Haydn Fleming 🧩

2POINT Digital Agency

Helping ambitious companies grow to $100M+ with scalable multi-channel marketing programs.

Primed to help you:

✅ Attract your ICP
✅ Convert qualified buyers
✅ Tap into unaddressed markets
✅ Create unparalleled creative assets

(SEO, SMM, PPC, Personal Branding, Email Outreach, Email Marketing, Website Design/Dev, Influencer Marketing, PR)

Chief Marketing Officer

Marketing 123's

Join 400+ Marketers and get my Content Repurposing Playbook for free + weekly marketing content.

Newsletter Writer

Marketing Minds

Marketers from all walks of life share their experiences & lessons.

Podcast Host

Dropoff

Dropoff is the fastest-growing same-day delivery service in the US. 

We don't believe in the "one size fits all" business model that so many logistics companies have come to rely on. We create one-to-one custom solutions to guarantee the highest degree of reliability & unbeatable service for all of our clients. Read more on our website linked below.

Marketing Coordinator

VideoWise

VideoWise is the most advanced video marketing platform built from the ground up to help eCommerce businesses grow. 

Increase traffic, on-site engagement, time-on-site, conversion rates, and more.

I was a foundational marketer at VideoWise, even helping to develop the initial brand name. I was dedicated to growing all channels through content writing, video editing, social distribution, community engagement, and much more.

Head of Content Marketing

Star Tech Studios

I strive to build and lead teams of forward thinking creators with a strong focus on the consumer.

Our interest was in the future of the #nocode movement. 

The idea that anyone can create interesting software without having to learn the intricacies of the various programming languages is groundbreaking. 

I oversaw all application development, marketing strategy/execution, maintained company workflow, and managed company resources.

CEO & Co-Founder

Premium Retail Services

Taught, Coached, Mentored and Inspired Wireless Professionals.

I recruited and developed top tier talent.

Lead Wireless associates to become the next generation of successful Wireless Leaders. 

Was driven to execute above and beyond any and all sales expectations provided to expand and grow the business.

I directly managed a team of 4 locations and an average of 15-20 associates that generated over 1.4M in revenue during 2020.

Area Manager

GameStop

Held the responsibility of leading a team of sales associates, assisted by an assistant manager.

I focused on leading my team in executing the core company KPI's. 

Co-ordinating efforts with upper management, maintaining clear communication lines between C-Suite and the storefront. 

I oversaw all P&L expectations for my location, and strive to provide the best in class selling and customer service behaviors.

Store Manager

Key asset in all areas of employee management, schedule management, loss prevention, store security, sales, customer support, resource management, and inventory control. 

Manage controlled marketing both physical and digital.

Assistant Store Manager

Worked as a team leader, doing all elements of retail work. 

Managing, shipping, handling shipment, inventory management, customer service, sales, releasing product, handling outgoing customer calls, event management and coordinating successful product release.

Senior Guest Advisor

Twitch

I was a partnered streamer on Twitch. 

I developed a brand and generated an audience based around video games and humor. 

I signed a contract of exclusivity with Twitch in April of 2016 and spent most of my spare time tending to that audience and growing it while maintaining my part time job and school work. 

During my time streaming on Twitch I reached an audience of 8500+ people and had a steady stream of income.

Online Entertainer

Hey there! 👋

Thanks for checking out my profile.

Here's what you need to know about me:

👉 I build sustainable multi-channel marketing programs that make growth inevitable.

👉 I share my experiences here on LinkedIn, in my Newsletter, and on my Podcast. 

👉 I do this so others can learn from my life lessons and become better marketers themselves. 

[+ I find joy in the process]

I'm the CMO of 2POINT Agency and the Managing Partner of the 2POINT Dallas branch. 

This means I'm plugged into 100s of companies' marketing programs at all times and can help you with your marketing too.

🧩 If you want to get the most out of my profile at no cost, make sure to check out my featured section for all my free resources and hit the bell on my profile to get notified when I post.

I love getting to know other people in the space and helping out in any way I can.

Hit connect & shoot me a DM to start a conversation!

- Haydn


Ps. I don't reply to sales pitches

Helping ambitious companies grow to $100M+ with scalable multi-marketing programs.

