Sales and Marketing at CBF Labels

I'm passionate about sharing content & ideas on sales + marketing to help you level up your professional knowledge.

Outside my main role, I've been helping Ecommerce SaaS and AI companies with distribution and promotion.

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Many people feel scared when this moment comes:

Someone joins your team who is better than you.

The higher the position, the bigger the fear.

Yes, it can feel like a threat.

But think again.

Having access to smarter people is a blessing.

Which company will achieve more:

The one where the manager hires mediocre people,

or the one that hires just top stars?

Doers, believers, and hungry to learn and work.

The answer is clear.

The top people:

Bring new ideas and fresh perspectives.

Can teach you so much.

Drive companies to new heights.

Their strengths can lift the whole team.

You grow when you surround yourself with talent.

It’s an opportunity to learn and improve.

Embrace their skills.

Together, you can achieve more.

Remember, success is not a competition.

It’s about collaboration and growth.

So, don’t be afraid.
Celebrate their talent.
We’re all on the same journey.
Welcome them with open arms.
Help them thrive; one day, they will help you.

Credit: Igor Buinevici

Jamie Dimond

I’ll choose remote work > higher salary.

It’s really simple.

More rest, less stress.

I’ve been remote ever since COVID but up until that point, I prioritized $.

Now, I prioritize my mental health, peace of mind, and well being. 

WFH has personally made me:

✔️ Richer
✔️ Happier
✔️ Healthier
✔️ More Productive

It’s about flexibility and choice.

Give people an OPTION to choose what works for them.

Credit: Jean Kang

Surround yourself with ambition.

It changes you.

Fast.

The line “Surround yourself with people who have bigger goals than you. Ambition is contagious” is not hype.

It is a career strategy.

Because your goals do not live in a vacuum.

They live inside your calendar.
Your standards.
Your daily conversations.
Your sense of what is normal.

And nothing shapes “normal” faster than the people around you.

When you sit near big goals long enough,

You start to borrow them.

Not by copying.
By upgrading.

Here is how influential networks quietly drive professional growth:

1. Ambition resets your baseline
 → In a low-aim room, average feels safe 
 → In a high-aim room, average feels expensive 
 → You stop asking for permission to grow

2. High performers create healthy pressure
 → Not toxic pressure 
 → Clear pressure 
 → The kind that makes you ship work, not talk about it

3. Mentors compress time
 → Mentorship is not motivation 
 → It is direction 
 → A good mentor helps you skip avoidable mistakes 
 → And raises your standards without raising your stress

4. Peers shape your pace
 → Your peers decide what “normal effort” looks like 
 → If your circle learns, you learn 
 → If your circle builds, you build 
 → If your circle settles, you settle

5. Culture multiplies behavior
 → In ambitious cultures, high expectations are not personal 
 → They are the air 
 → People plan better 
 → Communicate clearer 
 → And take ownership faster

6. Social proof does the heavy lifting
 → Humans copy what works 
 → When you watch someone set a high goal and hit it, your brain files it as possible 
 → You start to act like it is possible too 
 → Because now it feels real

7. Strategic networking opens hidden doors
 → Not “collecting contacts” 
 → Building real relationships with people who move 
 → Ambitious people share opportunities 
 → They spot talent 
 → They connect dots 
 → They pull you into rooms you did not know existed

8. Ambition spreads through language
 → Big-goal people talk in plans 
 → Not excuses 
 → They talk in timelines 
 → Not someday 
 → That language rewires how you think about your own work

9. You gain better feedback, not more praise
 → Influential networks do not clap for everything 
 → They sharpen you 
 → They challenge your thinking 
 → They raise the quality of your decisions

10. You start playing the long game
 ↳ Ambitious circles respect consistency 
 ↳ They reward craft 
 ↳ They build reputations 
 ↳ They understand that real growth compounds

This is the real point.

Your network is not just who you know.

It is what you start to believe is possible.

Choose circles that stretch you.

Because ambition is contagious.

And so is settling.


Image credit: Colby Kultgen

Ever notice who claps when you win?

And who goes quiet?

Here’s something I’ve learned the hard way:

People who truly want to see you win
don’t compete with you.
They contribute to you.

They send the intro.
They share the opportunity.
They recommend your name in rooms you’re not in.

Real support isn’t loud.
It’s consistent.

And it shows up in actions, not emojis.

The right people don’t just celebrate your success.
They help build it.

Image credit: Itsletters_ on Twitter/X

Most people quit right before it works.

Because effort and reward do not move at the same speed.

