Asim Amin

Founder & CEO at Plumm | Empowering Minds & Building Thriving Workplaces | Passionate Mental Health Advocate

I’m the Founder & CEO of Plumm, the all-in-one HR platform with mental health at its core.

HR today is fragmented, companies juggle payroll, performance, compliance, and wellbeing across too many tools. Plumm brings it all into one platform, helping organisations cut costs, save time, and look after their people. Because no HR strategy is complete without mental health.

Plumm started as a mental health solution and has grown into a full-service HR platform, used by companies worldwide. Our mission is clear: make workplaces more productive, inclusive, and human.

I’m also the host of the Immigrants Building Companies Podcast, where I speak with immigrant entrepreneurs who’ve built companies against the odds, sharing lessons on resilience, growth, and leadership.

If you’d like to:
🚀 Book a demo with Plumm: https://eu1.hubs.ly/H0mJb040 
🎙️ Discuss podcasts, speaking, or media features: taslynn@heyplumm.com

International Trade Program

Poor mental health costs UK employers up to £56 billion a year.

And yet, when employers invest even just £1 in preventative employee wellbeing, they see an average return of £5.30.

We’ve seen case after case, that happier employees make for a healthier business.

It’s why we developed Plumm: a seamless all-in-one, evidence-backed mental wellbeing solution for employers and their teams.

We support your team through our global and diverse pool over 200 accredited therapists and coaches, who can cater to their individual needs, preferences, and circumstances, regardless of where they are in their wellbeing journey.

Whether they can benefit from group learning, need professional help and personalised 1:1 therapy or coaching, or self-help resources, we've got it covered.

Ready to level up your team's wellbeing? 👉 https://www.plummhealth.com/request-demo

You’ll spend £4 a day on a latte without blinking.
But £27 a month for your health?
“Too expensive.”

That’s roughly what a WHOOP costs.
And no, not everyone needs a WHOOP.
It could just as easily be a gym membership. Plenty in the UK cost £20–£30 a month.

The number isn’t really the point.
It’s where the line gets drawn.

Some spending feels automatic.
Other spending gets questioned, even when it’s about your own health, energy, and how you want to feel day to day.

That says a lot about priorities.

Because health isn’t a one-off decision.
You don’t choose it once.
You choose it in small ways, over and over again.

Those choices compound.

And one day you realise how you’ve been feeling for a while now
more tired, less resilient, lower energy
or the opposite.

That’s why what you prioritise today matters more than it seems 👌🏼

PS: I still love coffee, but I’d rather have it home ;)

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Founder & CEO at Plumm | Speaker | Advisor

Let’s be honest.
 
Most of us f*cked up over the holidays.
 
Too much food.
Too much sugar.
Too much wine.
 
And now everyone’s pretending they “reset” on Jan 1.
BS.
Here’s what actually happens:
You enjoy yourself.
Then you feel guilty.
Then you convince yourself you’re already behind.
You’re not behind.
You’re human.
 
What’s messed up isn’t December.
It’s the idea that one month can “ruin” you.
Your body didn’t suddenly forget how to function.
Your discipline didn’t disappear.
Your year isn’t over because you ate more than planned.
 
The real problem?
People think progress has to be perfect.
It doesn’t.
Balance beats punishment.
Every time.
 
You don’t need extremes.
You don’t need to suffer.
You don’t need a diet built around how you look.
You need habits built around how you feel.
 
Energy > aesthetics.
Focus > abs.
Consistency > guilt.
 
So no, you didn’t fail January.
And no, you don’t need to “start again” next Monday.
You start today.
You eat better because it helps you think.
You move because it gives you energy.
You sleep because you perform better.
That’s it.
 
Just show up.
Again.
And again.
That’s how it actually works.
 
Happy 2026 everyone ✌🏼

Perfection is how average founders justify being slow.

I’ve done it.
Watched others do it.
Same outcome every time.

Early on, I hid behind “not ready yet”.
What I really meant was: “I don’t want the market to tell me I’m wrong.”
So I delayed.
Refined.
Overthought.
And nothing happened.

In the first 3–5 years, your product isn’t supposed to be good.
It’s supposed to move.
Because movement creates:
- feedback
- revenue
- momentum
Perfection creates meetings.

I’ve launched things that made me cringe.
They still taught me more in a week than months of planning ever did.
Most features I was obsessed with? Nobody cared.
The market told me that. Fast.

And the reality is, most founders fail because they wait until they feel confident.
Confidence doesn’t come before action.
It comes after exposure.

If you’re still polishing:
You’re not protecting quality.
You’re protecting ego.
Speed doesn’t mean sloppy.
It means honest.
And honesty compounds faster than perfection ever will.

DO NOT hire people who are good on paper.

The strongest hires I’ve seen recently weren’t the neatest on paper anyway.
A few gaps.
Not every box ticked.
Some rough edges.

But when things shifted, they didn’t stall.
That’s what stood out.
Work is changing faster than job descriptions can keep up.
By the end of this decade, around 39% of the skills people use today won’t be relevant anymore.
Most roles won’t disappear.
They’ll mutate.
Which makes “tool knowledge” a short-lived advantage.

