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 advisory and investment company called Contrarian Thinking that helps owners buy and scale businesses.Our newsletter has over 1M+ weekly readers, here → contrarianthinking.biz/liOur 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.

The best advice that no one follows:

- Wake up at 5:45am.
- Marriage done well is a huge superpower.
- Trust God.
- Be careful what you read, it becomes the way you think.
- No going out on a school night.
- If you have to drink to hang out with someone, you probably shouldn't be buds.

Feel free to share if you agree ♻️

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

I have no energy for hate. Love you, wish you well, or hope you heal. That's it.

You will make 10x more money if you present ideas like this to your clients or leaders.

Underrated superpower:

Just dumb enough to believe in yourself, just smart enough to execute.

You don’t have anxiety because you think you CAN’T do it.

You have anxiety because deep down you know you CAN be doing bigger things.

People overestimate business plans and “genius.” They underestimate irrational inability to quit.

Dumber people than you have done it.

Let's get after it 💥

Follow for more & repost if you need this to be your new mantra.

You don’t get lucky.

You make your luck.

There are 3 ways to increase your odds of luck:

1. Do, repeatedly. Try, then iterate.
2. Be consistent. Resist the urge to give up.
3. Gain knowledge. Invest in yourself.

Knowledge without action is worthless. So is acting without knowing what you’re doing.

Say you want to buy a business.

You could get the best advice in the world from the smartest people in acquisitions… But if you don’t act, you’ll never buy one.

OR

Your could have all the drive in the world, the right mindset… But ruin yourself financially because you didn’t learn the right tactics.

13 other unreasonably simple habits to change your life:

1. Waking up at 5:45am solves 99.9% of daily issues.

2. Grab your to-do list. Do the thing you want to do least, first.

3. Stop all 60 min meetings, make them 45 minutes. Tighter meetings, more time.

4. No social media, email, or text when you wake up. Write something, read something, or create something before you get sucked in.

5. Do the $1,000/hr Test. Group work in 3 buckets based on return: $10, $100, $1,000. Offload one low ROI task per day.

6. Change one meeting a week to a walking call. Watch how excited the other meeting member becomes.

7. Add a How vs Won't check-in. When you say, "that WON'T work." Instead ask, "How could that work?"

8. Be the dumbest one in your friend group, then move on when you’re not. As they say, if you’re the smartest person in the room, you’re in the wrong room.

9. Take a picture of your net worth. What gets measured gets managed. Check finances daily.

10. Always the stairs, never the elevator. Pick the hard option. See how much stronger you are than you think.

11. Never write to-dos in stone. You're 10x more productive if you reprioritize daily.

12. Meditate. 10 minutes a day. For a twofer - do it in the sauna. Sometimes hacking culture gets it right.

13. Get intimidated. Everything you want is on the other side of fear. Do something every day that scares you a little bit.

Life is the small things repeated daily.

Change one daily habit, and beautiful things start to happen...

So pick one.

↓↓↓

Also...build the habit of getting ownership, not income. 

Come to MSM Live to learn how: https://lnkd.in/gf6hPHdF

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Harsh truth:

Running a company is simply a game of prioritizing problems.

Here’s how to become the Chief Problem Solver in your business:

Want to know Elon Musk's "secret" to running Tesla, SpaceX, and 3+ other billion-dollar companies?

According to Marc Andreessen, it's simple:

"He shows up every week, identifies the biggest problem, fixes it, and does that 52 weeks in a row."

Most companies hide from problems:

• They reframe them as "challenges"
• They create layers of abstraction
• They delegate them into oblivion

But problems aren't biohazards—they're your biggest opportunities.

Bigger the problem? Bigger the potential.

There’s a reason SpaceX is able to send a 400-foot skyscraper into the sky knowing it might explode.

Because they want to know exactly what breaks, when, and why.

Every failure incapacitates dozens of future problems.

This approach works because running a company is simply prioritizing problems.

Your earnings directly reflect what you solve...

Big problems pay better.

Another great example of this is Brad Jacobs.

He built 7 billion-dollar companies in logistics, waste, and warehousing - industries most people find boring until they see his bank account.

Here’s how he evaluates risk vs reward on different deal sizes:

• Small, low-risk deals: exist but limited reward
• Small, high-risk deals: limited reward with high risk (avoid)
• Big, low-risk deals: unicorns (don't exist)
• Big, high-risk deals with solvable problems: "the bingo quadrant"

One of my favorite lines from his book is:

"If you want to win, you have to rearrange your brain to lean into those big, hairy problems and figure out how to cut off the hair and de-risk."

This is exactly what your job is as a CEO.

It’s simple: hire the smartest people in the world... and solve the problems they can't figure out.

That's it. That's the whole job.

Not avoiding problems, but identifying and selecting the right ones to solve.

Becoming a Chief Problem Solver requires you to create your own weekly problem-solving loop:

1. Identify your single biggest constraint
2. Focus all resources on solving it
3. Measure the result
4. Repeat next week

1 problem. 1 solution. 52 weeks in a row.

The best entrepreneurs don't just "think differently" about problems. They actively build muscles for problem identification and execution.

Then they do it again and again.
Fair warning though, this isn't glamorous work. It means:

• Living inside friction
• Facing uncomfortable truths
• Fixing things no one else wants to touch

But it's where all the leverage is.

If your business is stuck, your unlock is often solving ONE big problem.

Maybe you know exactly what it is, but don't know how to solve it. Or maybe you're not sure what the problem is yet...

P.S. If you want to see how we think about solving these problems for our own businesses, you might want to check this out: https://lnkd.in/enaBvipE

A reminder to myself and you this Saturday...

It’s really just you against the mirror. You vs you. No one else can win at a game of one. I know it’s hard not to get distracted, race horses wear blinders for a reason. Your lane you’re game. LFG.

Underrated quality of awful leaders:

They try to please everyone & lead by committee.

The hardest parts about leadership:

• Telling truths people don’t want to hear
• Watching decisions people will regret
• But you can’t force mentorship
• No one cares about your business as much as you do
• Micromanaging means YOU hired wrong

Doesn't mean you have to be a jerk.

