Codie A. Sanchez

Investing millions in Main St businesses & teaching you how to own the rest | HoldCo, VC fund, Founder

On a mission to create financially free and free-thinking humans.

I founded a media company called Contrarian Thinking that teaches people to think critically and cashflow unconventionally with boring businesses.

Our newsletter has over 1M+ weekly readers, here → contrarianthinking.biz/li

Our community has taught 9,000+ members biz buying, biz growing, and doing deals. 

We value experience over degrees.
Betting on yourself over building someone else's dream.
Main Street over Wall Street.

My mission is less suits, more boots. Meaning: we the people holding the power… and the purse strings.

🔗Join 1M+ others who get our free newsletter: contrarianthinking.biz/li
🔗YouTube: @CodieSanchezCT
🔗Instagram: @codiesanchez
🔗Twitter: @Codie_Sanchez
🔗Weekly business-buying newsletter Main Street Minute: contrarianthinking.biz/minute-li

Founder

We help free minds and build bank accounts.

5 uncomfortable truths about success:

1. You can't be a real leader and a people pleaser.

2. One day they'll go from judging you to bragging how they know you.

3. You win in life by being ok with people: not liking you, disagreeing with you, and wishing you'd fail.

4. It’s supposed to be hard, and you’re supposed to do it anyway.

5. The underrated part about being rich... you get to do what you want, say what you want, and people unfollowing or not agreeing matters ZERO.

Hope this one puts a little air in your tires today 😉

Btw - feel free to follow me Codie A. Sanchez if you haven’t yet

Investing millions in Main St businesses & teaching you how to own the rest | HoldCo, VC, Founder | NYT best-selling author

Formula is do, fail, learn, fail, do again.

Codie Sanchez

3 more harsh truths about success:

- You only have to be right ONCE. One big right move can erase a lifetime of wrong ones.
- You can't be upset at the results you’re not getting from the actions you’re not taking.
- The successful don't wait for someone to come save them. You want a better life, go build it.

If you needed to hear this today, feel free to share for next person who needs it ♻️

Don’t be afraid of outgrowing EVERYONE.

Your friends. Yes.

Your family. Likely.

If you are great... Even the people you hire today you will outgrow.

Don’t apologize a f*cking second for outgrowing people who can not keep up with you.

You need to make the hard call to move on, and move on FASTER than you think.

I was on the phone with a friend the other day runs another portfolio and famous on the internet and we both had to fire a csuite executive. We talked on Friday, I asked on Tuesday when she was doing it, she said she already did it that morning.

“Once I know I have to, I rip the bandaid off.”

Tough truth I’ve never regretted ONCE parting ways with someone who isn’t going as fast as I am.

THIS is the hard and brutal truth of greatness.

A reminder that it’s ok to rise a lil earlier and grind a lil harder…

A few lessons on reputation learned over the years:

- Long-term games and long-term people compound. Resist shiny objects.
- Everything you do, everything you say, is part of a permanent record you can't see.
- I used to think it was a win to never answer my phone, always be focused on work. Now I realize those who show up for others are the only ones who win in the long term.
- Never trade your reputation for money. Money you can make more, reputation you can't.
- Your positioning is your most important asset. Product can be copied... But brand and reputation cannot.
- “It takes 20 years to build a reputation and five minutes to ruin it.” True reminder.

On the flipside, we can't let this paralyze us...

Nothing you do will matter to anyone here in 2 years.

Even less in 20.

And your name will be forgotten in 100.

There's freedom in a bit of nihilism.

cs-venturesllc

cresco-capital-partners-llc

unconventional-acquisitions

strike-fire-productions

(99+) Post | Feed | LinkedIn

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Talks about #growth, #finance, #investing, #venturecapital, and #contrarianthinking

You can flatter & pander.

Or you can become ACTUALLY likable:

• Do what you say you’re going to do
• Show your results, not your intentions
• Your job isn’t done until THE job is done
• Communicate - less words, more meaning
• Bring solutions, not complaints
• Do the dirty work
• Don’t be boring

The truth:

People like competence.

So does money.

(Feel free to share if this resonates♻️)

The faster you move, the more money you make.

6 money-making truths you need to hear:

1. Unapologetically chase your first $500K. Life is just easier up until you make about $500k, then it gradually evens out. 

2. Get a job that pays you more if you do more, mimic everything the top performer does, until you can't possibly earn or learn more, then apply for a higher-paying job.

3. The fastest way to make your first million... Go be a crazy CEO's #2.

4. Saving won't make you rich.

5. Biggest mistake I made making money was waiting too late to start taking risk.

6. The key to getting rich rapidly? Live like you're poor. Increase your income. Use your income to buy cash-flowing assets.

↓↓↓↓

FYI - I'm having a biz-buying masterclass tomorrow if you want to stop by...

We're going to talk about how to buy the right business for you, why now is the time to buy, how to derisk your deal, and more.

Grab a spot here if you want to come and learn:    https://lnkd.in/e24qgbuh

How to win in 2026:

1. Don’t be woke. 
2. Work. Hard.
3. No victim mentality allowed.
4. Have strong opinions, loosely held.
5. Take strategic bets with your $.
6. Protect your time.
7. Be curious and a good human.

Doesn't matter who you are. Who you share a bed with. Or the color of your skin.

Anybody can win. (Btw this was from 2023).

How to win in your 20s:

1. Choose your hard. If you don't choose your hard, hard will choose you.

2. Ask more questions. As Socrates said: “Smart people learn from everything and everyone. Average people learn from their experiences. Stupid people already have all the answers.”

3. Do whatever it takes

4. Chase purpose. A friend once told me: “I wish you not one penny over $299 million. Reality gets lost somewhere after that.”

5. Not every moment has to be productive. Silence is not your enemy.

6. Be bored more often

7. Get in shape, stay in shape (applies to both finances and fitness)

8. If someone you just met is talking shit about their ex, friend, partner, or boss, they will do the same to you next. Character matters.