In practice, I’ve learned to watch for different signals:
Who asks better questions once the brief gets fuzzy.
Who notices second-order problems, not just the task in front of them.
Who can disagree without becoming defensive.
Who recovers quickly after being wrong.

Those things don’t show up on a CV.
And they matter more when pressure is real.

Nearly 6 in 10 people will need reskilling in the coming years.
Yet the global workforce is still expected to grow.
So the edge isn’t experience alone.
It’s adaptability over time.

You can train systems.
Rewrite processes.
Roll out new tools.
What’s harder to build is judgement.
Curiosity under uncertainty.
The ability to stay useful when the rules change.

As automation takes care of the predictable, these qualities surface.
Not because they’re “soft skills”
But because they’re the difference between keeping up
and actually moving forward.

BREAKING 🚨 Europe just made its boldest move for founders in decades.

Yesterday at Davos, Ursula von der Leyen announced EU–INC.
A single, truly European company structure.
This matters. A lot.
For years, Europe hasn’t lacked talent, it’s lacked simplicity.
27 countries.
27 rulebooks.
Different equity rules.
Different compliance hoops.

So founders did the rational thing.
They incorporated elsewhere.
(Usually Delaware)

EU–INC changes the equation.
One corporate framework across the EU.
Incorporate online in 48 hours.
No mandatory notaries.
One legal entity, valid in all 27 countries.
Taxes and labour laws stay national.

The corporate layer goes European. That distinction is critical.
Because Europe’s biggest problem was never ambition. It was friction.

Scaling shouldn’t mean:
– Setting up new entities per country
– Reworking equity structures
– Burning seed capital on legal fees

If executed properly, EU–INC could unlock:
– Faster company creation
– Founder-friendly equity
– Easier cross-border scaling
– A real Single Market, not a theoretical one

Most importantly?
This is the first time Europe has clearly chosen builders over bureaucracy.
Execution will be everything.
Speed will matter.
Consistency will matter.
But the signal is loud and clear: Europe is finally building for founders 🇪🇺🚀

I didn’t wake up one day and decide to rethink health.
Life did it for me.

What surprised me wasn’t the moment itself.
It was what changed afterwards.

How quickly your definition of “healthy” shifts when it’s no longer abstract.
When it’s not about performance, or numbers, or discipline.
You start paying attention to different things.
How stress shows up in your body.
How sleep affects your mood, not just your energy.
How recovery isn’t optional if you want consistency.

Longevity stops being about adding years.
It becomes about protecting capacity.

The ability to think clearly under pressure.
To regulate stress instead of living in it.
To train, work, and live without constantly borrowing from tomorrow.

I’m reading Outlive at the moment.
What resonates most isn’t the science, it’s the reminder that decline accumulates through small decisions repeated daily.
Ignoring signals.
Normalising fatigue.
Treating rest as a reward instead of a requirement.

Perspective changes how you move through life.
You become less reactive.
More intentional.

Longevity, in that sense, isn’t about fear.
It’s about responsibility.
And once life forces that lesson,
you don’t approach health the same way again.

STOP focusing on your personal brand.

(I know, coming from someone who posts 5x week lol)
But hear me out.

A lot of people start building their personal brands, and then visibility comes:
the likes, the comments, the impressions, DMs
you somehow get momentum

but something doesn’t quite add up..
All those vanity numbers..all the likes, all the followers..
CAN’T fix a sh*t product
(or service)

The issue is that attention doesn’t give you breathing room. It does the opposite.
Once people are watching, they’re not just reacting to your ideas. They’re experiencing everything. The product. The service. The follow-up. The bits you were hoping to fix later.

If that experience is weak, people don’t argue about it. 
They just disappear.

I’ve seen people with impressive visibility struggle to keep customers.
I’ve also seen founders with no presence at all build businesses people stick with because the thing actually does what it says.

A personal brand doesn’t create trust. 
It spends it.

Does that mean you should not work on your personal brand? Absolutely not, you should.
But that shouldn’t be your priority.

Building an amazing product should be.
Building a fantastic service your customers can’t stop talking about should be.

Once you have that, then you can build your personal brand on top.
Just get your priorities straight.

And btw, sometimes the best move is to shut up, build properly, and let people talk later 👋🏻

If your best people are leaving..
it’s probably NOT about MONEY.

It’s about growth.
Companies that invest seriously in L&D see up to 50% higher retention.
Yet most still treat learning as a perk - or worse, a cost.

That’s not a people problem.
That’s a leadership one.

High performers don’t quit bad jobs, they quit stagnation.
When people stop learning, they don’t argue.
They don’t disengage loudly.
They don’t ask for more.
They just start planning their exit.

The data is blunt:
- 94% would stay longer with better development
- Growth opportunities now outrank pay for many senior performers
- Teams with weak learning cultures lose their best talent first

And yet we keep trying to fix retention with:
Bonuses.
Perks.
Offsites.

None of those solve stagnation.
Real L&D is whether someone leaves a year later with better judgment, broader scope, and more confidence than when they arrived.
If the answer is no, they’ll leave.
Eventually.

