Founder of StrategyBreakdowns.com

TLDR: Worked in strategy consulting → Joined strategy team at Atlassian → Started writing strategy case studies → People liked them, so I left my job and went full-time

Tom Alder

8 things I've learned while living in Valencia for the past month:

1/ The "slow" culture made me realise how much day-to-day urgency you experience everywhere else.

2/ Europe is the best timezone - 4 hours of deep work before US Eastern gets online.

3/ The city is easy-going and beautiful, but not efficient. Restaurants with lines out the door and empty tables, busses show up 15 mins late (or not at all), 'the system is down' is almost a daily occurence.

4/ I love a siesta but find it nearly impossible to refocus afterwards. Better for marking the transition from work → life.

5/ Meeting people as a digital nomad requires more intentionality than I thought. 

6/ Everywhere you look, you see someone's creative touch. Tiles, balconies, door handles. Everything is decorative, even if in a small way. 

7/ I didn't see a single person on a laptop in a cafe. 

8/ Paella is more than just a regional dish. Everyone is quick to recommend their favourite spot, share tips and rules for ordering it correctly, and tell their Paella-based memories. People worship it here (rightly so!)

—

👉 P.S. If you enjoyed this post, you'll love my newsletter - a 3-minute breakdown of the strategy playbooks and growth hacks behind the world’s greatest companies.

Join 100,000+ strategy nerds from companies like Google, Meta, Atlassian, and Netflix: https://lnkd.in/g2FWfXGR

The team at beehiiv just showed me what they're launching next week.

I've analysed hundreds of product releases.

This one I'm gonna join live.

Most companies make tweaks and add tiny features.

beehiiv have been quietly building something that got me absolutely hyped.

Tyler Denk 🐝 and team have cracked something fundamental about how creators grow and monetise.

I can't share specifics (NDA), but here's what I can say:
If you're building a creator/media business in 2025, you should join us at the launch event!

Register here → https://lnkd.in/gh3tKmCZ

People always ask "How did you decide when to quit your job and go all-in?"

3 months after launching Strategy Breakdowns I told my boss I was leaving.

This was my napkin math:

The business was making just under $3k/mo.
~$2.2k from newsletter sponsorship, rest from affiliate revenue.

→ I was publishing 1 newsletter every 2 weeks
→ If I ran them weekly, that'd 2x sponsorship + 1.5x affiliate revenue

→ I had 1 sponsor per newsletter
→ If I had 2, that'd 2x sponsorship revenue again

→ I had 20k subscribers
→ If I grew to 50k, that'd 2x sponsorship + 1.5x affiliate revenue again

Q: If I quit my job, would the extra 40hrs per week be enough to publish 1 extra newsletter every 2wks, sell 4x as many ads, and speed-run an extra 30k subs by reinvesting all revenue into subscriber growth?

Once I laid out all the inputs, it became an easy 'yes'.

I could probably hit $10k/mo within a month or 2, even factoring some contingency if I couldn't sell 100% of my ad inventory.

Then if I kept growing the newsletter, and added new ways to monetise, I figured it wouldn't be too much drama to get to $20k/mo.

Quitting a high-paying tech job for a $3k/mo newsletter = crazy, risky, scary
Quitting a high-paying tech job for a (soon-to-be) $20k/mo newsletter = makes sense

Same business. 
Different frame.

Don't be afraid to math it out.
Goes a long way in building up conviction.

—

👉 P.S. If you enjoyed this post, you'll love my newsletter - a 3-minute breakdown of the strategy playbooks and growth hacks behind the world’s greatest companies.

Join 100,000+ strategy nerds from companies like Google, Meta, Atlassian, and Netflix: https://lnkd.in/g2FWfXGR

Valve makes $50 million per employee.

Microsoft? $18 million.
Apple? $2.4 million.
Meta? $1.9 million.

How does a 350-person gaming company eclipse every tech giant on the planet?

→ They built a 30% tax on PC gaming.

Every game sold on Steam. Every microtransaction. Every indie hit and AAA blockbuster. If it's sold on their platform, Valve takes 30%.

They do develop games themselves, but vast majority of their revenue comes from infrastructure, maintenance, and collecting.

What makes it even more remarkable:

Zero traditional management mechanisms.

Valve operates with a completely flat hierarchy. No managers assigning work. No executives approving projects.

Instead they pioneered several radical workplace practices like choose-your-own team, and peer-reviewed bonuses.

Your colleagues (not your boss) determine your compensation based on your contributions. The entire company votes on your impact.

The result:
336 employees shared $444 million in total compensation in 2021. That's an average of $1.3 million per person.

And the company is on track for $17 billion in revenue in 2025.

They proved something most large corporations forget:
You don't need more people. You need the right structure (business model + organisational model).

—

📖 If you liked this post, you’ll definitely enjoy my newsletter article Why Valve has no managers!

Take a look here: https://lnkd.in/gyDPxJQ5

Imagine you are a marketing manager working for Coca Cola in 1971.

To make your most important decisions, you might have access to things like:
• Sales info
• Customer surveys
• Financial metrics

IF you spend a few days (possibly weeks) digging around the company for them. Remember, no computers back then.

Now, imagine you had instant access to:

→ The 5x highest performing newspaper/billboard/bus-stop ads out of the 10,000’s of ads Pepsi Co are running globally.

→ Real-time dashboards showing the number of daily, weekly, and monthly walk-ins for a McDonalds store that you’re doing a deal with.

→ A system that tracks every soft drink consumer in the world, showing you exactly what magazine they are most likely to get their beverage news from, and accurate trend data showing you a spike in conversations about “sugar-free”.

All entirely for free, fully self-serve, without ever needing to contact any Pepsi staff, McDonalds partners, or magazine analysts.

That is the world we live in.

But most people don't fully appreciate this. 

Every internet user and interaction leaves digital footprints. These footprints (if you know where to find them) reveal insights that make traditional ‘strategy theory’ feel like guesswork.

Not leveraging an 'information advantage' for your most important decisions, projects, products etc today is like voluntarily boxing yourself into a cubicle at Coca Cola HQ in 1971.

My vote: let’s use the tools available to us!

That's why I created 'Websites & Traffic' - a training that transforms you into a modern data-driven strategist.

If you want to skyrocket your persuasiveness, impact, and progression (but you’re looking for a modern-day approach that doesn’t involve slugging through more abstract ‘strategy theory’), this is for you! 

→ https://lnkd.in/gcWA7dyd

POV: You launched something and 1500+ people show up at once.

No paid ads. 
No viral post. 
Just an organic launch email.

Here's what the hype is all about:

Yesterday I launched 'Websites & Traffic'.

It's a training bundle for strategic professionals who need to back up their ideas with persuasive data. 

