The Exit Gal. Follow for posts on business and leadership. Helping entrepreneurs turn their business into wealth & legacy. [3x CEO, 1x Exit, SMU lecturer, author & speaker, ex private equity consultant.]

Chief Rebel began because small business owners were left to figure everything out alone.
7 out of 10 SMBs fail to sell. Buyers walk away. Owners burn out. 
And the systems that should help them were built for another world.

Most founders do not have a valuation problem.
They have an operations problem.
They have a clarity problem.
They have a business that only works when they do.

I lived this across acquisitions, turnarounds, and exits.
I know what it feels like to run a company that performs well on paper but falls apart the moment you step away.
And I know what it takes to rebuild a business into an asset someone else actually wants to own.

AI made analysis faster.
It did not make decisions better.
And it did not make selling a business any easier.

Founders do not need more noise.
They need visibility.
They need a co pilot.
They need a path from chaos to a premium exit.

So I built Chief Rebel.

We experimented, learned, iterated, and now the platform is live with real owners, real valuations, and real pull from the market.

Chief Rebel is the first platform built to help owners
• understand what their business is worth in real time
• fix the operational blockers that drag value down
• model their dream exit with actual data
• become exit ready long before they think about selling
• operate like someone who owns an asset, not someone trapped inside a job

What we do not have
• generic AI advice
• one size fits all coaching
• hype, noise, or empty promises

Just a straighter path to a business that runs without the owner and sells for what it’s truly worth.

We are onboarding founders, expanding integrations, and building the default ops and exit platform for 33 million SMBs. Our pre seed SAFE round is now open.

If you want more information, message investor@thechiefrebel.com

Operate smart. Value accurately. Exit well.
Chief Rebel.

Kinza Azmat

High-EQ leaders build high-performance teams.

Here are 13 reasons why: 

1/ They regulate, not react.
↳ When the leader stays steady, the team does too.

2/ They do not micromanage.
↳ High performers do not need hand-holding, they need space and clarity.

3/ They make honesty safe.
↳ No guessing, no walking on eggshells, real talk is welcome.

4/ They ask how you are first.
↳ People show up better when they feel seen.

5/ They give tough feedback with respect.
↳ Direct lands better when the person still feels valued.

6/ They do not take everything personally.
↳ Not every bump is an attack, sometimes it is just business.

7/ They protect focus.
↳ No random fires just because someone raised their voice.

8/ They own their part when things break.
↳ Accountability at the top sets the tone for everyone else.

9/ They stay calm in the messy moments.
↳ Emotional stability spreads fast through a team.

10/ They do not punish smart risks.
↳ Innovation needs room for mistakes and learning.

11/ They respect different communication styles.
↳ Not everyone talks or processes the same and that is okay.

12/ They are willing to say when they are not okay.
↳ Real honesty builds trust faster than pretending everything is perfect.

13/ They build teams that can run without them.
↳ Real leadership is not being the hero, it is creating a system that works even when you step away.

Emotional intelligence is not soft.

It is practical.
It is strategic.
It is how you build a team that does not fall apart the moment you take a week off.

Which one hits you today? 
Drop it below 👇

♻ Repost this if it resonated with you.
✅ Follow Kinza Azmat for more on building a business that grows without you.

Strong leaders are not threatened by pushback.

They grow because of it.

Real talk,
The best leaders I know are not the loudest in the room
They are the ones who make space for ideas, 
even the ideas that challenge them.

They do not shut people down.
They do not flex their title.
They do not pretend they have all the answers.

They do this instead:

1️⃣ They listen before they react
2️⃣ They ask for clarity, not comfort
3️⃣ They treat feedback like data, not drama
4️⃣ They guide the team, not control it
5️⃣ They make decisions that serve the entire organization, not their ego
6️⃣ They help people grow, even when it requires patience
7️⃣ They stay steady when things get messy
8️⃣ They inspire through their actions every single day

Strong leaders do not fear pushback

They use it to become:
- Better
- Sharper
- Clearer

If you want a team that trusts you,

Let them challenge you
Let them speak
Let them think

That is how real leadership happens.

What is one quality you think every leader needs right now?
Drop it below 👇

♻️ Repost to help more leaders build teams
✅ Follow Kinza Azmat for more on growing, leading, and scaling smarter.

Founder of Chief Rebel | The Ops Co-Pilot for Main Street SMBs (Closing Pre-Seed) | 3x CEO 1x Exit | SMU Lecturer & Speaker | Follow for Business, Exits, Leadership

Recognition costs nothing.

But it drives results like nothing else.

People wanna feel seen.
It is a basic human need.
And when folks feel valued, they just work differently.

More effort. 
More trust. 
Less stress all around.

Here are 7 simple ways to show real appreciation that actually lands:

1/ Say their win out loud
↳ Call out the exact thing they did
↳ Keep it short so it feels natural

2/ Notice the small stuff
↳ Mention the thing they thought no one saw
↳ Tie it back to how it helped the team

3/ Send a quick note
↳ Two sentences max, so it feels real
↳ Be specific, not generic

4/ Ask for their take
↳ Give them space to talk without rushing
↳ Apply at least one thing they suggest

5/ Give credit fast
↳ Name the person in the room, not after the meeting
↳ Tell others how their work helped you

6/ Celebrate progress
↳ Call out effort, not perfection
↳ Highlight how far they came

7/ Do the real check in
↳ Put your phone down and listen
↳ Ask one simple question: “What do you need right now?”

People do their best work when they feel recognized, not ignored.
A team that feels valued stays longer, shows up better, and works with more heart.

Which one are you trying this week?
Share it in the comments 👇

♻ Repost this if it resonated.
✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter.

7 Simple Ways To Appreciate Your Team

Most people wait for the perfect moment.
I moved because there isn’t one.

Fresh off the immigrant boat.
No family capital.
No favors to call in.

Just the sense that staying put meant shrinking.

I could’ve waited for the “right time.”
I could’ve convinced myself I needed more experience.
I could’ve played it safe.

But comfort is what keeps us stuck.

The traps:

❌ Thinking you need to feel ready.
Readiness comes after you start.

❌ Treating uncertainty like danger.
Most of the risk exists in your head.

❌ Waiting for confidence.
Confidence shows up once you do.

The reality:
✅ You learn faster under pressure.
✅ The bar is lower than you think.
✅ Motion creates opportunities.

Here's the 3 shifts you need to make:
1/ Take the smallest uncomfortable step.
2/ Leverage what you already know.
3/ Develop your "figure it out" muscle.

You don’t get handed certainty.
You earn it by moving.

If someone you know is waiting to be “ready,” send this to them.
They’ll get the point.

Follow Kinza Azmat for more founder truths.

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Katie Ng-Mak - Private eCommerce Business in Air & Water Purification | LinkedIn

How to Delegate Like a Fortune 500 CEO

(Without Burning Out Your Team)

Delegation is the basics of running and scaling a business.
If you want your company to grow, 
You cannot be the only one holding the steering wheel.

If you want delegation that actually works in real life…

Here are the practical Do’s and Don’ts:

✅ Tell them exactly what you want
❌ Don’t give confusing tasks that feel like a puzzle
Eg: “Send me a 1-page update on deadlines by 3pm.”

✅ Explain why the task matters
❌ Don’t say “just do it” and walk away
Eg: “This helps us plan the launch properly.”

✅ Show you trust them
❌ Don’t check every minute like you are waiting for bad news
Eg: “Ping me only if something blocks you.”

✅ Let them do it their way
❌ Don’t force your way every single time
Eg: “Use whatever format works best for you.”

✅ Ask what they think
❌ Don’t act like you know everything in the room
Eg: “What do you suggest we do next?”

✅ Let them make small decisions
❌ Don’t make them wait for approval on every tiny choice
Eg: “Choose the design you prefer.”

✅ Praise good work
❌ Don’t take the credit yourself
Eg: “You nailed this, well done.”

✅ Give chances to grow
❌ Don’t keep all the big work for yourself
Eg: “You lead the client call this time.”

✅ Allow mistakes
❌ Don’t get angry when they are trying to improve
Eg: “Good try, what’s the improvement for the next round?”

✅ Help when they truly need it
❌Don’t jump in the moment that looks messy
Eg: “Tell me if you need backup.”

✅ Tell them the goal clearly
❌ Don’t control every step
Eg: “Target: 10% increase by Friday.”

✅ Support them through challenges
❌ Don’t rescue them from every problem
Eg: “What options do you see to fix this?”

✅ Give real responsibility
❌ Don’t give only boring or easy tasks
Eg: “You own delivery and timeline.”

✅ Step back once you assign it
❌ Don’t stand over their shoulder like a spotlight
Eg: “Show me when you have the first version.”

Delegation is not about pushing work onto others.
It is about building people who can help the business grow without you doing everything.

Which one do you need to work on next?
Tell me in the comments 👇

♻ Repost this to help someone who wants to scale
✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter.

66% of employees would quit tomorrow.
Not for more money.
But for more appreciation.

Every exit sets your systems back months.

Knowledge lost.
Projects stalled.
Clients unsettled.
Momentum gone.

Most founders think retention sits with HR.
But it’s a leadership responsibility.

Because underappreciated people don’t just leave jobs.
They leave leaders.

Appreciation isn’t pizza Fridays or gift cards.
It’s how you treat your best people when no one’s watching.

Here’s what strong founders do instead 👇

1️⃣ Pay them what they’ve earned without waiting to be asked.
2️⃣ Ask for their input on big calls, not just updates.
3️⃣ Celebrate wins their way, some want quiet, some want spotlight.
4️⃣ Give space for their ideas, not just the loudest voices.
5️⃣ Protect them from burnout before they even mention it.

