Alper Yurder 🤝

Co-founder & CRO of Flowla, interactive deal rooms your buyers LOVE 👉 Follow our podcast #salestherapy by Flowla 🎙️ on spotify

I’m a former B2B SaaS founder with 10+ years of experience in sales, marketing, and go-to-market strategy.

I’ve built and scaled startups through the seed-to-Series A journey raising VC funding, leading sales teams, and turning unknown products into trusted brands.

Today, I work as a fractional CRO & CMO, helping B2B founders design and execute their go-to-market systems from message-market fit to scalable revenue.

I act as the founder’s right hand to:

- Build GTM strategy, positioning, and demand generation
- Turn your brand from unknown to known through founder-led content and sales
- Install repeatable sales and marketing systems that actually drive revenue

Alongside my client work, I advise and mentor founders at accelerators and VC programs across Europe, and lecture on founder-led growth and GTM strategy.

If you’ve built a great product but the market doesn’t quite see it yet or if you feel your growth stalled and can use some support, I help make it seen, understood, and bought.

👉 Feel free to DM me if you’d like to chat about your GTM or sales strategy.

Co-Founder

Hey there, I'm an ex-sales leader turned co-founder, and I spend all day sharing ideas, solving problems and having #salestherapy with sales professionals from every sector and level. If you're after sales and G2M advice, you've come to the right place! And believe me, I've been through it all - from building SDR teams to closing multi-million dollar deals and everything in between. So, let's have some fun and chat sales!

🙌 I'm a big fan of Gamma (AI presentation builder that hit $50M ARR in 2 years), so when HubSpot For Startups invited me to hear founder Grant speak, I cleared my calendar. One of the best events I've been lately. Key GTM insights below 👇

---

👉 **The state of B2B SaaS investing**

AI funding VC Panel with Sitar Teli (Connect), Luke Smith (Molten), Will Wells:

Sitar: "We look for 70-80% margins in B2B SaaS. But with founders building on existing platforms, we're seeing 10-20% instead."

The democratization of building has a trade-off - easier to ship, but unit economics under pressure.

Luke: "At Series A, we need at least one founder who deeply understands the customer. That's where defensibility lives."

Will's focus on European deeptech: neo computing, AI inference challenging Nvidia, foundational businesses in defense and space.

Europe's deeptech moment feels real.

---

👉 **What's changing for technical founders**

The commercial co-founder requirement is softening.

VCs increasingly back product founders who partner with experienced operators early, then build commercial teams later.

The bar: Deep product understanding + customer empathy.

GTM can be layered on. Product vision can't be outsourced.

---

👉 **AI agents are here**

HubSpot's new Breeze AI agents: prospecting, content generation, customer service.

What stood out: truly contextual outreach beyond templates.

We're past "AI tools." We're entering "AI agents that execute workflows."

---

👉 **Building AI unicorns** (Husayn Kassai, Onfido)

His framework: 6-12-18 max team for speed.

Culture: "How are decisions made when you're not in the room?"

Product-led growth as foundation.

---

👉 **Product always wins** (Grant Lee, Gamma)

"If people aren't talking about your product organically... you're in trouble."

This resonated deeply from our Flowla journey.

When product hits home, you scale to $50M ARR in 2 years like Gamma did.

I've seen founders try to scale without organic pull. It never works.

Marketing amplifies what exists. It can't create something from nothing.

When PMF is real, GTM pours fuel on fire.

When it's not, GTM is expensive noise.

---

Two days of high-signal conversations with investors, founders, and operators.

Grateful to be part of these discussions.

Many thanks to Anna Gordon and HubSpot For Startups for curating such a strong lineup and for the invitation. Great inspiration for my upcoming workshops and speaking events! And why looking so serious in the pic Richard Lee 😉

Alper Yurder

Founder at Forte | We build scalable GTM systems for B2B startups with founder brand, AI-led inbound-outbound and scalable sales process | Exited B2B SaaS Founder | Angel Investor | Fractional GTM leader to +20 startups

🙂 Great pleasure being with the founders of Tenitys latest cohort last week for the series of Sales Masterclasses. We workshopped on founder brand, how to grow on LinkedIn, finding scalable growth loops, and building trust with early customers to get to your first 100.

these are late-seed and pre-Series A founders - making the move from £500K or £1M ARR to what's beyond, and figuring a scalable growth loop! love it!

