The Exit Gal | Founder of Chief Rebel | The Ops Co-Pilot for Main Street SMBs | 3x CEO 1x Exit | SMU Lecturer & Speaker | Follow for Business, Exits, Leadership

Chief Rebel began because small business owners were left to figure everything out alone.

7 out of 10 SMBs fail to sell. Buyers walk away. Owners burn out. 

And the systems that should help them were built for another world.

Most founders do not have a valuation problem.
They have an operations problem.
They have a clarity problem.
They have a business that only works when they do.

I lived this across acquisitions, turnarounds, and exits.

I know what it feels like to run a company that performs well on paper but falls apart the moment you step away.

And I know what it takes to rebuild a business into an asset someone else actually wants to own.

AI made analysis faster.
It did not make decisions better.
And it did not make selling a business any easier.

Founders do not need more noise.
They need visibility.
They need a co pilot.
They need a path from chaos to a premium exit.

So I built Chief Rebel.

We experimented, learned, iterated, and now the platform is live with real owners, real valuations, and real pull from the market.

Chief Rebel is the first platform built to help owners
• understand what their business is worth in real time
• fix the operational blockers that drag value down
• model their dream exit with actual data
• become exit ready long before they think about selling
• operate like someone who owns an asset, not someone trapped inside a job

What we do not have
• generic AI advice
• one size fits all coaching
• hype, noise, or empty promises

Just a straighter path to a business that runs without the owner and sells for what it’s truly worth.

We are onboarding founders, expanding integrations, and building the default ops and exit platform for 33 million SMBs.

If you want more information, message investor@thechiefrebel.com

Operate smart. Value accurately. Exit well.

Chief Rebel.

Kinza Azmat

6 habits high-performing leaders repeat

The small actions that drive real results

Most people think leadership shows up in big moments.

The promotion announcement.
The all-hands speech.
The crisis response.

In reality, it shows up in habits.

When no one’s watching.
What you do on a random Tuesday.
When it would be easier to control than trust.

Here are 6 habits of high-performing leaders I see actually work in the wild.

Not vibes.
Not theory.
Just behavior.

1️⃣ They listen before they talk
Do: Let people finish their thoughts. Ask one clear question before responding.
Don’t: Interrupt. Jump straight to fixing. Assume you already know.

When people feel heard, they tell you the truth.

2️⃣ They give people real responsibility
Do: Tell someone what needs to be done and let them decide how to do it.
Don’t: Hover. Redo their work. Take control the moment it feels messy.

If you don’t trust them, don’t pretend you do.

3️⃣ They explain what “good” looks like
Do: Be clear about priorities, goals, and deadlines. Say it more than once.
Don’t: Assume people can read your mind. Change rules without saying so.

Most mistakes come from confusion, not laziness.

4️⃣ They deal with problems early
Do: Talk one-on-one as soon as something feels off. Stay calm and direct.
Don’t: Ignore it. Gossip about it. Hope it goes away.

Small problems get big when avoided.

5️⃣ They help people grow
Do: Give feedback right away. Teach while the work is happening.
Don’t: Wait months to say something. Expect people to just “figure it out.”

People stay where they feel they’re learning.

6️⃣ They act the way they expect others to act
Do: Show up prepared. Keep promises. Own mistakes.
Don’t: Set rules you don’t follow. Make excuses you wouldn’t accept.

None of this is fancy.
All of it works.

Leadership isn’t about being the boss.
It’s about being consistent.

Which habit are you solid on and which one are you avoiding?
Share it in comment 👇

♻️ Repost for any founder or manager building a real team
✅ Follow Kinza Azmat for real ways to grow, scale, and sell smarter

I’ve read plenty of leadership advice.

Brené Brown is different.

After studying her path from researcher to global movement builder, a few things became clear. 

Not soft ideas. 
But practical ones that actually work.

Here are 10 leadership lessons from her journey that every founder needs:

1/ Authenticity beats perfection. 
People trust leaders who are real, not polished.

2/ Simple ideas spread.
Her work stuck because anyone could grasp it.

3/ Make your knowledge useful. 
Brilliant concepts mean nothing if people can't apply them.

4/ Consistency builds credibility. 
She never changed her message to chase trends.

5/ Boundaries protect your ability to lead. 
Burnout doesn't serve anyone.

6/ Growth requires discomfort. 
She walked toward hard moments instead of avoiding them.

7/ Transparency creates trust. 
When you own your story, people stop speculating.

8/ Emotions exist at work whether you acknowledge them or not. 
Strong leaders address them head on.

9/ Depth beats speed. 
She focused on meaningful impact over quick wins.

10/ Your growth shapes your company. 
Leadership development isn't separate from business results.

The strongest leaders aren't the loudest. 
They're the clearest and most consistent.

They earn trust first. Everything else follows.

Follow Kinza Azmat for every day leadership lessons.

Repost this if someone on your team needs to see it.

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Associate Coaching Certificate - Candidate

Real Estate Broker/Sales Agent

Startup Executive | Business Coach | Acquisition & Exit Expert

Feeling burnt out from constant firefighting? Exhausted by long hours with little to show for it? You're not alone. Many leaders are trapped in a cycle of reactivity, never getting ahead.

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The outcome?

- 6% boost in gross margins
- 62% reduction in operating expenses
- 4x lead conversion rates
- 80% reduction in real estate footprint

Now, I'm offering two game-changers for leaders ready to stop spinning their wheels:

1:1 High Performance Leadership Coaching: Navigate the leap from corporate to entrepreneurship or elevate your leadership game. We'll tackle strategic pivots, mindset shifts, and practical skills to thrive in your new role.

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Ready to stop wasting time and start seeing real progress? Send your biggest challenge in a DM.

Opinions are my own :)

Ready to break free from the corporate machine and forge your own path? Get the ultimate guide to disrupting your career and creating a future that screams "YOU."

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4x'd conversion by rebranding 10 real estate brands into 1 modernized brand

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University of Houston + University of Texas at Austin | Researcher. Storyteller. Courage-builder.

