Dave Kline

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

Hey, I’m Dave Kline.

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

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

Why I can help you is simple:

I’ve been through it.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

DM me if you’re interested.

Co-Founder

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

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

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

60% of managers fail.

Not because they lack talent.
But because they lack a clear map.

They're promoted and handed:

• No training
• No playbook
• No clarity

Just bigger responsibilities and higher expectations.

What makes it even harder?

Each management level isn't slightly different.
It's an entirely different game.

Same title. 
New rules.

And the cost of mistakes only goes up:

Team Lead Mistakes:
• Avoiding tough conversations
• Clinging to individual contributor work
• Missing early warning signals
• Failing to establish boundaries
• Prioritizing friendship over leadership

Manager Mistakes:
• Hiring too quickly, firing too slowly
• Choosing comfort over development
• Accepting mediocre performance
• Neglecting succession planning
• Navigating politics poorly

Manager of Managers Mistakes:
• Overlooking strategic opportunities
• Creating silos instead of connections
• Choosing the wrong battles
• Drowning in tactical details
• Controlling information flow

But beneath all three levels?

Core capabilities anyone can learn:

Emotional Intelligence
• Navigate conflict effectively
• Manage up with intention
• Read the room and adjust

Quality Decisions
• Gather the right inputs
• Move with purpose
• Deliver

Clear Communication
• Right audience
• Right message
• Right timing

Strategic Thinking
• Many No's for the right Yes!
• Anticipate what's coming
• Connect the dots

Team Development
• Build bench strength
• Identify hidden potential
• Make choices to up talent density

Master these foundations.
Use them to avoid learning lessons the hard way.

What skill helped you level up?
Share below ⬇️

♻️ Share to help fast-growing managers
🔔 Follow Dave Kline for more leadership frameworks

If you want to get promoted this year, read this:


Most people wait for the title to start leading.
They want permission and a promotion.

The top 1% know better.
They know most companies don’t like risk.

And the best way to make your promotion low risk?

Show them you can do the job...
BEFORE they give it to you.

Here’s the uncomfortable truth about getting promoted:

Your company isn’t promoting potential.
Hope is not a qualification.

They’re promoting performance.
The performance they’ve already seen.

While most people focus on doing their job well,
Future leaders focus on something completely different:

JUDGMENT | Start Acting Like an Owner
• Own outcomes, not just tasks
• Make decisions as if the company’s success depends on you
• Solve problems before you’re asked

RELIABILITY | Make Your Manager’s Job Easier
• Anticipate needs before they ask
• Keep every commitment or escalate early
• Deliver work with recommendations, not just reports

LEADERSHIP | Develop People Around You
• Share knowledge freely
• Help new team members succeed faster
• Document your work so others can build on it

CREDIBILITY | Communicate with Clarity
• Write things down—documentation builds trust
• Follow up with clear next steps
• Use active listening to show you understand

PERSPECTIVE | Think Beyond Your Role
• Connect your work to bigger goals
• Offer ideas that benefit the whole team
• Ask questions about the larger business context

GROWTH | Give and Receive Feedback Well
• Give constructive input to peers
• Actively seek feedback on your own performance
• Handle criticism without getting defensive

SYSTEMS | Solve Problems at the Root
• Ask “why” until you find the real cause
• Address causes, not just symptoms
• Build solutions that prevent problems from coming back

IMPACT | Deliver Meaningful Results
• Focus on work that moves the needle
• Track and share your impact
• Make your value visible to decision-makers

AI | Stand Out with New Skills
• Learn and use AI tools to boost your productivity
• Automate routine work and teach others what you learn
• Become the go-to resource for new technology

The promotion paradox:
Companies promote based on performance, not potential.
But most people perform at their current level, not the next one.

The breakthrough insight:
Start doing the work before you get the job.
The title will follow the behavior, not the other way around.

What skill helped you get promoted recently?
Drop it in the comments if I missed one.

And before you go...

♻️ Share to help others earn their next promotion
🔖 Save this so you can check back on your progress
🔔 Follow Dave Kline for more leadership insights

Timeless Skills You must learn To Get Promoted This Year 

Most of what you do as a manager doesn’t matter.

