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

Attended a dinner with top SF founders and VCs.
What top teams are actually betting on for AI in 2026:
(reframed my entire AI roadmap.)

I asked everyone one question:
“One word to describe AI in 2026.”

The answers were telling:
Unpredictable. Essential. Explosive. Pervasive. Vertical agents!

When you zoom out, a few patterns become very clear.

Here’s what actually matters for 2026:

1. AI becomes invisible, but unavoidable
Winning tools aren’t all about the AI AI AI.
AI will just be baked into workflows, decisions, and daily work.

2. Most teams are still using AI wrong
Oh so many teams had shallow AI applications.
And leaned in hard for the branding and buzz words.
Real gains come from deeply integrated systems that compound.

3. Vertical > generic
Vertical agents only win when paired with real domain expertise.
Otherwise, it’s just thin wrappers.
2026 is for AI depth and real applications.

4. Enhancement beats replacement
The strongest founders weren’t chasing “AI replaces X.”
They’re building for human amplification:
better judgment, faster execution, fewer bottlenecks.

5. Humanness becomes a differentiator
As AI gets more powerful, taste, trust, narrative, and leadership are everything!!

If you’re planning for 2026, these are the words I’d build a roadmap around.

Huge thank you to Emma Greenwald, Mahir Kumar Singh, Ricky Marton and the whole HubSpot For Startups team for such an incredibly curated, high-signal room!

everyone is asking how to win on LinkedIn in 2026.
don’t copy the wrong playbook.
copy mine here:

we’re entering the era of AI-generated sameness.
and that’s exactly why founders who sound the most human will stand out.

(thanks Audrey Chia for the great question here!!)

if your content could have been written by a model, it won’t win.
your unfair advantage is your unique, human, point of view.

background. 
lived experience. 
actual opinions from building.

so treat your LinkedIn like a media company.
don’t copy trends, but deliberately do the opposite.

you don’t even need a traditional tech background to do this.
teachers, nurses, operators, founders from any industry all have a lane.

all you have to do is find yours.

be deeply personal. 
unmistakably you.
and build media around that.

that’s how you stand out when everyone else sounds the same.

most founders say they’re “data-driven”.

so why are they still avoiding the hardest decisions?

i teamed up with Alyona Mysko to share with you our top tips for making data work for you, not the other way around. 

ultimately, the problem isn’t lack of data.
it’s lack of decision systems.

data only works when:
1. you know what decision you’re trying to make
2. you’ve set limits before emotions get involved

otherwise it’s just expensive noise.

swipe to see the full breakdown!

Top 2 Tips For Turning Data Into Decisions As a Founder

Come with me for a day in the life!
Building at the center of the B2B creator economy.
(And a sneak peek of what’s next.)

1. Morning at the SF LinkedIn offices.
Unpacking what’s actually coming in 2026!

2. Back-to-back convos with teams building next gen B2B tools.
So fun to hear top insights driving 2026 roadmaps.

3. Burmese lunch between meetings 
(highly underrated, btw)

4. Filming new content, stay tuned!

5. Waymo rides across the city.
Filmed before this week’s Waymo shutdown, lol

6. Closed the day at an invite-only HubSpot for Startups dinner.
Packed with awesome SF founders and operators.

7. And of course, getting to hang w/ the one and only @Katie Wrathall

A few signals I keep hearing from leaders across LinkedIn, HubSpot, and top B2B builders:

- B2B creator economy is shifting from “influencer” to infrastructure
 Content isn’t the output anymore.
Distribution, trust, and repeatable systems are.

- Founder-led media is becoming a core GTM channel.
 Especially on LinkedIn, where credibility compounds.

- 2026 is about depth over volume
Winners go all in on what’s working.

- Lines between product, marketing, and media are collapsing
 The best teams (and creators) are building all 3 together.

Days like this remind me why I’m bullish on where B2B creators are heading next.
And why I’m investing more into behind-the-scenes access, IRL convo, and building in public.