Years 1 to 2:

You are bad.
You know it.
Everyone else knows it.

Good.

You are building muscle.

Year 3:

You are decent.
Still invisible.
Doubt gets louder.

This is the danger zone.
Most people exit here.

Year 4:

Your skill is real.
Your voice is clear.
Your network trusts you.

Now one catalyst matters.

A post.
A partnership.
A product launch.

And it looks sudden.

But here’s what really happened:

You compressed 4 years of learning into 30 days of output.

Example:

Builder ships 50 small tools over 4 years.
None break 1k users.

Tool #51 solves the right pain at the right time.
Hits 100k users in 2 months.

People call it overnight.

They did not see the first 50.

The playbook:

1. Treat early years as paid training.
2. Ship in public.
3. Build assets, not moments.
4. Stay until the math flips.

The lag is the price.

Pay it.

If you are in year 2 or 3, this is your sign to keep going.

Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.

Credit: readswithravi on Twitter/X

We often search for the “perfect candidate” - someone with every qualification, every skill, and years of experience. But in doing so, we overlook a simple truth:

(Credit: Makarand Utpat)

Most jobs are trainable.
What really matters is a person’s willingness to learn.

The real asset is a teachable attitude

Skills can be taught. Software can be learned.
Processes can be explained.
But curiosity, drive, and a growth mindset are priceless.

Here’s proof:

Every top chef once started at the sink, scrubbing dishes.

Every great designer once fumbled through their first Photoshop file.

Every confident leader once feared speaking up in a room.

Every skilled coder once Googled “how to write a loop.”

Every thriving professional once just had the courage to say, “I’m willing to learn.”

Skills are teachable. Hunger isn’t.
Hire for mindset. Train for mastery.

What employers should do

Hire for attitude, train for skill.
Build supportive onboarding and mentorship.
Create clear growth paths.
Reward effort, not just results.

The payoff:

When you give someone a chance, you don’t just fill a role, you build loyalty, reduce turnover, and uncover hidden potential.

Every expert was once a beginner.
Every success story started with someone who got a shot.

Let’s stop gatekeeping potential. Give people the opportunity to prove themselves.

I help founders and creators turn AI into operational advantage | AI Readiness & Automation for Businesses | 50M+ LinkedIn Views | Helping high achievers 10x their personal brand on LinkedIn

Toxic workplaces don’t lose talent overnight.

They lose it one person at a time.

At first, the best employees try to fix things.
They speak up.
They work harder.
They try to protect the culture.

But when nothing changes, something else does:
their decision to stay.

People rarely leave because the work is hard.
They leave because the environment makes the work unbearable.

Common warning signs:
• good employees becoming quiet
• innovation slowing down
• high performers burning out
• increasing turnover of your best people

By the time leadership notices the problem, the damage is often already visible in the numbers.

Healthy workplaces do the opposite:
They keep talent by building trust, respect, and psychological safety.

Because in the long run, culture isn’t just a “soft factor.”

It’s a business strategy.

It's pointless spending time and money attracting top talent if you're not considering the work environment they're joining. 

To retain new hires, make sure your company culture is worth staying for.

I don’t hire resumes. I hire behavior.

Logos on a CV do not build companies.

People do.

Here’s the filter:

1. Ownership
Do they blame or do they fix?

2. Learning speed
Does version two improve fast?

3. Standards
Can they define what “great” looks like?

4. Energy
Do they wait or do they move?

Example:

Candidate A
Big name companies.
Perfect answers.
Blames past team.

Candidate B
Smaller roles.
Side projects.
Shows drafts. Iterations. Lessons.

We hired B.

Six months later, B runs projects.
Because mindset scales.
Credentials do not.

Skills are trainable.

Attitude is chosen.

If you are building early, hire for slope.

Train the rest.

Image credit: Jon Cobb

Interim Private Equity Executive & Transformation Leader ▪️ 4x LinkedIn Top Voice for Leadership and Coaching

Quitting a job is okay. 
Moving on is okay. 
Struggling is okay.

What’s not okay is telling yourself you should be grateful while your value goes unseen.

(Credit: Maryann (MJ) Jamieson)
(Image credit: Alec Rickard)

And yet, many high performers do exactly that.
Sometimes for years.

Here's why: 
→ You were taught loyalty is a virtue
→ You were told things would improve if you just stayed patient
→ You learned to make your self‑worth conditional on finally winning approval

So you worked harder. 
Volunteered more. 
Made yourself impossible to ignore.