And honestly? The challenges are similar to what I see in general:

"How do I make this repeatable?"
"How do I build trust with new clients fast?"
"How do I get more visibility without spending millions?

---

We went through real examples from founders in the room and I gave examples from recent work on building trust, expanding beyond first network and trying different gtm motions such as:

-> building trust for a fintech app through private dinners with CFOs, one is a happy customer, let them evangelize you in a private setting,

-> Another is an edtech - now truly beyond founder-led sales so doing paid search, retargeting, and cold calls all at once in a sequence that makes sense.

Each founder's business is unique.

But there's still a playbook 👇

Finding and recording signs of:
→ Faster sales cycles (who closes in 2 weeks vs 2 months?)
→ Good ICP fit (who converts easily vs who ghosts you?)
→ The one scalable motion that's unique to YOUR business

Then doubling down on what works for you.

---

Always a pleasure working with founders who are in the thick of it, building real businesses.

Thanks for having me Tenity 🙌 

And special thanks to Eda Taskin, Wiktoria (Victoria) Przybylska, and the team for organizing. And great pleasure to meet Mehnaaz Maleta who're doing wonderful work helping create the new Nordic unicorns! Looking forward to collabing more on that too...

---

👉 If you're a founder cracking these things right now (£500K-£2M ARR, trying to make founder-led sales repeatable) - DM me, happy to share my playbooks and presentations from these events

👉 If you're a VC or accelerator looking for someone who's actually built this to share real practical tips with your portfolio - hit me up too.

✈️ Many are heading to Slush and wanted to drop my real-talk GTM stack before wheels up for you to up your GTM game on the go.

These aren't bookmarks I never opened. These are resources that actually built my knowledge on sales, AI workflows, and founder-led growth.

Playbooks & Books That Moved the Needle:
- SaaStock sessions with Adam Robinson, zero fluff, all systems
- Balderton's B2B Sales Guide, best advice for technical founders
- Predictable Revenue, still the outbound essentials
- The Qualified Sales Leader by John McMahon, hire sales or close deals better
- Founder Brand by Dave Gerhardt, your personal brand IS your GTM 
- Series A Benchmarking Report, know your numbers before you raise

Podcasts Worth the Flight:
- 20VC, Harry Stebbings bringing founder + investor truth weekly
- Lenny's Podcast: product, growth, GTM from operators who've done it
- Balderton Podcast: European founder focus
- Startup Sales: Adam Springer's early-stage B2B playbook
- How I Built This: for when you need founder energy
- My own "Sales Therapy": shameless plug but listeners say it helps

GTM + AI Stack I'm Using Now:
-Brian Balfour's essays, growth loops + systems thinking
-Holloway's GTM Playbook, comprehensive, not surface-level
-My AI workflow: Fathom → Claude → 10 LinkedIn posts per sales call (will share the prompts soon)

Tools I actually use: Clay, Gamma, Napkin, Replit, Claude (enterprise version is fire!) Relevance.ai tests, Empler.ai, Ujji.ai

Founders/Operators I Follow:
davegerhardt - founder brand + content harrystebbings — founder + VC mindset 
pierreherubel - B2B positioning frameworks
justinkan - raw founder perspective 
lennysan - product-led growth 
alexgarcia - distribution tactics
and me (obviously) - sharing how I help founders build systems starting with their own founder brand -> trust building -> linkedin -> outbound -> sales process -> inbound engine -> scale creator marketing and referrals

Drop a 🔥 if you find this useful!