Tara Giambrone

Phil Knight didn’t sound like a leader when he started. 

But Shoe Dog changed how I think about building a company.

After studying Phil Knight’s journey from unsure runner to building Nike, a few things became painfully clear.

Here are 10 leadership lessons from Shoe Dog every founder needs to internalize:

1/ Start before you’re ready.
↳ Knight didn’t have a perfect plan, only willingness to move.

2/ Obsession beats confidence.
 ↳ He wasn’t loud or charismatic. But he cared more than everyone else.

3/ Most breakthroughs look irresponsible at first.
 ↳ Selling shoes out of a trunk doesn’t look like a strategy until it works.

4/ Cash flow matters more than headlines.
 ↳ Nike nearly died multiple times because growth outran cash.

5/ Loyalty compounds.
 ↳ The early team believed in the mission. They didn't join for perks.

6/ The founder carries fear behind-the-scenes.
 ↳ Knight absorbed uncertainty so others could execute.

7/ Banks don’t build great companies. Founders do.
 ↳ Debt almost crushed Nike, but it forced discipline.

8/ You will doubt yourself longer than anyone admits.
 ↳ Even after success, Knight questioned whether he belonged.

9/ Culture is built in the ugly years, not the winning ones.
 ↳ Nike’s identity formed when survival was the goal.

10/ You don’t “arrive.” You endure.
 ↳ The work doesn’t get easier. You just get more resilient.

Most founders don’t fail because they lack ideas.

They fail because they expect certainty too early.

Real leadership is staying in the game when quitting would make sense.

If you want to understand what kind of leader you actually are, take the Owner Quiz at ownerquiz.com.

Follow Kinza Azmat for real founder stories.

 Repost this if someone building something hard needs to hear it.

AI will 10x your business or kill it.

Here are 10 free courses to master it first: 

Most founders I talk to know AI matters.
They hear news about tools, prompts, and trends.

They are aware of: 
→ What to use.
→ What to ignore.
→ What they actually need is judgment.
→ Where AI truly changes how money is made.

These aren’t inspirational courses.
They’re practical education you can use this month.

Start with one.
Finish it.
Then change how you work.

Here’s a clean list you can start using today: 

1️⃣ AI for Everyone by Andrew Ng
This teaches how AI creates value, where it fails, and how leaders should think about it.

https://lnkd.in/e8xxs3u9

2️⃣ Introduction to Generative AI by Google
This explains what generative AI actually does in real workflows.

https://lnkd.in/eW34tb76

3️⃣ AI for Business Leaders (LinkedIn Learning)
This is for owners and executives, not engineers.

https://lnkd.in/eTWrmEph

4️⃣ Elements of AI (University of Helsinki)
This builds real understanding of AI concepts and ethics.

https://lnkd.in/e9Hmsww8

5️⃣ Google AI Essentials
This focuses on everyday tools you already use.

https://grow.google/ai/

6️⃣ Microsoft AI for Business Users
This is practical if your company runs on Microsoft tools.

https://lnkd.in/eXJByR8j

7️⃣ Free AI Training for Small Business (US Chamber)
This is built for real operators, not theory.

https://lnkd.in/e98s2VsW

8️⃣ GenAI Basics... How LLMs Work
This explains how large language models actually think and respond.

https://lnkd.in/evr9sNuT

9️⃣ AI in Marketing (University of Virginia)
This focuses on campaigns, testing, and performance.

https://lnkd.in/e2jYe9ki

🔟 Free AI for Small Businesses (Digital Boost)
This is a structured three week program with an application built in.

https://lnkd.in/eu-ibqT5

You don’t need all ten.
You just need one.

Start there.
Build confidence.
Then stack them skills. 

Which one are you starting with?
Tell me in the comments 👇

♻ Repost if this helps someone who feels behind
✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter

I’ve spent years advising founders through exits.

12 lessons on money everyone needs to hear: 

1. A big exit doesn’t automatically mean a better life
↳ Decide what “better” looks like before the deal, not after it closes

2. Freedom matters more than the number
↳ Design your calendar first, then decide how much money supports it

3. Liquidity feels boring until you need it
↳ Keep enough cash to solve problems without selling or begging

4. The best ROI is time, not another deal
↳ Buy back hours you never want to give again

5. Wealth without structure creates anxiety
↳ Build clear rules for spending, investing, and saying no

6. Cash flow beats net worth for peace of mind
↳ Set up income you can rely on without refreshing a balance sheet

7. Alignment at home matters more after an exit
↳ Talk through lifestyle changes before money forces the conversation

8. Identity adjustment takes longer than expected
↳ Separate who you are from what you just sold

9. How you make money follows you
↳ Choose paths you would be proud to explain to your kids later

10. Lifestyle creep starts with expectations
↳ Lock your baseline before upgrading anything

11. Avoiding help is the most expensive mistake
↳ Pay for advice early instead of fixing mistakes later

12. Legacy is built with intention
↳ Decide what the money is for, or it will decide for you

Wealth is leverage.

If you don’t aim it, it pulls you somewhere anyway.

Which one are you thinking about right now?
Share it in comment👇

♻ Repost this to help your network.
✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter

Brad Jacobs didn’t build a $1B company.
He built multiple.
...in completely different industries...using the same playbook.

That’s not luck or timing.
It’s systems, discipline, and repeatable decision-making.

Most founders believe great companies are built by vision.
Big ideas, personalities, or energy.

Jacobs proves something far less romantic and far more useful:

Durable companies are built to work without the founder.

That’s what makes people uncomfortable.

Clean financials.
Clear accountability.
Boring execution.

No saving the day required.

I see the opposite every week.

Revenue looks impressive, but sales live in the founder’s head, financials need interpretation, and decisions bottleneck at the top.

Under the hood, the business is fragile.

Brad built companies that could be understood, trusted, and transferred.

That’s the difference between running a business and building one.

I unpacked this in this week’s newsletter, including how to apply this mindset now, not someday before an exit.

Subscribe here: https://lnkd.in/g-vUSu-2

Vision starts businesses.