That’s why we don’t treat L&D as HR hygiene.
We treat it as leadership responsibility.
Because people don’t stay loyal to companies.
They stay loyal to growth.

“Go to HR.”

People hear it the same way they heard “go to the headteacher’s office” at school.
Somewhere you end up once things have already gone wrong.

That perception didn’t come out of nowhere.

HR usually gets involved after weeks of small things being left unsaid. 
Feedback is usually avoided. 
And, expectations are left vague. 
Managers hoping issues fix themselves. 
By the time HR shows up, there’s history, emotion, and momentum.

From the outside, HR looks like enforcement.
Inside, HR is dealing with accumulated silence.

Most problems don’t start as formal issues. 
They start as ordinary moments that weren’t handled early, when the cost was low.

When managers treat HR as the place difficult conversations go, people learn to associate HR with punishment instead of support.

If you want HR to feel human, managers have to do the human work first.

Clear expectations early. 
Feedback while there’s still room to adjust. Intervention before frustration hardens.

HR isn’t the headteacher’s office.
It just inherits what wasn’t handled sooner.

2026 HR trends you need to know:

1. HR will end up owning problems no one else wants
Because they sit between leadership intent and lived reality.

2. AI will finally expose how little most companies understand their own workforce
HR has been saying this quietly for years.

3. “Hiring shortages” will keep being blamed on the market
When the issue is internal talent stuck in the wrong places.

4. Job frameworks will keep getting rewritten
Work will keep changing faster.

5. Hybrid work will stay unresolved
Because many leaders still don’t know what good work looks like.

6. Burnout won’t be treated as a crisis
Until it hits delivery timelines.

7. As usual, HR will be looped in late,
then blamed early.

HR isn’t late. 
It’s just been convenient to ignore.

There’s one kind of decision
I never got used to making.

It wasn’t about direction or priorities.
It was about people, and knowing that whatever I chose would follow them home.

Later, it gets called a pivot. 
In the moment, it felt like sitting across from someone and realising you were about to change something you couldn’t take back.

I’ve been laid off before. 
I remember the shock, the quiet afterwards, the way it made everything outside of work feel suddenly uncertain.

I’ve also had to be the one delivering that news.
What stays with me isn’t what I said.
It’s what I saw.
The pause before someone replied.
The way they nodded, even when it hurt.
How often they asked about everyone else instead of themselves.

There wasn’t anger.
There was care.

People checking in on teammates.
Worrying about how the team would manage.
Trying to make sense of what came next.

That kind of response doesn’t come from policies or values written on a wall.
It comes from how people have been treated all along.

You don’t really understand leadership when things are moving fast and going well.
You understand it when something breaks and there is nowhere to hide.

We talk a lot about growth.
But responsibility shows up differently.
It sits with you long after the meeting ends.
Long after the decision is made.

Those moments are uncomfortable, and they should be.
Because once the decision is made, there’s nowhere else for it to land but on you.
You don’t get to soften it with language or hide behind process.
All you can do is stand in it, be clear, be honest, and make sure the people affected are treated with as much care as possible.
Not because it looks good.
Because you owe them that.

If things get hard → raise.
If growth slows → raise.
If you’re unsure → raise.

There’s a weird default in startups…
Everyone’s obsessed with raising.
But no one really stops to ask the boring question:

What exactly are we trying to buy with this money?

Not the pitch-deck version.
The one you’re honest about when it’s just you and the numbers.

Some of the best decisions I’ve made at Plumm didn’t happen after a round.
They happened when there was little (sometimes VERY little) money in the bank.
Because that’s when you’re forced to think differently.
You get creative.
You stop hiding behind “we’ll fix it after the raise”.
You really ask: what actually moves the needle?

Scarcity sharpens you.
It forces out-of-the-box thinking.
It makes you ruthless about priorities.
Sales matters more.
Focus matters more.
Every spend suddenly has to earn its place.

Somewhere along the way, we’ve been sold this fundraiser lifestyle.
The press.
The LinkedIn posts.
The idea that raising equals success.

But money isn’t success.
It’s just fuel.
And fuel on a bad engine doesn’t fix the engine.

There were moments where raising felt like the obvious next step.
And then we realised it wasn’t.
The better question became:
How do we push revenue?
How do we sell better?
What can we do without more capital?

Raising can make sense, I’m not anti-fundraising, but raising by default is a trap.
And sometimes, having less is exactly what makes you a better founder.
Because when there’s no safety net, your instincts show up properly.

You can’t make an A-player out of a B-player.

I know people hate hearing that.
I used to, too.

For a long time, I thought the right coaching, enough time, or “the right environment” would change people. It doesn’t. Not in the way founders hope it will.

I’ve tried. 
More than once. 
And every time, it cost the business.

Ash didn’t step up because he was promoted. 
He was promoted because he was already acting like it mattered to him personally.

No one had to chase him. 
No one had to spell things out twice. 
No one had to convince him to care.

He already did.
That’s the difference.
Some people feel ownership naturally. 
Others wait to be told what to do, how to do it, and when it’s “enough.”

