The quality of your attention shapes the quality of your decisions.

I learned this in my twenties, advising leaders in the European Parliament. I'd watch the smartest people in the room receive exactly the right advice, then struggle to act on it. Same pattern, again and again.

Until I understood: it wasn't a knowledge problem. It was a capacity problem.

So I spent the next decade studying what most leadership programs ignore: 15+ silent retreats, intensive work with secular Buddhist scholars, direct mentorship from the pioneers of boardroom coaching.

What I found: self-awareness isn't soft. It's the edge.

This is the paradox of my work. I help ambitious CEOs by slowing them down. Stillness isn't the opposite of performance. It's the source of it.

I work at the intersection of three things most advisors keep separate: inner work (seeing your own patterns), organizational systems (governance, strategy, culture), and peer wisdom (learning from others in the same seat).

Today, I create protected spaces where CEOs can surface what they haven't been able to see: through 1:1 advisory, organizational development mandates, or the Wise Leaders Fellowship, a CEO community that begins with silence.

If you're sensing there's something you're not yet seeing, let's talk.

Leadership means doing hard things in a human way.

Yours,

Nikolas

Nikolas Konstantin 🌱

The 4 Dimensions of Inner Development: Why who you are shapes how you lead

Most leadership development focuses on skills: 
- Strategy
- communication
- decision-making

These matter. But they're not the whole picture.

The deeper truth: who you are shapes everything you do.

Your awareness. Your emotional maturity. Your unresolved patterns. Your capacity to embody what you know.

You can learn every framework in the world and still lose your composure in a board meeting.

This is why real world change needs you to work across four Dimensions of Inner Development: 

In my work i often use a model adapted from Ken Wilber. 

Waking up: 
States of consciousness. The ability to perceive more and act outside your reactive patterns. Meditation cultivates this. So does deep listening, pausing before you react. Leaders who can shift their state have access that reactive leaders do not.

Growing up: 
Developmental stages. A founder at one stage sees competitors as threats. At another, an ecosystem of collaborators. The challenges don't change. The lens does.

Cleaning up: 
Shadow work. Every leader carries unfinished business. Old wounds, protective patterns that once served but now constrain. Your team feels the weight of your shadow even when you don't see it.

Showing up: 
Embodiment. Insight without action remains abstract. You can understand emotional intelligence conceptually and still snap at your team under pressure.

Think of this as a heuristic (map) of real world change. 

A map that explains the deep-ass tectonic changes that happen under the hood as you grow. 

This is fucking hard. 

Because, as your responsibility increases, both strengths and shadows get amplified. 

You will develop. Life will see to that.

But real change needs you to work under the hood. 

Train authenticity each day anew.

Find support where it hurts you most. 

Or 
go the easy route: 

Throw around fancy models without the hard, sand-eating, stomach-turning work. 

Choice is yours.

(Big kudos to Jana Schmitz, whose guest contribution to my CEO Community inspired this post)

Which dimension needs most work atm in yur life?

The person with the fewest blind spots wins. | CEO coaching, org advisory, silent retreats.

How to install Psychological Safety: The Leadership Lever Most CEOs Misunderstand

In my work with founders and CEOs, I see the same pattern again and again: leaders demand high performance without creating the conditions for it to emerge.

They push their teams into what Amy Edmondson calls the Anxiety Zone. An environment of fear, judgment, and silent suffering.

I often see the symptoms showing up in my diagnostics: 
- Mistakes get hidden instead of discussed
- Innovation stagnates because nobody wants to be wrong
- Your best people leave cause they don't feel encouraged

And some CEOS even go the other way. 

They are too occupied being nice and land in the opposite trap: the Comfort Zone. 

When I enter those cultures, I notice the scent of artificial harmony: Everything feels collegial, everyone gets along, but nothing truly challenging ever gets said. No one dares to talk about the elephants in the room. 

The result? Comfortable stagnation. Wasted potential. Opportunities are lost to those willing to have courageous conversations.

Harvard Prof Amy Edmondson's framework maps how org cultures can get the best or worst out of people by mapping your culture across four zones:

Comfort Zone 
(High Safety, Low Performance): Safe and collegial, but unchallenged. Breakthroughs are rare.

Learning Zone 
(High Safety, High Performance): Open collaboration, embraced challenges, continuous improvement. This is where real results live.

