AmplifyPM

Founded AmplifyPM to transform great Product Managers into even greater Product Leaders.

AmplifyPM was born from a synthesis of my passion for teaching and a recognition that too many PMs hit career roadblocks from a lack of key leadership skills (that nobody ever teaches). AmplifyPM leverages my over two decades of experience building products and high-caliber teams at world-class companies to empower PMs with the essential skills for success. Learn more at AmplifyPM.com.

Founder

Google

Led Google's Messages & Rich Communication Services (RCS) team - Android’s equivalent to iMessage.  RCS brings rich messaging to 1B+ Android Messages users across the globe.  Managed a team of product managers and led a 300+ person org with a $xxxM annual budget.

Previously, built Google's OTT Comms growth organization from the ground up.  Drove product strategy for user retention & acquisition, experimentation frameworks, and growth analytics.  Mentored other teams within Google on establishing growth teams.

Group Product Manager

Product Manager

Bazaarvoice

Led the company’s top product initiatives to create a defensible content & developer ecosystem and build a specialized data asset to enable the company’s next phase of growth.  Led multiple vendor and acquisition evaluations from opportunity analysis through launch to accelerate time-to-market in key business areas.

Director of Product Management

TrialPay, Inc.

Launched and managed products at a venture-backed alternative payments company. Built and managed a new business vertical to increase conversions through a proprietary incentive platform. Led product efforts to build an e-commerce engine from the ground up. Participated in both early & late-stage sales and business development deals as founding member of the sales engineering team. Worked closely with the founder and executive team.

Senior Product Manager

Yahoo!

Worked on Yahoo's next-generation Search Advertising Platform as a member of the Project Panama Team. Responsible for key backend components (e.g. editorial & geo-targeting systems). Led initiatives to streamline common development processes and improve poorly designed components; received recognition of accomplishments within 6 months of joining the team.

Software Engineer

Oracle Corporation

Worked with the iStore group to provide B2B and B2C e-commerce solutions. Led a high-visibility, high-impact project within 3 months of joining the team. Also worked with the DataGuard group to provide disaster recovery solutions for Oracle databases.

Zaplet, Inc.

Built consumer and enterprise software at a venture-backed software company.  Designed and implemented integral components of the Zaplet enterprise platform using Java, JSP, Enterprise Java Beans, and XML.  Scaled various processes as the business grew (e.g. new-hire training, documentation & coding standards, etc.).

You’re a great Product Manager.

You know you’ll be an even better Product Leader. But...

Why is it so hard to make the leap from PM → Product Leader?

Hard Truth #1:
Opportunities for advancement in product management are scarce. Product teams are typically smaller, and when leadership roles open, the competition is fierce. You need to be primed and ready for when your chance comes.

Hard Truth #2:
The skills that make you a stellar PM won't necessarily make you a stellar Product Leader. Leading 100 people isn't the same as leading 10; it requires a significant evolution of your skill set.

So, what skills do you need? How do you acquire them?

That's where I come in!

I’ve been building products for over 25 years, and have grown from leading a small team of 5 to leading a 300+ org at a top-tier company. I became a Product Leader by navigating the very same obstacles facing you today.  

My mission is to help great PMs like yourself transform into outstanding Product Leaders.

You can do it! There are immediate steps you can take starting today to set yourself on this path.

Follow me here on LinkedIn to discover how.


- - - - -
🔥 If you *really* want to fast-track your career, visit: amplifypm.com/transform

Roshan Gupta

Give me 20 seconds, and I will tell you exactly what kind of PM every company like Google, Meta, and Microsoft fights to hire.

It is not the PM with the most frameworks.
It is not the PM with the cleanest Jira board.
It is not even the PM with the strongest execution record.

Top companies hire the PM who demonstrates one critical trait:
Judgement.

When people trust your judgment, they can trust you with bigger problems, bigger scope, and bigger teams.

How do these PMs demonstrate judgement?
They make their thinking easy to follow.

Here is what these PMs do differently:

1. They lead with the problem, not the work.
They show the stakes first. People lean in.

2. They tell you what the data means, not what the data is.
Anyone can present numbers. Few can turn numbers into direction.

3. They make decisions simple to understand.
Not simplistic, just clear.

4. They shape the conversation.
Without dominating it. Without overselling. Without sounding defensive.

These PMs do not always have the loudest voice.
They simply create clarity everywhere they go. And clarity is what leaders hire.

If you have ever felt like your performance is strong but people still miss the value behind it, this is the skill you need next.

P.S. Enrollment for my upcoming cohort on Persuasive Storytelling for PMs is closing soon. 

Like 100+ thriving PMs I guided, if you also want to build the communication skill that helps you get seen and paid like a leader, register here: https://lnkd.in/dwvXarPH

Follow me to go from PM → Product Leader 🪜 | Founder of AmplifyPM (ex-Google, Meta, Yahoo, startups) | I grew from leading a team of 5 to leading a 300+ org. I'll show you how to do the same.

What Product Managers say V/S what they actually mean. I swear every PM reads these and thinks, “Yeah… that checks out.”

PM says: “We should validate this with data.”
Means: “Someone is going to challenge this, and I need armor.”

PM says: “We are refining the problem statement.”
Means: “Five people said five different things, and I somehow have to piece this together.”

PM says: “We may need more time.”
Means: “This timeline was fiction from the start.”

PM says: “Let’s keep this high level.”
Means: “If we go deeper, we will be here for three hours.”

PM says: “We need alignment.”
Means: “Everyone thinks they are solving a different problem.”

PM says: “This is a simple change.”
Means: “It is not simple at all, but I cannot open that can of worms right now.”

