The Dating App Founder | 8M members | Bootstrapped startup with a team of 50+ | Co-founder & COO of Inner Circle | Follow for insights on business, leadership and relationships

Co-founder of dating app Inner Circle — a global community where people with similar lifestyles meet. No games. No endless swiping. Just real people, genuinely worth dating.

Built from the ground up without external funding, Inner Circle now connects over 8 million people across the world, through shared lifestyles, intentional design and a belief that opposites don’t attract.

Currently every 4 seconds 2 people meet through Inner Circle.

keen to meet your match?
try the app with code MK2024 for a month of premium access.

Follow me for honest insights about work, life and love.

Looking for stars to join the team, check out the careers page: www.about.theinnercircle.co/careers. 

About me: 
I believe no strategy is better than its execution. 
My scope includes:
🏆 Hiring and developing winning teams 
✅ Alignment and execution driven by OKRs
🚀 Marketing that drives growth with ROI
🥾 Data to accelerate experiments that move the needle
🍸 Advisor and angel

In 2025, I stepped back into marketing as COO CMO. Content is the most powerful lever for any brand, so I started posting here to understand what makes it tick, share my learnings and lead my team better.

A-players are burning out while D-players cruise.

Leadership caused this.

High performers do not fall apart because they are weak.
They fall apart because their effort stops leading anywhere.

They try harder.
They take on more.
They push like crazy.

But instead of real progress...
they get more work dumped on them.

And while they are trying to grow in their own lane...
they end up fixing someone else’s mistakes.

This is how you lose good people fast:

❌ Their work does not move forward
❌ They feel stuck, unseen, and worn down
❌ They are giving 120 percent with zero return
❌ They are cleaning up mistakes they did not cause

If you want to keep your top performers, fix the system, not the person.

Here is what real leaders do:

1️⃣ Hold low performers accountable
↳ A-players should not pay the price for someone cruising.

2️⃣ Replace pressure with progress
↳ Give them work that actually moves forward, not tasks that drain them.

3️⃣ Offer recognition, not more tasks
↳ A simple “I see the work you do” goes much further than another assignment.

4️⃣ Let them grow in their own zone
↳ Stop pulling them into chaos. Protect the lane they are trying to master.

Top talent does not leave because they are tired.
They leave because they are tired of going nowhere.

Have you seen this happen in real life?
Let’s discuss in the comments 👇

♻️ Repost if you found this useful.
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Michael Krayenhoff

Dr. Shola Ezeokoli

Every founder hits a wall at some point in their career. 

The question isn’t "IF", it’s "HOW" you respond.

Some moments shake your confidence.

The numbers drop.
The team struggles.
The vision blurs.

It’s tempting to pull back.

To doubt everything.
To question if you’re still the right person for the job.

But this is where your attitude matters most.
You can let the pressure define you.
Or you can choose to grow through it.

Here’s how to keep your belief steady when business feels unstable:

1️⃣ Speak belief out loud
2️⃣ Use structure to protect your energy  
3️⃣ Zoom out before making big changes
4️⃣ Track the lessons, not just the numbers
5️⃣ Shift your focus from control to progress
6️⃣ Accept the reality, but don’t adopt the panic
7️⃣ Decide that this chapter will build you, not break you

No founder avoids hard seasons.
But those who build something lasting,

They keep showing up.
They adjust without losing direction.
They choose belief, even when doubt feels louder.

What mindset has helped you stay steady in tough seasons?
Drop it below 👇

♻ Share this with a founder who needs clarity right now.
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People rarely leave a company.

They leave the person shaping their day at work.

And it usually happens slowly.
Trust gets chipped away.
They stop feeling seen.
Growth feels blocked.

Most leaders don’t notice it until the exit interview.
But by then, it’s too late.

The team was scaling.
Just not with them.

Here’s the difference between leading and losing people:

1️⃣ Trust
↳ Invite people to take ownership, not just instructions
↳ Give them space to lead parts of the mission

2️⃣ Challenge
↳ Set expectations just beyond their comfort zone
↳ Show them what they’re capable of before they see it themselves

3️⃣ Visibility
↳ Acknowledge effort, not just outcomes
↳ Speak about their value in rooms they’re not in

4️⃣ Consistency
↳ Follow through on the things you promise
↳ Check in before they start to check out

Leadership is not about holding people longer.
It’s about building something worth staying for.

So if you want to scale your business,
Start by scaling trust.