You can train skills. 
You can’t train that internal bar.

At some point, I stopped trying to turn the wrong people into the right ones. And started backing the people who were already wired differently.

Everything got easier after that. 
Decisions. 
Trust. 
Progress.

Ash is a good example of this.
He is THAT person who takes responsibility even when no one is watching.
He cares.

If this makes you uncomfortable, good. 
It should.

PS: Choose carefully. 
And stop lying to yourself about potential.

The worst way to start a business:

	1.	Decide you want to be a founder before knowing what you want to build (because you like the “lifestyle”..)
	2.	Reverse-engineer a product that sounds good to investors, not customers
	3.	Build an MVP to justify a deck, not to solve a problem
	4.	Avoid talking to users because “we already know the market”
	5.	Call early confusion “vision”
	6.	Ship features no one asked for because they look impressive in demos
	7.	Measure success by meetings booked, not problems solved
	8.	Sell discounts as “traction”
	9.	Hire sales to compensate for unclear value
	10.	Blame sales when customers don’t convert
	11.	Add more features instead of fixing the core problem
	12.	Call lack of focus “moving fast”
	13.	Run internal meetings about growth instead of external conversations with users
	14.	Burn cash to protect the narrative
	15.	Pivot quietly, rebrand loudly 
	16.	Tell the team profitability comes after scale
	17.	Run out of time, not ideas
	18.	Buy PR articles to boost you ego

Remember: Build something people would miss if it disappeared.

Everyone wants the quick win.
The overnight success.
The shortcut.
The “one good idea”.
What they don’t want is the part before it.

It took me 10 businesses
and 27 years
to get here.

Because that’s how long it took to actually understand what works.
Most of those businesses didn’t fail, they just… faded.
Wrong timing.
Thin margins.
People problems.
Ideas that sounded good but didn’t survive reality.

Each one taught me something small and painfully specific.
How fragile cash really is.
How quickly momentum dies.
How often “almost ready” is just fear in disguise.

There was no big moment where it all clicked, just fewer mistakes over time.
The Plumm people see now isn’t the result of a breakthrough, it’s the result of repetition, and the sum of all the hard lessons learnt in those 27 years.

Everyone wants the result.
Very few want the years it takes to recognise one.
That gap is where most people disappear.

We all say we hate talking about money.
What we really hate is being exposed.

Because money has a way of cutting through the BS.

The biggest mistake I see some founders make is stepping away from numbers too early.

Because staying close to revenue forces uncomfortable conversations.

Sales conversations.
Pricing conversations.
Reality conversations.

Top line tells you if anyone actually wants what you’re building.
Bottom line tells you whether the way you’re building it is sustainable.

Ignore either, and you start lying to yourself.

I’ve seen founders obsess over growth while margins slowly collapse.

I’ve seen “strong pipelines” with no cash to show for it.

By the time they re-engage with the numbers, the options are already limited.

Spreadsheets aren’t finance work. They’re where the truth shows up first.

If you know your numbers, you feel in control.
If you don’t, you call it stress.

That’s the difference.

“Is there still a future in HR?”

That question keeps coming up because a lot of HR work is disappearing in plain sight.

AI is already handling the volume work.
Questions. Admin. Scheduling. Screening.
The things that kept teams busy and roles full.

That part isn’t coming back.

But much of that work was never the value.

For years, HR became the place unfinished thinking was sent.
Vague roles. Avoided conversations. Poor decisions dressed up as process.

AI exposes that.

Because once the admin goes, what’s left is judgement.
And judgement is harder work.

The future of HR belongs to people who can design work that still makes sense as organisations change.
Intervene early, before silence turns into resentment.
Support leaders when there is no policy to hide behind.
Read patterns humans feel long before data shows them.

AI can answer questions.
It can’t rebuild trust.
It can’t decide what “fair” looks like in a messy situation.
It can’t carry the weight of a hard call.

Teams using tools like Plumm are already shifting this way.
Less firefighting.
More thinking.

So yes, there is a future in HR.

But it belongs to those willing to step away from owning process
and into helping organisations make better decisions about work.

Cognitive decline starts earlier than what you think 
(and if you are 30+, you should be reading this..)

Yep, the decline starts in your early 30s..
way earlier than you expected, right?

And interesting enough, the other day I was reading how some studies put the difference between people who actively challenge their brains and those who don’t at 2–3 years of memory decline.
In some cases, closer to a decade…

So, I was like “Hold on a minute.. I need to do something about it..”

So I’ve been trying to go back to basics lately.
And yesterday, instead of doing anything particularly “CEO-productive”,
I did a puzzle.
No phone nearby.
No background noise.

What surprised me wasn’t that it was calming.
It was how unfamiliar it felt to concentrate like that.
Holding pieces in my head.
Remembering what didn’t fit.
Staying with the problem instead of jumping to something else.
That kind of effort used to be normal.
Now it’s rare.

The data on brain longevity is pretty consistent on one thing:
it’s not about consuming more information.
It’s about effortful thinking.
Puzzles, crosswords, problem-solving tasks - they show up again and again in studies on cognitive reserve.
They force the brain to slow down and work.