More to come soon in 2026!!
Happy Holidays to you all!

the upgrade you need to your 2026 cold email plans:

(how to basically print meetings!!)

most cold email campaigns fail because emails never land in the inbox.

so i really had to rethink my process here for sending emails.

i switched to Maildoso and my reply rates jumped almost immediately.

here’s why it works:
1. mailboxes are built for deliverability, not just sending. 
2. 98%+ of emails land in the primary inbox (even to outlook)
3. self-healing mailboxes rotate + replace burned addresses automatically, so campaigns never stop.

they also just rolled out Google Workspace accounts. 
so you can get high-deliverability SMTP mailboxes + fully legit workspace inboxes directly inside Maildoso!
(+ they’re priced lower than anything else out there)

plus setup is effortless (no dread!!) 
hundreds of mailboxes ready in mins, domains included, no manual config needed.

and somehow the cost is 50% cheaper than gmail/outlook mailboxes??

if your outbound campaigns feel stuck, this is the playbook you need to hack reply rates at scale.

STOP and do this one thing right now:

(before you adopt any more AI tools)

everyone wants to jump straight to AI.
they buy the latest tools and start running experiments.

but the truth is, AI can only be as good as the data it sees.
without a 𝘀𝗶𝗻𝗴𝗹𝗲 𝘀𝗼𝘂𝗿𝗰𝗲 𝗼𝗳 𝘁𝗿𝘂𝘁𝗵, you get conflicting outputs, misaligned decisions, and wasted time.

a single source of truth is:

 • one place where all data is accurate and up-to-date
 • standardized definitions across teams
 • clear ownership of information

why it matters:

 • AI trained on messy or duplicated data produces unreliable answers
 • teams spend more time cleaning output than using it
 • decisions made from inconsistent data hurt credibility and speed

think of it as the less exciting, but critical, bottleneck to plan for.
(before you start automating or scaling with AI)

the companies who do this first, build reliable workflows and get lasting leverage from AI.

why “AI will replace jobs” is the wrong frame

(+ the reframe that will completely transform your workflows)

everyone keeps asking which jobs AI will replace.
but that’s the wrong question.
AI doesn’t replace 𝘫𝘰𝘣𝘴, it replaces 𝘵𝘢𝘴𝘬𝘴.

every role is a bundle of tasks.
(some routine, some creative, some relational) and AI picks off the routine ones first.

example:
a marketer might spend time writing briefs, analyzing campaigns, pitching ideas.
AI can handle the briefs and analysis.
but the pitching? still so human!!

the better question is:
which tasks in my job are predictable enough for AI to do consistently well?
because that’s where the shift starts.

the future isn’t “AI vs humans”
it’s “humans who redesign their job around AI” vs those who don’t.

G&P LLC

Lead a team that buys, sells, invests in, and grows small businesses.

Growth That Matters

Helping people and organizations thrive:
+Newsletter author: Join 340,000+ who receive practical tips to thrive at work and in life by email and social every week.
+Speaker: I deliver keynote speeches and intimate presentations on leadership and personal and professional growth to organizations across the world.

Author and Speaker

Appeal Wizards

Turnaround CEO of an online services company, growing EBITDA from -20% to 55% in 7
months, and sustaining it until transitioning to an internal successor

Jefferson County, Colorado

Led 115 employees as we dramatically overhauled a frontline government agency that serves 600,000 people, winning four national innovation awards, being featured on 60 Minutes, CNN, and dozens of other programs, and achieving 95%+ customer satisfaction.

Clerk and Recorder (Elected Official)

McKinsey & Company

Trusted advisor to Fortune 500 companies and large governments as they made critical strategic and operational decisions.

Management Consultant

The White House 

Served on President Obama's legal team during the defense of the Affordable Care Act and the DACA and DAPA immigration Executive Orders; the legalization of same-sex marriage; and dozens of high profile cabinet and judicial appointments.

Office of White House Counsel

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

Most people try to win by keeping the edge -

The smart ones win by sharing it:

The strongest leaders know that you don't get ahead by putting others down. 
But by lifting others up.

