Lindsay Rosenthal

Founder | Creator | Strategist | Building AI, Leaders, & Ideas That Move Markets

For sponsorships + booking + speaking: hello@cred.marketing
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I build AI, leaders, products, and ideas that move markets.

As a founder, creator, and strategist, I’ve taken products from concept to market, scaled sales engines, built teams, and created campaigns that drive both revenue and cultural relevance. Deeply integrating AI in every step of the way. 

My experience spans SaaS, AI, B2B, and beyond, working alongside the companies and executives shaping tomorrow’s most important industries. (Would love to work with yours!)

I operate where innovation meets execution. 
Blending the reach of a creator, the precision of a strategist, and the perspective of an AI founder who has built and scaled from the ground up. 

The result: content, campaigns, AI, and go-to-market strategies that cut through the noise and position brands at the forefront of their markets.

Founder

1 month of content in 1 hour

The playbook I use to see trends early:

(my unfair advantage going into 2026)

I’ve led top brand campaigns w/ some of the coolest companies.
And right now, I’m deep in planning mode for what’s next.

A huge focus for me is spotting where trends actually start.
Then plugging campaigns into those moments.
Cutting in while people are still deciding.

Cause this messy middle (where Q’s repeat, opinions clash, community hangs) is where the real signal lives.

That’s why Reddit for Business is ranking at the top for me right now.
I use Reddit to:

- uncover golden audience insight from authentic convos
- activate audiences before they’ve made up their minds
- carry signal all the way through the funnel without losing trust

One example: I used Reddit Pro keyword tracking to spot a pattern forming across multiple communities. That signal showed up weeks before it appeared on other platforms.

We shaped the campaign around that language. Message landed immediately. Performance followed.

My 2026 system looks like this:
listen first → identify repeated intent → shape the narrative → then distribute.

The real edge now isn’t louder marketing. It’s understanding people earlier andddd meeting them while they’re already deciding.

That’s the playbook I’m building around.

Reddit is such an unfair advantage.

You can even sign up here with Reddit Ads to earn $500 in ad credit when you spend $500!!

LINK: https://lnkd.in/ghXdVeB6

feeling overwhelmed with content for 2026?

it might not be a content problem
but an AI tool stack problem.

too many tools, tabs, workflows would drive anyone crazy.

more AI hasn’t made content better.
it’s made it heavier.

the best creators I know aren’t running massive stacks.
they’re using 4 tools max.

because fewer decisions means more brain space saved.

here’s the stack to simplify your workflows:

𝟭. 𝗼𝗻𝗲 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗽𝗮𝗿𝘁𝗻𝗲𝗿
something to help you pressure-test ideas, structure thoughts, sharpen voice, get unstuck.

𝟮. 𝗼𝗻𝗲 𝘄𝗿𝗶𝘁𝗶𝗻𝗴 𝗼𝗿 𝗲𝗱𝗶𝘁𝗶𝗻𝗴 𝘁𝗼𝗼𝗹
used sparingly for clarity and flow.

𝟯. 𝗼𝗻𝗲 𝘀𝘆𝘀𝘁𝗲𝗺 𝗳𝗼𝗿 𝗰𝗮𝗽𝘁𝘂𝗿𝗶𝗻𝗴 𝗶𝗱𝗲𝗮𝘀
catch thoughts fast!

𝟰. 𝗼𝗻𝗲 𝗽𝗹𝗮𝗻𝗻𝗶𝗻𝗴 𝘀𝘆𝘀𝘁𝗲𝗺
a calendar, checklist, or light scheduler to help you stay consistent + intentional.

that’s it.
everything else is complexity disguised as productivity.

AI should reduce friction, not add it.

if your stack feels heavy, that’s the signal.
simplify!!

how to prevent scaling the wrong ideas:

(despite what AI tells you!)

AI is making bad ideas scale faster than ever.
but the problem isn’t AI’s.
it’s us hitting publish too fast.

something sloppy, half-baked, or just wrong can now reach hundreds, thousands, even millions, before anyone notices.

so how do you avoid amplifying mistakes?

pressure-test your thinking first.

here’s how:
1. slow it down
don’t hit publish right after generating a post.
take a breath. review. reconsider.