💪 I'm always in awe of technical founders who hit £1-2M ARR with almost no marketing. Just pure product. Deep expertise. Word of mouth. Which honestly is gold. But not enough 👇

Yesterday I spoke with a founder who:
- Built IoT security for 20M devices
- Grew to £1M+ ARR in 14 months  
- Has only ONE salesperson
- Posts on LinkedIn "only when there's really valuable content"

Here's what always happens at this stage

👉 The Pattern:

→ Revenue plateaus around £1.5M
→ Sales is 100% founder-led (doesn't scale)  
→ Pipeline is unpredictable
→ Competitors with worse products but better marketing start winning

👉 The breakthrough isn't working harder

It's adding structure to what already works

If you're at £1-2M ARR with minimal GTM, here's what to fix:

1️⃣ Document your customer language

Interview 5 customers: "How did you describe us internally?"

That's your messaging. Not your features.

2️⃣ Make the founder visible

You close deals in the room. Get in more rooms.

LinkedIn: 2 posts/week sharing what you see in the market + 1 for credibility and social proof

3️⃣ Create repeatable outbound

You've proven the product works. Now prove you can find customers systematically.

Target → Message → Test → Scale 

Record tests somewhere, review every month to hit message-market fit

4️⃣ Build forecastable pipeline

Stop hoping referrals arrive. Build a system that generates 20 qualified conversations/month. Either an inbound engine with a content hire,

AIO, founder brand

or trust building activities like webinars and private dinners

---

👉 The founders who scale past £2M don't have better products

✅ They have better distribution

You've done the hard part (building something people need)

Now do the uncomfortable part (telling people it exists)

---

DM me "GTM" if you're at this stage and would like a chat - I'll send you the full diagnostic I use with founders.

DeltaOps Consulting

I help CMOs scale marketing teams by applying lean principles like Kaizen to optimise processes, remove inefficiencies, and improve collaboration. My goal is to save marketing teams time and resources, driving smarter, more effective campaigns. If you're looking to streamline operations and create a culture of continuous improvement, I’m the partner to call.

Founder & CEO

Shoot 4 The Moon Ltd

Marketing operations consulting and workshop facilitator of 'Ox' the Operations Excellence Programme for marketeers. On our Ox course, in just 3 sessions, your team will be fast-tracked to gain the confidence to audit and own their processes and embrace the discipline of continuous improvement. 
The 3 workshops will solve these common issues: automating manual processes, freeing-up space by reducing non-value adding tasks, and standardising processes to eliminate siloed work.

Consultant and Facilitator

Prime Video & Amazon Studios

Leading the marketing campaigns of SVOD titles, Prime Video Channels, and Live Sports properties across +50 streaming device partners in EMEA.

Marketing Manager - EMEA

Leading various marketing operational projects that aid Prime Video’s EU expansion. 
Responsibilities included:
•	Creating efficiencies by implementing new software, deprecating and unifying tools, and developing automation. 
•	Establishing Standard Operational Procedures with other teams to streamline processes. Teams included Content Acquisition, Catalog, Local Brand teams, Amazon Studios, etc).
•	Mapping roles and responsibilities to establish single thread ownership of tasks to maximise efficiencies.
•	Educating and on-boarding +50 newcomers on processes, tooling, and resources.
Key Achievements:
•	Introduced a workstream that reduced ingestion errors saving +10h per title in the campaign management team (+400h in 2022)
Skills developed:
•	Large scale operations management 
•	Mastering project management tools

Marketing Operations Manager - EU

Henkel

•	Managing the brand relaunch of Schwarzkopf's Masterbrand across categories: Colour, Styling and Care
•	Developing a brand plan for Right Guard, including the ideation, strategy, and development of a new premium sub-brand to enhance category and brand value. 
•	Supporting the divestment of Right Guard after the acquisition from a private equity firm.
•	Leading the implementation of Power BI (market share data platform) for the UK marketing team.
•	Analysing and assessing different ventures for the UK marketing team including D2C and brand extensions.
•	Managing and developing the 2021 Schwarzkopf Graduate Programme (+400 applicants, 2-day virtual group assessments, 16 second stage interviews).
•	Managing and training graduates, included: development plans, training, and upskilling.

