Managing Partner @ CannaBIZ Collects & CCA | 🌎 Travel | Innovative Disrupter | Helping companies collect their 💰

I’m driven by the challenge to build great businesses with great people to solve real problems. 

My career began in 2015 after being promoted to CEO of a vertically integrated cannabis company in Colorado, where I gained hands-on experience and deep insights into the industry.

Later, I co-founded a specialty child-resistant cannabis packaging business, where I served as CEO. In 2022, I sold my shares in the company, achieving a personal exit while the business continued operating independently.

Currently I’m the Founder & Managing Partner of CannaBIZ Collects, the nation’s first and leading cannabis-focused collection agency started in 2017. In this role, I work to support cannabis businesses in navigating the unique legal and financial challenges related to A/R and collections.

I’m also the founder of the Cannabiz Credit Association, the first trade credit group in the cannabis industry, where we provide tools for risk monitoring and credit assessments to help businesses make better financial decisions and manage risk effectively.

I earned a BBA in Finance from The University of Georgia, and today, I’m based in St. Petersburg, FL. I’m committed to exploring new opportunities, improving business practices in the industry, and mentoring aspiring entrepreneurs who are looking to make an impact.

Brett Gelfand

I can’t tell you how many times we hear this:

“We were waiting to see what happened.”
“We thought they’d turn it around.”
“We didn’t want to strain the relationship.”

Then the company closes.
Or goes into receivership.
And suddenly they want to collect.

Here’s the hard truth most operators don’t understand:

Once a cannabis company shuts down or enters receivership, collectability is basically zero.

At that point:
 • Cash is gone
 • Inventory is liquidated
 • Secured creditors are first in line
 • Unsecured vendors are last

And if there’s no personal guarantee, you cannot just “go after the owner.”

An LLC or corporation exists specifically to shield personal assets.
No PG = no personal exposure.

That means:
You extended trade credit to a legal entity that no longer has assets.

Game over.

In cannabis, this happens more than in most industries because:
 • Thin margins
 • Regulatory volatility
 • Cash flow constraints
 • Overleveraged operators

Waiting until collapse is not a strategy. It’s hope.

The operators who consistently reduce bad debt do three things differently:
1. They monitor payment behavior early.
2. They tighten terms at first signs of distress.
3. They escalate before insolvency, not after.

Collections is about timing.

If you’re placing accounts only after a closure announcement, you’re not managing credit risk. You’re documenting a loss.

And in this industry, prevention will always outperform recovery.

The goal isn’t to collect from bankrupt companies.

The goal is to never let it get there.

Founder @ CannaBIZ Collects & Cannabiz Credit Association (CCA) | Recovering unpaid 💰 and reducing credit risk for cannabis companies

Big news. And big moves with the team over at Cannabiz Credit Association.

View company: Cannabiz Credit Association

We’re excited to announce that TerrAscend has officially joined the Cannabiz Credit Association community!

TerrAscend is one of the leading vertically integrated cannabis operators in North America, with operations spanning multiple states and a reputation for disciplined growth.

Adding strong, established MSOs like TerrAscend to the CCA network continues to strengthen the quality of shared trade data across the industry. The more leading operators who participate, the more transparent and accountable cannabis credit becomes for everyone.

We’re proud to have them as part of the community.

#WelcomeMarijuanaVenture #CannabisMedia #CannabisIndustry #CannabisBusiness #CannabisInsights #CannabisCommunity #CCAMembers

“We already know who the good and bad payers are…”

We see this every day at Cannabiz Credit Association.

Then six months later they place $100,000+ in collections to CannaBIZ Collects.

Here’s the uncomfortable truth:

Anecdotal memory is not a credit policy.

In cannabis, most credit decisions are still made based on:
- A rep’s personal experience
- Word of mouth
- “They’ve always paid us”
- A relationship from three years ago

That’s not risk management. That’s optimism disguised as familiarity.

And in a capital-constrained market, optimism is expensive.

