Cameron Kinloch

I am a Board Director, former CFO & COO, and advisor to high-growth CEOs and CFOs with experience across SaaS, consumer, fintech, and global markets. Over 20+ years, I’ve led 4 exits, supported 2 IPO journeys, and partnered with founders, boards, and investors through the moments that define a company’s trajectory.

My career spans high-growth venture-backed companies, public-company transitions, and complex strategic situations. I bring experience from Goldman Sachs and Morgan Stanley, as well as executive roles where I’ve scaled companies through hypergrowth - from tens of millions to hundreds of millions in revenue.

Examples of impact:
↳ Led Weights & Biases through a strategic exit to CoreWeave after 10x ARR growth
↳ Turned around a $200M+ P&L at Bulletproof, achieving profitability in six months
↳ Scaled Sunrun and Box through their IPO journeys, building FP&A and public-company readiness
↳ Guided multiple VC-backed companies through successful exits to private equity and strategic buyers
↳ Served as Board Director across public and private companies, including Finance, Audit, Risk, and Governance Committees

Today, my work centers on three areas:

1. Board Service
I serve on public and private boards, including EROAD (NZX/ASX) and Copper Cow Coffee, partnering with CEOs on strategy, governance, M&A, and scaling through inflection points.

2. Advising CEOs & CFOs
I help leaders navigate growth, fundraising, M&A, and strategic alternatives, with a focus on the leadership alignment required during critical transitions.

3. Finance Leadership at Inflection Points
I work with sitting CFOs and CEOs during the moments that matter most: first 100 days in role, preparing for IPO, leading M&A, scaling the finance function, and strengthening the CFO–Board partnership.

If you’re navigating a pivotal moment - or preparing your company for its next chapter - reach out at cameron.kinloch@gmail.com.

Chief Financial Officer

We are building the best in-class, enterprise grade tools for AI developers. Our vision is to be the single system of records for all things AI within an organization.

Used by teams at NVIDIA, OpenAI, Lyft, Blue River Technology, Toyota, and MILA, W&B is part of the new standard of best practices for AI.

After 15 years in the C-suite and 4 board seats, I’ve noticed the same mistakes that quietly stop talented finance leaders from becoming CFO:

1) They think like controllers, not operators.

CFOs don’t just report numbers - they shape decisions.

If you never talk about customers, product, competitive pressure, or revenue levers, you’re signaling you’re a functional expert… not an enterprise leader.

2) They build relationships up, not across.

Great CFOs aren’t just trusted by the CEO and board.

They’re trusted by GTM, Product, Ops, and People because they show up early, listen, and help solve real problems.

3) They can model a forecast but not tell the story.

The CFOs who earn board confidence connect everything in one clean thread: what’s happening, why it matters, what options exist, and the trade-offs behind each path.

Boards remember the narrative - not the spreadsheet.

4) They wait to be invited in.

Future CFOs don’t sit back. They initiate scenario plans, pressure-test strategy, and surface risks before anyone asks.

5) They stay stuck in precision mode.

Perfect accuracy slows companies down.

Standout CFOs set decision thresholds, embrace scenario ranges, and call out the unknowns so the business can move faster.

6) They solve today’s problem, not the next stage.

Boards choose the leader who can scale the company from $20M → $50M, $50M → $200M, or pre-IPO → public.

Your mindset must shift with the stage.

7) They underestimate how much the CFO role is leadership.

Most misses aren’t technical - they’re about influence.
CFOs lead rooms, drive alignment, and bring clarity in moments where ambiguity is high.

The difference between a great finance leader and a CFO isn’t technical skill.
It’s how you think, how you lead, and how you show up.

PS: I coach finance leaders on strategic storytelling, board communication, and executive presence. If you’d like to explore working together, send me a DM.

Board Director | CFO & COO | 4 Exits, 2 IPOs | Advisor to High-Growth CEOs and CFOs

Forbes called her the most powerful and influential CFO of the last decade…

But when Google hired Ruth Porat in 2015, most analysts doubted she was the right fit.

A Wall Street operator at an innovation-driven tech giant? 
Many assumed her discipline would slow Google down.

The opposite happened:

📈 Alphabet’s market value grew past $3 trillion during her tenure
🚀 The stock jumped after her early earnings calls
💡 The company consistently beat revenue and profit expectations

Here’s what she actually changed - and what today’s CFOs can learn from her:

1) Anchor decisions in data.

Porat was famous for saying, “The answer is a number.”
Data over opinions. Signal over noise. It cut through politics fast.

2) Replace passion projects with real frameworks.

She introduced structure to how Google funded big bets.
Teams had to prove why they deserved capital - not just ask for it.

3) Challenge the status quo.

She pushed back on excess, tightened spend, and reset expectations.
Not to clip innovation - but to fuel the right innovation.

4) Think in decades, not quarters.

Her support for AI and Cloud was grounded in long-term value creation.
CFOs don’t just protect the present. They underwrite the future.