Your best people don’t want constant praise.

They want to feel - 

↳ Seen.
↳ Valued.
↳ Trusted.

Appreciation costs nothing.
Losing them costs everything.

What’s one way you make your team feel valued?
Drop it below 👇

♻️ Repost if this hit home.
✅ Follow Kinza Azmat for posts on building businesses that grow without you.

What does it take to build a strong team?

Start by understanding what your people need.

Here is the breakdown:

1/ Basic Needs
↳ Fair pay, safe space, steady hours
↳ When this is met, people stop missing work from stress

2/ Security
↳ Clear roles, job stability, and honest communication
↳ People work better when they are not worried about sudden changes

3/ Belonging
↳ Real connection, trust, feeling included
↳ This is when people begin to enjoy the work and each other

4/ Recognition + Growth
↳ Appreciation, development, and clear next steps
↳ Motivation stays strong when people feel seen and supported

5/ Purpose
↳ Why the work matters, why the team exists
↳ This is where loyalty grows and good people stay long term

When these needs are met at work:

✅ They feel happier.
✅ Motivation stays high.
✅ Hiring becomes easier.
✅ People miss fewer days.
✅ Good employees stay longer.

And with the right tools and remote support, everyone gets more done with less stress.

Strong teams are not built by accident.

They are built by leaders who understand what people need, 
Not just what the job requires.

Which level do you think most workplaces skip?
Drop it below 👇

♻ Repost if you believe strong teams start with real human needs.
✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter.

Motivation is a scam.
That’s not how you build a great company.

When things get hard, motivation disappears.
What keeps you going is mindset... the kind forged in repetition, not adrenaline.

Three lessons that changed how I build:

1. Discipline beats motivation.
 -> Motivation is mood-based. Systems are survival.
 -> If your business depends on inspiration, it’s already unstable.

2. Hard choices make an easier life.
 -> Every shortcut becomes tomorrow’s crisis.
 -> Do the hard thing now. It costs less later.

3. Done beats perfect.
 -> Perfection is fear in disguise.
 -> Progress happens when you ship, learn, and adjust.

The founders who last don’t chase motivation.
They build companies that run when they’re tired.

Follow Kinza Azmat for lessons from the trenches.
Repost if you’re building something that outlasts motivation.

Most micromanagers are just scared.

Scared of things slipping.
Scared of looking irrelevant.
Scared that if they step back, everything falls apart.

A business owner told me this week,
“Look, if I don’t double-check the work, my crew’s gonna mess it up.”
And honestly? I get it.

Most founders don’t wake up wanting to hover.
They just don’t trust the system to catch mistakes yet.

Micromanagement usually isn’t about control.
It’s about fear and unclear expectations.

You hover when:
 → You haven’t defined what “done right” looks like.
 → You’re sprinting without time to teach.
 → You secretly believe, no one will do it like I would.

The fix isn’t to “let go.”
It’s to build clarity so tight you don’t have to.

Start with this:
1) Write down what “good” actually means.
2) Share how decisions get made when you’re not around.
3) Let people learn through small failures instead of big disasters.

You’ll stop micromanaging the minute your team can predict what you’d want without asking.

Follow Kinza Azmat for more leadership truths. 
Repost if you forgive a leader's mistakes.

AI is the new unfair advantage for entrepreneurs. 

Use these 9 free resources to level up.

Founders keep chasing shiny tools
But AI is not about tools.

It is about learning the skills that help you:

- Improve margins
- Tighten operations
- Make faster decisions
- Reduce founder dependence
- Build a business that feels smoother and calmer

Here are 9 free AI resources worth your time:

1/ OpenAI Academy (Self paced)
↳ Learn directly from the team behind ChatGpt
↳ Helps you think in systems so your operations do not rely on you

2/ Google AI Essentials (5 hours)
↳ Remove wasted steps across your team with simple automations
↳ Perfect for founders who switch tasks a hundred times a day

3/ AWS Prompt Engineering Course (4 hours)
↳ Teaches you how to structure prompts that get real results
↳ Helpful if you want faster decisions without endless back and forth

4/ MIT Introduction to Generative AI (Self paced)
↳ Makes AI strategy easy to understand
↳ Helps you build a smoother business without adding stress

5/ Y Combinator AI Talks (Self paced)
↳ Insights from founders actually using AI
↳ Helps you avoid early mistakes while building a business that slow growth

6/ Perplexity Academy (2 hours)
↳ Teaches you how to research much faster
↳ A strong resource for founders overwhelmed by information

7/ Ideabrowser AI Case Studies (Self paced)
↳ Real examples of AI inside small businesses
↳ Cuts months of trial and error and steal what already works

8/ Google AI Business Applications (3 hours)
↳ Shows how AI improves operations inside large companies
↳ Use the same ideas to tighten workflows in your own business

9/ Microsoft AI Fundamentals (3 hours)
↳ Strong foundation without the technical overload
↳ Great for cleaner handoffs and stronger systems

AI is not here to replace your team.
It is here to make your business smoother, calmer, and more profitable.

Which one are you starting with?
Share it below 👇

♻ Repost this to help your network.
✅ follow Kinza Azmat for real strategies to grow, scale, and sell smarter

9 Free AI Resources Every Founders Should Master

Not everyone is built for business acquisition.

But the ones who win share these 12 traits:

1/ They stay coachable
↳ They take feedback quickly and apply it without letting pride get in the way.

2/ They work past the clock
↳ Deals fall apart when effort stops the moment the workday ends.

3/ They search for the right business, not just any
↳ The wrong fit drains money, energy, and time faster than expected.

4/ They make decisions before doubt builds up
↳ Winners understand that hesitation can cost them the entire opportunity.

5/ They adjust quickly when markets shift
↳ They stay flexible so changes do not throw their plans off track.

6/ They run operations with real discipline
↳ Strong systems and steady leadership keep a business healthy long term.

7/ They protect their downside at every step
↳ Smart deal structure shields them when unexpected problems show up.

8/ They understand their numbers fully
↳ Clear financial insight helps them avoid surprises after the deal closes.

9/ They build dependable relationships
↳ Trust with brokers and sellers leads to better deals and smoother talks.

10/ They rely on systems, not endless effort
↳ Clear processes allow growth without burning out the entire team.

11/ They think far beyond the short term
↳ Real wealth comes from choices that compound over many years.

12/ They lead with confidence instead of ego
↳ Calm leadership allows the deal to move forward even in tough moments.

Buying a business is not just buying a business.
It is taking on pressure, people, and problems.
The ones who win know how to handle all of it.

Which trait lands the hardest for you today?
Let’s discuss in the comments 👇

♻️ Repost if this resonated
✅ Follow Kinza Azmat for more on growing, leading, and scaling smarter.

10 AI Skills Every Founder Must Learn

(If you want to scale faster in 2026)

Most founders still treat AI like a nice-to-have skill.
But forget it’s the easiest way to save time, cut stress, and run your biz smoother.

If you want cleaner decisions and lighter days in 2026; 
Start with these 10 AI skills.

1️⃣ AI for Decision Support
↳ Ask AI to compare options with clear pros and cons.
↳ Check blind spots before you commit to a choice.

2️⃣ AI for Problem Solving
↳ Break tough problems into small, doable steps.
↳ Find faster paths instead of spinning your wheels.

3️⃣ Prompt Engineering
↳ Give AI context and examples so output stays sharp.
↳ Communicate clearly to get exactly what you need.

4️⃣ AI for Workflow Building
↳ Link tools so tasks run quietly in the background.
↳ Build routines that work even when you’re offline.

5️⃣ AI for Automation
↳ Remove repetitive tasks that drain your day.
↳ Free up time so you can focus on real growth.

6️⃣ AI for Customer Comms
↳ Draft support replies that keep your tone consistent.
↳ Build response templates so your team answers faster.

7️⃣ AI for Content Repurposing
↳ Turn one idea into a full week of content.
↳ Stay consistent without constant brainstorming.

8️⃣ AI for Research
↳ Pull insights and trends without long searches.
↳ Compare options quicker so decisions feel easy.

9️⃣ AI for Writing
↳ Turn rough drafts into clean, ready-to-send copy.
↳ Save hours by letting AI rewrite instead of you.

🔟 AI for Planning & Structuring
↳ Turn chaos into simple plans you can execute.
↳ Break big ideas into clear steps fast. 

Your days get lighter.
Your decisions get cleaner.
Your growth stops feeling like chaos.

Founders who use AI are not cutting corners.
They’re building smarter systems that scale w/o burning them out.

So founder to founder…

Which AI skill are you learning next?
Drop it below. 👇

♻ Repost to help another founder get their time back
✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter.

You think messy books mean “I need better accounting.”
Buyers think it means “What else is broken?”

A business buyer I was coaching said this reviewing a seven-figure business: “It's just bank statements and vibes.”

No categorization.
No financial review cadence.
No real visibility…aside from bank balance.

I teach buyers how to interpret risk:
- Sloppy books signal sloppy operations
- Vague math means hidden problems
- If owners can’t explain numbers, surprises are guaranteed

But here’s the catch.
Messy books don’t kill deals.
They just give buyers ammo to cut price and shift risk to you.

Business owners, the message is clear.

Tighten your financials now: monthly closes, clean categories, clear docs.

And if not, take haircuts on price, terms, and let someone play with your legacy.

If a buyer can understand your books fast, they pay faster.

This is the first thing we fix in our exit readiness process for owners preparing to sell.