What’s one habit that helped you grow with your team?
Share it below 👇

♻️ Repost if this sparked a thought about your own leadership
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8 behaviours your team will remember long after you’re gone

They’re simple, but they shift everything.

Most people forget the org chart.
But they never forget how you made them feel.
Especially when the pressure was high and the pace was fast.

These are the behaviours that stay with them:

1/ You made them feel safe to speak
↳ You asked their opinion before giving yours
↳ You let them finish even when you disagreed

2/ You helped them grow on purpose
↳ You assigned stretch projects based on what they wanted to learn
↳ You gave feedback while it still mattered

3/ You treated mistakes as part of progress
↳ You stayed calm when things went wrong
↳ You focused on fixing, not blaming

4/ You protected their time and energy
↳ You said no to meetings that didn’t need them
↳ You made sure urgent work didn’t always come last minute

5/ You led yourself first
↳ You kept your word, even when no one was watching
↳ You handled stress without passing it down

6/ You made room for real life
↳ You asked how they were before asking for updates
↳ You respected their boundaries without making it a big deal

7/ You created shared wins
↳ You celebrated progress, not just outcomes
↳ You gave public credit and private support

8/ You stayed human, always
↳ You admitted when you didn’t know
↳ You said thank you without conditions

Long after the projects end,
They’ll remember how you showed up.

Not perfect.
But consistent.
And genuinely in their corner.

What’s one thing a great leader did for you that you’ll never forget?
Drop it in the comments. 👇 

♻️ Repost to remind someone what real leadership looks like.
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8 Leadership Behaviours People Never Forget

Power moves get tasks done.
Care moves people forward.
That’s the real scoreboard of leadership.

But it’s also the part most leaders overlook.

They chase performance.
Defend their image.
Micromanage the process.

But legacy doesn’t live in your CV.
It lives in the people who have worked beside you.

Want to build the kind of leadership people remember?
Start with these 10: 

1/ Protect people’s energy
↳ Respect workload. Notice burnout. Make space to breathe.

2/ Listen with intent
↳ Not to fix. Not to reply. Just to truly understand.

3/ Notice quiet effort
↳ The loudest voice isn’t always the one carrying the weight.

4/ Remove the ego
↳ The team wins when credit is shared and blame is absorbed.

5/ Be the same person every day
↳ Stability builds trust. Emotional swings erode it.

6/ Give trust early
↳ Ownership starts when people feel believed in.

7/ Ask better questions
↳ Good leadership isn’t about answers, it’s about curiosity.

8/ Celebrate progress, not perfection
↳ Consistency matters more than flawless performance.

9/ Step in before things break
↳ Don’t wait for a mess to show leadership. Prevent it.

10/ Grow people quietly
↳ No micromanaging. No spotlight. Just steady belief and stretch.

Because in the end,

No one talks about your job title.
They talk about how they felt under your leadership.

Seen.
Safe.
Trusted.
Stretched.

That’s the legacy people carry.

Which one of these do you wish more leaders practiced?
Drop your thoughts below 👇

♻ Repost to raise the bar for leadership.
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Hiring for brilliance alone won't take you anywhere. 

Hire the people who actually make your team stronger.

Anyone can look good on paper.

But how someone behaves under pressure, 
That's what shapes your team.

The best people don’t just complete tasks.
They elevate the way the team works together.

Here’s how to spot them in hiring:

1. They follow through without being chased
↳ They don’t just start fast. They finish strong.
↳ You never have to wonder where things stand.

2. They reduce noise, not add to it
↳ They handle problems without drama.
↳ They avoid gossip and focus on calm execution.

3. They keep their word
↳ When they commit, it means something.
↳ They do what they say, and say what they mean.

4. They improve the energy
↳ You feel better after working with them.
↳ They celebrate others and bring out their best.

5. They communicate with clarity and care
↳ They speak up when it counts.
↳ And they listen with the intent to understand.

6. They stay curious
↳ They ask better questions.
↳ They want to learn and help others do the same.

7. They make the team better
↳ Their default is “we,” not “me.”
↳ Their wins are shared and so is the effort.

These people exist.
But you won’t spot them from a résumé alone.

You find them by watching what they value.
How they speak about others.
And how they respond when things get hard.

Skills open the door.
Character builds something worth keeping.

What qualities do you actually hire for?
Let’s compare notes in the comments. 👇

♻ Repost to help someone hire with more intention
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One small change can lift your energy.
One bad habit can destroy it.

Most leaders forget this.
Your energy sets the tone for the room.
Your habits shape how you think, lead, and show up.