2. read it out loud
does it sound like you?
does it convey what you actually mean?

3. flip perspectives
what would a critic say? 
what would someone outside your industry think?
(critics aren’t the end-all, but can be worthy of thought)

4. share with another human
even one person spotting a gap can save you a lot of trouble.

your job isn’t to make more content.
it’s to make better content.

slow down.
pressure-test.
then scale.

I’m revealing my 3 layer storytelling strategy:

(copy my hack for better, more human outputs!!)

AI can generate words, but it can’t automatically tell your story the way your brand does.

to get consistent, on-brand output, teach the model your narrative in 𝟯 𝗹𝗮𝘆𝗲𝗿𝘀:

𝟭. 𝗰𝗼𝗿𝗲 𝗯𝗲𝗹𝗶𝗲𝗳𝘀
define the principles your brand stands for.

 • write 2-3 sentences describing your values.
 • prompt AI: “use these beliefs as the foundation for all messaging”
   example: “we believe marketing should build trust, not just clicks”

𝟮. 𝘀𝗶𝗴𝗻𝗮𝘁𝘂𝗿𝗲 𝗲𝘅𝗮𝗺𝗽𝗹𝗲𝘀
collect stories, case studies, or examples that capture your voice.

 • list 3-5 recurring stories or wins.
 • prompt AI: “reference these examples to illustrate points naturally”
   example: “highlight how brands scale with AI while keeping human creativity central”

𝟯. 𝘀𝗵𝗮𝗿𝗲𝗱 𝗹𝗮𝗻𝗴𝘂𝗮𝗴𝗲
document recurring phrases, terminology, and tone.

 • compile 5-10 phrases or words you always use.
 • prompt AI: “write content using this tone, language, and style consistently.”
   example: “always lowercase, concise, educational, with punchy takeaways”

𝗵𝗼𝘄 𝘁𝗼 𝘂𝘀𝗲:

 1. feed all three layers to the model before generating content
 2. ask AI to produce the first draft
 3. review, tweak, and add new examples to refine outputs

the better you teach, the less editing you need.
and AI becomes a true storytelling partner.

everyone’s asking how to use AI for content in 2026.
but that’s not really the question.
the real advantage is knowing what AI can’t do.

AI can generate ideas but it can’t live the moment that led to them.

AI can summarize what happened but it can’t show the tension while it was happening.

AI can clean up copy but it can’t recreate the back-and-forth, the second guessing, the almost wrong call.

that gap is where the human opportunity is.
in 2026, the content that actually works will be more real.
really, truly, real.

what to share instead of generic AI content:
• the decision you went back and forth on
• the thing that didn’t work + why
• what surprised you this week
• how something actually got approved
• what you changed after seeing real results
• the part of the process you normally skip over
• your real personality and human-ness

so show the tradeoffs, constraints, the imperfect execution.
what makes us truly humans, all giving our best go at this.

bc people don’t trust you because you sound smart.
they trust you because they understand how you think.

AI will keep raising the baseline.
but ultimately humans still win on depth and being real.

Entrepreneur, speaker, author. Ex-CEO, McKinsey, Harvard Law, elected official. Volunteer firefighter. ✅Follow for daily tips to thrive at work AND in life.

Day job: Buying, selling, investing in, and growing small businesses. 
Side hustle: Helping YOU and your organization thrive.

In my full-time job as Founder of G&P LLC, I lead a team that acquires, manages, and grows businesses.

Outside of that work, I share personal and professional growth tips with hundreds of thousands of people through my newsletter and social media, and deliver keynote speeches and intimate presentations on leadership and growth to organizations across the world.

And I'd love to help you!
1) For free access to all of my leadership infographics, as well as a weekly newsletter with practical tips to thrive at work and in life: https://www.leadershipgs.com/newsletter
2) To book me as a speaker for your organization, simply send a DM.

And for more on my background, read on...