Repost to help more founders stop losing value over preventable chaos.

Follow Kinza for more

70% of small businesses can't sell. 
The market isn't the problem.

Investors see it constantly: 
 ⤷ unclear financials
 ⤷ owner dependency
 ⤷ businesses managed by bank balances

Most small businesses don't fail from lack of demand. 
They fail because owners operate without clean numbers, systems, or benchmarks. That creates risk investors won't touch.

It shows up three ways:
 1/ Financials that break down under scrutiny
 2/ Revenue that's concentrated, inconsistent, or tied to the owner
 3/ No repeatable processes, making growth impossible

What investors actually need:
 ⤷ Clean data & real answers
 ⤷ Teams & systems without the owner
 ⤷ Durable revenue & defensible brand

🏴‍☠ Chief Rebel fixes this at the source.

We make founder-led companies scalable and investable. 

Not consulting, a course, or another marketplace. 

But a platform for clarity and execution.

Backed by Antler in three weeks. Nearly $100M in business value on the platform since launch.

What we deliver:
 ⤷ Valuation in seconds, not weeks
 ⤷ A diagnostic that surfaces risk immediately
 ⤷ Strategic planning & tools to build a premium exit

The small business economy is huge, fragmented, and mispriced. 

Investors need better signals. Founders need control. 

Chief Rebel is the infrastructure for both.

This model comes from years on every side of the table: buying, operating, exiting, and coaching other owners through it.

Now we're raising our pre-seed.
Clean terms, strong pipeline, clear roadmap.

DM or reach out to investor@thechiefrebel.com.
Links in profile.

♻️ Share if you think American small business deserves better.

👉 Follow Kinza Azmat and stay tuned on Chief Rebel's raise.

Small Business America needs the truth.
And the tools to build with it.

Growth isn’t about speed. It’s about people. 

Profit follows when purpose leads. 

Because you can’t scale what your team doesn’t believe in.

Here are 7 ways people-first founders grow stronger businesses:

1️⃣ Listen before you fix
↳ When people feel heard, they go all in.

2️⃣ Give trust early
↳ Ownership builds faster than control ever will.

3️⃣ Celebrate small wins
↳ Progress beats perfection every time.

4️⃣ Make space for rest
↳ You don’t grow a company by burning out its builders.

5️⃣ Lead with context
↳ When people understand the “why,” they move with purpose.

6️⃣ Coach more than you correct
↳ Growth sticks when people feel guided, not judged.

7️⃣ Hire for heart, then skill
↳ You can teach skills. You can’t teach care.

The more founders lead with empathy and intention,
the stronger their culture... and the longer their growth lasts.

Because when people grow, the business follows.

Who’s one founder you’ve seen lead with people first?
Tag them below 👇

♻️ Repost this if it resonated with you.
✚ Follow Kinza Azmat for exit prep that builds businesses built to last.

Saying yes to everything is just a slow way to say no to yourself.

If you do not set the rules, everyone else will.

Real talk,

The strongest people I know are not the ones who say yes to every request.
They are the ones who know what matters
And protect it without guilt.

They do not rush to agree.
They do not give away their time to avoid tension.
They do not treat their schedule like it belongs to everyone else.

They do this instead:

1️⃣ They define their non-negotiables
↳ The things that stay on the calendar no matter what

2️⃣ They set clear office hours
↳ No late-night replies, no constant availability

3️⃣ They say “Let me check” before committing
↳ A pause that protects them from automatic yeses

4️⃣ They block focus time
↳ If it is not blocked, it gets taken

5️⃣ They create a simple no-script
↳ Clear, kind, and firm, without over-explaining.

6️⃣ They choose opportunities based on return, not pressure
↳ Only say yes to what clearly moves them forward.

7️⃣ They delegate what drains their energy
↳ Refuse to carry what others can own.

8️⃣ They protect their weekends
↳ Rest is scheduled as fuel, not treated as a luxury.

Strong people do not avoid boundaries.
They build them so they can think, grow, and lead with clarity.

If you want a life that feels lighter,

Let people adjust.
Let people wait.
Let people figure things out without you.

You cannot build your future if everyone else is writing your schedule.

What is one boundary you are learning to hold right now?
Share it below 👇

♻️ Repost to help someone protect their time
✅ Follow Kinza Azmat for more on growing, leading, and scaling smarter.

Sellers try to lock in a number.
Banks decide whether it holds.

A friend trying to buy a business shared her frustrations with the seller:
“He insisted no more price changes. ”

A week later, updated financials changed the whole deal.
Buyers can’t protect your price from new facts.
They inherit the consequences.

So she told him what he didn't expect to hear:
“I can’t promise I’ll protect your price. New information changes the deal.”
Price confidence means nothing if the numbers shift under pressure.

Stress-test your numbers now.
If you can’t explain a fluctuation simply, you need to fix it before diligence...
not during it.

And if you want your future price to hold through bank diligence, our exit readiness process is built for that.

Repost this so more founders understand how deals actually get priced.
Follow Kinza for grounded advice on building sellable companies.

Profit ≠ Success.

Unless you want to be scaling losses.

I see founders celebrate profit...
While their cash quietly bleeds out the back door.

The P&L says growth.
The bank balance says otherwise.

Here’s what’s really happening 

1. OpEx: what it costs to run the business
↳ Salaries, rent, software. These are the essentials that keep operations alive.
↳ Cut too deep, and your systems, people, and productivity can collapse overnight.

2. CapEx: what it costs to build the business
↳ New equipment, infrastructure, or assets that strengthen your long-term foundation.
↳ They can become strategic bets that compound over years or heavy drains if timing or execution is off.

3. RevEx: what it costs to earn revenue
↳ Ads, commissions and delivery costs. All the moving parts that bring money in the door.
↳ When this category spikes faster than revenue, your “profit” on paper hides a dangerous cash illusion..

4. FinEx: what it costs to borrow money
↳ Loan interest, investor payouts and bank fees. The silent taxes of scaling through leverage.
↳ Ignore them too long, and your growing debt quietly consumes every bit of real cash you earn.

One founder I worked with had 30% margins on paper...
But was losing $18K a month in RevEx and FinEx leaks.
Same revenue, negative cash flow.

We rebuilt their expense model.
Six months later, same top line, positive cash.

That’s real profit.

3 reminders for every founder chasing “growth”:

→ Cash flow is truth.
→ Know your 4 expense buckets.
→ Scale cash, not chaos.

So founder to founder,

When was the last time you checked where your money actually goes?
Let’s discuss in the comments. 👇

♻ Repost this to help another founder spot their cash leaks.
✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter.

Your business is not your retirement plan.

It’s your leverage to build one.

A business can change fast.

Markets shift.
Clients pause.
Cash flow dips.

But here’s what most founders forget…

Your business gives you income.
Your financial plan gives you freedom.

Two different jobs.
Same mission.

Most folks I meet aren’t struggling with growth.
But, they struggle with concentration risk.

They pour everything back into the business…

Ride the highs…
Absorb the lows…
And hope it all pays off someday.

But hope is not a plan.
Especially when your whole life sits on one source of income.

Here’s what the smartest founders do instead:

1️⃣ They treat saving like payroll.
2️⃣They build wealth outside the business.
3️⃣ They keep their lifestyle safe even when revenue wobbles.

Your business can fund your future.
But it shouldn’t be the only future you have.

Make money in the business.
Build wealth outside it.

What’s one thing you’re doing now to take pressure off your business income?
Drop it below 👇

♻ Repost this if it resonated with you.
✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter.

10 EBITDA mistakes most CEOs still make.

And they do not realize how risky they are.

EBITDA looks, 

→ Clean.
→ Simple.
→ Comforting even.

But it can fool you so fast if you treat it like the full story.

Here are the mistakes that get CEOs into trouble:

1️⃣ Treating EBITDA like cash
↳ A company can show strong EBITDA and still have very little money.
Fix: Check cash flow first. Then check EBITDA.

2️⃣ Ignoring one time gains
↳ A random boost makes the number look better than it really is.
Fix: Strip out anything that does not happen every month.

3️⃣ Forgetting upcoming big costs
↳ Repairs, taxes, upgrades... EBITDA does not warn you at all.
Fix: Build a simple list of future cash hits and review it weekly.

4️⃣ Taking on more debt because EBITDA looks solid
↳ The number stays pretty while debt climbs all the way up.
Fix: Track debt payments and interest as real cash outflows.

5️⃣ Adding back everything
↳ If every cost becomes an “add back,” the number stops being real.
Fix: Only add back items that truly are non recurring.

6️⃣ Ignoring margin drop
↳ Flat EBITDA with falling margins is a quiet red flag.
Fix: Watch margin trend every month, not just the final number.

7️⃣ Comparing to companies that do not match
↳ Bad comparisons create bad decisions.
Fix: Compare only to similar size, industry, and model.

8️⃣ Forgetting working capital
↳ Inventory, receivables, payables... EBITDA misses all of it.
Fix: Track working capital like it is vital. Because it is.

9️⃣ Thinking EBITDA equals valuation
↳ Buyers look at cash, debt, and risk. Not just one clean number.
Fix: Use EBITDA as a signal, not a final price.

🔟 Trusting EBITDA as the truth
↳ It is a tool. Not the full picture.
Fix: Pair EBITDA with cash flow, margins, and debt health.

EBITDA is helpful, but it is only one piece.

Smart CEOs check the parts of the business that actually move money.

Which of these mistakes do you see founders make the most?
Drop it below. 👇

♻️ Repost this if it helped you.
✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter.