Here are 10 ways to lead by lighting someone else's torch:

1) Share the playbook
↳Give others the steps you wish you had when starting out

2) Explain your decisions out loud
↳Let people see how you think so they can level up faster

3) Invite someone to shadow you
↳Expose them to rooms they normally wouldn't be in

4) Give away small wins
↳Let others take the spotlight when it serves their growth

5) Teach the skill you've mastered
↳Turn your experience into someone else's acceleration

6) Ask what they want to learn next
↳Signal that their future is worth investing in

7) Offer feedback with care
↳Give guidance that sharpens them without dulling their confidence

8) Recommend them when you can
↳Help them get opportunities you're not pursuing

9) Share credit publicly
↳Make it clear who made the work better

10) Mentor without keeping score
↳Give value freely not as a transaction


When you light someone else's torch,
Yours keeps burning just as strong.

That's not weakness.
That's leadership.

Which of these do you wish more leaders did?

---

♻️ Repost to inspire others to light someone else's torch.

And follow me George Stern for more.

Lighting someone else's torch won't take the fire from yours. By George Stern

8 visuals to transform your mindset,

And strengthen how you work:

(All visuals by @visualsbymelodie on Instagram)

1. Discipline beats talent
↳You grow when you show up, not when you rely on what comes naturally
↳Pick one small habit to repeat daily this week

2. Improve a little every day
↳You don't need perfection to make progress
↳Choose one brick you can lay today instead of waiting for ideal conditions

3. Pair goals with systems
↳Your outcomes follow the processes you build
↳Define a simple repeatable system for one goal you keep stalling on

4. Focus is fuel
↳Your attention determines where your energy goes
↳Identify one distraction to remove for the next 24 hours

5. Protect your yes
↳Every priority creates boundaries around your time
↳Say no to one low-impact request today to protect something meaningful

6. Action reduces fear
↳Your fear grows in your head but shrinks when you move
↳Take one tiny step toward the thing you've been overthinking

7. Choices, thoughts, and actions shape you
↳Who you become is built through daily decisions
↳Pick one identity-aligned choice to make before the day ends

8. Don't confuse motion with action
↳Being busy isn't the same as making progress
↳Name the single outcome that defines success today


Which of these visuals resonated most for you?

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♻️ Repost to help others in your network transform their mindset.

And follow me George Stern for more mindset tips.

8 Visuals That Will TRANSFORM Your Mindset

Growth isn't about doing more - 

It's about having better mental defaults:

The thoughts you reach for under pressure.
The assumptions you don't question.
The stories that decide for you before you do.

Shift those, and progress gets easier.

Here are 8 shifts that make a big difference:

1. "I'm waiting to be told" ➡️ "I can take ownership"
↳Progress speeds up the moment you stop outsourcing permission

2. "I'll decide later" ➡️ "My decisions create clarity"
↳Action clarifies - delay rarely does

3. "I need to respond immediately" ➡️ "I can pause and think"
↳Speed feels productive - thoughtfulness actually is

4. "Working harder will fix this" ➡️ "A better system will fix this"
↳Effort scales poorly - systems compound

5. "Everything deserves my attention" ➡️ "Only a few things deserve my attention"
↳Focus isn't about doing less - it's about choosing what matters most

6. "I need certainty" ➡️ "I need to experiment"
↳Small tests beat perfect plans

7. "This feels uncomfortable" ➡️ "This means I'm progressing"
↳Growth often shows up disguised as friction

8. "I need to prove myself" ➡️ "I need to show up consistently"
↳Trust is built quietly, over time


None of these are mindset tricks.

They're operational choices you make daily - 
Often in small moments no one sees.

Which shift would make the biggest difference for you right now?

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♻️ Repost to inspire others to strengthen their mental defaults.

And follow me George Stern for more.

8 Powerful Mental Shifts

Forget the perks and office extras - culture is shaped far more by everyday language:


Supportive teams are not the result of luck.

They grow when leaders trust people to think for themselves,
Create space for honest conversations,
And show up when challenges hit.

