Greg Moran

Multi-Exit Founder & CEO, Advisor, Investor, Board Member | Posting daily insights to help you scale to $100m+. Host - The Founder’s Journey Podcast

Author of The Adaptive Innovator | Creator and Host, Scaling Across Borders | Founder | Investor | Founder Coach

NOTE: IF YOU'RE TRYING TO CONTACT ME, USE GREG@SCALINGACROSSBORDERS.COM, NOT LI MESSAGES. It's unmanageable and I will not respond through LinkedIn messages or InMail.

I’ve been a founder for most of my adult life, from glass-walled boardrooms in New York and Pali Alto to coffee-stained coworking tables in Kosovo and Delhi. Not because I planned it that way, but because I could never quite shake the pull of building something from nothing.

In my early years, I chased growth at all costs. The pace was relentless, the stakes high, and the wins… like realizing a bottled-up vice for the first time. You knew it was staying with you, for better or worse. I built and exited multiple companies, including two at nine-figure valuations.

It looked great on the outside, but inside? I was riding a bull that was kicking my ass.

Building a company is like taking off in a plane you’re still bolting together mid-air. The only goal at first? Get enough distance between you and the ground so when shit goes wrong … and it will … you’ve got time to respond before the ground rushes up to meet you.

If you’re not intentional, that ground gets closer a lot faster than you think.

That realization changed everything.

Today, I’m still building, but on my terms. I help founders scale with freedom: keeping their vision intact, owning their time, and leading teams built on trust and durable systems, not constant fire drills.

I do that through:

-> Evergreen Mountain Equity Partners — investing in and advising values-aligned companies.

-> Outsorcy — an AI-first, decentralized talent platform helping companies scale global teams smarter.

-> Scaling Across Borders — a docuseries capturing the unfiltered stories of entrepreneurs building in overlooked markets worldwide.

-> My book, The Adaptive Innovator — a playbook for leading with clarity and adaptability in an unpredictable world.

I post founder-to-founder insights here daily … from scaling a remote team across time zones to navigating your first big exit … so follow along if you want the real playbook, not the highlight reel.

The world’s best founders aren’t all in Silicon Valley … and I’m here to prove it.

-> More at GregMoran.me

-> Subscribe to my newsletter: Scaling Beyond Borders at https://expert-creator-5823.kit.com/82c0e3e8c9

-> Buy The Adaptive Innovator at https://a.co/d/75ifhwQ

📬 DMs open for 1:1 coaching, retreats, speaking and credible business opportunities.

Chief Executive Officer (Interim)

At Conquer we are making selling smarter through our enterprise sales enablement platform. Our comprehensive solution combines automation, advanced analytics and AI-driven insights to empower sales teams and drive revenue growth. 

By leveraging our platform, sales professionals can optimize their strategies, enhance customer engagement, and close deals more efficiently. 

Daniel Marcos

Founder and CEO

Scaling a company is one of the most exciting — and challenging — journeys an entrepreneur can take. I've lived it firsthand. After building, scaling, and exiting businesses, I realized that the biggest obstacle to growth isn't the market — it's the lack of methodologies, structure, and leadership systems to scale without chaos.

That's why I founded Growth Institute alongside Verne Harnish: to give CEOs and their leadership teams the roadmap to scale with less drama and more impact.

Over the last 12 years, we've helped more than 70,000 executives in 70+ countries implement the Scaling Up Methodology and other world-class business frameworks through GI+, our all-in-one platform designed to help companies become self-managed organizations.

GI+ combines the best content, tools, coaching, and community in one place — making the methodologies that once only the top 1% of companies could access available to all leaders ready to scale.

If you're a CEO looking to scale your company without sacrificing your personal life or burning out your team, let's talk.

👉 Explore how GI+ can help your business scale faster with less drama: https://www.growthinstitute.com/en/gi-plus-membership
👉 Get my insights on leadership, entrepreneurship, and scaling at https://www.youtube.com/@daniel-marcos-english

Co-Founder & CEO

Growth Institute is the premiere online training company for mid-market companies around the world. Growth Institute is an ecosystem that supports business growth through the alignment of Thought Leaders (Verne Harnish, Salim Ismail Patrick Lencioni, Peter Diamandis and 100+ more), a community of business leaders who are continuous learners, and an eLearning platform that provides a safe environment to debate, learn, and implement the latest business methodologies.

