CWE Crane Enterprises 

CWE Crane Enterprises is a privately held Canadian firm focused on acquiring and scaling essential service businesses, where trust, consistency, and operational execution drive long-term value.

We believe in building businesses that serve people, create livelihoods, and operate with integrity. Our mission is to lead with clarity, act with conviction, and steward each business with the long-term sustainability.

Current Portfolio:
1. Scaling Success: industrial sales training
2. Molly Maid: residential cleaning service 
3. Texas Ticket: online education service

President

Scaling Success

At Scaling Success™, we believe success compounds. It starts with education and ends with execution.

Our mission is simple: transform industrial sales reps and leaders into formidable sales professionals and 7-figure closers.

We don’t do generic fluff: We deploy proprietary frameworks — ARC5™, CICSR™, and PTR™ — built from years in the field, designed to help reps and teams close bigger deals with consistency.

Founder & President

MOLLY MAID Canada

At MOLLY MAID, we deliver premium, professional home cleaning services with a personal touch. As a franchise owner, I’m proud to lead a bonded, insured, and detail-oriented team committed to excellence, safety, and consistency.

Our crews arrive in branded vehicles, fully equipped with eco-friendly products as part of our Green Housekeeping Program. We operate Monday to Friday during daylight hours, supporting both family balance and professional service.

Backed by Canada’s most trusted name in residential cleaning since 1979, we combine proven systems with local care. Whether you’re a client or part of our growing team, you’re in good hands with us.

Franchise Owner

XCMG Canada

Led a national sales team and the development of a national dealer network, securing $12M in new revenue while traveling across Canada in 3 months.

Vice President of Sales

Naumann Hobbs Material Handling, Inc.

Led the development of a new forklift division, while overhauling the existing rental and used equipment departments.

Lonestar Forklift, Inc.

Led the growth & development of 4 sales branches, growing the total team size from 6 to 15 & leading revenue growth from $8M to $15M

General Manager

Leavitt Machinery

Led the development of a new sales department after acquisition, and grew the sales team from 0 to 10 and annual revenue from $4M to $12M.

Regional Sales Manager

Crown Lift Trucks

Managed a sales territory, growing market share from 9% to 33% and total revenue from 3M to 9M.

Territory Account Manager

The London Vocal Studio

Founder and Instructor of the #1 rated vocal teaching studio in London Ontario. Sold in 2020 to a large franchise.

Founder & Master Instructor

Ricoh Canada Inc.

Managed a sales territory, growing market share from 7% to 27% and revenue from 2M to 6M.

Territory Sales Representative

I write about sales, leadership & productivity to help you become a top sales performer. RSM at Lonestar Forklift | AIB MBA

Hey,

I’m Chris Crane, and my mission is simple: transforming industrial sales reps into formidable sales professionals.

Over my 15-year sales career, I’ve closed over $100 million in industrial equipment deals, trained more than 150 reps, and led industrial sales teams across Canada and the U.S.

I built the Scaling Success System™ to give industrial sales reps what no one else offers: a sales operating system specifically engineered for industrial sales. This system has taught over 150+ industrial sales reps to make over $250k+ per year consistently, and it can do the same for you. 

This isn’t theory. It’s a proven system designed to cut through the noise and turn conversations into conversions.

DM "sales" to learn more.

Chris Crane

Your quota isn’t just tied to skill. It’s tied to how much you learn. 

Most reps skim headlines.
They never finish the chapter.
They never build the habits that sharpen their advantage.

They celebrate small wins.
They stop improving after quota.
They forget that continuous learning is a must. 

Here’s what I know:
→ Books compound advantage.
→ They sharpen instincts reps overlook.
→ The best closers study strategy when others chase shortcuts.

Consider these takeaways: 
→ Stories create connection.
→ Urgency must be discovered, not forced.
→ Buyers need to feel like the decision is theirs.
→ Most reps pitch too early because they never uncover real pain.
→ Psychological leverage comes from trust built before the solution is ever shown.

If you’re not reading, you’re already losing ground.


