Best crypto Linkedin Posts

Best email signoff ever, my compliments to this candidate (can we just hire them now or do they really need to do all the interviews 😆 )

Thrilled to announce that actress Sasha Sheaffer Pieterse has joined HotStart VC as venture partner! Sasha is best known for her breakout role as Alison DiLaurentis on Pretty Little Liars. She's also starred in major productions like Inherent Vice and Heroes. But Sasha didn't stop at acting. She became a content creator and built a platform of 20 million followers. She also launched Women In The Nude, a bold podcast breaking taboos around women's health, entrepreneurship, and empowerment. Raw conversations. Real impact. And then she did what we love to see at HotStart VC: She leveraged her platform to launch a real company. Hippie Water. A cannabis-infused beverage brand offering a hangover-free, wellness-first alternative to alcohol. But here's what makes Sasha different: She didn't just slap her name on a product. She partnered with a food scientist to develop proprietary formulations. Built real IP. Created a product that actually works. Exactly the types of companies we invest in at HotStart VC. She's the Co-CEO. Running operations. Making strategic decisions. Building distribution. While other celebrities show up for photo shoots, Sasha shows up for supply chain meetings. Not just a name or face on the website. I often refer to Sasha as the hardest-working celebrity I've ever met. The results speak for themselves: 185,000 cans sold Retail in 16 states Hundreds of 5-star reviews Venture-backed (I'm a proud angel investor) Why does this matter for HotStart VC? Sasha embodies exactly what we look for: celebrities who leverage their platforms to build real businesses. Ones that are product-first and solve real problems. Her experience as a celebrity-founder who has successfully launched her own venture-backed company provides value to us by: Offering strategic insights for portfolio companies navigating the celebrity-to-founder journey - because she's lived it. Understanding what separates authentic brand-building from surface-level endorsements - because she chose the harder path. Bridging entertainment, CPG, and venture networks - the exact combination our portfolio companies need to scale. The celebrity-founded brand playbook is evolving. The old model was simple: famous face, mediocre product, quick cash. The new model? Celebrities who build like founders. Products that solve real problems. Brands that last. Sasha's living proof it works. Welcome to the team, Sasha! Can't wait to see what we build together. Christopher Gavigan, Chelsea Cain Maclin, Alexandra (Cain) Wildeson, Ben Acott, Marina Mogilko, Jerome Aceti, Connor Flannery, Vince Morales, Alex Mostafavi, Charlie Phinney

The best SDR I ever promoted? Never went to university. - Barely passed his exams at 16 yrs old - Took a job as a builder labourer - Worked 6.5 day weeks until 21 - Then I hired him as an SDR He described himself as ''the dumbest person in the room''. And he was right [if his grades were anything to go by]. Most days he would make maybe 150 dials, send 30-40 emails and a 25+ DMs. He'd come in before management at exactly 730am and leave after everyone else at 6pm [or later]. His commute was 1.5 hours each way. By 8am, he was on the phones whilst everyone else was commuting or having breakfast. Every lunch hour, he'd eat at his desk whilst doing ''admin'' Every evening, I'd get WhatsApps from him asking for tips to break into an account he was obsessing over. For 12 months... his name was at the top of every leaderboard. He never moaned about his AE, never missed his personal activity metrics. He just got into the office and got on with it. He wasn't able to ''out-think'' everyone else. So he ''out-worked'' them instead. My point... The best SDRs aren't all ''sports team, uni graduates''. That's a lie. The truth? The best SDRs are the ones who learn the job, on the job. They don't wait for things to happen, they make things happen. Some have high IQs, some a little lower. The thing they share? Discipline. They turn up, get on with it and don't let the down moments affect them. It's their ability to show-up when it's hard that sets them apart. To all the ''dumbest people in the room'' out there... It doesn't matter how high your IQ is. What matters is how you turn up. Do you agree?

Best make an effort and sport a tie. Thanks to the The Speaker Awards & Summit for the ‘nod’. Much appreciated.

We often confuse confidence with competence. Your best future leaders may be hiding in plain sight. Here's what the best leaders understand: 1️⃣ The Confidence Trap ↳ The loudest voice isn't always the wisest. ↳ True expertise often comes wrapped in humility. 💡 Action steps: - Create anonymous feedback channels - Rotate meeting facilitators to hear all voices - Ask "What do others think?" before making decisions 2️⃣ They Don't Overlook Quiet Potential ↳ Your strongest talent might doubt themselves. ↳ They need space to grow, not pressure to perform. 💡 Action steps: - Schedule 1:1s focused on growth, not just tasks - Create small-group projects where all leaders can shine - Offer stretch assignments with built-in support 3️⃣ The Growth Mindset Difference ↳ Arrogance blocks learning. ↳ Self-awareness accelerates development. 💡 Action steps: - Reward learning from failures, not just successes - Ask for "areas of development" in interviews - Create mentorship pairs based on complementary skills 4️⃣ Look Deeper Than First Impressions ↳ Question-askers often outperform answer-givers. ↳ Curiosity beats certainty every time. 💡 Action steps: - Track who asks insightful questions in meetings - Notice who helps others succeed - Look for those who seek feedback on their work The next time you're evaluating talent: Look for those eager to learn, not those eager to prove. Your best future leaders might be the ones still finding their voice. 💬 What's you best tip for developing talent? - - - ♻️ Repost to help your network. ➕ Oliver Ramirez G. for leadership & process improvement. Image credit: Adam Grant