PM says: “I will follow up offline.”
Means: “Nobody agreed, and now I need to calm everyone down one by one.”

We laugh at these, but they are real.

Most of the PM job is translating what you really mean into something people can actually act on.

And honestly, it gets easier when you learn how to structure your message clearly.

Share this post if you find it relatable.

P.S. If you want to get better at communicating your ideas without all the PM decoding, you can learn those skills at your own pace inside Persuasive Storytelling for PMs.

Get it here: https://lnkd.in/d5E3MQ-N

Underrated advice I got as a PM: DO NOT be a good Product Manager.


For years, I thought “good” was enough.
Good strategy
Good execution
Good decisions
Good instincts

But being good does not move your career.
Being good only matters when others can understand why you are good.

And that part is almost always invisible.

Your best work happens inside your head.
→ How you weigh trade offs.
→ How you interpret messy data.
→ How you decide what not to build.
→ How you frame a problem so a team can act.

None of that shows up in Jira tickets or dashboards.
If you do not communicate your judgment, people only see the output.

And output alone does not tell the story of your impact.

That is why many good PMs stay stuck.
Their quality is real, but their visibility is not.

The shift for me came when I stopped assuming people “got it” and started making my thinking explicit.

Instead of explaining what happened, I explained why it mattered.
Instead of presenting data, I shared the meaning behind it.
Instead of waiting to be asked, I led with a point of view.

That is when people started seeing your leadership, not just work.

P. S. More than 100 PMs have already learned how to communicate their thinking clearly inside Persuasive Storytelling for PMs.

Register for the cohort and learn how to tell your story like a leader that gets you noticed, and paid: https://lnkd.in/dwvXarPH

📌 Currently, Maven is offering a flat 25% off on the Cohort for Black Friday. Register now.

Three years ago, I hit a breaking point in my career. So I did something I never thought I would do. I left Google, packed up my life, and moved my family across the world.

I had the GPM title, the compensation, the stability, but none of it felt sustainable anymore.

People called it bold.
It did not feel bold at the time. It felt necessary.

Here is the part I did not expect.

Leaving did not magically fix the habits that burned me out.
- The pace followed me.
- The pressure followed me.
- My need to prove myself followed me.

It took me a while to accept that the real change I needed was internal.

Here are the three things that made the difference for me.

1. Your habits travel with you.
New country, same patterns.
If you want a different life, you have to change the way you operate, not just where you operate.

2. A shift in perspective can be more powerful than a shift in location.
You do not need to move continents to see your work, your career, or yourself differently.
Sometimes a single moment of clarity can do more than a big life decision.

3. Community matters more than we admit.
Moving forced me to build new relationships.
It also showed me how disconnected I had become while trying to “keep up.”

The move did not solve everything.
But it gave me enough space to finally ask a better question:
What kind of life do I want to build, and what habits do I need to leave behind to build it?

If you are sitting with your own version of that question, trust the signal.
Change starts long before you pack a box.

P.S. If you are a PM who's feeling stuck, overwhelmed, or unsure of what the next chapter should look like, book a free discovery call with me here: https://lnkd.in/d6hN7vYv

Let’s build a strategy that gets you from where you are now to the leader that you want to be.

I will never forget the day a VP stopped me mid-sentence and said, “I don’t understand what you’re saying, Roshan.”

He wasn’t angry or dismissive. He just looked confused.
But it hit me harder than if he had yelled.

I remember walking out of that room feeling embarrassed.
Not because I did not know the answer, but because I knew it too well.

I dumped every detail.
Every assumption.
Every data point.
And I thought that made me sound prepared.

It did the opposite.

He couldn’t see my thinking. Just the noise around it.

That day forced me to look at my communication with uncomfortable honesty.

I had to learn how to think out loud in a way people could follow.
- How to strip away what was interesting and focus on what was essential.
- How to get to the point without rushing.
- How to sound clear without dumbing anything down.

And here’s what I learned:
People don’t assume you’re smart because you think deeply.
They assume it when they can understand your thinking quickly.

Once that clicked, everything about how I showed up as a PM changed.

P.S. If this feels a little too familiar, you’re not alone. More than 100 PMs have learned the same skill inside Persuasive Storytelling for PMs.

Register for the cohort, if you want to be the PM who gets heard, and paid like the leader you already are: https://lnkd.in/dwvXarPH

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Talks about #leadership, #storytelling, #productmanager, #productmanagers, and #productmanagement

The biggest PM career myth I believed for half my career is the same one holding many PMs back today.

I used to think promotions were about scope.
Bigger surface area.
More teams.
More responsibilities.
More everything.

So I kept taking on more. And it never moved the needle.

Because promotions are not based on how much you carry.

They are based on how well you carry it.
They are based on how much people trust your judgment.

Scope is not the signal. Trust is.

The moment this clicked for me, everything about how I worked changed.

I stopped trying to impress people with how much I was juggling.
I started focusing on how I made decisions, how I communicated them, and how clearly I could help people understand the path forward.

You do not get promoted because your workload grew.
You get promoted because leaders believe you can lead others through uncertainty without losing clarity.

That is the part no one teaches you.
Not in onboarding.
Not in PM books.
Not in bootcamps.

But once you understand it, you stop chasing more scope and start building more trust.

And that is when your career starts to move.

P.S. If you want to build the communication and decision clarity that actually earns trust, you can learn those skills at your own pace inside Persuasive Storytelling for PMs. 

Get it here: https://lnkd.in/ept7B9Rr

After 6+ years as a GPM at Google, I’ve learned that anyone promising a “magic bullet” for PM success is lying to you.

There’s no framework that magically creates alignment.
No template that guarantees promotions.
No perfect process that removes ambiguity.