P.S. This is just a sample of what I teach.

If you want to improve your selling ability right now, I created a FREE 5-day course to get you started: 👉 https://lnkd.in/gKGYmHUM

The $100M Closer | I install the Scaling Success System™ in your industrial sales organization. Your team gets a 5x return.

Most companies think they understand why the buyer buys, but they often fail here. 

They let buyers wander through stages.
They hope the prospect “moves forward.”
The the consumer decision-making process like a passive observation.

And that’s why deals drift, stall, and disappear.

If your a sales leader, here is what you need to consider:

Awareness doesn’t happen by luck.
→You establish authority, name the issue, and trigger the need.

Research isn’t random.
→Your questions expose the friction points the buyer didn’t see yet.

Consideration isn’t a comparison game.
→You redirect, clarify cost, and anchor your solution using their logic.

Conversion isn’t an emotional moment.
→It’s the natural result of controlled sequencing.

Re-purchase isn’t about satisfaction.
→It’s about systemized follow-up & expectation management

Here’s what happens when companies operationalize these stages with a unified system, like the Scaling Success System™

→ Objections decrease
→ Deal velocity increases
→ Repeat business multiplies
→ Forecasts become accurate

The buyer’s journey isn’t something you monitor, it’s something you command.

P.S. This is just a sample of what I teach

If you're ready to improve your sales team's outcomes and you want to install a proven system with proven frameworks, start here: 👉https://lnkd.in/g4t7DKmP

You can’t scale a team on hope.

Most leaders think they have a system.
They think their reps are following the process.
They think deal flow is healthy because the dashboard is green. 

Then quarter-end hits and everything falls apart.

The pipeline shrinks.
The “strong” opportunities melt under basic questions.
And the reps who sounded confident two weeks ago suddenly can’t defend a single number. 

The problem wasn’t effort.
The problem was structure.
And structure is where most companies quietly bleed.

So I installed the Scaling Success System™ inside a team that was missing quota for 6 straight quarters.

We rebuilt from the ground up using Canon Pillars and the integrated frameworks: CICSR™ for discovery, ARC5™ for objection control, and PTR™ for resistance handling. 

Here’s what changed:

→ Reps stopped “winging” discovery and started running CICSR™ with discipline.
→ Leadership stopped guessing and started inspecting using the 5 Core Pillars.
→ Deals stopped stalling because ARC5™ became the default cadence.

Here’s why it worked:

→ When a team has a unified operating system, performance compounds.
→ When reps follow a framework, conversations stop collapsing.
→ When leaders coach the same structure the reps execute, forecasting becomes real.

Teams don’t fail from a lack of effort. They fail from a lack of architecture.

P.S. This is just a sample of what I teach

If you're ready to improves your sales team's outcomes and you want to install a proven system with proven frameworks, start here: 👉https://lnkd.in/g4t7DKmP

Most sales leaders don’t coach their team.

They manage metrics.
They push for more activity.
They don’t build performance.

I’ve seen it too many times.

The pipeline stalls.
Good reps get stuck.
leadership has no clue why.

Here’s what I know:
→ Good leaders are good coaches
→ Good teams are properly coached
→ Good coaching provides clear guidance 

Consider these 8 tips: 
→ Be direct
→ Design actions
→ Set goals & follow up
→ Hold them accountable
→ Establish solid agreements
→ Create a trusted environment
→ Use powerful direct questioning 
→ Practice focused, active listening

Ask yourself: What could I be doing better than I am doing today as a leader? 

Want my full leadership framework? 

Comment "leadership" and I will send it over.

Stalled teams don’t need motivation. They need a system.

Most organizations...

Blame the rep.
Blame the market.
Blame “seasonality."

Then they wonder why performance keeps flat lining.

I was brought in to evaluate a team that hadn’t closed a meaningful deal in 90 days.

→ Pipeline looked full.
→ Nothing was moving.
→They blame the market.

The problem was obvious the moment I listened to three calls.

→ Discovery was shallow.
→ Objections were mishandled.
→ Deals were dying because nobody was controlling the rhythm.