9. Behind every successful person is a story that gave them no choice.

10. Put your relationships first. My number one regret in life is not prioritizing my marriage above just about everything.

11. You become the person you want when no one else is watching. It's the quiet, private reps that will never be cheered that actually lead to greatness.

12. Never take advice from someone who hasn't achieved what they're advising about. If you don't want their life, don't listen to their advice.

13. Inconvenience yourself. This generation went way too hard setting boundaries. Show up for those you love, even when it's not convenient.

14. The greatest muscle you can build is urgency.

15. If it's not a hell yes, it's a no.

16. You will be richer when you understand leverage. But you'll also be aware of when people are trying to take advantage of you. Learn it so you can spot it.

17. Learn to be disliked or you will find yourself stuck in a prison of other people's beliefs.

18. You don't have time to hate someone when you're busy building. The less you build, the more you criticize.

19. Your input eventually becomes your output.

20. 99% of people don't move fast enough. Every time you say "one day," you cost yourself future dollars.

21. Complexity makes you seem smart. Simplicity makes you money.

22. The longer something has been successful, the more likely it is to continue being successful.

23. Say you will do a thing, then actually do the thing.

24. The fastest way to build a memorable brand is to pick a fight.

25. Never let your worry be bigger than your faith. God doesn't give you a seed without provision for it to grow.

26. Nobody cares about your life.

27. Someone not as good as you is making more money because they're not afraid to start.

28. You will wish you started earlier and worked harder when you are young.

29. Waking up at 5:45 a.m. solves 99.9% of daily issues.

30. Work smarter, not harder is a beautiful lie. You will not know how to work smart until you've worked very hard for an irrationally long time

31. The size of the problems you solve equal the size of your bank account.

32. The smartest people I know obsess over their reputation. Do not play short-term games with your name.

Money = options. Poverty = trapped.

It's not the money we want. It's the freedom.

↓ ↓ ↓

You’re either the hammer or the nail.

Hammers make things happen. They drive the point home. They aren’t afraid to swing hard, take calculated risks, and make an impact. They don’t wait for things to happen; they make things happen.

Nails? They get pounded. They hold things in place, but only because *someone else* decided that’s where they should be.

Nails wait for instructions. They stay put, keep their heads down, and hope they don’t get bent out of shape. Nails might hold things together, but hammers built the house.

No one remembers the nails — they remember who hammered them in.

It can be easy to look at the work of a hammer and think, “Must be nice.” But don’t be mistaken, the toll on a hammer is rough.

What you don’t see are the years of blunt force trauma on the hammer’s head, face, neck, cheek, throat, eye, and claw (all real parts of a hammer). Years of being thrown around. Years of missing the mark and smashing a finger.

Are you starting to get it now?

Hammers are owners.

Nails? The owned.

(PS: This is an excerpt straight from my newsletter. Get it every Thursday here → https://lnkd.in/euh-mDd8)

Work smarter not harder is a beautiful lie.

Hard lesson for me and you...

The people doing better than you aren’t smarter than you. They aren’t better than you. They aren’t luckier than you.

They’re just working so much harder than you, you can't even imagine.

The only thing separating you from them is:

Grit + Time + Consistency

MBA graduates aren't chasing jobs at Goldman or Google anymore.

They want ownership.

Here’s why some MBA graduates are choosing acquisitions over startups: 

In the 70s, 80s, 90s, MBA grads bought fancy suits and gloated about their big corner offices.

Now, they’re being taught to acquire companies.

We’re living in a GOLDEN ERA for business buying...

Baby Boomers hit ‘peak 65’ last year and it was the largest surge of in our beautiful nation's history. 

An average of 4.1 million Americans will retire EVERY year until 2027. 

And many own businesses they don’t know what to do with…

It’s up to us to continue their legacy and keep their businesses alive. 

Use my 3-6-12 framework to go a-z in buying your first biz... 

The TL;DR is this: 

• 3 months minimum to learn dealmaking
• 6 months to source and secure your deal
• 12 months post-purchase to master the business

Now, let’s break each step down: 

Your first 3 months should be pure learning.

There’s no such thing as a perfect business. Only a perfect business for YOU.

Figure out exactly what that business looks like before you start searching for it.

Terms, financials, tactics, structuring.

Acquisitions is a language. You need to get fluent.

The next 6 months are about finding YOUR deal:

• You'll look at 50+ businesses
• Submit 10-25 offers
• Perform due diligence on 3-5
• Close on 1

The numbers game isn't sexy. But it works.

Once you buy, give yourself 12 full months to master the business.

Why?

• Month 1-3: Learning systems
• Month 4-6: Stabilizing operations
• Month 7-9: Building team trust
• Month 10-12: Growing strategically

Rush this timeline and you'll destroy what you just bought.

I can’t stress this last point enough — you need to be patient. 

As the wonderful Warren Buffett once said: 

"You can't produce a baby in 1 month by getting nine women pregnant."

You CAN have the business you want. But it comes on its own timeline, not yours.

And that’s it!

Remember, before buying ANYTHING, ask yourself:

1. What kind of business would I actually ENJOY running?

2. What skills do I bring that would ADD VALUE?

3. Can I handle the pressure of other people's livelihoods depending on me?

Then, execute on the 3-6-12 framework.

↓↓↓↓

If you've read this far... I've got something for you. 

I'm sure there are a bunch of questions running through your mind like: 

• How do I buy a business?
• Which is the right one to buy?
• Would I be capable of running it?
• How do I know if this would be the right path for me?

Give me 90 minutes and I'll answer you.

I'm hosting a live Masterclass next week on all of this. Completely free.

Get details & save your spot here → https://lnkd.in/e24qgbuh

This reminds me of a study I learned about.