Now: 
+Founder and CEO at G&P LLC - acquiring, managing, and growing small businesses
+Writer and speaker for leaders and organizations across the globe

Previously: 
+McKinsey consultant: advised top Fortune 500 business leaders on critical decisions
+Harvard Law School, Magna Cum Laude: focused on business AND public policy
+Turnaround CEO of an online services company, growing EBITDA from -20% to 55% in 7
months
+Elected official: led large agency, winning four national innovation awards, 40 under 40, and getting featured on 60 Minutes, CNN, and dozens of other programs

Throughout:
+Volunteer firefighter, responding to 911 calls on everything from structure fires to car crashes, cardiac arrests, and mountain rescues; rookie firefighter of the year 2017 (this is what my kids have always thought my job is!)

George Stern

We're told successful people never quit.

Truth is, they walk away all the time.

Staying committed matters,
Sometimes it's necessary to build something meaningful -

But you can't win while stuck in a role that's breaking you down.

Here are 13 signs it might be time to go -
Before you wait too long:

1) You despise Mondays
↳You start worrying about work before the weekend even ends

2) You're always exhausted
↳It's not just physical - your mental energy and motivation are gone

3) You don't trust the leaders
↳You've lost faith in your leaders to make the right decisions

4) You'd caution a friend
↳If someone you cared about got an offer here, you'd say "stay away"

5) There's no visible growth
↳You're not gaining skills, moving forward, or being challenged anymore

6) You can't be authentic
↳You're constantly filtering or hiding your real personality

7) You feel unseen
↳Your work is amazing, but goes unnoticed or unappreciated

8) You're burning out
↳You're handling the work of multiple people without support

9) Your values conflict
↳What matters to you doesn't match what matters to the company

10) Your health is declining
↳Stress, burnout, or overwork is hurting your health

11) The culture is unhealthy
↳The atmosphere is exhausting, and nothing improves

12) You're afraid to leave
↳You're not excited about the role, you're just afraid to leave

13) Your gut knows it's time
↳You already know the answer, you just need to move


Life's too short to stay stuck in the wrong place -
Especially when it costs your health, peace, or confidence.

If any of this sounds familiar,

It might be time to plan your next step.

Have you ever had to make the hard choice to walk away?

---

♻️ Repost to help someone spot the signs sooner.

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Should I quit? 13 Signs You Should Leave Your Job.  By George Stern

15 mindsets every high performer has,

And anyone can learn:

1. Ownership: "The result is on me"
↳They skip excuses and finger-pointing - they take charge and repair what's broken

2. Growth: "Effort makes me better"
↳They see ability as built over time and treat mistakes as training, not proof of failure

3. Perspective: "Work has limits"
↳They know when to step back, protect their health, and keep ambition aligned with life

4. Humility: "I don't have it all figured out"
↳They stay open to input, invite correction, and own their missteps quickly

5. Resourcefulness: "I'll find a way"
↳They don't stall waiting for clarity - they test, adjust, and move forward

6. Boldness: "I play bigger than fear"
↳They take calculated chances, speak up early, and act without waiting for approval

7. Gratitude: "I notice what's already here"
↳They stay grounded by valuing what they have while still pushing for more

8. Discipline: "Consistency beats mood"
↳They keep their commitments even when energy or motivation dips

9. Resilience: "I bounce back"
↳They recover quickly from setbacks and continue when others stop

10. Focus: "I protect attention"
↳They defend their calendar and energy, choosing real work over constant noise

11. Initiative: "I act without being told to"
↳They see gaps and close them before someone has to ask

12. Future Focus: "I think long-term"
↳They resist short-term comfort and invest now for later payoff

13. Adaptability: "I respond fast"
↳They release rigid plans and adjust smoothly as conditions change

14. Curiosity: "I stay inquisitive"
↳They avoid assumptions, keep learning, and ask better questions over time

15. Abundance: "Success isn't scarce"
↳They support others openly, trusting that generosity creates more opportunity


You don't need to lock in all 15 right away.

Even top performers drift on some of these now and then.

Start with one or two.

Work on them daily.

Over time, the mindset stacks - and results follow.

Which one feels strongest for you right now?

---

♻️ Repost this to help others sharpen their mindset.