In just 5 days, you'll master 28 specific tactical skills that let you reverse-engineer any company's digital strategy - whether that's:
- Your #1 competitor
- A potential customer you're trying to close
- The market leader in your space
- Your highest-risk vendor
- Or simply a company whose strategy you want to learn from.

This isn't old school 'competitive analysis'.

These data-driven strategy skills are must-haves in today's age for just about any strategic use case:
- Preparing for customer interviews
- Increasing your own company's reach
- Analysing any player in your market
- Evaluating partnership opportunities
- Researching prospects before sales calls
- Investigating a trend you want to capitalise on

It works even if you've never heard of SimilarWeb, don't know what a UTM parameter is, and think "organic traffic" just means the line at the farmers market.

If you want to walk into your next big meeting as 'the person who always has the data', check it out → https://lnkd.in/gcWA7dyd

Why change fails. Brilliant. 

Source: Lippitt-Knoster Model - The 5 Components of Organisational Change.

Amazon website from every year since 1997, in chronological order.

—

👉 P.S. If you enjoyed this post, you'll love my newsletter - a 3-minute breakdown of the strategy playbooks and growth hacks behind the world’s greatest companies.

Join 100,000+ strategy nerds from companies like Google, Meta, Atlassian, and Netflix: https://lnkd.in/g2FWfXGR

The Amazon website every year since 1998

AI NEWS: Fyxer AI ($1→25m ARR in 12mo) just dropped the biggest upgrade to their core product since launch.

Here's everything you need to know:

Fyxer's core product "Drafts" lives inside Gmail/Outlook, and it auto-drafts email replies in your voice for you to review, edit (if needed), and send.

They just released "Drafts 2.0" with a wall-to-wall revamp of product improvements:
→ better context searching (remembers past conversations to reply how you would)
→ dynamic tone detection (adapts to who you're emailing - client, manager, colleague etc)
→ smarter call scheduling (handles time zones automatically and finds times that suit everyone)

The result: users are now sending *twice* as many email drafts without edits.

Check out the draft it wrote below.

For anyone spending an hour+ on email: this is one of the apps that actually saves me tangible time + focus on a daily basis. 


For the product-led-growth nerds - onboarding is slick too. Starts working in 30 seconds with Gmail or Outlook signup. Automatically learns your voice. Zero setup or learning curve.

I love startups like this - simple idea with perfect execution.


Oh and I convinced the Fyxer team to give my readers a special signup offer https://lnkd.in/gsuYEPQP (Partner link)

This is how you print $$$ by running ads in newsletters:

(And no, it's not generic copy + CTA to 'sign up now')

I've run 100s of ads in my 100k reader newsletter.

Worked with the best growth marketers in the world at companies like Atlassian, Clay, Vanta etc and I think I might have the highest renewal rate in the industry.

Here is the no-fluff playbook for getting results from newsletter ads:

1/ Less is more.
Longer ad copy (and longer sentences) ALWAYS perform worse. This may seem counterintuitive, I know it's tempting to write paragraphs about your product, but the quicker readers can internalise your message the more likely they'll read it in full. Aim for ~3 sentences / bullets total.

2/ Scannable format
Our best performing ads have the following characteristics:
- Start with a catchy, intriguing, spicy headline in *bold*
- Short punchy lines/lists with line breaks for breathing room
- Button with unique CTA ("Show me my security score", "I want the free playbook")

3/ Specific objectives.
Don't assume the newsletter knows what you want. People default to impressions/clicks, but every time I dig deeper there's a more important goal: "I want our founding story going viral", "I want a pretty report with data and community screenshots to share with my boss (my promotion is coming up)", "I want to run an isolated test to see if a waitlist/free trial/free plan works for us". 

4/ Don't just run 1 ad. 
I'm not saying this because more ads = more spend. There are 3 reasons you NEED to test with multiple ads: a) it takes multiple touchpoints for decision-makers to take action (when was the last time you saw a brand for the first time and 30s later you're on a $99/mo plan?), b) you test multiple angles to learn what resonates, c) most newsletters do bundle discounts so its cheaper per ad/open/click. 1 ad = throwing money away.

5/ Keep a swipe-file.
Seems obvious but not enough people do this. Collate your highest-performing social posts. Your competitors' best FB ads. Your best-converting landing page. Leverage these for your ad copy - don't ever start from scratch.

6/ You want partnership, not just sponsorship.
If your 'partner' isn't actively helping you tighten your copy, learn from the data, leverage their high-performing assets, investing their own money + time + resources into ensuring you win, you need to run.

7/ Backend funnels are magic.
This might be the most important alpha of all. The sponsors that are ripping right now do some variation of: run ads to a lead magnet/webinar → capture email → survey to segment (optional) → email nurture with education + social proof + objection-handling → sales handoff to book a demo/whiteglove/welcome offer. 1 person can build this in 1 day with AI, and it gets >10x better results per ad.

I have just 3 ad slots in my newsletter left this year, then I'm increasing prices for '26. 

If you're targeting strategy nerds (founders, PMs, devs), DM me!

5 unconventional tactics I learned at Atlassian (your company should copy these):

1. Everyone reads customer feedback (literally everyone)

Every week, every employee gets an automated email with 3 randomly selected verbatim quotes from customers. Bug reports, success stories, feature requests.

Over time you start spotting patterns. You develop intuition for customer sentiment. When you're proposing something, you can back it up with qualitative data you rememeber reading.

2. No PowerPoint allowed, only memos

Good writing is good thinking. You can disguise terrible ideas with pretty slides.

Every idea, every meeting, every project, every roadmap lives as a Confluence page. Writing out your ideas forces you to get specific about what you actually want to say (and why it matters). 

3. Every team has visible KPIs

Based on your team and role, you always knew exactly what metric mattered most. OKRs aren't perfect, but they create MASSIVE clarity of direction.

You also always knew what your KPI was driving at the division or company level (ie. what it "rolled up" to). Month commentary from owners explaining movements makes it easy to tell what matters to teams across the whole company. 

4. Open by default

Jira boards and Confluence pages have full organisational sharing permissions toggled on by default. This is a small but hugely significant product design choice.

Unless you actively close it off, everyone in the company can find, read, and comment on your work. Google Docs and Word don't do this – which means every new doc feels "yours" instead of "ours." 

5. Roll out to employees first

When I worked there, Atlassian had over 10,000 employees. That's a pretty sizable testing ground, and every mature product team would roll out changes to Atlassians first (who were using these tools every day).

This lets you catch bugs and bulletproofs ideas before paying customers see them, and creates a friendly space for candid feedback.

The pattern: make transparency and feedback the default (not the exception) for every product, decision, and idea.