Here are 13 phrases that do exactly that:

1) "What do you think is the best move here?"
↳Shows respect for their judgment and encourages ownership

2) "I trust you to take this forward"
↳Conveys confidence without hovering

3) "It's okay to push back"
↳Normalizes boundaries and psychological safety

4) "How did your daughter's game go?"
↳Small personal moments strengthen long-term trust

5) "Take the time you need, I'm here to support you"
↳Removes guilt from rest and recovery

6) "How are you really doing?"
↳Invites honesty instead of surface-level answers

7) "That one is on me, and I'm owning it"
↳Demonstrates accountability in action

8) "Let's work through this side by side"
↳Signals collaboration instead of hierarchy

9) "I appreciate your directness"
↳Rewards clarity and honest communication

10) "Let's stay focused on solutions"
↳Redirects tension toward progress, not blame

11) "What support do you need to do your best work?"
↳Shows you're invested in them, not just the task

12) "Thank you"
↳Specific, genuine appreciation is always powerful

13) "Let's take the lesson and move forward"
↳Prevents mistakes from turning into shame


Anyone can start using these today.

But the real test is consistency.
Words only matter when your actions reinforce them.

Which one do leaders need to use more often?

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♻️ Repost to help build healthier workplaces.

And follow me George Stern for more actionable insights.

13 Phrases you hear in a supportive workplace by George Stern

The best performers all share one habit -

They treat learning like a lifetime job:

Not because a manager told them to,

But because they understand the power.

Here are 10 things lifelong learners do -

And how you can join them:

1. They keep a running curiosity list
↳Add questions as they appear, review them weekly, pursue one

2. They block 20 minutes a day for learning
↳Put it on the calendar and guard it like a meeting

3. They build small projects
↳Turn one idea into something actionable every week

4. They ask better questions over time
↳Shift from "how" to "why" to "what's the constraint here?"

5. They revisit old work
↳Pick one past deliverable each month and upgrade it by 1%

6. They teach what they learn
↳Share a 3-bullet summary with the team

7. They build feedback loops
↳Set up one place where input comes in fast, like peer reviews

8. They measure progress
↳Define a skill KPI and track it weekly

9. They seek friction
↳Volunteer for one ambitious task each quarter

10. They improve colleagues indirectly
↳Document what you figure out so others start using it


Do you already see any of these on your team?

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♻️ Repost to inspire others to be lifelong learners.

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Always bet on the employee who uses their spare time to keep learning. 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.

And follow me George Stern for more leadership insights.

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

Stop managing like it's 1995.

Outdated vs. modern leadership:

What we call modern leadership is often left vague.

Plenty of managers say they want to run a modern team -

But few spell out what that actually looks like day to day.

It's not a pep talk or some shiny platform -

It's the tiny decisions you make about:
↳How work actually moves
↳How people develop
↳How choices get made.

Here are 11 updates that separate yesterday's leadership from today's:

1) How You Review Performance
↳Old Pattern: One heavy annual review that surprises everyone
↳New Pattern: Short weekly check-ins to ask "What's working? What needs help?"

2) Maintaining a Sustainable Work Rhythm
↳Old Pattern: Late-night messages with an unspoken expectation to reply
↳New Pattern: Protecting recovery time and nudging people to fully switch off

3) Running Meetings That Matter
↳Old Pattern: Defaulting to recurring status calls
↳New Pattern: Meeting only when a decision or unblock is needed

4) Using Tools and Automation Wisely
↳Old Pattern: Declining new tools to maintain tight control
↳New Pattern: Approving safe options and automating repetitive tasks

5) How Information Flows
↳Old Pattern: Keeping updates tucked away in private threads
↳New Pattern: Posting notes and decisions in shared spaces for everyone to see

6) Helping People Grow
↳Old Pattern: Offering quick solutions the moment someone raises an issue
↳New Pattern: Starting with "What direction would you take first?"

7) Recognizing Good Work Daily
↳Old Pattern: Saving praise for end-of-year ceremonies or big wins
↳New Pattern: Giving clear, timely appreciation as work happens

8) Expanding Leadership Capacity
↳Old Pattern: Routing every minor call through the leader
↳New Pattern: Providing checklists or playbooks so others can decide without waiting

9) How You Plan and Set Direction
↳Old Pattern: Crafting a rigid yearly plan and forcing it through
↳New Pattern: Running small tests and expanding only when they succeed

10) Choosing and Evaluating Talent
↳Old Pattern: Prioritizing pedigrees and familiar resumes
↳New Pattern: Prioritizing learners who adapt quickly and think independently

11) Designing Career Paths That Fit Today
↳Old Pattern: Expecting people to climb one narrow ladder
↳New Pattern: Encouraging sideways moves, new skills, and trial roles


None of these shifts need extra budget or fancy titles.