And they still looked through you.
That was never about your effort.

Managers who don’t recognise your value aren’t going to suddenly start.
Not because of a better presentation. 
Not because of another late night. 
Not because you finally crack the code of their politics.

They won’t see it because you’re not what they’re backing.

Three signs your value isn’t recognised: 

1/ Your name disappears from succession conversations
↳ You find out about “future leaders” after the slide deck’s already been shared

2/ You’re only looped in once the direction is locked
↳ Your job becomes execution, not influence

3/ Your ideas get airtime, just not credit
↳ You hear your words repeated back without your name attached

You’re allowed to outgrow a role. 
You’re allowed to leave a manager who can’t see what you bring. 
You’re allowed to stop pouring your best work into a place that’s already decided you’re replaceable.

Leaving isn’t failure. 
It’s choosing to take your value somewhere it can actually be recognised.

🧠 Resilience, Mindset, Strategy ✍️ Daily career posts 👥 Join a thriving community of 30k like minded professionals

Founder & LinkedIn Strategist | I help founders and executives turn deep expertise into an unmissable personal brand | 10 years at L’Oréal & J&J | Book an intro call below

Mission statements can inspire.
Core values can guide.
But only your daily decisions build real culture.

Eric Partaker's post on healthy company culture got me thinking about what actually builds strong teams.

I've noticed all 7 of these patterns in teams with healthy cultures:

(Credit: Amy Gibson)

1️⃣ They address toxic behavior, even from top performers

• Talent doesn't excuse toxicity when it harms the team
• One bad person can poison the entire team

2️⃣ They promote based on merit, not politics

• Wrong promotions make your best people start looking
• Performance and values should both matter

3️⃣ They don't play favorites

• Everyone sees it, even when no one says it
• Favoritism makes trust start to break down

4️⃣ They grow people-first leaders

• Technical skills matter but aren't enough alone
• Leaders who can't grow people shouldn't lead them

5️⃣ They make it safe to speak up

• When people fear feedback, problems grow
• Feeling safe to speak isn't optional

6️⃣ They give recognition regularly

• People don't leave because of the work
• They leave when they don't feel valued

7️⃣ They apply values consistently

• Not just to some people but to everyone
• No exceptions for title, time, or revenue

Culture isn't built in the big moments.

It's built in the daily decisions about who you protect, who you promote, and what you tolerate.

That's where trust lives or dies.

Insecure leaders protect the spotlight.
Secure leaders share it.
Confidence isn't threatened by talent.

(Credit: Mike Leber)

You don’t grow by shining alone.
You grow 
by lighting others.

Too many leaders treat influence like it’s scarce.
They hoard information.
Guard credit.
Protect their spotlight.

And their impact never scales.

But strong leaders understand this:

Influence expands when it’s shared.

When you lift others,
you don’t shrink.
You scale.

Develop people.
Prepare to be replaced.

Because leadership isn’t measured
by how bright you shine.

It’s measured
by who shines because of you.

Here’s how you multiply your impact 👇

1. You build leaders, not followers
Lift one person - they light ten more.

2. You turn belief into culture
One visible vote of confidence 
can permanently raise someone’s ceiling.

3. You unlock ideas that would have stayed silent
People speak up when they feel safe.
And safety is designed by leaders.

4. You build teams that move without you
Trusted people stop waiting for permission.

5. You earn loyalty that pressure can’t break
People never forget who protected them
when it truly mattered.

6. You multiply your impact
One flame becomes many.
And suddenly, you’re igniting change.

So don’t hold back your fire.
Expand it.

You’re not losing power.
You’re multiplying possibility.

Be the match that starts a movement.
Be the reason others shine.

Leadership Coach, Mentor & Keynote Speaker • Helping leaders grow agility and spark innovation • Follow for posts about personal growth, productivity, and process improvement • Founder at Agile Experts.

The people you admire didn’t succeed because everything worked.

They succeeded because they kept showing up after things didn’t.

We romanticize success.

We rarely talk about the boring middle:

The failed launches.
The awkward drafts.
The ideas no one clapped for.

BUT

Momentum belongs to those who don’t disappear.

Not every attempt will win.

But every attempt builds skill, confidence, and clarity.

And that compounds faster than talent.

Image credit: WisdomStoics on Twitter/X

Here’s something I wish someone told me earlier:

You’re not behind.

You’re just in the experiment phase.

The people you admire?
They failed more times than you’ve tried.

Not because they’re reckless.

Because they move faster.

In business, speed beats perfection.