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15 Mindsets of High Performers by George Stern

12 habits that make people want to work with you:


1. Closing the Loop
↳Reliability isn't about perfection - it's about follow-through
↳A quick "Got it, I'll reply by Thursday" goes a long way

2. Showing Up Prepared
↳Trust builds fast when you know the context
↳Read the doc and open the call with a clear point of view

3. Giving Clear Options
↳People want help deciding, not more to think about
↳Share 2 paths and say which one you recommend

4. Respecting Time
↳How you handle time signals how you value people
↳Start on time, end with next steps

5. Being Honest About Capacity
↳Clarity beats optimism every time
↳Say "I can do X by Friday" instead of "I'll try"

6. Listening Actively
↳Feeling heard changes the whole dynamic
↳Take notes and reflect them back in writing

7. Giving Credit Publicly
↳Recognition multiplies goodwill
↳Praise people in the group thread, not just 1:1

8. Being Calm and Direct
↳Avoidance creates more tension than truth
↳Address issues early, without heat

9. Keeping Your Word
↳Reputation is built quietly, over time
↳Deliver when you said you would - or flag early

10. Showing Progress
↳Momentum reduces anxiety
↳Share a simple "Here's what moved this week" update

11. Following Up Thoughtfully
↳The work isn't done when the task ends
↳Ask: "Did this land the way you expected?"

12. Leaving People Better
↳People remember how it felt to work with you
↳Aim to leave them clearer, calmer, or more confident


None of this is flashy.

But it's why people come back.

Which habit do you see missing most often?

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12 Habits That Make People Want to Work With You By George Stern

Dear Managers,

You can't expect a 22-year-old to have 5 years of experience for an entry-level role.

Hire for attitude, and give them a shot.

Everyone begins their career with no experience.

For an entry-level position, prioritize:
↳A positive mindset
↳A desire to improve
↳Receptiveness to feedback
↳Emotional resilience
↳A strong work drive
↳The ability to adapt

If they bring these qualities,
They can learn just about anything.

And it's your responsibility to develop them.

Stop filtering people out with impossible standards.

That inexperienced applicant could become your best hire ever.

But only if you give them a fair chance.

Value potential over resumes.

You will not regret it.
And they will not forget it.

Agree?

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Managers: You can't expect a 22-year0old to have 5 years of relevant work experience for an entry-level job. Hire based on attitude, and give them a chance. George Stern

If you want to earn real respect as a leader:

Don't control people. Support them.

It runs against what many first-time leaders expect,
But loyalty isn't created through authority or demands.

Trust and respect are built when your team feels prioritized,
Not managed from above.

When that happens, you naturally:
↳See stronger performance
↳Lose fewer good people
↳Build deeper engagement

Here's what servant leadership looks like in practice:

1. Create Space for Others
↳Give people room to step up and grow
↳Action: Let a team member lead the client conversation

2. Remove Friction
↳Take obstacles off your team's plate
↳Action: Step in on problems they can't resolve alone

3. Invite Perspectives
↳Make input welcome at every level
↳Action: Run a session where every idea is heard

4. Give Credit Out Loud
↳Make appreciation visible, not private
↳Action: Call out wins in team-wide meetings

5. Empower Ownership
↳Allow people to shape their goals
↳Action: Ask "What do you want to develop this year?"

6. Listen Before Responding
↳Focus on understanding, not defending
↳Action: Repeat their point back before sharing yours

7. Lead by Example
↳Demonstrate healthy boundaries through actions
↳Action: Don't send late-night emails

8. Grow Your People
↳Actively support professional development
↳Action: Assign stretch work aligned with their interests

9. Stay Approachable
↳Lower the barrier to reach you
↳Action: Keep your calendar or door open

10. Extend Trust Early
↳Believe in people before they earn it
↳Action: Encourage new hires to take smart risks

11. Recognize Progress
↳Value improvement, not just results
↳Action: Acknowledge learning, not only wins

12. Keep Your Word
↳Reliability builds credibility
↳Action: Follow through on every commitment


Servant leadership isn't soft.

Setting ego aside and putting others first requires real discipline and confidence.

And the return is enormous.

Have you worked for a leader like this?

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♻️ Repost to promote better leadership.