The operators who’ve been humble enough to adopt data-backed credit risk ratings have seen something very different:

- Reduced DSO
- Fewer surprise defaults
- More disciplined credit limits
- Faster approvals with less internal debate

Because they stopped relying on:

1. Traditional trade credit associations with long meetings and delayed decision-making or 2. Legacy credit bureaus or new credit risk startups with little to no meaningful cannabis payment data

And started leveraging real cannabis payment data built on over 10 years of credit and collections experience in the industry.

Cannabis is not CPG.
It’s not manufacturing.
It’s not distribution in any other vertical.

You cannot underwrite it with generic data.

The best operators don’t assume they “just know.”

They validate what they think with real data… and not just blind scoring/heresay they trust. 

That humility is what protects margins.

We see these credit mistakes every day in the cannabis industry, not because teams don’t care, but because structure is missing.

1. Extending credit without vetting - Trust isn’t credit data. Without visibility into payment behavior and existing trade debt, you’re guessing and guessing is expensive.
2. No written escalation process - If there’s no clear plan for 30, 60, or 90 days past due, invoices stall. Delay weakens leverage and signals tolerance.
3. Waiting too long to act - The longer an invoice sits unpaid, the harder it is to recover. Early action protects both cash flow and relationships.
4. Confusing loyalty with risk tolerance - Familiar partners can still be high risk. Longevity doesn’t cancel financial reality.

In cannabis, credit discipline isn’t aggressive. It’s necessary. Good intentions don’t pay invoices.

Want to spot risk earlier? Cannabis-specific credit data makes the difference. 

#CannabisBusiness #CannabisFinance #TradeCredit #AccountsReceivable #CannabisCredit #CashFlowManagement #CannabisOperators #RiskManagement

Credit Mistakes - CannaBIZ Collects

When we started building CCA, the first thing we did was call the traditional credit bureaus. We assumed they already had cannabis credit data. They had few trade lines. Almost no verified payment history.

So we built the reporting network ourselves. And built a tech-forward SaaS platform specific to cannabis, with hundreds of CRB companies contributing real payment data. 

The only source of truth to know who pays and who doesn't.

When we first started building the CCA, we did what anyone would do.
We called the “normal” credit bureaus.

We asked about cannabis data. Trade lines. Payment history. Risk scoring.

And the answer was always some version of the same thing:
 “It’s limited.”
 “It is hard to collect.”
 “It’s difficult to verify back to companies.”

The reality is simple. For decades, cannabis operated in the shadows. Cash businesses. No traditional banking. No consistent reporting. A lot of legitimate operators, but very little structured credit data.

So, of course, the files were thin.

Instead of accepting that, we decided to build what didn’t exist.

We worked directly with D&B analysts. We partnered with operators. We built reporting pipelines. We standardized how trade data gets captured. And we kept going until the picture started to look real.

Today, the CCA captures payment and trade data from more than 200 companies nationwide.

Not guesses. Not vibes. Actual reported performance.

That’s how you build the most comprehensive credit bureau in cannabis.
Because this industry may have started in the black market, but its future runs on transparency, accountability, and real credit data.

And someone had to do the hard work to capture it.

To know more about how CCA works, visit us at - https://lnkd.in/gG58eey6

#CannabisIndustry #CannabisBusiness #CannabisFinance #CannabisCredit #TradeCredit
#CreditRisk #CreditData #ARManagement #AccountsReceivable

CCA is the strongest source of credit data and insights to know whose who in cannabis.

Our Michigan data set is getting stronger every day with leading operators and CRBs actively reporting verified trade lines.

If you’re in Michigan and feel a Facebook group or he says/she says is a better credit process… I’d love to challenge you and get a demo set up with our team. 

It’s time to move this industry forward together.

We’re excited to announce that Northwoods Cannabis has officially joined the Cannabiz Credit Association community!

Northwoods Cultivation is a mission-driven cannabis grower in Michigan focused on premium flower, clean cultivation practices, and thoughtful genetics. With a commitment to sustainable growing and careful attention to plant health at every stage, they produce consistent, high-quality cannabis that resonates with both patients and adult-use consumers alike.