Happy building.

—

👉 P.S. If you enjoyed this post, you'll love my newsletter - a 3-minute breakdown of the strategy playbooks and growth hacks behind the world’s greatest companies.

Join 100,000+ strategy nerds from companies like Google, Meta, Atlassian, and Netflix: https://lnkd.in/g2FWfXGR

Eric has been named "CEO of the Year" at the 2019 Business Excellence Forum, one of the "Top 30 Entrepreneurs in the UK", 35 and under, by Startups Magazine, and among "Britain's Most Disruptive Entrepreneurs" by The Telegraph. His work has featured on over 7 major TV stations, in the Wall Street Journal, and The Economist. He has also appeared as a guest judge on The Apprentice.

Over the last 20 years Eric has advised Fortune 50 CEOs while at McKinsey & Company, helped build Skype’s multi-billion dollar success story, founded several companies, and helped scale over 100.

Eric has completed a coaching certification and apprenticeship with Professor BJ Fogg, who leads Stanford University’s Behavior Design Lab. He also continues to research evidence-based studies in psychology, neuroscience, habit change, leadership, and peak performance.

Eric coaches and mentors CEOs and leaders throughout the world, helping them reach peak levels of performance, in both their businesses and lives. He draws from his world-class work experiences, cutting-edge research, and behavioral science from Stanford University - as well as the approaches and techniques used in the worlds of elite sports and the military - areas where peak performance is key.

Today Eric runs his own investment and advisory firm helping clients scale their companies, their leadership, and themselves. Over 100 companies have been advised and/or invested in to date, ranging from pre-revenue to multi-billion-dollar valuations, with 30 active portfolio companies. Sectors include AI, fintech, quantum computing, digital transformation, point-of-sale solutions, online home furnishings, hospitality tech, outsourced employment solutions, and cybersecurity to name a handful.

As a speaker, Eric is well-positioned to speak about peak performance, leadership, and company building. Over the years he has shared stages with Jesse Itzler, Lord Alan Sugar, Bear Grylls, Stedman Graham, Double Gold Olympic Champion Kelly Holmes, and Stephen M.R. Covey, to name a few.

Eric is also the author of the Amazon best-seller "The 3 Alarms" and is currently working on his next book with Dr. Christian Poensgen.

He also writes Peak Performance Insights - the newsletter that provides ultra-practical tips for business, leadership, and self-mastery.

Learn more at www.EricPartaker.com and join a growing community of over 235,000 people.

Eric Partaker

The CEO Coach | CEO of the Year '19 | McKinsey, Skype | Author | Follow for posts about business, leadership & self-mastery.

Founder & CEO

A private investment and advisory firm helping ambitious entrepreneurs scale their companies, their leadership, and themselves.

It took me a while to understand this.

When I stepped into my first leadership role,
I believed success was a result of perfect systems and processes.

But, as Mike Ettore - Executive Leadership Coach so eloquently points out
in this image from his book “Trust-Based Leadership”

You LEAD PEOPLE and MANAGE THINGS.

It wasn't until years later that I truly grasped
this profound difference.

But once I did, I began to see people,
not as resources to be managed,
but as individuals to be led with purpose and care.

6 significant lessons I've learned from my experience:

1. Human Connections > Business Metrics
While KPIs and metrics are important, leaders build genuine relationships. They make the effort to know the person behind the role—understanding their aspirations, their concerns, and what motivates them beyond the numbers.

2. Distribute Decision-Making Power Across All Levels
Leaders trust their team enough to let them make their own decisions. I've repeatedly found that empowering your people builds their confidence, inspires them to be creative, and makes them accountable.

3. Come Down to Their Level
Leaders adapt to each team member's unique needs. Flexible work, personalized feedback, whatever it is… meet people where they are if you want them to thrive.

4. There is Power in Vulnerability
Leaders are transparent about struggles and uncertainties. I've learned that being open about my own challenges and seeking help when I need it builds trust. You share, you grow.

5. Identify And Celebrate Diversity
A high-performing team is also a well-rounded team. Identify and nurture each member’s strengths and create a space where they feel safe to contribute. Their varied perspectives and skills will only help you thrive.

6. Create Purpose-Driven Work
Your people are inspired when they understand how their contributions shape the bigger picture. Help them find meaning in their work and they will champion your business.

Leadership is not just about achieving outcomes.
But about enriching the lives of those you lead.

And that can only happen by leading with
compassion, kindness, and empathy.

Let's lead with not just our minds, but also our hearts. ❤️

♻️ Repost to your network if this resonated with you.
And follow Eric Partaker for more leadership insights.

STOP CHOKING YOUR COMPANY'S GROWTH.

Hard truth: Micromanaging is killing your team’s potential—and slowing your business down.

Hovering. Second-guessing. Forcing approvals for every little thing.

That’s not leadership.
That’s friction.

In 2025, the best leaders do less managing and more empowering.

👉 You hired smart people. Now let them be smart.

Here’s what happens when you give your team real ownership:

✅ Innovation skyrockets
✅ Motivation multiplies
✅ Results come faster (with less of your time)

At the end of the day, you’re not paying for bodies in chairs.

You’re paying for outcomes.

Want to build a high-performance company?

Do this:
1. Hire for attitude, train for skills
Skills can be taught. Ownership mindset can’t.

2. Delegate outcomes, not tasks
Spell out the what. Let them figure out the how.

3. Stop policing flexibility
Remote? Hybrid? Let them work where they perform best.

4. Coach, don’t control
Train your managers to enable, not micromanage.

5. Make feedback a two-way street
Create a culture where ideas flow up, not just down.

6. Celebrate wins loudly and often
Recognition fuels momentum.

7. Respect life outside of work
Healthy humans are high performers.

Bottom line:
Trust is a business multiplier.

When people feel trusted, they take ownership.
When they own it, they drive results.

Let go of control to gain real influence.

♻️ Agree? Repost to inspire a CEO in your network.
Follow Eric Partaker for more on inclusive leadership.

——

📢 Want to become a world-class CEO?

I'm hosting a FREE LIVE TRAINING:

"Build Your Business By Networking"
Wed, Nov 5, 12:30pm Eastern / 5:30pm UK
https://lnkd.in/dNvisZbi

Silence isn't golden at work. It's a warning sign.

12 more signs of a broken culture:

— All the good people are leaving
— No one is sharing feedback
— People are pointing fingers
— Communication is weak
— Mistakes are punished
— Ideas get shot down
— Leaders don’t listen
— Creativity is stifled
— Gossip is rampant
— Trust is missing
— Stress is high
— Morale is low

A healthy culture looks like this:

— Leaders listen
— Morale is high
— Creativity thrives
— Teamwork is strong
— Stress levels are low
— People stay and grow
— Trust goes both ways
— Support is everywhere
— Everyone is sharing ideas
— Leaders welcome feedback
— There's open communication
— Mistakes are learning moments

If you see more in the broken list than the healthy one,
it's time for a change.