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Servant leadership - increase performance by putting employees first. By George Stern

One toxic coworker can stall an entire team.

Handle them before it's too late:

Most workplace stress isn't about the work.
It's about the people around the work.

If you can name them, you can manage them.

Here are the 12 I see most often:

1. The Credit Taker
↳Claims wins they barely touched and forgets to mention contributors
↳Try this: Document your work publicly and recap outcomes in writing

2. The Chronic Complainer
↳Finds problems in every plan but offers zero solutions
↳Try this: Redirect with "What would you suggest instead?"

3. The Silent Saboteur
↳Agrees in meetings, undermines afterward
↳Try this: Follow every agreement with a written summary

4. The Fire Driller
↳Turns minor issues into constant emergencies
↳Try this: Ask "What actually breaks if this waits 24 hours?"

5. The Boundary Pusher
↳Treats your time as optional and availability as infinite
↳Try this: Set response windows - then stick to them

6. The Praise Fisher
↳Needs constant validation before taking action
↳Try this: Reinforce outcomes, not effort or reassurance

7. The Idea Vampire
↳Latches onto your ideas and rebrands them as their own
↳Try this: Share ideas in group settings with clear attribution

8. The Rule Bender
↳Skips process when it suits them, cites it when it doesn't
↳Try this: Ask for standards to be clarified once - in public

9. The Information Hoarder
↳Withholds context to maintain leverage
↳Try this: Ask direct questions and copy relevant stakeholders

10. The Mood Swinger
↳Emotional volatility dictates the room
↳Try this: Stay neutral, predictable, and fact-based

11. The Fake Ally
↳Acts supportive but disappears when support costs them
↳Try this: Notice patterns, not promises

12. The Blame Shifter
↳Owns wins, distributes losses
↳Try this: Keep decision logs and timelines visible


Toxic coworkers rarely change.
But your strategy can.

Name the pattern.
Adjust your response.
Protect your energy.

Which one have you dealt with before?

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12 Toxic Coworkers - What They Look Like and How to Handle Them. By George Stern

If you are starting a new role, don't try to impress.

Do this instead:

Try to remove friction - 
For yourself and everyone around you.

Here is a checklist for the first 90 days that high performers actually use:

1. List what you can decide without permission
↳Then ask what needs a heads-up or approval

2. Pay attention to who gets looped in
↳Those names matter more than titles

3. Ask what has already been tried
↳"What did not work before?" saves you from repeating mistakes

4. Ask questions that surface problems early
↳"Where do new hires usually struggle?"

5. Share a simple 30-60-90 day outline by Week 2
↳One page using bullets - invite edits

6. Notice what gets positive feedback
↳That is your real bar, not the job description

7. Deliver one useful thing fast
↳A fix, a doc, a summary, a clean-up

8. Book short 1:1s before you need help
↳Relationships are easier before urgency

9. Ask how your manager likes updates
↳Slack vs. email, short vs. detailed, often vs. weekly

10. Say no to meetings that do not need you
↳Use the time to make visible progress

11. Treat onboarding like setup, not survival
↳The habits you build now stick

12. Write down what doing well means - then confirm it
↳Ask your manager: "If 90 days went perfectly, what would I have done?"


Most people wait for clarity.
High performers create it.

Which of these would you show to a new hire?

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12 Things High Performers Do In Their First 90 Days. By George Stern

12 signs you're quietly excelling at your job:


1. Calm Under Pressure
↳You stay steady when things go sideways and people look to you when it matters
↳Practice naming the next single step out loud when stress hits to anchor the room

2. Clear Thinking
↳You turn messy problems into simple options others can act on
↳Before sharing, write the problem in one sentence and cut every extra word

3. Follow Through
↳You do what you say you'll do without reminders
↳End every meeting by sending a one-line recap with owners and dates

4. Quiet Ownership
↳You fix things without waiting to be asked or praised
↳When you spot a gap, claim it publicly with "I'll handle this"

5. Good Judgment
↳You know when to move fast and when to slow down
↳Ask yourself "what breaks if I wait 24 hours" before acting

6. Signal Respect
↳People feel heard after talking to you
↳Repeat back what you heard before responding to lock in clarity