These 5 levers will make or break you.

After 25 years of working with teams, 
The same pattern repeats:

Average managers try to do everything.
The great ones focus on what really matters.

These are the 5 factors every high-performing team gets right:

1. Clear Goal | Singular Focus
• If everything’s a priority, nothing is
• One mission everyone can recite from memory
• Make progress visible—post your key metrics publicly

2. Best People | Talent Density
• Filling seats with whoever’s available kills momentum
• Recruit constantly, raise the bar relentlessly
• Tap your top performers’ networks

3. Right Tools | Force Multipliers
• “We can’t afford good software” is an excuse
• Invest in systems that amplify talent
• Pre-approve any tool under $500/year

4. Least Friction | Ruthless Simplification
• “That’s how we’ve always done it” is a red flag
• Eliminate every unnecessary step and meeting
• Ask weekly: “What got in our way?”

5. Shortest Time | Speed as Strategy
• Waiting for perfect conditions means you’ll never act
• Run rapid experiments, learn fast
• Cut every cycle time in half—then do it again

The brutal truth:
Most teams have 3 out of 5 levers working.
Elite teams obsess over all 5, all the time.

One broken pillar pulls everyone down.

The diagnostic question:
Which lever is your bottleneck right now?

Fix that one first.
Everything else multiplies from there.

Want more practical frameworks like this?

Subscribe to the MGMT Playbook. 
My free weekly newsletter for leaders who want to level up.

https://mgmt.beehiiv.com

♻️ Share to help leaders focus on what matters
🔔 Follow Dave Kline for more practical leadership insights

The 8020 of Management

Alex Banks

Building a better future with AI

Alex Banks is a founder, creator and investor. He reaches over 1 million people on social media each week with insights into the world of artificial intelligence (AI).

He is the founder and writer of The Signal, a weekly newsletter that cuts through the AI noise to over 55,000+ readers.

Alex is also an active early-stage investor and advisor to startups across the AI and technology landscape.

👉 All partnerships, enquiries and speaking engagements: contact@noisemedia.ai

Writer

Anthropic just measured which jobs AI is actually replacing.

The gap between theory and reality is massive.

Anthropic published a new research paper using its own Claude usage data to track AI's real-world impact on jobs.

What's new:

They created a metric called "observed exposure" that combines theoretical AI capability with actual professional usage data. The results are eye-opening.

→ Computer & Math: 96% theoretical capability. 32% actual coverage.
→ Office & Admin: 94% theoretical. 42% observed.
→ Legal: 88% theoretical. Just 15% observed.

Capability isn't the bottleneck. Legal constraints, verification requirements, and slow enterprise adoption are what's holding back real-world deployment today.

Most exposed occupations:

→ Computer programmers top the list at 75% task coverage
→ Customer service reps follow at 70%
→ Data entry keyers at 67%

But there’s a certain irony at play that I think is worth pointing out.

Programmers are both the most exposed occupation AND the heaviest adopters of AI. 

They're actively building and using the technology that automates their own work.

The workers most at risk overall skew older, female, more educated, and higher-paid, earning 47% more on average than their unexposed counterparts. 

Graduate degree holders are nearly 4x more represented in the most exposed group.

Despite all this exposure:

→ No meaningful increase in unemployment for high-risk workers since ChatGPT launched
→ But hiring of 22-25 year olds into exposed roles has dropped roughly 14%
→ No equivalent decline for workers over 25

My takeaway:

It’s interesting to see the “disruption” showing up as a hiring freeze vs sweeping layoffs.

But mainstream media much prefer to print “thousands made redundant” to sensationalise headlines.

I also think it’s important to point out the 30% of workers that have zero AI exposure. 

Cooks, bartenders, mechanics, lifeguards. The roles AI can't touch are almost entirely physical.

Having a living measure like this helps track how the gap between AI’s theoretical capability and real-world adoption narrows over time. 

That gap is where the next wave of disruption lives.

Follow me Alex Banks for daily AI highlights and insights.

I talked about AI’s impact on jobs first in my newsletter.

You get the most important news + analysis in your inbox every Sunday.