Primed to help you:

✅ Attract your ICP
✅ Convert qualified buyers
✅ Tap into unaddressed markets
✅ Create unparalleled creative assets

(SEO, SMM, PPC, Personal Branding, Email Outreach, Email Marketing, Website Design/Dev, Influencer Marketing, PR)

Haydn Fleming ✍️

Apps, sites, & software for startups and the big companies they strive to become.

👋 Hi there!  

I'm a serial entrepreneur and founder of SPARK6, a software and product innovation agency focused on helping companies implement AI-powered solutions that create effective organizations and products people love. 

After a decade of working in robotics, I’ve started and sold several companies in both CPG and software. 

I post daily on how AI can be a force-multiplier for leadership, business leverage, and personal productivity - for you, your team, and your customers. 

For actionable tips and insights into the latest AI developments, subscribe to my newsletter Framework Friday.  

We specialize in designing and building: 

→ Websites (CMS agnostic) 
→ Custom enterprise software 
→ Mobile apps (iOS and Android) 
→ E-Commerce platforms (Like Shopify) 
→ Workflow automations powered by LLMs 
→ AI strategy, training and change management  
→ Conversational AI experiences for customer service 
→ AI agents for internal and customer-facing workflows 
→ AI-powered telepresence and holographic experiences  

Our clients range from startups to global brands across industries like:  

→ Arts  
→ CPG 
→ Telcom
→ Fintech  
→ Fit-tech
→ Logistics  
→ For-cause
→ Education  
→ Healthcare
→ Personal care 

We've been doing this for 14 years, and over that time, we've built for Fortune 500s and scrappy startup teams alike.  The common thread? High-impact work delivered with strategic care and real technical precision. 

Sound like something you're exploring?  Send me a message. Just don’t open with a pitch-slap. And if you're a bot, I'm looking forward to that dad joke 😉 

Let’s build something amazing. 

- Elijah

Elijah Szasz

Most leaders think success shows up

when people line up behind them.

That’s visible.
That’s measurable.

And it’s incomplete.

Early leadership often feels like this:

Everyone checks with you.
Decisions funnel upward.
Momentum depends on your presence.

It looks like influence.
It feels like impact.

But it’s a fragile version of both.

The real test of leadership shows up
when you remove yourself from the center.

Not dramatically.
Not forever.

Just enough to see what holds.

Here’s what quietly reveals the truth:

→ Do decisions still move forward?
→ Do people act with judgment or hesitation?
→ Do problems get solved, or simply escalated?

If everything pauses,
you didn’t create alignment.

You created dependency.

Strong leadership reduces reliance over time.

Not by disappearing,
but by transferring clarity.

Not by withholding answers,
but by teaching how to think.

What that actually requires:

1. Clear standards over constant oversight  
→ People can’t act independently without knowing the bar.

2. Context before control  
→ Understanding the why outlives instructions.

3. Decision ownership, not approval chains  
→ Suggesting beats waiting.

4. Trust paired with consequences  
→ Freedom without responsibility isn’t leadership either.

5. Patience with the messy middle  
→ Independence always looks inefficient before it works.

The paradox most leaders miss:

The better you lead,
the less central you become.

And that’s not a threat to relevance.
It’s proof of impact.

If your presence is required for progress,
leadership hasn’t finished its job yet.

If progress continues without you,
it has.

♻️ Repost to help your network rethink leadership.
🔔 Follow Elijah Szasz for actionable insights on AI, systems, and strategy.

Founder | Follow to leverage AI in Products & Leadership

Starting something new can be terrifying. 

And I think that's the point.

Here's what I've learned about fear:

It's a terrible measure of readiness.

Most high performers misread the signal.

They feel uncertainty and conclude:
"I'm not ready."
"I don't have what it takes."
"The timing isn't right."

None of that is true.

Fear doesn't measure your capability.

It measures the distance between
what you know
and what's next.

That distance is supposed to exist.

If you could step into the next chapter
without any discomfort,
it probably wasn't much of a chapter.

The anxiety you feel at the edge
of a new decision isn't a warning.

It's a compass.

It's telling you:
"You care about this."
"This one actually matters."
"You're not just going through the motions."

