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.

Not Leadership

Writer

Ware

Managing Director

REID Lifting

Global Marketing Manager

AluK (GB) Ltd

- Developing and implementing strategic marketing plans and campaigns for the UK market for Trade/Residential, End-User and Architectural Specification audiences
- Marketing Campaign of The Year Winner | 2019 | FIT Show

Marketing Communications Manager

- Excellence in Marketing Winner | 2017 | Monmouthshire Business Awards
- Social Networker of The Year Winner | 2016 | The Fenestration Awards

Marketing Communications Executive

Marketing Assistant

Euro Commercials, Mercedes-Benz

Marketing & Design Assistant

Timto Ltd

- Developing the company Brand Guidelines, Tone of Voice and Social Strategy
- Collaborating with associated charity partners such as MacMillan Cancer to deliver white labelled marcomms deliverables

Graphic Designer

Managing Director at Ware 💙 Leadership without the corporate BS | Real talk. Practical tools. Better teams.

Hey, I'm Laura 👋

I’m here for the leaders, managers and people-people who know the old ways aren’t working.

The ones trying to lead with empathy and impact. Who care about culture, but hate the corporate BS. Who want honest conversations about what it really takes to build healthy, high-performing teams and workplaces.

I share what works (and what doesn’t) so you don’t have to figure it all out alone.

Think of this space as a mix of practical advice, hard-won lessons and the occasional nudge to do better for your people and for yourself.

Drop me a DM if you want to chat, collaborate or just need a sounding board for the messy, human side of leadership.

Laura Morgan

Good morning, everyone!

EXCEPT…..

The CEOs who brag about culture 
(that they have never earned)

The leaders who talk transparency 
(yet hide the truth when it matters)

The managers who protect their titles 
(instead of their people) 

The employees who always complain
(but choose to change nothing)

If any of this stings, good.

Self-awareness is the starting point.

Own the gaps.
Do the work.

Culture is not a slogan. It is behaviour, hour by hour.

♻️ If this hits, share to your network.

Group Director 💙 Leadership without the corporate BS | Real talk. Practical tools. Better teams.

A crisis doesn’t create leaders.

It reveals them.

In a crisis, leadership is revealed.

Some step up. 
Others fall apart.

The best leaders own the moment, act fast and inspire trust.

What GREAT leaders do:

→ Communicate clearly. Honest, direct updates keep teams focused.
→ Own the problem. No blame games. They take accountability.
→ Protect their teams. They take responsibility, not shift it.
→ Make fast decisions. Action beats waiting for perfection.
→ Learn and adapt. Every crisis is a lesson for the future.

What BAD leaders do:

→ Ignore lessons: Move on without fixing the root cause.
→ Blame others. Point fingers instead of owning mistakes.
→ Delay decisions. Wait too long and let the crisis worsen.
→ Stay silent. Avoid tough conversations, leaving people in the dark.
→ Protect themselves. Throw teams under the bus.

Taking responsibility isn’t about blame, it’s about leadership.

Agree?

♻️ Repost this to help other managers in your network.

👋 I’m Laura - I write Not Leadership, a weekly newsletter on unlearning bad leadership and building what actually works.

Join 38K+ readers here:
https://lnkd.in/eZYGtt9n

No one gives you a rulebook for this:

Maybe they should?

How to deal with "that" person at work.
Yes, I know you know exactly who I’m talking about.

Always difficult.
Talks down to everyone.
Challenges for no reason.
Does the least, but somehow stays untouched?!

And then there’s you.

The one keeping it together.
Working harder.
Staying polite.
Holding it down whilst they create chaos.

So if this resonates, keep this front-of-mind:

→ You’re not weak for staying calm.
→ You’re not soft for taking the high road.
→ You’re just focused on the long game.

So keep doing the right thing.
Stay loud through your results.

The noise will fade.
After all, real players rise.

♻️ Repost this to help others in your network.

👋 I’m Laura I write Not Leadership, a weekly newsletter on unlearning bad leadership and building what actually works.

Join 38K+ readers here: https://lnkd.in/eZYGtt9n

Real friends promote each other like they’re on the payroll.

We cheer for weddings.
We post for babies.
We celebrate the big moments.
(As we should.)

But we don’t clap for the grind enough.

The late nights.
The small wins.
The people still showing up when no one’s watching.

Jessica and I have been friends since we were 16.
And for most of that time, we’ve lived over 5,500 miles apart.

But that’s never stopped us from backing each other,
Through ideas, new roles, loss and change.

Always pushing forward. Always believing.

That’s what real friendship looks like.
Growing side by side, even when the paths look different.