It found what's called The Spillover Effect:

Kellogg Insight did a study across 58,000 hours in 11 companies.

There were two main findings.

1) Positive Spillover

If you sit within 25ft of a HIGH performer, your performance increases by 15%.

You are no smarter, you work no harder... and you're 15% better.

These highest performers are not impacted by the low performance of their neighbors.

My takeaway = the strong lift up the weak.

But there was a second finding too, a much more concerning one...

2) Negative Spillover

If you sit near a LOW performer… Things get bad fast.

How they define “low performer” in the study is important:

These are “toxic workers.”

A “toxic” person = someone who ends up being fired for their behavior/performance.

On average:

- A toxic worker costs a company $12,800
- 2% of all workers are toxic
- They infect FAST.

And actually – the poison of a toxic worker spans way beyond 25ft:

Researchers said, “You can see their negative imprint and negative effect across an entire floor.”

So remember:

Success is contagious.

But so is toxicity.

↓ ↓ ↓

The same is true for the media you consume. Doomscroll hate on social media, you become a hateful person.

But if you'd rather surround yourself with stories of business owners & freedom finders, read this instead → https://lnkd.in/euh-mDd8

Business scaling isn't rocket science.

But it is a science.

After working with 100s of companies, I can tell you the difference between the ones that plateau and the ones that explode comes down to these 3 levers:

Every scalable business needs:

- The right people (who)
- The right systems (how)
- The right focus (what)

Miss any one, and you'll hit a ceiling.Let's break down each piece (and I'll share what most get wrong):

1. Let's start with PEOPLE

Most owners hire too fast, fire too slow, and expect a miracle in between.

A bad executive hire will cost you $200-300K+ and waste 6-12mos of momentum.

But get it right? You start to own your business instead of being owned by it.

To make sure we only hire A-players, every hire goes through this matrix:

• Known Candidate: Team vouches for them
• Proven Experience: Done exact job before
• Proven Industry: Worked in your sector
• Proven Problem Set: Solved your problem
• Proven Scale: Built at your size

2. Next up: SYSTEMS

5 systems all successful companies have:

• Executive Vision (where you're going)
• KPIs/Goals (what success looks like)
• Performance Dashboards (tracking what matters)
• Communication (keeping us aligned)
• Strong Culture (making it all work together)

Most businesses build these 5 system chains separately.

But we noticed that connecting them through a framework makes scaling more predictable...

This reduces the inevitable bottlenecks that re-appear as you grow:

• Executive planning feeds into →
• Sales metrics which optimize →
• Operations processes which enable →
• Team communication which improves →
• Financial performance

This doesn’t eliminate all growing pains.. but it brings a method to the madness of building.

3. The final lever: FOCUS.

Most owners try to solve 27 problems at once.

The best solve ONE problem exceptionally well – and they pick the RIGHT problem.

Something I constantly hear is: "My prospects can't afford my product."But it's rarely a pricing problem. It's almost always a persona problem…

When prospects "can't afford" your product, run these 3 tests:

• Competitive analysis: How does your pricing compare?
• Marketing analysis: Is your value prop clear?
• Avatar analysis: Are you targeting the right people?

99% of the time, your problem is an avatar mismatch.

You're trying to sell snow to Eskimos, instead of hot chocolate to skiers.

The most valuable exercise for any owner is building a detailed customer avatar.

Define who NEEDS your solution, not who you wish would buy it.

I've just scratched the surface of these frameworks today...and implementing them properly is where most owners struggle.

↓↓↓

If you’d like to learn how to apply these frameworks in your business to find hidden cash...check out our workshop next week. 

It's the only thing on the agenda: https://lnkd.in/gZaAQkpT

What they dream of: Starting the next Apple

What I dream of: Owning a painting biz...

Trillions of dollars are about to fall into the hands of those who are paying attention.

Let's talk numbers:

• 33.3 million small businesses in the US.
• That's 99.9% of all businesses.

What does this mean?

A sea of opportunity. 

Over 80% of these businesses have no employees. Just solo owners, doing their thing.

But of the other 20% (aka 6.6 million)... Many are ready to sell.

Problem is, most people are still daydreaming about sexy startups and AI breakthroughs.

They’re not daydreaming about plumbing companies. Laundromats. Self-storage units.

Because they’re not sexy.

In fact, they kind of smell like hard work. They smell like Main Street.

But the thing about these businesses is:

They quietly cashflow.

So.. why don’t you just start one?

A few reasons why starting sucks:
• Cashflow takes time
• You start with 0 employees (aka, you do all the work)
• You start with 0 customers (aka, even more work)
• You have to find a profitable biz model.

But there’s another option…

BUYING a business (done right) means:
• Instant cash flow.
• Existing customers.
• Proven business model.

You're not reinventing the wheel. You're taking something that works and making it work better.

It's a path to financial freedom that most people overlook.

The opportunity of a lifetime is hiding in plain sight.

So here's my challenge to you:

Stop dreaming about the next big startup.
Start looking at the businesses in your backyard.

Then go big and DO the damn thing.

↓↓↓↓

Disclaimer: I know I've made this sound easier than it is. 

Buying & running a biz is NOT easy. 

One of the reasons why I'm hosting a (free) Masterclass next week on biz buying. I'll break down the 10-step process I've used to buy dozens of cashflowing businesses.

My goal? You leave with the confidence & roadmap to buy your first biz. 

More info here → https://lnkd.in/e24qgbuh

If you’re in your 20s, I’m gonna tell you the truth that nobody told me.

I’m in my 30s now, and I wish someone would’ve told me that your 20s actually suck.

Everybody TELLS you this is the best time in your life, but when you’re in it, it feels the opposite of that.