Apathy Zone 
(Low Safety, Low Performance): Disengaged, emotionally checked out. Self-protection over contribution.

Anxiety Zone 
(Low Safety, High Performance): Fear-driven execution. Ideas withheld, mistakes hidden, burnout inevitable.

Most of the time, getting your team into the Learning Zone is the goal. 

Here are some interventions I use to get you there:

Normalize vulnerability
Share your own struggles and mistakes. Authenticity at the top creates permission throughout the organization.

Set ambitious, clear expectations 
Goals should inspire, not intimidate. Challenging but achievable. An invitation to rise, not retreat.

Invite real dialogue 
Don't avoid conflict; create space for it. Rigorous debate without fear of repercussion is a skill you can build.

Reward courage over outcomes 
Celebrate the willingness to speak up, confront problems, and propose bold ideas, even when immediate success isn't guaranteed.

This is difficult work. You need to be able to go into vulnerability and authentic dialogue with yourself. You can't fool the nervous system of your team. To effectively land in the learning zone yourself, you need to find a mirror and a working partner to land there yourself (and to look at your own anxiety or kindness traps). That needs you too look inwards and look at uncomfortable truths. But it pays off, in better cultures, smoother systems and better self-talk with yourself, too. 

A reflection for you: 
Which zone is your leadership inviting?

5 Books That Shaped How I Think About Strategy:
 
Most strategy conversations I have with CEOs start the same way: smart people, strong intuition, but no shared vocabulary for the choices they're actually making.
 
Strategy isn't about having all the answers. It's about asking better questions, recognizing patterns, and reducing them into an integrated set of choices.
 
These five books have shaped how I think alongside executives when we're working through the hard stuff:
 
𝟭. 𝗣𝗹𝗮𝘆𝗶𝗻𝗴 𝘁𝗼 𝗪𝗶𝗻 by A.G. Lafley & Roger L. Martin The clearest framework I know for making strategic choices. Not theory for theory's sake; practical scaffolding for real decisions.
 
𝟮. 𝗚𝗼𝗼𝗱 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆, 𝗕𝗮𝗱 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 by Richard Rumelt Rumelt cuts through the noise. Most "strategies" are just goals dressed up in fancy language. This book teaches you to spot the difference.
 
𝟯. 𝗧𝗵𝗲 𝗔𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 by Patrick Lencioni Culture isn't soft. Organizational health is your most durable competitive edge. Lencioni makes the case simply and well.
 
𝟰. 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 by Michael Porter The foundation. Dense, but worth the effort. Porter's frameworks still hold up after forty years for a reason.
 
𝟱. 𝗕𝗹𝘂𝗲 𝗢𝗰𝗲𝗮𝗻 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 by W. Chan Kim & Renée Mauborgne When the game you're playing feels unwinnable, this book asks: what if you changed the game entirely?
 
I keep these on my shelf not as trophies, but as thinking partners.
 
What would you add?

How to understand your organization's DNA:

Where are you on the "4 Cultures Map"?

When I begin my work with CEOs, I use the "4 Cultures Map" to map where their organization is.

When you scale your company, you need to understand two metrics above everything else: 

a) People Orientation: 
→ How much are people valued in my organization?

b) Performance Orientation: 
→ How much is performance valued in my organization?

Your preferences for people and performance as a leader are the building blocks of your company culture. 

Without an understanding of your preferences, you will:
a) hire the wrong people
b) create the wrong incentive structures
c) mindlessly design a culture that doesn't fit you. 

You need to understand where you place yourself on the 4 types of organizational cultures. 

Here they are:

𝗖𝗮𝗿𝗶𝗻𝗴 𝗖𝘂𝗹𝘁𝘂𝗿𝗲

People and their well-being matter above everything else.
Example: Family Organizations

𝗔𝗽𝗮𝘁𝗵𝗲𝘁𝗶𝗰 𝗖𝘂𝗹𝘁𝘂𝗿𝗲

Neither the well-being nor the performance of the workforce is considered important.
Example: Bureaucratic Institutions

𝗗𝗿𝗶𝘃𝗲𝗿 𝗖𝘂𝗹𝘁𝘂𝗿𝗲

Performance is the most important metric. Well-being and people's quality of life are secondary.
Example: McKinsey

𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗖𝘂𝗹𝘁𝘂𝗿𝗲

People's well-being and their performance are equally valued.
Example: AirBnB, Deep Mind


When I begin my work with CEOs, I use the "4 Culture Model" to ask these three questions:

• Where do you place your organization?
• Where do your employees place your organization?
• Where do you want your organization to be in 2 years?
 

