Kendra J.

The Venned Group

The Venned Group specializes in cultivating the next generation of leadership. Through high-touch, cohort-based training programs, we partner with senior leaders to develop their mid-level counterparts. Our unique approach ensures that tomorrow's leaders are equipped with the necessary skills to effectively guide their teams, influence peers, and communicate seamlessly with top-tier executives.

What sets The Venned Group apart is our laser focus on personalized cohort-based training. Unlike generic, one-size-fits-all programs, we understand that each organization has its unique DNA. Our programs and workshops are adaptable, ensuring that your leadership challenges are addressed head-on, resulting in sustainable growth and improved organizational dynamics.

Founder

Boardy

Connector

Orion's Reach

Orion’s Reach is a Not-for-Profit organization comprised of passionate volunteers dedicated to helping aspiring professionals acquire the skills and knowledge required to REACH their career goals.

At Orion’s Reach our approach to mentorship is different. Professionals are looking to learn from different perspectives in-order-to transform into someone who is ready to REACH for the stars. As a result, we match each Mentee with multiple Mentors based on desired skills they would like to learn as well as interests. With this approach, individuals can develop leadership and presenting skills at the same time from two different experts. Our approach also provides the opportunity for individuals to learn about a specific industry from multiple perspectives.

Advisory Board Member

Chase Hospitality Group

•	Started as Event Coordinator, promoted to Event Manager in March of 2016
•	Corresponded with the client on all details of event from décor to food and beverage pairing
•	Worked closely with the Executive Chef to create custom menus; includes costing and idea formation
•	Coordinated any necessary rentals with preferred suppliers
•	Accommodated client’s provided event budgets ranging from $500 to $30,000
•	Lead, grew and motivated event 'team leads'
•	Executed events from start to finish
•	Accommodated client’s provided event budgets ranging from $500 to $30,000

Event Manager

Donaleighs Irish Public House

Managing all Social Media platforms and organizing annual events such as the Annual Golf Tournament and Charity Calendar production process from start to finish.  Handle all reservations and aid with large party catering requests.

Social Media & Events Manager

I’m bringing real human connection back to the workplace.

You've likely heard this before, but I’m not just talking about it—I’m making it happen. Here’s how ⬇️:

Four ways I can help you:

-> Tailored soft skills-based workshops for global brands
-> Curated events that bring leaders together to connect on soft skills-focused topics (DM me to see if we're coming to a city near you soon!)
-> Global speaking engagements on the power of soft skills to enhance hard skills and maximize performance
-> Our S.P.A.R.K. Assessment & 1-1 coaching to optimize working styles & improve collaboration

Why do I do what I do?

I care deeply about human connection. In today's tech-saturated world, the lack of genuine interaction is destroying performance, well-being, and efficiency across teams. That’s why I’m on a mission to help organizations maximize their potential by leveraging their existing resources.

Do you think we'd have a good chat? Send me a DM!

If my dad knows I'm driving somewhere, he asks the same three questions.
Did you gas up the car?
Do you have your phone charger?
Will you text me when you get there?

In my 20s, it used to drive me nuts.
"I'm an ADULT, Dad. I know these things."
I'd answer with the exact tone that communicated...I've got this handled, you can stop now.

But he never stopped.
Gas. Charger. Text when you arrive.
Every single trip, into my 30's it's something I proactively update him on now.

It took me years to understand what he was actually saying.
He wasn't asking if I had gas in the car. 
He was saying, "I need to know you're safe."
He wasn't checking if I was competent. 
He was managing his own worry the only way he knew how.

In one of our past cohorts, a CEO and her team sat down to review their S.P.A.R.K. assessment results.

Her entire team rated her as a 'definite' collaborative style, every single person.
The assessment showed she was 100% flexible in her leadership style, meaning someone who could read her team and adjust in real time.

The room went quiet when they saw the gap between her intent and their experience.

Then she told her side of the story...

"I care so much about you. I don't want you to burn out. I'm just trying to catch things before you're drowning."

She wasn't micromanaging. 
She was adjusting constantly to make sure no one fell through the cracks.
But because she never named it, her care landed as control.