💡What if your next promotion didn’t come from working harder; but from being seen differently?

I help Tech professionals go from being “too technical to lead” to trusted, influential, fulfilled leaders. 

🧠 Backed by neuroscience, psychology, and real-world experience, I blend inner clarity with high-performance strategies

What I Help You Do:
→ Build visibility, influence & strategic presence
→ Reframe imposter syndrome into intentional confidence
→ Communicate like a leader, not just an expert
→ Break through the performance trap & lead on your terms

Why Work With Me?
• 15+ years in Tech (Salesforce, HP, Pre-Sales & Leadership)
• MSc in Psychology & Neuroscience (King’s College London)
• Certified Executive Coach (ICF ACC + Barefoot Coaching + NLP Practitioner)
• Search Inside Yourself (Google-born Mindfulness Leadership)
• Trained to 'Teach' meditation directly by Jack Kornfield and Tara Brach
• 10x Marathoner — I coach what I’ve lived

🎯 Currently accepting coaching partnerships for high-performing tech professionals
📩 DM me or visit www.stephenbaines.coach

Your leadership isn’t about doing more
It’s about becoming more of who you already are

Stephen Baines

Companies want you back in the office for one reason
... And it's not collaboration

Look at the data:

Stanford: Remote workers 13% more productive
Gallup: 38% remote workers engaged vs 19% office
78% of managers say remote teams exceed goals

Yet reports suggest 73% of companies are forcing RTO

Why?

Connection, innovation and performance is often cited. But the real reason?

Control

When you're remote, they can't:
• See you "working"
• Warrant middle management
• Justify the expensive office lease

When you're remote, you can:
• Deliver actual results
• Interview without taking PTO (and make up the hours)
• Realise you don't need them

That terrifies them

𝗧𝗛𝗘 𝗗𝗔𝗧𝗔 𝗧𝗛𝗔𝗧𝗦 𝗜𝗚𝗡𝗢𝗥𝗘𝗗:

Office workers spend 32% of time on "performative work"
Basically looking busy instead of being productive

Remote workers get in ~5 hours of deep work
Office workers get 2 (if lucky)

𝗧𝗛𝗘 𝗛𝗨𝗠𝗔𝗡 𝗖𝗢𝗦𝗧:

Office = ~400 hours/year commuting
Remote = ~400 hours back in your life

Office = Kids asleep when you leave AND return
Remote = Actually present for your family

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘:

Open offices trigger cortisol all day
Your brain treats interruptions as threats

Home triggers focus
Performance increases ~31%

𝗧𝗛𝗘 𝗛𝗬𝗣𝗢𝗖𝗥𝗜𝗦𝗬:

CEOs work remotely all the time and label it: "Strategic thinking"
You work from home: "Not committed"

Meanwhile:
• 76% of people would quit if flexibility removed
• 22% see a productivity boost when given choice

The reality is that companies forcing RTO are really say:
"We don't trust you"
"We can't manage by results"

The best talent is leaving
Building the future elsewhere

I've watched this hundreds of times:

Forced RTO → Performance drops → They find remote role → Thriving in 6 months

Every. Single. Time

𝗬𝗢𝗨𝗥 𝗠𝗢𝗩𝗘:

32.6 million US workers will be remote by 2025
That's a >200% increase from pre-pandemic

You're not asking for a perk
You're asking to do your best work

Companies that don't get this?
Tomorrow's Blockbuster

💬 Is your company forcing RTO? What's your plan?

♻️ Share with someone fighting for flexibility

➕ Follow Stephen Baines for data-driven truth about modern work

Building Influential Tech Leaders | Coaching Psychologist | Favikon #1 UK Meditation & Mindfulness | Salesforce Leader

70% of resignations have nothing to do with money
The real reason?

Leaders who don't say "thank you"
... AND mean it!

Properly. Specifically. Publicly

Appreciation isn't a nice-to-have
It's how humans are wired to perform

The neuroscience is clear:
Recognition triggers the same brain regions as financial reward

But here's what most leaders do instead:
⛔ 1:1s focused on operations
⛔ Generic praise
⛔ Pizza Fridays

Meanwhile the top performers hasn't heard their name in 6 months

💬 When did someone last appreciate YOUR specific contribution?

➕ Follow Stephen Baines for leadership psychology that works
Also grab my newsletter for weekly strategies to grow as leaders https://lnkd.in/ejtfPG9J

"Remote workers are lazy"

Really?

Office workers THINK we're:
☕ Sipping coffee all day
📺 Netflix between emails
🛋️ Taking afternoon naps
📵 Ghosting our teams

Remote workers ACTUALLY:
🌍 Lead global teams at 8AM
⚡ Get 5 hours deep work (office gets 2)
📊 Own outcomes, not face-time
🎯 Deliver without supervision
🧩 Problem Solve without adhoc chats
🧭 Lead without visibility

For me, its quite obvious with the research also backing it up:
• 76% report higher productivity (Gallup)
• 90% maintain or improve quality
• 45% fewer wasted meetings

IMO, the pushback on remote is twofold:
🏢 Real-estate utilisation (back-scratching)
😱 Leaders who don't know how to lead remote teams

The fact is, remote work doesn't create lazy workers
It reveals who's been carrying the team all along

The office HIDES mediocrity
Remote EXPOSES excellence

No wonder managers want you back
Your performance makes them look bad

💬 Office or remote... where do you actually deliver?

➕ Follow Stephen Baines for truth about modern work

Working harder won't get you promoted
Working smarter will

Look at these 15 "lazy" habits

Top performers do all of them

Because success isn't about hours
It's about impact

All because...
You can't create impact exhausted
You can't think when wiped out
You can't operate to your best in toxic environments

💬 Which "lazy" habit actually makes you brilliant?

♻️ Share with someone killing themselves for a promotion

➕ Follow Stephen Baines for truth about getting ahead

Learn these phrases now...

Never tolerate them again
Your future self will thank you

Look at this image

After coaching 200+ professionals, I found the pattern:

One sentence under pressure reveals everything about a leader

THE PHRASES THAT DESTROY VS BUILD:

"𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝗿𝗲𝗹𝗮𝘅, 𝗻𝗼𝘄"
Translation: Your feelings are inconvenient

"𝗟𝗲𝘁'𝘀 𝗽𝗮𝘂𝘀𝗲 𝗮𝗻𝗱 𝗿𝗲𝗴𝗿𝗼𝘂𝗽 𝘀𝗼 𝘄𝗲 𝗰𝗮𝗻 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗲𝗮𝗰𝗵 𝗼𝘁𝗵𝗲𝗿"
Translation: Your humanity matters more than this deadline

See the difference?
One dismisses. One connects

"𝗧𝗵𝗶𝘀 𝗶𝘀 𝗮𝗯𝘀𝗼𝗹𝘂𝘁𝗲𝗹𝘆 𝘂𝗻𝗮𝗰𝗰𝗲𝗽𝘁𝗮𝗯𝗹𝗲"
Creates fear, kills innovation

"𝗧𝗵𝗶𝘀 𝗶𝘀 𝘁𝗼𝘂𝗴𝗵, 𝗯𝘂𝘁 𝗜 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝗶𝗻 𝗼𝘂𝗿 𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗼 𝗼𝘃𝗲𝗿𝗰𝗼𝗺𝗲 𝗶𝘁 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿"
Creates safety, sparks solutions

Your team doesn't need your panic
They need your confidence

"𝗪𝗵𝗼 𝗱𝗿𝗼𝗽𝗽𝗲𝗱 𝘁𝗵𝗲 𝗯𝗮𝗹𝗹 𝗵𝗲𝗿𝗲?"
Everyone goes into survival mode

"𝗧𝗵𝗶𝘀 𝗱𝗶𝗱𝗻'𝘁 𝗴𝗼 𝗮𝘀 𝗽𝗹𝗮𝗻𝗻𝗲𝗱, 𝗯𝘂𝘁 𝗹𝗲𝘁'𝘀 𝗹𝗲𝗮𝗿𝗻 𝗮𝗻𝗱 𝗴𝗿𝗼𝘄 𝗳𝗿𝗼𝗺 𝗶𝘁"
Everyone goes into growth mode

Accountability without assassination
That's leadership

"𝗜'𝗺 𝗻𝗼𝘁 𝘁𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗳𝗮𝗹𝗹 𝗳𝗼𝗿 𝘁𝗵𝗶𝘀"
Shows exactly who you are

"𝗜 𝗼𝘄𝗻 𝗺𝘆 𝗽𝗮𝗿𝘁 𝗶𝗻 𝘁𝗵𝗶𝘀. 𝗛𝗼𝘄 𝗰𝗮𝗻 𝗜 𝗵𝗲𝗹𝗽 𝘂𝘀 𝗺𝗼𝘃𝗲 𝗳𝗼𝗿𝘄𝗮𝗿𝗱?"
Shows exactly who they can trust

THE NEUROSCIENCE:

Blame language triggers amygdala hijack
Team IQ drops 20-30% instantly

Growth language activates prefrontal cortex
Team performance increases 31%

Your words literally change their brains

"𝗬𝗼𝘂'𝗿𝗲 𝗵𝗼𝗹𝗱𝗶𝗻𝗴 𝘂𝘀 𝗮𝗹𝗹 𝗯𝗮𝗰𝗸"
That person updates their resume tonight

"𝗪𝗵𝗮𝘁 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗳𝗮𝗰𝗶𝗻𝗴, 𝗮𝗻𝗱 𝗵𝗼𝘄 𝗰𝗮𝗻 𝗜 𝗯𝗲𝘀𝘁 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝘆𝗼𝘂?"
That person becomes your strongest ally

Here's what I learned the hard way:

Every crisis reveals character
Not through the problem
Through the language

I've watched brilliant strategies fail because of one toxic sentence
I've watched average teams excel because of one supportive phrase

The pattern is undeniable:

Weak leaders make it about them
Strong leaders make it about the team

Weak leaders protect their ego
Strong leaders protect their people

Your team will forget your successes
They'll never forget how you treated them at their lowest

THE BRUTAL TRUTH:

In 10 years, nobody remembers the crisis
Everyone remembers how you handled it

Your words under pressure become their stories about you

Choose them wisely

💬 Which phrase has stuck with you for years?