5) Earn investor trust through transparency.

By separating core results from “Other Bets,” she gave investors clarity.
Clarity → confidence → multiple expansion.

Porat didn’t shrink Google. She sharpened it.

That’s the new era of finance leadership:

CFOs don’t just keep companies healthy. 

They shape strategy.
They influence product priorities. 
They build investor conviction. 
And they make the long term impossible to ignore. 💪

PS: If you’re a CFO or VP of Finance preparing for that next step, I coach leaders on the real levers of the role: strategic narrative, board communication, and enterprise leadership. 

DM me if you want to explore working together.

After 9 years as a board director, I’ve seen CFOs walk into a board meeting and lose credibility in minutes.

Not because of the numbers. But because of a weak CEO–CFO dynamic.

Boards don’t evaluate executives in isolation. 🔍

They assess how the leadership system functions.

And the CEO–CFO relationship is the core of that system.

Here’s what boards are actually watching for:

1) Shared narrative 🎯

Do the CEO and CFO tell the same story about the business?
Or does alignment start to drift once questions begin?

2) Respectful tension

Do they challenge each other cleanly?
Or does disagreement feel defensive, corrective, or personal?

3) Decision flow

Does alignment speed decisions up?
Or does the board slow down because something feels unresolved? ⚠️

4) Signals under pressure

When the topic gets uncomfortable, do they stay aligned?
Or does the partnership fracture in real time?

The most credible CFOs I’ve worked with do one thing exceptionally well:
They resolve tension before the board meeting.

Specifically, they:

✅ Align with the CEO on a single narrative
✅ Resolve disagreements privately
✅ Clarify which decisions the board is being asked to make and why
✅ Pressure-test sensitive topics together

What boards want to see in the room is cohesion.

One direction. Clear ownership. Leadership that holds under pressure.

That’s what earns trust.

I recently sat through a board meeting where an independent director challenged a core assumption.

What the Chair did next changed the room in seconds 👇

Instead of brushing past the moment, the Chair leaned in and:

- Slowed the discussion
- Separated ideas from identity
- Asked “why” before defending positions
- Pressure-tested the assumption in real time
- Pulled quieter directors into the conversation
- Sat in the discomfort until clarity emerged
- Made it explicit that challenge ≠ lack of support

The result → a stronger decision, with full alignment behind it.

I’ve sat on boards across scaled CPG brands, public companies, and PE-backed companies.

And I’ve seen dissent mishandled when boards:

- Take pushback personally
- Default to hierarchy over logic
- Letting power dynamics decide what gets airtime
- Rush to a vote to escape tension
- Push real debate into hallway conversations
- Boards are designed for dissent.

Not as disruption.
As a governance tool.

The best boards don’t avoid tension. They use it.

They create enough psychological safety for dissent to surface, and enough rigor to turn it into better judgment.

Handled well, dissent accelerates insight.
Handled poorly, it delays the truth.

When I got promoted to my first CFO role, the #1 piece of advice I heard nonstop was:

“Be a strategic business partner to the CEO and the Board.”

No one explained what it actually meant.

After four CFO roles, here’s the simplest definition I’ve landed on...

A strategic CFO doesn’t just report results.

They actively shape:

🎯 Decisions
⚖️ Trade-offs
📈 Outcomes

Here’s what that looks like in practice 👇

1/ Strategy = owning the “so what” 🎯

Every real strategy decision is a trade-off. 

Being strategic isn’t about better slides. It’s about making those trade-offs explicit.

- What we gain
- What we give up
- What happens if we wait

At Adobe, leadership made a fundamental shift.
They stopped selling one-time software licenses and moved to subscriptions.

Finance clarified the trade-off, short-term revenue pressure, and long-term recurring growth.

✅ Strategy is helping leadership commit with eyes open.

2/ Partnership = influencing before decisions are locked ⚖️

Decisions aren’t shaped in the boardroom.
They’re shaped well before the meeting.

Real partnership happens upstream.

- Pressure-testing ideas early
- Challenging assumptions privately
- Helping the CEO see second-order effects

At Oracle, alignment didn’t start at the board table.

Safra Catz shaped major M&A and the company’s pivot to cloud well ahead of board approval.

✅ Partnership is influence before positions harden.

3/ Implementation = turning strategy into action

Great CFOs don’t just approve strategy.

They make sure it actually gets executed.

- Pulling capital from underperforming areas early
- Funding the next growth engine
- Accepting short-term discomfort to avoid long-term stagnation

At Netflix, leadership made a clear choice.

They leaned into original content and international expansion.
Spencer Neumann supported sustained investment despite rising cash burn.

✅ Implementation is forcing strategy into motion.

Being a “strategic business partner” isn’t a title upgrade.

It’s the moment finance stops describing reality and starts helping leadership decide what to do about it.

That’s when CFOs earn real influence.

Here’s the difference between a VP of Finance and someone the Board trusts as CFO:

Most finance leaders think it’s about experience. Boards know it’s about how you show up.