So I installed the Scaling Success System™ 

→ CICSR™ for discovery flow.
→ ARC5™ for call control and objection sequencing.
→ PTR™ for categorizing the real resistance instead of fighting ghosts.

Within 30 days:
→ Conversion on second meetings doubled.
→ Deals stopped slipping into “next quarter.”
→ Reps finally understood why process beats personality.

Within 60 days:
→ Leaders could forecast accurately.
→ Reps stopped wasting time on dead opportunities.
→ High-stakes meetings became predictable instead of chaotic.

Within 90 days:
→ Revenue stabilized.
→ Momentum took over.
→ The team wasn’t guessing anymore

Here’s the truth:
→ Structure removes failure.
→ Systems remove hesitation.
→ Frameworks remove inconsistency.

When you replace hope with architecture, everything changes.

P.S. This is just a sample of what I teach

If you're ready to improves your sales team's outcomes and you want to install a proven system with proven frameworks, start here: 👉https://lnkd.in/g4t7DKmP

The first 90 days don’t determine your sales career, your first 900 do.

Everyone wants fast results.

But sales rewards those who stay.

Not those who hit early numbers.
Not those who get lucky with leads.
Not those who jump teams when it gets hard.

It rewards the reps who stay disciplined when it’s boring.

It rewards the ones who master the territory.

The ones who build relationships before they need them.

The ones who show up even when it feels like nothing’s working.

Most reps fail not from lack of talent.

They fail because they confuse discomfort with a sign to leave.

Top performers don’t chase momentum.

They create it, protect it, and compound it.

Great careers reward permanence, not panic.

900 days.

Mark it down. 

P.S. This is just a sample of what I teach

If you want to improve your selling ability right now, I created a FREE 5-day course to get you started: 👉https://lnkd.in/gF8aRNXf

Most teams don’t lose deals at the close, they lose them because they never lead the close.

Closing isn’t a mystery.
It isn’t “reading the room.”
It isn’t a special personality.

It’s structure.

It removes hesitation by anchoring to the next logical step.
It shifts the buyer from decision-making to decision-confirming.
It reinforces leadership, which is the core of every successful sales interaction.

Assumptive questions only land when the system behind them is solid because control isn’t created in the close, it’s created in the discovery and reinforced through ARC5™.

Here’s how each question maps to elite selling psychology:

→ “What method of payment would you like to use?”
Positions the deal as already aligned and moves the buyer into action mode.

→ “How quickly would you like the product delivered?”
Transitions from evaluation to implementation, a psychological shift buyers follow.

→ “Whose name do I make the invoice out to?”
Anchors administrative certainty and removes ambiguity.

→ “How many of these items do I need to put you down for?”
Frames quantity, not commitment, removing risk from the answer.

→ “What day do you want our technician to do the installation?”
Assumes forward motion and reinforces that the solution is the next step, not the question.

Here’s what organizations see when assumptive closes become standard:

→ Faster decision velocity
→ Stronger buyer confidence
→ Reduced last-minute resistance
→ Higher proposal-to-close conversion

Most reps try to “get the close right." Elite teams get the system right, and the close becomes automatic.

P.S. This is just a sample of what I teach

If you want to improve your selling ability right now, I created a FREE 5-day course to get you started: 👉https://lnkd.in/gaNEXimq

Most teams don’t realize how fragile their pipeline actually is.

They think more activity will fix it.
They think reps just need to “try harder.”
They think next quarter will magically look better.

It never does.

I worked with a team that looked strong on paper.

They had volume.
They had experience.
They had decent territory coverage.

But they had no system.

Every proposal looked different.
Every rep ran their own version of discovery.
Every close depended on whatever mood the rep was in that day.

You can’t scale chaos.

So we rebuilt everything through the Scaling Success System™.

→ We rebuilt discovery using CICSR so reps finally exposed real cost.
→ We rebuilt objection handling using PTR so stalls got categorized instead of feared.
→ And we rebuilt deal flow with ARC5 so reps controlled rhythm instead of losing momentum.