Their craft-focused approach and dedication to excellence make them a valued new member of the CCA network.

We’re proud to welcome their passion, leadership, and commitment to quality.

#WelcomeNorthwoods #CannabisCultivation #PremiumCannabis #CraftCannabis #CannabisIndustry #CannabisBusiness #CCAMembers

probably #1 reason I see companies struggling with cash flow and AR issues today. way too much reactivity. when proactive solutions exist... finally.

Most cannabis companies still operate in reactive mode.

A retailer places an order? Ship it.
They ask for terms? Sure.
Need a little higher limit? No problem.
Everybody gets a loan.

And when they eventually don’t pay… that’s when action happens. The emails start. The calls get tense. Then it ends up in collections through @Cannabiz Collects.

That’s the old playbook.

The new age operator looks very different.
They check credit before extending terms.
They decide how much to extend based on actual trade data.
 And if they’re already doing business, they monitor credit exposure over time.

Because companies can go south quickly in this market. A license change. A tax issue. A cash crunch. One bad quarter and suddenly everyone’s chasing the same dollars.

You don’t want to be the last to know.

Reactive businesses send accounts to collections.

Proactive businesses adjust limits before there’s a problem.

The industry is maturing. The question is whether your credit process is.

#CannabisIndustry #CannabisBusiness #CannabisFinance #CannabisCredit #TradeCredit #CreditRisk #AccountsReceivable #ARManagement #CashFlow #RiskManagement

CEO, Highland & Haskill Creek • Founder of Classy (acq. by GoFundMe) • Founder of nonprofit, Save Farmland

Every week I tackle management, operations & startup topics that are helping 250,000+ people. Sign up free: www.scotchisholm.com

I also run a leadership accelerator that helps founders develop into top CEOs. Apply here: https://joinhighland.com/apply/

My backstory: 

🚀 Founder of Classy, SaaS for nonprofits raising billions per year

🎗️ Acquired by GoFundMe in ‘22 to create largest giving platform in the world

🌲 Investor in dozens of startups out of family fund, Tall Timbers Holding Co, (Ripple, FanDuel, Hubble, Casetext, etc.)

🏔️ Founder of Highland, leadership accelerator & community for founders

🏡 Co-founder of Haskill Creek, modernized & healthier version of a Walgreens or CVS 

⚽️ Co-owner of Albion Soccer Club, top youth soccer club in country

🧑🏼‍🌾 Founder of Save Farmland, a nonprofit protecting local farmland & food 

⚙️ Industrial engineer & lean six sigma nerd, UMass Amherst grad 

❤️ Board experience: Nature Conservancy, Abundant Montana, Team Rubicon, Street Soccer USA, Montana Pediatric Cancer Foundation

It's been a wild ride. If you're interested in any of the above, please visit my website and reach out to me there. 

www.scotchisholm.com

Scot Chisholm

Getting pushed out of my own company taught me what a CEO actually does...

In 2017, I got called to my lead investor's office in La Jolla.

I waited 30 minutes in the conference room. Then the head of the firm walked in.

"The partners aren't happy with Classy's performance. We think it's time for some change." Two missed quarters. That's all it took.

I had built the company to tens of millions through brute force. But something had gone wrong. Growth slowed. I had become the limiting factor.

I hated them for it. But they weren't wrong.

I was more builder than scaler. More brick layer than architect. It took 24 months to buy them out and get us back on track. Some of the darkest times of my life, but also the deepest reflections.

That experience lit a fire under me to understand the CEO role better than anyone they could bring in to replace me. Not to become the next Jobs or Bezos. But to answer basic questions no one could give me:

What should I be doing all day? What should I focus on? What does a CEO actually do? So I obsessed over studying the best CEOs in the world. What separates the ones who scale from the ones who plateau?

I found that every great CEO masters 7 core responsibilities. I now call them the CEO-7.

I wrote a complete breakdown in yesterday's newsletter. 