They just ask managers to trade control for clearer systems -
And swap dated habits for better ways of working.

Which shift stands out as the one more workplaces need?

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♻️ Repost to inspire other leaders to modernize.

And follow me George Stern for more practical leadership tips.

Outdated vs Modern Leadership Styles by George Stern

13 ways to disagree,

Without sounding difficult:

Speaking up can feel uncomfortable.

You don't want to appear confrontational,
Spark unnecessary tension,
Or put the relationship at risk.

So a lot of people stay quiet,
Even when they recognize a better direction.

But disagreement doesn't have to create distance.

How we phrase things shapes the entire interaction.

Use wording that:
↳Shows respect
↳Strengthens trust
↳Encourages clearer thinking

Here are 13 phrases you can try today:

1. "That's an interesting take, could I offer another perspective?"
↳Curious and cooperative

2. "Can you walk me through how you're approaching this?"
↳Reinforces that you value their thought process

3. "I think we're aiming for the same outcome, but I'd choose a different path"
↳Emphasizes mutual goals

4. "I'm aligned with you on X, where my view shifts is Y"
↳Starts by highlighting common ground

5. "What if we looked at it from another direction?"
↳Keeps the tone open and exploratory

6. "How about we test both ideas and compare what happens?"
↳Focuses on results instead of personalities

7. "Would you be open to me questioning that assumption?"
↳Frames it as constructive inquiry

8. "I understand your point, in my experience it has played out differently"
↳Grounds the disagreement in personal observation

9. "I'm not fully aligned yet, could we go through the logic together?"
↳Invites joint problem-solving

10. "Feels like we may be prioritizing different things, should we clarify that first?"
↳Recenters the discussion on alignment

11. "I hear what you're saying, and I see it another way"
↳Acknowledges before differing

12. "That's a valid point, my hesitation is..."
↳Affirms while adding nuance

13. "I'm not convinced this is the strongest direction, mind if I explain why?"
↳Opens a productive dialogue


Strong teams, partnerships, and friendships rely on trust,
And trust grows when disagreement is welcomed instead of avoided.

These phrases help you keep conversations open,
While still expressing your view with confidence.

Which one feels most natural for you?

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♻️ Repost to help others speak up with confidence.

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How to Disagree Without Harming Relationships - By George Stern

People don't quit jobs for money.

Here's what most leaders miss:

Pay gets someone to accept the role -
But it's not what makes them care once they're in it.

What actually keeps employees invested looks more like this:

1. Clarity
↳They know what good looks like
↳They're not guessing what success means this week

2. Trust
↳Autonomy over micromanagement
↳Fewer check-ins, more ownership

3. Respect
↳Opinions are heard before decisions are made
↳Credit is given publicly, feedback privately

4. Energy
↳Meetings that end with direction, not confusion
↳Leaders who don't drain the room

5. Growth
↳Real development, not "we'll revisit next quarter"
↳A future they can actually picture themselves in

6. Consistency
↳Values don't change under pressure
↳Standards apply to everyone - especially leadership


Compensation opens the door.

Culture decides whether people walk in with enthusiasm -
Or just enough effort to get through the day.

Which one of these are most leaders underestimating?

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♻️ Repost to help others build a culture people want to be a part of. 

And follow me George Stern for more.

Salary gets employees to clock in.  Culture is what makes them want to be there. George Stern

12 secret productivity tactics to get more done -

Here's what top performers actually use:

1) Start with your energy, not your time
↳Schedule demanding work when you feel strongest
↳Protect your peak hours from meetings and interruptions

2) Use the 2-minute rule ruthlessly
↳If it takes under 2 minutes, do it immediately
↳This clears mental clutter before it builds up

3) Batch identical tasks together
↳Group all emails into 30-minute blocks
↳Context switching drains your mental energy

4) Create friction for distractions
↳Phone goes in a drawer, not face-down on your desk
↳Log out of every app after each use

5) Master the 30-second reset
↳Breathe deeply between tasks to clear your head
↳Ask: "What's the single most important thing right now?"

