry with them.

🎥 Video credit: Brain Nourishment, IG
♻️ If you believe in kindness, pass it on.

Perspective arbitrage is worth 30% more revenue.
Research on cultural adaptation found this pattern.

Companies that adjust products and messaging see higher revenue growth than those that don’t.

Most companies already have this advantage.
They just don’t see it.

What is perspective arbitrage?

The ability to profit from insights others can't access because you think in multiple cultural contexts.

Inside organizations, this ability is often treated as translation.

I’ve seen the cost of that mistake.

A company planned to enter a new market.
The discussion centered on translation and launch timing.
One person raised a different concern.

The product story didn’t match how customers in that market judged value.
That observation changed the launch plan.
Projected revenue increased threefold.

Nothing new was added.
The decision changed.

So why does this keep getting overlooked?

1/ It gets framed as language
“I can help translate.”
Instead of: “This won’t work the way we expect.”

2/ Differences get set aside
Teams aim for speed and miss context.

3/ Observations don’t carry forward
Adjustments get made in meetings,
then disappear once the decision is done.

When insight isn’t named, it doesn’t influence the next choice.
Seeing across cultures isn’t a soft skill.
It’s how blind spots get caught early.

Many bilingual professionals are hired for language.
The ones who advance earn trust for how they think.

Perspective arbitrage isn’t a personal advantage.
It’s how companies avoid making the wrong call.

Your cultural lens isn't just heritage.
It's a business advantage.

🔁 Share if you've used cultural insights to drive business results
➕ Follow me IZA MONTALVO 🧲 for more

Founder | Top 1% Creator | Journalist | Former U.S. Congress Communications Director | 50M Views

Intelligence opens doors. 
Adaptability keeps you moving.

Someone with less experience just got promoted 
over 5 people who'd been there longer.

Same role. 
Same manager.
Happened over 18 months.

The difference wasn't talent.
It was how they responded when things changed.

When feedback came, they didn't defend it. 

They listened. 
Took notes. 
Applied it without ego.

When a new system rolled out, they learned it first. 
While others complained, they were already fluent.

They copied what worked. 
Emails. 
Meetings. 
How to handle pushback. 

Same personality. 
Upgraded execution.

They admitted gaps early. 

"I haven't used this before. 
I'll learn it this week." 
Speed beats pretending.

They systemized mistakes. 

What went wrong. 
Why it happened. 
What changes next time. 

Fix once. 
Avoid forever.

Research shows 64% of senior leaders say: 
a growth mindset enhances productivity and performance. 
Source (TalentLMS)
and 94% of employees would stay at a company longer 
if it invested in their career development.  
Source (LinkedIn)

The pattern is clear: 
Internal promotions happen 20% faster than external hires 

PS: What's one habit you picked up from watching someone else work?
♻️ Share with your network of high-performers

Most leadership misses one simple truth:
Connection isn’t one-size-fits-all.

My 9-year old son’s teacher proves this every morning.
At the classroom door, she gives her students five ways to be greeted:

High-five
Hug
Fist bump
Smile and nod
“Good morning”

That’s it.

No pressure.
No forcing energy.
Just choice.

What matters isn’t the options themselves
it’s what they mean.

👉 You get to decide how you want to be seen today.

Some mornings kids want closeness.
Some mornings they want space.
Some mornings they just want acknowledgment without attention.

And every choice is respected.

That small moment does something powerful:
It gives students agency before the day even starts.

When people are acknowledged in ways that work for them, engagement follows.

They participate more.
They take risks.
They trust.

It made me think about leadership.

How often do we decide for people how connection should look?
How often do we mistake our preference for a universal rule?
The best leaders don’t demand sameness.

They design for difference.
Because confidence doesn’t grow from being managed.
It grows from being met where you are.

♻️ Worth sharing with someone who leads people.

Some fires don’t burn you all at once.
They warm you first 🔥 

You stand close.
You tell yourself it’s manageable.

You adjust instead of stepping back.

Until one day you realize...
you’re not tired.
You’re scorched.

I used to stay near things that were silently burning me.
I thought endurance was a virtue.
It isn’t.

There’s research that backs this up.

Studies on chronic stress show the body reacts before the mind does: 
elevated cortisol, muscle tension, sleep disruption, long before people consciously label a situation as “toxic” or unsustainable.

That’s why logic rarely gets you out first.
Your nervous system tries to.

What finally changed things wasn’t a conversation.
Or closure.
Or an apology.

Relief came the moment I stepped out of the burn radius.

That’s emotional intelligence.
Not reading the room
reading the heat in your own body.

Those Sunday night knots?
That’s not anxiety.
That’s information.