VP of Finance thinking 👇

- Measures success by a clean close and forecast accuracy
- Optimizes the finance function
- Brings analysis and waits for direction
- Executes the CEO’s agenda as given
- Prepares board decks and walks through the numbers
- Frames impact primarily in dollars
- Operates mostly inside the company
- Explains what went wrong after the fact

Board-trusted CFO thinking 👇

- Measures success by better decisions made earlier
- Optimizes enterprise value
- Brings a point of view and recommends a path
- Partners with the CEO to shape the agenda
- Controls the narrative and decision flow in the boardroom
- Frames trade-offs across growth, risk, and resources
- Brings an external lens: investors, markets, benchmarks, and capital conditions
- Reorients the business and clarifies what happens when something goes wrong

Becoming CFO isn’t about being better at finance.

It’s about owning how the company competes, allocates capital, and creates value.

That’s the real shift the Boards are watching for. 🎯

P.S. After 15+ years in the C-suite, 4 exits, and 2 IPOs, I now coach finance leaders on strategic storytelling, board communication, and executive leadership.

If this resonates, feel free to reach out via DM.

34% of CFOs moved into a President or CEO role in 2025.

That’s not a coincidence.

Boards aren’t “promoting finance leaders.”
They’re recognizing enterprise leaders who already operate at CEO altitude.

Here’s why the CFO role has become one of the strongest pipelines to the top seat, and the shifts that matter most 👇

1️⃣ CFOs see the whole system, not just the numbers.

Finance sits at the intersection of strategy, capital, operations, risk, and incentives.

That vantage point makes patterns visible early:

→ Growth that looks good but breaks the org
→ Cost cuts that quietly kill momentum
→ Functional wins that damage enterprise outcomes

Boards want CEOs who understand second-order effects, not siloed optimization.

✅ The shift to make

Stop framing recommendations as financial outcomes.

Start framing enterprise trade-offs, downstream impacts, and the risks the company is consciously underwriting.

2️⃣ CFOs are trained to make decisions under volatility

Finance leaders spend years making irreversible calls with incomplete data across pricing, headcount, M&A, and cash.

That builds judgment under constraint.

In volatile environments, boards value leaders who can decide, adapt, and course-correct without freezing.

✅ The shift to make 

Move from scenario modeling to decision ownership. 
Take a clear position, name the risk, and define what would trigger a change in direction.

3️⃣ CFOs understand incentives, power, and where execution breaks

Most strategies don’t fail because the idea was wrong.

They fail because:

→ Incentives pull leaders in opposite directions
→ Capital is allocated cleanly but deployed politically
→ Accountability diffuses once execution gets hard

Finance operates where pay, capital, and performance collide. That’s where real behavior shows up.

✅ The shift to make

Design decisions with incentives and ownership upfront.

Be explicit about who owns the outcome, who has authority, and how behavior should change when things drift.

The shift from CFO to CEO isn’t a leap.

It’s the result of operating as an executive leader long before the title changes.

P.S. After 15 years in the C-suite and serving on four boards, I now advise finance leaders on the skills that matter most: partnering with CEOs, communicating with boards, and leading at the executive level.

If you’re sharpening those muscles, feel free to reach out.

I’ve been both a CFO and a Board Director. This is where strong CFOs still lose the room.

↳ They speak finance. Boards speak trade-offs.

Here’s an example:

Early in my tenure, I told the board in a quarterly meeting: “The risk is too high.”

A director smiled and asked: “Compared to what?”

That question changed how I show up in boardrooms. 💡

Most CFOs learn to see risk in absolutes:

- Can we afford it?
- What’s the downside if it fails?
- How does this hit the plan or forecast?

Those are necessary questions, but they’re incomplete.

Boards think in portfolios.

They’re asking different things:

- What does this unlock that staying safe won’t?
- Is the upside meaningfully larger than the downside?
- Which risks are reversible, and which ones lock us in?

Here’s the bridge between CFO thinking and board thinking 👇

1) Frame risk relative to the whole business

Not “this could fail.”
But “this risk is small relative to our growth gap, capital base, or strategic exposure.”

Context changes the conversation.

2) Separate visible risk from hidden risk

What shows up in the forecast isn’t always the biggest risk.
Inaction, delay, and missed learning compound quietly.

Boards are very aware of that. ⏳

3) Pair every risk with a lever for action

If the risk starts to show up, what do you do?
Slow it down, narrow the scope, cap the spend, or stop the initiative altogether.

Boards aren’t risk-averse.

They appear risk-averse when the risk isn’t framed in context. 🧭

When CFOs learn to speak in their language, they stop sounding like the brake.
And start sounding like the guide.

I’ve watched brilliant Directors and VPs of Finance get passed over for the CFO seat because of this one mistake…

↳ You wait for the title before adopting CFO-level ownership.

Every CFO I’ve worked with started acting like one long before the title showed up.