Gas. Charger. Text when you arrive.
Did you finish the report? Do you need help? Are you sure you're okay?

Care has its own language.
And when we don't translate it, people hear something else entirely.

Every week, I write about these patterns for middle managers and the senior leaders who support them, like how care gets mistranslated and what it costs when we don't name what we actually mean.

Newsletter in the comments.

P.S. Tomorrow's my dad's birthday. Gift ideas from (or for) the fathers out there?

Kendra Johnson

Canada’s leading soft skills expert | Creator of The S.P.A.R.K. Method™ | 1900+ managers upskilled | The Peak’s 2025 Emerging Leader | Get weekly tips👇

I turned 35 this week, so here are 35 reminders I've noted throughout this past year.

1. People really do want to help you. Get out of your own way and ask
2. Learning what you want and stating it gets you farther much faster
3. Highs and lows are part of business. The more people you talk to, the more normal it becomes
4. Your mindset makes or breaks your day. Choose it intentionally
5. What someone does is the most boring thing about them. Why they do it matters more
6. The world is big. Get outside your bubble often
7. Stop building for the fantasy workplace. Meet people in the actual chaos
8. Clarity about guardrails beats confidence coaching every time
9. A good mentor changes everything. Find one. Be one
10. Your worst moment probably taught you more than your best one
11. People talk a lot. Be the one that takes action
12. Burnout is a choice you make by not saying no
13. Ask for what you need. State what you want. Watch how fast things shift
14. Simple acronyms beat complex systems every single time
15. Dogs will always say hello. People won’t. Be more like dogs
16. If a situation happens more than once, that’s a lesson. It’s up to you to change the pattern
17. Sometimes you really do just need a hug from your mom
18. As much as you might not want to, getting a good sweat will fix you right up
19. Finding the right partner will change your life
20. Maintain your individuality and let your partner do the same
21. Don’t mistake ignorance for malice
22. Dress for the type of day you want to have, not the way you feel
23. Skincare is important
24. The gap between theory and reality is where actual business happens
25. One-size-fits-all anything is corporate theater
26. Transformation happens when someone takes the time to actually know you
27. Sometimes the best leadership move is stepping back
28. There is always a solution, you just have to be willing to think outside the box
29. Say thank you more often
30. Record the small moments, those are the ones you’ll hang on to
31. A day of rest doesn’t mean you’re not productive
32. Knowing where your time and energy are best spent is a superpower
33. You don't have to hang onto things that no longer serve you
34. Every day can be a fun adventure if you let it
35. Smiling can change your mood, especially when shared

And as Ricardo Ulises Hernandez Gomez added, last but not least, wear sunscreen. 

Which of these did you need to hear today?

Finding skilled talent is hard.
Integrating that talent successfully is harder.

The Toronto Region Board of Trade recognized this gap and decided to address it directly. 

They brought together 90 employers & PSI's all there with the same intention, to run strong WIL programs and develop skilled talent pipelines. 

I ran a workshop focused on what WIL actually looks like and how to create a successful process from employer onboarding through to providing feedback to students.

Here were some of the key takeaways from the room: 

1. Soft skills are the gap.
Students come in with strong technical abilities. 
What they lack is how to communicate. 
How to problem-solve. 
How to navigate a workplace. 
That's what employers actually need to train.
You're not just training on a task, you're training on a culture.
How you show up, how you handle mistakes, how you receive feedback. 
That's what gets transferred whether you know it or not.

2. Know your capacity before day one.
Who's taking the lead? 
What does success look like at the end? 
What will they actually learn?
Answer these ahead of time and the whole engagement changes.

3. Managers need to get good at feedback.
This is where most programs fall apart. 
Managers hesitate or they soften the message. 
They don't know how to be direct without discouraging. 
When you improve this skill in your full-time staff, your WIL success transforms.

This applies whether you're onboarding an intern or hiring a new manager. 
The fundamentals are the same. 
Intentionality, clarity & communication.

Thank you to my fellow presenters Derek Newton, Amanda Brown, Jason Fung Architect Inc., Peter Odle, Andrew Bieler, and everyone in that room who came ready to think differently.