But often trying to please everyone is the worst thing you can do for your people.

What do you think?

Wall Street has one rule:

Never start what you can buy.

Here’s everything you need to know about buying a biz in 2025: 

While 90% of startups fail, 80% of acquisitions survive the first year.

88% of people worth $30M+ have done at lease one acquisition.

That means the best way to get rich isn’t to start a business like they love to tell us.

The best way to wealth with the highest degree of certainty is through acquisitions.

Right now, the average small business owner in the US is 67 years old. When you’ve run a business for 10+ years, you're bound to be exhausted.

These owners are motivated to sell by what I call the 7 D's:

• Departure
• Divorce
• Disease
• Disagreement
• Distress
• Death
• Dullness

They’re desperate to exit the game but don't know how. 

Most people think they need millions in capital to buy a businesses.

But they don't realize 60% of all business sales involve seller financing.

Instead of going to a bank for a loan, the seller becomes your bank.

You put some money down, and they get paid over time from the business profits.

There are 3 reasons why a seller would agree to this:

1. Cash

Let’s say the bank offered the seller $750,000 for their biz but you offered the seller $1.15 million paid over time.

They’ll make an extra $400,000 by being the bank.

2. Taxes

Lump sum payments hit the seller with massive tax bills.

Installment payments spread over 10 years means lower tax brackets and potentially hundreds of thousands saved.

3. Speed

Bank loans take 3-9 months to close. Seller financing can close in 2-3 weeks.

Now which businesses to target? 

Ones under $10 million in revenue with at least 15% profit margins.

Blue-collar service businesses fit this bill - HVAC, landscaping, cleaning services.

They're cash-flowing, recession-resistant, and boring enough that private equity ignores them. 

BUT, before searching anywhere, create what I call a deal box. Define exactly:

• How much cash flow you need annually
• Maximum purchase price
• Geographic preferences
• Industry focus
• Must-haves and can't-stands

If you don’t know what you’re looking for, you’ll never find it.

Next up, how to find businesses to buy? 

1. Venmo Challenge

Pull your payment history and filter out friends and big companies. What's left are small businesses you already pay - cleaning services, handymen, landscapers.

2. Personal P&L Review.

Open your credit card statements and look at small businesses you spend with. These are owners you can reach out to.

3. The 9-5 Strategy:

One of our community members bought her coworker's $1.5M business with full seller financing after he decided to retire to go skiing with his wife.

↓ ↓ ↓

As a thank you for sticking around to the end, I want you give my "Deal Clarity Workbook."

It helps you figure out what business is right for you.

Grab it here: https://lnkd.in/enPdVi_D

What I wish I was told before I had success.

The “Hate Us ‘Cuz They Ain’t Us” Curve:

When you first start out, they tell you...

You’re lame.
You’re crazy.
That’ll never work.
Oh, she’s a one-hit wonder.
She probably has a rich dad.
Or slept her way there.

THEN, we hit the top of the curve. Your success is obvious. And things start to change... They say…

Oh yeah, I know her.
Hey, long time no talk!
Love to meet up and pick your brain.
How did you do that?

And the grand finale...
They ask you for a job.

If success is your goal, expect people to talk a lot of crap for a long time. Let them. Because one day, you’ll just get to point at the scoreboard.

↓↓↓

FYI 

If you're ready to step out of your comfort zone this year and buy a business, come to my live event this week. 

I'll teach you how (over 3 days): https://lnkd.in/eEye_qd6

The richest people in the world don't just build companies...they buy them.

Here’s how you can too (without their millions): 

Three reasons why buying beats building a business from scratch:

- 45% of new businesses fail within 5 years
- Most entrepreneurs make only $67k/year
- First 3-4 years are unprofitable

Compare that to when you buy...

You inherit customers, systems, and profits from day one.

"But Codie, I genuinely can’t afford one."

That’s what I thought too when I started. 

There are 3 ways to buy any business (without needing millions):

1. Experience
2. Sweat equity
3. Money

You only need ONE of these three to pull off a deal.

1. Experience

This is perfect for people who know the industry inside and out.

Maybe you've been a plumber for 20 years and want to buy a plumbing company.

Sellers value genuine knowledge over $$ because they know you won't destroy what they built.

2. Sweat Equity

If you’re thinking about working in the business and growing it, this is for you.

Many retiring owners care more about their legacy than maximizing the sale price.

They want someone who'll take care of their employees and customers, not just squeeze the biz for cash.

3. Money

This doesn't have to mean YOUR money.

I've bought plenty of businesses with 0-15% down using other people's money. You can:

- Use SBA loans (government-backed with low rates)
- Get investors to fund the deal
- Or structure seller financing

Seller financing often works as a win-win too. 

Banks tend to lowball business valuations and charge high interest rates.

But when sellers finance you directly, they get a premium price AND earn interest on the loan.

They make MORE money by cutting out the bank.

Just make sure you show what’s in it for them:

- Higher purchase price (ex. 15%+ premium)
- Tax advantages (spread over time vs lump sum)
- Faster close (30 days vs 120 days)

A win-win.

So what businesses should you target?

A few strategies I use: 

1. SOWS method:

- Stale: Revenue hasn't grown in 3+ years
- Old: Been around 5+ years
- Weak: Competitors are terrible
- Simple: You can explain it to an 8-year-old

2. The Venmo Method

Look at your personal P&L:

- Who do you pay every month?
- Who are your competitors?
- What vendors do you use?

These are the businesses you should buy.

Instead of paying to get your problem solved, why don’t you get paid to solve it for other people? 

Right now, boomers own $5-10 trillion worth of businesses.

And when these owners retire…

It’s either we buy these businesses, or BlackRock does.

I’d rather see more of us own our local than have PE swallow everything up.

If you want to learn how to buy a biz, you should come to my masterclass today. 

It's completely free & solely focused on teaching you how to buy a biz for a little as $0. 