Here's the reframe that changed how I operate:

Your nervous system wasn't built
to distinguish between danger
and growth.

Both feel like threat.

The job is to get better at telling them apart.

Danger says: "Turn back."

Growth says: "You've never been here before."

One of those is worth listening to.
The other is worth walking through.

The hardest system to debug
is your own perception.

Because when anxiety sits in the analyst chair,
every piece of data looks like a stop sign.

So before you let hesitation
make the decision for you:

→ Ask if this fear is protecting you
  from harm, or from newness.

→ Ask what you'd tell a friend
  who was exactly where you are.

→ Ask what you'd regret more:
  trying, or not trying.

Fear isn't the enemy of good decisions.

Mistaking it for certainty is.

♻️ Repost to help your network.
🔔 Follow Elijah Szasz for tips on staying grounded in the age of AI.

You likely already know what you need to do.

You're just waiting for permission to admit it.

I see this pattern often:
The leader who's been "evaluating" 
the same underperformer for six months.

The founder who's "exploring options" 
for a pivot they've already mentally committed to.

The executive who's "gathering more data" 
on a decision their gut made weeks ago.

We call it due diligence.
We call it being thorough.
We call it "making sure we have all the information."

But here's what's actually happening:
We're outsourcing our clarity to external validation.
Because if we wait long enough, 
maybe the market will decide for us.

Maybe the data will become so overwhelming 
that the choice becomes obvious.
Maybe someone else will give us permission 
to trust what we already know.

The problem?
Confusion is expensive.
Every week you spend "figuring it out" 
is a week you're not acting on what you've already figured out.

Every conversation where you rehash the same concerns 
is just another lap around a decision you've already made.

I'm not saying you need certainty.
Certainty is a luxury most important decisions don't offer.
But clarity?
That's different.
Clarity doesn't require knowing the outcome.
It requires honesty about the input.

You don't need to know if the new direction will work.
You need to know if the current direction has already stopped working.
And most of us already know.
We're just negotiating with ourselves 
about whether we're allowed to say it out loud.

So if you're "still thinking about it," ask yourself:
Am I actually confused about what to do?
Or am I just uncomfortable doing it?

Because the leap is hard.
But pretending you haven't already decided?
That's harder.

♻️ Repost to help your network.
🔔 Follow Elijah Szasz for actionable insights on AI, systems, and strategy.

You think your team has a performance problem.

They have a safety problem.

There's a version of leadership that looks strong
from the outside.

Tight systems.
High standards.
No excuses.

And underneath it all:

A team that's terrified to tell you the truth.

Here's what nobody tells you about scaling:

Your stress is not private.

It leaks into every meeting.
Every Slack message.
Every two-second pause before you respond.

Your team isn't reading your strategy deck.
They're reading you.

And if what they read is:
"This person cannot handle bad news,"

they will stop giving you bad news.

That's not a loyalty problem.
That's not a communication problem.

That's a signal problem.

You trained them, without knowing it,
to protect you from reality.

So the SOPs don't get followed.
The real blockers stay hidden.
And you're making decisions
on information that's been
quietly curated for your comfort.

The fix isn't another system.

It's learning to signal:
"You can bring me the hard thing.
I won't punish the messenger."

Calm is a leadership output.
Not a personality trait.

The leader who stays regulated
when everything is on fire
creates a team that runs toward problems,
not away from them.

That's how you actually scale.

Not by gripping tighter.
By making it safe to be honest.

Ask yourself:

→ When did someone last tell you
  something you didn't want to hear?

→ How did you respond?

→ What did that response teach them?

Your answers tell you everything
about the culture you've actually built.

♻️ Repost to help your network.
🔔 Follow Elijah Szasz for tips on staying grounded in the age of AI.

Experience doesn't make you a leader.
 
How you leave people feeling does.
 
I've watched high-performers with decades of experience
miss this completely.
 
Not because they lacked skill.
Because pressure exposed their defaults.
 
When stress arrives,
respect is usually the first thing to exit.
 
It even has a clinical diagnosis:
Maladaptive Overcontrol.
 
The rigidity that looks like high standards
from the outside,
but quietly signals to your team:
"Your safety is conditional here."
 
And conditional safety
is the fastest way to kill honest feedback.
 