The kind of circle that changes your life.
People who:

→ Say your name in rooms you’ve never entered.
→ Cheer for you before you’ve “made it.”
→ Want to see you win, even when they’re still finding their way.

If your network isn’t doing that, it’s not a circle - it’s a crowd.

The right people will push you, promote you and remind you who you are.

That’s how you grow.
Surround yourself with believers.

♻️ Repost if this hits home.

👋 I’m Laura - I write Not Leadership, a weekly newsletter on unlearning bad leadership and building what actually works.

Join 37K+ readers here:
https://lnkd.in/eZYGtt9n

Doing this one thing every month has changed my life.

And it's completely free.

I go completely unplugged.

No phone.
No laptop.
No endless scroll.

Just space to breathe.

And here’s why you should too...

1. You’ll remember who’s in control (spoiler, it's you, not the screen).
2. You’ll realise how loud the world really is.
3. You’ll stop reacting and start creating.
4. You’ll break the addiction to “busy”.
5. You’ll notice what actually matters.
6. You’ll return sharper and hungrier.
7. You’ll reconnect with real people.
8. You’ll feel your stress drop fast.
9. Your ideas will hit deeper.
10. You’ll find calm in silence.
11. You’ll think clearer.
12. You’ll sleep better.

It’s not about escaping the world.

It’s about resetting so you can show up in it stronger.

(No, seriously. Try it.)

♻️ Repost if this hits home.

👋 I’m Laura - I write Not Leadership, a weekly newsletter on unlearning bad leadership and building what actually works.

Join 38K+ readers here:
https://lnkd.in/eZYGtt9n

Dear LinkedIn friends,

Think of this as the public broadcast you didn’t ask for.

(But need to hear.)

There’s ALWAYS room at the top.

So....

Stop wasting energy blocking.
Stop holding others back.
Stop competing.

Start lifting people up.

When more good people win, 
The whole world gets better.

Agree?

♻️ Repost if this hits home.

👋 I’m Laura - I write Not Leadership, a weekly newsletter on unlearning bad leadership and building what actually works.

Join 37K+ readers here:
https://lnkd.in/eZYGtt9n

Here’s why we’re getting culture wrong

(Repeatedly)

Most leaders think culture comes from big moments.

Motivational talks.
Shiny awards.
Team building days.

It feels good. It looks good.
But it doesn’t last.

Why?

Because culture isn’t built on hype.

It’s built on process.

→ Process shapes behaviours.
→ Behaviour turns into habits.
→ Habits repeated, become your culture.

That’s why strong teams feel consistent.
Predictable.
Trusted.

Just like tech has algorithms,
Leadership does too. 
And this is one you don't want to skip.

Process → Behaviour → Habits = Culture

Build that and trust me, you won’t need the  motivational speeches.

Agree?

♻️ Repost this to help others in your network improve workplace culture.

👋 I’m Laura - I write Not Leadership, a weekly newsletter on unlearning bad leadership and building what actually works.

Join 38K+ readers here:
**https://lnkd.in/eZYGtt9n**

I spent years doing this.

(without seeing the damage it caused).

When I was a junior, I used to prepare my line manager’s board report.

I would research, write and build the deck.

Add post-it notes on every page
with likely questions crossed off.

Keep my phone ready 
(for the inevitable text during the meeting).

Everyone thought my boss was brilliant.

For a while, I felt proud.

My work landed well.
The praise (even if indirect) felt good.

But here is the hard truth it took me years to see:

Covering for people allows bad managers to stay in place.

My manager was happy to let me do the work,
take the credit and carry the pressure.

There was no intention to develop me or step up themselves.

I thought I was helping.
Instead, I was enabling.

So here is my advice:

Support your leader, but do not become their shield.

Do not hide incompetence.
Do not carry their responsibilities without recognition, progression or boundaries.

Doing the work is valuable.
But letting someone exploit your effort is not.

♻️ Repost this to help others in your network.

👋 I’m Laura - I write Not Leadership, a weekly newsletter on unlearning bad leadership and building what actually works.

Join 38K+ readers here: **https://lnkd.in/eZYGtt9n**

Most organisations kill strategic thinking before it starts.

- Direction swings.
- Ideas outrun execution.
- Focus disappears.

That is NOT strategy. It is reaction.

Real strategy is calm, clear and consistent.

- A few priorities.
- A defined purpose.
- Relentless follow-through.

Hold a steady line and people stop guessing. 
They make better choices. 
They deliver with intent.

This week’s notes drop👇🏼

Why clarity outperforms constant change,
and how to create the conditions for real strategic thinking.

♻️If this hit, repost and subscribe. More leaders need it.