In less than a decade, Growth Institute has been recognized among the top 5,000 fastest growing companies in the USA, with over 40,000 members across 64 countries.

I broke every networking rule that day.

For over a year, I tried to reach Arturo Galván.
Emails. Calls. Gatekeepers. Nothing worked.

At the time, he was the man who brought the internet to Mexico. If you wanted to build anything meaningful, he was the door.

Then I learned he was speaking at a hotel in Mexico City. So I showed up.

I sat in the front row and watched him closely. When he finished, people rushed him with cards and small talk. I knew that path wouldn’t work.

So I took a different one.

I approached him from the side, held his arm, and said quietly:

“I’ve been trying to reach you for a year.
I have something that will change your business.
I need five minutes.”

He paused, looked at me, and said,
“Okay. Five minutes.”

Those five minutes turned into a real conversation.

Before we parted, he said,
“Come to my office tomorrow morning.”

That meeting changed the direction of my career.

The lesson wasn’t about being aggressive.
It was about deciding.

Growth doesn’t come from waiting to be invited.
It comes from stepping forward with clarity.

Your company is like a person.
Sometimes it needs patience.
Sometimes it needs courage.

And sometimes, one bold decision changes everything.

♻️ Repost for CEOs building momentum.

P.S. Where are you waiting instead of acting?

Co-Founder & CEO at Growth Institute / CEO Mentor / Keynote International Speaker / Investor/ Scale Up Expert / YPO / EO / 4X INC.5000

Daniel Marcos standing in a conference room, speaking with a small group after a session. He is mid conversation, leaning slightly forward with an open hand gesture, focused and intentional. The professional setting reflects a real leadership moment where showing up, choosing the right moment, and stepping forward with clarity leads to a meaningful conversation that can change direction and momentum.



I used to live at the office. Literally.

Early in my career, right after I got married, work took over everything.

I’d get home at five or six in the morning.

Shower.
Turn around.
Go straight back.

My wife would beg me to sleep.
I told myself I was like a doctor on a 36-hour shift.

Then I learned about the work of the Halftime Institute.

I met entrepreneurs who had sold their businesses and ended up lost and depressed.

No structure outside work.
No purpose beyond the company.
No life designed for what came next.

That was the path I was on.

Around the same time, life started reminding me how fragile everything is.

Friends dealing with brutal lawsuits.
One facing his son’s drug addiction.
Another losing his wife to cancer.

Different stories. Same lesson.

Time is the only real currency.

Money can be rebuilt.
Companies can be restructured.
Time only moves in one direction.

That’s when my mission changed.

Design your life first.
Then build a company that supports it.

Not the other way around.

P.S. Are you designing your company around your life, or escaping into it?

Daniel Marcos reflects on his early workaholic years and how work once consumed his life. In this LinkedIn post, Daniel shares how learning about the Halftime concept, watching entrepreneurs struggle after selling their companies, and personal experiences with close friends reshaped his belief that time is the only real currency and that leaders must design their lives first. The image shows Daniel in a one-on-one working conversation.




3 Decisions CEOs Avoid Before It’s Too Late

Toxic culture doesn’t arrive loudly. It creeps in while leaders focus on growth, execution, and numbers.

Most CEOs don’t lose their companies overnight. They lose them by avoiding a few uncomfortable decisions for too long.

Here are the ones that matter most 👇

1/ Addressing issues while they’re still small

Toxic culture doesn’t start with open conflict.
It starts with missed standards and quiet signals.

• Passive behavior
• Unclear expectations
• People feeling unsafe to speak

What you tolerate becomes the norm.
Delay turns small issues into expensive ones.

2/ Setting the tone through behavior

Culture doesn’t take care of itself.
The CEO sets it every day.

• Leaders get exceptions
• Results outweigh respect
• Accountability becomes selective

Values on the wall don’t protect culture.
Consistent behavior does.

Your company is like a person. Mixed signals reduce performance.

3/ Making tough people decisions early

Toxic behavior drains energy fast.
Great talent notices before leaders act.

• Trust erodes
• Engagement drops
• The best people leave quietly

Hire slow. Fire fast.
Not out of harshness, but to protect the team.

Culture needs ongoing attention as the company grows. If you can’t measure it, you can’t improve it.

Avoid these decisions long enough, and they stop being decisions. They become consequences.