Sign up here: https://lnkd.in/e86jsivr

How to be unrecognizable in 90 days:

1. Be obsessed

Every outsized outcome I’ve seen came from people who genuinely enjoy the pressure. Not motivated people. Obsessed people. It’s almost impossible to compete with someone who treats the thing you dread as fun.

2. Clean out your closet

Get rid of anything that doesn’t fit the person you’re becoming. Cluttered space creates cluttered thinking, and cluttered thinkers don’t make money. Changing how you show up physically is one of the fastest ways to change how you behave.

3. Clarify your ONE thing

Not five ideas. One. Put a number on it and give yourself 90 days to get there. You have to prove to yourself that you keep your word.

4. Tell a better story about yourself

Not a vision board. Write down the words. If your life were a book, what’s supposed to happen next? What goes wrong and how do you react to it? When challenges show up, it’s much easier to keep going if you already decided they were part of the plot.

5. Start a not-to-do list

Becoming elite means cutting distractions aggressively and doing fewer things better.

6. Eliminate distractions

Most distraction is optional so make it harder to waste time and easier to focus. Small changes here create outsized results.

7. Outwork people

If you wake up earlier, protect the first part of your day, and eliminate distractions, you will get ahead faster than you think. Because most people just aren’t willing to work hard.

8. Move in silence

When you’re actually changing your life, you don’t need an audience. Do cool shit. Then talk after the result.

Do this for 90 days and your life will look different.

Because you WILL be different.

Is talking about vanity superficial? Maybe.

Is it effective? Absolutely.

Being well-dressed and well-groomed is a massive edge in any negotiation. It’s hard to push back on someone who looks like they’ve already won. Own your 2026 look.

I asked my mom & dad for advice recently from raising me and my brother...

This is what they told me, maybe you’ll find it useful too:

1. Your kids are not your friends. They’re yours to safeguard and support, but set rules. Biggest problem with most kids in our generation, their parents wanted to be liked not respected.

2. Psy ops are underrated. My mom had this line for whenever I got into trouble. She’d say, “When I ask you a question like this, I already know the answer. I am giving you a chance to come clean...” At which point I’d sing like a canary because I’m a scaredy cat. I found out today she rarely knew the answers. Brilliant and maniacal.

3. Always on the same page. My mom and dad rarely fought in front of my brother and I. They would never go back on the word of the other. United front to deal with us mini terrorists.

4. Make time. My dad had this silly line that is actually not silly: “You can make money, you can make a cake, but you can’t make time.” So they made allllll the time for us.

5. Four chairs. We have these four chairs in our living room, no tv. Growing up, we’d sit and debate and talk for hours. Politics. Opinions. Our days. Only thing not allowed was an opinion you couldn’t defend unemotionally. We still do this today.

6. Mi Sangre mi siempre. They’d always say, blood comes first. They meant it. I hired my brother, my dad, my mom, my cousin at times. We stick together and we may fight like hell but never in front of others.

7. Once you decide, you don’t quit. We could play any sport or instrument BUT if we committed we had to play the full year all out. No 3 lessons and quit. Taught us to choose thoughtfully and keep going even when it hurt.

8. Always call. They still pick up the phone nearly every time it’s family. My dad in a meeting will pause to answer my mom. My husband taught me this too, and I try to do the same. If they’re your first priority this is an easy way to prove it.

9. You’re not a princess, you’re a president. My dad always used to say that line. He told me this week that I lived up to it. Gutted me. He taught us we didn’t need to be saved, instead we could save ourselves and help others.

10. Hug often and seriously. If you’ve ever hugged my parents, they mean it when they do it. Such a simple, free gesture. My mom always gives you a hug and says vaya con dios… go with God. How can you not do big things with parents that hold you like that?

Just some Lessons from the Road from parents I happen to think are some of the best in the world.

Moms and dads everywhere, I’m in awe of you.

Hardest job I’ve ever seen.

*This is one of my favorite pics of me and my dad. Doesn’t get old.

Harsh truth on scaling businesses: 

Your goal as CEO is to build a team that runs your entire company better than you.

5 other lessons I’ve learned the hard way from 15+ years of being an owner:

1. Operating Systems Win

The difference between McDonald's and your local burger joint isn't the food.

It's that any 16-year-old can run McDonald's because of their systems.

If your business needs you to be the hero every day, you own a job, not a business.

No systems = Everything breaks when you aren’t there

The most effective systems I’ve seen all had the same four features.

I call it the PEIC framework:

1. Proven (battle tested)
2. Explicit Processes
3. Implementation
4. Continuous Improvement

Apply them across your core functions and your business will pretty much run on autopilot:

2. Your Revenue Is A Reflection Of Your Vision Distributed

Every time you say your employees don’t care about your business, you're admitting you failed at distributing your vision.

When your team can't see where you're going, they can't help you get there.

Your business needs two guiding metrics. 

At Contrarian Thinking, we call them “Oars.”

One needs to be quantitative and one qualitative. These act as our north stars to drive prioritization and resource allocation. 

Our left oar? Revenue. Our right? Followers. 

Everything flows downstream from those two numbers. 

3. Successful People Make Quick Decisions

Not only that but they move fast, in the right direction.

It always sounds simple but it comes down to knowing exactly what you want and having systems to execute on it.

That’s where planning in layers comes in:

Annual → Quarterly → Monthly → Weekly

Once you're clear on direction, decisions become obvious.

All that’s left is to track:

- What team
- What goal
- Who
- Percentage Done
- Status

 Keep an eye on all five and you’ll always have a pulse on what’s going on in your biz.

4. Successful People Hang Out With Other Successful People

Your success as an owner is determined by who you surround yourself with.

If you're the smartest person in your business, you're doing something wrong.

Your goal should be to build a team that runs your company better than you do.

5. Find 1-1 Mentors To Hold Your Hands

I used to turn my nose at masterminds.

But then I realized my only other option was to figure sh*t out with years of expensive mistakes.

That’s why I have coaches for everything now.

Most wealthy people got rich by paying for shortcuts whenever they saw one.

There’s no shame in stealing someone else’s 10,000 hours.