A big thank you to Saad Usmani, Anahid Najafizadeh & Laura Tocker for putting on an incredibly valuable program! 

Conversations like this are what strengthen a region.

--------------------
At The Venned Group we partner with organizations to upskill managers who can set expectations clearly, give feedback that lands, and create cultures where people actually want to show up. 

If this is on your priorities list for 2026, send me a DM with the word Spark.

There's a line in Hamilton that's been stuck with me.

'Every action has an equal and opposite reaction.'

(Yes, it's a nod to Newton's third law of motion...but it's more memorable when sung)

I've seen that musical more times than I'll admit, and it's served as a constant reminder of how I'm showing up.

Over the years, I've become more and more aware of how my energy creates a response in those around me.

Ex. When I bring stress into a meeting, I feel stress reflected back.

If you're the leader, all eyes are on you.

Your team reads your energy before you even open your mouth.

I started asking myself three questions before every team meeting or client call:

1. What energy am I bringing? Clarity or chaos? Confidence or stress?

2. What do I want them to feel when we're done? Inspired? Clear? Confident? Name it, clearly.

3. Are my actions & my energy matching my words? Urgency & stress through a half-a**ed smile saying 'everything's fine' never lands well.

Many times, the reaction you're getting is information about what you're putting out there.

→ If you're facing resistance, consider how you're presenting ideas.
→ If there's confusion, check whether you're giving direction or just enthusiasm.
→ If there's disengagement, pulse check your energy first.

Self-awareness is never about being perfect OR (and let me be very clear) taking responsibility for everyone else's actions.

It's about recognizing when you're part of the dynamic, and choosing to show up differently.

This is your Monday morning reminder as you head into a fresh week to check how you're showing up. 

Your energy sets the tone. What an opportunity you have ahead of you!

This morning I was unwillingly thrust into someone else's feedback conversation.

I was at a coffee shop, noise-cancelling headphones on, minding my own business...but when you can still hear every word of a performance conversation from three tables away, you've become an involuntary witness to a trainwreck.

The recipient sat with shoulders hunched, eyes down, trapped in a public space while strangers absorbed every detail of her professional shortcomings. 

The manager had her feet crossed under her on the bench, casual and comfortable, seemingly unaware of the damage unfolding.

Sentence after sentence, the same hedging pattern, "I'm not saying YOU do this, but just so you know..." Which of course means you absolutely do this, but I'm too uncomfortable to say it directly. 

Then came the gossip about someone else on the team. The unspoken message of, I'm on your side, we both know Sarah is the real problem here.

Most managers have never been taught that feedback starts with reflection, not delivery. 
What's your intent? 
What outcome are you trying to create? 
What environment supports that outcome? 

Skip this, and you end up hedging, gossiping, and performing care while your team member walks away confused about what actually needs to change.

A few takeaways:
→ Spatial awareness & etiquette matter as much as self-awareness. 
→ Difficult conversations belong in private rooms, not public stages. 
→ And direct, specific, depersonalized feedback isn't unkind, it's the kindest thing you can do.

The leaders I work with are often shocked to discover they've been "giving feedback" for years without ever actually giving it. 

Our S.P.A.R.K. framework starts with that reflection piece because without it, you get frameworks paired with coffee shop disasters.

How much clarity & progress is your team losing to feedback that never actually lands?
-----
Ps. This conversation didn't take place at Wallace Espresso as the photo suggests, but it IS one of my favourite places in the city for coffee & their seasonal London Nog.

You hired someone, gave them a role description, walked them through their responsibilities and by three weeks in, you're already frustrated...

They're not getting it.
Except what is "it"?

You told them what to do. 
You might have even told them how. 
But did you tell them what doing it well looks like in your specific environment? 

With your pace, your culture, your unspoken rules about what matters most when everything's on fire?
Probably not...

And now you're sitting with the disappointment, you engineered yourself.

This is the gap that kills placements, tanks new hires, and makes leaders assume they have a people problem when they actually have a clarity problem.

You can't course correct something you haven't defined. 
You can't praise progress toward a standard that only exists in your head.

In our S.P.A.R.K. Leadership Program, this is where we start. 