7. Low Drama
↳You focus on solutions, not blame
↳When problems come up, start with "what can we control next"

8. Useful Updates
↳Your updates save time instead of creating more work
↳Share progress in three bullets only: done, next, blocked

9. Smart Preparation
↳You rarely get surprised in meetings
↳Spend 10 minutes listing likely questions before any discussion

10. Reliable Energy
↳You bring consistent effort, not mood swings
↳Protect sleep and calendar margins like part of the job

11. Learning Loops
↳You get better without being told
↳After each project, write one thing to repeat and one to stop

12. Trusted Presence
↳People loop you in early because they trust your take
↳Offer one thoughtful perspective per meeting, not five opinions


None of these require a title change.

All of them earn trust quietly.

Which one are you strongest at right now?

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12 Signs You're Quietly Excelling At Your Job. By George Stern

Are you tired of people not listening to you carefully?

These 13 phrases change that:

1. "What matters most here is..."
↳Signals prioritization, not opinion

2. "Let me check my assumption"
↳Shows rigor before confidence

3. "The constraint we can't ignore is..."
↳Grounds the conversation in reality

4. "Here is the tradeoff"
↳Adults listen when tradeoffs are named

5. "I might be wrong - but my read is..."
↳Lowers defenses without lowering authority

6. "Before we decide, one clarification"
↳Buys focus at exactly the right moment

7. "The risk isn't obvious, but it's real"
↳Creates curiosity without drama

8. "Let me be precise"
↳Resets vague discussions instantly

9. "The simplest version is..."
↳Complexity relaxes when simplicity enters

10. "What would change my mind is..."
↳Signals openness and intellectual honesty

11. "This is a second-order effect"
↳Elevates the level of thinking in the room

12. "If we zoom out for a second..."
↳Interrupts tactical tunnel vision

13. "Here is what I'd do next"
↳Turns insight into movement


None of these are clever or complicated.
That's why they work.

Which one would improve your conversations the fastest?

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13 Phrases That Make People Listen by George Stern

To truly crush your job interview,

You need more than just good responses:

Apply these 16 interview tips to:
↳Show confidence
↳Leave a strong impression
↳And separate yourself from other candidates

1. Pause 2-3 seconds before replying
It signals thoughtfulness and composure, not doubt or nerves - rehearse this beforehand

2. Prepare 5 smart questions
You likely won't ask all of them, but having options shows curiosity and readiness

3. Bring a pen and notepad
Don't overdo it, but jotting a few things down shows engagement and helps recall details

4. Show up 10 minutes early
Arriving sooner can feel awkward; arriving late looks unprepared

5. Respect everyone you meet
Receptionists and coordinators often give feedback on how you behaved - it matters

6. Spend 1 hour researching
Check their site, LinkedIn profiles, and recent updates - it proves real interest

7. Address red flags head-on
Briefly explain gaps or mistakes with confidence, without getting defensive

8. Keep answers to 60-90 seconds
Enough detail to add value, short enough to stay clear and conversational

9. Mirror their energy and pace
Don't copy them, but don't overpower a calm interviewer with speed or volume

10. Use their name naturally
Once or twice during the conversation - personal, not awkward

11. Admit when you don't know
"Great question, I'm not sure, but here's how I'd handle it..." shows honesty and thinking skills

12. Stick to one main point per answer
This keeps responses clear and easier to remember

13. Highlight what you learned
When discussing past roles, focus on lessons gained - not failures

14. Show interest through body language
Sit upright, lean in slightly, keep hands visible, and nod occasionally

15. Stay composed and recover smoothly
If something goes wrong (tech issues, blank moment): breathe, smile, and say, "Let me rephrase that"

16. Send a customized thank-you note
Within 24 hours, email 4-6 sentences that are specific, genuine, and upbeat


None of these tips require prior experience or special interview skills.

They can all be learned with simple practice and prep.

Use them!

Any tips you'd add?

---

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16 Interview Tricks That Will Set You Apart. By George Stern

Most people think confidence comes from experience.