This analysis gives me a deep understanding of 

a) the CEO's cultural preferences 
b) how working in that organization feels
c) the direction we need to design for.

The short:

The 4 cultures are a helpful guide to understanding your status quo and direction as you are growing your organization: 
• Caring Culture
• Apathetic Culture
• Driver Culture
• Inclusive Culture

Where do you place yourself?

I had a call last week with a founder who runs a 200-person company.

Brilliant. Strategic. The kind of person who holds five competing priorities in their head while making you feel like you have their full attention.

Halfway through, he admitted he'd been averaging four hours of sleep for three weeks.

"I'll catch up when we close this round," he said.

I've heard this hundreds of times.

But I also saw if the non-negotiables are being ignored. You don't run faster, but you are only over-clocking the machine. 

The best CEOs I coach are disciplined to their core to get the essentials right every day (Like Daniel Seidel, who never skips the workout, and swears by his daily celery lemon juice)

The fundamentals aren't boring. They're the whole game.

The people who sustain excellence over decades have built their lives around five essentials that most of us know about but few actually honor.

1. Sleep (The Master Regulator)
Fixed wake time. Bright mornings, dim evenings. Seven hours every night beats five weekdays + ten on Saturday.

2. Nutrients (Macro + Micro + Hydration)
80%+ unprocessed foods. Protein at each meal. Front-load hydration.

3. Movement (Resistance + Cardio)
Daily micro-bouts beat sedentary marathons. Ten minutes throughout the day beats one intense session followed by eight hours in a chair.

4. Light (The Circadian Lever)
Morning outdoor light. Dim nights. Consistency beats gadgets.

5. Relationships (Others + Self)
One meaningful bid for connection daily. One self-regulation practice (2-10 min).

These five aren't separate categories. They're a system.

The fundamentals aren't what you do after you've handled the important stuff.

They're what make everything else possible.

Which one do you most need to revisit?

To friendship, to being humbled by waves, enamoured by the ocean's majesty, and to the new ways to see and experience this life. 

And to words, in their lushious rich textures that give texture to the unexplainable. 

Thank you life. 

(with Fritz Rabeler)

Some of my favorite moments last year came from working with Live EO CEO Daniel Seidel.

Watching a founder navigate the tension between “what we are today” and “what we could become” is always fascinating. Daniel did this with rare patience, groundedness, and visionary leadership.

LiveEO already helps infrastructure operators monitor railways, power lines, and pipelines from space. 

Today, they officially announced that they’re launching their own satellite constellation to do it better. 

While others were announcing, Daniel built the foundations and partnerships to set the stage to their own satellites. Three years in stealth. No empty marketing. Just obsessive focus on the foundation.

Daniel, it’s an honor to be in your corner. Here’s to the new era 🇪🇺.

"Most of us are living four or five years behind our own transformation."
 
We talk a lot about the fear of change. But there's another fear we talk about less: the grief of staying the same.
 
The slow erosion of pretending that what used to fit still does.
 
The fatigue of maintaining a version of yourself you've already outgrown.
 
This is the hidden tax of avoidance.
 
Not dramatic failure, but quiet deadening.
 
The sense that you're performing your own life rather than living it.
 
You know the right things to say, you hit the milestones, you keep the machine running. And somewhere along the way, you stopped being surprised by your own days.
 
𝘊𝘰𝘯𝘵𝘪𝘯𝘶𝘦 𝘳𝘦𝘢𝘥𝘪𝘯𝘨: "𝘛𝘩𝘦 𝘛𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘢𝘵𝘪𝘰𝘯 𝘠𝘰𝘶'𝘳𝘦 𝘈𝘷𝘰𝘪𝘥𝘪𝘯𝘨"
 
->

Open article: The Transformation You're Avoiding by newsletter.nikolaskonstantin.com

Why you might be living years behind yourself

What stops many CEOs from working with a coach is finding the right one. Here are the 3 most important dimensions to consider (coming from a coach who does 70+ CEO workshops/year):

1. What type of coach do you need?

There are essentially 2 types:

Expert coaches bring deep sectoral knowledge. They've scaled organisations, led transformations, implemented frameworks. They tell you: "This is how I did it at Mercedes" or "Here's what worked at Google."