If you wanna check it out, I'll drop it in the comments.

Operator & Investor • Founder of Classy (acq. by GoFundMe) • Building Highland, Just, Haskill Creek

Here's how to create an unstoppable strategy in 3 simple steps:

First, what is a strategy? Most leaders get this wrong. Strategy is not vision. Strategy is not goals. It's the bridge between the two. Strategy is your unique approach to achieve vision. It shapes your annual goals and daily execution. Vision leads to strategy, which leads to goals.

To create an unstoppable strategy, you need three things:

- Unique approach
- Measurable impact
- Target market

I call this "strategic AIM." A stupidly simple, crystal clear description of strategy that anyone can understand.

1. Approach
What's our unique approach to accomplishing the company's 3 to 5 year vision? Why will people choose us? How are we 10x better than the competition? What are 3 to 5 core bets, multi year initiatives, that we will pursue? Your unique approach creates differentiation at all levels.

2. Impact
What does success look like when we achieve our 3 to 5 year vision? How do we measure it and track along the way? Customer impact, financial impact, shareholder impact. Get crystal clear on what success looks like from day 1.

3. Market
Most leaders target anyone that will buy from them. This is the wrong approach. Instead define exactly who your target market is. Think of it like an archery target. Primary is the inner ring, secondary is the 2nd ring, tertiary is the 3rd ring. Dominate the first before prioritizing the second.

Your strategic AIM informs how you set pricing, packaging, and messaging. It also makes annual goal setting a lot easier. What are the company's top three annual priorities that advance our strategic AIM? Pay special attention to your multi year core bets. These help shape annual goals.

Revisit your strategic AIM at least annually. As your vision evolves, your strategic AIM should evolve. They're joined at the hip. You should always have a company wide strategic AIM, but you could also have one for different products or markets as you get bigger.

If you're a founder or operator and you enjoy my content, you should check out Highland Academy: https://lnkd.in/eAVA5ekz

How to create an unstoppable strategy in 3 simple steps:

In 2017 I was called to my lead investor’s office in La Jolla. 

I had no idea what the meeting was about. 

They wanted me out as CEO after nearly ten years running the company. 

I had missed two quarters and lost their confidence. 

That was enough. 

But they weren’t wrong, I wasn’t yet a great CEO. 

While they tried to push me out, I studied the role like a maniac. 

Determined to be better than anyone that could replace me. 

Ultimately, it worked and the company 5x’d in valuation. 

Now I teach everything I learned through Highland Academy. 

If you’re a founder working to become a great CEO, this is for you.

I'll drop a link in the comments if you want to apply.

Or shoot me a dm.

Don't screw up your annual company kick-off!

Most CEOs don't realize how high-stakes their company kick-off really is. They waste the moment. Why? 

Because they don’t realize how high-stakes it is. They think B- work is ok. Check the box. Get back to the “real work”. I mean, you do have lots of shit going on. Carving out a half-day for a company kick off can feel like a waste of time.

I've been on both sides of this. As a founder, I learned the hard way that the leaders who put their heads down and "get back to work" in January are making one of the costliest mistakes of the year. The annual kick-off isn't a distraction from the real work. It IS the real work.

Andy Grove called this "managerial leverage" in High Output Management. The idea is simple: what you put in is nothing compared to what you get out. A few hours of intentional effort in January can shape the behavior of your entire company for months, if not years. Skip it and you put your team at an information disadvantage you'll be fighting all year long.

The truth is, your kick-off is the highest-leverage meeting of the entire year.
Get it right and your team has the clarity to do their best work all year long. Get it wrong, and you're playing catch-up on culture and alignment for months.

I've worked with hundreds of CEOs on this. The ones who treat their kick-off like the Super Bowl moment it is? They never say die. They show up prepared, energetic, and locked in, and their teams follow suit. The ones who phone it in? They spend the rest of the year wondering why nothing is sticking.

