Director, Software Engineering | Actionable content for leaders in tech. Software engineering, engineering leadership, online business.

15+ years building production systems. Former Director of Engineering at Oracle, leading public cloud services and working with engineers from Microsoft, AWS, Google, Netflix.

My mission: help businesses and engineers build AI systems that create real leverage.

We're entering a world where AI agents do the work and humans direct. The question is which side of the gap you're on.

Tool user: Prompts ChatGPT, starts from scratch every time.

System builder: Has agents that research, write, and code - creating output while they sleep.

Most AI content teaches you to copy paste. I teach the patterns underneath - so you can build any system, for any problem.

One person with the right systems can do the work of 10. I help people become that person.

What I do:
→ AI Engineer: Community for AI engineers. Courses, resources, downloadable AI projects
→ GradientWork: Custom AI development for businesses
→ Newsletter: Free value every week

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Owain Lewis

5 AI frameworks worth learning in 2026:

(And when to use none of them):

Here's the dirty secret nobody talks about:

AI frameworks are wrappers over provider SDKs with extra features bolted on.

Many professional developers I respect actively avoid them.

The complexity. The over-abstraction. The breaking changes. It adds up fast.

I call this framework tax: the ongoing cost of maintaining someone else's opinions about how AI apps should work.

Start with the SDK. Build until you hit a wall. Then reach for a framework.

When you do, here's what's worth learning:

1. Pydantic AI (Python)

If you've used FastAPI, this feels instantly familiar.

Types, validation, contracts, retries on malformed responses. Works across all major providers.

Best for: Python engineers who already think in terms of types.

2. LangGraph (Python)

Treats AI applications as graphs, not chains.

Branches, retries, parallel execution, human-in-the-loop become first-class citizens instead of afterthoughts.

Best for: Production systems with complex workflow logic.

3. Vercel AI SDK (TypeScript)

Provider-agnostic with a clean developer experience.

Swap models and build agents with minimal code.

Best for: TypeScript developers building AI apps.

4. Google ADK

The first framework that takes polyglot teams seriously.

Official support for Python, Java, TypeScript, and Go with the same mental model. Ships with observability out of the box.

Best for: Teams building on the Google ecosystem.

5. Spring AI (Java)

Exposes LLM services through familiar Spring patterns.

The value isn't innovation. It's integration.

Best for: Enterprise teams already familiar with Spring. 

The uncomfortable truth?

The best framework is often no framework at all.

The goal isn't to master frameworks. It's to build reliable systems.

Sometimes a framework helps. Sometimes it just gets in the way.

What's your current recommendation?

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Founder, GradientWork | AI Engineer | I build custom software to make your business more profitable

5 AI frameworks worth learning in 2026

The easiest way to build AI agents in 2026.

(My micro-agent architecture explained):

I built an AI agent that searches YouTube, analyses thousands of videos in seconds, downloads transcripts, writes scripts, and uploads content.

It completely changed my workflow and how I think about "personal AI assistants". I use it every day. 

The whole thing? A folder with some files and about 150 lines of Python code.

Here's the architecture:

1. The folder IS the agent

A Micro Agent is a folder where files define everything:

AGENT md = who it is and what it can do
tools/ = scripts it runs
context/ = knowledge it reads
workspace/ = where it saves files

Point any terminal coding agent at the folder. Claude Code, Codex, Amp, OpenCode. Works perfectly with all of them. 

2. Scripts are a superpower

Software engineers have been writing scripts and CLIs for decades. Nothing new.

But when you give them to an AI agent, magic happens.

Terminal-based agents are exceptional at invoking scripts. This eliminates 90% of the complexity you get with setups like MCP.

No protocols. No complexity. Just stdin/stdout.

3. Skip the infrastructure

The pain of building AI agents is the harness. The UI. The orchestration layer.

There are hundreds of coding agents now. They already have perfect UX out of the box.

Don't rebuild what exists. Focus your energy on what makes your agent unique: powerful tools and rich context.

4. Version control native

Your agent is just files. Share the folder with your team and they can use the agent.

Track changes. Roll back mistakes. Collaborate on improvements. No deployment pipeline needed.

The craft is knowing what you don't need:

Most agents don't need vector databases. Or distributed orchestration. Or complex memory systems.

They need clear instructions, relevant context, and powerful tools that do useful things.

Is this suitable for every case? No. 
Is it suitable for multi user production situations? No
Is it a great way to quickly build useful agents for your own use? Yes.