Three weeks later the shift was obvious.

→ Deals moved faster.
→ Customer confidence spiked.
→ And reps who were “average” suddenly looked elite.

Here’s the truth: systems outperform talent because systems don’t collapse under pressure.

P.S. This is just a sample of what I teach

If you're ready to improves your sales team's outcomes and you want to install a proven system with proven frameworks, start here: 👉https://lnkd.in/g4t7DKmP

You don’t fix a rep’s confidence by giving them more motivation.

They think their issue is mindset.
They think they just need “to believe.”
They think confidence shows up before competence.

But every stalled rep I’ve coached followed the same pattern.

They avoided real discovery.
They softened their questions.
They hid behind “relationship building” instead of leading the call.

Here’s where deals died:

They never took the buyer deep enough.
They never quantified the cost.
They never created the urgency the deal required.

So I taught them CICSR the way it’s meant to be used — with pressure, sequence, and control.
→ Context to ground the conversation in reality.
→ Issue to expose the friction they kept glossing over.
→ Cost to make the buyer say their own pain out loud.
→ Solution to co-create the future instead of pitching features.
→ Resistance to surface the objections early so nothing blindsided them later. 

→  The shift was immediate.
→ Their questions sharpened.
→ Their confidence finally came from evidence, not hope.

Your confidence doesn’t grow before the work. It grows because of the work.

P.S. This is just a sample of what I teach

If you want to improve your selling ability right now, I created a FREE 5-day course to get you started: 👉https://lnkd.in/gaNEXimq

The deal almost died because I broke my own rule: never accept the first answer.

The timeline sounded “set.”
The buyer sounded confident.
The numbers sounded reasonable.

But something was off.

The answers were too clean.
The logic didn’t match the pain.
The urgency didn’t match the cost.

I stopped the drift and shifted into ARC5.

→ First, I aligned — calm, steady, zero resistance.
→ Then I redirected — “Walk me through what’s actually causing the slowdown.”
→ Then I clarified — and that’s where everything cracked open.

→ The “minor delay” was costing them six figures a quarter.
→ The “non-urgent project” was stalling three other initiatives.
→ The “we’ll revisit next month” was actually fear of making the wrong call.

So I reframed using their own admissions.

“You said the delays hit revenue, correct? And because they hit revenue, the cost stacks every week, correct?”

I tied the issue to the consequence, the consequence to the math, and the math to the solution.

Once the logic was undeniable, closing was a formality.

→ The hesitation vanished.
→ The timeline moved forward.
→ The deal locked in that afternoon.

Control isn’t force. Control is sequence.

P.S. This is just a sample of what I teach

If you want to improve your selling ability right now, I created a FREE 5-day course to get you started: 👉https://lnkd.in/gaNEXimq

Most reps don’t follow a sales process, they follow their emotions. 

They panic during objections.
They forget what they already uncovered.
They rush to close without setting the stage.

Here’s what I know:

→ They use structure to create control.
→ Great reps don’t “wing it” in critical conversations.
→ They follow a sequence that leads the buyer, not chases them.

Most sales reps skip the steps that build trust.

They push too early.
They misread the buyer’s resistance.
They never anchor their solution to the real pain.

Here’s how elite reps use the ARC5™ sequence to run a world-class sales process:

→ Align: Start by agreeing with the buyer’s concern to lower resistance.
→ Redirect: Guide the conversation back to what really matters, their pain.
→ Clarify: Dig into the issue, quantify the cost, and confirm what’s at stake.
→ Reframe: Position your solution as the logical fix, backed by ROI.
→ Close: Affirm the outcome, set the timeline, and secure the next step.

It’s not just a framework.
It’s a cheat code for closing high-value deals.
It’s how top 1% reps stay in control of every conversation.

Sales isn’t just personality, it’s about process.

P.S. This is just a sample of what I teach.

DM "sales" if you want to learn more.

Scot Chisholm & Co. 

Every week I tackle management, operations & startup topics that are helping 100,000+ people become better leaders.