I wrote a guide to follow in a recent newsletter. It includes the one thing your team needs from their leader going into the new year: Purpose, Direction & Progress.

link in the comments to go in depth on this topic 👍

How to speak like the top CEOs on the planet:

Most people communicate: 
- nervousness
- indecision
- selfishness

When they should be conveying: 
- conviction
- thoughtfulness
- partnership

Not all CEOs get it either, but the best certainly do. 

Here’s how 👇 

1/ Keep it clear & simple: Avoid jargon. Use plain English. Be yourself. Don’t over-share or talk in circles. Focus on nailing one main point but never exceed three. Don’t assume understanding. Ask the person if they get it.

2/ Speak with energy: Show enthusiasm & belief in what you say. Avoid fidgeting or whispering. Makes you look nervous. Stay solution-oriented. Don’t be a negative Nancy. You’ll demotivate everyone. Use storytelling to inspire & provide tangible examples.

3/ Talk like a partner: Say “we,” not “I”. Stay relatable to every level of the organization. Create a sense of shared ownership. Ask people: “What do you think?” Take people’s feedback seriously. Even if you make the final call.

4/ Communicate the ‘why’: Tie things back to mission & vision. Always explain reasoning behind major decisions. Help people understand company's progress. Create a sense of urgency when you fall behind. Say “because” more to force yourself to provide context to the team.

5/ Control your emotions: Never let feelings override the message. Stay composed under pressure. Don’t over-share and freak everyone out. But don’t sugarcoat things either. Be realistic & communicate a plan.

6/ Ask the right questions: Don’t pretend to have every answer. Find solutions through thoughtful questions. The best CEOs see themselves as detectives. Practice ‘5 whys’ asking why five times to find root causes.

7/ Guide, don’t dictate: Be a facilitator, not a dictator. Orchestrate debate & discussion. Pre-plan exercises that get people collaborating. Keep the room on track and constructive. Shape the discussion, don’t dominate it.


📌 ps if you want me to teach you how to do this at your company, check out Highland Academy: https://lnkd.in/eAVA5ekz

📌 📌 pps. if you enjoy my content, you'll love my free newsletter. Subscribe here: https://lnkd.in/e6ak5dbP

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Helping leaders of all shapes and sizes grow their teams and themselves. 

Every week I tackle management, operations & startup topics that are helping 200,000+ people become better leaders.

Scot’s Newsletter

Highland is a leadership accelerator & community for early-stage founders (seed, series A/B) to develop into world-class CEOs. If you're a founder/CEO, hit me up!

Founder & Chief Professor

A family office with wholly owned businesses, private investments, and property. Ripple, Hubble, FanDuel, CaseText and more.

Managing Director & Founder

After the merger of Classy and GoFundMe, I’ve taken on a strategic advisory role to the CEO & executive team. I remain a large shareholder in GoFundMe and a big believer in our joint vision.

Strategic Advisor, GoFundMe

Haskill Creek is a new type of self-care store. Imagine a healthier & modernized version of a Walgreens or CVS. Family owned business.

Co-Founder

Albion Soccer Club is one of the top youth soccer franchises in the United States with over 10,000 players and hundreds of teams across the country.

Co-Owner

Skills: Agriculture · Food Systems · Board of Directors

Board Member

Save Farmland is a nonprofit organization with a mission to protect and promote small farms in Flathead Valley, Montana, and beyond.

Founder & Chairman

Skills: Nonprofit Technology · Start-ups · Management · Product Management · SaaS · Leadership · Fundraising · Entrepreneurship · Startups · Product Development · Social Entrepreneurship · Software as a Service (SaaS) Founder & Strategic Advisor (Acq. by GoFundMe, 2022)

Founder & Strategic Advisor (Acq. by GoFundMe, 2022)

Classy is a SaaS giving platform that powers the fundraising of over 10,000 nonprofit organizations. Classy is a certified B-Corp, has a team of 300+ people and has raised over $5 billion for social good since 2011. CEO & Founder

CEO & Founder

In Classy’s earliest days, we hosted large scale fundraising events with the goal of connecting millennials with local nonprofits in the San Diego area. CEO & Founder (pre tech company)

CEO & Founder (pre tech company)

Since 1951, The Nature Conservancy has worked to protect the lands and waters on which all life depends. Grounded in science, TNC supports innovation, leadership, and communication for conservation success throughout the world.