What's your current setup for running AI agents?

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The easiest way to build AI agents in 2026

How I use Claude Code. 

7 tactics to make you a power user:

Claude Code is an AI agent that lives in your terminal. People from all industries are using it for far more than just writing code. Imagine it as the smartest personal assistant you've ever had. 

But the tool alone isn't enough. Here are 9 tactics I use daily:

1. Design before you build (think first)

Separate planning from execution. Use plan mode (Shift+TAB) to think through what you're building before Claude writes any code. What's the approach? What are the edge cases? Think first, code second. This is how senior engineers work. 

2. Break big work into tasks (plan the work)

I take a large spec/plan and automatically break it into smaller tasks to feed to an agent. Each includes what to build, why it matters, and what success looks like. Claude executes one at a time with a clean context window.

3. Iterate, don't one-shot (refine as you go)

No engineer writes code perfectly first time. So why expect AI to? 

After any first draft, I ask: "Review this and suggest improvements" or "What edge cases are we missing?" "How would you improve this code?".

4. Save commands you repeat (systematize patterns)

Use slash commands: I have a .claude/commands/ folder. /design starts a planning session. /review checks code before shipping. /commit writes proper commit messages. Write once, run forever.

5. Set up your project brain (configure once)

CLAUDE {dot} md sits in your project root. Claude reads it at the start of every session. Put your tech stack, code style rules, and things Claude should always (or never) do. You stop repeating yourself. Claude just knows.

6. Automate your standards (automate quality)

I use hooks to run tasks on every edit (tests, linting etc). Quality happens automatically. Problems get caught immediately, not discovered later.

7. Document more things (the mindset shift)

LLMs have no memory. Store important context in static docs. I keep a docs/ folder with SOPs, examples of good output, and rules for how I want things done. 

Claude is a powerful builder with amnesia. My job isn't writing better prompts. It's building docs and systems that make every session start strong.

The future of work = humans using AI agents to become superhuman. 

Which of these are you using yourself?

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7 Claude Code tactics

Most AI agents never make it to production.

Because no one knows how to deploy them.

Everyone is vibe-coding great looking demos on YouTube.

But how do you take a demo and make it work for real customers?

Most production AI systems fit three patterns:

1. API service

User calls your endpoint, gets a response.

→ Chat APIs for customer support
→ Document analysis endpoints
→ AI-powered search

Use when you need synchronous responses or human-in-the-loop.

Pro tip: Stream the response. Standard request/response feels too slow for LLMs.

2. Scheduled job

Runs on a schedule. No trigger needed.

→ Daily report generation
→ Hourly data sync
→ Weekly newsletter drafts

Use for batch processing at regular intervals. Set it and forget it.

3. Event-driven

External event triggers your automation.

→ New email arrives, process and respond
→ File uploaded, analyse and categorise
→ Webhook fires, take action

Use when reacting to the world in real-time.

The pattern you choose determines your infrastructure.

On Google Cloud, for example:

API service → Cloud Run Service (scales to zero, scales to thousands)
Scheduled job → Cloud Run Job + Scheduler (runs to completion, stops)
Event-driven → Pub/Sub + Cloud Run (decouples source from processing)

AWS and Azure have equivalents. The patterns stay the same.

That's the gap most people miss.

The engineers getting hired aren't the ones with impressive demos.

They're the ones who can answer: "How do we give this to real customers?"

Which pattern are you building with?

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3 production AI pattersn

If you want to build AI applications, you need to know how to deploy them.

Most tutorials skip this part entirely.

They end with "and now you have a working chatbot." Running on localhost. Useless for real customers.

Here's what they don't show you:

- TLS certificates
- Load balancers
- Database connections
- Environment variables and secrets
- CI/CD pipelines
- Networking and DNS
- Async work and message queues
- Container orchestration

This is real architecture. Even if a platform team handles it at your company, understanding how software gets to production matters.

I deploy AI applications three different ways depending on the situation:

1. PaaS (Render, Railway)

Push code. They handle infrastructure.

Best for: Side/solo projects, MVPs, "just get it live today."

Trade-off: Costs add up quickly once you scale.  

2. Cloud Platforms (AWS, GCP, Azure)

Managed services with real infrastructure control.

GCP Cloud Run is my default: containerised, scales to zero, pay for what you use. AWS has ECS and Lambda. Azure has Container Apps. All three work - pick one and learn it deeply.