You can lead your way. But never without compassion. The best leaders know this. Most people think compassion makes you weak. They worry it means: ❌ Losing control ❌ Falling behind ❌ Looking weak Research shows different results: 📈 Teams are more engaged 📉 Turnover drops by up to 43% 🤝 People feel a stronger sense of belonging Compassion isn’t soft. It’s what great leadership looks like. Here’s what you can do to show compassion: 1. Active listening → Have weekly one-on-ones → Ask, “How are you doing?” and listen 2. Growth mindset → Share one thing you’re learning each week → Give feedback that helps people move forward 3. Team protection → Shield your team from unnecessary pressure → Take the blame and give away credit 4. Real recognition → Call out small wins in real-time → Be specific and sincere 5. Leadership in tough moments → Stay calm when things go wrong → Respond with honesty and care Strong leaders don’t choose between people and performance. They build both. How do you show care when it’s hard? ♻️ Repost if you believe in leaders who care. 🔔 Follow Fatou Seck Mathon for more.

Most people see what's there. The best see what's missing. Everyone looks at the same world. Experience determines what catches your eye. The edge isn't knowing more, it's noticing what matters.

The best leaders I’ve ever met had one thing in common: They didn’t need a title to lead. Leadership isn’t about job descriptions, big offices, or org charts. ➞ It’s about influence. ➞ It’s about impact. 👉 It’s about helping people believe they’re capable of more I’ve worked with “managers” who had authority but no influence… And I’ve met people without a title who inspired entire teams to grow. The difference? ➞ True leaders create possibility. ➞ They make you see something in yourself you didn’t see before. If you doubt your ability to lead because of your title, remember: You don’t need permission to have an impact. ✨ You just need the courage to start showing up as one. 💬 Who’s one person who’s made you feel capable of more?

If people treat their problems and opportunities as being shared and they focus on getting the best outcomes for the whole without damaging each other, they will likely get the best possible results. For a picture of where we are headed and what we should do, you can order my new book, How Countries Go Broke: The Big Cycle, at the link the comments.

Your retention rate looks great on paper... but your best people are still leaving.   This happens more often than you'd think. A company celebrates their 85% retention rate, feels confident about their people strategy. Then six months later, their top performer hands in notice and everyone's shocked.   The numbers said everything was fine. The reality was different. Traditional retention metrics count warm bodies. They don't tell you if people are engaged, challenged, or planning their exit strategy.   There's a big difference between people staying and people thriving. Someone can show up every day, hit their targets, and be mentally planning their LinkedIn update announcing their new role.   And the warning signs are usually there months before someone quits. → They're less vocal in meetings. → They start declining social events. → Their manager notices they seem "different" but can't put their finger on it. By the time the resignation email arrives, that person checked out ages ago.   What's interesting is that exit interviews always reveal the same things: "I felt undervalued," "No growth opportunities," "My manager didn't understand me." Yet somehow these issues never showed up in the retention statistics.   Companies spend thousands tracking absence rates and turnover percentages. Meanwhile, their best people are telling them exactly what's wrong through their behaviour.   The people who leave are usually the ones companies couldn't afford to lose. They're the high performers who have options. They don't need to stick around hoping things get better.   What matters isn't how many people stay. It's whether the people you want to keep are actually happy being there.

The best leaders aren’t nice. They’re kind. Leadership isn’t just about making decisions. It’s about how those decisions are communicated, and lived. Two words often get blurred: nice and kind. On the surface, they seem similar. But in leadership, the difference is everything: Pleasant Surface vs. Deep Impact ➝ Nice = agreeable, avoiding conflict. ↳ Kind = doing what’s best, even if it’s uncomfortable. Short-Term Comfort vs. Long-Term Growth ➝ Nice = harmony today. ↳ Kind = tough conversations for tomorrow’s growth. Approval Seeking vs. Respect Earning ➝ Nice = wanting to be liked. ↳ Kind = earning trust through fairness and clarity. Passive vs. Proactive ➝ Nice = avoiding hard truths. ↳ Kind = addressing them with empathy and courage. Nice creates ease. Kind creates growth. And in leadership, growth always wins. –– What do you see more of in your workplace: leaders aiming to be nice, or leaders committed to being kind? ♻️ Repost if you believe kindness scales leadership. 🔔 Follow Chris March for future-ready leadership tools.

My biggest client almost fired me yesterday. Here's why it was the best conversation ever. The project wasn't meeting their expectations. My copy was technically flawless but completely missed their brand voice and customer psychology. Instead of making excuses or blaming unclear briefs, I took full responsibility for the situation. "I clearly misunderstood your audience and brand positioning. Let me fix this properly at no additional cost." That honesty saved the relationship. Because it showed I cared more about their success than my ego. The revised copy increased their conversion rates by 28%. They became my longest-running client. Referred three other companies over the next year. What I learned about handling mistakes: >Ownership builds trust faster than excuses >Client success matters more than being right >Integrity creates long-term relationships >How you handle problems defines your reputation Mistakes don't end relationships when you handle them with genuine commitment and care. To make things right, rather than just making yourself look good.

This Best Place to Work award reflects the heart of our company, our people. By fostering a culture where everyone feels valued, empowered, and inspired, we’ve built not just a workplace, but a community that drives extraordinary results together. Congratulations to the Paysafe team!

Your daily habits are creating your brighter future. Please share your best one below so we all can learn from you. Love, Robin