You are hotter than you’ll ever be, and you have more energy, BUT:

- You’re kind of broke.
- You can’t figure out what you want to “do” with your life
- You feel lost, you work nonstop, you have a miserable job
- You’re single, dating, with crazy emotions
- You go out drinking more than you should

But here’s the thing:

Everybody’s been there. It’s totally normal. And honestly, at the end of the day, your 30s are AWESOME.

Coming into your mid 30s is a blast:

- You have money finally
- You kinda have an idea of what you wanna do with your life
- You’re not so emotionally volatile
- People are slightly more mature, you don’t have to date idiot 20-year-olds

Just know, it gets better.

If it sucks right now, guess what? It’s supposed to.

C-Serv 

Since becoming CEO in 2020, I’ve scaled C-Serv into a trusted partner for technology companies generating $350M+ in ARR. 
 
We build, manage, and scale high-performing teams in 50+ countries to help our clients deliver global projects fast, accurately, and in full compliance.
 
My results include:
-       242% revenue growth
-       Expanded into 12 countries across 3 continents
-       128.7% total gross profit growth
-       71% increase in EBITDA margin
-       388% team growth
-       3x client base
-       Employee NPS score of 83
-       IT consultants average 5 years with us, some 10+
 
Alongside commercial growth, I’ve focused on building a culture rooted in empathy, inclusion, and integrity.
 
I believe in leading with honesty, putting people first, and working with companies that value culture and want to make a difference.
 
As a values-based organization we are committed to making a difference too.
 
We help people secure meaningful roles, develop relevant skills, and find purpose in their work and belonging in their workplace.
 
By connecting forward-thinking companies with exceptional people, we accelerate innovation and create opportunities that contribute to meaningful progress.

Chief Executive Officer

PEEX

As Program Manager at PEEX, I worked across strategy, operations, and product to help scale the company and deliver key initiatives.

I partnered with the CEO and COO to design and implement the PEEX management system, which linked company strategy to 10 goals, 70+ initiatives, and clear team metrics.

PEEX is an augmented audio reality startup delivering real-time, high-quality audio at live music events.

My achievements include:

Program & Goal Management
- Set up governance, reporting structures, and templates for initiative leads
- Led multiple cross-functional teams and core initiatives
- Developed the operating model to launch our “Houses of Worship” offering

Project Delivery
- Led 3 strategic goals and 30+ initiatives
- Delivered PEEX’s largest live show in Atlanta with 1,000+ customers and 86% satisfaction
- Introduced a CRM system and built lead-to-order sales flows in collaboration with business development and tech

Product Development
- Led a new assisted listening product offering aligned with American Disability Act compliance
- Defined product specs, operating model, GTM plan, and channel strategy

Senior Programme Manager

CEO at C-Serv | Helping tech companies generating $100M+ in ARR build, scale and expand high-performing teams globally

👋 Hi, I’m Amy, CEO of C-Serv. We build world-class tech teams for fast-growing companies—delivering complex projects across 50+ countries. 
 
Our story began in 2013 as an IT consulting and managed services firm, solving critical challenges across networking and cybersecurity for clients around the world.
 
Along the way, we faced the same problems many technology leaders do: reactive hiring cycles, a flood of poorly matched CVs, and overstretched internal teams struggling to find the right people—quickly.

So, we brought talent acquisition in-house and built a delivery model focused on technical depth, speed, and real alignment to project outcomes.
 
That decision still drives us today. We empower companies with exceptional tech teams and create opportunities that make a lasting impact.
 
What sets us apart: 
-       Partnership-driven approach
-       End-to-end workforce solutions
-       Specialized tech expertise
-       Global reach, local insight
 
We built this company on empathy, kindness, and integrity.

I believe in leading with honesty, putting people first, and working with innovative companies that value culture and want to make a difference.
 
Who we are: 
 
💎  A team of A-players who care about exceptional work
🤝  Ethical and kind: no politics, no ego
🚀  Growth-oriented: we move fast and raise the bar
 
Besides being a CEO, I share insights on leadership, business growth, and building high-performing teams.
 
If you’d like to work with C-Serv or explore how we could collaborate, visit www.c-serv.com or email us at info@c-serv.com

Amy Gibson

The most respected leaders aren't the nicest ones.
They're the kindest ones. (There's a difference.)

Thanks to Victoria Repa for sparking this reflection.

Most people think kind leadership looks like:

↳ Smiling through tough situations
↳ Saying yes to every request
↳ Avoiding difficult conversations
↳ Making sure no one feels uncomfortable

That's nice leadership.
And it can hold people back.
Kind leadership actually looks more like this:

1 / Setting boundaries with empathy
↳ Say no to protect your team's capacity
↳ Decline the request that would stretch them too thin

2 / Giving honest feedback
↳ Tell people what they need to hear, not what's easiest
↳ Focus on their growth, not your comfort

3 / Sharing credit intentionally
↳ Name who did the work publicly
↳ Step back so others can step forward

4 / Protecting your team's capacity
↳ Push back on unrealistic deadlines
↳ Defend their time when others try to pile on

5 / Admitting when you're wrong
↳ Own your mistakes openly
↳ Show your team it's safe to be human

It isn't about keeping everyone comfortable.

It's about caring enough to challenge them to grow.

And that takes more strength than being nice ever will.

♻️ If this resonates, repost for your network.
📌 Follow Amy Gibson for more leadership insights.

#1 Female Creator Worldwide 🌎 | CEO & Founder of BetterMe, Health Coach, Harvard Guest Speaker, Forbes 30 Under 30. On a mission to create an inclusive, healthier world

CEO at C-Serv | Helping high-growth companies build and scale world-class tech teams.

Mohamed Mostafa

Delegation not only frees up your time.
It also helps your team grow.

The best leaders understand this.

They know that:

🎯 Every task is a teaching moment
🎯 Every project builds confidence
🎯 Every handoff grows capability

But here's the key: it has to be done right.

Here are some frameworks that will help with delegating effectively:

1. The Control Spectrum

There's a spectrum from "complete control"
to "full autonomy."