Systems make them valuable.

subscribe to the full newsletter here: https://chiefrebel.beehiiv.com/ The myth most founders believe Most founders think great companies are built by

Open article: 🏴‍☠️ What building billion-dollar companies actually looks like (the Brad Jacobs playbook) by Kinza Azmat • 3 min read

🏴‍☠️ What building billion-dollar companies actually looks like (the Brad Jacobs playbook)

The future of sales leadership is here.
Here's how we're doubling sales without adding headcount:

The Old School Playbook (Time Sink)
• 3 hours building prospect lists
• 2 hours crafting "personalized" emails
• 1 hour updating CRM notes
• Endless follow-up tasks
• Weekly reporting nightmare

The New School Reality (F1 race car)
• 500 qualified leads in 10 minutes with Clay
• 200 truly personalized emails sent while you sleep
• Auto-logged customer interactions in Hubspot
• 3X email response rates with AI personalization
• AI-flagged deal signals from every call using Gong

The Evolution Is Clear:
→ Basic sales = AI-driven automation
→ Strategic deals = AI + human expertise

This isn't about replacing sales leaders.
It's about evolving into Revenue Strategy Architects who:
• Focus on trust relationships
• Leverage AI for repetitive tasks
• Scale without headcount inflation

The coffee-fueled cold caller is becoming extinct.
And the AI-powered Revenue Strategist is rising.

Are you building your Phase 2? 
Share your journey 👇

♻ Repost this to help others planning 2026.
✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter

Most people don't need more information. 

They need higher standards.

That's the real takeaway from Never Finished by David Goggins.

Here are 10 lessons that translate directly to leadership and business:

1/ You don't rise to your potential 
↳ You only perform at the level of what you consistently train.

2/ Comfort is the real enemy 
↳ It quietly erodes discipline long before failure or trauma ever does.

3/ Discipline isn't a personality trait 
↳ It's a decision you make daily, especially when nothing is forcing you to act.

4/ Your past explains how you got here 
↳ It doesn't excuse staying where you are.

5/ Motivation is unreliable 
↳ Systems keep progress moving when energy fades.

6/ You are either getting harder or getting softer 
↳ There is no neutral state. Maintenance eventually turns into decline.

7/ Winning happens in seconds 
↳ Most outcomes are decided in small moments where discomfort asks you to choose.

8/ Self respect is built through follow through 
↳ It comes from doing hard things you said you would do, even when no one is watching.

9/ The work never announces itself 
↳ The most important progress happens quietly, through repetition and consistency.

10/ You are never finished 
↳ The moment you believe you've arrived is usually when you start moving backward.

This book isn't about extremes.
It's about holding yourself to a standard you don't negotiate with.

If this resonates, follow Kinza Azmat for leadership, business, and exits.

Repost this if you believe discipline still matters more than motivation.

This week's newsletter covers what I learned after a year of writing for business owners. https://lnkd.in/esVFJWKP

The emotional crash isn’t the biggest risk after an exit.

The lack of systems is.

Business owners prepare for the day the deal closes.
But almost no one prepares for the day after.

I learned this in my own exit.
The transaction wasn’t the hard part.
The transition was.

Most small-business founders think structure is a nice-to-have.
But skipping it quietly drains your valuation and wrecks your exit.

Here are the four systems I wish more owners built early:

1️⃣ Documented Systems
↳ Write down how every part of your business runs so others can repeat it
Create SOPs, playbooks, and checklists for sales, delivery, ops, and finance

2️⃣ Leadership Team
↳ Build a team that can make decisions and move work without your approval
Assign clear responsibilities and let leaders own the outcome

3️⃣ Operational Clarity
↳ Show how performance is measured so the team stays aligned without you
Use scorecards, dashboards, and defined KPIs that run week to week

4️⃣ Financial Controls
↳ Run your books like an acquirer is already watching
Separate accounts, automate reports, and review numbers monthly with discipline

If you skip these, two things will happen:


→ Your valuation will be lower
→ The handover will be harder

Founders think systems are a cost.
But they are the investment that protects your payday.

It’s penny rich, pound foolish, 
The most expensive mistake across SMBs.

Once your business runs without you,
Then you can deal with the emotional crash.
Not before.

Where are you at in your exit prep?
Drop it in the comments 👇

♻️ Repost for any founder who’s thinking about selling
✅ Follow Kinza Azmat for more on growth, exits, and building without burnout

Leadership isn’t loud.

It’s relentless.

I recently read The Art of Winning, and one thing became painfully clear.

Bill Belichick didn’t chase vibes or confuse popularity with performance.

Winning isn’t about big moments.
It’s about consistency under pressure.

Here are 10 leadership lessons from the man who built the Patriots dynasty:

1/ Winning is built in the details.
 ➝ Games are decided by preparation long before kickoff.

2/ Preparation beats inspiration.
 ➝ You don’t rise to the occasion. You fall to your training.

3/ Everyone is replaceable.
 ➝ No role, title, or résumé is bigger than the system.

4/ Do your job. Nothing more. Nothing less.
 ➝ Clarity eliminates excuses and finger-pointing.

5/ Consistency wins championships.
 ➝ Small advantages, repeated daily, compound.

6/ Eliminate self-inflicted mistakes.
 ➝ Most losses come from poor execution, not competitors.

7/ Leadership isn't loud.
 ➝ Authority comes from results, not volume.

8/ Pressure exposes weak systems.
 ➝ Big moments don’t create problems. They reveal them.

9/ Accountability is non-negotiable.
 ➝ Praise and criticism were applied evenly, without emotion.

10/ Winning requires detachment from ego.
 ➝ Decisions were made for the team, not personal legacy.

Most leaders struggle not from lack of intelligence, but by tolerating behavior that erodes standards.

Real leadership builds systems that perform under pressure.

Discover your leadership style. Take the Owner Quiz at ownerquiz.com.

Follow Kinza Azmat for lessons from real life moments.

This is the simplest way to explain AI to business owners.

(Hint: It's not what you think)

AI isn’t one single thing.
And it’s definitely not just content or productivity hacks.