Psychologists call it somatic signaling, the body flagging prolonged threat when the mind is still negotiating.

Signs you’re standing in the fire:

🚩 You explain it more than you enjoy it
🚩 You’re depleted, not restored
🚩 You don’t recognize who you’re becoming
🚩 Every interaction feels like careful movement
🚩 You’re giving fuel, getting smoke back

Leaving doesn’t mean you failed to control it.
It means you stopped pretending you could.

Sometimes, the bravest thing you can do 
is walk away and chose yourself.

♻️ Repost to share this message with your network.

Ranked #1 in Branding & Positioning | AI Strategist for High-Stakes Communications | I Help You Attract Premium Clients, Stages & Global Media

Your biggest limit isn’t skill. 
It’s self-perception.

Before effort.
Before chances.
Before experience.

I didn’t apply for leadership roles
because I didn’t see myself there yet.

That took me longer to admit than I’d like.

You don’t try everything you can do.
You try what feels right for someone like you.

That starts early.

The jobs you apply for.
The roles you raise your hand for.
The rooms you expect to be in.

Over time, this view becomes familiar.

You learn what you’re known for.
You learn what people come to you for.
You learn what feels normal to reach for.

Then something bigger shows up.

A role with more responsibility.
A chance to lead instead of help.
An opportunity that could change things.

You pause.
You read it twice.
You tell yourself to wait.
You think you need more time.

So you stay where you are.
The work stays busy.
The results stay good.

But nothing really changes.

While that view stayed the same:

Skills stayed boxed
Growth slowed
Opportunities passed you by

Nothing broke.
Nothing failed.
That’s how limits work.

They don’t stop you.
They guide what you try.

People who move ahead see themselves doing more.

They apply sooner.
They speak up earlier.
They step into roles they grow into later.

That starts with how they see themselves.

Different view.
Different actions.
Different results.

Change how you see yourself,
and the line moves.

Little by little.
You reach higher.
You stay in the room.

You try things that once felt out of reach.
That’s how limits lift.

PS: What’s one limit you’re ready to question?
♻️ Share this with someone who needs it.

A bad boss makes weekdays hell. 
A great one gives you Sundays off. 

I’ve worked for managers who made me dread Mondays.
And managers who made me want to take on things I didn’t feel ready for.

The difference wasn’t title or tenure.

7 signs you’re working with a great manager:

They remember what you told them weeks ago.
They ask how it turned out without checking notes.

When you mess up, the first question is:
“What do you need to fix this?”

They back you in rooms you’re not in.
You hear about it later, casually, from someone else.

Bad news doesn’t trigger panic.
It starts with: “Walk me through what happened.”

They give you work that makes you pause before saying yes.
The kind that forces you to rise.

Their one-on-ones aren’t updates.
They’re honest conversations about what’s stuck and what’s next.

When they’re wrong, they say it.
Out loud in front of others.
Then they move on.

The best managers don’t just manage work.
They change what you think you can do.

If you've got one, appreciate them. 
If you don't, become one. 

PS: What’s one thing a great manager did that you still remember?
♻️ Share if you believe good leaders deserve recognition.

5 mindsets I see in every successful person 
(you’re not born with this)

95% of people want to be high performers.
Only 5% install the mindset required to sustain it.

The difference isn’t effort.
It’s how they interpret pressure, failure, and time.

I’ve had to consciously rewire these myself, especially after hitting plateaus where “working harder” stopped working.

Here are 5 mindset reframes that separate winners from everyone else:

Reframe #1: Failure
Every setback is data.
Every obstacle reveals something.

❌ "I'm afraid of making mistakes."
✅ "Mistakes show me what to fix."

Reframe #2: Discipline
Pressure isn't the enemy.
Avoidance is.

❌ "I don't feel like doing it."
✅ "I do what needs to be done."


Reframe #3: Time
You don't find time.
You protect it.

❌ "I don't have time."
✅ "I protect what matters most."


Reframe #4: Success
Success isn't motivation.
It's repetition.

❌ "I hope this works."
✅ "I make it work through action."


Reframe #5: Opportunity
Momentum beats timing.
Action beats waiting.

❌ "I'll start when it's right."
✅ "I start now."

Your mindset determines your ceiling.
Reframe how you think.
Change what you achieve.

♻️ Repost this if it helped.

>>5 MINDSET REFRAMES OF HIGH-PERFORMERS<<

The best KPI no one talks about 👇🏽
because you can’t measure it

It’s how your team feels on Monday morning.
You won’t find it in a dashboard.
It won’t show up in a report.

But you notice it straight away.
It’s there when people walk in.
In the energy they bring.