→ Tell: You decide and inform
→ Sell: You decide but explain why
→ Consult: You get input but decide
→ Agree: Decide together
→ Advise: They decide with your guidance
→ Inquire: They own it, you stay informed
→ Delegate: Full ownership transfer

2. The RACI Blueprint

Smart delegation isn't just about "who does what."
It's about clarity in four key areas:

→ Responsible: Who does the work
→ Accountable: Who owns the outcome
→ Consulted: Who provides input
→ Informed: Who needs updates

3. The Leadership Truth

Real delegation is about moving from:

→ Doing the work
→ To managing the work
→ To developing other leaders

This is how you scale yourself and your impact.

4. The Game-Changing Habits

→ Be clear about expectations
→ Match people to tasks based on potential
→ Provide context, not just instructions
→ Set checkpoints without micromanaging
→ Stay available without hovering
→ Recognize effort and coach for growth

The real power of delegation?

It's not about having less on your plate.
It's about putting more on others' resumes.

Start with opportunities, not just tasks.

Because true leadership isn't measured
by what you accomplish alone.

It's measured by who you help grow.

♻️ If this resonates, repost for your network.
📌 Follow Amy Gibson for more leadership insights.

Unstoppable isn’t a personality type.
It’s a practice.

Here’s what unstoppable people do differently:

1 / They Start Before They’re Ready
→ Perfect timing doesn’t exist
→ Momentum builds through action

2 / They Own Their Mistakes
→ Accountability earns respect
→ Fast fixes come from honesty

3 / They Know When To Say No
→ Protect your focus, protect your impact
→ Not everything deserves your yes

4 / They Adapt To Change Quickly
→ Flexibility beats resistance
→ Pivoting isn’t failure, it’s wisdom

5 / They Ask For Help Early
→ Waiting costs more than asking
→ Smart people borrow expertise

6 / They Stay Consistent When It’s Boring
→ Success lives in the mundane
→ Showing up beats showing off

7 / They Lift Others Up
→ Arriving alone isn’t really arriving
→ Your legacy lives in who you help

8 / They Celebrate Progress Over Perfection
→ Small wins compound into big results
→ Done consistently beats perfect

9 / They Prioritize Rest Without Guilt
→ Recovery isn’t weakness, it’s strategy
→ Sustainable pace wins long races

10 / They Stay Curious
→ Questions open more doors than answers
→ Learning never stops paying

11 / They Focus On Impact Over Activity
→ Busy doesn’t equal productive
→ Results matter more than hours

Unstoppable doesn’t mean unbreakable.

It means getting back up.
Asking for help.
Moving forward anyway.

Which of these resonates most with you right now?

♻️ If this resonates, repost for your network.
📌 Follow Amy Gibson for more leadership insights.

The words you choose shape your culture.

I've seen teams shut down with 1 phrase.
While the right words inspire.

Because leadership isn't just what you say.
It's how what you say makes people feel.

The phrases that shut people down:

❌ "You're wrong."
❌ "Just get it done."
❌ "That won't work."
❌ "I already know that."
❌ "That's just how it is."
❌ "You need to do this."
❌ "Send me an update."
❌ "Focus on the results."
❌ "That's not my problem."
❌ "I don't have time for this."
❌ "We've always done it this way."
❌ "You should have done it differently."

They're to the point and efficient.
But they cost you trust.

The phrases that open people up:

✅ "Here's why we do it this way."
✅ "I see it differently. Let's talk it through."
✅ "What obstacles can I remove for you?"
✅ "How can I support your growth on this?"
✅ "Let's figure out how I can help with this."
✅ "Should we keep this approach or rethink it?"
✅ "Great point. How do you see it applying here?"
✅ "What support do you need to accomplish this?"
✅ "Your input matters. When can we discuss this?"
✅ "Next time, try this. Let's walk through it together."
✅ "Here's what needs to happen and why. Thoughts?"
✅ "Let's look at the challenges and solve this together."

The way you speak doesn't just deliver a message.
It shapes the culture you're building.

Putting people first may take a few more words.
But it builds something that lasts.

One phrase at a time.

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If your team doesn’t trust you,
they won’t follow you.

Not fully.
Not when it matters most.

Trust starts with action.
Small, everyday choices.

Ones that show your team who you really are.

Defend them, even when no one sees it.
Say “I’m not sure” instead of guessing.
Stay calm when things go sideways.
Let them finish before you speak.
Follow through. Every time.
Keep private things private.
Give credit out loud.
Own your mistakes.

These are habits.
Not titles.
Not talk.

Just consistent actions that say,
“You can count on me.”

Leadership isn’t loud.
It’s felt.

Be the kind of leader people trust.

Because when they do,
they give you their best.

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Planning for next year?
Try pausing first.

These 10 questions will help you reflect on the year that’s just passed.
Then you can step into the next one with clarity and intention.

1. What do I need to let go of?
→ The habit or worry that no longer serves you
→ Letting go creates space for what matters more

2. What decision am I most proud of?
→ The choice that took courage or clarity
→ This reminds you of your judgment when you trust it

3. Which conversation made the biggest impact?
→ The discussion that changed someone’s path
→ Impact often lives in moments we almost forget

4. What challenged me in ways I needed?
→ The situation that stretched you as a leader
→ Growth rarely feels comfortable when it’s happening

5. What moment deserved more celebration?
→ The win you moved past too quickly
→ Acknowledging wins builds momentum for what’s next

6. What work energizes me most?
→ The activity or project that lights you up
→ Energy follows what matters to you most

7. Who would flourish with more of my time?
→ The person whose potential would grow with attention
→ Time spent here often multiplies in unexpected ways

8. What should I start saying no to?
→ The commitments that pull you from what matters
→ Yes to the wrong thing is a no to something better

9. What do I want to be known for?
→ The leadership quality you want people to experience
→ This becomes your compass when decisions get hard

10. What would make next year feel successful?
→ The outcome that would make you feel proud
→ Success defined by you, not borrowed from others

I started this end-of-year practice and it helped me be a better leader.