Time is the only thing you can't buy more of.

Get in rooms with people who've already solved what you're facing.

↓↓↓

I'm running a masterclass this week on how to grow any business faster. 

Sign up here to reserve your seat: https://lnkd.in/eJcGFHnN

Only 6% of Americans own a business.

And of that, less than 1% ever hit $1,000,000 in revenue.

After investing in businesses for 15 years, here are three reasons why 99% of businesses never scale past 7-figures: 

1. Organizational Challenges

There are a ton of sub-catagories here but today we’re going to unpack “Executive Vision.”

Most owners think their problems stem from poor strategy, when it’s typically poor execution.

You can have the best plan in the world, but if your team can’t understand it... you're not going anywhere. 

You need to have a clear vision that every person in your business believes in and wants to fight for.

The best CEOs think in years, then translate this vision in plain english to their team.

Make it stupid simple: everybody needs to know where the biz is going, what their contribution is, and why they are important.

When done right, it creates a flywheel:

• Executive vision gets translated into specific quarterly goals
• Goals become daily/weekly metrics on dashboards
• Dashboards drive structured team communication
• Communication reinforces the culture you're building 
(…which makes scaling almost inevitable).

When you nail this sequence, your team starts executing your vision without you having to micromanage every decision. 

2. Finances & Future Casting

The worst thing you can do is manage your business like a personal checking account.

Sadly, that’s what 99% of owners do.

They look at what's in the bank today and make decisions based on that number.

There’s a reason why that never ends well… 

Because revenue is vanity and cash flow is sanity. That’s not just to make a cute rhyme.

If your business lost all revenue tomorrow, how long would you survive?

You need to know this number.

That’s why we tell all our owners to have a rolling 90-day view of expected cash inflows & outflows.

With this data, you know:

• When to hire
• When to invest
• When to hold back on a big purchase

Scaling a business is hard enough, keep a little sanity in your life by keeping a pulse on collections, obligations, and cash reserves. 

3. Avatar Defintion

When owners say people can’t afford their product…

99% of the time, it's not a pricing problem. It's an avatar problem.

Most businesses chase anyone with a pulse and a credit card.

As a result, they end up selling snow to Eskimos instead of hot chocolate to skiers. 

Compare that with owners who get obsessed with ONE specific customer type.

And I’m not just talking about demographics…I mean knowing their pain points, what podcast they listen to, where they go on vacation…

I have yet to find a business that can’t scale to $10M focusing on one person.

↓ ↓ ↓

Come to my masterclass to learn how to scale your business farther than you may think you can push it.

More info here: https://lnkd.in/eJcGFHnN

Everyone should be obsessed with chasing their first $500k.

Capitalism has pulled more people out of poverty than any system ever created.

Stop pretending it’s evil.

↓↓↓

And one of the most important skills to learn to hit your first $500k? 

Sales. 

Read this to learn why now is the perfect time to get great at sales: https://lnkd.in/eqESyABe

The #1 killer of businesses is bad cashflow.

15 other harsh business truths for you:

1. The greatest muscle you can build is urgency. Bureaucracy is business poison.

2. Decrease the time between having an idea and getting it done. Everything changes.

3. Never sacrifice reputation in the name of business. You can always start another company. You can never create a new reputation.

4. Long-term games and long-term people compound. Resist shiny objects.

5. Hire smart people, pay them well, set them up for success... Then leave them the hell alone.

6. “There’s nothing worse than being sick, fat, tired and trying to run your business.” - Dana White

7. The highest ROI investment founders & owners can make is in themselves. Health shapes mindset. Mindset shapes action.

8. You're better off learning negotiation than financial modeling. Business is less spreadsheets than words.

9. The best business of all time has only you, a computer, and the send button.

10. Every additional employee increases complexity. Hiring is a last resort.

11. The best advice comes from those just a couple steps ahead of you. These people still vividly remember the problems you're facing today.

12. Sell painkillers, not vitamins. There's more money in needs than wants.

13. No discounts. Compete on value, not price. Any biz with $$$ can enter your market and bleed you out. Differentiate beyond commodity.

14. A happy customer is the most powerful marketing. Prioritize reviews. Humans are social animals.

15. If no one thinks you’re crazy, you’re too late. If everyone thinks your idea is good? Even worse. Outsized returns lie in non-conformism.

↓ ↓ ↓

Come to my masterclass tomorrow to learn how to grow your revenue & profit. 

It's 90 minutes + fully remote. 

Details here: https://lnkd.in/eJcGFHnN

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

👋 Hi, I’m Amy, CEO of C‑Serv. 

We partner with technology leaders building world-class solutions across networking, cloud, cybersecurity, and AI- delivering expert teams and consulting support in 50+ countries.

From billion-dollar enterprises to ambitious startups, we help high-growth companies scale faster and overcome complex delivery challenges with confidence. Whether you’re launching in a new region, driving transformation, or need embedded delivery support, we bring the technical firepower and operational strategy to make it happen.

What sets us apart: 
-       Partnership-driven approach
-       Specialized tech & consulting expertise
-       End-to-end international workforce solutions
-       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.

Amy Gibson

The leaders who changed my life didn't manage me.
They believed in me.

They didn't hover or micromanage. 
They gave me room to grow and trusted I'd figure it out.

And when I stumbled? 

They didn't make me feel small. 
They helped me get back up.

That's what people-first leadership has looked like for me.

Celebrating wins you had nothing to do with. 
Taking responsibility for losses you didn't cause.

It's harder than it sounds.

I've had to hear feedback that stung and say thank you instead of getting defensive.

I've watched people I mentored get the promotion and had to check my ego at the door.

I've been the steady one when everything felt uncertain. 
Even when I was uncertain too.

The truth is, people-first leadership isn't soft.

It can take real strength to stay curious when you want to assume the worst. 
To admit you don't know when you want to pretend you do.

So now I try to remember what my team is working toward beyond their job titles. 

I loop people in before decisions are final. 
I try to make it safe to disagree.