♻️ Share with a leader who needs this mirror

➕ Follow Stephen Baines for leadership psychology that transforms cultures

"Just practice self-care!"
"Set better boundaries!"
"Try meditation!"

Hmm... This is victim-blaming

Most people think burnout is about working too much
They're solving the wrong problem

THE BURNOUT ICEBERG:

What people see:
• Long hours
• Looking exhausted
• Poor wellness habits

What's actually killing you:
• Micromanagement crushing your soul
• Bias keeping you invisible
• Zero growth for 3 years
• Toxic culture you can't escape
• No psychological safety to speak up
• 24/7 demands with no flexibility
• Poor feedback that destroys confidence
• Lack of purpose in meaningless work

The reality is...
⛔ That meditation app won't fix your toxic leader
⛔ That vacation won't cure being excluded
⛔ That gym membership won't solve micromanagement

You're not burned out because you're weak
You're burned out because the conditions are broken

THE REALITY CHECK:

If you feel alive on Sunday but dead by Tuesday?
That's not a YOU problem
That's a THEM problem

Stop trying to fix yourself
Start recognising what's actually broken

Your exhaustion isn't personal failure
It's the environmental you find yourself in

💬 Which have you noticed might be sapping your energy?

♻️ Share for others who may be struggling with burnout

➕ Follow Stephen Baines for truth about the psychology of the workplace

The most undervalued thing you can do to grow your career?


Kindness!

People might forget your code
They will forget your presentations
They certainly will forget your metrics

But they will NEVER forget how you made them feel

Here's 10 simple acts of kindness that cost nothing but change everything:

✅ Be the mentor you needed at their stage
✅ Open source your knowledge
✅ Protect their cherished time - that Slack can wait till Monday
✅ So the awkward thing that will make someones life easier
✅ Give verbal constructive feedback, often
✅ "Emma's role in the demo was instrumental" - share the credit
✅ Share your f*ck-ups - it normalises theirs
✅ Notice the wins, not just the misses
✅ Defend the 'human deadlines' (e.g. their child's nativity)
✅ Jump in when they're drowning, not when it's convenient

There is science behind this too...

Acts of kindness release oxytocin
Creates trust at a chemical level
Makes teams significantly more effective

Kindness isn't soft
It's strategic

Because everyone's fighting something you can't see

💬 What act of kindness changed your career trajectory?

♻️ Share with someone who makes work more human

➕ Follow Stephen Baines for leadership psychology that works

Every burnout story I've heard starts the same way...
"My manager..."

Look at this image

This isn't coincidence. It's causation

I've coached 200+ leaders and see the same pattern

A toxic manager triggers the same stress response as physical danger
Your body can't tell the difference

Cortisol flooding. Sleep destroyed. Immune system crashing

All from someone's "leadership style"

Here's what 16 years in tech taught me:

🔴 𝗕𝗮𝗱 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗰𝗿𝗲𝗮𝘁𝗲 𝗽𝗮𝘁𝗶𝗲𝗻𝘁𝘀
Anxiety, depression, chronic stress
Medical bills they'll never pay

🟢 𝗚𝗿𝗲𝗮𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗰𝗿𝗲𝗮𝘁𝗲 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗲𝗿𝘀
Engaged, energised, effective
Results where the credit is given where its due

⚡ 𝗚𝗿𝗲𝗮𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗰𝗿𝗲𝗮𝘁𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀
Transformed careers, changed lives
Legacy that lasts decades

THE NEUROSCIENCE IS BRUTAL:

Psychological safety isn't soft skills
It's brain chemistry

When your manager dismisses you:
• Amygdala hijack (fight or flight)
• Prefrontal cortex shuts down
• Creative thinking stops
• Learning becomes impossible

You're not weak. You're human
Your brain is doing exactly what it evolved to do

THE TRUTH NOBODY ADMITS:

We spend 2,000+ hours a year under someone's leadership

That's more time than with:
• Your partner
• Your therapist  
• Your doctor
• Your friends

Yet we treat manager selection like it doesn't matter

"They're good at the technical stuff"
"They've been here longest"
"They wanted the promotion"

Then wonder why burnout is an epidemic?

YOUR REALITY CHECK:

If Sunday feels free but Monday feels like prison
If you dread that weekly 1:1
If you've stopped sharing ideas

That's not imposter syndrome
That's environmental toxicity

One great manager changed my entire trajectory at 30
One terrible one nearly ended it at 34

The difference? 
One saw potential. The other was scared

💬 Has a manager ever changed your life? For better or worse?

♻️ Share with someone who needs to hear this truth

➕ Follow Stephen Baines for psychology that challenges leadership norms.
Grab my newsletter too for weekly growth drops https://lnkd.in/ejtfPG9J

One sentence under pressure reveals everything about a leader

Look at this image

After coaching 200+ professionals through varying crises...

Weak leaders attack
Strong leaders architect solutions

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Your team forgets your successes
They never forget how you spoke when things went wrong

That harsh reaction? Still replaying months later
That supportive response? Built loyalty for years

𝗣𝗛𝗥𝗔𝗦𝗘𝗦 𝗧𝗛𝗔𝗧 𝗗𝗘𝗦𝗧𝗥𝗢𝗬 𝗩𝗦 𝗕𝗨𝗜𝗟𝗗:

❌ "You've really messed this up"
✅ "Let's analyse what went wrong and find a solution"

❌ "This is your problem. Just fix it"
✅ "How can I support you in resolving this?"

❌ "I don't want to hear excuses"
✅ "What do you need from me?"

❌ "Figure this out on your own"
✅ "Let's collaborate to find a way through"

One triggers shame
One triggers solutions

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘:

Harsh language:
• Executable IQ drops
• Fight-or-flight activated
• Creative thinking impossible

Supportive language:
• Problem-solving enhanced
• Trust hormones released
• Innovation possible

Your words literally change how brains function

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡:

Leaders who attack under pressure:
• Teams go survival mode
• Top performers leave

Leaders who support under pressure:
• Teams rally together
• Loyalty deepens

The difference? Six words when everything's falling apart

𝗛𝗢𝗪 𝗧𝗢 𝗟𝗘𝗔𝗗 𝗨𝗡𝗗𝗘𝗥 𝗣𝗥𝗘𝗦𝗦𝗨𝗥𝗘:

𝗣𝗮𝘂𝘀𝗲 3 𝘀𝗲𝗰𝗼𝗻𝗱𝘀 before responding

𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 "𝘄𝗲" not "you"

𝗔𝘀𝗸 "𝘄𝗵𝗮𝘁" not "why"

𝗘𝗻𝗱 𝘄𝗶𝘁𝗵: "What do you need from me?"

𝗧𝗛𝗘 𝗕𝗢𝗧𝗧𝗢𝗠 𝗟𝗜𝗡𝗘:

Your crisis responses define your leadership

Weak leaders protect themselves with harsh words
Strong leaders protect their team with supportive ones

The words you choose under pressure become the stories they tell about you

💬 What phrase from a leader stuck with you during a crisis?

♻️ Share with someone leading through pressure

➕ Follow Stephen Baines for leadership psychology that builds resilience
... and grab my newsletter for more action oriented strategies www.stephenbaines.coach

Your IQ got you hired. Your EQ will get you promoted

Look at this image

After coaching 200+ high performers, here's the pattern:

The brilliant ones who stay stuck?
Less focus on emotional intelligence

Here's what I believe to be 8 EQ skills that will shape your career:

1. 𝗧𝗿𝘂𝘀𝘁 𝘁𝗼 𝗘𝗮𝗿𝗻 𝗧𝗿𝘂𝘀𝘁
Stop waiting for others to prove themselves
Start extending trust first

People mirror what you give them
Give suspicion, get politics
Give trust, get loyalty

2. 𝗔𝘀𝗸 𝗕𝗲𝗳𝗼𝗿𝗲 𝗔𝘀𝘀𝘂𝗺𝗶𝗻𝗴
Stop thinking you know what they want
Start asking what they actually need

Mind reading isn't a skill
It's arrogance disguised as intuition

3. 𝗦𝗮𝘆 "𝗧𝗵𝗮𝗻𝗸 𝗬𝗼𝘂"
Not just to your boss
To the security guard. The intern. The cleaner

How you treat people who can't help you
Reveals who you really are

4. 𝗞𝗲𝗲𝗽 𝗬𝗼𝘂𝗿 𝗣𝗿𝗼𝗺𝗶𝘀𝗲𝘀
That "quick sync" you promised
That intro you said you'd make
That feedback you committed to

Your reputation is built on small promises
Not big achievements

5. 𝗟𝗶𝗳𝘁 𝗢𝘁𝗵𝗲𝗿𝘀 𝗨𝗽
Share credit loudly
Take blame quietly

The fastest way up?
Bring others with you

6. 𝗢𝘄𝗻 𝗬𝗼𝘂𝗿 𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀
"I was wrong"
"I don't know"
"I need help"

Three phrases that accelerate careers
Most are too proud to use them

7. 𝗣𝗮𝘂𝘀𝗲 𝗕𝗲𝗳𝗼𝗿𝗲 𝗥𝗲𝗮𝗰𝘁𝗶𝗻𝗴
That defensive response? Swallow it
That angry Slack? Delete it
That emotional decision? Sleep on it

Your reactions reveal your maturity
Choose them wisely

8. 𝗦𝗵𝗼𝘄 𝗘𝗺𝗽𝗮𝘁𝗵𝘆
Your colleague is struggling? Notice
Your boss is stressed? Acknowledge
Your report is growing? Celebrate

EQ isn't about being nice
It's about being aware

THE NEUROSCIENCE:

High EQ professionals:
• Earn an average of $29k more annually
• Get promoted faster
• Build stronger networks

Low EQ professionals:
• Plateau regardless of talent
• Burn bridges they'll need later
• Wonder why they're overlooked

Here's what nobody tells you:

Technical skills get you in the room
Emotional intelligence keeps you there

Your code might be perfect
Your analysis might be brilliant
Your strategy might be flawless

But if people don't trust you?
None of it matters

The brutal truth:

Every job is a people job
Every role requires influence
Every promotion needs advocates

And nobody advocates for assholes

💬 Which EQ skill will unlock your next level?