Because those years of owning outcomes build trust with the CEO, create visibility with the board, and sharpen judgment under pressure. 🎯

All of which quietly drives the promotion.

Here’s what CFO-level ownership actually looks like:

1️⃣ You optimize for enterprise value, not just finance outcomes
You balance growth, risk, capital, and talent instead of chasing a single metric.

2️⃣ You earn trust outside finance 
🤝 You understand what motivates functional leaders, where they’re constrained, and the trade-offs they’re making.

3️⃣ You take a position 
Not just “here are the numbers,” but what you would do, why, and what it means if you’re wrong.

4️⃣ You think in second-order effects 🔍 
You explain how today’s decision shapes behavior, incentives, culture, and flexibility over the next 12 to 24 months.

5️⃣ You own outcomes when plans miss 🧩 
You frame a clear narrative on what happened, what it means, and what changes next.

6️⃣ You act as a true thought partner to the CEO 
You pressure-test strategy, surface blind spots, and share accountability for results.


The pattern is always the same:
CEOs promote the person who already thinks, decides, and owns like a CFO.

Be that person today.

I’ve served on boards across $200M CPG brands, public companies, and PE exits. And the more boardrooms I sit in, the clearer this becomes 👇

Fiduciary duty gets referenced constantly
Yet it’s misunderstood just as often.

Some directors think it means loyalty to management.
Others think it means aligning with the room.

Neither is right.

Fiduciary duty is loyalty to the process that protects the company. 🛡️

What that actually looks like in practice:

1️⃣ Asking the uncomfortable question

Not to be difficult, but to surface risk, trade-offs, and blind spots before they become expensive.

2️⃣ Testing assumptions before approving decisions

Every decision teaches the organization what to optimize for.
If short-term wins erode retention, pricing power, or trust, fiduciary duty is to call it out.

3️⃣ Anchoring decisions in long-term value

Today’s incentives shape tomorrow’s behavior.

If this quarter’s results are borrowed from future credibility, it needs to be named.

4️⃣ Holding the line between oversight and execution

Boards own decisions and consequences. Management owns the how. Blur that line, and accountability breaks.

Fiduciary duty isn’t about being agreeable.

It’s about being accountable to the work, even when it creates tension.

And accountable boards build resilient companies. 💪

1999: Joined Oracle as a Senior VP
2005: Became CFO
2014: Named Co-CEO and helped scale Oracle to a $1T company

The board didn’t promote Safra Catz for financial excellence.

They promoted her because her decisions reshaped Oracle’s business model and long-term relevance.

And that’s the gap most CFOs never close.

Here are 4 moves that earned her the top seat and what other CFOs can learn from them.

1) She was already functioning as a de facto co-CEO before the title

Safra didn’t stay inside finance. 
She took ownership of the company’s hardest decisions across M&A, operating trade-offs, leadership changes, and long-term bets.

The Co-CEO title didn’t expand her scope. It formalized it.

✅ You don’t get promoted into scope. You expand scope first and let the title catch up.

2) She turned capital allocation into the company’s growth engine

Safra reframed the CFO role from financial stewardship to enterprise design.

- Every dollar was a strategic lever
- M&A followed a thesis, not one-off deals
- Acquisitions like PeopleSoft helped Oracle skip long build cycles and reshape its platform

✅ Use capital to shape how the business grows, not just to protect performance.

3) She earned trust with the Board and CEO by owning the hardest calls

She didn’t just report to Larry Ellison. She helped shape the strategy with him.

By the time she became Co-CEO, the board had already seen her navigate hostile acquisitions, activist pressure, cost discipline, and leadership changes under real stress.

✅ Credibility compounds when you show judgment when pressure is highest.

4) She steered Oracle through its most disruptive pivot

The shift from on-prem to cloud wasn’t incremental. It was existential.

Safra balanced short-term pain with long-term survival and kept stakeholders aligned through years of uncertainty.

✅ Top leaders don’t avoid disruption. They turn it into durable growth.

Most CFOs master cost control, forecasting, and governance.
Few build the judgment to shape the company’s future.

Boards don’t promote CFOs who protect today’s P&L.

They promote CFOs who help the company survive its next reinvention.

That’s how a CFO becomes a CEO.

40% of CFO dismissals come down to one thing:
A strained relationship with the CEO or the board. ⚠️

And yet, CFOs are still expected to:

- Challenge the CEO
- Say no when momentum is high
- Deliver bad news before there’s a fix

After serving as a 3× CFO and 4x board director, here’s how the best CFOs manage this tension without becoming “the problem” 👇

1️⃣ They align strategy with finance

Boards push for ambition. CFOs protect discipline. The best CFOs bridge the gap by:

- Translating strategy into cash, margin, and capital risk
- Modeling outcomes: what hitting X costs, what it earns, and what breaks if execution slips
- Framing decisions as explicit trade-offs

2️⃣ They eliminate surprises

Trust erodes when issues show up late or without context.