When I started, I used to look for those shortcuts too.
I wanted the cheat code.

The reality I saw, again and again, was much less exciting and much more useful.

The PMs who grew fastest weren't the ones who memorized the most frameworks.
They were the ones who could think clearly when things were messy and explain that thinking in a way others could follow.

They didn’t wait for perfect data.
They didn’t hide behind a rigid process.
They didn’t let a framework make the decision for them.

Instead:
They made the hard calls.
They owned the trade-offs.
They explained why a decision made sense, even when it was uncomfortable.

That isn’t a magic bullet.
It’s judgement.
It’s a skill.

And skills are harder to sell than a template because they take practice, repetition, and feedback.
But they compound in a way shortcuts never do.

If you are still looking for that "one trick" that will unlock everything, I promise - you’ll stay frustrated.
But if you focus on building your judgment and the ability to communicate it, your career changes quietly, but permanently.

P.S. There’s no magic bullet, but judgment is a real skill you can build that compounds over your career. I’ve helped 100+ PMs develop that skill to earn trust and move their careers forward. 

If you want to see if this support is right for you, start here: https://lnkd.in/dEPvPYvu

If I ever got the chance to restart my PM career, I would avoid the 4 mistakes that most Product Managers repeat every single day.

These mistakes looked harmless at the time.
Some even felt like good habits.
But they slowed my growth more than any lack of skill ever did.

Here is what I wish someone had told me much earlier.

Mistake 1. Clarity is not the same as detail.
Early on, I thought adding more context made me sound prepared.
In reality, it buried the message.
People follow PMs who get to the point, not PMs who take the room on a tour.

Mistake 2. Staying quiet does not make you thoughtful.
I used to wait for the perfect moment to speak.
By then, the decision had already formed.
What people want from a PM is a point of view, not perfection.

Mistake 3. Information without interpretation is noise.
I brought clean metrics, polished decks, and complete updates.
But leaders do not remember information.
They remember what the information means for the business.

Mistake 4. Trying to impress people usually pushes them away.
I overexplained.
I tried to sound smart.
Influence has nothing to do with impressing people.
It comes from simple, confident explanations that make others feel grounded.

If you saw yourself in even one of these, I want you to know something.
There is nothing wrong with you.
You simply were never taught the skills that actually move PM careers forward.

I learned most of these lessons the hard way. You do not have to.

P.S. More than 100 ambitious PMs have already used Persuasive Storytelling for PMs to communicate with clarity, influence decisions, and show up as leaders.

If you're ready to grow your career as a leader, register for my cohort: Persuasive Storytelling for PMs.  https://lnkd.in/dwvXarPH

P.P.S Currently, Maven is offering a flat 25% discount on the Cohort for Black Friday, and it'll end soon.

The gift I wish someone had given me early in my PM career.


It is the ability to communicate my thinking in a way that people can actually follow.

I spent years doing the work, carrying the weight, owning the roadmap, and still wondering why my ideas were not landing the way they should.

Looking back, I was not missing effort.
I was missing clarity.
I did not know how to take what was in my head and translate it into something others could trust.

It took me far too long to learn that your career grows when your communication grows.
Because that is what creates trust.
That is what makes people believe in your judgment.
And that is what turns a strong PM into someone others want to follow.

If I could go back, that is the gift I would give myself.

A skill that would have saved me years of frustration and helped me grow faster without burning out.

P.S. Many PMs wish they had learned these skills earlier. If someone comes to mind while reading this, you can gift them the self-paced Persuasive Storytelling for PMs. And if that someone is you, you can begin here:

https://lnkd.in/ept7B9Rr

I quit my job as a Group Product Manager and started AmplifyPM because I was tired of watching talented PMs get stuck for the same reasons I once did.

When I look back at my own journey, the moments I struggled the most were not about product strategy or frameworks.

It was the pressure of speaking in rooms where every word felt like it carried weight.

I was trying to explain a decision and realized halfway through that no one was fully with me.

It was seeing my work land on time, on target, yet still feeling like I had not earned the kind of trust I needed to grow.

I tried fixing it by doing more.
Taking on bigger projects.
Working longer hours.
Saying YES to everything.
None of it changed how people understood my impact.

Eventually, I figured out how to navigate these obstacles.
And my career took off.

But over time, as I coached more PMs, I saw the same pattern repeating.
Bright people.
Serious work ethic.
But missing the invisible skills that help others recognize their leadership.

That realization is what led me to build AmplifyPM.
To give PMs the skills I wish someone had given me years earlier.
To help people step into leadership without losing years to trial and error.
To make sure talent is not wasted simply because the message does not land.

P.S. Just like Neha, more than 100 ambitious PMs have used Persuasive Storytelling for PMs to communicate with clarity, influence decisions, and show up as leaders.

P.P.S Currently, Maven is offering a flat 25% discount on the Cohort for Black Friday, and it'll end soon. 

Register here: https://lnkd.in/dwvXarPH

Does your impact feel capped as a Product Manager? 
You know the reason, but you still overlook it.

According to the WSJ, job listings mentioning storytelling doubled this year.
Mentions of storytelling on earnings calls are up 31%. (Stat credits: Joe Lazer)

Most PMs read this and think marketing.
That’s not what’s happening.

This shift is about sensemaking.

AI increased output.
Data increased volume.
Dashboards multiplied.

But clarity did not.

In rooms where decisions actually happen, leaders aren’t asking for more information.
They’re asking for someone who can explain what matters, why it matters, and what to do next.

That is storytelling.

Not personal anecdotes or slide polish, or charisma.