Scot’s Newsletter

Highland

Highland is a “school” & community for founders. If you're a founder/CEO, we should talk!

Founder & Chief Professor

Tall Timbers Holding Co.

A family office and holding company with wholly owned businesses, private investments, and property holdings.

Managing Director & Founder

GoFundMe

After the merger of Classy and GoFundMe, I’ve taken on a strategic advisory role to the CEO & executive team, mainly focused on longer-range product strategy and M&A

Strategic Advisor, GoFundMe & Classy

Classy

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

Founder & Chairman

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

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)

Haskill Creek

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

Co-Founder

ALBION SC

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

Save Farmland

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

Abundant Montana

Board Member

AERO Montana

Abundant Montana (a program of Aero), makes it easy for anyone to find and choose local food in Montana.

Advisory Board

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

Multi-time founder but operator at heart. 

Industrial engineer and lean six sigma nerd by training. 

Now I write about management, operations & startup topics that are helping 200,000+ people become better leaders.

scotchisholm.com/newsletter


MY BACKGROUND ————— 

🚀 Founder of Classy, a SaaS platform for 10k+ nonprofits raising billions per year. 

🎗️Acquired by GoFundMe in ‘22 to create the largest giving platform in the world. Together we’ve raised over $30 billion for individual & nonprofit causes. 

🏔️ Founder of Highland, a private community & leadership “school” for high-potential founders. 

🏡 Co-founder of Haskill Creek, a much healthier version of a Walgreens or CVS. 

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

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

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


👇 WAYS TO CONNECT —————

→ Podcast / speaking oppty? email: partner@scotchisholm.com

→ Join my free newsletter: https://scotchisholm.com/newsletter-linkedin-profile

→ Check out my private community for founders: www.joinhighland.com

Scot Chisholm

Sh*tty managers ruin lives. 
Great managers change them. 

I’ve managed hundreds of people over the last 20 years. 

One of my biggest takeaways is the massive difference between an average manager and a truly great one. 

But, here’s the truth:

No one starts out as a great manager (literally no one). 

And, becoming a great manager can be learned by anyone. 

Just focus on these 12 habits:

1/ Provide business context
2/ Set high standards
3/ Take full ownership
4/ Focus (then focus again)
5/ Create operating cohesion 
6/ Lead with data
7/ But be decisive 
8/ Let your team make decisions
9/ Don’t give sh*tty feedback
10/ Take feedback like an adult
11/ Listen more than you talk
12/ Always be learning

The gap in quality managers is large, but the right behaviors are simple. 

Focus on these 12 habits daily and you’ll be ahead of 99%. 

What habits resonated most?
Let me know in the comments 👇

⁂

📍For posts like this delivered weekly:

1. Like this post.
2. Hit that follow button.
3. Repost to your network.
4. Subscribe to: https://lnkd.in/gXCsenmP

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

12 insanely simple habits to become a high performing mana

Leadership is misunderstood.

Building Classy taught me that the best leaders aren't necessarily the ones with the biggest titles, or the ones who can charm a room.

Some of the best leaders in our 300+ person company were individual contributors at the very bottom of the org chart. Young managers. First-time team leads.

Over the years I started noticing what made these unlikely leaders so effective. They had traits that, quite honestly, my executives lacked at times. Including me.

Over time I boiled them down to 10 core traits that our best leaders always exhibited. It’s no surprise they rose fast within the company. Many are still there today, 15 years later.  

The very best leaders: 

• Clarify - Never assume everyone understands
• Believe - Push forward when everyone doubts
• Adapt - Evolve rapidly without ego
• Anticipate - Solve problems before they explode
• Persist - Get kicked in the teeth, get up anyway
• Empower - Create leaders, not followers
• Own - Own failures without excuses
• Hold the line - When quality dips and others compromise
• Always Learn - Learn and grow faster than the company
• Lead by Example - Live values when no one's watching

Most leaders start off strong in a few, but not all of these traits. You must intentionally develop them over time. It's a lifelong thing. 