- Surface problems early
- Use simple dashboards the board can read in seconds
- Explain why numbers moved and how the team is responding

3️⃣ They challenge the CEO in private, align in public

- Push hard behind closed doors
- Present a unified leadership team in the room
- Never put the board in a position to choose between the CEO and the CFO

This protects the CEO’s authority and the CFO’s credibility.

4️⃣ They design the decision framework before taking a position

Strong CFOs don’t start with “no.” They structure the conversation.

- Separate facts, risks, and recommendations
- Make opportunity cost visible
- Frame choices, not ultimatums

This shifts the CFO from blocker to decision architect.

5️⃣ They manage confidence as much as accuracy

In a miss, boards read presence before precision.

- Stay calm under pressure
- Anchor discussion on what changes next, not who was wrong
- Surface second- and third-order effects instead of re-arguing the decision

Great CFOs don’t avoid tension. They structure it so the CEO, the board, and the business can make better decisions. 🎯

P.S. I coach CFOs and VPs of Finance on strategic narrative, board communication, and enterprise leadership. 

Slots are full until mid-March. Reach out if you’d like to join the waitlist.

Most CFOs think being “board-ready” means knowing their numbers cold.

It doesn’t.

Every CFO who’s ever been hired has clean financials, a tight forecast, and answers to last quarter’s variances.

If technical competence were the bar, boards would never struggle to find leaders.

But boards don’t evaluate you the way operating teams do.

They’re not asking, “Is this person good at finance?”
They’re asking, “Can this person help us govern uncertainty?” 🎯

That’s a very different test.

Here’s what boards actually look for:

1) Alignment

If every executive tells a slightly different story, the board sees fragmentation immediately.

Reporting results isn’t the job.
Unifying the narrative is.

Strong CFOs connect strategy, risk, capital allocation, and execution into one coherent story.

2) Thought discipline

Boards look for your ability to separate signal from noise and surface the decisions that matter most.

That means you:

✅ Frame the 2–3 variables that actually move outcomes
✅ Name what’s immaterial, and why
✅ Prevent the discussion from drifting into operational weeds

3) Confidence without rigidity

When assumptions break, the board isn’t judging the miss.

They’re judging how quickly you recalibrate capital, priorities, and expectations. 🔍
“I believed X. Here’s what changed. Here’s how we adapt.”

4) Scenario thinking

Boards don’t want a single forecast.

They want confidence you’ve pressure-tested multiple futures and understand the trade-offs.

The most credible CFOs don’t say, “Here’s the plan.”
They say, “Here’s the plan if conditions hold and here’s how we’ll respond if they don’t.”


The real test is simple…

Can you clearly explain:

- What’s happening
- Why it’s happening
- What you’ll do if the world shifts tomorrow

When a CFO can do that, the board stops seeing a functional leader.
They see a business leader. 🧭

And that’s when trust deepens, influence expands, and bigger roles quietly open up.

I’ve seen seasoned ex-CEOs join boards and fail in the role within 90 days.
Here’s what they get wrong 👇

Board meetings turn into operational working sessions because they default to execution instead of judgment.

- They dig into the org.
- They second-guess execution.
- They try to “oversee” the CEO.

And this quietly erodes trust and authority. ⚠️

Boards are not there to run the company.
And directors are not there to replace management.

When directors operate instead of govern, three things tend to break:

1) The CEO loses air cover when directors step into execution.

2) The board loses altitude when time shifts from strategy, risk, and capital allocation into operational details.

3) Accountability breaks when directors do the work, because ownership of outcomes becomes unclear.

This is the shift new directors have to make. Being a good director means:

✅ Asking the questions management can’t or won’t
✅ Setting direction without prescribing execution
✅ Holding the CEO accountable without undermining them

The strongest directors I know are disciplined about where they engage.

They influence outcomes without stepping into the line.

Getting the seat is the milestone.
Learning how to stay out of the weeds is the real work. 🎯

If you’re early in your board journey...

What’s the hardest instinct you’ve had to unlearn, or expect to unlearn?

Alisa Cohn

I was named the #1 Startup Coach in the world at the Thinkers50 Marshall Goldsmith Leading Coaches Awards in London. I was also named one of the Top 30 Global Gurus for Startups. Based in NYC, I coach startup CEOs, co-founders, other startup executives and board members all over the world. I also coach senior and emerging leaders from Fortune 500 companies. My clients include Venmo, Foursquare, InVision, Etsy, The Wirecutter (sold to The New York Times), Pfizer, Novartis, Dell, Hitachi, IBM, Calvin Klein, Tory Burch, The New York Times. I also speak at Cornell, Harvard, The Naval War College and am the executive coach for the Runway Program at Cornell Tech.

I write for Inc and Forbes and Harvard Business Review. I have been featured in BBC, Bloomberg, New York Times, Wall Street Journal, and other regional publications. 