It is the ability to take messy inputs, competing signals, and incomplete data and turn them into a compelling narrative people can trust.

For PMs, this matters more than ever.

- At senior levels, your work does not speak for itself.
- Your roadmap does not convince anyone on its own.
- Your metrics do not automatically create confidence.

People judge your impact by how clearly you frame tradeoffs, decisions, and direction.
But also, how you connect that framing to what they deeply care about.

That is what AI struggles with.
That is why companies are paying more for storytelling now than before AI.

Not because they want better stories.

Because they need better judgment, paired with human connection.

If you’re a PM who wants an edge in the age of AI, take heed of this new trend.
Invest in your storytelling skills.

P.S. More than 100 PMs have already built this crucial skill inside Persuasive Storytelling for PMs. If you want to learn how to make your thinking land clearly and confidently so you get seen and paid like a leader, you can do that at your own pace.

Check it out here: https://lnkd.in/ept7B9Rr 

P.P.S. Have a learning budget expiring this month? You can put it to work by getting the self-paced version of Persuasive Storytelling for PMs.

After coaching PMs across Meta, Google, & early-stage teams, one pattern keeps showing up again and again. (It is the same thing I noticed years ago when I was leading PMs at Google.)

They are smart.
They work hard.
They ship real impact.
But their ideas do not land the way they should.

Not because the ideas are weak, or the room is biased.
But because the way they communicate does not match the strength of their thinking.

This is the part no one tells you about becoming a senior PM.
People do not just need your answer.
They need to understand the reasoning behind it.
They need to trust how you think, not just what you deliver.

A PM from Meta joined my program recently, and after the first week, he said something that stopped me for a moment.

He told me, “I finally understand why my ideas were not getting the response they deserved. I was explaining the work, not influencing the room.”

He did not need more frameworks.
He needed a clearer way to express his judgment so people could follow it.

Once he made that shift, the response from his team and leadership changed almost immediately.

There is nothing more powerful than when your communication starts reflecting the quality of your thinking.

That is the moment a PM stops sounding like a contributor and starts being seen as a leader.

P.S. Enrollment for my upcoming cohort on Persuasive Storytelling for PMs is closing soon. 

Like 100+ thriving PMs I guided, if you also want to build the communication skill that helps you get seen and paid like a leader, register here: https://lnkd.in/dwvXarPH

I could have never turned a $20M budget into $120M at Google if I had framed it the way most PMs do.

Early in my career, I used to think influence was about having the right answer.
That if the idea was strong, people would see its value.
But that is not how decisions are made at senior levels.

Most PMs still frame their proposals like this:
Here is the feature.
Here is the timeline.
Here is the cost.

It sounds responsible and clear.
But it is the fastest way to make leaders think about constraints instead of possibilities.

The turning point for me came when I realized something that changed my entire approach.
People do not respond to information. They respond to meaning.

So when I walked into that meeting, I did not talk about backlog, resourcing, or technical scope.
I started with the outcome the business cared about. Not the work required.

The question I opened with was simple:
What growth target do you want to hit next year, and how fast do you want to reach it?

That shifted the entire energy in the room.
Leaders stopped thinking about price tags, and started thinking about opportunity.

Here is the part most PMs miss.
It is not your idea that gets rejected.
It is the way you talk about your idea.
Your language either expands the room or shrinks it.
It either creates momentum or triggers hesitation.

This is why communication is not a soft skill.
It is a force multiplier. It takes what you already know and turns it into influence.

If you know your ideas deserve more support than they get, look at how you frame them. That is where the real leverage is.

P.S. More than 100 ambitious PMs have already used Persuasive Storytelling for PMs to speak with this level of clarity and influence. 

Register for the cohort, and build the influence you need for leadership roles.
https://lnkd.in/dwvXarPH

📌 Currently, Maven is offering a flat 25% off on the Cohort for Black Friday, and it'll end soon. Register now.

These three habits are slowing down your promotion. You know them well, but you still have not fixed them. (Even I made these mistakes as a new PM.)

1. Explaining too much when you speak.
You want to be thorough.
You want to show your thinking.
You want to make sure nothing is misunderstood.

But long explanations signal uncertainty, not clarity.
When you speak for too long, people assume you are still working through the problem.
Short, structured points signal confidence and make you sound more senior, instantly.

2. Waiting for someone to ask for your opinion.
You tell yourself you are being respectful.
You want to give others space.
You want to be thoughtful.

But silence reads as hesitation.
Hesitation reads as “not ready.”
Leaders notice PMs who enter the conversation early, not the ones who wait to be invited.

A clear point of view delivered at the right moment changes your presence in the room.

3. Giving updates instead of interpretation.
You report progress.
You share metrics.
You walk people through what your team delivered.

The problem is, updates do not help leaders make decisions.
They need meaning, not information.
They need to know what the numbers imply for the business, the risks, and the next step.

Interpretation is what signals judgment, and judgment is what gets promoted.

When you shift from
“Here’s what happened.”
to
“Here’s what this means and what we should do next,” your communication becomes decisive, strategic, and trusted.

If any of these habits feel familiar, it is not a flaw. It is a gap in training.
But this gap is going to hold you back from promotion.

The moment you fix these communication patterns, the way leaders interpret your impact changes immediately. 

P.S. More than 100 ambitious PMs have already used Persuasive Storytelling for PMs to communicate with clarity, lead conversations, and show up as the leader they want to be. 

Register for the cohort and learn how to tell your story like a leader who gets you noticed and paid. 

→ https://lnkd.in/dwvXarPH

This slide has personally attacked every PM at least once.


Metrics go up: “Yep. That was me.”
Metrics go down: “Okay but hear me out… there were a LOT of external factors.”