These questions allow me to see more clearly before I plan strategically.

They turn reflection into direction.

And they help me step into each new year with intention and momentum.

Block two hours before the year ends.

Not for planning. For this.

The clarity you gain will shape what comes next.

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Giving feedback can feel daunting.

That pit-in-the-stomach feeling before every
conversation.

But here’s what I’ve learned:

Feedback isn’t the enemy of good relationships.
It’s what makes them stronger.

The problem isn’t feedback.
It’s how most of us were taught to give it.

We learned to point out what’s wrong.

To focus on mistakes.
To make people feel small.

But what if we flipped the script?

➡️ What if instead of:
“You should have known better”

💡We said:
“What can we learn from this for next time?”

➡️ Instead of:
“That’s not how we do things here”

💡 We said:
“Let me show you our approach, and why it works.”

➡️ Instead of:
“You’re not meeting expectations”

💡 We said:
“Here’s what needs to improve, and how to get there.”

The shift isn’t just in the words.
It’s in the mindset.

When we lead with curiosity instead of judgment,
People stop defending, and start problem-solving.

When we focus on the path forward,
They come to you sooner, before things fall apart.

When we make it safe to struggle,
They try harder things.

Feedback becomes less like criticism,
and more like collaboration.

The conversations I once dreaded?

Now they’re some of my most meaningful
moments as a leader.

Because feedback done right isn’t about being critical.
It’s about being helpful.

And that shift?

It changes everything.

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I've led teams with 40-year age gaps.

Here’s what I’ve learned:

Friction isn’t about age.
It’s about unmet needs.

Generational patterns can help us understand where to start.

But they’re just that a starting point.

When needs are met, the tension fades:

👩‍💼 Boomers don’t resist tech.
They resist being treated like beginners.

✅ Respect their experience
✅ Invite them to mentor
✅ Watch engagement soar

🕶️ Gen X isn’t coasting.
They want breathing room to deliver.

✅ Share the goal, not the process
✅ Give them space and trust
✅ See results climb

📱 Millennials aren’t entitled.
They’re hungry for meaning.

✅ Show them their impact
✅ Offer regular, actionable feedback
✅ Watch them go all in

🌍 Gen Z isn’t distracted.
They’re scanning for authenticity.

✅ Be transparent
✅ Live your values
✅ Get full buy-in

Generational insights are helpful.
But if you stop at stereotypes, you’ll miss what truly drives your team.

As the best leadership comes from understanding individuals.

Get curious.
Ask questions.
See the person in front of you not just their birth year.

Because in the end, most people want the same things:
🔹 Recognition
🔹 Autonomy
🔹 Purpose
🔹 Authenticity

These aren’t generational preferences.
They’re human needs, spoken in different voices.

Great leaders connect with people.

Do that, and the “generation gap” becomes 40 years of shared wisdom.

And a team where everyone thrives.

Do you see yourself in this chart?
Or do you go your own way?

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The strongest teams aren’t perfect.
They’re well-protected.

Leadership isn’t just about pointing toward a goal.
It’s about clearing the path so your team can actually reach it.

Here are 8 ways great leaders protect their people:

1 / Shield From Chaos
→ Filter organizational drama before it reaches the team
→ Keep focus on work that actually moves things forward

2 / Block Unnecessary Meetings
→ Decline irrelevant invites on behalf of your team
→ Treat their calendar like the scarce resource it is

3 / Take the Heat
→ Absorb pressure from above before it cascades down
→ Let your team stay energized instead of stressed

4 / Push Back on Overload
→ Say no to unrealistic demands that lead to burnout
→ Protect sustainable pace over short-term heroics

5 / Create Safe Boundaries
→ Limit after-hours requests that blur work and life
→ Model the boundaries you want your team to honor

6 / Fight for Resources
→ Advocate loudly for the tools and budget they need
→ Remove obstacles before they become roadblocks

7 / Shut Down Toxic Behavior
→ Confront disrespect the moment it appears
→ Refuse to let negativity poison team culture

8 / Buffer Bad News Delivery
→ Share difficult updates with context and care
→ Never just forward the email and move on

Your team shouldn’t have to fight their workplace.
AND do their actual work.

Be the leader willing to stand between them and the chaos.

So they can do what they do best.

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Jackie  Cross

As a leader, your energy is contagious.
It can change how your team performs.

Some leaders don’t realize this.
They care deeply.
But their habits still create friction.

Credit to Justin Wright for highlighting
Liz Wiseman’s “Multipliers.”

Here are 7 leader habits that hold teams back:

1 / The Rescuer
You jump in too fast.
They lose the lesson.
↳ Let them try first
↳ Ask their view

2 / The Optimist
Your positivity feels dismissive.
↳ Name the hard part
↳ Show real understanding

3 / The Pacesetter
Your speed becomes pressure.
↳ Set doable steps
↳ Celebrate progress

4 / The Always On
Your energy overwhelms.
↳ Add pauses
↳ Normalize rest

5 / The Perfectionist
Your bar blocks creativity.
↳ Separate learning from pressure
↳ Allow messy growth

6 / The Idea Generator
Your ideas blur focus.
↳ Use an idea bank
↳ Protect priorities

7 / The Rapid Responder
Your speed steals thinking time.
↳ Pause before replying
↳ Let them work it out

These patterns come from leaders who care.
Noticing them is the shift.
Changing them is the growth.


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Performance reviews often leave people deflated.
But the ones that inspire?
They focus on potential, not just performance.