And when I give hard feedback, I do my best to deliver it in a way that builds trust instead of breaking it.

I'm still learning. Every single day.
And I think I always will be. 

But I know this much:

Years from now, your team won't remember the strategy.
They'll remember how you made them feel.

That's the kind of leader I want to be.

One who believes in people the way someone once believed in me.

What's one way a leader believing in you changed things for you?

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

Mission statements can inspire.
Core values can guide.
But only your daily decisions build real culture.

Eric Partaker's post on healthy company culture got me thinking about what actually builds strong teams.

I've noticed all 7 of these patterns in teams with healthy cultures:

1️⃣ They address toxic behavior, even from top performers

• Talent doesn't excuse toxicity when it harms the team
• One bad person can poison the entire team
  
2️⃣ They promote based on merit, not politics

• Wrong promotions make your best people start looking
• Performance and values should both matter
  
3️⃣ They don't play favorites

• Everyone sees it, even when no one says it
• Favoritism makes trust start to break down
  
4️⃣ They grow people-first leaders

• Technical skills matter but aren't enough alone
• Leaders who can't grow people shouldn't lead them
  
5️⃣ They make it safe to speak up

• When people fear feedback, problems grow
• Feeling safe to speak isn't optional
  
6️⃣ They give recognition regularly

• People don't leave because of the work
• They leave when they don't feel valued
  
7️⃣ They apply values consistently

• Not just to some people but to everyone
• No exceptions for title, time, or revenue
  
Culture isn't built in the big moments.

It's built in the daily decisions about who you protect, who you promote, and what you tolerate.

That's where trust lives or dies.

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The CEO Coach | CEO of the Year | McKinsey, Skype | Bestselling Author | CEO Accelerator | Follow for Inclusive Leadership & Sustainable Growth

Jenny Tod

Coaching someone who doesn’t see the problem
can test even the most patient leader.

And the harder you push…

The harder they resist.

But I’ve noticed something surprising:

Breakthroughs rarely happen because we explain something better.
But they can happen if we ask better questions.

Here are a few things that have helped me:

1. Shift from telling to exploring

❌ Instead of: “Why did you do that?”
✅ Try: “What were you hoping would happen?”

❌ Instead of: “Don’t you see the issue?”
✅ Try: “How do you think that landed?”

❌ The wrong question triggers defense.
✅ The right one invites reflection.

2. Meet them where they are
↳  Not everyone is ready to change.

Some are in: “I don’t see a problem.”
Others are in: “Maybe something’s off.”

If they’re not ready for action, your role might not be 
to convince.

It might be to plant seeds.

3. Look for quiet signs of awareness
↳  It’s often subtle.
• They pause longer before responding
• They ask more clarifying questions
• They revisit the conversation later
• They stop defending… and start wondering

That’s usually the shift.
Coaching someone into awareness can take a bit of time.

The breakthrough often happens after the conversation ends.

And sometimes…

The person who grows the most in the process
is the leader.

Different paths work for different people.

But holding space, without forcing the moment, has 
rarely steered me wrong.

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Kindness matters in leadership.

It’s more powerful than authority.
It’s more lasting than commands.
It’s more effective than pressure.

11 ways effective leaders lead with kindness:

✦ Ask how they're doing, then listen deeply
✦ Find daily reasons to give recognition
✦ Listen for the voices that speak softly
✦ Put the human before the employee
✦ Stand up for your team, every time
✦ Make feedback a tool for growth
✦ Let people be their whole selves
✦ Celebrate small steps forward
✦ Respect the lines others draw
✦ Stay present when storms hit
✦ Reach out before they ask

My biggest lesson as a CEO?

Authority might get tasks done.
But kindness builds loyalty that lasts.

Your team won't recall every meeting.
But they'll never forget:

— How you helped them grow
— The time you defended them
— When you noticed they weren't okay

Because that's what real leadership is about.

Not perfection. Progress.
Not control. Support.
Not power. Partnership.

And a whole lot of heart.

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“A bad workman always blames his tools.”

One of my teachers used to say this constantly to our class. 

Spilled paint? Blame the table.

Bad grade? Blame the exam.

He never let us get away with it.

And honestly, it used to drive us a bit mad.

But here’s what I realise now:

He was teaching me accountability.
Not the harsh kind.

The kind that says: what’s in your control?

That’s the question I bring to my team now.

Not “why did you fail?”
But “what was in your control, and what wasn’t?”

It changes the conversation. 

Blame shrinks.

Ownership grows.

You can still talk with kindness. 

Holding people accountable can feel terrifying.
Here's what I've noticed about doing it well:

It’s not one big talk.
It’s many small ones.

Jonathan Raymond calls this the Accountability Dial.

A series of conversations that gently ramp up:

→ The Mention: 
“I noticed this... is everything okay?”

→ The Invitation: 
“I’ve seen this a few times. What’s the pattern here?”

→ The Conversation: 
“This is affecting the team. Let’s figure it out together.”

Each one is a chance to stay connected, not prove a point.

But before I hold anyone else accountable, I check myself first.

Did I set clear expectations?
Did I give them what they needed to succeed?

Am I calm enough to listen? 

Only once I've answered these questions do I move forward. 

For me, accountability isn’t about catching people out.
It’s about helping them see clearly.

Our teacher knew that.
He just didn’t call it leadership.

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Jeanette Tulloch-Jordan BA MA CIPD CPO

My company has been building teams for years now.
And we’ve learned to spot high performers early.

(Credit to George Stern for this brilliant infographic.) 

Here's what we've noticed:

It's rarely the loudest person in the room.
It's the one who quietly takes ownership.

The one who asks for feedback, even when it's hard 
to hear.

The one who brings solutions, not just problems.

I remember watching someone on my team handle 
a crisis.

Everything was falling apart.
It was chaotic. 

And this team member was calm.

Clear. Focused. Steady.

It's not just about talent. 
It's about how you show up when it counts.