I’ve said both of these sentences. Probably in the same review cycle.

The funny part is not that we do this. It’s why we do it.

When things go well, we want credit.
When things go sideways, we want fairness.

Both are human.

But somewhere along the way, most PMs learn the wrong survival instinct:
Either take full credit or fully deflect.

What actually earns trust is neither.

The PMs leaders trust most are the ones who can say:
Here’s what I pushed.
Here’s what helped.
Here’s what hurt.
Here’s what I would do again.
Here’s what I would change.

No theatrics. No over-defending. No pretending everything was intentional.

Just clarity.

That is the difference between reporting numbers and owning outcomes.

And yes, it is a skill that most of us were never taught.

If this made you laugh uncomfortably, you’re not alone.

I’ve been a GPM for 6+ years,  and there’s one lesson I learned far too late.
If I had understood it earlier, I would’ve made bigger bets, spoken up louder, and grown faster.

"You do not grow by collecting frameworks.
You grow by mastering a few leadership principles that actually change how people experience you."

Most PMs try to learn everything at once.
But every great PM I have worked with became GREAT because they leaned into one strength and led with it.

For some, it was a vision.
The PM who could walk into a room and help everyone see a future that did not exist yet.

For others, it was communication.
The PM people trusted because they made complex decisions feel simple and logical.

Some led through data.
Not by showing charts, but by making the numbers mean something.

Others led through ruthless focus.
They were the ones who said no without hesitation because they knew what mattered.

And some led through resilience.
The ones who stayed steady when everything around them changed.

The mistake is trying to be all five at once.
The shift happens when you pick one strength, master it, and let it become the anchor for how you show up as a leader.

That is when people begin trusting your judgment.
That is when you stop sounding like a task owner and start sounding like someone who can lead a team through uncertainty.

Great PMs are not defined by how much they know.
They are defined by how well they apply their knowledge.

P.S. If you want to master the communication part of leadership, more than 100 PMs have done that inside Persuasive Storytelling for PMs.

P.S. Enrollment for my upcoming cohort on Persuasive Storytelling for PMs is closing soon. 

Like 100+ thriving PMs I guided, if you also want to build the communication skill that helps you get seen and paid like the leader you are, register here: https://lnkd.in/dwvXarPH

These are the hard truths most PMs only learn after a few uncomfortable moments. I know I did, as well as many PMs on my team.

Not all at once. Usually one at a time.

First, PMs realize that results do not speak for themselves.
When outcomes are not clearly framed, others fill in the story. Sometimes incorrectly.

Then comes the phase where PMs try to fix everything by doing more.
More meetings. More docs. More follow-ups.
The work increases, but clarity does not.

Many PMs also notice how being busy works early in their career.
Later, it quietly starts to hurt them.
Busyness looks like motion, not direction.

Misalignment becomes more subtle at senior levels.
Less open disagreement. More silence.
And PMs learn that when people are confused, the confusion sticks to the PM.

At some point, PMs stop waiting for someone else to step in.
No one breaks the tie.
No one makes the call for them.

That is when expectations shift.

PMs are no longer evaluated on effort or output.
They are evaluated on clarity.
On judgment and how they handle uncertainty when not everyone agrees.

These truths do not make the PM role worse. They make it heavier.

And when PMs recognize themselves in this, it usually means they are already operating at a higher level than their title suggests.

Which of these did you run into first?

P.S. This is the stage where many PMs choose to invest in how they think and communicate. If you want to do that at your own pace, check out Persuasive Storytelling for PMs.

More than 100 PMs have used this proven system to get seen and paid like a leader they are.

Get it here: https://lnkd.in/ept7B9Rr

Are you getting the recognition you deserve?
You have the skill, strategy, and vision. ALL the things.
So why aren’t people listening to you?

I hear this from PMs every single week.

You do the work.
You solve the problems.
You deliver the results.
You show up prepared.
You care about doing things right.

And yet...

Your ideas don’t land.
Your projects don’t get prioritized.
Your budget gets cut.
Your promotion gets delayed (again).

Meanwhile, someone far less capable somehow gets every “yes” you can’t.

It’s maddening.
And it’s not because they’re better than you.

It’s because they understand something most PMs never learn:

People don’t act on information.
People act on emotion – then justify with information.

That’s why your strategy docs, your decks, your logic, your data aren’t enough.

You’re speaking the right language – but in the wrong order.

If you want people to take action, you have to make them care first.

And when you do?
Everything changes.

This is the skill that took me from a team of 5 → to leading a 300+ org at Google...
the skill that helped me secure 9-digit budgets…
the skill I’ve now taught to 100+ PMs through my top-rated Maven course.

🚨 And in 3 days, enrollment for my next cohort closes.

If you’ve been feeling unheard, overlooked, or underestimated –
this is the work that unlocks the next stage of your career.

Persuasive Storytelling for PMs – starts December 8.
⚡️ Live.
⚡️ Tactical.
⚡️ Built for ambitious PMs who want to lead.

And yes – I back it with a 100% tuition-back guarantee.
If you take the full course and don’t feel a meaningful shift in how you persuade, I’ll refund every dollar.

No risk. Only upside.

Enrollment closes soon.

👉🏽 Enroll here: https://lnkd.in/gWc7t4sc

No alternative text description for this image

In the workplace, nobody cares about you.

They care about themselves.

That’s not a bad thing – it’s human nature.
And if you understand it, you can use it to become incredibly persuasive.

Here’s the mistake most people make:
They tell the same story, the same way, to every audience.
They assume facts and logic will win people over.

But that’s not how decisions are made.

