Clover Learning (acquired by Ascend Learning)

Chief Operating Officer

Hannah Grey VC

Venture Partner

PATHWAYos by Vector Solutions

Chief Executive Officer (acquired by Vector Solutions), Board of Directors

Edvance - Member Benefit Management in Higher Ed

Chief Operating Officer + Chief Of Staff

PresenceLearning

Chief Operating Officer (acquired by TPG & Spectrum)

Wiley

Vice President, Operations & Strategic Partnerships (acquired Ranku: Co-founder & COO)

U.S. Chamber of Commerce (Institute for a Competitive Workforce)

Senior Director of Education Policy

Minnesota Chamber of Commerce

➥ Recognized as "Business Leader in Public Policy" by Capitol Report/Politics in Minnesota

Education & Healthcare Lobbyist

CEO at Transeo 🔹 On a mission to close the skills gap by unlocking work-based learning opportunities for all 🔹 Innovative & Entrepreneurial COO (2x Exited) 🔹 Bridging Education to Workforce

Cecilia Retelle Zywicki is an experienced executive with a proven track record of driving transformative growth in the EdTech and HealthTech sectors. Expertise in defining and implementing strategies accelerating revenue and profit within highly competitive markets. Proven leader with a history of delivering exceptional outcomes, including multiple successful exits.

Cecilia is the COO of Clover Learning, overseeing all aspects of operations, including partnerships, customer success, customer support, finance, legal, and operational efficiency. She is adept at building high-performing teams, fostering collaborative environments, and maximizing operational efficiency to achieve ambitious growth objectives.

Cecilia has extensive experience leading technology-driven companies, focusing on developing and delivering innovative solutions in the healthcare and education sectors. She has demonstrated her ability to navigate complex business development transactions, including strategic acquisitions.

Passionate about upskilling the workforce and connecting education with real-world opportunities. Proven ability to scale enrollment and develop and implement online learning platforms. As a leader, she fosters a collaborative and supportive environment where team members are empowered to contribute their unique talents and achieve their full potential.

JD from the University of Denver and a BS and M.Ed. in Education from the University of Minnesota.

Cecilia Retelle Zywicki 🖥

Helping Overwhelmed Managers Become Impactful Leaders - Faster | Mom, Entrepreneur & MGMT Co-Founder

Hi I’m Marsden.

Mom. Wife. Entrepreneur.

Building a modern “Mom & Pop Shop”: Co-Founding MGMT with my husband Dave Kline.

You might be asking yourself, “Marsden, what do you mean when you say Mom & Pop Shop”?

It’s simple really.

For the years, myself and my husband have dedicated ourselves to a singular goal:

To help leaders become the best versions of themselves through proven management tactics for leading high-performing teams.

Creating something that we wish that we’d had as leaders earlier in our careers.

And to do that we knew that needed the following ingredients:

✅ Hustle
✅ Shared vision for a business AND family life
✅ Joy: If you know us, we laughed at/with one another
✅ A product shaped by years of hands-on experience
✅ A commitment to connecting with each person who walks in

The ingredients that make a modern “Mom & Pop shop”.

And with our combined 30+ years of leadership experience working for big names such as: Google, Moody’s, Goldman Sachs & Bridgewater Associates ↴

We saw the common problems managers and leaders were facing. 

And knew that we had the tools to create something that not only helped leaders, but transformed the way that they worked.

And that’s exactly what we’ve built with MGMT.

Today: We have over 1000 alums from our MGMT Accelerator & MGMT Fundamentals course.

And that number just keeps growing.

From new leaders, to those with years of experience, we’ve helped countless individuals:

→ Overcome common management challenges
→ Develop your Management OS's CODE (Coach, Operate, Delegate & Engage).
→ Refine their leadership Decision-Making System tailored to your individual approach.

The next leader we help could be you.

If you’re looking to change the way you manage your high-performing team in 2025, hit the follow button! ☝️

Or better yet, shoot me a DM 📥

Marsden Kline

It's easy to talk about being relentless.

But what does it look like?

I've watched this countless times since last night.
I've shown it to my kids.

You don't need to be a football fan to appreciate this.

Watch Cowboys rookie Alijah Clark (#30).
He never gives up.

Result?
Turnover.
Cowboys ball.

A lot is written about
↳ Actions over words
↳ Showing up for your team
↳ Finding a way, not an excuse

But this is what it actually looks like.

Clark wasn't drafted.

He was cut, resigned, and earned his way onto the field.

No guarantees. 
Just hustle.

Leadership isn't about your title.

It's about your effort
When no one expects you to give more.