Read it here: https://lnkd.in/ei8r5Xyq

Anthropic said no to the Pentagon.
OpenAI signed the deal hours later.
Here's what happened:

Anthropic drew two red lines with the Department of War:

1. No mass domestic surveillance
↳ AI can now analyse bulk data the government buys on Americans at scale
↳ Currently legal, but only because the law hasn't caught up

2. No fully autonomous weapons
↳ AI isn't reliable enough to automate selecting and engaging targets
↳ No oversight framework exists for removing humans from the loop

For context:

→ Anthropic was the first AI company on the classified cloud
→ Deployed across intelligence, cyber ops, and combat support
→ Forfeited hundreds of millions cutting off CCP-linked firms
→ These two red lines represent ~1% of use cases

The Pentagon gave Anthropic a 3-day ultimatum.

Anthropic refused.

The response:

→ President Trump: "Their selfishness is putting AMERICAN LIVES at risk"
→ Secretary of War Pete Hegseth: Anthropic is a "supply chain risk"
→ Trump ordered every federal agency to cease all use of Anthropic's technology

Then OpenAI entered.

On Friday morning, Altman publicly backed Anthropic's red lines.

By Friday evening, he'd signed the Pentagon deal himself:

→ OpenAI claims the same red lines as Anthropic, plus a third
→ OpenAI asked the Pentagon to offer identical terms to all AI labs
→ Multiple OpenAI employees signed an open letter supporting Anthropic
→ Altman admitted the deal was "definitely rushed" and "the optics don't look good"

The consumer backlash was immediate:

→ "Cancel ChatGPT" went viral across Reddit and X
→ Claude hit # 1 on the App Store, overtaking ChatGPT
→ Claude is now # 1 in Germany, Canada, and other markets

My takeaway:

Not only have I seen my workflows fully transition from ChatGPT to Claude over the last year, but the consumer mass-market is catching up.

I think it’s also important to point out that correlation doesn’t necessarily mean causation here.

Claude didn’t just hit # 1 in the app store as a result of ChatGPT accepting the DOW deal.

Anthropic has simply built a better product where the timing of adoption happened to coincide with this viral uproar of the company denying use of their products for the surveillance of Americans and operation of autonomous weapons.

Ethical positioning now has direct commercial consequences.

Values are becoming a competitive moat.

I covered this idea yesterday in my newsletter.

Be the first to receive it by subscribing today.

Read it here: https://lnkd.in/e898z7SG

Claude just made switching from ChatGPT effortless.
You can now import your entire memory in 30 seconds.
Here's exactly how it works:

Step 1: Go to Claude Settings → Capabilities
↳ Scroll to the Memory section
↳ Find "Import memory from other AI providers"
↳ Click "Start import"

Step 2: Copy the prompt Claude gives you
↳ The pop-out shows a ready-made prompt
↳ Hit Copy (it's already written for you)

Step 3: Paste it into ChatGPT (or any other AI)
↳ Open a new ChatGPT chat and paste the prompt
↳ It exports everything: your identity, career, projects, preferences

Step 4: Paste the results back into Claude
↳ Switch back to the Claude import pop-out
↳ Paste ChatGPT's response into the text box
↳ Hit "Add to memory"

That's it. Claude now knows everything ChatGPT knew about you.

What gets transferred:

→ How you like to be spoken to
→ Your role, projects, and goals
→ Tools and frameworks you use
→ Every preference and correction you've made

My takeaway:

Claude hit # 1 on the App Store on Monday.
They’re now # 1 on the Android Store today.

A lot of people are curious about switching but assume they'll lose months of context they've built up with their exiting AI model provider.

That friction just disappeared.

Anthropic has removed the last real switching cost.

Whether it be ChatGPT, Gemini, or Grok, you no longer have to start from scratch.

Memory portability is vital for the AI to have robust context about you as an individual and tailor outputs appropriately.

What’s more, the utility of memory compounds over time.

My memory with Claude is already over 2 pages long.

If you've been on the fence, now's the time.

Follow me Alex Banks for daily AI highlights and insights.

I’ll be doing full coverage in this week’s newsletter.
Subscribe to The Signal: https://lnkd.in/ePSZP6KF

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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);}Dave Kline's LinkedIn Performance

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