♻️ Share with someone brilliant but stuck

➕ Follow Stephen Baines for psychology that accelerates careers

The best leaders don't lead from the top
They lead from the bottom

Look at this image

Here's what separates real leaders from those playing leader:

Traditional leaders hoard power
Servant leaders give it away

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Most "leaders" are just managers with bigger titles

They:
• Talk more than listen
• Keep information close
• Measure success by personal results
• Focus on control

Meanwhile, servant leaders:
• Listen first, speak last
• Share knowledge openly
• Measure success by team growth
• Focus on empowerment

One builds empires
One builds org charts

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘:

Servant leadership triggers:
• Oxytocin increase 74% (trust hormone)
• Psychological safety up 89%
• Team performance improves 31%

Command-and-control triggers:
• Cortisol spike (stress hormone)
• Innovation drops significantly
• Top performers leave within 12 months

Your leadership style literally changes their brains

𝗧𝗛𝗘 3 𝗧𝗥𝗔𝗜𝗧𝗦 𝗧𝗛𝗔𝗧 𝗠𝗔𝗧𝗧𝗘𝗥:

𝗘𝗺𝗽𝗮𝘁𝗵𝘆
Not "How's the project?"
But "How are you?"

Understand the front line
Know the individual
Recognize effort and success

𝗛𝘂𝗺𝗶𝗹𝗶𝘁𝘆
"I was wrong" builds more trust than being right
Share praise, accept blame
Seek and act on feedback

𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝘃𝗲
Develop others
Invest in mentoring
Celebrate team wins loudly

𝗛𝗢𝗪 𝗧𝗢 𝗕𝗘𝗖𝗢𝗠𝗘 𝗔 𝗦𝗘𝗥𝗩𝗔𝗡𝗧 𝗟𝗘𝗔𝗗𝗘𝗥:

𝗗𝗲𝗱𝗶𝗰𝗮𝘁𝗲 𝘁𝗶𝗺𝗲 𝗲𝗮𝗰𝗵 𝗺𝗼𝗻𝘁𝗵 𝘁𝗼 𝘁𝗵𝗲 𝗳𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲
See what's blocking them. Fix it

𝗦𝘁𝗮𝗿𝘁 𝗼𝗻𝗲-𝗼𝗻-𝗼𝗻𝗲𝘀 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝗶𝗿 𝗮𝗴𝗲𝗻𝗱𝗮
"What's on your mind?" not "Here's what I need"

𝗘𝘅𝗽𝗹𝗮𝗶𝗻 𝘁𝗵𝗲 "𝘄𝗵𝘆" 𝗯𝗲𝗵𝗶𝗻𝗱 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀
People commit when they understand

𝗣𝗿𝗮𝗶𝘀𝗲 𝗶𝗻 𝗽𝘂𝗯𝗹𝗶𝗰, 𝗰𝗼𝗮𝗰𝗵 𝗶𝗻 𝗽𝗿𝗶𝘃𝗮𝘁𝗲
Recognition lifts everyone
Correction works best one-on-one

𝗘𝗻𝗱 𝗲𝘃𝗲𝗿𝘆 𝗺𝗲𝗲𝘁𝗶𝗻𝗴 𝘄𝗶𝘁𝗵:
"Who needs help?" then act

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘:

Companies with servant leaders:
• Grow significantly faster
• Retain talent longer
• Innovate consistently

Companies with traditional leaders:
• High turnover
• Low engagement
• Stagnant growth

The difference?
One serves the team
One serves themselves

The real job isn't being the smartest in the room
It's making sure your people have what they need to succeed

That's how you build unstoppable teams
Not by controlling everything
But by clearing the path for others

💬 How do you serve your team?

♻️ Share with leaders who need this shift

➕ Follow Stephen Baines for leadership psychology that builds cultures
... also grab my newsletter for weekly strategies to help you grow www.stephenbaines.coach

Every burned-out professional I've coached had the same problem:

They optimised their to-do list
Instead of their not-to-do list

Look at this image

High performers don't add more
They subtract better

𝗧𝗛𝗘 𝗖𝗢𝗚𝗡𝗜𝗧𝗜𝗩𝗘 𝗗𝗥𝗔𝗚:

Every notification = 23 minutes to refocus
Every task switch = 25% productivity loss

Your brain pays a hidden tax you can't afford

𝟮𝟬 𝗦𝗘𝗡𝗧𝗘𝗡𝗖𝗘𝗦 𝗧𝗛𝗔𝗧 𝟭𝟬𝗫 𝗬𝗢𝗨𝗥 𝗢𝗨𝗧𝗣𝗨𝗧:

𝗙𝗶𝗿𝘀𝘁 𝗵𝗼𝘂𝗿: 𝗻𝗼 𝗽𝗵𝗼𝗻𝗲... it's just you and the work

𝗞𝗲𝗲𝗽 𝗮 𝗡𝗼𝘁-𝗧𝗼-𝗗𝗼 𝗹𝗶𝘀𝘁... kill your time-traps

𝗥𝗲𝘀𝘁 𝗶𝘀 𝗳𝘂𝗲𝗹, 𝗻𝗼𝘁 𝗮 𝗿𝗲𝘄𝗮𝗿𝗱... schedule it to reap the rewards

𝗢𝘄𝗻 𝘆𝗼𝘂𝗿 𝘁𝗶𝗺𝗲... or someone else will

𝗦𝗹𝗲𝗲𝗽 𝗶𝘀 𝘁𝗵𝗲 𝗰𝗵𝗲𝗮𝘁 𝗰𝗼𝗱𝗲... all in the aid of productivity

1% 𝗯𝗲𝘁𝘁𝗲𝗿 𝗱𝗮𝗶𝗹𝘆... that's 37x better yearly

𝗕𝗹𝗼𝗰𝗸 𝘆𝗼𝘂𝗿 𝗱𝗮𝘆... one task per block and defend it

𝗜𝗳 𝗶𝘁'𝘀 𝗻𝗼𝘁 𝗼𝗻 𝗰𝗮𝗹𝗲𝗻𝗱𝗮𝗿, it won't happen... its that simple

𝗦𝗹𝗼𝘄 𝗶𝘀 𝘀𝗺𝗼𝗼𝘁𝗵... smooth becomes fast

𝗕𝘂𝘀𝘆 ≠ 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲... chase the outcomes, not motion

𝗠𝘂𝗹𝘁𝗶𝘁𝗮𝘀𝗸𝗶𝗻𝗴 = 𝗱𝗼𝗶𝗻𝗴 𝗺𝗮𝗻𝘆 𝘁𝗵𝗶𝗻𝗴𝘀 𝗯𝗮𝗱𝗹𝘆... pick one thing and do it well

𝗜𝗳 𝗶𝘁 𝘁𝗮𝗸𝗲𝘀 𝘂𝗻𝗱𝗲𝗿 2 𝗺𝗶𝗻𝘂𝘁𝗲𝘀, do it now... get the quick wins

𝗗𝗼𝗻'𝘁 𝗿𝗲𝗹𝘆 𝗼𝗻 𝘄𝗶𝗹𝗹𝗽𝗼𝘄𝗲𝗿... build systems that drive your productivity

𝗪𝗿𝗶𝘁𝗲 𝘆𝗼𝘂𝗿 𝘁𝗼𝗽 3 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀 before the day begins... keep the focus

𝗙𝗼𝘂𝗿 𝗳𝗼𝗰𝘂𝘀𝗲𝗱 𝗵𝗼𝘂𝗿𝘀 beat twelve distracted ones

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡:

High performers don't grind harder
They guard better

They protect:
• Their mornings (no meetings before 10am)
• Their attention (phone in another room)
• Their rest (sleep is non-negotiable)

𝗧𝗛𝗘 𝗕𝗢𝗧𝗧𝗢𝗠 𝗟𝗜𝗡𝗘:

You have 168 hours this week
Same as everyone else

The difference?
They subtract before they add

Stop optimising your to-do list
Start optimising your not-to-do list

💬 Which one hits hardest for you?

♻️ Share with someone drowning in busy work

➕ Follow Stephen Baines for psychology that reclaims your time
... grab my newsletter too here for more winning strategies www.stephenbaines.coach

The promotion you're killing yourself for?
It comes with a 30% salary increase

And a 300% misery multiplier you don't initially see!