This can be valuable - especially if you're scaling for the first time. You're getting their playbook, their version of the best path forward.
_

Systems-thinking coaches don't hand you solutions. They help you understand your organisation's unique DNA - your systems, patterns, blind spots. They're sector-agnostic. The solution comes from within your context.

Neither is wrong. But be clear about which one you're getting.

When a coach says, "Everything we did at Spotify, you should do too," what’s the likelihood that’s going to fit an organisation of your size? Stay realistic.
___

2. Where should each type sit?

My take: At the highest level, you want a systems thinker. Someone who helps you understand what's actually happening before prescribing solutions.

Then bring in experts for targeted interventions - OKRs, structures, specific implementations.
___

3. How deep do you want to go?

Some want operational guidance - someone who's done it and can tell them what to do. Valid. Just know you're adopting someone else's strategy.

Others want lighter coaching - 60 minutes monthly, some questioning, nuggets of insight.

Then there's deep intervention work. Where we question everything. Deep work sessions where you move to slow thinking to uncover the deeper strategic and personal levers holding you back. This is where you set long-term goals and uncover blind spots you couldn't see running. 
___

My best advice: Don't hire a coach for their resume. Hire them because their approach aligns with what you need to grow.

When you decide someone's capacity for growth is limited, you have slipped into a fixed mindset yourself.

When I first start working with executives, many believe they operate from a growth mindset while their teams are stuck in a "fixed" one.

This is what I call the "fixed mindset fallacy".
 
When you decide someone else's capacity for growth is limited, you have quietly slipped into a fixed mindset yourself. You just cannot see it yet.
 
The truth is simpler and more hopeful:
 
No one is permanently stuck.
 
We all move between growth and fixed mindsets throughout the day. The environment determines where we tend to land.
 
Which means your real job as a leader is not to fix people. It is to create conditions where growth becomes the natural default.
 
Three starting points I return to with the CEOs I coach:
 
𝗡𝗼𝘁𝗶𝗰𝗲 𝘆𝗼𝘂𝗿 𝗼𝘄𝗻 𝗽𝗮𝘁𝘁𝗲𝗿𝗻𝘀 𝗳𝗶𝗿𝘀𝘁. 
Where do you contract? What triggers your fixed mindset? Self-awareness here is non-negotiable.
 
𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗲𝗳𝗳𝗼𝗿𝘁, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗼𝘂𝘁𝗰𝗼𝗺𝗲𝘀. 
When you only reward results, people stop taking the risks that lead to learning.
 
𝗠𝗮𝗸𝗲 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝘃𝗶𝘀𝗶𝗯𝗹𝗲. 
Dedicate real time to reviewing how your team arrived at results, not just what they achieved.
 
These three shifts sound simple. They are not easy. But they change cultures.
 
What has helped you build an environment where growth mindsets come more naturally?

The Last LinkedIn Coach You'll Ever Need | I Help You Get Fully Booked (simple as that) - 710+ Client Wins / $1.4M Inbound

Experts hire me to grow a 6 or 7-figure LinkedIn audience. 

Even when they’ve tried most things out there. 

(some of them, pretty much everything). 

I help them do that through advanced social selling and finding clients based on behaviour. 

Wait, instead of telling you who I help & what I do, let me pull back the curtain and show you: 


1️⃣ Recently, I coached and helped a Founder to scale his company to €1M in revenue through inbound. 

→ He had previously invested in a popular LI program that didn't work.


2️⃣ Three coaches I worked with recently built a 6-figure business off LinkedIn. 

→ Two of them are executive coaches, and one is a business coach. 


3️⃣ Currently working with a best-selling author trusted by the biggest brands on earth (100K people trained).

→ She has been in rooms with the biggest LI experts, but nothing worked. 


4️⃣ I helped Maria Malik (241K followers) to scale from $5K/mo to $30K/mo in 60 days. 


5️⃣ Recently coached a top LinkedIn creator with 111K followers to monetize her visibility 


Other clients include people with 12M books sold and serial entrepreneurs with multiple companies.