People decide with emotion – then use logic to justify it.
If you want people to take action, you have to make them care.
And different audiences care about different things.

Master that – how to reframe your message to trigger the right emotion – and you’ll change how you lead, influence, and drive results.

That’s exactly what I teach in my live Maven course:
⚡ Persuading People: The PM’s Edge in the Age of AI

Maven is offering a massive 25% discount, but it ENDS TOMORROW.

If you’ve been waiting to enroll – this is it.
Join me and learn how to get buy-in, approvals, and commitment on demand.

👉🏽 Enroll here before the discount expires: https://lnkd.in/gWc7t4sc

Maven

Black Friday rant:
Why do companies bend over backwards for new customers...

...and treat their existing customers like they don’t exist?

Every year, my inbox fills with massive “NEW CUSTOMERS ONLY!” Black Friday deals.

Deep discounts, multi-day campaigns, slick landing pages.

And what do loyal, long-time customers get?

Nothing.
Not even a “thanks for sticking with us.”

I get the business logic – Black Friday is great for acquisition.

But here’s the problem:
👀 When you market loudly to one audience, your other audience is listening.

And the message they hear is:
“Your loyalty doesn’t matter.”

It’s such a missed opportunity.

There are smart, simple ways to win on Black Friday *and* make existing customers feel valued:

▶️ Offer early renewal discounts

▶️ Offer multi-year renewal savings (“Renew for 2 years, save 10%”)

▶️ Give loyal customers early access or bonus perks (new customers will see this)

▶️ Create upgrades or add-ons just for them

These moves increase LTV, strengthen trust, and make your best customers feel seen.

Because here’s the truth:
👉🏽 Acquisition drives growth. Retention funds the business.

Companies forget this every November.

What’s the worst Black Friday marketing moment you’ve seen? 👇🏽

Every week your hidden loops run. The cost compounds. I stop that. 

I work with leaders responsible for execution.

The ones carrying deadlines, scope, and accountability that never ease up. It often looks like Founders, VPs, Directors, or Product and Project Leads.

But the role is not what matters, the weight is.

The problem is not effort. The problem is loops you cannot see.

They look responsible in the moment but they drain time, slow decisions, and eat into the trust you’ve earned.

You know the signs:

• A decision pushed off until the opportunity is gone
• A hire delayed until the best candidate walks
• Work you delegated pulled back onto your plate

These aren’t small habits. They are loops that build a mental prison.

I learned to see loops early because I lived inside them for years.

I do not coach in the way you think of coaching. I cut the loop at the source so it stops running you.

My clients walk out with:

• Decisions made in hours instead of weeks
• Teams that move without being pushed
• Projects delivered instead of delayed
• Opportunities secured before they slip away

And when the loops are gone, other shifts happen too:

• Decisions stick the first time instead of circling
• Work stops bleeding into every hour of your day
• Authority shows up in every call and every move
• Careers accelerate

We do not polish symptoms. We cut the loop.

No journaling.
No endless talk.
No drawn-out processes.

You can read what my clients say in the "Recommendations" section below.

If this feels like your world, connect with me.

Roshan Chander

Every leader says they can handle pressure, but the part that rarely gets spoken is how heavy it becomes when the pressure is not theirs alone. 

When every move might ripple through payroll, projects, or someone’s family.  When "I can’t drop this" becomes the quiet loop running the day.

I know that weight. Years ago I was standing in a packed community hall explaining our development plan while half the room waited to disagree. The facts were solid and the plan made sense, but all I could think was that one wrong word could turn the entire conversation into another fight.

That was the moment I saw what was actually happening. I wasn’t leading anymore. I was managing fear and trying not to be the reason things fell apart.

The fear wasn’t about failing. It was about letting people down. The team, the company, and the families whose work depended on the project moving forward. 

That type of pressure doesn’t crash in at once. It builds quietly until simple decisions feel personal and the weight starts running every call.

When clients bring this to me, we trace the point where responsibility turns into pressure. Once they see it, they stop carrying what is not theirs. Decisions feel lighter. Work moves again. 

They get back the space they need to lead.

That is the outcome. Not relief. Control that does not cost your peace.

If that is what you have been chasing, the Loop Exposure Audit is where we start. It is one 60-minute session with a 30-minute review. We map the exact place where the pressure starts influencing your decisions and the cost it creates every week it runs.

Here is the link.
Let's cut the loop that's running the show.

👉 https://lnkd.in/dbZBYDMW

I Cut Hidden Decision Loops that Drain Revenue, Time, and Authority.

The best shift I made as a leader was not meditation, journaling, or slowing down.

It was realizing my "fatigue" was actually friction running in the background.

It showed up in small ways first.

A decision that should have taken five minutes took twenty.
A simple call felt heavier than it should have.
I kept checking the same email before sending it.
Not for edits. To make sure I wasn’t creating another fire to put out.

Meetings kept moving but I could feel myself sitting half a step behind them.

I told myself I just needed more sleep, more discipline, more focus.

None of it changed anything.

One night my wife asked, "Are you even here?"
I was physically present but mentally still running checks from the day.
Replaying things that were already done.
Scanning for problems that had not happened.

That was the moment I saw the real cost.

It was loops running my decisions.

Every rethink. Every replay.
Every silent "Did I miss something" eating up the space I needed to lead.

Once I started spotting those loops, the pattern was obvious.

The more pressure I felt,
the more I checked.
The more I checked,
the slower everything moved.

Not just my work. The entire team.

That is what I expose in the Loop Exposure Audit.

It is two sessions.
60 minutes to identify the loops running your week.
30 minutes to show the exact cost on paper and where the first cut goes.

This is not mindset work.
It is execution work.