Think of AI as layers.

Each layer changes how your business runs.
More importantly, how dependent it is on you.

Here’s the breakdown I use with business owners:
 
1️⃣ AI & Machine Learning
Turn historical data into repeatable decisions.
This layer helps the business make the same smart choice every time.

→ Spot unusual activity without manual checks
→ Forecast demand instead of reacting late
→ Flag churn before clients disappear
→ Catch pricing leaks early

This is where decisions stop living in your head.

Tools: AWS SageMaker, Google Vertex AI, Azure ML

2️⃣ Neural Networks
Process complex, unstructured information at scale.
This layer handles data humans struggle to review consistently or at speed.

→ Transcribe calls and surface issues
→ Scan docs for gaps and risks
→ Read invoices and contracts
→ Classify images, audio, text

Less review. Fewer bottlenecks.

Tools: TensorFlow, PyTorch, AWS Rekognition

3️⃣ Generative AI
Increase speed and output across day-to-day work.
This layer helps teams produce faster. 

→ Summarize meetings
→ Draft emails and reports
→ Answer basic team questions
→ Prep content and internal docs

Extremely useful with some guidance.

Tools: ChatGPT, Claude, Gemini

4️⃣ AI Agents
Connect decisions directly to execution.
This layer connects thinking to action automatically.

→ Route tickets and tasks
→ Follow up and close loops
→ Update systems automatically
→ Handle repeat requests end to end

Now things don’t wait on you.

Tools: LangChain, CrewAI, Microsoft Copilot

5️⃣ Agentic AI
Orchestrate entire workflows from start to finish.
This layer helps the business work even when you step away.

→ Seamless hiring process
→ Finance checks that run daily
→ Delivery that stays consistent
→ Ops that escalate only when needed

The business keeps moving even if you step away.

Tools: OpenAI Codex, Claude Code, Devin

The biggest mistake I see:

Most business owners use AI to save time.
But the smart ones use it to remove themselves from the workflow.

Same tools. Completely different outcome.

Where are you using AI today?
Share it in comments 👇

♻ Repost if you’re building a business that can grow without you
✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter

The more decisions you keep, the less it scales.

I've been studying Built From Scratch by the Home Depot founders, and one pattern stands out: they designed themselves out of daily operations from day one.

Not because they wanted to be hands-off. 
Because they understood something most founders learn too late.

The decisions you keep making are the decisions your business can't make without you.

Home Depot pushed pricing, staffing, and customer issues down to store managers early. It was messy at first. But it meant the business could scale without Marcus and Blank approving everything.

Here's what I keep seeing with founders:

They delay delegation until they're exhausted. 

By then, the entire organization has learned to wait for them. Every decision flows upward. Growth stalls. Exit value drops.

The businesses that scale well do the opposite. They push authority down before it feels comfortable. They build knowledge into the organization, not just the founder's head. They create systems that work without heros.

This isn't about working less. 

It's about building a business that can grow without you being the system.

Where are you still the default decision-maker? That's your signal.

Full breakdown in this week's newsletter.

(that most founders learn too late) Read more here: https://chiefrebel.beehiiv.com/subscribe I've been spending time with Built From Scratch by Bernie

Open article: What Home Depot's founders understood about scale by Kinza Azmat • 4 min read

What Home Depot's founders understood about scale

44% of businesses fail because they run out of cash.

Here are 7 proven fixes:

These are not theories, but actions that small business owners can actually start taking this week, especially if you are a service provider. 

1/ Invoice the same day, every time
→ If the work is done, the invoice goes out before the day ends.
→ Not tomorrow. Not next week.

2/ Stop being flexible about getting paid
→ Set payment terms and stick to them.
→ Add reminders before the due date, not after.

3/ Work begins once commitment is in place
→ Break projects into clear stages.
→ Collect a deposit before you begin.

4/ Cut costs you no longer question
→ Open your bank feed.
→ Highlight anything that hasn’t helped you earn in the last 60 days.

5/ Separate business money from personal money
→ One business account.
→ One business card.

6/ Use credit with rules, not stress
→ Credit is for short gaps, not long problems.
→ Know exactly how it gets paid back before you use it.

7/ Look ahead every single week
→ Write down what cash is coming in and when.
→ Write down what must go out and when.

Cash flow does not fix itself with hope or revenue.
You have to get the habits and timing right. 

Which one are you fixing first?
Comment the number below 👇

♻ Repost if cash pressure has ever slowed you down
✅ Follow Kinza Azmat for clear thinking on growth, value, and exits

7 Ways To Fix Cash Flow 

“The rich don’t work for money. 

They make money work for them.”
(Robert Kiyosaki, Rich Dad Poor Dad). 

A lot of money advice gets passed down like facts.
People repeat it.
But no one checks it.

Here are 5 money beliefs people grow up hearing,
and why they break down once you’re dealing with real money.

1️⃣ Your house is your biggest asset
Myth: Owning a house makes you wealthy.
→ Most houses take money every month instead of giving money back.
Action: Add up what your house costs you in a year. Mortgage, taxes, repairs. Ask if it pays you anything.

2️⃣ A high income makes you rich
Myth: If you earn more then you will be fine.
→ Spending usually grows as income grows. More money can still mean stress.
Action: Look at how much money you saved or invested last year, not what you earned.

3️⃣ Rich people are just lucky.
Myth: Wealth comes from one big lucky break.
→ Most build wealth by making the same smart moves over and over.
Action: Pick one wealthy person and notice what they did again and again, not once.

4️⃣ All debt is bad
Myth: Every type of debt should be avoided.
→ Some debt buys things you use once. Some debt helps buy things that earn money.
Action: Write down your debts and what each one gives you back, if anything.

5️⃣ Job security equals financial security
Myth: A stable job means you’re financially safe.
→ One paycheck means one problem can stop all income.
Action: Find one small way to earn money outside your job, even a little.

A pattern I’ve seen repeatedly:

I’ve watched people earning a lot still feel tense every month.
I’ve watched others earn less, but stay calm because they had options.