6) Protect your first hour like gold
↳No emails, no slack, no reactive work
↳Use it for deep thinking or your biggest priority

7) Work on one thing completely
↳Finish before you switch
↳Multitasking is productivity theater, not real progress

8) Build tiny habits that stick
↳2-minute morning brain dump to clarify priorities
↳One-minute stretch between meetings to reset energy

9) Apply good enough to the right tasks
↳Perfect email responses aren't worth 20 minutes
↳Save perfectionism for work that moves the needle

10) Design your space for focus
↳Everything you need within arm's reach
↳Remove everything else from your line of sight

11) End each day with tomorrow's anchor
↳Write one sentence: "Tomorrow succeeds if I..."
↳This eliminates morning decision fatigue

12) Guard your yes by practicing your no
↳"I can't commit to this and deliver my best work on X"
↳Every yes to something small is a no to something important


Stop optimizing your day. 
Start optimizing your decisions.

Which of these tips would you give to someone behind on work?

P.S. I built the Productivity PhD course to help you shortcut the process to getting more done in less time.

These 12 habits are a good starting place - 
But top-performers build a system that works effortlessly under pressure.

If you want a proven system to take back control of your time, check out the course in the featured section in my profile.

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♻️ Repost to help others work smarter, not harder.

12 Habits That Boost Your Productivity at Work.  By George Stern

Most interview advice teaches you to memorize.

This teaches you to think instead:

Most candidates walk into interviews hoping their rehearsed lines land.
But interviews rarely reward memorization.

They reward clarity.
They reward self-awareness.
They reward how you think when the pressure shows up.

This cheat sheet gives you the patterns behind strong answers -

Use it to show them how you operate:

1) Tell me a little about yourself.
↳Tip: Keep it focused on career highlights, not life story
↳Answer: Share your experience that led you here and why this role is the logical next step

2) Why are you the best candidate for this role?
↳Tip: Focus on yourself, never on putting down anyone else
↳Answer: Connect the role's top needs to 2 or 3 strengths you've demonstrated with real examples

3) Why are you interested in this position?
↳Tip: Show them you've done your homework
↳Answer: Highlight what you find meaningful about the work and how it aligns with where you want to grow

4) What's a recent skill you taught yourself?
↳Tip: They're testing for self-directed learning
↳Answer: Pick one skill, explain why you chose it, how you learned it, and the measurable way it improved your work

5) What are your weaknesses?
↳Tip: Honest self-awareness beats polished lines or cliches
↳Answer: Share one area you're improving, how you spotted it, and the steps you’re taking to get better

6) How do you prioritize your work when everything feels important?
↳Tip: Interviewers want to see you think in systems, not stress
↳Answer: Walk through your decision hierarchy then share a quick example of how that system kept you on track

7) How do you handle unclear expectations or limited direction?
↳Tip: Show initiative without sounding rogue
↳Answer: Describe how you clarify goals, propose a draft plan, and check alignment early

8) Tell me about a project you owned end to end.
↳Tip: Ownership is the quiet superpower companies look for
↳Answer: Outline the problem, your approach, the obstacles, and the result - emphasizing decisions you made independently

9) How do you handle feedback you disagree with?
↳Tip: Emotional regulation and humility wins
↳Answer: Describe how you listen fully, commit to testing the suggestion, and follow up with data

10) What's one improvement you made to a process or system?
↳Tip: A small fix can be as impressive as a big overhaul
↳Answer: Highlight the problem, your insight, your change, and the impact

[Last 2 and more details on the graphic!]

If one of these questions made you pause, that's the point.

Interviews are not about reciting perfect answers.

They are about showing the way you solve problems, 
Make decisions, 
And handle uncertainty.

Use this cheat sheet to prepare your mind, not your script.

The more real you are, the more hireable you become.

Has a question stumped you in an interview before?