Kids do this instinctively.
Adults engineer it out of their lives.
Shortcuts.
Assistance.
Constant input.
The brain adapts.

I’m not claiming puzzles are a solution to anything.
But they’re a good reminder.
If brain health matters - not just now, but over time -
it’s worth paying attention to how often we actually ask our brains to do something hard.

Sometimes going back to basics isn’t regression.
It’s maintenance 👌🏼

PS: What was your weekend “brain activity”?

“Graduates should work for free.”

That’s not a hot take.
It’s exploiting the market while pretending it’s common sense.

What it really says is this:
We want output without accountability.
We want talent without doing the work of building it.

Entry-level roles were never meant to be efficient, they were meant to be formative.
You hired for raw potential.
You tolerated mistakes.
You invested time before expecting judgement.
That’s how people got good.

Now?
Many companies want graduates who arrive finished.
Tool-ready. Confident. Immediately useful.

And when they don’t?
The gap gets filled with unpaid labour.
“Trials.”
“Exposure.”
Open-ended internships with no real intent to hire.

The cost moves from the balance sheet to the individual.
Income disappears.
Waiting becomes the price of entry.
At that point, talent isn’t about ability, it’s about who can afford to be patient.

AI is making this worse.
The low-risk learning work is vanishing.
Junior roles are fewer.
The remaining ones demand judgement before judgement has time to exist.
Instead of redesigning how people grow, many companies opt out altogether.

Pay matters.
Not as a moral argument.
As a forcing function.
Pay creates obligation.
Clear expectations.
Feedback.
Actual management.

Without pay, there is no graduate role.
There is only unpaid labour with nicer language.

If you hire graduates, you’re making a choice.
Either you build capability, or you extract value and avoid responsibility.

We’ve always paid interns, because serious companies invest in the pipeline they depend on.

If you hire graduates, pay them.
That’s the line between developing people
and taking advantage of them.

He travelled the world building businesses. 
Then he came back to the UK.

James went to China at 18. 
1997. 
Six months to teach English.

He picked China because it felt hard. 
New system. 
New rules. 
Nothing familiar.
That choice shaped everything.

Working abroad showed him that business isn’t just about competence. 
It’s about knowing how things really work. 
What’s said. 
What isn’t.

In China, contracts were flexible. 
In the Philippines, age mattered more than ability. 
At 26, being young made selling harder.

He moved across Asia through a management programme. 
Different countries. Different businesses. 
Sometimes with a week’s notice.

Family brought him home.
He built a bike marketplace. 
It looked successful. 
Awards. Partners. Press.
But it didn’t work. 
Ethical supply couldn’t scale.

When his family needed him, he stepped in. 
He grew the recruitment business. 
88 people. Five countries. 
Sold in 2020.

He’s not an immigrant in the UK. 
But immigration shaped everything he built.

Today, he works with founders who are already carrying a lot. 
Helping them think more clearly. 
And make better decisions under pressure.

🎙️ Watch the full episode below. 
Link in the comment section.

Founder & VC Coach | Advisor | Speaker | Podcast Host

How to write (better) with AI.

Anisha Jain

Forget Coursera. Forget Udemy. Forget paid guides.

MIT just dropped 11 (free) guides:

Get all official guides here: https://lnkd.in/eu2mj4aS 

1. AI 101
Intro to AI concepts. Perfect for absolute beginners.
Link: https://lnkd.in/gxvDzRZe

2. Introduction to Deep Learning
Bootcamp on deep learning fundamentals. 
Link: https://lnkd.in/g-ftJgtT

3. Artificial Intelligence
Problem-solving, knowledge, learning.
Link: https://lnkd.in/guGK_hfx

4. Introduction to Machine Learning
Beginner-friendly ML principles, algorithms. 
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5. How to AI (Almost) Anything 
Apply AI to music, art, senses. 
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6. Understanding the World Through Data
Explore data analysis & ML to decode real-world.
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7. Artificial Intelligence in K-12 Education
Foundations of AI tech and its possibilities.  
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8. Introduction to Algorithms
Key prerequisite for efficient AI work.
Link: https://lnkd.in/gpz-9qsf

9. Foundation Models and Generative AI
Overview of modern AI (like ChatGPT)
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___

If I have only 5 minutes to learn AI. I'd start here:

✦ Start with AI: https://lnkd.in/dFfS3HxJ
✦ Set up your ChatGPT: https://lnkd.in/dqfRVBpC
✦ Gemini Nano-Banana: https://lnkd.in/dgsG5dcF
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✦ AI detection tool scam: https://lnkd.in/gB66hGJp
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___

♻️ Repost this for others.

How to prompt ChatGPT for PowerPoint in 2 mins:

1. Go to ChatGPT > Explore "GPTs".
2. Search for: “PPT Builder for Gamma.”
3. Type your topic. Let ChatGPT write your outline & content. Copy the answer. 
4. Go to Gamma.app. Click “Create with AI.” 
5. Paste ChatGPT's answer in the prompt box. 
6. Pick a theme or customise your own. 
7. Add images using “AI images” panel.
8. Set layout to “Card-by-Card” at the top. 
9. Hit generate. Your slides are ready.