In whether ideas get shared or kept to themselves.
In how people treat each other before the meeting even starts.
That tells you more than most metrics ever will.

What tends to move that needle:

1/ Keeping people interested
Not just busy.
Not just ticking tasks.
Engaged in what they’re building.

2/ Keeping people informed
Sharing the why, not just the plan.
Letting people see the bigger picture, not just their lane.

3/ Keeping people involved
In decisions that affect their work.
In changes they’ll have to live with.
In wins they helped create.

4/ Keeping people inspired
Through trust.
Through space.
Through leadership that doesn’t rely on pressure.

You can track every number in the business
and still miss the important one.

How many people want to be here.
Look at how your team show up in the morning.
That’s the real dashboard.

Old thinking built control.
New thinking builds outcomes.

Good people don’t leave bad companies.
They leave bad leaders.

Treat people like a risk and you’ll churn talent.
Treat them like an asset and they’ll grow the business.

This isn’t a culture debate.
It shows up in revenue. 

Here's what works:

→ Hire for behavior, train for skill
→ Give people freedom to get results
→ Apply the same rules to everyone

The business owners I work with get this.
They don't build places where people count down to Friday.
They build places where people want to show up.

This change is happening now.

The best leaders aren't building better companies.
They're building places where people grow.

PS: Which shift has made the biggest difference where you work?
♻️ Share this if you agree

"If you want to change the world, start off by making your bed."
William H. McRaven

If you can’t do the small things right
You’ll never do the big things right 

That’s a Navy SEAL lesson to remember. 

Admiral William McRaven said it best in a commencement speech that has been watched over 100 million times.

It comes down to one simple idea:

Make your bed.

It sounds silly.
It isn’t.

True leadership isn’t built in big moments.
It’s built in what you do every day.

When small things slip, bigger things follow.
1/ Start with one finished task
Before email.
Before meetings.
Before anyone needs you.
Do one small thing you can complete.
You start the day with a win.

2/ Use hard moments to pull people together
In SEAL training, the toughest tasks can’t be done alone.

When something breaks:
→ Don’t avoid it
→ Don’t carry it solo
→ Bring someone in and work through it

Teams don’t bond when things are easy.
They bond when things feel challenging.

3/ Notice what others skip
Details tell the truth.
What you check shows what you care about.
People trust leaders who pay attention.

4/ Say what didn’t work
In training, failure was normal.
What mattered was owning it and learning fast.
When leaders talk about mistakes, people stop hiding.
Trust goes up.

5/ Make one person feel seen
In the hardest moments, one comment kept people from quitting.
Leadership lives here.
In checking in.
In noticing effort.
In showing up when it’s uncomfortable.

The gap between good and great isn’t talent.
It’s doing the small things.
Every day.

video credit: IG

♻️ Share this with your network of high-performers

Built your credibility face-to-face.
Keeping it offline is the bottleneck.

I analyzed 50+ leaders’ online presence last year.

Not to study content.
To see where opportunity breaks.

The pattern showed up across the same roles:

📣 Investors.
📣 Executives.
📣 Founders.

People with track records.
Very little to verify in public.

That gap creates credibility leaks.
If you’re missing deals, it’s usually coming from 1 of these 4 places:

1/ Your wins are hard to find
Media features buried
Exits never named
Board seats invisible
If someone has to work to understand your background, they won’t.

2/ Your language sounds like everyone else’s
Careful phrasing
Safe opinions
Nothing that shows judgment
You don’t look wrong.
You look replaceable.

3/ Your presence doesn’t match your level
Generic posts
Helpful tips
No authority markers
You wouldn’t hire this version of yourself.

4/ Your footprint is too light to confirm influence
Search doesn’t validate you
So decisions move on without you

Here’s what that costs in practice:

❌ Investor intros that don’t progress
❌ Board seats that go to visible peers
❌ Speaking invites that never land
 
When leaders fix this, the shift is predictable.

✅ Inbound increases.
✅ Demand rises.
✅ Opportunities start finding them.

Same experience.
Clear positioning.

If you want to close the leaks:

1 / Look yourself up like capital would
First three results only
Do they show relevance?

2 / Put proof where attention goes
Headline: the win that opens doors
About section: the track record you already have
Once a month: explain one real outcome

3 / Remove corporate or technical language
Write how you speak in closed rooms
State what you believe
Let judgment show

4 / Leave authority trails
Share how you decide
Break down calls you’ve made
Show the method behind results

Staying quiet doesn’t protect your name.
It makes it easier to pass over.

PS: Where is your credibility leaking?
♻️ Share with your network of high-achievers

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