Not with 'how to provide difficult feedback' right away.
Not with simply naming expectations (any leader can do that). 
We dig into defining what measuring those expectations actually looks like. 

Building the criteria that turn "figure it out" into "here's what success is."

It's difficult work, especially for middle managers trying to translate senior leadership's vision into measurable criteria they can actually enforce. 

When they get this clarity right, their conversations become remarkably simpler. They finally have language for what they've been trying to articulate and an objective lens for performance.

The disappointment you keep running into is fixable. 
It just requires you to clarify the target before you ask someone to hit it.

Give your team the gift of clarity, this holiday season...send me a DM to see which of our solutions best suits your teams needs!

Scriberbase

We empower businesses to thrive in the subscription economy. Leveraging proven frameworks and deep expertise, we help companies optimize their subscription models to significantly reduce churn, maximize customer lifetime value (LTV), and achieve sustainable growth.

Founder, CEO

Axis Brands Group

We accelerate brand growth across Amazon, Shopify, and beyond. Leveraging deep e-commerce expertise as business owners, we help brands maximize ROI, streamline costs, and achieve smarter, faster expansion through active management and strategic partnerships.

Co-Founder

Shopify

Podcast Host

Entrepreneurs Exposed Podcast

Entrepreneurs Exposed showcases founders and creators doing amazing things in business and beyond.

Octup

Octup is a software platform that helps D2C brands grow, scale, and improve profitably.

Advisor

Bain & Company

Worked on high-impact projects with Bain Partners and Managers. Engaged at different stages of the project process, from proposals to project execution and delivery.

External Advisor

Cynthia Systems

Cynthia.io designs, implements, deploys and operates custom Artificial Intelligence solutions.

Board Member

Goodkind

Goodkind is a personal video platform makes it easy to produce, deliver and manage video across organizations.

Startup Zone PEI

University of Toronto

Courses: 
- Foundations of Entrepreneurial Management
- Business Model Design

Lecturer

Founder, CEO | Published Author | Podcast Host | Unlocking recurring revenue with subscription, and membership models.

I am an entrepreneur, published author, and podcast host. I focus on building businesses within the subscription and e-commerce landscapes. My experience comes with a decade of building companies, advising Fortune 500 leaders, and writing the best-selling book, The Subscription Boom.

My thought leadership has been featured in The NY Times, Washington Post, Forbes, Fox, and Axios. In my book, The Subscription Boom, I outline the incredible stories of Amazon, Netflix, Spotify, and others who have all grown using the same business model. I use many of the working principles from my book to help companies optimize their operations, cut churn, maximize customer lifetime value, and drive significant recurring revenue.

Current Work:

- Founder, CEO at Scriberbase
- Co-founder at Axis Brands
- Published Author: The Subscription Boom
- Podcast Host: Entrepreneurs Exposed + Shopify Masters
- Media: NY Times, Washington Post, Axios, Forbes
- Advisor, Board Member, Investor

Hobbies: 

- Musician, Vinyl collector, Jam-Band Junkie.
- Sports fan, and health nut.
- Proud father and husband. 
- Rookie TM meditator. 

Resources: 

→ Join my newsletter: https://scriberbase.com/newsletter/ 

→ Apply to Subscription Scale: https://www.skool.com/subscription-scale-5283/about

Adam Levinter

Today marks six years since my father passed away.

This photo from years ago, was taken at a place he loved. 
I treasure it because it’s one of the few moments in those later years, where he truly looked at peace.

My dad was a business owner. He built something of his own, worked harder than anyone I knew, and like so many, sacrificed almost everything for more hours at his desk.

Eighteen-hour days was normal. No exercise. Little sleep.

I remember trying to get him to slow down.  To eat better, to sleep more, to take better care of himself.  
But when you’re addicted to work, and terrified of going broke, you ignore the advice.

He suffered a stroke in 2014.  He passed 5 years later.

Since then, I’ve thought a lot about what drives people like him. And if I’m honest, I see parts of that wiring in myself.

I run my own company. I’m married, with three kids. There are weeks where I can barely keep up.

But one promise I’ve kept is this: I don’t sacrifice my health for my work. Because I’ve seen where that road leads.