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Subtle Signs You Hold Secret Expectations

(and what they cost you)

A common scene:

Clean dishes stacked neatly on the counter.

One person smiles, "I crushed this."

The other is distracted by crumbs on cluttered counters
and a job only half done.

Here is the truth:

Both are right.
Both are wrong.

Both are victims of secret expectations.

This breaks great teams.

It's not a lack of drive.
Its the frustration created by secret standards.

Beware of the gap between:

- What's clear in your head
- What they think you want

7 Signs You Have Secret Expectations:

1. You keep saying "that's not what I meant"
❌ Assume your instructions were crystal clear
✅ Confirm understanding before they start

2. You're frustrated by "obvious" mistakes
❌ "They should know better"
✅ Let me clarify what good looks like here

3. You're disappointed by their priorities
❌ Surprised by how they spend their time
✅ Explicitly detail what matters most

4. Your view of excellent is inconsistent
❌ Surprise them with new feedback during reviews
✅ Align on standards early, revisit regularly

5. You think everyone shares your vision
❌ Overlook that you have more context
✅ Be clear on the what and the how

6. You expect them to "figure it out"
❌ Management by hazing
✅ Define what excellence looks like upfront

7. You're solving the same problems repeatedly
❌ Grow frustrated, "We've talked about this"
✅ Document systems that compound understanding

Remember:

Your job isn't to have perfect employees.
Your job is to create clarity.

We love to teach for the eyes-light-up moments.

When we lead our module on expectation-setting,
The kitchen counter example tends to resonate.

Dave Kline and I have been a team for decades.
And we have different definitions of a clean kitchen.

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We teach live.
We teach from experience.
After all, management is personal

Join us in Q1
Become the leader you'd follow
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Helping Overwhelmed Managers Become Impactful Leaders - Faster | Mom, Co-Founder, Sports Fan

Attention is Currency

Your quiet presence speaks volumes.

You could choose to watch the recording.

What does it say when something is so important, 
you prioritize being there?

Uncommon effort stands out.

Drake Maye was a coveted high school football recruit.
There are 100s of hours of tape on his performance.

Anyone can watch those.

But what sort of football coach shows up to watch him play basketball?
One who leads differently.

In a world of endless distractions,
Give others your undivided attention.

We can all learn from this.

How did you show up this week?
• Camera on in the optional meeting?
• Fully present in that 1:1?
• Thoughtful dinner conversations?

Think about your best boss.
Think about your best teacher.
Think about your best mentor.

What do they have in common?
They showed up.
They paid attention.

So did it work out?

Maye initially committed to Alabama.
Then chose UNC to stay closer to home.
Alabama had recruited another quarterback, too.

And that's the deeper lesson:
The best leaders show up anyway.

Without guarantee.
Without condition.
Without immediate return.

Because this investment isn't transactional.
It's about being fully present:

Your attention says:

"I believe in your potential."

Not simply:

"I believe in what you can do for me."

The return on your time isn't certain.

Show up anyway.
Be present anyway.
Invest anyway.

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Photo credit: Scott Taylor/Myers Park High School

--
Join 50k+ leaders.
Get inspiration from outside the office.
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11 Subtle Lessons Hiding in Plain Sight

(small shifts to go from good to great)

Thoughtful Visuals by Drex (on X)

1. Nobody Is Thinking About You

❌ Frozen by imaginary judgment
✅ Acting while others hesitate
→ Write your own story

2. Revel in Invisible Work

❌ Waiting for external validation
✅ Building excellence in private moments
→ Put in reps before the sun rises

3. Energy Flows Where Attention Goes

❌ Inviting all the distractions
✅ Deliberate attention drives progress
→ Care enough to mute the noise

4. You Have More Time Than You Think

❌ Constant grazing absorbs days
✅ Strategic sprints, meaningful rest
→ Work like a lion

5. Create More Than You Consume

❌ Endless scrolling steals focus
✅ Taking action builds futures
→ Ship something

6. There Is Progress In Stillness

❌ Fighting natural cycles
✅ Using quiet seasons to prepare
→ Anticipate the storm and build for it

7. Fear Lives In Your Head

❌ Letting doubt define limits
✅ Welcome, imposter syndrome
→ You can just do things

8. Consistently Reliable > Occasionally Extraordinary

❌ Chasing perfect moments
✅ Building daily habits
→ Never bet against someone who keeps showing up

9. Safe Rarely Writes Stories

❌ Ignoring the cost of comfort
✅ Taking calculated risks
→ Expect growth to feel uncomfortable

10. Your Worry Weighs You Down

❌ Bracing for the worst
✅ Trusting in possibility
→ Make things work out

11. In This Story, You Save Yourself

❌ Playing small
✅ Embracing your potential
→ Leap

Which lesson made you pause?