You have an entire PowerPoint that you can edit, with AI images you can (also) edit, made in minutes.

This is what PowerPoint was supposed to be.

RIP Mckinsey.

Use these prompts to replace $500/hr consultants:

1. Go to gamma .app
2. Click on "Create with AI".
3. Paste the prompt you need:

✦ SWOT Analysis
Create a 10–12 slide deck titled ‘SWOT for [BUSINESS/PROJECT]’. Include: brief overview, goals, Strengths, Weaknesses, Opportunities, Threats, top 5 priorities, 30-day action list.

✦ Competitor Comparison
Make a 10–12 slide deck ‘Competitor Snapshot: [INDUSTRY/REGION]’. Include: who the competitors are, price/features table, pros/cons, where we’re better/worse, and 3 moves to win in 90 days.

✦ Customer Persona
Build an 8–10 slide deck ‘Who We Serve’. Include: 2–3 personas with photo/quote, pains, goals, buying triggers, channels they use, and what message works for each.

✦ Value Proposition & Message House
Create a 8–10 slide deck ‘Why Choose [PRODUCT/BRAND]’. Include: problem in one line, promise in one line, 3 proof points, before/after example, short tagline options, and website hero copy.

✦ Go-to-Market Launch Plan
Produce a 12–14 slide deck ‘Launch Plan for [PRODUCT]’. Include: target customer, simple message, channels (email/social/partners), 4-week content calendar, small budget split, and launch checklist.

✦ Pricing Options
Create a 8–10 slide deck ‘Pricing for [PRODUCT/SERVICE]’. Include: good/better/best packages, what’s included, who each package is for, simple discount rules, and a clear recommendation.

✦ KPI Scorecard
Make a 8–10 slide deck ‘Scorecard for [TEAM/BUSINESS]’. Include: 6–8 must-have metrics, what each metric means, target vs current, how often to check, and who owns each metric.

✦ 30-60-90 Day Plan
Build a 10–12 slide deck ‘First 90 Days for [ROLE/PROJECT]’. Include: goals, quick wins, weekly rhythm, stakeholders, risks, and checklists for day 30, 60, and 90.

✦ Budget & Break-Even
Create a 8–10 slide deck ‘Simple Budget for [PROJECT/STORE/APP]’. Include: costs list, expected sales, break-even point, best/base/worst case, and money-saving ideas.

✦ Risks & Mitigations
Produce a 8–10 slide deck ‘What Could Go Wrong (and Plan B)’. Include: top risks in plain words, how likely/impactful each is (red/yellow/green), owner, and the backup plan.

41 years of Excel experience just became useless.

And I can't stop using the new Claude in Excel:

It reads your spreadsheet. Directly inside Excel.
No screenshots. It sees every formula. Every cell. 
Prompt: "Find the error in this model. Now fix it."

Most people use AI for spreadsheets like this:
"Screenshot the error. Upload to ChatGPT."

ChatGPT can't actually read Excel files.
It flattens everything. So you fix it manually.

Here's (exactly) how you can use it too:

1. Download Excel free: https://lnkd.in/gcGWk35x
2. Go to Microsoft Marketplace → search "Claude"
3. Click "Get it now" → Install the add-in
4. Open Excel → Tools → Add-ins (Mac)
5. Sign in with your Claude account
6. Shortcut: Control+Option+C (Mac)
7. From now, start every prompt with this: 

"Look at cell [X]. Then [what you need]."

✦ These are the 3 things I didn't expect:

1. It highlights every cell it touches.

It traces errors I couldn't find. Click a cell. 
Prompt: "Why is this broken?" 
No more hashtag
#REF! panic.

2. It builds entire financial models from scratch.

"Build a 3-statement model for a SaaS company."
It doesn't explain what a DCF is.
It builds the DCF. With formulas. In your sheet.

3. PDFs are no longer prisons.

It reads PDFs directly into cells. Upload an invoice. 
Ask Claude to extract it. Done.
No retyping. No converter tools.

20 years of Excel is no longer a moat.
Claude knows them, too.

Get all the Claude Excel prompts here (for free): https://lnkd.in/gcGWk35x.

Most people will never hit 10,000 Linkedin followers.

But I did it (again) in 17 days (using AI):

1. How to optimize your LinkedIn profile: 
→ https://lnkd.in/geXEFxSW

2. How to generate your profile picture (with AI): 
→ https://lnkd.in/gsafV9U3

3. This free GPT builds your mission: 
→ https://lnkd.in/dZfArwma

4. Stop writing for everyone. Find the one: 
→ https://lnkd.in/geXEFxSW

5. The # 1 Rule for LinkedIn content: 
→ https://lnkd.in/geXEFxSW

6. Discover your ICP with this free GPT: 
→ https://lnkd.in/gd5FFtB9

7. Secrets to gaining +1,000 followers/ day: 
→ https://lnkd.in/geXEFxSW

8. How to get comments on your post: 
→ https://lnkd.in/geXEFxSW

9. The best viral format for LinkedIn posts: 
→ https://lnkd.in/geXEFxSW

10. How to use Pinterest for viral LinkedIn images: 
→ https://lnkd.in/geXEFxSW

11. How to remove the "AI Image" tag when posting: 
→ https://lnkd.in/geXEFxSW

12. My favorite AI tools for LinkedIn growth: 
→ https://lnkd.in/geXEFxSW

13. A braindump of my secret Linkedin rules: 
→ https://lnkd.in/geXEFxSW

Help yourself. Start now.