People stop bringing the real stuff.
Silence becomes the culture.
 
The cost isn't emotional.
It's operational.
 
Here's what regulated leadership
actually looks like in practice:
 
1. You are predictable
Not in outcomes.
In demeanor.
No one should scan your mood
before deciding to speak.
 
2. You give feedback without cutting
Direct words.
Clear expectations.
No public corrections disguised as standards.
 
3. You share the spotlight
You name the work.
You name the person.
Credit isn't a resource to hoard.
 
4. You protect honest signals
If bad news gets punished,
bad news stops arriving.
By then, it's too late.
 
5. You respect shared time
Prepared. On time. Finished when you said.
Keeping people waiting
is a signal, not a schedule.
 
6. You repair quickly
No speeches.
No spin.
Just ownership.
 
7. You act the same when you need nothing
Your team is always watching for this one.
They will find the answer.
 
The biology is real:
your nervous system is contagious.
 
When you're regulated,
your team can think.
When you're dysregulated,
they're just managing you.
 
That's not leadership.
That's a tax on your organization.
 
People will forgive mistakes.
 
They rarely forgive a leader
who made them feel like a variable.
 
♻️ Repost to help your network.
🔔 Follow Elijah Szasz for tips on staying grounded in the age of AI.

You don't lose people overnight.
 
You lose them slowly.
 
It starts when effort goes unnoticed.
 
When consistency is expected,
but appreciation is optional.
 
Most leaders focus on replacement math.
 
Hiring speed.
Salary bands.
Ramp time.
 
That's the obvious cost.
 
The real cost shows up earlier.
 
→ When trust erodes quietly
→ When motivation turns into compliance
→ When commitment becomes transactional
→ When people stop bringing their best
 
Once loyalty breaks, everything gets expensive.
 
Time.
Energy.
Focus.
Reputation.
 
Perks don't prevent this.
 
Neither do slogans.
 
What actually works:
 
→ Treating people with baseline respect
↳ Not as a reward, but as a standard
 
→ Paying attention before performance dips
↳ Disengagement is loud if you're listening
 
→ Valuing contribution while it's happening
↳ Not only during exit interviews
 
→ Creating stability people don't want to escape
↳ Safety fuels performance
 
→ Remembering that consistency is earned
↳ Not assumed
 
Most departures aren't caused by better offers.
 
They're caused by accumulated disregard.
 
If you want people to stay,
make staying feel sensible.
 
♻️ Repost to help your network.
🔔 Follow Elijah Szasz for tips on staying grounded in the age of AI.

The worst leaders I've worked with

had one thing in common.

They confused control with power.

They ran tight ships.
Had every metric dialed.
Never missed a deadline.

And their best people kept leaving.

Here's what took me years to learn:

Control is a grip.
Power is a lift.

The leaders who actually move markets
aren't the ones white-knuckling
every decision and outcome.

They're the ones who make people
feel safe enough to tell the truth,
free enough to take real risks,
and seen enough to stay.

Your team doesn't need a warden.
They need someone who creates
the conditions for them to be dangerous.

Not dangerous to themselves.
Dangerous to the competition.

That requires you to loosen the grip.

→ Stop hoarding information
→ Stop reacting to mistakes with heat
→ Stop confusing compliance with loyalty

The most powerful person in the room
is rarely the loudest.

They're the one who made everyone else
feel safe enough to speak.

Calm is contagious.
So is fear.
You get to choose which one you spread.

P.S. Who was the leader that made you
feel powerful, not small?

♻️ Repost to help your network.
🔔 Follow Elijah Szasz for tips on staying grounded in the age of AI.

The busiest person on your team shouldn't be you. 

That's not leadership. That's a trap.

That line should make leaders uncomfortable.
Because it exposes a quiet truth.

If progress depends on your presence,
you didn’t build capability.
You built dependency.

Most bottlenecks don’t look like problems.
They look like dedication.

→ Always available
→ Always fixing
→ Always stepping in


It feels responsible.
It feels supportive.
It feels like leadership.

Until you step away.
And things stall.

That’s the signal.

Not of commitment,
but of control.

Managing keeps things moving today.
Leading ensures they move tomorrow.