But many executives forget this. Maybe they were great once. But they start slipping. They stop learning. They get cocky. I've seen this too many times. 

I don't care where you’re at in your career. Keep these traits in mind. And never stop developing them. 

⁂

📍For posts like this delivered weekly:

1. Like this post.
2. Hit that follow button.
3. Repost to your network.
4. Subscribe to: https://lnkd.in/gXCsenmP

Top 10 traits of the very best leaders:

Every high performance culture starts with this… 

I recently asked a founder about his culture. And he started talking about free lunches and other perks. 

This is not culture. 

He was a coaching client of mine, so I nicely explained… 

Here's what real culture looks like: 
→ A shared purpose. Everyone understands and resonates with the 'Why'.

→ Excitement about the future. The vision is clear to all and it creates an almost kid-like excitement about the future.

→ Strong empathy and trust. Great orgs know if you neglect empathy, trust evaporates.

→ The correct level of accountability. People know you're building a championship team.

→ Mutual respect and encouragement. High performers have admiration for each other.

→ Hunger to learn and improve. Without being asked. That's the diet of champions.

→ Aligned financial incentives. Compensation that's aligned to the organization's top goals.

→ Career mobility. Lots of opportunity, with clear expectations around advancement.

→ Work-life balance. Clear boundaries that are enforced across the org.

→ Pride in the work. Numbers one through nine create an amazing sense of pride. You'll find yourself bragging about work to complete strangers.


When you get the culture right, people are excited to show up, employees self-manage, and retention is extremely high. 

And great business results naturally follow.

 ⁂

📍For posts like this delivered weekly:

1. Like this post.
2. Hit that follow button.
3. Repost to your network.
4. Subscribe to: https://lnkd.in/gXCsenmP

10 signs of great culture.

Most people waste their leadership meetings. 

Do this instead: 

When I was building Classy I got this meeting wrong for years. We’d talk about everything BUT the important stuff. Too much time wasted on low-level “issues”. Too many tangents and distractions. Everyone left feeling:

• Confused
• Misaligned 
• Unaccountable

I talked to advisors and scoured the internet for help. But it took loads of trial and error to land on a meeting structure that actually worked. We stuck with it for nearly ten years. 

One of the major improvements was focus. Teams spend months setting goals only to let them collect dust. Your leadership meeting should be your #1 checkpoint for progress. 

Once we got “tight at the top” as a leadership team, everything started to change. More results, less talk. It became the tip of the spear of our entire operating rhythm.

To this day, I call it your most important meeting. If I only had one, it’d be the leadership meeting. 

The entire leadership team meeting structure is in the carousel. Copy it for your own company and let me know what you think. 

⁂

📍For posts like this delivered weekly:

1. Like this post.
2. Hit that follow button.
3. Repost to your network.
4. Subscribe to: https://lnkd.in/gXCsenmP

How to nail your  leadership meeting every time:

This is the part of leadership no one prepares you for…

Going from IC to manager is hard.

But becoming a manager of managers is brutal. 

You’re no longer managing the work… you’re managing the people who manage the work.

Vanilla management advice no longer works. Instead, focus on these 7 things:

→ Provide clarity and context. If they don’t have context, they can’t give context. And their teams will be flying blind. Make sure your managers always know: Why are we here? Where are we going? How are we doing? Your job is to arm them with the information they need to lead.

→ Work through, not around. When someone skips your manager and comes to you with a problem, resist the urge to solve it on the spot. This robs your manager of the chance to learn and improve themselves. Listen. Ask questions. Then loop your manager in to address it. Build leverage through them, not around them.

→ Set a team rhythm. Establish a recurring cadence with your managers. Weekly or bi-weekly team meetings work best. Create a high-performance environment that focuses on progress against goals. But feels safe for the managers to help each other, unblock projects and always stay aligned.

→ Create additional checkpoints. Checkpoints ensure your managers stay on top of things. Your early warning system. 1x1s for coaching and calibration. Quarterly reviews for deep dives. Occasional skip-levels to stay connected. But don’t overdo your 1 on 1s. Great managers shouldn’t need tons of special attention.