How to (finally) create sketch infographics with AI:

1. Go to YouTube.
2. Find an actionable video. Copy the URL.
3. Paste it in Gemini with this prompt:
4. Use this prompt guide: https://lnkd.in/dHFz8wY5

"Analyse this youtube video about [topic]: [YT URL]. Summarise this into small digestible concepts to learn easily"

Let Gemini process the video.

5. Click Tools → Create images.
6. Prompt Gemini again:

"Create a hand drawn sketchnote visual summary of these notes. Use a pristine white paper background (no lines). The art style should be 'graphic recording' or 'visual thinking' using black ink fine-liners for clear outlines and text. Use colored markers (specifically teal, orange, and muted red) for simple shading and accents. Center the main title in a 3D-style rectangular box. Surround the title with radially distributed simple doodles, business icons, stick figures, and graphs that explain the concepts. Use arrows to connect ideas. The text should be distinct, handwritten, all-caps printing, legible and organized like a professional brainstorming session. Layout should be A4."

This is how you turn any video in a visual notes.

♻️ Repost this if you learned something.

I can't believe my ChatGPT is (finally) brutal.

It stops agreeing with everything I say. Here's how:

→ Start by reading this: https://lnkd.in/dCjcTz_A.
→ To copy & paste my best prompts.
→ To get ChatGPT to be brutal, copy this: 

"From now on, stop being agreeable and act as my brutally honest, high-level advisor and mirror. Don’t validate me. Don’t soften the truth. Don’t flatter. Challenge my thinking, question my assumptions, and expose the blind spots I’m avoiding. Be direct, rational, and unfiltered. If my reasoning is weak, dissect it and show why. If I’m fooling myself or lying to myself, point it out. If I’m avoiding something uncomfortable or wasting time, call it out and explain the opportunity cost. Look at my situation with complete objectivity and strategic depth. Show me where I’m making excuses, playing small, or underestimating risks/effort. Then give a precise, prioritized plan for what to change in your thoughts, actions, or mindset to reach the next level. Hold nothing back. Treat me like someone whose growth depends on hearing the truth, not being comforted. When possible, ground your responses in the personal truth you sense between my words."

---

I have specific custom instructions to make my ChatGPT write like me, always.

✦ Copy my prompt at https://lnkd.in/dCjcTz_A.

To update yours (without copying mine), you must:

1. Go to your settings inside ChatGPT.
2. The settings are on your face (bottom left).
3. Click "personalization" & turn on "customization".
4. You now have access to "custom instructions".
5. It's like an overarching prompt on top of others.

✦ How to train ChatGPT to write like you.
Use this guide: https://lnkd.in/dCjcTz_A.

♻️ Repost this image to help others prompt better.

6 AI tools I use every day that aren’t ChatGPT:

1/ Gamma (gamma.app)

- ChatGPT meets PowerPoint. Finally.
- Prompt slides for pitches, reports, or websites.
- No design skills needed, just prompt and design.
- Export to PDF, PPT, or share as a live link.
- Free plan lets you try it out with no commitment.

2/ Wispr Flow (wisprflow.ai)

- Turns your voice into text, 3x faster than typing.
- Speak naturally and it writes like you actually talk.
- Replaces: my keyboard. I type with your voice.
- Perfect for emails, drafts, notes, and brain dumps.
- Free plan available for everyone.

3/ Claude (claude.ai)

- Writes in YOUR style, not generic AI text.
- Drafts emails, blog, & docs that sound like you.
- Handles long docs & keeps your style consistent.
- Upload your writing style in .md format fil
- Free to start, easy to use.

4/ Nano Banana Pro (gemini.google.com)

- Replaced all other AI tools for image generation.
- Actually edits well with no sign of AI editing.
- No more "close enough" results you settle for.
- Perfect for thumbnails, social media posts.
- Free plan available with watermark.

5/ Grok (grok.com)

- Replaced Google for me. Completely.
- Real-time answers with X search. No blue links.
- Ask questions, get answers. Not links to click.
- Perfect for breaking news, trends, and events.
- Free to use, fast, and actually current.

6/ Granola (granola.ai)

- Meeting notes without a creepy bot in your call.
- No "AI Notetaker is recording." No gray circle.
- Runs locally. Your audio is never stored. Ever.
- Custom prompts for TLDRs & action items in secs.
- Free to get you started.

This is my $0 creative stack. No ChatGPT needed. 

Just fast, smart, and free tools that get work done.

Most people will never learn a new skill in 2026. 