But also new or quiet LinkedIn creators who want to get fully booked and enjoy la vida. 

[This was written on the 7th January 2026] 


Hey there, I am Xhoni Mimillari. 

I apologize for the long introduction, but it’s quite hard to tell who is an expert and who is pretending nowadays. 

So I had to share some behind-the-scenes work instead of putting together some compelling copy. 

Other than a LinkedIn coach, I am a conversion specialist. 

And there are 2 ways to work with me: 

1. 4-month Private 1-on-1 Experience 
2. 3-Hour VIP Coaching Session 

More info in the featured section. 

Thanks for reading, speak soon. 


A bit about me; 

• I was born in Albania (grew up in Greece) and have been living in Italy for 20 years.
• I have a deep passion for psychology 
• I used to play football - Under-17 Monaco team 
• I love family time, and Bud Spencer's movies
• When I am not working, you'll find me playing Tennis somewhere.

Xhoni Mimillari

I have 28,632 connections and 45,218 followers. 

What nobody knows is that: 

I’ve personally added, accepted, and followed everyone. 

No VA or automation tool did it for me. 

The result? 

• 90% of my network are decision makers. 
• Over 15% are ideal clients. 
• Circa 0,8% have bought from me. 
• 100% of them know what I do. 

I’ve curated my network since the beginning. 

No shortcuts taken (it feels good to say that). 

I started with zero reputation and no audience. 
And little money, to be honest. 

We all start with a few followers and a lot of doubt. 
But I had some curiosity and hunger to go with. 

Let these be your advantage in such a distracted environment. 

I share the exact steps that helped me grow here: https://lnkd.in/eEqtH-Kd

I'll see you at the top!

The Last LinkedIn Coach You’ll Ever Need - Trusted by 200+ Experts Globally - See below why

Full transparency: I am on LinkedIn to get clients and grow my business.

But also to be helpful to everyone else who will never buy.


The ones just starting out.
The ones figuring things out.
The ones silently watching and learning.


Not everyone needs to become a client.
But everyone deserves to feel a little less alone on the journey.


Here are some ways to be more useful:

1. Give 2-min of good advice privately when you can
2. Introduce two people who should know each other
3. Give amazing insights and value, don’t hold back
4. Share your story and key lessons you learned 
5. Shift beliefs, be interesting, offer a new lens 
6. Support people when it doesn’t benefit you
7. Try to save your audience time and effort 
8. Be real and let your values fully reflect 
9. Celebrate someone’s consistency, not just their milestones


In a platform where most people pitch-slap and sell all the time, be the one who helps and doesn’t ask or expects in return.


See ya!

No alternative text description for this image

Them: Don't drop out of college. 
What will you do without a degree?

Me: Drops out of college in the last year.


Them: Don't quit that role, how will you earn a living?

Me: Quits a well-paying sales job to earn a living online.


Them: Starting a business online? That’s too risky. 

Me: Goes into debt twice & loses his savings once to make it work.


A few years pass by.

Them: How did you figure this out? Impressive.

Me: By taking the risk you told me not to take.


Everything you want in life and business is on the other side of:

• Rejection
• Taking some risk
• Listening to the right people.
  
And sticking to it long enough till successful.

If that's where your are at, you got this. 
I am always rooting for you. 


PS: If you are on LinkedIn to grow and win business, get my best tips & strategies here: https://lnkd.in/eEqtH-Kd

I’ve signed clients from 32 different countries and 5 different continents,

Thanks to LinkedIn. 

From London, Paris, Barcelona, Vilnius, Lisbon, Dubai, Sydney, Berlin, San Francisco, Singapore, New York, Athens, Toronto, Oslo, Milan, Delhi, Cape Town, Zurich, etc. 


Some of them include people who: 

1. Sold millions of books 
2. Run 8-figure companies 
3. Trained 100,000 people 
4. Have 200K+ LI followers 


LinkedIn is difficult to beat if you want to grow your clientele with international clients who: 

• Bring something new to your work. 
• Introduce you to new networks.
• Stay long-term. 


It’s within reach for many of you. I am not special.

I am a college dropout and couldn’t speak English properly when I signed my first client (from the US).

Still can’t spell Massachusetts to save my life. 