When everything routes through you:
↳ Decisions slow
↳ Confidence erodes
↳ Initiative fades
↳ Growth caps out

The issue isn’t effort.
It’s architecture.

Leadership is a system,
not a performance.

Three reframes that unlock real leadership:

1. Design for absence
↳ If you vanished for a week, what breaks?

2. Transfer judgment, not tasks
↳ Ownership beats instructions every time

3. Measure outcomes, not activity
↳ Motion hides fragility, results reveal it

If your team can’t move without you,
they’re not empowered.
They’re waiting.

Strong leaders don’t disappear.
They become unnecessary.

That’s not neglect.
That’s success.

Look at your week.
What still needs you there to work?
That’s your next leadership problem to solve.

♻️ Repost to help your network.
🔔 Follow Elijah Szasz for tips on staying grounded in the age of AI.

The most dangerous lie high-achievers tell themselves:

"I need to be more disciplined."

When what we actually need is to be more honest.
High performers do this constantly:
They set the goal. 
They build the plan. 
They white-knuckle their way through execution.

And when it doesn't stick?
They assume the problem is willpower.

But I've noticed something different after watching so many people 
(including myself) try to change:
The issue isn't lack of control.
It's too much of the wrong kind.

We grip harder on strategies that aren't working. 
We force ourselves into identities that don't fit. 
We reject feedback from our own lives because it threatens the story we're protecting.

Here's the shift:
Don't compress what you want to fit who you've been.
Expand who you're becoming to claim what you want.

That expansion requires something most of us avoid:
Loosening your grip on being "right" about who you are.

Getting curious about why your current approach keeps failing.
Being radically honest about the gap between your stated goals and your actual behavior.

The people who transform?
They don't muscle through resistance.
They get interested in it.

They ask: "What if the obstacle isn't my lack of discipline...
but my refusal to question the approach itself?"

Your past shaped you. 
But staying overly loyal to it will limit you.
The identity that got you here won't be the identity that gets you there.
And that's not failure.
it's growth.

♻️ Repost to help your network.
🔔 Follow Elijah Szasz for actionable insights on AI, systems, and strategy.

Your best people aren't burning out.

They're checking out.

Most companies don’t fail on strategy
They fail on leadership behaviors under pressure

1. Values are enforced, not posters on walls
↳ What gets rewarded and punished defines reality

2. Behavior beats talent when pressure is high
↳ Stress reveals who actually leads

3. Leaders model standards before demanding them
↳ Example travels faster than expectation

4. Psychological safety enables speed, trust, innovation
↳ Fear slows everything down

5. Promotion decisions broadcast real cultural priorities
↳ Titles teach louder than memos

6. Accountability replaces blame, excuses, and politics
↳ Ownership beats finger-pointing

7. Clarity prevents conflict more than charisma
↳ Ambiguity creates friction

8. Feedback flows upward without fear or penalty
↳ Silence is a warning sign

9. Fairness must be consistent, visible, and boring
↳ Drama signals inconsistency

10. Trust erodes slowly, collapses suddenly, always
↳ Small breaches compound

11. Meetings exist to decide, not perform
↳ Action is the output

12. Leaders grow people, not dependent heroes
↳ Scale comes from capability, not control

13. Candor delivered respectfully strengthens relationships
↳ Long-term trust beats short-term comfort

14. Problems ignored early return bigger later
↳ Delay multiplies cost

15. Results matter, but values decide trust
↳ How you win determines if you can repeat it

16. Recognition is specific, timely, and earned
↳ Vague praise weakens standards

17. Culture is what leaders tolerate daily
↳ What slides becomes normal

18. Transparency beats certainty during change periods
↳ Context calms teams

19. Consistency builds credibility faster than inspiration
↳ Predictability creates safety

20. Everyone shapes culture, leaders protect it
↳ Ownership is shared, accountability is not

♻️ Repost to help your network.
🔔 Follow Elijah Szasz for tips on staying grounded in the age of AI.

I stayed too long in a place that was killing me slowly.

And I called it loyalty.

And if I'm being totally honest, 
It was also because I was comfortable.

And comfort is dangerous.

Because when you stop growing, you don't just plateau.