My specialties include executive presence, power, influence & charisma, corporate politics, personal mastery, strategic decision-making, developing a strong personal brand, and building social capital. Additionally, I design workshops and give talks for executives, remote teams, managers and employees on similar topics. 

Prior to becoming an executive coach, I was Vice President at two high-tech companies, CFO of a start-up company, and a consultant at PricewaterhouseCoopers and The Monitor Group.

I was selected as one of the Marshall Goldsmith 100 Coaches Project #MG100. I am also an angel investor and Broadway investor. 

My specialties include:
Startup coaching - founders, co-founders, CEOs, executive teams and their investors
Building influence
New leader onboarding
Developing a strong personal brand
Navigating corporate politics
Building your social capital 
Increasing your resilience - building mental toughness
Feedback and coaching

Many AI strategies fail for one reason: the CEO stays hands-off.

But not the trailblazer CEOs. They lean in.

BCG just published their 2026 AI Radar report and they called out 3 things trailblazer CEOs are doing.

Click here to download the report: https://lnkd.in/gGjzWgDG

1️⃣ They make AI their top priority
They actively evangelize for AI, expect their employees to use it, and invest money in it.

❇️ To do this week: insist your employees pick 1 workflow to integrate AI.

2️⃣ They increase their own knowledge
They make time to learn; they read and talk to experts; and they experiment a lot.

❇️ To do this week: block out 60 minutes and build something yourself with AI.

3️⃣ They train their people
They spend time, effort and money on upskilling their workforce

❇️ To do this week: set a baseline for AI team training for the quarter

What are you going to do this week to be a trailblazer?

#BCGPartner
#ad

Global CEO Coach to startups and Fortune 500; Best-selling Author and Podcaster (From Start-up to Grown-up); Writes for HBR, Forbes, Fast Company; Named Top 50 Coaches in the World by Thinkers50

I've coached hundreds of executives and startup founders over 25 years.

Along the way, I've learned what actually works for the best leaders.

You can know all this, but in the heat of the moment it’s hard to remember.

Our programming often gets in the way.

But if you practice these three principles, you’ll build your leadership muscles.

👉 Stop being the answer machine

❌ Don't give your opinion first if you really want to know what they think.
✅ Ask your team to weigh in first.

As a leader, you often think your job is to know and to direct. That’s sometimes true. But much more often you need unvarnished opinions from your team so you can surface issues.

👉 Make decisions faster, not better

❌ Don't wait for perfect information.
✅ Set a decision deadline and stick to it.

Most leaders know that indecision is a decision. Yet it’s torture to decide when you really don’t know. Learn to decide anyway. You won’t get them all right but you’ll move faster. Speed trumps perfection. 

👉 Get good at being wrong

❌ Don't defend your position just because it was your idea.
✅ Change your mind publicly when new data emerges.

You know what’s better than being right? Winning. When you can see you were wrong, admit it and course correct quickly, you’ll overcome your programming. 

The executives who grow fastest don't avoid mistakes.

They just recover faster.

♻️ Save this to remind yourself that leadership is a series of habits you can train.

Practice These Three Leadership Principles

The biggest communication mistake isn’t saying the wrong thing.

It’s focusing on what you want to say

Instead of thinking about how it will land.

Great communication starts with empathy. 

Before you speak, pause and step into the other person’s shoes. 

What could they be worried about? 

What are they distracted by? 

What are they hoping to hear?

When you do that, whether you’re a manager or an employee, you build trust, reduce defensiveness, and move conversations forward faster.

This carousel shares a few simple questions and scripts you can use to make your next conversation clearer and more effective.

Save this for the moments when the stakes are high and the words really matter.

Biggest Communication Mistake

Leadership isn’t about holding hands.

Robbie Bent is running a business that cultivates transformation, playfulness, and human connection. Othership is a modern bathhouse. 

If you live in New York or Toronto you’ve probably heard about it. And likely gone to check it out.

They’re in the human-flourishing business. 

❌But don’t mistake their culture for soft. 
People have to perform with excellence and attention to detail. 
✅People who excel get rewarded and promoted. 
Interns become leaders; cleaners become managers. 

❌Culture isn’t kumbaya. 
✅It’s about giving people ownership, challenging them. Letting them show what they’re capable of. 

That, along with working with great people, leading with compassion and having fun along the way, creates a distinctive culture for a distinctive company. 

🎙️ Hear more from Robbie Bent on how he builds a culture of empowerment and growth. Full episode linked below.

When your team drops the ball, check the system you built.

When you:
❌Let them off the hook for a late or failed deliverable.
❌Jump in to do it for them
❌Answer all their questions 

You’re subtly undermining them.

You mean well. 

But every time you do it, you’re teaching your entire company:

“Deadlines aren’t real here.”
“Someone else will catch my mistakes.”
“Ownership is optional.”

In the short term, it feels great.

🔅You look supportive. Enlightened even!
🔅You keep the project on time and the client happy.
🔅You protect the team from anxiety.

But long term?

You create a team that waits to be saved.