It's easy to read and nod along.

But growth starts with that uncomfortable truth:
Your choices create your bottlenecks.

Time to tackle one.

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Go beyond bullet points.
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11 Subtle Lessons Hiding in Plain Sight

11 Questions That Could Change Your Career

(with visuals that challenge your thinking)

Inspired by Sketchplanations

1. Are you building a vision or completing a task?
↳ Most improve the process
↳ Leaders redesign the game

2. Why aren't you brave enough to ask?
↳ Rejection hurts once
↳ Wondering creates a weight forever

3. Does your calendar match your dreams?
↳ Time is strategy in action
↳ Is there time to improve and not simply "do?"

4. Are you curious enough to compound?
↳ Bring energy to reviewing your choices
↳ Listen for opportunity to improve

5. When do you solve for yes?
↳ Progress needs optimists
↳ Excellence needs critics

6. What's keeping you from eating the frog?
↳ Delay doesn't reduce difficulty
↳ Today's discomfort beats tomorrow's regret

7. Who shapes your thinking?
↳ You're the average of the 5 voices you trust most
↳ Echo chambers comfort, diverse voices challenge

8. Could you step in to lead today?
↳ Position grants authority
↳ Action creates influence

9. Are you essential or optional?
↳ Nice-to-have dies in tough times
↳ Must-have thrives in any market

10. What comfort signals stagnation?
↳ Comfort often masks decline
↳ What you accept becomes your ceiling

11. What small problem are you tolerating?
↳ Minor issues become major
↳ Tomorrow's fire drill is today's ignored warning

The power isn't in these questions.
It's in your honest answers.

Which question made you pause?
Share below ⬇️

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11 Questions That Could Change Your Career

10 Bad Habits I Had to Unlearn

(to become an effective leader)

Behaviors that drove my success
Were quietly holding my team back.

Here's what to do instead:

1. Speaking First
❌ Dominated discussions, solved too quickly
✅ Ask "What do you recommend?"
➡️ Better solutions emerge naturally

2. Measuring Time Over Impact
❌ Praised late nights, tracked face time
✅ Celebrate outcomes, not hours
➡️ Higher quality work, balanced lives

3. Avoiding Tough Conversations
❌ Delayed feedback, sugarcoated truth
✅ Address issues within 24 hours
➡️ Faster growth, deeper trust

4. Solving Every Problem
❌ Jumped in with answers, created dependence
✅ Coach through questions, not solutions
➡️ Team grows stronger

5. Chasing Popularity
❌ Avoided necessary conflict
✅ Do what's right, explain why
➡️ Earned respect lasts longer

6. Being Always Available
❌ Instant replies, constant interruptions
✅ Protected focus time, structured support
➡️ Better thinking, clearer priorities

7. Hoarding Information
❌ Kept cards close, created confusion
✅ Share context early, update often
➡️ Aligned action, faster decisions

8. Following the Loudest Voices
❌ Mistook confidence for competence
✅ Seek quiet wisdom first
➡️ Innovation through inclusion

9. Taking All Credit
❌ Led with "I" instead of "we"
✅ Highlight team wins, own setbacks
➡️ Multiplied motivation, shared pride

10. Pushing Work Over Growth
❌ Deadlines first, development later
✅ Build learning into every project
➡️ Sustainable success, lasting impact

Remember:

Unlearning meant fighting habits that had served me well.

Your old strengths can limit their growth.
Your trust unlocks their potential.

60% of new managers fail.
Often due to these habits.
Invest in yourself and beat the odds.

Your team will thank you.

Join our MGMT Fundamentals program
Jan 27 - Feb 6
https://lnkd.in/gCwT7kU7

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10 Bad Habits I Had To Unlearn (1)

Our best intentions can produce the worst results. 

Here is what your team isn't telling you:

They aren't drowning in work.

They're suffocating under your management habits.

They can handle hard work.
They can't handle work that:

🚩 Lacks clear purpose or direction
🚩 Always feels urgent but unimportant
🚩 Could be automated

Even with good intentions,
These habits slowly demotivate teams:

1. The "Always Available" Trap
↳ Each reply trains endless interruption
↳ Weekends blur into workdays

2. The "I'll Just Handle It" Reflex
↳ Solutions flow one way
↳ A thousand rescues kills growth

3. The "Hustle Harder" Signal
↳ Teams compete on hours, not impact
↳ Balance becomes betrayal

4. The "Perfect Over Done" Mindset
↳ Innovation hides in endless drafts
↳ Progress drowns in details

5. The "Crisis Mode" Default
↳ When everything's urgent, nothing matters
↳ Emergencies absorb all the energy

6. The "Problem Solver" Identity
↳ Your expertise becomes their excuse
↳ Teams bring problems, never solutions

7. The "Positive Vibes Only" Shield
↳ Truth retreats underground
↳ Real problems echo in whispers

8. The "Just One More Thing" Habit
↳ Small requests spawn silent resentment
↳ Focus fragments, talent fades

9. The "Meeting Marathon" Culture
↳ Time dissolves into talk
↳ Real work happens after hours

10. The "Instant Response" Expectation
↳ Speed trumps quality
↳ Quick fixes replace real solutions

Your leadership habits shape your culture.
Make them intentional, not accidental.

Because your team isn't tired from the work.
They're tired of how you lead it.

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Stop sabotaging your self-review

Write a better story.

Your self-review isn't documentation.
It's advocacy.

7 rules to stop shortchanging yourself:

1. Never Outsource Your Story
• Author the narrative, AI can edit
• Generic content screams minimal effort

2. Never Exaggerate
• One inflated claim makes everything suspicious
• Build credibility through specific numbers

3. Never Undersell
• State your achievements with confidence
• Make it easy to support your wins

4. Always Bring Data
• Convert opinions into measurable facts
• Get specific use surveys, customer feedback

5. Always Connect Impact
• Link actions to business outcomes
• Don't just list the "what," link the "why"

6. Always Mirror Language
• Use their strategic phrases precisely
• Align with company priorities

7. Always Work Backwards from Success
• Submit early, not exhausted
• Write sections they can quote and share

Remember:

Stop treating your self-review like paperwork
Start treating it like advocacy

Because if you don't believe in what you're doing,
Why should anyone else?

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7 Rules for Winning Performance Reviews

A KPI from last week: 0.

Zero playoff games missed.

Dave and I are partners in all things.

Parents, co-founders.
Carpool drivers, cooks.

There are endless shiny objects.
It's easy to covet someone else's success.

But, for us, one sentence quiets the noise:

"Remember what we are playing for."

Present for our partners. 
Present for our kids.

Ideas in the attached carousel were built over time.

Scribbled on whiteboards
Revisuted on long walks.
Sited at the end of long days

A few principles of a new playbook
(swipe throuhg the carousel for the full list):

Listen for the "Hell Yes"
↳ Stop grinding through other people's priorities
↳ Maximize time spent in your flow state

Prioritize Family Connection
↳ Stop saying, "I'll find time once I'm done"
↳ Default to "yes" when you are asked to play

Find Your Zone of Genius
↳ Stop getting rewarded for easy work you hate
↳ Start doubling down on what lights you up

Gift others your Undivided Attention
↳ Stop drifting into "what's next"
↳ Start being fully where your feet are

What's on your scoreboard?
What should be?

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10 Full Life Metrics

Forget fancy frameworks

9 subtle shifts to unlock your team

The gap between good and great isn't dramatic.
It's in the daily work.

Start here:

1. Own Your Role
❌ Expect perfection from others
✅ Model learning from mistakes first

2. Honor the Past
❌ Dismiss previous efforts
✅ Acknowledge resilience and build on wins

3. Reset the Target
❌ Rely on abstract long-term visions
✅ Paint a clear 6-month picture with metrics

4. Define Winning Behaviors
❌ Settle for generic corporate values
✅ List exact actions that drive success

5. Declare a New Day One
❌ Keep change vague and undefined
✅ Document specific behaviors that must shift

6. Create New Rituals
❌ Add random processes
✅ Build consistent connection points

7. Re-earn Trust Daily
❌ Assume trust accumulates automatically
✅ Deliver on every small promise

8. Embrace Fast Iterations
❌ Expect overnight transformation
✅ Celebrate progress and learn from setbacks

9. Catch Them Winning
❌ Focus on correction
✅ Recognize specific wins publicly

Remember:

Good people can make a good team.
But good teams need great leadership.

What would you add?

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9 Small Shifts That Make A Good Team Great

This made me laugh.

But my December tradition looks different.

I like to start things now.

It's like making your bed first thing in the morning. 
Every time you walk past that nicely made bed, you feel a quiet satisfaction. 
You did something now for yourself later.

I'm tackling that business decision we've been debating. 
It has owned a prime place on the whiteboard for too long. 
I'm driven to not see it on my January list.

And I switched up my fitness routine.
I'm sore. But, I'm smiling. 
It will be easier to be on week 5 in January than debating day 1.

I love this season of traditions, celebrations, and lights.

It would be easy to wait.
But my mom was right:

When you have a lot on your plate, 
You might as well add a little more.