→ You start declining.
→ Your skills get stale.
→ Your network shrinks.
→ Your ambition fades.

You convince yourself you're being patient.
But really, you're just afraid.

Here's what I wish I understood earlier:

Outgrowing something isn't failure.
It's progress.

→ The job that used to challenge you now feels easy.
→ The circle that used to inspire you now feels small.
→ The goals that used to excite you now feel hollow.

Most people call these problems.
I call them signals.

Three signs you've outgrown your environment:

1. You're the smartest person in every room you're in
2. You can do your job on autopilot and no one notices
3. You feel guilty for wanting more

Stop ignoring those signs.

Your potential doesn't care about your comfort.
It doesn't care that you have tenure or that people depend on you.
It only cares whether you're still growing.

And if you're not, you're dying a slow death.

The scariest part isn't leaving.
It's realizing you stayed too long.

♻️ Repost to help your network.
🔔 Follow Elijah Szasz for actionable insights on AI, systems, and strategy.

Many don't fail because they lack discipline.  

They fail because their system is flawed.

Most people optimize for motivation and vibes.  
Goals require structure, feedback, and iteration.

1. Set vague goals without deadlines  
↳ Define clear goals with timelines  
↳ Ambiguity kills follow-through

2. Chase outcomes you can’t control  
↳ Focus on controllable daily actions  
↳ Inputs beat wishes

3. Set goals based on others  
↳ Align goals with personal values  
↳ Borrowed goals rarely stick

4. Create too many goals simultaneously  
↳ Limit goals to one priority  
↳ Focus compounds effort

5. Ignore why the goal matters  
↳ Anchor goals to meaningful reasons  
↳ Purpose sustains momentum

6. Set goals without clear measurement  
↳ Track progress with simple metrics  
↳ What’s visible improves

7. Rely on motivation alone consistently  
↳ Build systems that survive moods  
↳ Systems beat willpower

8. Expect fast results immediately always  
↳ Think long-term and compound progress  
↳ Time is the real leverage

9. Avoid revisiting or adjusting goals  
↳ Review goals regularly and iterate  
↳ Adaptation is strength

10. Tie self-worth to goal outcomes  
↳ Separate identity from performance  
↳ You are not the metric

♻️ Repost to help your network.  
🔔 Follow Elijah Szasz for actionable insights on AI, systems, and strategy.

Luxury isn't what you buy.

It's what you protect.

Somewhere along the way,
luxury got loud.

It became visible.
Performative.
Easy to photograph.

But real luxury is quieter than that.

Here’s what it actually looks like:

Time.
Health.
A quiet mind.
Slow mornings.
Freedom to leave.
Rest without guilt.
Sleep that actually works.
Calm days, boring on purpose.
People who love you back for real.
Meals cooked to be shared together.
Conversations with those who are present.
People you love who love you unconditionally.

None of these show up in a highlight reel.
None of them signal status to strangers.

They require something harder:
intention.

You don’t stumble into a quiet mind.
You design for it.

You don’t earn rest by suffering first.
You decide it matters.

You don’t get calm days by accident.
You remove what creates chaos.

The people who understand this
aren’t chasing more.

They’re protecting less.
Less noise.
Less urgency.
Less unnecessary obligation.

Busy is easy to prove.
Peace is harder to defend.

But peace compounds.

And that’s the kind of wealth
that doesn’t disappear overnight.

♻️ Repost to help your network.
🔔 Follow Elijah Szasz for actionable insights on AI, systems, and strategy.

Your inner circle is your competitive advantage.

Guard it like your most important asset.

Most people treat their network
like a numbers game.

More connections, more reach, more noise.

But the people closest to you
are shaping your ceiling every single day.

The curious ones keep you sharp.

The driven ones raise the bar.

The grateful ones keep you grounded.

The real ones tell you what you need to hear,
not what you want to hear.

The ones still growing
are proof that growth never stops.

That's the tribe worth protecting.

Not the loudest people in the room.
Not the ones with the most followers.
Not the ones who only show up
when things are going well.

Here's the law:

You will become the average
of the five people you protect most.

Choose deliberately.
Audit often.
Prune without guilt.

Your business can survive a bad quarter.

It can't survive the wrong people
in your inner circle.