Same world.
Different beliefs.
Different results.

Which one sounds most familiar to you?
Share it in comments 👇

♻ Repost this if it resonated with you.
✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter

5 Money Myths to Unlearn

“Profitable” businesses go bankrupt every day.

This is why: 

A founder hits 5M in revenue.
The accountant says “you’re profitable”.

Then one client pays late,
Cash drops to one payroll cycle
and suddenly the business is in panic mode

This happens more than people admit.

Thinking like a CFO is not about fancy reports.
It is about not getting surprised.

Here is what that actually looks like in real life 👇

1/ Profit is not cash
↳ Check your bank balance before you celebrate anything.

2/ Cash is everything
↳ Know how many months the business survives if sales slow tomorrow.

3/ Protect margins
↳ Raise prices, cut low margin work, or fix costs before volume hides the problem.

4/ Track real drivers
↳ Be clear on what creates sales, collects cash, and burns time.

5/ Look forward, not backward
↳ Build a simple 90 day cash view and update it every week.

6/ Plan scenarios
↳ Write down what you will do if revenue drops or spikes.

7/ Balance growth with survival
↳ Do not hire or spend until cash can carry the risk.

8/ Cut smart
↳ Remove things that feel good but do not pay you back

9/ Connect numbers to decisions
↳ If a metric does not change your next move, stop tracking it

10/ Act on data
↳ Waiting for more clarity usually just burns cash

Thinking like a CFO does not make you cautious.

It makes you harder to kill.

Which one would help you most right now?
Drop the number 👇

♻ Repost if this saves someone a future headache
✅ Follow Kinza Azmat for real ways to grow, scale, and sell smarter

I spent the last week reading How to Make a Few Billion Dollars by Brad Jacobs. 

It is not a startup book. 
It is not motivational. 

It is a case study in how real scale is built across multiple industries over decades. 

The book breaks down how Jacobs repeatedly built multi-billion-dollar companies through acquisitions, integration, and systems. 

The biggest misconception about scale is that it comes from ideas. 

This book makes it clear it comes from structure. 

Here are 10 principles that drive outsized outcomes: 

1/ Choose markets that can support scale 
↳ Small markets cap results no matter how good execution is 

2/ Target fragmented industries 
↳ Fragmentation creates roll-up opportunity 

3/ Make scale the strategy 
↳ Size unlocks pricing power and efficiency 

4/ Treat acquisitions as a system 
↳ One deal changes nothing. Repetition does. 

5/ Integrate immediately and aggressively 
↳ Value comes after the close, not at it 

6/ Centralize what does not need to be unique 
↳ Shared services improve margins and control 

7/ Invest in top-tier leadership early 
↳ Average leaders stall compounding 

8/ Use data to run the business 
↳ Metrics replace intuition at scale 

9/ Be bold with capital, strict with discipline
↳ Speed matters, but controls matter more 

10/ Operate like the business will be much larger 
↳ Build systems for where you are going, not where you are 

Big outcomes are not creative accidents. 

They are engineered through repeatable execution. 

Which one of these are you overlooking right now? 

Comment below 👇 

♻ Repost this if you found it useful 

✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter

If you're interested in the full teardown, read the newsletter on Tuesday. 

https://lnkd.in/g-vUSu-2

10 principles from How To Make a Few Billion Dollars

I spent a year writing a newsletter for small business owners.

I thought I’d be teaching exit prep.

Valuations. Buyers. Deal structure.

Turns out that wasn’t the real problem.

After 600+ convos, it became clear that most owners didn’t need exit advice yet. They needed to understand how they operate and why everything still runs through them.

Most were acting like quarterbacks.
Very few were running the business like head coaches.

My mind was blow. It’s why my newsletter is now called The Sideline.

This week’s issue breaks down:
 - Why scale requires removing the owner
 - Why buyers pay for independence, not effort
 - The operating style that defines your business’s future

If you run sales, ops, people, money, and strategy, this is written for you.

You can read the full issue or if you want to see where you stand as an owner, take the free quiz at Ownerquiz.com.

That’s where most of this started.

So many business owners misunderstand their numbers. 

They have an accountant.
They get monthly reports.
They know their revenue and EBITDA.

But that’s not the same as running a financially controlled business.

You need to understand: 
Operating finance keeps you alive.
Strategic finance determines what your business is worth.

Here are 5 blind spots that show up when owners stop at reports and profit.

1/ Misunderstanding reports for control
↳ You review the P&L after the month ends.
↳ Decisions are based on what already happened.

2/ Profit growing while cash shrinks
↳ Sales increase but invoices sit unpaid.
↳ Inventory and projects absorb cash.

3/ No forward view of cash pressure
↳ Hiring happens before cash arrives.
↳ Growth plans ignore timing gaps.

4/ Owner as the financial backstop
↳ You step in to approve spends and fixes.
↳ Cash gaps rely on your judgment.

5/ Numbers that can’t explain value
↳ You can state revenue, not drivers.
↳ You can show profit, not durability.

Here’s the real distinction that changes outcomes.

Operating finance tracks survival.
Strategic finance links decisions to future value.

Profit keeps the doors open.
Clarity raises valuation.

Which blind spot feels closest right now?

Comment the number below 👇

♻ Repost if you’re building a business that stands up without you
✅ Follow Kinza Azmat for clear thinking on growth, value, and exits

5 financial blind spots killing SMB valuations

I spent the last week reading The Nvidia Way by Tae Kim.

It's not an AI hype book.
Nor is it a Silicon Valley myth story.

It is a detailed look at how Jensen Huang built Nvidia over three decades through focus, pressure, and long-term bets.

The book makes one thing clear very quickly.

Nvidia did not win by being comfortable.
It won by being deliberate under constant tension.