Senior Brand Manager - Beauty Care Retail - Body and Hair (Right Guard, Schwarzkopf)

•	Revitalising Right Guard with a brand relaunch and repositioning with market research data and multiple workshop sessions.
•	Managing a nationwide Out of Home and Digital/vod campaign to support the relaunch. This included the development of all assets, creative workshops with media owners, and media budget optimisation.
•	Rolling out the relaunch on Right Guard’s Xtreme sub-brand and Shower Gel ranges, and preparing 2021-2022 NPDs.
•	Managing a last-minute COVID response project that included the launch of 3 SKUs in record time.
•	Performed Net Revenue Management portfolio assessment; which resulted in the launch of a new deo size in the category.

Brand Manager - Beauty Care Retail - Right Guard, Fa

•	Developing and executing brand strategy plans for local brands.
•	Performing 'deep dive' analyses to key categories which resulted in changing in pricing strategy and the rationalisation of ¼ of the brand portfolio. Resulted in a margin increase of +2pp.
•	Full ownership of ATL/BTL campaigns that included 3 TV and VoD campaigns (i.e. building business cases, forecasting, working with creatives, undergoing Clearcast approvals, buying media, and tracking/presenting results).
•	Training and supporting newcomers, including being an interim line manager for 5 months.
•	Championed the implementation of a volunteering program at Henkel to aid a local food bank.

Brand Manager - Adhesives for Consumers - UniBond, No More Nails, Solvite, Nitromors

•  Activating and managing digital campaigns (i.e. SEO, AdWords, Pinterest promoted pins, Facebook ads, YouTube video campaign, Google banners). 
•  Launching and managing an inspirational-DIY website and Facebook page.
•  Collaborating with digital managers from other business units to share best practices. 
•  Liaising the implementation of campaigns that linked with customer’s digital assets. 
•  Updating the business unit’s digital assets (i.e. YouTube pages, social media, websites). 
•  Working with content and SEO agencies to optimise digital assets (e.g. creating and defining assets, keywords and content for A+ pages). 
•  Implementing GPRD compliance across all the business unit's websites and digital touch points

Adhesives for Consumers Digital Marketing Manager (on top of brand responsibilities)

•  Supporting the launch of NPDs and implementing +100 artwork refreshes and adaptations. 
•  Developing, executing and presenting local brand plans 
•  Launching local and international product innovations. Including introducing  27 new products in 2 months for a customer’s international tender.   
•  Managing and coordinating digital and TV campaigns.
•  Providing cross-functional support: trade marketing, demand planning, supply planning, sales, finance, packaging, production, customer service, regional and global teams.

Junior Brand Manager - Adhesives for Consumers - UniBond Sealants and PU Foam

Panamericana de Salud C.A.

Responsibilities include:
• Analysing the company’s financial accounts (e.g. statement of cash flows, income statement,
balance sheet) and developing action plans.
• Performing cost accounting analysis and valuations of projects.
• Assisting in the debt management for account receivables.
Key Achievements:
• Decreased the variable costs by 12%.
• Collected 90% of account receivables including $10,000 of bad debt
Skills Developed:
• Negotiation skills under stress
• Financial accounting skills (e.g. ratio analyses).

Financial Advisor

The London Print Company

Responsible for organising the daily on-line and mail marketing activities, debugging the CRM software, changing the pricing strategy, performing a cost analysis of promotional products, and designing a strategic business plan.

Marketing Intern

Founder | Consultant | Content Creator | Follow for daily posts about Process Improvement & Effective Leadership | ex-Amazon

Hi, I’m a former brand marketer who’s now an expert in process improvement.

At Amazon, I led big marketing operations projects and saw firsthand how improving processes can make a huge impact. Today, through my consulting firm, I help marketing teams grow more efficiently by using smart management methods like Kaizen.

I work with CMOs of mid-to-large companies, especially those with teams of 10 or more, to streamline workflows, improve teamwork, and get the most out of their marketing tools. By spotting inefficiencies and turning them into productive actions, I help teams achieve more with less effort.

My goal is simple: save time, cut waste, and create a culture that’s always improving. With my experience in brand marketing and process optimisation, I’m here to help you scale your marketing operations smoothly and effectively.

In short: I help marketers improve their processes by removing inefficiencies, automating tasks and eliminating wasteful activities.

Oliver Ramirez G.

People don't leave great jobs.