High performers often show up in similar ways:

⭐ They say what needs to be said, with honesty and care.
⭐ They stretch themselves beyond what's comfortable.
⭐ They ask for feedback, even when it's hard to hear.
⭐ They own their results without making excuses.
⭐ They keep showing up, even on the hard days.
⭐ They stay calm when everything feels chaotic.
⭐ They know when to push and when to rest.
⭐ They bring solutions, not just problems.
⭐ They give more than what's expected.
⭐ They treat failure as data, not defeat.
⭐ They chase impact, not just activity.
⭐ They lift the people around them.


And I've come to believe something about this. 

High performers aren't necessarily born with a secret gift.

They create their high performance through small, daily choices.

Choices to show up.
Choices to care.
Choices to keep going when it gets hard.

If you're reading this thinking, "That's me"?

Keep going.

Your work is being noticed.
Even if no one's said it yet.

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Years ago, I walked into a meeting ready to defend a decision.

I had my points. My data. My logic.

But the person across from me didn't push back.
She just asked questions.

Not to trap me. 
Not to prove me wrong.

She was genuinely trying to understand what I was seeing.

By the end, I'd actually changed my own mind.

It was a perfect example of what emotional intelligence actually looks like in a leader.

It's rarely loud.

It's more like... awareness.

• Noticing who hasn't spoken.
• Staying curious when things get tense.
• Owning mistakes without spinning them.
• Letting someone feel heard before jumping to fix.
• Reading the room before charging into an agenda.

It's the kind of leadership people don't always name.
But they feel it.

And they remember it. 
Sometimes longer than the work itself.

I'm still learning what this looks like in my own leadership.
Some days I get it right. Some days I don't.

But I keep coming back to that meeting.

And the questions that changed more than any argument could.

It can look different for everyone. What does it look like for you?

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You don’t lose great people because you couldn’t 
promote them.

You lose them when they stop growing.

(And growth can look wildly different
from one season to the next.)

Or worse…

When they stop feeling seen.

I’ve promoted people who have still left.

And I’ve retained people without changing their title 
at all.

So, if someone on your team can’t move up right now,
these 8 things often help keep them around:

1. Ask What Would Make Them Stay
↳ The answer is often simpler than we assume.
↳ But only they know what they need.

2. Expand Their Influence
↳ Growth isn’t always vertical.
↳ Visibility and ownership can feel just as meaningful.

3. Recognize Their Impact Publicly
↳ A private thank you matters.
↳ Public appreciation multiplies it.

4. Offer Flexibility Where You Can
↳ Autonomy often communicates trust.
↳ Trust tends to build loyalty.

5. Include Them in Decisions
↳ Invite their thinking early.
↳ Signal that their voice carries weight.

6. Help Them Become Known
↳ Make introductions.
↳ Advocate when they’re not in the room.

7. Connect Their Work to the Bigger Picture
↳ Show how their effort moves the whole.
↳ Meaning sustains momentum.

8. Have Honest Conversations About Their Future
↳ Even when the answer is “not yet.”
↳ Clarity often retains more than vague reassurance.

In my experience, it’s rare to see high performers leave 
over one moment.

More often, it's when growth quietly stalls.

Titles help.

But so does momentum.
Voice.
Recognition.

There isn’t one right way to retain great people.

But when someone feels stretched, trusted, and seen,
they often find reasons to stay.

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Kindness is the most misunderstood leadership trait.

Most people think it means being nice. Being soft. Saying yes when you should say no.

That's not kindness. That's people-pleasing.

Real kindness takes courage.

It's telling someone the truth when a lie would be easier.

It's holding people to higher standards because you believe in what they can do.

It's having the hard conversation on Monday instead of letting someone struggle until Friday.

Kind leaders don't avoid conflict. They handle it with care.

They don't lower the bar. They help people clear it.

They don't ignore toxic behavior to "keep the peace." They protect their team... because that IS the peace.

I'm still in the early part of my leadership journey. But I've learned:

The leaders people like working for aren't the ones who let everything slide.

They're the ones who care enough to be honest.

Who give you the benefit of the doubt but also give you the feedback.

Who see you as a whole person, not just a role to be filled.

They go first. They own their mistakes. They say sorry when they're wrong.

And they never ask you to do something they wouldn't do themselves.

Kindness isn't a weakness. It's a leadership strength.

And honestly? It's the hardest kind of leadership there is.

Because it's easy to be harsh. It's easy to look away.

It takes real strength to lead with both high standards and a full heart.

That's the kind of leader I’m striving to be. Every single day.

How about you?

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Brian Wright

Raises can reward.
Promotions can motivate.
But only empathy builds real belonging.

I’ve noticed something in the teams that work best.

People feel safe.
They speak up.
They stay.

And when I look closer, the leaders in those rooms tend 
to share a few habits. 

Nothing dramatic. 
Just small ways of being present that add up over time.

I think of them as the 7 letters of E.M.P.A.T.H.Y:

E – Engage Fully
↳ Put the phone down. Close the laptop.
↳ Let them feel heard.

M – Mirror Emotions
↳ “It sounds like you’re feeling...”
↳ This alone can shift a whole talk.

P – Pause Before Responding
↳ A breath can change your reply.
↳ It gives space for what they said to land.

A – Ask, Don’t Assume
↳ “Help me know more” beats “I think I know.”
↳ Get curious first.

T – Trust Their Perspective
↳ Their view is real to them.
↳ You don’t have to fix it to honor it.

H – Hold Space
↳ Sometimes people need a person.
↳ Not a plan.

Y – Yield the Spotlight
↳ Wait for the whole thought.
↳ Your turn will come.

Empathy takes practice.
It’s a skill, not a trait.

And honestly, some days you’ll get it right. 
Other days you won’t. That’s okay.

The point isn’t to be perfect at all seven. 

It’s to keep showing up and trying one or two when it 
matters most.

Your version of empathy might look different from mine. 

That’s the beauty of it. 
There’s no single way to make someone feel seen.

But the teams that feel it?
They give it back tenfold.

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69% of workers would leave a job because of a bad manager.
That number surprised me at first.
Then I thought about it... 

I've had both.

The boss who made me shrink.
And the leader who made me brave.