Leaders:

✅ Start by listening.
✅ Model good behavior.
✅ Build trust with your team.

They deserve it. And your future depends on it.

♻️ Agree? Repost to help a CEO in your network.
💡 Follow Eric Partaker for more leadership insights.

--

📢 Want to become a world-class CEO?

I'm hosting a FREE LIVE TRAINING:

"Work with Your Board to Accelerate Growth"
Thur, Nov 13, 12 noon Eastern / 5pm UK
https://lnkd.in/dFCjvqem

I've hired 2000+ people in my career.

There’s one thing I look for above all else…

People who make things easier, not harder.

Here’s how they do it:

1. Make others look good
↳ Lifts the team’s performance
↳ Builds trust and goodwill effortlessly

2. No drama
↳ Cool, calm, and collected
↳ Maintains composure during challenges

3. Growth mindset
↳ Believes in the power of “Yet”
↳ As in, I may not know how to do this… “Yet”.

4. No ego
↳ Opens doors to learning
↳ Strengthens relationships

5. Relentlessly reliable
↳ Builds credibility
↳ Shows you can be counted on

6. Empathetic
↳ Creates deeper connections
↳ Enhances team cohesion

7. Gets the job done
↳ High degree of determination
↳ Creates a path forward, even if unclear

Across all the businesses I’ve built to date,
the standout performers had these traits in common.

Simple habits that deliver real impact over time.

And the surprising truth?

Most people overlook them.

In a world of unexpected events,
and sudden twists and turns,
the people who makes things easier
are the true diamonds in the rough.

Focus on these traits.
Develop them over time.
They will pay you back forever.

What’s one undervalued skill you think
deserves more recognition?

Let me know in the comments ⬇️

♻ Repost to inspire someone in your network.
Follow Eric Partaker for more on self-improvement.

–

📢 Want to become a world-class CEO?

Join my FREE LIVE TRAINING:

"SCALE Workshop™: The 5-Step System to Unlock 10x Growth"
Thur, Nov 20, 12 noon Eastern / 5pm UK
https://lnkd.in/dm6Stfeb

📌 And if you're ready to break 
through your growth ceiling...

Earlybird enrollment is open for the next 
Founder & CEO Accelerator cohort.

Join today & save $500: https://lnkd.in/dY5TRVmW

Hire a micromanager today.

Lose your top talent tomorrow.

Great employees are hard to find, and easy to lose.

And the truth is, micromanagers don’t build teams.
They dismantle them, one top employee at a time.

As a leader, it’s your responsibility to create
an environment where your team can thrive.

Here are 7 ways to keep your top talent engaged:

🛠 Trust and empower to ignite their potential.
💰 Pay what they’re worth, or someone else will.
⚖ Offer work-life balance or lose them to burnout.
🎯 Give meaningful work or they’ll find it elsewhere.
📚 Provide growth opportunities and watch them soar.
🏆 Recognize achievements or they’ll stop aiming high.
🌼 Build a great culture so they can blossom and shine.

Nothing says “I trust you” LESS than constant surveillance.
So, make sure you give your team the freedom to grow.

After all, your people are your greatest asset.

Have more suggestions to add?
Drop them in the comments ⬇
I’d love to hear them

♻ Repost to help those being micromanaged.
And follow Eric Partaker for more leadership insights.

Most companies are bleeding cash in 4 spots.

(And don't even know which wound to fix first.)

Here's the brutal reality:

Every dollar leaving your business falls into one of these buckets:

OPERATIONS (OpEx) - The Daily Bleed
↳ Your rent, salaries, software subscriptions
↳ The money that vanishes every month
↳ Cut too deep? Your business stops tomorrow

ASSETS (CapEx) - The Big Bets
↳ That $50K machine, new warehouse, custom software
↳ Spend once, use for years
↳ Get it wrong? You're stuck with expensive mistakes

SALES (RevEx) - The Revenue Tax
↳ Every sale costs you something
↳ Materials, commissions, shipping, processing fees
↳ Ignore this? Profit margins turn into losses

MONEY (FinEx) - The Hidden Killer
↳ Interest on loans, bank fees, credit charges
↳ The cost of using other people's money
↳ Let it grow? It eats your profits alive

Let's look at 2 examples:

Coffee Shop Reality:
• OpEx: $15K/month (rent, barista wages, utilities)
• CapEx: $80K once (espresso machine, renovation)
• RevEx: $3 per cup sold (beans, cup, lid)
• FinEx: $500/month (equipment loan interest)

SaaS Startup Truth:
• OpEx: $50K/month (team, AWS, office)
• CapEx: $200K once (custom platform build)
• RevEx: $20 per customer (payment fees, onboarding)
• FinEx: $2K/month (venture debt interest)

Most founders lump all expenses together.
Then wonder why they can't scale.

But when you separate them?

OpEx → Find your true burn rate
CapEx → Time investments perfectly
RevEx → Price products profitably
FinEx → Optimize capital structure

Crucial insights:

✓ High OpEx? You're not scalable yet
✓ No CapEx? You're not building moats
✓ Rising RevEx? Your unit economics are broken
✓ Climbing FinEx? You're overleveraged

Common traps:

❌ Treating CapEx like OpEx (and vice versa)
❌ Ignoring RevEx when setting prices
❌ Letting FinEx compound silently
❌ Not tracking any of them separately

The uncomfortable truth:

Your competitor who's winning?
They know these numbers cold.

While you're guessing, they're optimizing.
While you're hoping, they're measuring.

Watch what happens when you finally see where your money really goes.

Your future self will thank you.
Your investors will respect you.
Your business will actually scale.

Stop managing "expenses."
Start managing OpEx, CapEx, RevEx, and FinEx.

That's how you build something that lasts.

P.S. Want a PDF of my Expenditures cheat sheet?
Get it free: https://lnkd.in/d-tVwZhu

♻️ Repost to help a founder in your network.
Follow Eric Partaker for more financial insights.

6 storytelling frameworks every leader needs to know.

Most CEOs get storytelling wrong.

And it's costing them millions.

I've seen brilliant ideas die in boardrooms.
Watched potential investors check their phones.
Noticed employees' eyes glaze over during speeches.

Not because the ideas were bad.
But because the story wasn't there.

These 6 frameworks change everything:

1) Simon Sinek's Golden Circle
↳ Don't start with what you do. Start with WHY you do it.
↳ Then explain HOW you do it differently.
↳ Only then share WHAT you actually offer.