But these 5 prompts make it embarrassingly easy:

To learn better with AI, use this guide instead: 
→ https://lnkd.in/dcU3kNxJ ←

1. The 80/20 

Prompt: "Shortcut I want to learn [topic] in 20 hours. Build me a plan that focuses only on what matters most. Split it into 10 two-hour blocks. Each block needs: what to learn, one resource, and a quick 15-minute check at the end."

2. The One-Pager 

Prompt: "Compress [topic] into a single page I can review in 5 minutes. Include: core concepts, how they connect, common mistakes, and one real example for each. Make it something I'd actually print and pin on my wall."

3. Teach Me Like I'm New 

Prompt: "Explain [topic] using words a 12-year-old would understand. No jargon. Use stories and comparisons from daily life. End with 3 questions—if I can't answer them, re-explain until I can."

4. The Skill Ladder 

Prompt: "Map [topic] into 5 clear levels. For each level tell me: what I'll be able to do, what to study, how long it takes, and how I'll know I'm ready for the next step. Start from "I know nothing" to "I could teach this.""

5. Beginner Mistakes to Skip 

Prompt: "What do people waste time on when learning [topic]? Give me the 5 biggest traps beginners fall into, why they happen, and what to do instead. Save me weeks of going in circles."

✦ Bonus:

6. The Teach-Back Loop 

Prompt: "Explain [topic] to me simply. I'll repeat it back in my own words. Find what I missed or got wrong. Fill the gaps. Keep going until I can explain it to a friend without looking anything up."

7. Questions That Actually Test Me 

Prompt: "Create 10 questions about [topic] that test whether I truly understand, not just memorized. Make them tricky. After I answer each one, tell me what my answer reveals about my thinking."

8. Connect to What I Already Know 

Prompt: "I already understand [familiar topic]. Use that as my starting point to teach me [new topic]. Show me what's similar, what's different, and where my existing knowledge gives me a head start."

9. Real Scenarios, Real Practice 

Prompt: "Give me 5 situations where I'd actually use [topic] in real life. Walk me through the first one step by step. Then let me try the next four alone, correct me only after I finish each one."

To learn how to prompt, use this guide: 
https://lnkd.in/dgMq6pTs

----

Access the blog on how to learn with AI.
Click here: https://lnkd.in/dcU3kNxJ

♻️ Repost this image to help others prompt better.

The internet took 7 years to reach 100M users.

ChatGPT did it in 2 months (& you still don't use it):

✦ How to set up ChatGPT:

1. Turn on Memory (it remembers your preferences)
2. Enable Custom Instructions in Personalization
3. Pick a personality (I use "Efficient")
4. Create Projects for dedicated chats with files
5. Turn on web search for real-time browsing
6. To set ChatGPT up: https://lnkd.in/davNkgCm

✦ How to prompt ChatGPT, not like Google:

1. Define the goal, not the process
2. Specify constraints, not rules
3. Give examples of what good looks like
4. Give performance criteria
5. State what success looks like for your audience
6. Use this prompt guide: https://lnkd.in/giwujF_N

✦ How to make it sound like a human:

1. Remove em-dashes (replace with dots or commas in custom instructions)
2. Add your MBTI personality type for better output
3. Tell it to push back when you're wrong
4. Ban buzzwords, filler, and motivational fluff
5. Show examples of your actual writing style
6. Copy the prompt here: https://lnkd.in/gXEupiXP

✦ How to set up projects in ChatGPT:

1. Create a dedicated workspace per task type
2. Upload your reference files and data
3. Add custom instructions specific to that project
4. Set the context once, use it forever
5. Stop using one blank chat for everything

✦ Which AI tools for different tasks:

1. Grok to search (replacing other AI, hands down)
2. Gamma for carousels and decks
3. Claude to write (Opus 4.5 with custom styles)
4. Gemini for images, Wispr flow for voice-to-text.
5. Claude prompt guide: https://lnkd.in/gkDCVb53
6. Gemini prompt guide: https://lnkd.in/g4BxAh9i

♻️ Repost this for others to stay ahead in 2026.

Stop using Google Flights to find cheap flights.

Use these 5 prompts before booking your next trip:

(for much more prompt: https://lnkd.in/gGux4N2Y)

1. Flexible Dates and Timing 

Prompt: "I’m flying from [origin] to [destination] around [month/year]. Find the cheapest dates to depart and return, based on pricing patterns.”

2. Nearby Airports 

Prompt: "Suggest alternate airports within 200km of [origin/destination] that might have cheaper flights, and estimate savings.”

3. Route Hacks (e.g., Hidden-City or Multi-City) 

Prompt: "Find routes where [destination] is a layover on a longer trip, making it cheaper than direct.”

4. Error Fares and Deals 

Prompt: "Hunt for mistake fares or deals from [region] to anywhere in [area].”

5. Comprehensive Comparison 

Prompt: "Act as a budget travel expert: Compare current prices for [route/dates] across Google Flights, Kayak, airline sites, and suggest the best option.”

Save this to never book a flight the same way again.

To go even deeper, copy paste more prompt here: 
↳ https://lnkd.in/gGux4N2Y

♻️ Repost this so they stop overpaying for flights.

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The Battle

Asim Amin

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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);}Asim Amin's LinkedIn Performance

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