Same meetings. Same deadlines. Same pressures.

But one made me dread Mondays.
The other made me want to stay.

Self-serving bosses often:

→ Take the credit, share the blame
→ Make time off feel like a favor
→ Pretend to know everything
→ Take pushback personally
→ Ask why you failed

People-first leaders tend to:

→ Ask what got in the way
→ Want you to actually rest
→ Say "I don't know" out loud
→ Thank you for pushing back
→ Take the blame, share the credit


I’ve noticed that the self-serving boss isn't always obvious.

They can be charming. Successful. Even well-liked.
But their team feels it.

In the hesitation before speaking up.
In the relief when they're out of office.
In the quiet decision to start looking elsewhere.

And the people-first leader?

They might not be the loudest in the room.
But their team runs through walls for them.

Not because they have to.
Because they want to.

69% would leave because of a bad manager.

I wonder how many would stay forever for a great one.

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(69% Stat Source: Fortune)

Julie Fine

Experts solve problems.
Great leadership is making space for experts 
to solve problems.

But leading people who know more than you can 
challenge even the most experienced leaders.

Here's what I've seen in those who do it well:

1️⃣ Say "I Don't Know" Out Loud
→ This isn't weakness, it's permission
→ When you're honest, others feel safe to be too

2️⃣ Ask More Than You Tell
→ Newcomers notice what veterans overlook
→ The right question can open doors expertise keeps closed

3️⃣ Trust the People Closest to the Work
→ They're living in the details every day
→ Your role is supporting your people 

4️⃣ Use Your Distance as an Advantage
→ While they navigate the trees, you can see the forest
→ Perspective is its own kind of expertise

5️⃣ Lead the Process, Not the Details
→ Momentum matters more than mastery
→ Keep things moving in the right direction

6️⃣ Be the Buffer
→ Shield your team from the noise they don't need
→ Politics, endless meetings... Absorb what you can

7️⃣ Stay Curious, Not Defensive
→ Someone disagreeing with you is a gift
→ Let the strongest idea win, even when it isn't yours

Leadership isn't about being the smartest in the room.

It's about building rooms where the smartest ideas can win.

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The best leaders don’t crumble under criticism.
They grow from it. 

Criticism can sting.
Even when it’s well-intended.

But emotionally intelligent leaders respond
differently, despite the sting. 

They don’t ignore it.
They don’t shut down.
They don’t let it knock them off track.

Instead…

✅They pause.
✅They reflect.
✅They respond with compassion and care.

Here are 8 ways you can too:

1. Stay Calm and Listen
• Take a breath before reacting.
• Listen to understand, not to defend.
• Reflect back what you heard to show respect.

2. Take Time to Process
• Emotions need space to settle.
• Write down key points before responding.
• Ask for time to reflect before moving forward.

3. Separate Feelings from Facts
• Acknowledge the sting without making it personal.
• Ask yourself, “What part of this could help me grow?”
• View feedback as insight, not identity.

4. Ask Clarifying Questions
• Vague feedback limits learning.
• Ask for examples to deepen understanding.
• Clarify the intent before reacting to the tone.

5. Control the Urge to Justify
• Pause the instinct to explain.
• Start with empathy, not excuses.
• Make space for the other person’s perspective.

6. Respond with Gratitude
• Recognize the courage it takes to give feedback.
• Say thank you, even when it’s hard to hear.
• Let appreciation set the tone for future conversations.

7. Take Action and Follow Up
• Identify one shift you can make.
• Share how you’re applying what you’ve heard.
• Follow up to show integrity and commitment.

Criticism will never feel easy.

But when met with emotional intelligence,
it becomes a bridge to deeper trust.

After all, leadership isn’t about being right.

It’s about being willing to learn.

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If your team doesn’t feel safe to speak up,
your culture is in danger.

Psychological safety isn’t a nice-to-have.

It’s the difference between a team that innovates
and one that stays silent while problems grow.

• When people fear judgment, they hide mistakes.
• When they fear retaliation, they withhold ideas.
• When they fear rejection, they stop trying.

Here are 5 ways to create psychological safety:

1/ Respond to Bad News Without Blame
↳ Focus on the problem, not the person
↳ Ask “What can we learn?” before “Who’s responsible?”
↳ Your reaction in tough moments sets the tone

2/ Create Space for Disagreement
↳ Actively seek opposing views
↳ Reward people who challenge your thinking
↳ Make disagreement part of the process

3/ Follow Through on What You Hear
↳ Act on feedback people share
↳ Close the loop on concerns raised
↳ Show that speaking up leads to real change

4/ Ask Questions You Don’t Know the Answer To
↳ Show curiosity, not certainty
↳ Invite perspectives different from yours
↳ Make it clear you don’t have all the answers

5/ Make It Safe to Admit Mistakes
↳ Share your own failures first
↳ Thank people who surface problems early
↳ Never punish someone for being honest

Your culture is only as strong as
your team’s willingness to speak up.

Make it safe for them to be honest.
Make it worth it for them to contribute.

And watch what happens when
fear stops holding them back.

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Building wealth can feel like a mystery.
But the habits behind it are often surprisingly simple.

There’s so much advice out there.

So many voices. So many strategies.

And if you’re anything like me when I was first learning about this,
it can all feel a bit overwhelming.

But the habits that have truly helped me?

They’re quiet. 
And boring.

Here are the 7 that have allowed me to feel financially secure: 

1. Pay Yourself First
→ Even saving 10% can make a difference over time.
→ Move the % to savings/investments as soon as your salary is paid. 

2. Automate Everything
→ Auto-transfers on payday take the thinking out of it.
→ Bills, savings, investments. All in one go.

3. Live Below Your Means
→ Tracking spending for a month can be eye-opening.
→ Not to judge, just to notice.

4. Know Your Numbers
→ Net worth. Monthly spending. Emergency buffer.
→ Even a rough idea helps.

5. Invest Early and Boring
→ A simple index fund can do a lot of the heavy lifting.
→ Adding a little each month will compound over years. 