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Interview Cheat Sheet - 12 Questions You'll Actually Get Asked. By George Stern

Leaders: Don't miss these critical wake-up calls: 


1. Your team is copying your pace
↳If you're frantic, they will be too

2. Unclear expectations are the same as no expectations
↳Without clear instructions, you're setting your team up to fail

3. High performers won't wait for you to notice them
↳Spot them early, stretch them early

4. Open door means nothing if you're unapproachable
↳Accessibility is felt, not stated

5. People remember HOW you made decisions
↳It doesn't matter what you decided if the process wasn't transparent

6. Delegation doesn't mean dump the work on someone
↳Explain the why, the outcome, and the guardrails

7. When you delay feedback you erode trust
↳Waiting 3 months turns a fixable issue into resentment

8. Sprints without recovery break teams
↳Protect rest like you protect revenue

9. Your reputation forms when you're not in the room
↳Build allies who advocate for you when you're not there

10. Confusion costs more than clarity
↳Clear direction saves dollars, morale, and speed

11. Your habits matter more than your words
↳Write down the things you do repeatedly, and audit their value

12. If you're always the hero, you're the bottleneck
↳Build successors, not dependents

13. Your silence is a message
↳When you don't address an issue, the team assumes it's approved

14. Meetings aren't the work
↳Protect several hours a day for actual execution or you'll run on fumes

15. Culture exists whether you design it or not
↳Be intentional about what your employees experience each day


Which of these do people miss most?

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Leadership Wake-Up Calls - 15 Truths Your Team Feels Before You Do. By George Stern

You can tell a bully from a leader by how they treat someone who disagrees with them.

Which are you? 

And which is your boss? 

Here are 12 phrases leaders use to raise trust without lowering standards:

1. "I might be wrong"
↳Signals openness before debate even starts

2. "Say more about that"
↳Invites thinking, not just conclusions

3. "What am I missing?"
↳Makes room for dissent without defensiveness

4. "That's a fair concern"
↳Validates the signal, even if the decision stands

5. "Let's slow this down"
↳Protects quality when urgency is getting loud

6. "Walk me through your thinking"
↳Separates intent from outcome

7. "Thanks for flagging this early"
↳Rewards prevention, not just cleanup

8. "I changed my mind"
↳Models learning in real time

9. "Where do you disagree?"
↳Normalizes challenge as part of the job

10. "That one's on me"
↳Removes fear from accountability

11. "What's the risk if we try?"
↳Shifts the conversation from fear to tradeoffs

12. "What support would help here?"
↳Treats performance issues as solvable, not personal


None of these lower the bar.
They lower the cost of honesty.

And when honesty is easy, 
Performance increases.

Have you heard any of these phrases before?

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12 Phrases That Build Psychological Safety At Work 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

Strong executives don't run more meetings.

They run better ones:

Most leaders treat meetings like calendar furniture -
↳Fixed
↳Inherited
↳Rarely questioned

But the executives who scale do something different.

They master a small set of meetings that create:
↳Clarity
↳Momentum
↳And trust

And you only need to get good at a handful.

Every executive should master these 11 meeting types:

1. 1:1s
↳What: Private, recurring touchpoint
↳Why: Builds trust and prevents surprises
↳How: Start with their agenda, end with agreed next steps

2. Staff Meetings
↳What: Weekly team alignment
↳Why: Keeps priorities visible and reduces cross-talk
↳How: Use a standing agenda and rotate wins, risks, and decisions

3. Project Kickoffs
↳What: The first meeting that sets direction
↳Why: Most delays come from fuzzy starts
↳How: Clarify scope, roles, timelines before anyone leaves

4. Decision Meetings
↳What: A live session to choose between options
↳Why: Back-and-forth over email often stalls
↳How: Circulate a pre-read and lock the success criteria upfront

5. Strategy Reviews
↳What: Quarterly look at goals and assumptions
↳Why: Prevents drift and shiny-object detours
↳How: Anchor around metrics, then adjust the plan

6. Budget Reviews
↳What: Financial check-ins
↳Why: Surprise variance erodes leadership trust
↳How: Bring a simple dashboard and a clear ask

7. Performance Conversations
↳What: Formal feedback and growth planning
↳Why: Clarity beats annual-review theater
↳How: Use examples, expectations, and mutually owned actions