Look at this image

Salary bumps = temporary dopamine
Toxic culture = permanent cortisol

After coaching people who have worked through both sides of this, the math is brutal:

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟 𝗖𝗢𝗦𝗧 𝗢𝗙 𝗬𝗢𝗨𝗥 "𝗗𝗥𝗘𝗔𝗠 𝗝𝗢𝗕":

Your Sunday nights are gone
52 weeks of dread = 1/7 of your life in anxiety

Your confidence is eroding
Every toxic meeting chips away at who you are
Year 3: You don't recognise yourself

Your skills are dying
While you play politics, your peers are building the future
Your LinkedIn looks impressive. Your abilities? Obsolete

Your network is worthless
Surrounded by equally miserable people
Nobody's opening doors. Everyone's protecting their spot

Your family gets your worst
They get what's left after your boss takes the best
"Daddy's always tired" becomes your legacy

Meanwhile, in a healthy culture?

You're learning from people who want you to win
Building skills that compound
Creating relationships that become opportunities
Actually enjoying Mondays (revolutionary concept)

THE NEUROSCIENCE:

Toxic culture = chronic stress = literal stunted brain growth
Your hippocampus shrinks. Memory suffers
Your prefrontal cortex weakens. Decision-making deteriorates

That salary increase? 
You're paying with your neurons

I took voluntary redundancy at 30
Hardest decision. Best decision

Within 2 years:
• Income far exceeded old role
• Leading transformative projects
• Home for dinner

The brutal truth:

High salary in toxic culture = slow death with nice things
Lower salary in growth culture = building something unstoppable

One makes you rich on paper
One makes you wealthy in life

Most people choose the paycheck
Then wonder why they're empty

Your call:
Another year of golden handcuffs?
Or finally choosing growth?

💬 What's the real cost of your current role?

♻️ Share with someone who needs to see this math

➕ Follow Stephen Baines for truth about workplace success

My first 50 LinkedIn posts were AWFUL
My first 5km time was SLOOOOW
My first client demo was over-engineered

"Maybe this isn't for you" says a voice in my head EVERY. SINGLE. TIME

But things changed
Just because I kept going

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

We all want to quit sometimes
It's human

But your biggest breakthrough often comes
Right after your worst failure

I've seen it 100+ times:

The success after 50 rejections
The breakthrough after 200 failed attempts
The win after everyone said stop

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘:

People who succeed aren't more talented
They just try one more time

• Sent 109 applications before the yes
• Pitched 34 ideas before one clicked
• Failed 11 times before figuring it out

The difference between those who make it and those who don't?

One more attempt

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘:

Your brain is wired to quit
It's protecting you from pain

But resilience is a muscle:
• Each try strengthens neural pathways
• Each failure builds tolerance
• Each attempt gets easier

You're not weak for wanting to quit
You're human

𝗛𝗢𝗪 𝗧𝗢 𝗞𝗘𝗘𝗣 𝗚𝗢𝗜𝗡𝗚:

𝗦𝗵𝗿𝗶𝗻𝗸 𝘁𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺
Not "achieve my dream"
But "take one small step today"

𝗨𝘀𝗲 "𝘆𝗲𝘁"
"I haven't figured it out... yet"
Changes everything

𝗡𝗮𝗺𝗲 𝘁𝗵𝗲 𝗺𝗼𝗺𝗲𝗻𝘁, 𝗻𝗼𝘁 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳
Replace "I'm a failure"
With "This is a tough phase"

𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿 𝗼𝗻𝗲 𝘄𝗶𝗻
That thing you accomplished?
That skill you mastered?
You've done hard things before

𝗕𝗼𝗿𝗿𝗼𝘄 𝗰𝗼𝘂𝗿𝗮𝗴𝗲
Think of someone who'd be proud
You kept going today

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Dyson: 5,127 prototypes for his vacuum
JK Rowling: 12 publishes rejected Harry Potter
Michael Jordan: Missed THOUSANDS of shots
Edison: 2,774 experiments for the lightbulb

Everyone you admire kept going
When it made no sense to continue

That person crushing it?
They tried 38 times
You only saw success 39

Your breakthrough might be attempt 101
Or 37
Or tomorrow

But only if you try once more

In the words of Samuel Beckett:
"Ever tried. Ever failed. No matter.
Try again. Fail again. Fail better."

💬 What's one thing you're glad you didn't give up on?

♻️ Share with someone who needs to keep going

➕ Follow Stephen Baines for psychology that builds resilience
... and be sure to grab my newsletter for some awesome weekly strategies to help you grow www.stephenbaines.coach

Most people think they're great listeners
But they're stuck at level 2.

They nod
They wait their turn
They think they're engaged

But they're missing 80% of the conversation

The difference between good and great leaders?

They great ones master the art of real listening

THE 5 LEVELS OF LISTENING:

𝗟𝗲𝘃𝗲𝗹 1: 𝗪𝗮𝗶𝘁𝗶𝗻𝗴 𝘁𝗼 𝗔𝘁𝘁𝗮𝗰𝗸
Listening for gaps to insert your point
Planning rebuttals while they speak
Missing everything that matters

𝘛𝘩𝘪𝘴 𝘪𝘴 40% 𝘰𝘧 𝘵𝘦𝘤𝘩 𝘱𝘳𝘰𝘧𝘦𝘴𝘴𝘪𝘰𝘯𝘢𝘭𝘴

𝗟𝗲𝘃𝗲𝗹 2: 𝗦𝘂𝗿𝗳𝗮𝗰𝗲 𝗦𝗰𝗮𝗻𝗻𝗶𝗻𝗴
Catching keywords
Nodding appropriately
Zero emotional connection

𝘛𝘩𝘪𝘴 𝘪𝘴 𝘢𝘯𝘰𝘵𝘩𝘦𝘳 35%

𝗟𝗲𝘃𝗲𝗹 3: 𝗔𝗰𝘁𝗶𝘃𝗲 𝗣𝗿𝗼𝗰𝗲𝘀𝘀𝗶𝗻𝗴
Understanding context
Asking clarifying questions
Actually remembering what was said

𝘖𝘯𝘭𝘺 20% 𝘮𝘢𝘬𝘦 𝘪𝘵 𝘩𝘦𝘳𝘦

𝗟𝗲𝘃𝗲𝗹 4: 𝗥𝗲𝗮𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗥𝗼𝗼𝗺
Noticing body language shifts
Sensing emotional undercurrents
Hearing the hesitation before the "yes"

𝘔𝘢𝘺𝘣𝘦 4% 𝘳𝘦𝘢𝘤𝘩 𝘵𝘩𝘪𝘴

𝗟𝗲𝘃𝗲𝗹 5: 𝗣𝗿𝗲𝗱𝗶𝗰𝘁𝗶𝘃𝗲 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴
Hearing what they're afraid to say
Understanding their real problem (not the presented one)
Knowing their next concern before they voice it

𝘛𝘩𝘦 1% 𝘸𝘩𝘰 𝘣𝘦𝘤𝘰𝘮𝘦 𝘦𝘹𝘤𝘦𝘱𝘵𝘪𝘰𝘯𝘢𝘭 𝘭𝘦𝘢𝘥𝘦𝘳𝘴

Here's what changes at Level 5:

• You solve problems others don't see
• People trust you with real issues
• You prevent fires instead of fighting them
• Your 1:1s become transformational

THE NEUROSCIENCE:

Level 1-2: Activates YOUR speech centers
Level 3-4: Activates mirror neurons
Level 5: Full prefrontal cortex engagement

You're literally using different parts of your brain

Most leaders think listening is passive
It's the most active thing you can do

Want to test your level?

After your next conversation, write down:
- What they said
- What they meant
- What they didn't say

If you can't do all three, you're below Level 3

💬 What level are you honestly at?

♻️ Share with someone who needs to hear better

➕ Follow Stephen Baines for leadership psychology that works
... and grab my newsletter for weekly growth drops https://lnkd.in/ejtfPG9J

Every burnout I've coached took the higher salary

Every success story took the growth

Look at this image...

In all the people I've coached, I've seen both sides:

The ones chasing money are miserable
The ones who chose growth are thriving

THE BRUTAL MATH OF A TOXIC JOB:

£150K salary sounds life-changing
Until you calculate the real cost:

• Sunday anxiety that steals your weekend
• A boss who makes you question your competence daily
• Zero mentorship = stuck at the same level for years
• Skills becoming obsolete while you do busywork
• Your confidence eroding with every meeting
• Missing your kids' bedtime... again

Meanwhile, the £100K role with actual growth?