Leadership Council Advisory Board

Street Soccer USA is a nonprofit who's mission is to improve health, education, and employment outcomes for the most disadvantaged Americans by using sports to transfer the skills necessary so that they can achieve these outcomes for themselves.

National Board of Directors

Team Rubicon unites the skills and experiences of military veterans with medical professionals to deploy vanguard teams that bridge the gap in disaster response.

For more than 100 years, military, government, and business leaders have turned to Booz Allen Hamilton to solve their most complex problems. As a consulting firm with experts in analytics, digital, engineering, and cyber, Booz Allen helps organizations transform.

Senior Consultant

Operator & Investor • Founder of Classy (acq. by GoFundMe) • Building Highland • Avoid most advice, including my own.

This is where companies quietly fall apart:

Most founders inherit the CEO title before they have any idea what it actually requires. 

You start the company, you get the title. 

No one sits you down and explains what the job is supposed to look like. 

You have to be intentional about learning the role. 

It’s not the same as being a founder. 

Two very different things.

***
Learn what the role of a CEO actually looks like in my recent article (link in comments)

EOS and OKRs broke at scale. 

Here’s what replaced them.

I spent over a decade building Classy from a scrappy idea into a $100M+ company that processed billions in donations before we sold to GoFundMe.

As we scaled, one problem kept surfacing:
No operating system held up past ~$5M in revenue.

We tried OKRs. The product team loved them. But across the company they became too complex. Too many objectives, too many key results, quarterly resets, confusing grading. The system meant to create focus became a recurring distraction.

We looked at EOS. It was cleaner, but too prescriptive. And I didn’t agree with the idea that the founder should hand off operations to a “professional operator.” 

My belief is simple: The CEO must own the operating system.

There was also a deeper issue.

Classy was an impact company. Our mission wasn’t a slogan on a wall. It was the reason people showed up. We needed an operating system that connected purpose all the way down to daily execution, and not just tactical documentation.

So I built one.

It’s called the Northstar OS.

📌ps. If you want to dive into the Northstar OS framework, check out this article I wrote that breaks it down: https://lnkd.in/eDeRw6D2

pps. Sign up for my free newsletter here: https://lnkd.in/gXCsenmP

"Don't worry, you're gonna do great."

I was frozen in the green room at TEDx San Diego. My body felt like 1,000 pounds. I've only been a founder for a couple of years. Why am I giving a TED talk? People are going to laugh me out of this theatre.

An old man in the corner spoke up. That nudge got my legs working again.

I gave my talk. Came back dripping sweat.

"See, I told you you'd do great. You should be proud."

Then he walked on stage to give his own talk.

⁂

Years later, an advisor sent me a book that changed everything about how I manage people.

The One Minute Manager.

I googled the author. Ken Blanchard.

His face stared back at me.

The old man from my TED talk.

Here was one of the most successful business writers of all time, about to give one of his best talks ever, and he was focused on me.

That night I wrote Ken a thank you. He responded with equal grace.

⁂

The book became required reading for every manager at my company. Here are the 3 lessons that changed how I manage people forever:

1/ Great leadership is a side-by-side relationship. Not top-down. It's a partnership. When the organization wins, the people should win. Get this right and your people start managing themselves.

2/ Catch people doing something right. Positive recognition isn't soft, it's smart. People repeat what's recognized.

3/ Correct the behavior, not the person. Address mistakes quickly and specifically. End with reaffirmation. Every 1×1 becomes an opportunity to help people stay on track.

That night, Ken was demonstrating everything he'd later teach me through his book.

True leadership is the smallest acts of support, delivered at the right moment.

Full story + breakdown here: https://lnkd.in/eXTwa8eH

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