See the pattern before it burns another quarter.

👉https://lnkd.in/g5tY8_XY

You know this one.

I lived it longer than I want to admit.

You tell yourself, "Next time I’ll push the decision through"
Then the moment comes and you hesitate.

You tell yourself, "Next time I’ll delegate and let it go"
Then you take it back.

You tell yourself, "Next time I’ll have the hard conversation"
Then you push it another week.

You’re not confused.
You’re not unskilled.
You’re in a loop.

A loop that feels responsible in the moment but costs you days, sometimes weeks, because the same move repeats without you noticing.

And it doesn’t just slow your week.
It slows decisions, timelines, and the trust your team has in your calls.

That’s the one I cut fast.

The Loop Exposure Audit is complimentary for now.

Two sessions.
Sixty minutes, then thirty.
Session one exposes the patterns running your work.
Session two shows the cost on paper and the first cut to make.

If you’ve been repeating the same move for months, you don’t need motivation.

You need to see the loop 👉 https://lnkd.in/gKu8Ex2n

PS: What decision have you been circling that should already be done?

You triple-check work no one else ever thinks about.

Not because you doubt the numbers.
Because you don’t trust what happens if you miss something.

Every deal, every call, every project runs through you.

It feels like control.

I used to live that way.
Every opportunity touched my hands.
Every decision waited for my approval.

It worked for a while.
Then it started costing more than it saved.

In real estate development, I was known for finding the best land before anyone else.

But by the time I was sure, someone else had already built. The myth of certainty cost me more than any mistake ever did.

I’ve seen the same loop in every industry since.
In tech launches, client pitches, and construction bids.

Different surface, same cost.

Leaders believe being careful keeps them safe.
But all that protecting does not stop loss.
It just delays it.

The thing you keep protecting might already be the thing holding you back.

PS: What opportunity are you protecting so carefully that it's already slipped away?

One small hesitation can steal a full week before you notice it.

It starts with a single pause.
A ten-minute decision becomes thirty.
A meeting loops instead of landing.
Your team waits for direction they used to bring on their own.

Not because the work changed.
Because you did.

You carry so much weight that even simple calls feel loaded.
So you play it safe.
You overthink the quiet decisions.
You delay the ones that matter.

Here’s the part most leaders never say out loud.
This hesitation costs a full cycle every week.

The deal that moves while you re-check the brief.
The hire that slips while you "sleep on it".
The task you pull back onto your plate at 4:45 pm because you don’t trust the handoff.

The cost isn’t stress.
The cost is friction.

Friction in decisions.
Friction in execution.
Friction in authority when your team can sense your pause before you speak.

I work at the level where hesitation begins, not where it shows up.

That’s the loop I cut.

The loop that drains revenue, time, and trust without making a sound.

If execution has slowed while your calendar stayed full, that’s not burnout.
It’s the pattern running your week.

If you’re ready to see what’s actually running you, I’ll show you where the loop lives.

I saw a line online years ago and it hit harder than I expected.

"Trying to bring my idea to life but there are so many things I feel like I need to do before I start that I end up doing nothing."

That was me in the last stretch of my real estate development career.

By late 2019, I knew I was done trying to force myself into a life that did not fit anymore.

I had the idea for the work I do now. I could feel it.
But every time I thought about starting, the list showed up.

Build a website.
Pick the right tools.
Write the right words.
Make the offer perfect.
Make myself perfect.

Then 2020 hit. The whole world shook.
All the noise stopped at once.
No one had the answers.
Everyone was guessing.

That was the moment I realized something important.

There is never a clean starting point.
There is never a day where the list gets shorter.
There is never a time when the fear goes away long enough to give you permission.

I was stuck in the same loop I now help other leaders cut.
The loop that makes preparation feel safe and movement feel dangerous.
The loop that keeps you thinking about the work instead of doing it.

Starting my coaching work was not perfect.
It was messy.
I took one step. Then another. Most of them felt wrong as I took them.

But I finally moved.

And once I did, everything that looked impossible became simple because I was no longer thinking about it.

I was in it.

If you are circling something you know you need to start, you are not alone.
Nothing is wrong with you.
You are just stuck in a loop that looks responsible and feels safe.

I know that loop well.
It almost convinced me to stay in a life that was already finished.

Some roles drain you in ways the job description never mentioned.

You spend your days enforcing standards the whole company depends on.
You hold the line when it is uncomfortable.
You make the calls no one thanks you for.

And then you watch other senior people step over the same rules you protect.

Not quietly.
Not by accident.
Openly.

You are expected to clean it up.
You are expected to stay level.
You are expected to absorb the fallout for people who never absorb it for you.

The real cost is not politics.

It is knowing that if you refuse to play the game, they can make your week harder. And if you slip for even a second, your team pays for it.

That is what wears leaders down.
Doing the right thing while knowing it carries a price.
Holding the line while the people above you bend it.

The loop is simple.

You carry responsibility without protection.
You hold the line alone.
You start treating every interaction like a minefield, even when it is not.

I see this pattern in leaders who do everything right.

The weight builds.
You go quiet.
You stop asking for support because there is no one who can step in.

This is the loop I cut.

The one that turns integrity into exhaustion and decision speed into hesitation. The one that drains your week before Monday is even done.

If you are living this, nothing is wrong with you.
You are carrying a role no one prepares you for.

If you want the real source, I’ll bring it into view.

A decision you meant to make before lunch is still sitting there at 4pm.

No crisis.
No missing information.
Just a pause that should not have happened.

That pause is where the loop fires.

Not from lack of skill.
Not from lack of information.
Because being wrong carries more weight than moving late.