When you pick the right routines, you think clearer.
When you slip into the wrong ones, everything feels heavy.

Here’s what I see again and again:

1. Energy Givers
↳ Simple mornings that keep your head calm
↳ Learning a little each day to stay sharp
↳ Movement that gets ideas flowing
↳ Time alone to reset your mind
↳ People who make you feel lighter, not smaller

2. Energy Drainers
↳ Rushing from the second you wake up
↳ Digital clutter that hijacks your focus
↳ Saying yes cuz you don’t want conflict
↳ Overthinking every tiny decision
↳ Days with zero boundaries

As a leader, protecting your energy isn’t a “nice to have”.

It makes your presence stronger.
It shapes your creativity.
It builds your resilience.
It is your edge.
Try asking yourself:

“What will give me energy today?”
“What will drain me if I let it?”

Small questions.
Big shift.

When you choose the habits that fuel you, everything gets easier.

Your ideas get better.
Your energy gets stronger.
Your influence grows naturally.

Protect your energy.
It powers everything you lead.

If your energy was a score today, what would it be?
Share it below 👇

♻ Repost if someone in your team needs this.
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Raman Rengarajan

Most founders can sell the dream.

But very few can convey the strategy that makes it real.

That’s not just a messaging problem.
It’s an execution problem.

If you can’t say your strategy in one clear sentence…
You don’t actually have one.

Here’s how to tell the difference:

Strategy is your theory of how you’ll win.

It stays consistent for years.
It helps you say yes to what matters.
It’s a long-term bet on where to compete and why you’ll succeed.

Plans are how you’ll get there.

They change monthly.
They break the strategy into next steps.
They help you track progress, assign owners, and move fast, in the right direction.

Here’s what founders often confuse:

❌ “We’re rebranding for Q1”
✅ “We’re positioning as the premium option before competitors catch up.”

❌ “We’re launching paid in Europe”
✅ “We’re validating demand to justify local ops in 2025”

❌ “We’re scaling to 50 reps”
✅ “We’re doubling down on outbound to drive profitability before the next raise”

Plans without strategy are just motion.
Roadmaps, checklists, Gantt charts, that go nowhere.

But when you lock in strategy first:
✓ Every decision becomes easier
✓ Your team stops guessing
✓ Execution starts to compound

Busy doesn’t build companies.
Strategy does.

What’s your one-sentence strategy right now?
(Not your plan. Not your hope. Your strategy.)

Let’s compare notes in the comments 👇

♻️ Repost if your team deserves clarity, not chaos
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As a founder, I’ve learnt that - 
When you ask “Any feedback?”, 
People scan for what’s wrong.

Simply, because the word feedback implies critique.

Here’s how to ask smarter and execute faster:
(3 stages. 3 better questions.)

1/ EARLY STAGE: Ask for ideas, not judgment
Why:
Your concept is still forming, you want to expand, not edit.

What you want:
Divergent thinking. New angles. Missed opportunities.
↳ “What haven’t I thought about that could make this sharper?”
↳ “Where do you see gaps in the approach or audience fit?”
↳ “Any related examples or frameworks you'd borrow from?”

Outcome:
You get inspiration, not nitpicking.
People feel involved, not responsible.
And your ideas get stronger, earlier.

2/ MID-STAGE: Ask for notes, not rewrites
Why:
You’ve made progress. You need clarity, not chaos.

What you want:
Specific feedback that helps you refine without starting over.
↳ “Which part feels unclear or needs tightening?”
↳ “Is anything here likely to confuse or slow us down?”
↳ “What’s one thing you’d tweak to make it work better?”

Outcome:
You protect momentum.
You sharpen the work.
And you stay on track without reworking from scratch.

3/ LATE-STAGE: Ask for support, not critique
Why:
You’re almost done. You need alignment, not new opinions.

What you want:
Buy-in. Excitement. Clear asks.
↳ “Can you help amplify this to [target group] on launch day?”
↳ “Can you review the final version for tone before we go live?”
↳ “Can you make the intro in your network once this is shipped?”

Outcome:
You hit the deadline.
You avoid late-stage edits.
And your team knows exactly how to help.

The truth?
“Any feedback?” is too open-ended.

Ask better questions at the right stage,
and you’ll get better thinking, faster work, and less chaos.

That’s how founders move fast without breaking trust.

What’s a better question you ask your team?
Share it in comment 👇

♻️ Repost to help founders lead smarter
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