Here are 10 principles that explain Nvidia’s rise:

1/ Commit to a long-term technical vision
 ↳ Short-term wins did not drive strategy

2/ Build for future demand, not current markets
 ↳ Nvidia invested years ahead of revenue

3/ Make speed a cultural requirement
 ↳ Decisions moved fast, even when imperfect

4/ Hold teams to very high standards
 ↳ Pressure was intentional, not accidental

5/ Obsess over performance advantages
 ↳ Incremental gains were not enough

6/ Invest deeply in core platforms
 ↳ CUDA became a foundation, not a feature

7/ Stay vertically integrated where it matters
 ↳ Control enabled differentiation

8/ Tolerate discomfort to maintain edge
 ↳ Stability was never the goal

9/ Reallocate resources aggressively
 ↳ Capital followed conviction, not tradition

10/ Keep leadership directly involved
 ↳ Strategy stayed close to execution

Nvidia’s success was not luck or timing.

It was the result of sustained conviction, discipline, and pressure applied over decades.

Which one of these feels hardest to maintain in your business?

Comment below 👇

♻ Repost this if you found it useful

 ✅ Follow Kinza Azmat for real strategies to grow, scale, and sell smarter

Are you willing to be seen as "too much"
 
Even if it means saving someone's business?

Problems show up early.
Way before they become disasters.

You feel it when:

→ Decisions slow down
→ The team goes quiet
→ Numbers start slipping
→ Everyone stays nice but nothing gets better

And still, no one says anything.

Because pushing back feels risky.
Because saying it might upset someone.
Because being liked feels safer than being right.

That silence costs more than people think.

Most businesses don’t fail overnight.
They fade because small truths stayed unsaid.

Like this:

→ Survival matters more than approval
→ Polite agreement can hide bad decisions
→ Quiet leaders don’t stop damage, they delay it

This isn’t about being harsh.
It’s about caring enough to speak early, while there’s still time to fix things.

If you see the risk and stay quiet, the damage keeps growing.
If you speak up now, you might feel uncomfortable.
But the business has a chance.

Being “too much” early often prevents a total mess later.

Which one of these felt a little too real?
Drop a comment 👇

♻ Repost if this made you think
✅ Follow Kinza Azmat for real ways to grow, scale, and sell smarter

Launching Human Edge OS & CoachingExercises.com | Coaching Psychologist | Favikon #1 UK Meditation & Mindfulness | Salesforce Leader

Most performance and leadership challenges aren’t skill gaps...
They’re operating system problems

Capable professionals often hit friction after success; not before
More responsibility. More visibility. More pressure
The work still gets done, but it starts to cost more internally

I work with technology professionals and leaders to understand how they operate under pressure. And where hidden strain, blind spots, or unsustainable patterns are quietly forming

My approach is diagnostic-first, not motivational

Before advice, we build clarity around:
- how energy and recovery are really holding up
- how decisions narrow or shift under load
- how stress shows up in behaviour, communication, and boundaries
- whether the current pace is actually sustainable

This work sits at the intersection of conscious leadership, performance psychology, and applied neuroscience

It’s developmental, not clinical and designed for people who want insight and agency, not labels or hype.

Much of my work focuses on modern, distributed work where performance depends less on supervision and more on self-regulation, clarity, and recovery

If you’re:
- technically strong but carrying increasing pressure
- stepping into greater leadership or visibility
- performing well externally while compensating internally

You’ll likely find the diagnostics in the Featured section useful

👉 Start with the Burnout Risk & Recovery Scan or the Leadership Operating System Diagnostic

Note: All views expressed are my own and relate to general workplace psychology, not any past or current employer

Stephen Baines

No one's born a great leader
They build it. One skill at a time

𝗧𝗛𝗘 𝗠𝗜𝗦𝗧𝗔𝗞𝗘:

Most people think leadership is charisma
Or intelligence
Or years of experience

It's not

It's mastering a specific set of competencies
That anyone can learn

𝗧𝗛𝗘 𝗧𝗥𝗨𝗧𝗛:

→ Self-awareness beats ego
→ Emotional intelligence beats IQ
→ Authenticity beats authority

And it all starts with leading yourself

Before you can inspire others
Before you can drive change
Before you can build culture

You must master the mirror

𝟭𝟱 𝗟𝗘𝗔𝗗𝗘𝗥 𝗖𝗢𝗠𝗣𝗘𝗧𝗘𝗡𝗖𝗜𝗘𝗦 𝗙𝗢𝗥 𝗧𝗘𝗖𝗛 𝗧𝗥𝗔𝗜𝗟𝗕𝗟𝗔𝗭𝗘𝗥𝗦:

Lead Yourself:
1/ Self-awareness: know your blind spots before they derail you
2/ Emotional intelligence: read the room, manage your reactions
3/ Authenticity: be real, not a leadership persona
4/ Courage: speak up when it's easier to stay quiet
5/ Resilience: bounce back from setbacks faster and stronger

Lead Your Team:
6/ Communication: make complex things simple
7/ Coaching: help people find their own answers
8/ Delegation: give away your work so good people can grow
9/ Recognition: catch people doing things right
10/ Accountability: own your mistakes, expect others to own theirs

Lead Your Company:
11/ Vision setting: paint a picture so clear others want to help create it
12/ Change leadership: make change feel like an adventure, not a threat
13/ Strategic thinking: see around corners, connect dots others miss
14/ Decision making: make good choices with incomplete information
15/ Culture building: create an environment people want to show up for

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

The best leaders aren't the loudest
Or even the smartest

They're the ones who do the work

Start with one skill
Practice for 30 days
Then add another

Small actions compound into transformation

💬 Which competency is hardest for you to master?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with a leader who's committed to growth

➕ Follow Stephen Baines for psychology that builds leaders worth following

Salesforce Leader & Founder of Human Edge OS | Human Skills for Clarity, Leadership, and Performance in an AI-Driven World

The best people don't leave for more money
They leave because they feel undervalued

And replacing them costs far more than keeping them

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Retention isn't about perks
It's about how people feel

Valued. Trusted. Heard.