Taking care of yourself isn’t selfish. It’s one of the greatest gifts you can give the people who love you.

Miss you, Dad.

Founder & CEO | Published Author | Podcast Host | Board Member | Speaker

No alternative text description for this image

Some new rules for LinkedIn connections:

If you don’t have a real headshot (or you use some sort of logo, or avatar), I’m not connecting.

If you “pitch-slap" in your first message, I’ll block you.

If your opener sounds something like:

“𝑀𝑜𝑠𝑡 𝑔𝑟𝑜𝑤𝑡ℎ 𝑙𝑒𝑎𝑑𝑒𝑟𝑠 𝐼 𝑡𝑎𝑙𝑘 𝑡𝑜 𝑠𝑎𝑦, ‘𝑊𝑒’𝑟𝑒 𝑏𝑢𝑠𝑦 𝑏𝑢𝑡 𝑛𝑜𝑡 𝑠𝑐𝑎𝑙𝑖𝑛𝑔.’”

I’ll take a Gravol, …. then hit delete. 

And if you use AI to write all your content, I’m out.

The thing is, using AI to write your posts is like men who wear toupees —
you think nobody notices.... EVERYONE notices.

Anyone care to add to the new rule list? 😉

---

The Subscription Generation.

Millennials are the most active subscribers on the planet.

By the numbers:

• Millennials — 17
• Gen Z — 14
• Gen X — 13
• 𝐀𝐯𝐞𝐫𝐚𝐠𝐞 — 𝟏𝟐
• Boomers — 8
• Seniors — 7

North Americans think they spend ~$60/month on a few subscriptions.

The actual number? 👇
$275/month, spread across 12 active subscriptions.

And the numbers keep climbing.

Growth is driven by digital access subscriptions. 
Think streaming, paid apps, memberships, cloud tools, etc. 

They generate extraordinary margins because they live quietly inside our devices, and there's no hard COGS. 

And the reality is, consumers are lazy. 

We subscribe, and then forget we're still paying. 

Very convenient for consumers.
Totally brilliant for businesses.

The subscription economy isn’t slowing. 

... question is, will Gen Z out-subscribe the generation that built it?

This quarter, I’ve been speaking across North America on a key topic:
The Great Power Shift from company to consumer.

Yes, the subscription economy has hit $600B, 
on pace to exceed $1T by 2028. 
But the real story isn’t growth — it’s control.

For decades, subscription companies built retention through friction: hidden cancellation links, “call-to-cancel” experiences, and “breakage” as a strategy to move LTV. 

That playbook is done.

Today, 82% of consumers assess how easy it is to cancel before they sign up. In other words, they’re underwriting you up front.

Transparency is trust. 
Flexibility is value. 
The exit experience is now part of the acquisition strategy.

The evolution of power has played out in stages:
→ Financial penalties:  the chargeback era. 
→ Public accountability: FTC, BBB, public reviews. 
→ Technology: Rocket Money and other platforms.  
→ Consumer control: subscribers managing directly in their banking app.

This shift is uncomfortable for certain brands, 
but it’s also a huge opportunity.

Because when you meet consumers where they are, 
you don’t lose control. 
You earn trust. 💡

People don’t stay in corporate for the paycheck.

They stay because of fear. 

Fear of losing identity, status, safety,
and the version of themselves they’ve built for others.

After 15 years in consulting,
Matt Doan realized he’d built a successful employee,
not a fulfilled human.

Today he helps high achievers transition OUT of the corporate world.

Some themes we unpacked👇

1. The real fear behind leaving corporate

 It’s rarely financial.
 It’s fear of disappointing others, breaking the script,
 and confronting what you really want.

2. What good coaching actually is

Not hype. Not advice.
It’s someone who has a system. 
Someone who gets you the outcome you want. 

3. Installing self-respect

You can’t earn respect from others, 
until you raise the standards for how you treat yourself,
your time, your boundaries, your work.

4. Parenting in a nonlinear world

Parents feel lost. 
We struggle with how to guide our kids; 
whether it's post-secondary education, careers, or the like.