(keeping talent isn't rocket science)

The best leaders know:
✔️ Growth isn't a favour - it's a promise.
✔️ Respect isn't a bonus - it's the baseline.
✔️ Fair pay isn't kindness - it's smart business.

Here's a proven action plan to keep your best people:

1️⃣ Fair pay is table stakes.
→ Review comp structures twice a year. 
→Stay ahead, don't review it after people quit.

2️⃣ Respect isn't just tone.
→ Operationalise it: Set real feedback loops where
employee ideas are acted on, not just "noted."

3️⃣ Growth needs a map.
→ Make personal development plans part 
of quarterly goals, not a dusty once a year HR form.

4️⃣ Recognition beats annual awards.
→ Use: weekly wins, small shoutouts, instant feedback 

5️⃣ Career paths shouldn't be mysteries.
→ Create clear role progressions and talk about 
them often. Don't let it become a guessing game.

6️⃣ Workloads must be sustainable.
→ If high performers are overloaded, they burn out.
→ Build capacity plans, not just headcount reports.

7️⃣ Trust is built in the small things.
→ Let people own their projects. 
→ Kill the "approval bottleneck" culture.

8️⃣ Transparency is oxygen.
→ Share the "why," not just the "what" of your decisions.
→ People commit when they understand the context.

9️⃣ Feedback isn’t a grenade.
→ Train your managers to coach, not criticise. 
→ Invest in real leadership development 

Listen, respect, grow.
It’s smart leadership.

Stay ahead. 
Build companies people don’t want to leave.

💭 What's your favourite retention tip?

- - - 
♻️ Repost to help your network.
➕ Oliver Ramirez G. for leadership & process improvement tips.

Founder | Workflow Automation | Follow for daily posts about Process Improvement & Effective Leadership | ex-Amazon

If you take care of your employees,
they'll take care of your business. 

Keeping employees happy is not rocket science.
Provide training, motivation, and opportunities.

Here are 5 ways to take care of your people:

1/ Training is a smart investment
 ↳ Firms that train generate 3x more rev. per employee
 ↳ Stagnant teams lead to stagnant business.

💡 Make development a KPI, not a 'nice to have'.

2/ A good culture retains employees
 ↳ 62% of employees leave due to bad culture.
 ↳ Money attracts, but culture retains.

💡 Build a mission-driven, psychologically safe space.

3/ Accountability empowers employees
 ↳ Ownership fuels retention by 97%.
 ↳ People stay where they feel responsible.

💡 Give autonomy, allow mistakes.

4/ Showing empathy isn’t soft, it’s a superpower
 ↳ Employees with empathetic leaders are more loyal.
 ↳ People often don’t just quit jobs, they quit bad bosses.

💡 Listen, pulse check through direct/indirect channels.

5/ Well-being isn’t a perk. It boosts productivity.
 ↳ Burned-out employees cost millions in lost output.
 ↳ Happy teams outperform unhappy ones by 20%.

💡 Balance workloads, don't overwhelm your best talent.

Remember to take care of your team, 
and they’ll take care of your business.

💭 Which point resonated most with you? 

- - -

♻️ Repost to help your network.
➕ Oliver Ramirez G. for leadership & process improvement tips.


Sources: ATD Research, Charity Job Finder, Gallup, EY Empathy in Business Survey, University of Warwick.

Leaders who punish mistakes also punish progress.

(here’s what most leaders miss)

When leaders obsess over avoiding mistakes, 
they unknowingly block innovation.

Here’s what happens when “no mistakes allowed” becomes the culture:

❌ 𝗘𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗱𝗶𝗲𝘀
↳ Teams stop taking risks.
➞ Innovation shrinks to safe, incremental tweaks.

❌ 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝗹𝗼𝘄𝘀 𝗱𝗼𝘄𝗻
↳ Fear of failure keeps people quiet.
➞ The best ideas never see the light of day.

❌ 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝘀𝗹𝗶𝗽 𝗮𝘄𝗮𝘆
↳ While you’re busy avoiding errors, competitors are busy learning.
➞ They adapt faster and win faster.

❌ 𝗣𝗲𝗼𝗽𝗹𝗲 𝗱𝗶𝘀𝗲𝗻𝗴𝗮𝗴𝗲
↳ High performers won’t stay in a punishment place.
➞ You end up with compliance, not creativity.