❌You become the bottleneck.
❌You reduce capability.
❌And your best people quietly start wondering “Are we going to win like this?”

Here’s the shift that actually builds autonomy:

✅Stop rescuing. 
✅Start coaching.

When a deliverable is late, stop yourself from taking over.

Instead:
❇️Discuss the issue directly: “What did you commit to, and what happened?”
❇️Insist they own the recovery: “What’s the new plan and deliverable date?” 
❇️Support; don’t take over: “What do you need to ensure you meet the new deadline?”
❇️Close the loop: “Can you let everyone know the new plan?”

💡Being “nice” isn’t protecting people from consequences.

It’s protecting them from growth.

Your job isn’t to save the day.

It’s to build a team that doesn’t need saving.

When Your Team Drops Ball

What's your karmic assignment?

That was the question at a meditation retreat I went to last weekend.

Not "what should I do?"
Not "what would look impressive?"
Not "what would make other people happy?"
Not "what's urgent right now?"

But what do you know you need to do.

The thing you keep circling back to.
The thing your intuition keeps tapping you on the shoulder about.

So how do you actually hear it?

𝟭) 𝗠𝗲𝗱𝗶𝘁𝗮𝘁𝗲
Tuning into your inner compass takes silence.

Not more podcasts. 
Not more data. 
Not more analysis.

𝟮) 𝗝𝗼𝘂𝗿𝗻𝗮𝗹
Some prompts that have been helpful to me:

What am I avoiding?
Where do I feel pulled? (even if it scares me.)
What truth do I keep editing when I talk to people?

𝟯) 𝗙𝗼𝗹𝗹𝗼𝘄 𝘆𝗼𝘂𝗿 𝗰𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆
Your inklings are telling you something. Listen.

Run small experiments.
Take what you learn on board.
Notice what you return to when you have nothing you have to do.

In thinking about my own karmic assignment
I had this insight: 
You don't need a 5-year plan.
You need a next honest step.

So that's what I'm doing; 
Taking the next honest step, day after day.

If you’re not careful, your confidence may be leaking out of you.

Not because of what you say. But because of how you say it. 

Whether you’re leading a meeting, giving feedback, or handling a tricky negotiation, small shifts in how you speak can dramatically change how you’re perceived.

These four strategies are simple and practical.

Practice these daily. That way, you’ll have them when the stakes are high.

Save this for your next 1-1 with your manager.

4 Shifts So You Can Speak With Authority

The first person you lead every day is the one who wakes up in your pajamas.

✅Yes you need a morning routine. And a daily routine.

❌No it can’t be the same as the one your favorite guru follows.

Find your own.  

It should contain these elements:

🔷Create something that works for you (not for someone else.)

🔷Start with centering (rather than immediate action.)

🔷Reconnect throughout the day (so you can re-center.)

Save this post as a reminder to run with intention so you can lead at your best.

Are you the rock your team needs, or are you crumbling under pressure?

For startup founders, and all leaders, stress is unavoidable. 

The grind of daily operations, constant emergencies, and high expectations create an endless cycle of overwhelm. 

To avoid being overwhelmed, here are some tools. 

👉 Sleep well, eat well, exercise.
👉 Have calming practices like journaling or meditation.
👉 Remember not everything is a crisis.

Sounds straightforward, but why don’t people do this? 

Because leaders often don’t prioritize self-care. 
Here’s how to think about it differently:

✅ Self-care isn’t selfish; it’s strategic 
Treat it as an investment in your leadership, not a personal indulgence.

✅ Your calm sets the tone 
How you manage your stress directly impacts your team's performance .

✅ Perspective builds resilience 
Not every setback is urgent—train yourself to distinguish the critical from the noise.

By embracing these shifts, you’ll not only weather the storm but you’ll lead with clarity, confidence, and steadiness. 

Because when you’re on an even keel, you become the anchor your team needs to thrive.

What’s your go-to strategy for staying grounded as a leader? 

Share your thoughts in the comments. I’d love to hear how you navigate the challenges!

A few years ago I got schooled by one of my clients on a topic that I thought I was an expert in.

Listening.

He was explaining his point of view. 

I interrupted him to tell him why he wasn't seeing it the right way. (Not my best moment.)

"You're not listening," he told me.

"Yes I am," I said.

Back and forth we went.

And then he said the thing that hit me: "I don't feel listened to."

He was right. And I coach leaders on this all the time!

The key to listening is not how YOU feel. It’s how the other person feels.

Here are 6 habits that separate great listeners from everyone else:

🔷 Don't interrupt. Let them finish.
Even when you think you know where they're going.

🔷 Body language > words. Eye contact, nodding, interested face 
They need to really see you’re with them.

🔷 Put your phone away. Obviously.
When you’re distracted, it doesn’t feel like you’re listening.

🔷 Reflect it back. "So what I'm hearing is…"
This is what makes someone feel heard.

🔷 Ask follow-ups. "Is there more? What’s most important to you?"
Make sure they feel complete. 