♻️ Repost for CEOs protecting culture

P.S. Which decision gets delayed most?

You can’t scale the company until you scale yourself.

This is where most CEOs get stuck.

They focus on growth.
They add people.
They push harder.

But three evolutions are happening at the same time.

Miss one, and momentum breaks.

A company evolves from a startup into a corporation.
What worked early on stops working.
Structure replaces hustle.

The entrepreneur evolves into a CEO.
The company only grows as far as the leader grows.
What got you here won’t get you where you want to go.

Your team has to evolve how they see themselves.
People don’t automatically grow with the company.
They grow when you train them for the next stage.

This is why scaling feels heavier than expected.

Not because the business is failing. But because leadership hasn’t evolved at the same pace.

Your company is like a person.
Each stage requires different tools and attention.

♻️ Repost for CEOs navigating growth.

P.S. Which evolution needs your focus right now?

5 Shifts Every Founder Must Make to Become a CEO

Founders build companies. CEOs scale them.

The challenge isn’t growth. It’s staying in founder mode after the business has changed.

I’ve worked with thousands of founders.
The pattern is always the same.

When the mindset evolves, the company stabilizes.
When it doesn’t, pressure and chaos creep in.

These five shifts define the transition:

1. Let go of doing everything
2. Replace control with reasonable trust
3. Stop letting fear drive decisions
4. Lead through values, not proximity
5. Move from improvisation to systems

This transition isn’t automatic. It requires intention, discipline, and a shift in how you lead.

Your company will only scale as far as you do.

♻️ Repost for founders stepping into the CEO role.

P.S. Which of these shifts are you working through right now?

Founders build companies. CEOs scale them. The challenge isn’t growth. It’s staying in founder mode after the business has changed. I’ve worked with t

Open article: 5 Shifts Every Founder Must Make to Become a CEO by Daniel Marcos • 2 min read

5 Shifts Every Founder Must Make to Become a CEO

This is what I see inside fast-growing companies:

What started as one or two winning moves, slowly turns into five or six priorities.

More offers.
More products.
More internal noise.

And suddenly, nothing scales cleanly.

The best companies don’t chase everything.
They do the opposite.

They decide what actually works:

• What the market consistently demands
• What generates strong margins over time
• What the team can execute without friction

Then they align everyone around it.

No side bets.
No “we’ll keep this just in case.”

They simplify the business so execution can speed up.

This isn’t about shrinking ambition.
It’s about creating leverage.

When focus sharpens:

• Decisions get easier
• Teams stop pulling in different directions
• Growth becomes repeatable, not exhausting

Your company is like a person.
When attention is scattered, progress slows.

Scale doesn’t come from adding more.
It comes from doubling down on what works.

♻️ Repost for CEOs navigating growth.

P.S. How many core offers are you running today?

5 Steps to Escape the Doom Loop in 2026

Every scaling company reaches a point where growth feels heavier than it should.

Not because the market changed.
But because momentum broke.

The companies that move forward rebuild momentum. The ones that stall stay stuck in motion.

Here’s what rebuilding momentum looks like:

1. Get clear on what works
2. Define the drivers that matter
3. Design actions that reinforce
4. Commit to disciplined repetition
5. Measure momentum before revenue shows up

Momentum isn’t intensity.
It’s direction, repeated long enough to compound.

♻️ Repost to help more CEOs escape the Doom Loop.

P.S. Which step needs tightening right now?

5 Steps to Escape the Doom Loop in 2026

Stage 2 is where most CEOs burn cash and energy.

Not because they’re doing badly.
But because cash pressure changes how you decide.

One thing to remember: you can be in Stage 2 and still have parts of the business stuck in Stage 1.

That’s normal.

The mistake is skipping the rebuild.

Stage 2 requires a different way of operating.

Not the warrior. The hunter.

The warrior fights everything.
The hunter slows down and chooses carefully.

In Stage 2, you don’t have time to chase everyone.
If you try, you lose cash, energy, and momentum.

You have to become selective.

• Which clients actually work
• Which ones drain time
• What’s worth chasing
• What isn’t

Some clients can pay.
But they cost you more than they’re worth.

That’s when you raise the bar. You change how you work, what you charge, and what you expect.

In Stage 1, you find product-market fit.
In Stage 2, you learn how to sell, serve, and replicate.

That’s where leadership starts to matter.

♻️ Repost for CEOs navigating Stage 2.