The truth is simple:

✅ Mistakes can be fixed.
❌ Missed opportunities can’t.

Just ask Blockbuster, Kodak, or Nokia. 
Playing it safe was their biggest mistake.

💭 Has fear of mistakes ever hold you back?

- - -

♻️ Repost to help other leaders.
➕ Oliver Ramirez G. for leadership & process improvement.

When people make mistakes, 
the last thing they need is more discipline.

How you react as a leader matters. 

If you create a culture of blame, people will:

❌ Avoid taking risks.
❌ Hide errors until they become crises.
❌ Point fingers at others instead of owning up.

Here are 6 ways to build a culture of owning mistakes:

1️⃣ Embrace vulnerability
 ↳ Leaders should openly admit their mistakes.
 → Sends the message: “It’s okay to speak up.”

2️⃣ Build psychological safety
 ↳ People need to feel safe to disclose errors.
 → Builds trust and reduces fear of repercussions.

3️⃣ Learn from mistakes
 ↳ After any issue, focus on learning not blaming.
 → Run post-mortems to prevent issues from recurring.

4️⃣ Share “failure stories”
 ↳ Share team mistakes and solutions in meetings.
 → Normalises vulnerability & continuous improvement.

5️⃣ Offer training and resources
 ↳ Provide tools or training to prevent mistakes.
 → Employees need to build skills to succeed.

6️⃣ Recognise and reward honesty
 ↳ Publicly acknowledge those who speak up.
 → Reinforces that transparency is valued.


Your team works best when they feel safe to admit errors.

You can start by listening without judgment. 

💬 Which of tip do you think is most effective?

- - -

♻️ Repost to help your network.
➕ Oliver Ramirez G. for effective leadership & process improvement tips.

Your title doesn't make you a leader.
How you impact your team does.

Here are 8 things most bosses get wrong:

1/ Focusing only on your own wins
→ True influence is measured by team success.

💡 Use weekly team meetings to highlight their wins.

2/ Focusing only on tasks
→ Tasks alone won’t unlock anyone's potential.

💡Coach someone through a new stretch project.

3/ Prioritising personal achievements 
→ Solo stars can’t scale a team.

💡Delegate visible projects to your team members.

4/ Hoarding best practices
→ Documenting & sharing accelerates team learning.

💡Host 'show & tells' about best practices.

5/ Clinging to doing it all
→ Give autonomy with boundaries.

💡Share goals & standards, provide direction.

6/ Going it alone on ideas
→ Successful execution needs team buy-in.

💡Involve people in the approach to new ideas.

7/ Jumping in to 'rescue' people
→ Accountability is built in feeling ownership.

💡Coach people through difficulties, stop jumping in.

8/ Thinking you can do it alone
→ Great ideas fail without team-driven execution.

💡 Empower teammates to own project milestones.

Remember:
The greatest legacy is the one you don’t see.

-It lives on in the careers you’ve ignited.
-It shows up in the confidence you’ve instilled.
-It endures in the leaders you’ve shaped.

💭 Which point resonated the most?

- - -

♻️ Repost to help your network.
➕ Oliver Ramirez G. for effective leadership & process improvement tips.

Working with people smarter than you
is a blessing, not a threat.

I've seen too many leaders protect their ego by
choosing "manageable" candidates over top talent.

The cost:

❌ You avoid people who might question your decisions
❌ Every major decision becomes a bottleneck through you 
❌ Innovation dies because nobody challenges your thinking

Harvard Business Journal found that bad hires 
drive 80% of employee turnover.

But when you hire up, everything scales:
✅ Smart hires spot problems before they explode
✅ They bring solutions, not just execution
✅ High-performers attract other high-performers

The fastest-growing companies are led by founders
who know their gaps and hire exceptional talent to fill them.

"Try never to be the smartest person in the room.
And if you are, find a different room."
-Michael Dell

💭 Which part resonated with you most?

---
♻️ Repost to help other leaders
➕ Oliver Ramirez G. for leadership & process improvement

85% of people believe they're over-performers.