8. Cross-Functional
↳What: Coordination across teams
↳Why: Most breakdowns happen at the seams
↳How: Focus on handoffs, blockers, and decisions needed

9. Customer Meetings
↳What: External alignment moments
↳Why: Relationships fray in silence
↳How: Prep roles, questions, and a clear follow-up plan

10. Retrospectives
↳What: Look back to improve forward
↳Why: Teams repeat what they don’t examine
↳How: Ask what to start, stop, continue - then assign owners

11. Town Halls
↳What: Company-wide communication
↳Why: Rumors fill the gaps leaders don’t address
↳How: Share context, take questions, and close with next steps


Master these, and almost everything else gets easier.

Which type of meeting do you think is most important?

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Master Your Meetings - 11 Types Every Executive Should Have Down. By George Stern

Do people listen to your feedback, or just hear it?

12 ways to make feedback actually land:

1. Ask for permission first
↳Say "Can I share one observation that could help the next draft?"

2. Anchor it to their goal
↳Say "Since you want faster approvals, this part might be slowing reviewers down"

3. Name the moment, not the person
↳Say "In this meeting..." instead of "You always..."

4. Be specific enough to act on
↳Replace "be clearer" with "add a one-line summary at the top"

5. Separate impact from intent
↳Say "I know you meant to move fast - it landed as rushed"

6. Give one thing, not five
↳Pick the highest-leverage fix, not a full teardown

7. Use a before and after contrast
↳Say "Instead of opening with background, start with the decision"

8. Offer a next rep
↳Say "On the next call, try pausing after the question"

9. Share data or pattern, not opinion
↳Say "This came up in the last three reviews"

10. Match the feedback to the stakes
↳Minor miss needs a quick note - major risk needs a real conversation

11. End with choice
↳Say "Want to adjust this now or test it next time?"

12. Close with confidence
↳Say "This is close - that's why it's worth tightening"


Good feedback doesn't assert power.
It builds capability.

Which one of these feels underused?

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12 Ways To Give Feedback That Lands. By George Stern

Do you have a reactive mindset or a responsive one?

The difference changes everything:

Most people default to reacting.

It's fast,
Emotional,
And often driven by whatever feels loudest in the moment.

Responding is different.

It gives you just enough space to choose the next right move -

Not the quickest one,
The intentional one.

And that tiny gap changes everything:
From how you communicate,
To how you lead.

Here are 14 places it shows up:

1. Feedback
↳Reactive: Shut down because it feels personal
↳Responsive: Use the insight to make a small improvement

2. Conflict
↳Reactive: Protect your point at all costs
↳Responsive: Get curious about what you might be missing

3. Priorities
↳Reactive: Let whoever yells loudest decide your day
↳Responsive: Move the needle on the few things that matter

4. Delegation
↳Reactive: Give tasks without context
↳Responsive: Give ownership with clarity

5. Planning
↳Reactive: Wait until everything feels chaotic before organizing
↳Responsive: Build simple structure early so chaos never takes over

6. Communication
↳Reactive: Fire off a reply just to ease your own tension
↳Responsive: Pause long enough to say something useful

7. Boundaries
↳Reactive: Say yes to avoid disappointing people
↳Responsive: Say no to protect the work that matters

8. Meetings
↳Reactive: Add another meeting to solve confusion
↳Responsive: Clarify the decision needed and simplify

9. Mistakes
↳Reactive: Look for someone to blame
↳Responsive: Look for the system that needs adjusting

10. Pressure
↳Reactive: Speed up without thinking
↳Responsive: Slow down long enough to choose well

11. Opportunities
↳Reactive: Chase everything just in case
↳Responsive: Commit only to what aligns with your direction

12. Team Support
↳Reactive: Jump in and fix the problem yourself
↳Responsive: Coach the person so they can solve it next time

13. Self-Management
↳Reactive: Push through until you hit a wall
↳Responsive: Adjust as soon as you notice friction

14. Learning
↳Reactive: Avoid the skills you're not good at yet
↳Responsive: Practice the reps that make you better


Which one of these would make the biggest difference for you?

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Reactive vs. Responsive Mindset by George Stern

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