Get that wrong and no salary will save you

𝟵 𝗪𝗔𝗬𝗦 𝗧𝗢 𝗞𝗘𝗘𝗣 𝗬𝗢𝗨𝗥 𝗕𝗘𝗦𝗧 𝗣𝗘𝗢𝗣𝗟𝗘:

1/ Pay them what they're worth
↳ You can't afford to underpay high performers. Replacing them costs more than retaining them ever will.

2/ Default to recognition
↳ Say thank you. Write a personal note. Share wins in meetings. Recognition is retention fuel.

3/ Run stay interviews
↳ Every 6 months ask: What makes you stay? What might make you leave? How can we support your vision?

4/ Enforce a no-jerks policy
↳ Your culture will never exceed what you tolerate. One toxic person drives out ten good ones.

5/ Be soft on the person, hard on the problem
↳ When mistakes happen, protect the human. Attack the issue.

6/ Give autonomy with ownership
↳ Let people own products, clients, initiatives. Autonomy + Trust = Retention.

7/ Protect focus time
↳ Implement no-meeting days. Give people space to do deep work without constant interruption.

8/ Make feedback the norm
↳ Create an expectation for honest feedback. It deepens relationships and drives continuous improvement.

9/ Stop micromanaging
↳ Mediocre leaders add red tape and constant oversight. Great ones remove barriers and trust their team.

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

People don't leave jobs
They leave environments where they don't feel seen

Retention isn't a HR problem
It's a leadership problem

And the fix isn't complicated
It's intentional

💬 Which of these does your workplace get right — and which needs work?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with a leader who wants to keep their best

➕ Follow Stephen Baines for psychology that builds teams people don't want to leave

Mindful leadership isn't a personality trait

It's a daily practice

And one of the fastest ways to:
→ Make better decisions
→ Build deeper trust
→ Lead without burning out

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Most leaders run on autopilot

Back-to-back meetings
Reactive decisions
Always "on" but rarely present

The best leaders do something different
They pause

𝟭𝟮 𝗦𝗜𝗠𝗣𝗟𝗘 𝗔𝗖𝗧𝗦 𝗢𝗙 𝗠𝗜𝗡𝗗𝗙𝗨𝗟 𝗟𝗘𝗔𝗗𝗘𝗥𝗦𝗛𝗜𝗣:

1/ Start a meeting with a 1-minute mindful breath
2/ Journal 3 things you're grateful for as a leader
3/ Consciously disconnect from tech for a break
4/ Send a brief message of appreciation
5/ Reflect on a recent challenge with a growth mindset
6/ Pause to observe your environment without judgment
7/ Practice active listening during a one-on-one
8/ Offer your full presence to a team member in need
9/ Take a brief mindful pause before replying
10/ Take a 10-minute mindful walk outside
11/ Mindfully review your calendar and prioritise tasks
12/ End the day by acknowledging your team's efforts

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

None of these take long
Most take minutes

But together?
They change how you lead
And how your team experiences you

Presence beats productivity theatre
Every time

💬 Which one will you try today or what would you add to this list?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with a leader who could use a mindful moment

➕ Follow Stephen Baines for psychology that builds present leaders

Listening has 5 levels. Most people rarely get past 2

𝗧𝗛𝗘 𝟱 𝗟𝗘𝗩𝗘𝗟𝗦 𝗢𝗙 𝗟𝗜𝗦𝗧𝗘𝗡𝗜𝗡𝗚:

Level 1: Waiting to Talk
You're rehearsing your response while they're still speaking
They feel dismissed

Level 2: Hearing the Words
You catch phrases while multitasking
Details get lost. Meaning gets warped

Level 3: Understanding Messages
You track intent and paraphrase back
Alignment increases. Misunderstandings drop

Level 4: Noticing Emotions
You name tone, body language, and feelings
Trust builds. Defensiveness lowers

Level 5: Hearing the Unsaid
You surface assumptions, needs, and patterns
Root causes emerge. Commitment follows

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘:

Most people operate at Level 1-2
And genuinely believe they're at Level 4-5

The gap between how we think we listen and how we actually listen?

It's massive

𝗠𝗬 𝗣𝗘𝗥𝗦𝗣𝗘𝗖𝗧𝗜𝗩𝗘

Presence is a core skill

During my mindfulness meditation teaching training, we spent a lot of time exploring 'listening'

Not listening
Passive listening
Active listening
Mindful listening

What came up for me is what could be perceived as the awkwardness of more mindful listening

Yet done right, this is ONLY a perception

It becomes quite abundantly clear that when you are tuning in mindfully ('hearing the unsaid') you are connecting to the speaker on a deep level

This is where great leadership happens

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

The best leaders I've worked with?
They listen at Level 5 without thinking about it

They don't just hear words
They hear what's underneath them

And people feel it instantly

𝗧𝗛𝗘 𝗕𝗢𝗧𝗧𝗢𝗠 𝗟𝗜𝗡𝗘:

Listening isn't passive
It's a skill

And most of us have never been taught it

Be honest with yourself:
What level are you really at?

💬 Which level do you default to; and which do you want to reach?

♻️ Share with someone who needs to level up their listening

➕ Follow Stephen Baines for psychology that builds leaders worth hearing

Technical Executive & Founder of Human Edge OS | Human Skills for Clarity, Leadership, and Performance in an AI-Driven World

The best leaders I know have one thing in common

A terrible boss who showed them exactly who not to become

𝗧𝗛𝗘 𝗗𝗔𝗧𝗔:

Managers account for 70% of the variance in team engagement (Gallup)

Not the work
Not the company
Not the pay

THE MANAGER

When that manager is incompetent, abusive, or absent, their peoples:
• stress levels rise
• performance reviews suffer
• Sunday evenings fill with dread

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘:

The strongest leaders I work with all share one thing

They had at least one terrible boss

Not despite that experience
Because of it

They learned what happens when you:
• Micromanage instead of trust
• Hoard information instead of share
• Blame instead of problem-solve
• Take credit instead of give it

Every terrible decision became a case study
In exactly what to avoid

𝗜𝗙 𝗧𝗛𝗜𝗦 𝗜𝗦 𝗬𝗢𝗨 𝗥𝗜𝗚𝗛𝗧 𝗡𝗢𝗪:

→ Control the controllables
You can't change their behaviour
You can manage your response
Set boundaries. Document decisions. Build your own feedback loops

→ Build external credibility
Bad managers gate-keep and steal credit
Connect directly with stakeholders
Let your work speak across the organisation

→ Extract the lesson
You're not just surviving
You're building a mental playbook of leadership failures

𝗧𝗛𝗘 𝗨𝗡𝗖𝗢𝗠𝗙𝗢𝗥𝗧𝗔𝗕𝗟𝗘 𝗧𝗥𝗨𝗧𝗛:

Your current situation is temporary
The lessons don't have to be

One day you'll lead
And you'll remember exactly who you refuse to become

💬 What did your worst boss teach you?