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Join us on December 16 for a free lesson:
A Leadership Lookback: Your AI-Powered Management Diagnostic
https://lnkd.in/eQixkFkW

There are two types of managers we remember.

The person who built you up.
And the one who broke you down.

One accelerated your career.
One crushed your confidence.

Each leader has their own style.
Here's how to be remembered for all the right reasons:

Courage: Own Their Failures
↳ Their first response to failure: "That's on me"
↳ Their second response: "Here's what we'll fix"
↳ Their consistent message: "We learn and grow"

Purpose: Care Enough to Be Clear
↳ They replace confusion with direction
↳ They make the implicit explicit
↳ They'd rather be clear than comfortable

Vision: Hold High Standards
↳ They don't negotiate with mediocrity
↳ They know potential grows at the edge of comfort
↳ They make excellence feel achievable

Leadership: Make Order From Chaos
↳ They don't just survive chaos - they simplify it
↳ They build systems that scale
↳ They create calm in complexity

Foresight: Proactively Anticipate What's Needed
↳ They see around corners
↳ They prevent fires, not just fight them
↳ They play chess while others play checkers

Character: Never Compromise Values
↳ They choose right over easy
↳ They live their standards daily
↳ They show integrity isn't situational

Recognition: Give Credit to Those Who Earned It
↳ They shine spotlights, not take them
↳ They celebrate progress, not just outcomes
↳ They make success visible

Wisdom: Balance Accountability & Understanding
↳ High standards + deep empathy
↳ Push for growth + provide support
↳ Drive results + develop people

We remember great managers like coaches.

They saw your potential before you did.

Who accelerated your career?
Tag them. 
Thank them.

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Faster.

Our top-rated programs are 25% off through Monday.

For new managers: MGMT Fundamentals
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For experienced managers: MGMT Accelerator
https://lnkd.in/et8sS2M4

Finding calm in chaos is a magnetic skill

5 habits of people who stay steady in a storm:

Some leaders thrive in stressful situations.
While others retreat or rush,
They appear unshakable.

Here's what sets them apart:

MINDSET
↳ "This is temporary."
↳ "We've seen worse."
↳ "There's a path."

ACTION
↳ Create structure in disorder
↳ Remain visible, accessible
↳ Control the controllables

LANGUAGE
↳ Open: "Help me understand."
↳ Clear: "First this, then that."
↳ Logical: "Here's what we know now."

STRATEGY
↳ "What deserves our attention first?"
↳ "What's our immediate next step?"
↳ "Who needs our help next?"

PRESENCE
↳ Direct, steady eye contact
↳ Focused, never wavering
↳ Measured tone

The reality of leadership:

Conflict will always threaten your calm.

Most react. 
The best prepared.

Chaos is our biggest test.
Calm is our best response.

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Work will always be busy.
Invest in systems to outrun the overwhelm.
Join us in Q1

New Managers:
Congratulations, we built the program we wish we had.
https://lnkd.in/gCwT7kU7

Experienced Managers:
A 4-week cohort with high performing peers
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 How to Remain Calm in Chaos

Can You Spot a Star Underperformer?

(they are easy to overlook)

In a recent MGMT Accelerator workshop,
a leader mentioned "star underperformers."

Clever phrase.

We immediately knew what he meant.

Those who pour energy into what seems right.
But it isn't.

His example:
An analyst diligently making decks instead of decisions.

Have you worked with any of these characters?

The Email Artist
↳ Perfect prose, pending decisions

The Silent Struggler
↳ Working late instead of asking for help

The Data Devotee
↳ New dashboards, missing clear signals

The Process Perfectionist
↳ Small fixes while big problems grow

The Safe Picker
↳ Choosing safe over bold

The Eternal Planner
↳ Planning next year while this quarter burns

Their hustle can make it easy to overlook the truth

Being busy isn't being effective.

Star underperformers invest in what's easy and known,
not what's hard and needed.

The uncomfortable part?
As leaders, we build this system.

Every time we:
• Praise analysis without decisions
• Value detail over speed
• Let planning replace progress
• Reward effort over outcomes

Two questions worth asking:

Where are you working hard on the wrong things?

Where are you rewarding others who do the same?

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Become the leader you would follow.
Managers never get to practice.
That is why we built our programs.
Live. Interactive. Focused on real problems.

Join us in January
https://lnkd.in/gCwT7kU7

taplio

The Battle

Cecilia Retelle Zywicki 🖥

Marsden Kline

Followers

Posts

Engagements

Likes

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taplio

The Battle

Cecilia Retelle Zywicki 🖥

Marsden Kline

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Marsden Kline's LinkedIn Performance

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