Here’s how to create those conversations:

1 / Be specific about what you observed
Use the SBI model to share it clearly.
→ Situation: When and where it happened
→ Behavior: What you observed, not your interpretation
→ Impact: How it affected the team or results

2 / Challenge them because you care
Radical Candor isn’t about being nice or tough. 
It’s about doing both.
→ Make criticism immediate and specific
→ Show you care about their growth
→ Praise publicly, critique privately

3 / Use language that opens doors
The words you choose shape how people receive feedback.
→ “You’re not good at this” shuts people down
→ “You haven’t mastered this yet” creates possibility
→ That one word — yet — shifts everything

4 / Don’t hide feedback between compliments
People remember the start and end better than the middle.
→ Give praise when you mean it
→ Give constructive criticism when it’s needed
→ Keep them separate

5 / Focus on where they’re going
When the conversation is about the future, it motivates.
→ What would success look like for you?
→ What support do you need to get there?
→ What skills do you want to develop?

6 / Ask for their perspective too
Performance reviews shouldn’t be one-sided.
→ Have them complete a self-assessment first
→ Compare notes together in the meeting
→ They often already know what needs to improve

Performance reviews don’t have to be dreaded.

Your team wants honest feedback.

They just want it delivered in a way
that sees their potential, not just their mistakes.

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Your first leadership role may surprise you.
Not in the ways you expect.

Some people think leadership means having the answers.
It often means moving forward without them.

Here are 7 hard truths about leadership that I wish someone had told me:

1️⃣ Loneliness Comes With The Role
The weight of certain decisions sits only with you.
Learn to hold that without isolating yourself.

→ Tip: Find a peer outside your org to process with.

2️⃣ Your Title Doesn't Make People Follow You
People follow clarity, consistency, and genuine care.
Authority gets compliance, not commitment.

→ Tip: Ask your team what they need to do their work.

3️⃣ You'll Make Decisions Without 100% of the Information
Choices can happen at 70% certainty.
You learn to get comfortable with incomplete data.

→ Tip: Set a decision deadline and move forward.

4️⃣ Not Everyone Will Like Your Leadership Style
Your job is to be clear and fair.
Trying to please everyone makes you ineffective.

→ Tip: Focus on being consistent, not universally liked.

5️⃣ Your Team Knows Things You Don't
The best insights live closest to the work.
Create space for people to tell you what they see.

→ Tip: Ask "What could we be missing?" in 1:1s.

6️⃣ You'll Disappoint People You Care About
This tension never disappears.
You get better at holding both with care.

→ Tip: Explain the why behind difficult decisions.

7️⃣ Your Old Work Habits Won't Serve You
Being the best doer made you a leader.
Your job now is to make others better.

→ Tip: Delegate the work you're tempted to do yourself.

Leadership isn't always what it seems.

It's harder in ways you don't expect.
And more meaningful than you imagine.

Every leader who came before you felt the same way.
You're exactly where you're meant to be.

♻️ If this resonates, repost for your network.
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Micromanaging doesn’t protect your team.
It stops them from becoming leaders.

Here’s what micromanaging actually creates:

❌ Team members who feel incapable
❌ Decisions that bottleneck at your desk
❌ People who stop thinking for themselves
❌ A team that waits for your approval on everything
❌ Exhaustion from carrying problems that aren’t yours

The cost isn’t just your time.

It’s your team’s confidence.
Their creativity.
Their willingness to take ownership.

But when you empower instead, something shifts:

✅ People start solving problems before they reach you
✅ Your Energy returns because you’re more focused
✅ Decisions are made faster with no bottlenecks
✅ Your calendar opens up for actual leadership
✅ Team members grow into new roles

The difference isn’t in your team’s ability.
It’s in what you believe they can handle.

Every time you step in when you don’t need to, you send a message:
“You can’t handle this without me.”

But when you step back?

When you say “What do you think?” before giving your solution.

When you let them try their approach, even if it’s different from yours.

They start to believe something else:
“I can do this.”

Try this: Pick one thing you’re controlling right now.
Define what success looks like.
Then let your team figure out how to get there.

That uncomfortable feeling when you step back?

That’s not you losing control.

That’s you becoming the kind of leader that grows other leaders.

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Is your team toxic or thriving?
The difference isn't always obvious.

Toxic teams:

❌ Celebrate whoever makes the boss look good
❌ Hide mistakes until they become crises
❌ Say yes out loud and no in their heads
❌ Run on fear until suddenly they don't
❌ Lose top performers without warning
❌ Talk about values but don't live them
❌ Work in silos and hoard information
❌ Treat burnout like a badge of honor
❌ Shut down new ideas immediately
❌ Save feedback for annual reviews
❌ Send credit up and blame down
❌ Use meetings to report status

Thriving teams:

✅ Stay curious
✅ Win together
✅ Protect sustainable pace
✅ Build trust that compounds
✅ Give feedback in the moment
✅ Use meetings to solve problems
✅ Live their values in daily decisions
✅ Have hard conversations with respect
✅ Share knowledge freely across the team
✅ Become the place people choose to stay
✅ Share recognition and own accountability
✅ Surface problems early when they're fixable

The shift isn't always dramatic.

Sometimes it's just choosing transparency over silence.
Or honest conversations over comfortable ones.

Your team is always becoming something.

The question is whether you're shaping what it becomes.

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20 sentences that 10x your productivity.
(One of them changed my year)

Productivity isn't always about doing more.
Sometimes it's about protecting what matters most.

Credit to Colby Kultgen for this list.

The one that changed things for me:
If you don't plan your time, someone will plan it for you.

I finally carved time for the gym.
Same time, four days a week.

Some days the workout isn't great.
But I show up anyway.

And that consistency has made me more productive.

Here are a few others that resonate:

→ Don't check your phone for the first hour
→ Write a "Not-To-Do List" of productivity killers
→ 4 hours of focused work beats 12 hours distracted
→ Treat rest as a right, not a reward

Productivity isn't about perfection.