♻️ Repost to help your network.
🔔 Follow Elijah Szasz for tips on staying grounded in the age of AI.

Screens are rooms now.

And most founders are ignoring that.

In-person will always matter.

But attention is the real currency.

A screen holds attention.

A podcast.
An Instagram feed.
A blog post.
A YouTube clip.

If someone is spending 10 minutes with you,
that’s a room.

The difference?

You can’t clone yourself for conferences.

But you can replicate yourself on camera.

That’s leverage.

Look at any high-output founder.

They don’t just “post content.”
They build distribution machines.

→ Production
↳ Cameras, editors, studios

→ Distribution
↳ Multi-platform clipping
↳ Team-run accounts
↳ Paid amplification

→ Repetition
↳ You see them everywhere
↳ Because it’s intentional

And here’s the part most people ignore:

Scale costs money.

Serious production isn’t free.
Distribution isn’t free.
Consistency at volume isn’t free.

You can talk in a room for 50 people.

Or invest in systems
that put you in 50,000 feeds.

AI makes this even more interesting.

Because now:

→ Scripts can be drafted faster
→ Clips can be generated automatically
→ Personas can extend your voice
→ Workflows can publish while you sleep

The Renaissance of in-person is coming.

But the founders who win
will understand both rooms.

The physical one.
And the digital one.

Build rapport.

Then build systems.

One scales.
One compounds.

Use both.

I had a great time recording this week's "AI at Work" with Kevin Williams. Listen to the show on Apple Podcasts or Spotify. Link is in the first comment. 

♻️ Repost to help your network.
🔔 Follow Elijah Szasz for actionable insights on AI, systems, and strategy.

Most leaders I know are chasing wealth.

While quietly ignoring the only 3 assets that matter.

You can stack wins for decades.
Grow revenue.
Build teams.
Expand influence.

And still feel like something’s missing.

Because real wealth was never about the scoreboard.

It’s about three things most people treat as optional.

1. Your health.

→ Do you wake up with energy?
→ Do you protect your sleep like it’s sacred?
→ Can you train your body without breaking it?

If your business is thriving
but your body is deteriorating,

You’re not rich.
You’re renting success.

2. Your peace.

→ Can you sit in silence without anxiety?
→ Do you trust your own judgment?
→ Can you detach from outcomes?

If your mind never turns off,
the money won’t make it quieter.

Peace isn’t soft.
It’s a competitive advantage.

3. Your people.

→ Do you have relationships without performance?
→ Can you be honest without losing status?
→ Do your closest friends make you better?

Influence is public.
Wealth is private.

A small circle of solid humans
beats a large audience of spectators.

Here’s the reframe most leaders resist:

If your health is intact,
your mind is steady,
and your circle is strong,

You are already ahead.

Everything else is a bonus.

The smartest operators I know
don’t optimize for more.

They defend these three at all costs.

Because once they’re gone,
no amount of success can buy them back.

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You don’t need a perfect plan.  

You need a first move.

Progress isn’t built  
in polished moments.

It’s built in messy starts.

Most people delay action  
because they want certainty.

They want the full roadmap.  
The flawless strategy.  
The guarantee it will work.

That’s not leadership.

That’s fear disguised as preparation.

Every meaningful thing I’ve built  
started incomplete.

→ The first version was rough.  
→ The first conversation was awkward.  
→ The first hire was uncertain.  

But action clarified what thinking never could.

Here’s the shift:

1. Clarity follows motion.  
You don’t think your way into confidence.  
You act your way into it.

2. Imperfect reps create real capability.  
You can’t optimize what doesn’t exist.  
Ship first. Refine second.

3. Waiting feels safe.  
But it quietly erodes momentum.  
Small steps compound. Hesitation does too.

Perfection is a moving target.

Progress is a decision.

The first draft.  
The first pitch.  
The first uncomfortable ask.

That’s where momentum lives.

You don’t need everything figured out.

You need enough courage  
to begin.

What’s one step you could take today  
without having it all solved?

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The Battle

Haydn Fleming ✍️

Elijah Szasz

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The Battle

Haydn Fleming ✍️

Elijah Szasz

Followers

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Engagements

Likes

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);}Elijah Szasz's LinkedIn Performance

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