Actually, it comes from 13 daily choices:

1. Follow-through
↳Confidence grows when you keep small promises
↳Example: Finish the task you said you would before starting a new one

2. Preparation
↳Ready beats perfect every time
↳Example: Spend 10 extra minutes reviewing before a meeting

3. Conciseness
↳Overexplaining signals doubt
↳Example: Answer the question once, then stop talking

4. Silence
↳Pauses create authority
↳Example: Count to three before responding in conversations

5. Momentum
↳Progress builds self-trust
↳Example: Ship the draft instead of polishing one more hour

6. Clarifying
↳Guessing erodes confidence
↳Example: Ask one direct question instead of assuming

7. Energy
↳Your body leads your mindset
↳Example: Move for 5 minutes before opening email

8. Honesty
↳Delayed truth costs confidence
↳Example: Say the uncomfortable thing today, not next week

9. Detachment
↳Feedback is data, not identity
↳Example: Write down the note without labeling yourself

10. Boundaries
↳Long explanations weaken the no
↳Example: Say no, state your boundary and stop there

11. Initiation
↳Ready comes after action
↳Example: Start before you feel confident

12. Consistency
↳Repetition beats intensity
↳Example: Do the same small habit at the same time daily

13. Self-trust
↳Confidence compounds internally
↳Example: Decide without asking for one more opinion


Confidence isn't something you earn one day.

It's something you practice daily -
In choices so small they are easy to dismiss.

Which one seems the most underrated?

---

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Building confidence - 13 daily choices that compound. By George Stern

Can't take a vacation without your phone blowing up?

You haven't mastered delegation:

Most leaders think they delegate. 

In reality, they just dump tasks without the authority, context, or support needed for success.

12 delegation techniques that actually work:

1) Match the task to the person
↳Ask: "Who would benefit most from this challenge?"

2) Transfer authority, not just responsibility
↳Be explicit: "You own this now, you can make these decisions without me"

3) Define the outcome, not the process
↳Focus on: "Here's what we need to achieve" instead of "Here's how to do it"

4) Explain the why behind the what
↳Share: "Here's how this connects to our team's larger goals..."

5) Set clear boundaries
↳Be specific: "You have $2000 and 3 weeks - quality cannot be compromised"

6) Create checkpoints, not checkups
↳Try: "Let's review progress on Friday" not "How's it going?" three times daily

7) Accept imperfect execution
↳Practice: Let them complete it their way unless it's truly off track, not just different from yours

8) Build a delegation ladder
↳Think: "What slightly bigger challenge could they handle next?"

9) Provide a safety net, not a safety harness
↳Offer: "I'm here if you get stuck, but I trust you to figure this out"

10) Debrief the learning, not just the result
↳Ask: "What did you learn that will help you tackle bigger challenges?"

11) Document decisions and give credit publicly
↳Share: "Sarah made the call to pivot our approach, and it paid off"

12) Resist the urge to reverse-delegate
↳Respond with: "What do you think we should do?" not "I'll handle it from here"


True delegation isn't about clearing your plate.

It's about developing your people while creating space for the strategic work only you can do.

The most productive leaders I know don't do more.

They delegate better.

What specific task do you want to fully delegate? 

---

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12 Delegation Techniques That Actually Work by George Stern

Most people think failure is a bad thing -

It usually is the opposite:

Because real failure is invisible.

It looks like never shipping, 
Never asking, 
Never risking being wrong.

When you think you failed, 
It means you actually tried.

Here is what "failure" looks like in real life - 

And why each one still moves you forward:

1. You launched and nobody cared
↳You finally got real feedback instead of guesses
↳Next step: change one variable and relaunch within 14 days

2. You posted consistently and growth stalled
↳Effort was there - distribution was the missing piece
↳Next step: study your top 3 posts and remake them from a new angle

3. You pitched and got a no
↳Now you know what didn't land instead of wondering why
↳Next step: ask one follow-up question and refine the next pitch

4. You built something people didn't use
↳The prototype did its job by revealing what wasn't valuable
↳Next step: interview 3 users and rebuild using their words

5. You took the role and it didn't work out
↳You expanded your range and learned faster than if you stayed safe
↳Next step: extract the skill you gained and apply it somewhere new

6. You shared an opinion and got pushback
↳You stopped blending in and started being specific
↳Next step: clarify your stance instead of sanding it down

7. You tried to lead and made mistakes
↳This is how leadership actually gets learned - in public
↳Next step: name the miss, fix it once, move forward

8. You aimed higher and missed
↳That miss showed you where the real edge is
↳Next step: reset the target slightly, not dramatically


Failure is not the opposite of success -

It's the admission ticket.