→ Don’t do their job for them. When your manager is struggling, it’s tempting to pick up their slack. Don’t. They need to own the outcome fully. You can coach them, help connect the dots, resource things. But don’t do the work for them. They’ll never develop into a strong manager this way.

→ Create P2P accountability. Peer-to-peer accountability is stronger than top-down. Great managers don’t want to let their peers down. Review each other’s goals. Share progress openly. Set standards together. Your team helps you keep the bar up for everyone.

→ Avoid over trusting. It’s tempting to say: “They’re experienced, they’ll figure it out.” This is blind faith. When a manager is sending off smoke signals through any of the prior steps. Missing goal after goal. Showing up weak at checkpoints. With no correction on the horizon. It’s time to take action. Don’t trust forever. The buck still stops with you.

⁂ 

Putting it all together... 

How to manage managers: 

• Provide context
• Work through manager
• Set team rhythm
• Create checkpoints 
• Don't' do their job
• Create p2p accountability 
• Avoid over-trusting

📍 For posts like this delivered weekly:

1. Like this post.
2. Hit that follow button.
3. Repost to your network.
4. Subscribe to: https://lnkd.in/gXCsenmP​​​​​​​​​​​​​​​​

How to manage managers (even as a newbie)

Most people think goals fail because the team screwed up. 

They’re wrong. 

99% of goals fail because of poor leadership.

It doesn’t matter what framework you use…

→ OKRs
→ Rocks
→ SMART

If you’re sloppy with your approach, the company won’t hit its goals. 

That’s on you. 

I learned this the hard way, running a company with hundreds of people. 

Now I see it working with nearly 100 CEOs across all industries. 

Here are 7 non-negotiable rules that will make your goal-setting 10x better…

(regardless of your framework) 

⁂

Rule 1 –  
Focus (then focus again):

• Maximum three goals, period
• Goals aren't task lists
• Everything priority = nothing priority

Rule 2 – 
Always be measurable: 

• Three metrics maximum per goal
• Measure outcomes, not tasks
• "$1M ARR" beats "update deck"

Rule 3 – 
Challenging but realistic: 

• Impossible goals kill momentum
• Stretch without delusion
• No sandbagging, mutual accountability

Rule 4 – 
Never forget the ‘why’: 

• No context leaves team guessing
• Each goal deserves a 'why'
• 1-3 sentence rationale

Rule 5 – 
Track consistently:

• Break annual into monthly
• Weekly red/yellow/green updates
• Never leave dashboards stale

Rule 6 – 
Create accountability:

• Use leadership meeting
• Address every yellow or red
• 20% status, 80% solving

Rule 7 – 
Align incentives:

• Pay goals to comp
• Ignore the OKR purists
• Bonus plan is perfect for this

Does this resonate? 
What rules would you add?
Let me know in the comments 👇

 ⁂

📍For posts like this delivered weekly:

1. Like this post.
2. Hit that follow button.
3. Repost to your network.
4. Subscribe to: https://lnkd.in/gXCsenmP

How to actually achieve your company goals in 2026

If there's one thing you do on Linkedin today... 

I'd be forever grateful if you'd consider applying, or sharing this role with someone you really respect. 

Christopher Himes & I started dreaming up this company about a year ago.  Now the dream has turned to reality. 

With a fresh round, a tiny team of insane talent, and a massive opportunity in front of us... 

We. are. ready. to. go!

Who wants to join us? 

p.s. We're not listing this company as "stealth" because that's dumb. But you'll learn way more about the market, opportunity and product when you apply. Trust me its badass. 

🔥

taplio

The Battle

Chris Crane

Scot Chisholm

Followers

Posts

Engagements

Likes

Performance ScoreChris Crane's LinkedIn Performance

Performance ScoreScot Chisholm's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Chris Crane

Scot Chisholm

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);}Chris Crane's LinkedIn Performance

Performance ScoreScot Chisholm's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreChris Crane's LinkedIn Performance