When Airbnb pitches, they don't just say "we rent rooms."
They start with "we create belonging."

2) Minto's Pyramid Principle
↳ Hit them with your main point first.
↳ Support it with clear evidence.
↳ Add details only if they ask.

Your busy stakeholders will love you for this.
No more waiting until slide 20 for the punchline.

3) The Pixar Pitch
↳ "Once upon a time..." (set the scene)
↳ "Every day..." (show the problem)
↳ "Until one day..." (introduce your solution)
↳ "Because of that..." (share the impact)
↳ "Until finally..." (reveal the transformation)

This structure is pure magic for showing
your company's journey or vision.

4) StoryBrand Framework
↳ Your customer is Luke Skywalker
↳ You're Yoda, the guide
↳ Show them how to win

Stop making your company the hero. It's not about you.

5) What, So What, Now What
↳ State the facts clearly
↳ Explain why anyone should care
↳ Define the next steps

Perfect for turning quarterly reports from sleep aids
into action drivers.

6) ABT (And, But, Therefore)
↳ Set up what everyone agrees on
↳ Introduce the challenge
↳ Present your solution

When you need to be quick and compelling,
this is your go-to.

In today's world, the best story wins.

It wins the talent.
It wins the customers.
It wins the investment.

Your brilliance deserves a story that matches it.

Master these frameworks, and watch what happens to:

Your impact.
Your influence.
Your bottom line.

P.S. Want a PDF of my Storytelling Frameworks Cheat Sheet?
Get it free: https://lnkd.in/dCPQChbV

♻️ Repost to help a CEO in your network.
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Harvard report: 71% of meetings are unproductive.
65% keep people from doing real work.

The best leaders don’t run more meetings.
They run the ones that matter.

The goal:
Keep teams aligned, focused, and moving fast.
Without wasting time.

Here’s how to run the meetings that actually move the business forward:

Weekly 1:1
↳ Let them drive the agenda
↳ Listen first, coach second
↳ End with 2–3 clear next steps

Leadership Team Meeting
↳ Review key metrics in 10 minutes
↳ Focus on 2–3 high-impact issues
↳ End with clear decisions and owners

Weekly Operating Review
↳ Review KPIs by exception
↳ Flag risks in revenue, churn, or ops
↳ Assign fixes with owners and due dates

Quarterly Planning Session
↳ Review last quarter’s goals
↳ Debate and choose top 3 priorities
↳ Assign clear owners and resources

Voice-of-Customer Session
↳ Bring 3 real pain points
↳ Let customers talk 70% of the time
↳ Follow up within 30 days

Board or Investor Update
↳ Share the hard stuff first
↳ Highlight 1–2 metrics that matter
↳ Ask for help with specific challenges

All-Hands
↳ Explain the why, not just the what
↳ Take live, unscripted questions
↳ End with one clear message

You may not need all of these.
Some might add a daily standup.

But chances are, your company doesn’t need half the meetings on the calendar now.

Use this list to audit what’s working.
Cut what’s not.

Your team will thank you for their time back.

Better meetings = faster decisions, sharper focus, and real momentum.

P.S. Does your company have too many meetings or just right?

Want a PDF of my 7 Meetings Cheat Sheet?
Get it free: https://lnkd.in/dHSgPXTp

♻️ Repost to help a leader in your network.
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📌 And if you're ready to break 
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70% of CEOs say their strategy is clear. 
(Only 10% of their teams agree.)

That gap?

It’s where misalignment lives. 
Where priorities get lost. 
Where momentum dies.

If you’re scaling a company, there’s nothing more 
dangerous than thinking your strategy is clear— 
when it’s not.

👉 That’s why my Wheel of Strategy matters.

It breaks strategy down into 4 essential areas.

And challenges you to answer 20 dead-simple, 
high-impact questions: 

🧭 Purpose & Direction 
1. Why do we exist? Who actually needs us? 
2. What’s our mission in one clear sentence? 
3. What do we believe that drives how we operate? 
4. Where do we want to be in 3 years? 
5. What would success look like if nothing held us back?

📊 Market & Advantage 
6. Who is our highest-value customer? 
7. What pain are they feeling every day? 
8. What’s changing in our industry? How do we stay ahead? 
9. Why do people choose us—or not? 
10. What can we offer that’s hard to copy?

📈 Goals & Metrics 
11. What are our top 3 priorities right now? 
12. What does success look like this quarter? 
13. What’s the one number that matters most today? 
14. How do we review progress each week? 
15. What milestone will tell us we’re winning?

⚙️ Actions & Tactics 
16. What must we deliver in the next 90 days? 
17. Who owns each outcome? By when? 
18. What’s currently blocked? How do we fix it fast? 
19. What quick wins will build momentum now?
20. When and how will we check in and adjust?

No fluff. No 50-slide decks. 
Just strategic clarity—fast.

Save this sheet. 

Use it in your next: 
— Leadership meeting 
— Quarterly reset 
— Or offsite

If you and your team can’t answer 
these questions confidently...

It’s time to go back to the strategy table.

Because real alignment doesn’t come from 
louder messaging. 

It comes from sharper thinking. 

Want a PDF of my Wheel of Strategy?
Get it free: https://lnkd.in/dZh8BPwM

♻️ Repost to help a leader in your network.
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Stop Wasting Energy on the Wrong People

Focus on the ones who want to grow.

Some team members need coaching.
Others need freedom.
Some need realignment.
And a few? They need to go.

High-performing CEOs don’t manage by gut.
They manage by clarity.

They use frameworks to focus their time where
it actually moves the business forward.

One of the best?
The Skill/Will Matrix.

Created by Max Landsberg, it helps you
see your people clearly.

Not as a monolith, but as individuals with
different levels of capability and motivation.

Here’s how high-impact leaders use it:

🟡 Top Performers (High Skill + High Will)

These are your A-players.
You don’t micromanage them. You grow them.
Stretch their role.
Give them ownership.
Recognize them.
Build the future of your company around them.

🟢 High Potentials (Low Skill + High Will)

They want to succeed.
They just don’t have the experience yet.
Coach them.
Set them up for wins.
Don’t smother them — develop them.

🔵 Disengaged Experts (High Skill + Low Will)

They can deliver, but they’ve disconnected.
Misaligned? Burnt out? Bored?
Ask. Listen.
Sometimes a small shift reignites their fire.
Sometimes, it doesn’t.

🔴 Low Performers (Low Skill + Low Will)

This is where time goes to die.
They don’t improve. They don’t want to.
Give one clear chance to change.
If nothing shifts, exit quickly and respectfully.
Keeping them drains your top talent.