Have you had a recent "failure" that was still worth it?

---

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If you failed, good. That's proof you played the game. Most people stay on the sidelines.

Leadership isn't defined by personality.

It's these 12 choices:

1. Clarity over complexity
↳Make the work easier to execute, not harder to explain

2. Responsibility over excuses
↳Own outcomes - even when variables exist

3. Standards over comfort
↳Raise the bar before the room asks you to

4. Listening over reacting
↳Pause long enough to actually hear the signal

5. Decisiveness over consensus
↳Gather input - then decide

6. Candor over harmony
↳Tell the truth early, not politely late

7. Long-term over short-term
↳Optimize for trust, not quick gain

8. Coaching over controlling
↳Build capability instead of dependency

9. Focus over busyness
↳Fewer priorities, ruthlessly protected

10. Composure over volatility
↳Your nervous system sets the pace

11. Learning over defending
↳Curiosity beats ego every time

12. Service over status
↳Power is a responsibility, not a reward


None of these are dramatic.

That's the point.

Leadership is decided in the ordinary moments you repeat.

Which of these feels most uncomfortable right now?

---

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12 Choices That Define Leaders by George Stern

These 9 mental resets will change how you work:


1. "More effort will fix this" ➡️ "A smarter approach will fix this"
↳Small structural changes outperform sustained overexertion

2. "Everything is important" ➡️ "A few things drive most results"
↳Disproportion is normal - treat it that way

3. "I should keep my options open" ➡️ "Progress requires choosing"
↳Progress requires closing doors, not standing in hallways

4. "This is how it's always done" ➡️ "What's the best approach in this instance?"
↳Most rules survive from habit, not usefulness

5. "I need the right answer" ➡️ "I need a workable answer"
↳Eliminating obvious failure beats chasing perfect strategy

6. "I can keep it all in my head" ➡️ "My brain needs fewer decisions"
↳Cognitive load quietly taxes quality and speed

7. "This works for now" ➡️ "Will this still work later?"
↳Second-order effects shape outcomes long after the first win

8. "Clear goals are enough" ➡️ "Daily systems decide results"
↳What you repeat matters more than what you intend

9. "Maximum efficiency is the goal" ➡️ "Sustainable pace wins"
↳Buffers protect progress when reality intervenes


Mental models are leverage.

They sit upstream of every decision, every habit, every system you build.

Change the model and the behavior often updates on its own.

Which one of these seems most powerful?

---

♻️ Repost to help others adopt these mental models.

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9 Mental Models That Change How You Work

7 visuals that will shift your mindset
(Number 4 is my favorite!)

All are by the talented Roberto Ferraro. 

1. Mastery is built by alternating
↳Learning without doing stays theoretical
↳Doing without learning eventually plateaus

2. Your peer group sets your ceiling
↳Being the best in the room feels good
↳Learning from better people makes you better

3. You never see the full picture
↳You see highlights, not the whole emotional range
↳Be careful who you compare your behind-the-scenes to

4. Most learning doesn't come from theory
↳Books give you knowledge
↳Practice and mistakes give you depth

5. Burnout has more than one look
↳It doesn't always look like collapse
↳Sometimes it looks like slowly becoming less yourself

6. Choice requires constraint
↳You can open many doors, but you can't walk through all of them
↳Progress comes from committing, not keeping options open

7. Failure isn't missing shots
↳Trying and adjusting is part of the process
↳Not taking the shot at all is what actually stalls growth


Which of these visuals resonated most with you?

---

♻️ Repost to help someone recalibrate how they think about growth.

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The Battle

Lindsay Rosenthal

George Stern

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The Battle

Lindsay Rosenthal

George Stern

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

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Performance ScoreLindsay Rosenthal's LinkedIn Performance