Well, I started with 

0 followers, 
0 credibility
0 connections
Less than €1000 

And with some critics & haters along the way. 

For people who are here to bring negativity, 
LinkedIn holds negative value for you.

Don't waste your time or reputation. 

Btw, ever encountered one? 

I’ll see you at the top. 


PS: Talking about countries, here’s a recent client from Vietnam: https://lnkd.in/dfeSACrr

There is a third group of people. 

Those who will use their brain more to strengthen their memory & critical thinking. 

Use AI to move with speed, learn faster, and get time back, not to think for you. 

Otherwise, you might end up dumber, lazier, and more dependent. 

Happy Monday. 


PS: I will be running a live workshop in February on how to build a healthy client flow in 2026 on LinkedIn. 

Want to join? It’ll be concise, valuable, and fun.

My BIGGEST giveaway to date! 

Let me hand you $1500 of products - Free

I want to help many of you to win on LinkedIn this year and have your work pay off. 

Help me help more people ❤️

To win everything, simply tag 3 of your favorite content creators who may also want to participate. 


Here’s what you get today: 


1️⃣ The new updated 5-day course on how to join the 0,1% on LinkedIn. 

It shows you how to find hot leads, craft irresistible content, and more - 2026 edition. 

This one includes mini-session videos in between lessons. 


2️⃣ The Cognitive Biases Manual

A resource diving into the strongest cognitive biases you can leverage for conversion and 10 ways to use each. 

Take one hour to study this, and you’ll have an unfair advantage. 


3️⃣ Content that converts bundle. 

Access to 4 resources to help you craft high-performing content fast. 

• 20 content ideas that are simply genius! 
• My highest converting video content script
• 10 brilliant post frameworks + the psychology behind 
• 12 scripts you can use today to get more visibility 
• Bonus: The LinkedIn Algorithm OS 
  
With these alone, you may save yourself 50-100 hours on content creation. 


4️⃣ 5-hour Course on Marketing Psychology 

This info is mostly responsible for helping 4 clients recently cross 6-figures on LinkedIn. 

It’ll level up your posts from day 0. 


→ These aren’t supported to overwhelm you. 
They integrate with one another. 

The courses will help you leverage the content bundle and manual more easily. 


Tag 3 creators, and it’s all yours! If you know more people, send this to them (you are awesome). 


From everyone who participates, I’ll pick 10 and send them a personalized video with top-tier feedback on their content & positioning to help them convert. 


I’ll then pick 5 people and grant them a free 45-min consulting call where they pick my brain as a private client would (sells for €1000).  


And I’ll also pick 30 and invite them to join a live workshop I am hosting in February on how to build a healthy pipeline & grow on LinkedIn. You’ll be in the room with some top creators and founders.


I'll see you in the comments. Cheers! 


PS: If you repost this, you’ll also win! Surprise gift…

15 simple rules to grow on LinkedIn 

This is the roadmap to win & stand out: 

I have coached 100s of experts to win clients here, and I’ve seen them all convert in real time. 


1. Lead with proof, facts, and lived experience. 


2. Be genuinely interested in helping your audience, even the ones who may never buy. 


3. Don’t use AI to write comments. Treat comments like mini-posts. 


4. Don’t be boring. Be polarizing, engaging, and unpredictable. 


5. Don’t write about things you don’t understand. Write like you’d have to prove your point to top experts. 


6. Value people’s time, keep it short and sweet if you can. 


7. Obsess around how your buyers engage & where they hang out. Look for signals! 


8. Don’t play it safe with content; be courageous and share strong opinions. 


9. Use stories as Trojan horses for teaching. People remember narratives, not bullet points.


10. Be consistent without being repetitive. Same message, 10 different ways to convey it! 


11. Post the mistake that cost you money & opportunities. Vulnerability with lessons is appreciated. 


12. People are attracted by what you don’t feel the need to say. Quiet certainty triumphs compelling claims. 


13. Distribute your time to spend: 
30% engaging, 30% creating, 40%  prospecting.


14. Sell without selling. Let people get to their own conclusions about you & them & your offer. 


15.  Combine strong opinion with proof, stories to get engagement + conversion. 


Your favorite one? Let me know! 


Btw, I am finalizing the 2.0 version of my 5-day course, which 690 founders have completed. 

Who wants early free access to it?

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The Battle

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