P.S. What do you need to be more selective about?

Verne Harnish always tells me “You don´t have a strategy, until you name it” so for 2026, my strategy is Becoming Pro, as Become a Profesional, 2026 is about raising the standard.

Not working harder.
Not doing more.
But becoming professionals.

A professional doesn’t rely on motivation.
They rely on standards.

A professional doesn’t create drama.
They take ownership.

A professional doesn’t chase everything.
They focus on what compounds.

For me, being a professional means:
	•	Showing up consistently, regardless of mood
	•	Preparing obsessively for important work
	•	Fixing systems instead of blaming people
	•	Protecting focus and energy as strategic assets
	•	Doing fewer things—but doing them exceptionally well
	•	Playing the long game with integrity

This isn’t about perfection.
It’s about consistency.

It’s not a goal.
It’s an identity.

The filter I’m using in 2026 is simple:

“What would a professional do next?”

If more leaders operated from standards instead of emotions,
we’d see less chaos, less burnout, and far better results.

So here’s the real question:
👉 Where in your leadership—or your life—are you still operating like an amateur?

#Leadership
#ProfessionalStandards
#LongGame
#CEO
#Execution
#NoDrama

#1 Reason Execution Breaks Down in Fast-Growth Teams

It’s not talent.
It’s not effort.
It’s not strategy.

Execution breaks when the leader’s mindset hasn’t upgraded to the company’s new stage.

In early growth, grit carries you.
Speed covers mistakes.
Scrappiness fills gaps.

But fast growth changes the job.

What worked before starts creating friction:
• Decisions pile up
• Teams wait instead of owning
• Everything feels urgent but progress slows

This is where most CEOs feel stuck.

They push harder when what’s actually required is more structure, not more hustle.

Execution improves when the leader makes one shift:

• Doing
• Setting rhythms
• Designing repeatable systems

Your company is like a person.
Each stage requires different tools and attention.

If the mindset stays scrappy while the company grows complex, execution will always break.

Growth doesn’t create chaos.
Leadership that hasn’t evolved does.

♻️ Repost for CEOs navigating scale.

P.S. Where do you feel execution slipping right now?

4 Leadership Decisions Growth Demands at Every Stage

Every mid-market company reaches a point where growth feels heavier than it should.

Not because the business is broken.
But because leadership hasn’t upgraded yet.

At this stage, adding more effort doesn’t fix the problem. Better decisions do.

Here are the 4 leadership decisions growth demands:

1. How you use your energy
2. What the company is really here to do
3. How growth is paced
4. Where structure replaces control

When these decisions are clear, growth feels intentional. When they aren’t, growth turns into pressure.

♻️ Repost for CEOs navigating growth.

P.S. Which decision needs your attention right now?

4 Leadership Decisions Growth Demands at Every Stage

You can’t lead the next stage as the same leader.

Einstein used to say you can’t solve a problem from the same level of thinking that created it.

You have to elevate your knowledge.
You have to elevate your mindset.

Once you solve that problem, you don’t get comfort.

You create a new one at the next level.

The same thing happens in your company.

Every stage of growth creates new pressure:

• More people
• More complexity
• More decisions resting on you

When the company starts feeling heavier, it’s not because something is wrong.

It’s because the leader hasn’t evolved yet.

What got you here won’t get you where you want to go. To lead the next stage, you have to rise first.

• From operator to leader
• From reacting to building structure
• From effort to intentional decisions

Your company is like a person.
Each stage requires different tools and attention.

When the leader evolves, the company finally follows.

♻️ Repost for CEOs navigating growth.

P.S. What part of your role feels hardest right now?

El error de muchos dueños de negocio no es no saber qué hacer, sino vivir en modo "reacción" 

¿Sientes que trabajas más que nunca pero con menos control? 

Te invito a una sesión en vivo conmigo, donde aprenderás:
-El desorden que no ves pero si te frena.
-Cómo identificar las urgencias que en realidad son caos disfrazados. 
-¿Tu negocio te controla a ti o tú a él?

Link en mi Bio

El error de muchos dueños de negocio no es no saber qué hacer, sino vivir en modo "reacción" ¿Sientes que trabajas más que nunca pero con menos contro

Open article: ¿Vives en modo "reacción"? by Daniel Marcos • 1 min read

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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);}Daniel Marcos's LinkedIn Performance

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