(how your ego can kill your growth)

An unchecked ego can sabotage your growth:

1️⃣ The Feedback Filter
↳ You dismiss criticism as "they don't understand"
↳ Only hear praise, ignore improvement areas

💡Escape it by regularly asking for 360 feedback

2️⃣ The Fixed Mindset Trap
↳ Challenges threaten your "smart" identity
↳ You avoid situations where you might fail

💡A growth mindset requires you to challenge yourself 

3️⃣ The Comparison Obsession
↳ Focus shifts from learning to looking good
↳ Energy goes to protecting image, not developing skills

💡Keeping up appearances only fools yourself

4️⃣ The Knowledge Ceiling
↳ "I already know this" blocks new information
↳ You stop asking questions that reveal gaps

💡 Studies show curiosity drives career advancement

The answer is to develop a "quiet ego".

It's not about suppressing confidence,
it's right-sizing your self-perception.

Research shows that individuals with quiet egos have:
✅ More authentic relationships
✅ Higher wellbeing and life satisfaction
✅ Greater learning capacity under pressure

How to develop a quiet ego for growth:

1️⃣ The Reality Check
↳ Ask "What don't I know?" before every project
↳ Seek feedback from 3 different perspectives 

2️⃣ The Growth Challenge
↳ Choose 1 task monthly that makes you uncomfortable
↳ Document what you learned from failures

3️⃣ The Authentic Leadership
↳ Celebrate others' wins publicly
↳ Share your mistakes and lessons learned openly

The strongest leaders aren't those who never fail.
They're those who learn fastest from discomfort.

Your ego wants to protect you from feeling small.
Growth requires embracing what you don't know yet.

💭 What tip works best for you?

---
♻️ Repost to help your network embrace growth
➕ Oliver Ramirez G. for leadership & process improvement

Sources: The Quiet Ego Scale (2015), Growing a growth mindset (2020).

Smart leaders focus on this one thing

(the secret to consistently outperform)

Most managers obsess over outcomes:
- Chasing metrics
- Racing for results
- Pushing for perfection

But focusing on results only gets you so far.

Amazon taught me that neglecting your processes
exposes your team to vulnerabilities:

- Hidden bottlenecks
- Inconsistent results
- Constant firefighting 

High-performing leaders focus on mastering 
repeated success with reliable processes.

Here's how process-focused leaders win:

1/ Diagnose - Process Audit 
↳ Map current workflows end-to-end
↳ Identify bottlenecks and pain points

💡 Quantify the problem (e.g., hours lost per year)

2/ Stabilise - Process Standardisation 
↳ Create clear, repeatable workflows
↳ Remove unnecessary variations

💡 Document the 'what' and the 'how'

3/ Accelerate - Process Optimisation 
↳ Eliminate redundant steps & waste
↳ Automate where possible

💡 Eliminate non-value adding activities

4/ Train - New Process Enablement
 ↳ Upskill teams on new systems and tools
 ↳ Provide job trainings & reference guides

💡 Regularly check the tool adoption rates

5/ Safeguard - Governance & Controls 
↳ Set clear ownership and accountability
↳ Build in quality checks

💡 Prevent issues from ever repeating

6/ Sustain - Continuous Improvement Culture 
↳ Promote experimentation like PDCA
↳ Celebrate process innovations

💡 Small wins compound into big victories

When you neglect the process, 
you'll find yourself consistently reacting.

When you focus on building good processes, 
excellence becomes inevitable.

The greatest achievements are always engineered.

💭 Which step resonated the most?

- - - 
♻️ Repost to help your network.
➕ Oliver Ramirez G. for leadership & process improvement tips.

(Credit to Ash Lamb for this amazing visual!)

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The Battle

Alper Yurder 🤝

Oliver Ramirez G.

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Performance ScoreOliver Ramirez G.'s LinkedIn Performance

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taplio

The Battle

Alper Yurder 🤝

Oliver Ramirez G.

Followers

Posts

Engagements

Likes

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);}Alper Yurder 🤝's LinkedIn Performance

Performance ScoreOliver Ramirez G.'s LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreAlper Yurder 🤝's LinkedIn Performance