You test.
You adjust.
You iterate.

That’s it.

Every campaign that wins
is built on campaigns that didn’t.

Every confident founder
has a history of awkward attempts.

The goal isn’t to avoid failure.

It’s to increase your attempt rate.

Image credit: Life__Mastery on Twitter/X

Track all the KPIs you want.

If your team doesn't care, they won't move.

I talk a lot about KPIs.

They drive alignment, focus, accountability, scalability.

But numbers alone don’t build high-performing teams.

Behind every metric is a manager.
And if you’re leading people, not just tracking progress,
you need a second layer of KPIs:

Keep People...

1️⃣ Interested → Work should challenge, not just occupy.
2️⃣ Informed → Context drives better decisions.
3️⃣ Involved → Ownership beats compliance.
4️⃣ Inspired → Energy creates velocity.

Obviously KPIs don’t literally stand for these. 

But it’s a reminder that the numbers only tell you the what. People decide the how - and most importantly, the why.

It’s easy to measure output.

Harder to keep your team engaged enough to deliver it.

That’s the real work.

That’s how leadership becomes growth.

Credit: David Manela

What if the real skill isn’t pushing harder…
but knowing when to pause?

For years, I thought momentum meant constant motion.

Post more.
Launch faster.
Reply instantly.
Say yes.

But here’s what experience taught me the hard way:

Burnout doesn’t come from working hard.
It comes from working without reset.

The highest performers I know don’t just grind.

They rest on purpose.
They step back before they snap.
They protect clarity like it’s revenue.

Because clarity is revenue.

When you’re tired, you make emotional decisions.
When you’re scattered, you chase the wrong metrics.
When you’re overwhelmed, you mistake noise for progress.

Rest.
Reset.
Restart.
Refocus.

Not once a year.
Not when you’re forced to.

As many times as you need to.

In business, the edge often isn’t who works the most.
It’s who recalibrates the fastest.

Image credit: WisdomStoics on Twitter/X

Here’s something underrated in business:

Being a good human.

We obsess over strategy, positioning, growth.

But here’s what actually builds long-term leverage:

The way you speak.
The way you treat people.

I’ve seen less talented people win
because they were consistent, respectful, and easy to work with.

And I’ve seen brilliant people lose opportunities
because their ego walked in before they did.

Your reputation is built in small moments:

• The email you didn’t send angrily
• The credit you gave publicly
• The patience you showed
• The boundary you communicated calmly

Success opens doors.

Character keeps them open.

Agree?

Image credit: PsycheWizard on Twitter/X

Courtenay Griffin, MBA

I don’t believe in dream jobs.

But I believe in healthy cultures.

Here are 5 🟢 Signs You’re in a Healthy Workplace:

(Credit: Jean Kang)

☝🏼 Work-life balance is expected.

↳ Flexible schedules, real PTO, and no guilt for having a life outside of work.

✌🏼 Mental health is respected.

↳ You can take a mental health day without judgment (it’s seen as part of being human)

🤟🏼 Feedback flows both ways.

↳ You feel safe sharing ideas, concerns, or mistakes without fear of backlash (yes, this is psychological safety).

🖖🏼 Growth is prioritized.

↳ You’re given opportunities to develop, whether it’s new skills, projects, or career growth.

🖐🏼 Your work is valued.

↳ Your work is recognized and you receive incentives with raises, bonuses, impactful projects, and flexibility.

When praying for a job, also pray for a workplace that values you too 🙏🏼

Because trust me, when you believe you’re worth it, the universe will make it possible for you.

That’s exactly how I landed dream jobs after being fired and found compassionate leaders after dealing with awful bosses.

It’s because I never settled for anything less.

Life as a marketer:

Credit: Rana Bassiouni

The older I get, the less I want to be impressive.

I want to be steady.

Impressive is external.

Peace is internal.

There is a season for pushing hard.
For chasing titles.
For building reputation.

But at some point, the question changes.

Not “How do I look?”

But “How do I live?”

Here’s what shifted for me:

I stopped optimizing for optics.
I started optimizing for energy.

Because energy drives everything.

Energy affects thinking.
Thinking affects decisions.
Decisions shape life.

Example:

High status project.
Big visibility.
Constant pressure.

Versus

Focused project.
Clear scope.
Room to think.

One feeds ego.
One feeds longevity.

You can design a life that does not require constant explanation.

That is real leverage.

Impressive impresses others.

Peace compounds for you.

Choose the metric that lasts.

Image credit: 2lastvibes on Twitter/X

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