We explore this from multiple angles, 
from AI and uncertainty, to what’s keeping parents up at night.

5. Life in Seasons

Matt's powerful framework for structuring work, ambition,
and rhythms without burning out.


If you're at a career crossroads, building a second act,
or rethinking what “success” means at this stage,
you’ll appreciate this one. 

---

EP 186 of Entrepreneurs Exposed Podcast is live, 
wherever you get your podcasts 🎧. 

I'll drop a link in the comments.  👍

I’m seeing a trend in boardrooms.

Execs are seeing low retention in specific cohorts, 
and blame the product or the onboarding. 

They assume they acquired low quality leads.
But often, the culprit is Involuntary Churn.

If you're treating 𝘗𝘢𝘺𝘮𝘦𝘯𝘵 𝘖𝘳𝘤𝘩𝘦𝘴𝘵𝘳𝘢𝘵𝘪𝘰𝘯 as “managing multiple MID’s”,
you are leaving revenue on the table. 

Orchestration is not just about merchant account redundancy; 
It’s about approval rate optimization.

The difference lies in the infrastructure:

1️⃣ Smart Retries:  
Moving to ML-driven logic that recovers up to 15% of failed payments.

2️⃣ Network Tokenization:  
Keeping credentials fresh / preventing the “expired card” cliff.

3️⃣ Local Acquiring:  
The single biggest lever for international expansion.

When you fix the payment layer, 
you don’t just save transaction fees. 
You fix the retention curve and your LTV. 

Don’t build this in-house. 
You are a subscription business, 
not a Fintech. 😆

---
📌 DM me if you wanna fix payments.

Why we built Sub Pilot.

Every subscription business I’ve worked with keeps a version of its numbers,
but few can actually model the business with real clarity.

The thing is, 

Models break.
Formulas change.
New tools come into play.
And decision-making slows. 

So we built Sub Pilot. 

A cloud-native, modelling platform designed specifically for subscription businesses, investors, and operators.

It’s built to help teams move fast and get clear on their numbers: 

• 36-Month Advanced Modelling: LTV, churn, and unit economics
• Real-Time Collaboration: Multiple users, one live model
• Executive Dashboards: Interactive visuals for investors & stakeholders
• Industry-Specific Analytics: NDR tracking, viral coefficients, expansion revenue
• Professional Output: Charts, dashboards, and comprehensive reports

And MORE. 

DM me if you want to take it for a test drive.
We're still in beta - so, no charge. 😉

Weekly Wrap 🗞

Subscriptions, Strategy & Consumer Shifts:

1. CNN goes direct-to-consumer (again)

CNN’s All Access launches October 28 at $6.99 per month, combining live news, on-demand video, and premium article access. It’s a leaner, more strategic reboot after the short-lived CNN+. Remember? 😬

Why this matters:

Legacy media is retooling for subscription-first growth. As ad revenue wanes, direct audience monetization becomes survival, not strategy.

What’s next:

Watch for bundled models that merge news, video, and personalization under one paid ecosystem. CNN’s success (or failure) will set the tone for others.

-----

2. ServiceNow raises its subscription forecast 

Fueled by AI demand, ServiceNow lifted its annual outlook to $12.8 B in subscription revenue. Its workflow automation platform continues to prove the stickiness of enterprise subscriptions.

Why this matters:

AI is the new subscription multiplier. Enterprise software is shifting from static SaaS licenses to continuously evolving value streams.

What’s next:

Expect an acceleration of AI-as-a-Service models that tie usage, insight, and innovation into one predictable revenue engine.

-----

3. Whoop reverses course on device upgrade fees

After backlash, fitness brand WHOOP walked back a $49 upgrade charge, now offering existing subscribers free access to new devices if they have 12+ months left on their plans.

Why this matters:

Whoop’s misstep highlights the fine line between monetization and loyalty in subscription hardware. Even premium audiences expect perceived fairness to match premium pricing.

What’s next:

Subscription brands will face growing pressure to balance profitability with trust. As consumers mature, transparent value exchange becomes a retention lever — not a PR fix.

See you next week 👍

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Adam Levinter

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The Battle

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Adam Levinter

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