🔍 Identify your Human Edge with our FREE Score → humanedgeos.com
📬 Weekly Success Strategies to your Inbox → stephenbaines.coach

♻️ Share with someone surviving a bad manager

➕ Follow Stephen Baines for psychology that builds better leaders

A true test of character is how we treat others

Yet we often forget that character is revealed in patterns

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Character isn't what you say in interviews
It's what you do when no one's watching

The patterns:
→ Kindness shown consistently
→ Responsibilities honoured quietly
→ Empathy extended freely

Not once
Every time

𝗧𝗛𝗘 𝗧𝗥𝗨𝗘 𝗧𝗘𝗦𝗧:

How do you treat people who can't help you?

The intern who's learning
The cleaner who's invisible to most
The colleague who's struggling

That's where character lives

Not in boardrooms
In the small moments no one sees

𝗧𝗪𝗢 𝗟𝗘𝗔𝗗𝗘𝗥𝗦:

Same title
Same experience
Completely different impact

One leaves people drained and doubting themselves
One leaves people energised and believing in themselves

The difference isn't skills
It's character

𝗛𝗘𝗥𝗘'𝗦 𝗧𝗛𝗘 𝗧𝗛𝗜𝗡𝗚:

The real measure of success?

How you make people feel
Especially when there's nothing to gain

Experience gets you the role
Character keeps you respected

💬 What's the biggest character test you've seen a leader pass — or fail?

🔍 Discover your Leadership Blind Spots → www.humanedgeos.com
📬 One Email. Five Growth Strategies. Every Week → www.stephenbaines.coach

♻️ Share with someone who leads with character

➕ Follow Stephen Baines for psychology that builds leaders worth following

Zero talent required...
Zero excuses left!

The most valuable people at work aren't the smartest

They're the most reliable

Look at this image

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

None of these require talent:

→ Get shit done
→ Keep your word
→ Show up on time
→ Bring solutions, not problems
→ Stay humble
→ Be coachable
→ Cheer others on
→ Finish what you start

Zero talent
100% choice

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘:

People who get ahead:
• Do what they said they'd do
• Make others feel heard
• Ask how they can help
• Admit when they're wrong

People who stay stuck:
• Overpromise, underdeliver
• Talk more than they listen
• Wait to be asked
• Defend every mistake

One group has more talent
The other gets promoted

𝗧𝗛𝗘 𝗨𝗡𝗖𝗢𝗠𝗙𝗢𝗥𝗧𝗔𝗕𝗟𝗘 𝗧𝗥𝗨𝗧𝗛:

Talent is overrated
Consistency is underrated

I've hired brilliant people who were nightmares
I've hired average CVs who became indispensable

The difference was never ability
It was reliability

𝗧𝗛𝗘 𝗕𝗢𝗧𝗧𝗢𝗠 𝗟𝗜𝗡𝗘:

You can't control your IQ
You can't control your circumstances
You can't control your starting point

But you can:
• Show up
• Follow through
• Lift others up
• Stay humble

That's not talent
That's character

And character compounds

💬 Which one do you need to work on?

🔍 Grab your FREE Diagnostic here → www.humanedgeos.com
📬 Weekly strategies → www.stephenbaines.coach

♻️ Share with someone who needs this reminder

➕ Follow Stephen Baines for psychology that builds better humans

The best leaders I know don't manage time

They manage energy

Here are 9 frameworks smart leaders use to prioritise:

𝗖𝗟𝗔𝗥𝗜𝗙𝗬 𝗣𝗥𝗜𝗢𝗥𝗜𝗧𝗜𝗘𝗦:

→ Eisenhower Matrix: Sort by urgent vs important. Decide fast
→ Pareto 80/20: Find the 20% that drives 80% of results. Double down
→ Buffett 5/25: List 25 goals. Circle 5. Treat the rest as distractions

𝗘𝗩𝗔𝗟𝗨𝗔𝗧𝗘 𝗧𝗥𝗔𝗗𝗘-𝗢𝗙𝗙𝗦:

→ RICE: Rank by Reach × Impact × Confidence ÷ Effort
→ MoSCoW: Tag everything: Must / Should / Could / Won't
→ ABCDE: A = must-do, B = should, C = nice, D = delegate, E = eliminate

𝗔𝗖𝗧 𝗪𝗜𝗧𝗛 𝗙𝗢𝗖𝗨𝗦:

→ Eat That Frog: Do your hardest task first. Win the morning
→ Time Blocking: Protect deep work with calendar blocks
→ Batching: Group similar tasks. One mode at a time

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘:

Busy leaders react to everything
Effective leaders protect their focus

The difference isn't time management; it's energy management

When you're clear on what matters, saying no becomes easy

𝗠𝗬 𝗘𝗫𝗣𝗘𝗥𝗜𝗘𝗡𝗖𝗘:

I used to chase every "urgent" request

Now I block 50% of my calendar for deep work and key initiatives

The result? Less stress. Better output. More capacity to lead and be strategic

𝗧𝗛𝗘 𝗕𝗢𝗧𝗧𝗢𝗠 𝗟𝗜𝗡𝗘:

You don't need more hours

You need better filters

Pick one framework. Test it for a week. See what shifts

💬 Which framework do you use most? Which one are you going to try?

➕ Follow Stephen Baines for psychology that protects your capacity to lead

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