It's about building systems that make success inevitable.

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12 traits I’ve seen in highly productive people.

(They aren’t superhuman.)

They do share similar:

Habits
Mindsets
Behaviors

The good news?
You can learn them with practice.

12 traits that set top performers apart:

1. They know their values
↳ Write down your values and revisit them when
decisions feel hard.

2. They set goals
↳ Turn big hopes into small, doable steps with
clear timelines.

3. They prioritize daily
↳ Take five quiet minutes each morning to name
your top three.

4. They say “no” often
↳ Pause before committing, and practice kinder ways
to decline.

5. They master their schedule
↳ Time-block your week, but leave space for life
to happen.

6. They focus on one thing
↳ Keep a short list and choose the task that matters
most right now.

7. They delegate what drains them
↳ Notice what feels heavy and ask for help
or hand it off.

8. They keep learning
↳ Read, ask questions, and stay open, even when
it’s uncomfortable.

9. They review progress daily
↳ Do a quick evening check-in: What worked?
What needs a tweak?

10. They take feedback to improve
↳ Listen without defense, and look for one small way
to grow.

11. They think long-term
↳ Act in line with your future goals, even when today
is busy.

12. They rely on discipline over motivation
↳ Set gentle routines and follow them, even on
low-energy days.

You don’t need to master them all at once.
Start with the one that speaks to you.

Build gently.
Stay steady.
That’s how real progress happens.

♻️ If this resonates, repost for your network.
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Micromanaging can be fear disguised as leadership.

We've all done it.

• Jumped in to fix things.
• Hovered over every decision.
• Convinced ourselves it's faster if we just do it.

But here's what it's really doing:

Building a team that waits for your approval.
Instead of trusting their own judgment.

If you're holding on too tight, here are some shifts to help let go:

1️⃣ Stop jumping in to fix everything
→ It keeps your team from learning.
→ Let them struggle through it.

2️⃣ Let your team make decisions without you
→ Approval for every choice creates bottlenecks.
→ Set boundaries, then trust their judgment.

3️⃣ Ask questions before offering solutions
→ Immediate answers kill problem-solving skills.
→ Guide them through curiosity instead.

4️⃣ Stay out of meetings you don't need
→ Your presence changes the dynamic.
→ If they can handle it, let them own it.

5️⃣ Stop redoing their work your way
→ Constantly revising signals distrust.
→ Different doesn't mean wrong.

6️⃣ Check in at milestones, not every hour
→ Constant updates signal distrust.
→ Set clear checkpoints, then step back.

7️⃣ Celebrate when they solve problems alone
→ Praise independence, not dependence.
→ You'll see more of what you recognize.

The strongest teams are built on trust.

And trust grows in the space you create when you step back.

♻️ If this resonates, repost for your network.
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One of the most powerful leadership tool costs nothing.
It's 4 words people already know:

I Believe In You.

These words aren't just something nice to say in a one-on-one.

They set an expectation.

And your expectations drive your team's performance.
Whether you realize it or not.

It's called the Pygmalion Effect.

Stanford randomly labeled students as “gifted.”
Those students gained 15-30 IQ points.
Nothing changed except the teachers’ expectations.

The same rule applies to you and your team.

When you believe in them:

✅ You give challenging projects
✅ You ask for their opinions
✅ You delegate important work
Result: Top performer

When you doubt them:

❌ You micromanage
❌ You exclude them from meetings
❌ You give only simple tasks
Result: Underperformer

Same person. Different expectations.

When your team knows you believe in them, it shows:
→ 25% performance boost
→ Stronger confidence
→ Faster skill development
→ Deeper loyalty

The leaders who build unstoppable teams don't necessarily have more skilled people.

They choose to believe in the people they have.

Say it.
Mean it.
Watch what happens.

Your belief might just be the permission they need to rise.

♻️ If this resonates, repost for your network.
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Most of us react before we realize it.

Someone challenges our idea.
A message lands wrong.
A deadline shifts.

In those three seconds, we choose autopilot over intention.

Credit to Six Seconds for this visual on reactive vs responsive leadership.

It captures something powerful I’ve noticed:

The most impactful leaders build space between feeling and action.

When we operate reactively:

❌ We move from urgency, not clarity
❌ Discomfort becomes something to escape
❌ Fear drives our decisions
❌ We defend instead of understanding
❌ Regret shows up later

When we operate responsively:

✅ We create a moment to breathe
✅ We notice what we’re feeling without letting it lead
✅ Curiosity replaces defensiveness
✅ Our values shape our words
✅ We look for what this moment can teach us

The shift isn’t about being naturally calm.

It’s about building tiny practices that create space:

→ Take three breaths before replying to a tough email
→ Notice your emotion and name it quietly to yourself
→ Ask one curious question before making your point
→ Choose your next words based on who you want to be

These small moments of pause help us stay grounded.
And change how people experience working with us.

For the better.

What’s one place you could build in a pause today?

♻️ If this resonates, repost for your network.
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An underrated leadership skill?
Caring enough to notice.

Not just seeing what's on the surface.
But actually paying attention to what your people need.

That's what compassionate leadership looks like.

Here are 11 ways to show compassion as a leader:

• Ask how your team is really feeling
• Give feedback that helps them improve
• Support them through personal challenges
• Celebrate their growth and progress
• Create space where they feel safe
• Help them learn from their mistakes
• Notice when they need extra support
• Encourage them to set healthy boundaries
• Show up when they're going through hard times
• Make time to understand their goals
• Protect them from unnecessary stress

People don't remember every project.
Every deadline.
Every goal you set.

They remember how you made them feel.
The time you noticed they were down.
The moment you stood up for them.

Compassionate leadership isn't about
going easy on people.

It's about believing in them enough to help them grow.

And it's often the difference between building a team that performs.

And building a team that thrives.

♻️ If this resonates, repost for your network.
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