You won’t always place people cleanly in 1 box.
That’s okay.

The point isn’t perfection.
It’s perspective.

Focus your energy on the people who make
your company better.

Leadership isn’t about doing more.

It’s about knowing where to lean in.
And where to let go.

P.S. Want a PDF of my Skill/Will Matrix Cheat Sheet?
Get it free: https://lnkd.in/dmesRHGF

♻️ Repost to help a CEO in your network.
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📌 And if you're ready to break 
through your growth ceiling...

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Most businesses chase growth the wrong way.
(They jump to risky bets before exhausting safer moves.)

Every company has 7 levels of growth potential:

Level 1 – Customer Penetration
↳ Sell more to existing customers
↳ Safe but limited

Level 2 – Customer Acquisition
↳ Same products, new customers
↳ Expands revenue with low risk

Level 3 – Product Innovation
↳ New offerings for your current base
↳ Higher margins, stronger loyalty

Level 4 – Channel Innovation
↳ New ways to deliver and sell
↳ Digital, subscription, self-service → scalable

Level 5 – Geographic Expansion
↳ Take what works to new regions
↳ multiplies your addressable market

Level 6 – Industry Reshaping
↳ Redefine how the game is played
↳ Create new categories, new rules

Level 7 – Business Model Disruption
↳ Enter entirely new arenas
↳ Maximum risk, maximum reward

Here’s what separates winners from everyone else:

🟢 Winners climb systematically, mastering each level.
🟡 Average companies get stuck in Levels 1-3.
🔴 Struggling companies never leave Level 1.

The climbing rules that matter:
✓ Master execution at Levels 1-3
✓ Drive innovation at Levels 4-5
✓ Lead transformation at Levels 6-7
✓ Test small before betting big
✓ Use partnerships to reduce risk

Most CEOs fail because they:
❌ Skip levels without a foundation
❌ Use the wrong growth method
❌ Confuse disruption with execution
❌ Think one playbook fits all

The truth?

Growth isn’t about chasing disruption.
It’s about climbing deliberately.

Each level you master multiplies everything below it.

Stop wondering why growth feels hard.
Start climbing systematically.

The view from the top is worth it.

Want a PDF of my Growth Pyramid cheat sheet?
Get it free: https://lnkd.in/dF-VwKqi

♻️ Repost to help a CEO in your network.
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I've coached 400+ CEOs.

The best ones don't communicate better.

They communicate differently.

While average leaders wing it, great ones use proven methods that turn conversations into opportunities.

After 20+ years studying top performers, I've identified 7 communication systems that separate good from great.

(Save this. You'll need it for your next big meeting.)

1. The 3 Levels of Listening
Stop listening to reply. Start listening to understand.

Level 1: You're thinking about your response
Level 2: You're focused on their words
Level 3: You're reading the room—energy, tone, silence

One CEO used this to uncover why his top performer was really leaving. Saved a $10M account.

2. What? So What? Now What?
Transform rambling updates into decisive action.

What = The facts (30 seconds max)
So What = Why it matters to the business
Now What = The specific decision needed

Cut meeting time by 40%.

3. PREP Method
Never fumble another investor question.

Point: Your answer in one sentence
Reason: Why you believe it
Example: Proof from your business
Point: Reinforce your answer

Practice this for 5 minutes daily. Sound prepared always.

4. RACI Matrix
Kill confusion before it starts.

Responsible: Who does the work
Accountable: Who owns success/failure (only ONE person)
Consulted: Who gives input
Informed: Who needs updates

Projects with clear RACI are 3x more likely to succeed.

5. Story of Self/Us/Now
Move hearts, not just minds.

Story of Self: Why YOU care (personal conviction)
Story of Us: Our shared challenge
Story of Now: The urgent choice we face

This framework has helped politicians win. It'll help you raise capital or inspire your team to meet a big goal.

6. The Pyramid Principle
Get board approval in half the time.

Start with your recommendation
Give 3 supporting arguments (max)
Order by impact (strongest first)
Data goes last, not first

McKinsey consultants swear by this. So should you.

7. COIN Feedback Model
Make tough conversations productive.

Context: When and where it happened
Observation: What you saw (facts only)
Impact: The business consequence
Next: Agreed action steps

No more avoided conversations. No more resentment.

Your next funding round, key hire, or major deal doesn't depend on working harder.

It depends on communicating better.

Because in the end, leadership isn't about having all the answers.

It's about asking better questions, listening deeper, and communicating with precision.

Your team is waiting for you to lead like this.

P.S. Want a PDF of my Leadership Communication Cheat Sheet?
Get it free: https://lnkd.in/dQUbS7A6

♻️ Repost to help a founder level up their communication.
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Wed, Nov 5, 12:30pm Eastern / 5:30pm UK
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9 out of 10 CEOs are tracking the wrong metrics.

(I learned this the hard way.)

So many are flying blind. Making gut decisions.

Wondering why growth feels so hard.

But these 18 KPIs change everything.

Here's what every CEO should be watching:

REVENUE & PROFITABILITY

↳ Revenue Growth Rate shows if you're gaining momentum
↳ Gross Margin reveals your pricing power
↳ Net Profit Margin tells the real health story

CASH & RUNWAY

↳ Operating Cash Flow confirms you're funding yourself
↳ Cash Runway warns when to raise or cut spend
↳ Burn Multiple shows capital efficiency to investors

CUSTOMER METRICS

↳ Customer Acquisition Cost guides marketing budgets
↳ Customer Lifetime Value validates if CAC is justified
↳ LTV-to-CAC Ratio predicts long-term profitability

RETENTION & GROWTH

↳ Net Revenue Retention measures product stickiness
↳ Churn Rate gives early alerts on product issues
↳ Net Promoter Score predicts retention and referrals

OPERATIONAL EFFICIENCY

↳ Sales Cycle Length impacts cash flow forecasts
↳ Days Sales Outstanding signals collection efficiency
↳ Employee Turnover Rate reflects culture and hiring

FINANCIAL HEALTH

↳ EBITDA strips out accounting noise
↳ Growth Efficiency Ratio reveals expansion quality
↳ Average Revenue Per Account tracks upsell impact

The magic isn't in tracking everything.

It's in tracking the RIGHT things consistently.

Most CEOs drown in vanity metrics while missing
the signals that actually predict success.

These 18 KPIs cut through the noise.

They give you the clarity to make confident decisions.

And the confidence to sleep better at night.

🔖 Save this cheat sheet. Review it monthly.
♻️ Share it. Help a CEO in your network.

Which KPI do you watch most closely?
Share in the comments below.

Want a PDF of the 18 KPIs for CEOs?
Get it free: https://lnkd.in/dZggEYiR

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And if you're ready to break 
through your growth ceiling...