The plan you check again.
The message you rewrite even though the first version was fine.
The decision you push forward because the timing feels off.

Individually they look harmless.

Together they slow execution, change how your team moves, and slow your week in ways you only notice later.

That hesitation is not random.
It is a loop.
It fires before the delay appears.

I work at the point where it starts, not where it shows up.

The Loop Exposure Audit shows the exact place the loop fires, the misread behind it, and the cost it creates in time, execution, and authority.

60 minutes to expose it.
30 minutes to show what it is costing and the correction that stops it.

If this firing pattern fits your week, start with the audit.

👉 https://lnkd.in/g3-vz6hd

There was a stretch in my career where I made every decision twice.

Once in the moment.
Then again in my head for hours.

I’d leave a meeting and replay it in the car.
I’d send an email then second-guess the tone.
I’d make a call at 2 p.m. and rethink it at 10 p.m.

I looked like I had it handled from the outside.

Inside, I was waiting for the moment something would crack and expose what I didn’t want anyone to see.

I assumed it was stress.
I assumed it would ease up.
It didn’t.

Because it wasn’t stress.
It was a loop.

A loop that made simple calls feel heavier than they were.
A loop that made every move feel like a test.
A loop that burned more energy than the work itself.

Once I stopped treating every move like a test, things started to move.

Not all at once but fast enough to notice.

You stop re-deciding.
You stop replaying.
You stop burning energy on threats that don’t exist.

And your work becomes more direct, more deliberate, and easier to move through.

That’s what we map in the Loop Exposure Audit.

Sixty minutes to see the loop.
Thirty minutes to see the cost.
One cut to reset how you move.

This audit is complimentary.

If you’re tired of making the same decision twice, start here.
👉 https://lnkd.in/gQyTrFDh

You look composed on the outside.

You doubt every move on the inside.

Leaders rarely say it out loud.
But they feel it every day.

You replay a meeting, not to learn from it, but to check if you looked out of your depth.

You double-check work you already know is solid. You hold back on a move because the idea of being wrong feels heavier than staying still.

That is the loop.
Quiet. Constant. Draining.

I see it fast in others because I lived it longer than I should have.

You hesitate.
You over-prepare.
You hide the questions you should be asking.
You keep it together on the outside.
Inside, the doubt gets louder.

This runs leaders harder than long hours ever have.

In the Loop Exposure Audit, we surface where this doubt runs your decisions, your communication, and your leadership behind the scenes.

Two sessions.
One map.
Your real loop on paper.

The audit is complimentary for now.

If you want to see what has been running your hesitation behind the scenes, start here  👉 https://lnkd.in/g_kuqksU

Most founders will not say this out loud, but many describe the same pattern in different words.

They wake up carrying decisions from yesterday that never fully closed. Hiring calls, revenue pressure, product direction, people issues. The job does not shut off. 

Every choice rolls into timelines, teams, and customers.

One founder told me he was not tired of the work. He was tired of being the only person who had to stay composed so the team did not read into anything.  Not because he was hiding something but because responsibility works that way.

When we went through his week together, the slowdown was not coming from complexity. It was coming from a loop. A repeatable pattern in how he approached decisions under pressure. 

The loop made him hold things longer, tighten simple calls, and re-check work that did not need his hands on it.

From the outside, it looked responsible.
Inside the business, it slowed execution.

Founders rarely talk about this version of pressure. They keep moving, they deliver, and they make the call. But the internal load starts shaping decisions earlier than they notice and the cost shows up later.

This does not change with motivation or rest.

It changes when you find the exact point where the loop begins to influence the decision.

If you want to see where this pattern begins in your week, the Loop Exposure Audit shows it clearly. The link is in my featured section.

You know that moment when the day ends and you can’t explain where it went.

You were on calls.
You answered everything.
You handled every fire.

But nothing important actually moved.

That used to happen to me more than I’d ever admit.
I wasn’t procrastinating.
I wasn’t avoiding work.
I was stuck in a loop I didn’t know I was running.

I kept solving the urgent thing because it was easier than facing the real thing.

I stayed busy because busy felt productive.
By the time afternoon hit, I had nothing left for the work that mattered.

That’s the loop leaders don’t talk about.

Not laziness.
Not lack of discipline.

A loop that pulls your attention to whatever is loudest instead of whatever is required.

You don’t see the cost in the moment.
You feel it later in the things that should have moved but didn’t.

That’s why I built the Loop Exposure Audit.

Sixty minutes to identify the loops that hijack your day.
Thirty minutes to see the cost on paper.
One cut to take back your attention.

The audit is complimentary.

If your days keep filling but nothing meaningful moves, start here.
👉 https://lnkd.in/gE2g4mCX

Leaders do not raise these issues to complain. They bring them up when execution stops behaving the way it normally does. A decision that should move forward in a day starts taking a week, even though the facts are clear and nothing material has changed.

In the Loop Exposure Audit, this pattern shows up consistently. The leader points to the decision and assumes the problem is complexity or timing. 

When we trace the sequence backward, the slowdown starts earlier. A specific hesitation appears, gets repeated, and then shows up again across the week.

The decision itself is not the problem. The interference guiding it is.

Once that interference is identified and corrected, decisions begin moving again. Not because of pressure and not because of insight. They move because the same mistake is no longer being replayed.

The Loop Exposure Audit is designed to locate the exact point where execution starts to break down and correct it. If something keeps slowing your week and you cannot explain why, I show you exactly where that interference begins and how it has been repeating.

👉 https://lnkd.in/gHvjuDwj

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The Battle

Roshan Gupta

Roshan Chander

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The Battle

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Roshan Chander

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Roshan Gupta's LinkedIn Performance

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