6. Avoid Debt That Doesn’t Build Wealth
→ Some debt opens doors. Some just adds weight.
→ Worth asking which is which before signing.

7. Think in Decades, Not Days
→ Markets go up and down. That’s normal.
→ Staying in tends to matter more than timing it right.

Wealth isn’t really about money.

Don't get me wrong, money matters. 

But it’s about buying back your time.
Your choices. Your peace of mind.

And that’s available to more of us than we think.

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Sometimes the pace just feels relentless, doesn't it?

You keep giving and delivering.
You keep showing up for everyone else. 
And somewhere along the way, you stop paying attention to your own energy. 

I've been there too.

Running on almost empty.
Pushing through weeks where rest never quite felt like enough.

But I'll never forget what my mentor said to me when 
I was in the thick of it.

"Amy, if you're not at 100%, how can you give 100% to 
the goals you're chasing?"

It was a question that made me pause.
And it reminded me: 

Energy doesn't protect itself.
We have to protect it.

Sometimes that looks like:

→ Guarding your first hour
→ Staying true to who you are
→ Saying no when you mean no
→ Letting good enough be enough
→ Letting people think what they think
→ Leaving a little space between things
→ Noticing who fills you up and who drains you

They're small habits and quiet choices.
But they really do add up.

So if you're feeling empty right now, remember this:

You're allowed to protect your energy.
You're allowed to save some for yourself.
You're allowed to choose what gets your best.

Keep going.
Keep noticing.
Keep protecting what matters.

Because the world needs you at your fullest.

And you deserve to feel that way, too.

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When I stepped into my first leadership role,
I knew that respect didn’t come with the title. 

The deafening silence in those early meetings confirmed it. 

I remember trying to figure out how to earn my team’s trust.

I wanted to be someone worth following. 
Someone they could genuinely see as their leader. 

I learned quickly that respect is built in small moments. 

✨ In how you listen.
✨ In how you show up.
✨ In how you treat people when things get hard.

Here are 8 things that helped me earn trust and respect 
as a new leader:

→ Be honest about what you don't know
→ Be the same person every single day
→ Listen before you give direction
→ Share credit often and freely
→ Stay calm when things get hard
→ Ask for feedback and mean it
→ Stand up for your team
→ Be patient with yourself

None of these are loud.
But people notice.

They notice when you admit a gap.
They notice when you stay steady.
They notice when you put them first.

Respect took a long time. 
And that was okay.

There were days I wondered if I was doing it right.
Days when leadership felt heavier than I imagined.

What helped was showing up anyway.
Being patient with my team.
And being patient with myself.

The trust and respect did come.
I can promise you, yours will too.

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5 simple frameworks changed how I share ideas.
They might help you too.

Credit to Reno Perry for this helpful guide.

Stories are how we connect.

In meetings.
In interviews.
In daily talks.

The right framework can help your message land.

Here are 5 that I've found most useful:

1. STAR Method
↳ Situation, Task, Action, Result
↳ Great for job interviews and reviews

2. The Minto Pyramid
↳ Lead with your main point first
↳ Then share the reasons why

3. AIDA Framework
↳ Attention, Interest, Desire, Action
↳ Helpful for pitches and cover letters

4. The Hero's Journey
↳ Show how challenges helped you grow
↳ Perfect for career stories

5. StoryBrand
↳ Make your audience the hero
↳ You become their helpful guide

The truth is:

Your stories already matter.
These are just tools to help others see them too.

You don't have to use all of them.
Pick the one that fits your moment.

And share what only you can.

I reach for STAR most often. 
Which one do you use?

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The best teams don’t run on talent alone.
They run on trust.

⚡ Trust that your teammate will follow through.
⚡ Trust that a meeting won’t drain your energy.
⚡ Trust that feedback won’t become a battlefield.

Being someone others want to work with isn't about being liked.

It’s about being reliable, respectful, and real.

5 behaviors that make you the colleague everyone wants on their team:

1/ Respond Like You Care
↳ Acknowledge emails within 24 hours
↳ Even if it’s just “Got it, will review by Friday”
↳ People need to know you’re there

2/ Prepare Before You Show Up
↳ Read the pre-read
↳ Come with questions, not confusion
↳ Respect everyone’s time by being ready

3/ Disagree Without Being Disagreeable
↳ Challenge ideas, not people
↳ Say “I see it differently” not “You’re wrong”
↳ Stay curious about other perspectives

4/ Share Information Freely
↳ CC people who need context
↳ Document your processes
↳ Your knowledge isn’t power if it blocks progress

5/ Clean Up Your Own Mess
↳ Own mistakes quickly
↳ Fix what you broke
↳ Learn without making excuses

The colleague everyone wants to work with?

They make hard work feel easier.
Not because they do it all.
But because they show up ready to do their part.

They turn tension into solutions.
They make Monday mornings feel possible.

And they remind us why we chose this work in the first place.

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Many leaders get empathy completely wrong.

And it costs them their best people.

Credit to Justin Wright for this brilliant infographic.

I used to think empathy meant feeling sorry for someone going through a tough time.

Say something nice. Move on.

But that's not empathy. That's sympathy.

And there's a huge difference.

Real empathy goes so much deeper.

It's listening without rushing to fix things.

It's imagining yourself in their situation before you respond.

It's respecting how someone feels without trying to change their mind.

It's showing up with genuine concern, not just a quick "let me know if you need anything."

Empathy builds trust.

When someone on your team is struggling and you just listen.

When you hold back judgment and sit with them in the discomfort.

When you ask "How are you really doing?" and actually wait for the answer.

Those moments change everything.

Because people don't leave companies where they feel seen.

They don't quit on leaders who make them feel heard.

Empathy isn't a soft skill.

It's the hardest skill to master and the most important one you'll ever develop.

It won't show up on a quarterly report.

But it will show up in your retention, your culture, and the loyalty of the people around you.

The best leaders I've ever worked with didn't have all the answers.

They just made you feel like you mattered.

That's empathy.

And it changes everything.

What's one small way you practice empathy with your team?

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