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Join today & save $500: https://lnkd.in/d7ENvw2z

Most leaders don’t have a time problem.
(They have a priority problem.)

It’s not about working more hours.
It’s about working on the right things.

Here’s the CEO trap:

Urgent usually feels important.
Important often doesn’t feel urgent.

So your day gets eaten by:
• Back-to-back meetings
• Low-stakes approvals
• Inbox firefighting
• “Quick” check-ins
• Tasks you should’ve delegated months ago

Meanwhile, the needle-moving work…

The work that builds long-term revenue, reputation, and resilience…

Gets pushed to “later.”

But later rarely comes.

The fix?

Upgrade how you make decisions before you upgrade your calendar.

Here’s how top CEOs do it:

🔵 Protect time for non-urgent but important work.

• Strategic planning
• Future org design
• High-leverage hiring
• Scalable systems

These don’t scream for your attention, but they build your future.

🟠 Delegate anything that doesn't need you.

• Routine approvals
• Scheduling
• Recurring updates

If someone else can do it 80% as well, hand it off.

🔴 Delete time-wasters without guilt.

• Meetings with no agenda
• Calls “just to stay in the loop”
• Micromanaging what your leaders can own

Every minute you reclaim is one you can reinvest in growth.

🟢 Do what only you can do — immediately.

• Key decisions
• Crisis response
• Top client or investor issues

These are the moments you must own.

What I’ve learned coaching 500+ CEOs:

You don’t need more time.

You need ruthless clarity on what matters most.

Great CEOs don’t just manage time.


They protect it
They prioritize it
They multiply it

Save this post.
Share it with your leadership team.
Better decisions start with better priorities.

P.S. Want a PDF of my Eisenhower Matrix Cheat Sheet?

Get it free: https://lnkd.in/dkgiV8f4

♻️ Repost to help a leader in your network.
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Join my FREE LIVE TRAININGS:

"SCALE Workshop™: The 5-Step System to Unlock 10x Growth"
Thur, Nov 20, 12 noon Eastern / 5pm UK
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"Speak Like a World-class CEO"
Tues, Nov 25, 12 noon Eastern / 5pm UK
https://lnkd.in/dvCds54U

📌 And if you're ready to break 
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Work shouldn't feel like you're navigating a minefield.

But guess what?

When company culture slips, that's what happens.

And leaders... you're the ones holding the map.

Your actions set the stage:

What you ignore ➟ becomes the norm.
How you behave ➟ is mirrored by others.
Who you promote ➟ signals what you value.

Time to defuse those top 5 culture bombs:

1. Zero tolerance for toxic behavior.
↳ Lay down the law. Respect isn't up for debate.

2. Pick team-first leaders.
↳ Spotlight collaboration, not egos.

3. Prioritize your team's well-being.
↳ Life doesn't stop at the office door. Remember that.

4. Focus on solutions, not pointing fingers.
↳ Blame stalls. Learning propels.

5. Listen to what your employees are saying.
↳ Their insights are gold. Use them to stay ahead.

Ready to transform your workplace?
Make work a safe zone, not a danger zone.

P.S. Which culture bomb do you find most destructive?

♻️ Repost to help a CEO in your network.
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through your growth ceiling...

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If your leadership team is underperforming
cracking the whip harder won't fix it.

Here's what nobody tells you about accountability:

The harder you push, the less they deliver.

I've watched CEOs destroy their executive teams this way:

🔥 Public callouts in meetings
🔥 Micromanaging every decision  
🔥 Fear-based deadline pressure
🔥 Threats disguised as "motivation"

Result: Your best leaders become corporate zombies.

They show up.
They comply.
They stop caring.

📌 I’m hosting a free masterclass this week:

“How to Set Inspiring Goals & Drive Accountability
in Your Company”

Thu, Dec 4th 12:00 noon Eastern / 17:00 UK Time
https://lnkd.in/dTMujsvk

The expensive truth:

Fear creates compliance.
Clarity creates commitment.

And you need commitment to win.

Real story from last month:
→ CEO constantly berated his team for missing targets
→ 3 VPs quit in 6 months
→ Company lost $2M in transition costs alone

Different CEO, different approach:
→ Created radical clarity around expectations
→ Listened without judgment
→ Built safety to admit mistakes early
→ Revenue up 40% in 12 months

The difference? 

One used accountability as a weapon.
The other used it as a framework for excellence.

The 4 frameworks that create compassionate accountability:

1. RACI Matrix - Ends the "whose job is this?" chaos
(Everyone knows their lane AND their value)

2. OKRs - Aligns hearts and minds
(Shared goals create shared ownership)

3. EOS Accountability Chart - One person, one seat
(Clear ownership without overlapping egos)

4. OGSM - Strategy meets reality
(No more "I thought you meant..." conversations)

But here's the key:

These aren't hammers to hit people with.
They're maps to help people win.

The paradox of leadership:

High standards + High support = High performance
High standards + Low support = High turnover

Your leadership team doesn't need more pressure.
They need more clarity.

Because when accountability comes from compassion, not control:
→ Problems get solved, not hidden
→ Leaders take ownership, not cover
→ Teams push forward, not back

Stop managing through fear.
Start leading through frameworks.

Your leadership team is capable of greatness.
But only if you create the conditions for it.

Save this. Share it with your team.

Because the best leaders don't create followers.
They create owners.

And ownership starts with clarity.

P.S. Want a PDF of my Accountability Cheat Sheet?
Get it free: https://lnkd.in/dR8DDy69

♻️ Repost to help a CEO in your network.
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And if you're ready to break 
through your growth ceiling...

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Great leaders have more than one gear.
The best ones know when to shift.

Leadership isn’t one-size-fits-all. It’s situational.

7 styles to keep in your toolkit (and when to use them):

1. Visionary — set the direction.
Use when the team needs clarity or the market’s shifting.

2. Coach — develop people.
Use with new hires, new roles, or rising leaders.

3. Pacesetter — raise the bar by modeling it.
Use for high-stakes execution or short sprints.

4. Servant Leader — remove blockers.
Use when work is stuck or morale dips.

5. Decisive Leader — make fast calls.
Use in crises or when delay is costly.

6. Transformer — drive change to grow.
Use when strategy needs to shift to scale.

7. Collaborator — pull the best ideas from the room.
Use for complex, cross-functional work.

How to choose, fast:

Skill Level
New team → Coach
Seasoned pros → Collaborator or Pacesetter

Urgency
High → Decisive
Low → Coach or Collaborator

Risk
Irreversible → Slow down
Reversible → Move fast

The power move isn’t picking a favorite.
It’s shifting on purpose.

What works in one moment may flop in the next.