🔷 Make it safe. "Thanks for telling me - I know that's not easy."
Encouragement will ensure they continue to tell you hard things.

Save this post to review before your next meeting.

I don’t like it when people get defensive either. 

But I like what it reveals:

👉Where they’re coming from. 

👉What they care about.

👉What they heard.

👉How my tone came across.

When your people get defensive it’s easy to get drawn in. So here’s a process you can use to coach rather than control.

❌ Don’t react

✅ Pause. Take a breath. 

You can say: “Give me a second to respond.”

❌ Don’t snap back.

✅ Let them know you didn’t mean to set them off. 

You can say: “I’m on your side. What did you hear me say?”

❌ Don’t repeat yourself.

✅ Get curious about their reaction.

You can say: “What about this is upsetting you?”

❌ Don’t force compliance.

✅ Ask how they’d like to handle the situation. 

You can say: “I’m open to your approach. We just need to get to the right outcome.”

All of this gives you the chance to practice maintaining your emotions on an even keel. And like any skill, when you practice you get better.
 
Save this for your next 1:1 that starts getting tense.

Defensiveness is annoying. But it’s also data. Don’t waste it.

The theme for the year is “in-person.”

🚫Community doesn’t get built in comment sections.

🟢It gets built when you see people in real life. 

That’s not easy when your friends and colleagues are scattered around the world.

So I’ve developed a simple habit. 

When I’m traveling I reach out to friends and people I don’t know well.

🥦I set up a lunch. 

🥦I gather interesting people that I’ve met recently for dinner. 

Yes, it’s work. But that’s  how you can build new relationships.

And keep in touch with friends.

That’s how trust compounds.

We do get together, we don’t just “catch up.”

We’re intentional.

We come with some topics we want to talk about so we can go deeper.

Melissa Daimler and I got together on my recent trip and we shared some thoughts about staying connected.

If you want stronger relationships this year, do these 3 things:

🌲When you travel, think about who you’d like to connect with 

🌲Invite them to lunch or convene a small group dinner or coffee

🌲Bring a few prompts to move the discussion deeper than small talk

Community isn’t accidental.

It’s designed.

Build yours on purpose.

Leverage at work isn’t a perk. It’s a position you build. 

In “Clear Thinking,” Shane Parrish frames getting leverage as putting yourself in a good position. 

I’ve seen so many careers stall because people wait to be given leverage rather than strategically position themselves. 

Don’t let this happen to you!

👉 Get great at your craft

Excellence creates earned confidence. 

🧩 Signals of excellence: always close the loop; sweat the details; use accurate data.

 👉 Build relationships before you need them

Your success will always depend, in part, on other people. 

🧩 Build a cadence: two check-ins per week; one curated intro per month; quarterly catch-ups with mentors. 

 👉 Learn sales skills (even if you’re not in sales)

No matter your role, you’re always selling.

🧩 Add a practice: tell a story related to your idea; start with their problem, not your solution.

👉 Read the room

Deal with people as they are and adjust. 

🧩 Prepare for meetings: predict how others will react; figure out who the decision-maker is.

👉 Cultivate trusted critics

Your growth depends on hearing the truth.

🧩 Build a personal board: find people who will tell you the uncomfortable truth; train yourself to say “tell me more.” 

👉 Learn every day

Learning and applying new ideas gives you an edge.

🧩 Create learning habits: read 20 minutes daily; curate your inputs; apply one concept immediately. 

Putting yourself in a good position isn’t about luck. It’s about choices you make consistently.

♻️Save this post to remind you to create leverage daily.

There are so many myths about company-building. It’s a breath of fresh air to hear Molly Graham’s real talk on Lenny Rachitsky’s podcast. 

Molly (of “give away your legos” fame) has driven scaling at Google and Facebook to name a few.

My 3 top takeaways from this podcast:

🪞Culture mirrors the founder

You can impact it slightly, but fundamentally the company reflects the founder's behavior.

❌ Don't think you can change the founder's culture from below.

✅ Pick the founder whose behavior you want to see reflected everywhere.

👉 This week: Look at the behaviors that get rewarded in your company. That tells you everything about the culture you're actually working in.

🎯Get good at firing people. 

Not asking you to be heartless! But low performers impact everyone. 

❌ When you refuse to move on struggling performers, you’re prioritizing your own feelings over winning.

✅ Learn to call it early when it's not working.

👉 This week: Push yourself to have the conversations you’ve been putting of. 

🗣️Promote escalation in your company.  

Most leaders don’t encourage enough escalation and so employees feel like it’s wrong.

❌ People feel like they have to go around their colleagues or “tell on them.” 

✅ Encourage people to go together to the decision-maker.

When each person presents their case to someone who has the power to make a decision, you can move forward faster.  And everyone learns.

👉 This week: If you have an ongoing disagreement with a peer, propose going to your shared manager together.

Take these on board this week and see what gets unlocked for you!

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