Hey Team 👋🏼 I’ve noticed something consistent across many organisations. The call for “more strategic thinking” often comes from leaders who make st

Open article: Stop blaming teams for “Not being strategic” and fix the conditions holding them back by Laura Morgan • 3 min read

Stop blaming teams for “Not being strategic” and fix the conditions holding them back

Stop treating probation like a test.

Start using it as a launch window.

Too many managers sit back to “see how it goes.”

That’s why new starters never hit their stride.

You think you’re being patient.
You’re actually wasting potential.

Those first 90 days?
They set the tone for everything.

Success isn’t luck, it’s intentional design.

So, when you treat probation like a waiting game, people play it safe.
But when you build it like a success plan?

People move fast, grow fast and stay longer.

This week’s notes drop:
 
👉🏼 How to turn probation into a real success plan.

Because great managers don’t test people.
They build them.

♻️ If this hits, repost and subscribe - more managers need to learn how to turn probation into potential.

Hey Team 👋🏼 It's time to stop seeing probation some kind of test. Instead, start seeing it as a launch window. Too many managers treat those first f

Open article: How great managers turn the first 90 days into confidence, not caution. by Laura Morgan • 2 min read

How great managers turn the first 90 days into confidence, not caution.

The conversations you avoid are the ones that cost you the most.

Bad attitudes don’t fix themselves.
Performance issues don’t disappear.
Team tension doesn’t fade with time.

Silence just lets problems grow quietly in the background.

Great managers don’t enjoy tough conversations.

They just know avoiding them is far worse.

This week’s notes drop:

👉🏼 How to handle difficult conversations.

Because leadership isn’t about keeping the peace.

It’s about keeping the standards.

♻️ If this hit, repost and subscribe. More managers need to learn how to have the conversations they keep putting off.

Hey Team 👋🏼 Most managers avoid hard conversations. They tell themselves it’s “not the right time” or “things might improve.” But silence never fixe

Open article: The conversations you avoid cost you the most. Here's how to change it. by Laura Morgan • 2 min read

The conversations you avoid cost you the most. Here's how to change it.

Starting a new role?

Then take a read of this.

We’ve all been there.
Just landed a new job. 
Keen to prove ourselves. 
And attenpting to fix everything at once.

Spoiler: it rarely works.

So instead focus on this….

This is what I would prioritise in the first 30 days.

1. Listen first
Most people rush to prove themselves. 
The quickest way to build trust is to understand the people and the work before jumping in.

2. Learn how decisions really happen
Forget the org chart. 
The real influence lines decide what moves and what does not. Find them early.

3. Get clear on success
Do not guess what good looks like. 
Ask direct questions about priorities, measures and timelines.

4. Build relationships on purpose
Work gets done through people. 
Invest time in meeting colleagues and understanding what they need.

5. Pick one meaningful win
Not a list. One problem that matters. 
Solve it well and set the tone.

The first month is about foundation, not noise. 

Slow down.
Learn.
Connect.
Then execute. 

That is how you build long-term impact.

What would you add?

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👋 I’m Laura - I write Not Leadership, a weekly newsletter on unlearning bad leadership and building what actually works.

Join 38K+ readers here: https://lnkd.in/eZYGtt9n

6 things to focus on in your first 30-days of a new role!

Most people do B2B marketing wrong.

Here’s a better way.

After 15 years in strategic growth and product-led marketing roles,
I have seen the same mistakes appear again and again.

Not because B2B is complex,
but because teams rely on shortcuts (and trends) instead of strategy.

Here are the top ten issues holding B2B back and what to do instead:

1. Chasing trends instead of building strategy.
Create a plan that lasts longer than a week.

2. Treating virality as a growth model.
Aim for relevance, not randomness.

3. Leading with features, not problems.
Show the value, not the specs.

4. Posting for volume, not impact.
Be useful, not noisy.

5. Mistaking activity for results.
Measure what drives pipeline and retention.

6. Launching campaigns with no alignment.
Get sales, product, and leadership behind one direction.

7. Ignoring the customer until renewal.
Stay close, listen often, feed insight into your messaging.

8. Copying competitors.
Understand the market, then stand apart.

9. Using jargon to sound credible.
Speak plainly. Clarity converts.

10. Treating marketing as execution.
Bring marketers into strategic decisions early.

B2B marketing works when you stop guessing and start leading with intent.

Do that, and growth becomes predictable, NOT accidental.

♻️ Repost this to help others in your network.

👋 I’m Laura - I write Not Leadership, a weekly newsletter on unlearning bad leadership and building what actually works. Join 38K+ readers here: https://lnkd.in/eZYGtt9n

A handwritten sign is taped to a glass window in an office. The sign reads: “marketing. the only department in the business everyones an expert.” The city skyline is visible through the window in the background. Posted by @wareslaura, Laura Morgan.

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

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