The strongest leaders flex. Constantly.

Every team is different.
And even the same team needs different things at different times:

A new hire might need close coaching.
A senior expert might need freedom.

A stressed team might need rest.
A high-performing team might need stretch goals.

Leadership isn’t about fitting a mold.
It’s about reading the moment, and adjusting your style to match it.

That’s what great leaders do.

They don’t just lead.
They master the shift.

P.S. Want a PDF of my 7 Leadership Styles cheat sheet?
Get it free: https://lnkd.in/d9aFN4R9

♻️ Repost to help someone in your network.
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📢 Want to become a world-class CEO?

Join my FREE LIVE TRAININGS:

"SCALE Workshop™: The 5-Step System to Unlock 10x Growth"
Thur, Nov 20, 12 noon Eastern / 5pm UK
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"Speak Like a World-class CEO"
Tues, Nov 25, 12 noon Eastern / 5pm UK
https://lnkd.in/d2EniqPd

📌 And if you're ready to break 
through your growth ceiling...

Earlybird enrollment is open for the next 
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Join today & save $500: https://lnkd.in/drffM98c

20 leadership truths that sting.

(But need to be said.)

1/ When your team fails, look in the mirror
↳ Leadership starts with personal accountability

2/ If criticism feels threatening, you're not listening
↳ Your blind spots are your biggest growth opportunities

3/ Lead from the trenches, not the ivory tower
↳ Great leaders don't hide behind closed doors

4/ Favoritism breeds resentment, not results
↳ Meritocracy builds the culture you actually want

5/ Micromanagement undermines potential
↳ Give your team autonomy and watch them grow

6/ Fuel growth to ignite performance
↳ Stagnant teams produce stagnant results

7/ A silent team is a fearful team
↳ If people won't speak up, you created that silence

8/ Accountability begins with you
↳ Lead by example, always

9/ Set the standards you expect
↳ Excellence breeds excellence

10/ Clear the way or get out of the way
↳ Your job is to remove obstacles, not create them

11/ Close your 'say-do' gap
↳ Don't be the leader who talks big but delivers nothing

12/ Share success, own failure
↳ When things go wrong, it's on you

13/ Tough talks build strong teams
↳ Avoiding difficult conversations doesn't make them go away

14/ If you don't listen, you'll walk alone
↳ Leaders who ignore their people lose their people

15/ Genius is everywhere—stay curious
↳ The best ideas come from unexpected places

16/ Don't save recognition for the finish line
↳ Motivation comes from being seen along the way

17/ Vision without execution is worthless
↳ Big ideas mean nothing without action

18/ Be the dumbest person in the room
↳ Surround yourself with people smarter than you

19/ Praise in public, criticize in private
↳ Your job is to build people, not shame them

20/ Adapt or perish
↳ Flexibility is survival

The leaders who last aren't the loudest.

They're the ones willing to:
→ Listen more than they speak
→ Own their mistakes
→ Grow their people
→ Keep evolving
→ Stay humble

Leadership isn't about being perfect.

It's about being honest enough to see where you're not.

♻ Repost to help a CEO in your network.
Follow Eric Partaker for more on leadership.

20 WAKE-UP CALLS FOR LEADERS

Insecure leaders silence the truth.
Confident leaders seek it out.

Teams feel the difference instantly.

One creates fear.
The other creates momentum.

I’ve coached 450+ CEOs.
Most don’t realize:

Your team already knows whether you’re leading
from insecurity…or from strength.

And it shows in every conversation you have.

When insecurity drives the dialogue, people hold back.

They avoid risk.
They tell you what’s safe instead of what’s real.

But when confidence sets the tone, everything shifts:

1️⃣ People speak up.
Not because they have to. Because they trust you’ll listen.

2️⃣ Problems surface sooner.
You move faster because you’re not leading in the dark.

3️⃣ Ideas get sharper.
Challenge becomes a catalyst, not a threat.

4️⃣ Accountability rises.
Psychological safety makes ownership easier.

5️⃣ You build leaders, not followers.
Your team grows because you create the space for them to.

This is the paradox of leadership:

The more confident you are,
the less you need control.

Lead from that place…
Calm
Clear
Grounded

and your team won’t just execute.

They’ll elevate.
They’ll innovate.
They’ll outperform.

P.S. I’m hosting a free masterclass this week:

“How to Set Inspiring Goals & Drive Accountability
in Your Company”

Thu, Dec 4th 12:00 noon Eastern / 17:00 UK Time
https://lnkd.in/dUVgpcy6

And get a free copy of my
Insecurity vs Confidence cheat sheet: https://lnkd.in/dSEZqDKU

📌 Want to become a world-class CEO?

50+ Founders & CEOs have already
applied to The Founder & CEO Accelerator

Earlybird offer ends soon.
Learn more and apply here: https://lnkd.in/dehMNzNf

♻ Repost to help someone in your network.
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Your growth isn’t an accident.
It’s a series of decisions you make now.

Most CEOs sprint into January
carrying the same habits…
the same bottlenecks…
and the same problems they swore they’d fix.

But the CEOs who actually grow?
They pause.
They audit.
They subtract before they add.

Here’s the year-end checklist every leader should run 👇

1. Fire your worst client
One strategic “no” can unlock hours of energy and
months of momentum.

2. Ask your top 3 people what would make them stay
Retention isn’t luck. It’s listening before they find
someone else who will.

3. Tell 3 customers you appreciate them
Real words. Real gratitude. Loyalty that
compounds for years.

4. Choose one thing you’ll stop doing in 2026
Subtraction creates clarity. Cut the tasks that drain but
don’t move the business.

5. Invest in the skill you’ve avoided
Your company can’t outgrow your capability.
Strengthen the gap that’s slowing you down.

6. Block 2 hours a week to think
Not to catch up...to actually lead.
Strategy needs space.

7. Delete one recurring meeting
Cut just one. Watch team morale and momentum
rise instantly.

Because the truth is

Growth isn’t built on big leaps.
It’s built on small, disciplined decisions
leaders actually follow through on.

Most CEOs hope next year will be better.
Great CEOs architect it.

2026 will be your breakthrough year 💪

P.S. Want to become a world-class CEO?

📌 I’m hosting a free masterclass this week:

“How to Set Inspiring Goals & Drive Accountability
in Your Company”

Thu, Dec 4th 12:00 noon Eastern / 17:00 UK Time
https://lnkd.in/d4eqbtje

🔖 And if you're ready to break 
through your growth ceiling...

Earlybird enrollment is open for our next 
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Join today & save $500: https://lnkd.in/d3ZU6Ucx

♻️ Repost to help a CEO in your network
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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);}Tom Alder's LinkedIn Performance

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