You're learning from leaders who invest in you
Building skills that compound
Creating a network that opens doors
Actually excited about Monday mornings

In 3 years:
Toxic job person: Same title, shrinking confidence, outdated skills
Growth job person: Leading teams, doubled income, industry recognition

THE HIDDEN COSTS NOBODY CALCULATES:

𝗟𝗼𝘀𝘁 𝗙𝘂𝘁𝘂𝗿𝗲 𝗘𝗮𝗿𝗻𝗶𝗻𝗴𝘀:
No mentorship = no promotions = same salary for 5 years
While peers who chose growth are 2 levels above you

𝗥𝗲𝗽𝘂𝘁𝗮𝘁𝗶𝗼𝗻 𝗗𝗮𝗺𝗮𝗴𝗲:
Associated with a toxic culture becomes YOUR brand
"Oh, you worked THERE?" follows you for years

𝗦𝗸𝗶𝗹𝗹 𝗔𝘁𝗿𝗼𝗽𝗵𝘆:
Doing meaningless work while technology passes you by
Your market value decreasing every quarter

𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗣𝗼𝘃𝗲𝗿𝘁𝘆:
Toxic environments repel top talent
You're networking with people going nowhere

𝗜𝗱𝗲𝗻𝘁𝗶𝘁𝘆 𝗘𝗿𝗼𝘀𝗶𝗼𝗻:
From "rising star" to "just trying to survive"
You don't recognize who you've become

THE NEUROSCIENCE IS BRUTAL:

Toxic environments trigger cortisol continuously
Your brain literally shrinks
IQ drops 13 points
Creativity dies

Growth environments release dopamine
Your brain forms new connections
Performance increases 31%
You become who you could be

At 30, I took a redundancy from HP to escape a somewhat toxic environment
Best financial decision I ever made

Within 18 months:
• Promoted twice
• Income exceeded old role
• Actually enjoyed Mondays
• My family got me back

Here's what nobody tells you:

A great salary in a toxic culture is a prison with golden bars

You can't buy your way out of:
- Years of stunted growth
- A reputation tied to a failing company
- The confidence you lost
- The opportunities you missed

But in the right environment?

Your potential has no ceiling
Your growth becomes exponential
Your work becomes meaningful

The question isn't "What does it pay?"
It's "Who will I become?"

One makes you rich for a year
One makes you valuable for life

💬 Have you ever chosen growth over money? What happened?

♻️ Share with someone weighing this decision

➕ Follow Stephen Baines for psychology that builds careers

Well, that 9 years has flown by!

Crazy to think when I joined Salesforce we were at ~15,000 people and $6bn in revenue and now we're quadruple on both fronts. Innovations just keep coming too

Truly grateful for those who brought me in here and also those of you who gave me a shot in the various roles I've had. I've had some amazing mentors and coaches in my time here... It's been a hell of a ride

90% of feedback is toxic. Even when it's "positive"

Look at this image

Most tech professionals are stuck at Level 1. Silent Killers

Watching problems. Saying nothing
Not always out of intent though
Sometimes out of fear!

After coaching 200+ tech high performers, here's the patterns I see:

🤯 Bad feedback destroys careers
🪴 Good feedback changes them
🚀 Great feedback builds empires

But 90% of tech professionals give feedback that:
• Protects feelings over growth
• Focuses solely on the positive
• Is not constructive

In all those I've coached around feedback, its become a core pillar of not only their growth, but of those around them

Even if they aren't a formal leader themselves

This is 'leading without a title'

So the Five Levels... lets explore:

🔴 The Silent Killer: Has ideas. Chooses silence. Teams rot
🟡 The Sugar Coater: "Good job"... "Needs work". Useless
🟢 The Cheerleader: All praise, no growth. Feel-good poison
🔵 The Coach: Specific. Actionable. Actually useful
⚡ The Catalyst: Future-focused. Transforms thinking

Here's a flip on your likely perception of these...

Level 3 feels kind. It's actually cruel
Level 4 feels harsh. It's actually caring
Level 5 feels impossible. It's just rare

There is some neuroscience findings that supports this too:

😰 Vague feedback activates anxiety centers
🙋‍♂️ Specific feedback activates learning centers

By giving great feedback, you're literally rewiring their brain
... Or breaking it by not!

Most tech professionals THINK they're at Level 4
They're ACTUALLY at Level 2
Everyone else knows it

Want proof? 

Ask people in your team: "What's the most useful feedback you've gotten from me?"

Their silence will tell you everything

Or maybe they will give you Level 2 feedback too!

💬 What level is YOUR manager at? (Be honest)

➕ Follow Stephen Baines for leadership truths that promotes growth

That person you treat like sh1t because they "can't help you"?

They're documenting everything
Building something bigger
And they'll remember you

Look at this image

We all see it. We all talk about it

The most successful people treat everyone like they're the CEO
The least successful only respect those who can help them

One builds empires. One builds nothing

Showing respect to others regardless of their role, qualifications or experiences influences our outcomes in more ways than you might think

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘:

Show respect = Oxytocin release = Trust up 87%
Show dismissal = Cortisol spike = They remember forever

Your reputation spreads faster than you think

𝗧𝗛𝗥𝗘𝗘 𝗖𝗔𝗥𝗘𝗘𝗥-𝗖𝗛𝗔𝗡𝗚𝗜𝗡𝗚 𝗦𝗛𝗜𝗙𝗧𝗦:

1. Ask "What excites you?" not "What do you do?"
2. Thank the invisible people (they see everything)
3. Listen for wisdom, not titles

𝗧𝗛𝗘 𝗛𝗜𝗗𝗗𝗘𝗡 𝗧𝗥𝗨𝗧𝗛:

That receptionist knows every decision before you
That junior is building the next unicorn at night
That "nobody" might be the CEO's daughter

But even if they weren't... respect isn't about future value

𝗧𝗛𝗘 𝗕𝗥𝗨𝗧𝗔𝗟 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Companies winning? CEOs know the cleaner's name
Companies losing? Lunch tables divided by title

Character isn't revealed in boardrooms
It's revealed in hallways

💬 Who did you dismiss that later surprised you?

♻️ Share if respect matters more than hierarchy

➕ Follow Stephen Baines for uncomfortable workplace truths

The best leaders have these 15 behaviours instead

Look at this image

After coaching 200+ professionals, here's what separates real leaders from those with fancy titles:

𝗧𝗛𝗘𝗬 𝗟𝗘𝗔𝗗 𝗧𝗛𝗘𝗠𝗦𝗘𝗟𝗩𝗘𝗦 𝗙𝗜𝗥𝗦𝗧:

𝗦𝘁𝗲𝗮𝗱𝘆 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗳𝗶𝗿𝘀𝘁
Your energy sets the room's temperature
Panic spreads. So does calm

𝗞𝗲𝗲𝗽 𝗽𝗿𝗼𝗺𝗶𝘀𝗲𝘀 
That 5-minute check-in you promised?
They're counting the minutes

𝗟𝗲𝗮𝗿𝗻 𝗶𝗻 𝗽𝘂𝗯𝗹𝗶𝗰
"I was wrong" builds more trust than being right

𝗧𝗛𝗘𝗬 𝗖𝗥𝗘𝗔𝗧𝗘 𝗖𝗟𝗔𝗥𝗜𝗧𝗬:

𝗖𝗿𝗲𝗮𝘁𝗲 𝗰𝗹𝗮𝗿𝗶𝘁𝘆
Confusion kills performance
One clear direction beats ten brilliant ideas

𝗧𝗿𝗮𝗻𝘀𝗹𝗮𝘁𝗲 𝗮𝗰𝗿𝗼𝘀𝘀 𝘁𝗿𝗶𝗯𝗲𝘀
Engineering speaks one language
Sales speaks another
Leaders translate

𝗗𝗲𝗰𝗶𝗱𝗲 𝘄𝗶𝘁𝗵 𝗰𝗼𝗻𝘁𝗲𝘅𝘁
Not "because I said so"
But "here's why this matters"

𝗧𝗛𝗘𝗬 𝗘𝗟𝗘𝗩𝗔𝗧𝗘 𝗢𝗧𝗛𝗘𝗥𝗦:

𝗚𝗶𝘃𝗲 𝗰𝗿𝗲𝗱𝗶𝘁, 𝘁𝗮𝗸𝗲 𝗯𝗹𝗮𝗺𝗲
Public praise. Private accountability
Every. Single. Time

𝗖𝗼𝗮𝗰𝗵, 𝗻𝗼𝘁 𝗰𝗼𝗻𝘁𝗿𝗼𝗹
Questions that develop > Commands that diminish

𝗡𝗼𝘁𝗶𝗰𝗲 𝘁𝗵𝗲 𝘂𝗻𝗻𝗼𝘁𝗶𝗰𝗲𝗱
That quiet contributor? They see them
That small win? They celebrate it

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘:

Leaders without titles trigger oxytocin
Trust increases
Performance follows

Titled non-leaders trigger cortisol
Teams shrink into survival mode
Innovation dies

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

𝗦𝗲𝗲𝗸 𝗶𝗻𝗽𝘂𝘁 𝘂𝗻𝗽𝗿𝗼𝗺𝗽𝘁𝗲𝗱
Real leaders ask before problems arise
Insecure managers wait for escalation

𝗥𝘂𝗻 𝘁𝗼𝘄𝗮𝗿𝗱 𝗽𝗿𝗼𝗯𝗹𝗲𝗺𝘀
While others find someone to blame
Leaders find solutions

𝗦𝗲𝘁 𝘀𝘁𝗮𝗻𝗱𝗮𝗿𝗱𝘀 𝗾𝘂𝗶𝗲𝘁𝗹𝘆
No announcements. No fanfare
Just consistent excellence

𝗣𝗿𝗼𝘁𝗲𝗰𝘁 𝗽𝗲𝗼𝗽𝗹𝗲'𝘀 𝘁𝗶𝗺𝗲
Cancel that pointless meeting
Shield them from corporate theatre

𝗖𝗼𝗽𝗶𝗹𝗼𝘁 𝗶𝗺𝗽𝗮𝗰𝘁
Not "go do this"
But "let's figure this out together"

I've watched people with zero authority build empires
I've watched VPs destroy departments

The difference?

These 15 behaviours

Your title gets you a seat
Your leadership keeps you there

Which behaviour would transform your team tomorrow?

💬 Tag someone who leads without needing the title

♻️ Share if leadership isn't about position

➕ Follow Stephen Baines for psychology that builds real leaders
... and grab my newsletter for more action-oriented strategies www.stephenbaines.coach

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