Best for: Client work, production apps, anything enterprise.

Trade-off: Steep learning curve. Each platform has its own approach to IAM, networking, and secrets. Budget real time to learn.

3. VPS (DigitalOcean, Hetzner)

Rent a server. SSH in. Run everything yourself.

Best for: Cost optimisation, GPU workloads, learning how it actually works.

Trade-off: You're the ops team. Security, backups, uptime: all you.

There's no universal right answer.

Shipping a side project? Start with Render.

Building for clients who need scale? Learn a cloud platform.

Want full control and lowest cost? VPS.

Is this the complete picture? No. Every app has different needs.

What's your go-to deployment path?

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How to deploy AI apps to production

Qoder just launched their Teams Plan which brings agentic coding to enterprise software teams:

One of the challenges with agentic coding is working on larger real-world codebases. 

Qoder is an agentic coding platform that can search and reason across 100,000+ files, giving you deeper codebase understanding - not just individual files.. 

I use it as both a dedicated IDE and a CLI.

Here are the features worth knowing about:

1. Quest mode

This is a killer feature. Describe what you want. Qoder generates a spec, breaks it into tasks, and executes asynchronously.

You delegate, walk away, review completed work later.

This matches how we work as engineers: Plan > [tasks] > execute.

2. Repo wiki

Auto-generates documentation and keeps it in sync as code changes. Architecture overviews, module summaries, dependency maps.

3. Smart model routing

Qoder routes to the right model based on task complexity which makes token usage way more efficient. 

4. Teams Plan

→ $30/seat/month (minimum 2 seats)
→ 2,000 credits per seat
→ Centralized billing and admin console
→ SSO for team-wide access
→ Shared credit packages coming soon

Qoder is moving agentic coding from “nice to have” to serious infrastructure for enterprise software teams.

Check it out here: https://aisecret.co/Owain

If you want to get reliable data from LLMs, learn this essential technique:

The problem is simple:

LLMs return text. Your application needs structured data.

You ask for JSON. Sometimes you get JSON. Sometimes you get JSON wrapped in markdown. Sometimes you get a paragraph explaining the JSON.

Your code expects one format. The model gives you three.

This is why structured outputs exist.

What are structured outputs?

A way to force an LLM to return data in an exact format you define.

Instead of asking the model to return any old answer, you give it a schema. The model's output must match that schema. No exceptions.

When to use them:

→ Extracting information from text (names, dates, entities)
→ Classifying content into categories
→ Routing decisions in AI workflows
→ Any time downstream code expects specific fields

If your AI application needs predictable data from an LLM, don't rely on instructions.

Use structured outputs.

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Helping B2B Consultants & Exec Coaches book 5 meetings a week without spamming | Founder-Led Marketing | Aussie living in Germany

Struggling to grow your consulting business? Let’s change that.  

As a new consultant or coach, you might face challenges like:  

- Feeling unsure how to market your services.  
- Struggling to find clients who are ready to pay.  
- Feeling overwhelmed by managing time and tasks.  
- Not knowing how to build trust with your audience.  
- Wondering how to stand out when the market is crowded.  
- Worrying about how to scale your business without burning out.

Starting and growing a consulting business is tough, but it doesn’t have to be.  

That’s where I come in!  

I help new consultants like you:  

- Build confidence in your skills and services. 
- Position yourself as an expert your clients can trust.  
- Create strategies to find and attract your ideal clients.  
- Manage your time better so you don’t feel overwhelmed.  
- Grow your business step by step without sacrificing your personal life.  

I’ve worked with professionals who once felt stuck and unsure where to begin. 

With the right plan and support, they now feel confident, attract clients they love working with, and are growing their businesses.  

Here’s the truth: 

You don’t need to figure this out alone. 
You just need a proven system that works for you.  

If you’re ready to take the next step, send me a DM or email me at daniel @ daniellock.com

Let’s build the consulting business you’ve been dreaming of.

Daniel Lock

People don’t resist change.

They resist uncertainty.

They need clarity, guidance, and a sense of control.

This simple framework C.H.A.N.G.E. makes transformations stick:

Convey → Make the vision clear
Hear → Listen and channel concerns
Align → Connect changes to goals
Navigate → Guide through uncertainty
Gather → Collect feedback and adjust
Embed → Make it part of daily rhythm

But frameworks aren’t enough.

You also need action:

1/ Understand human behaviour
→People resist uncertainty, not change.

2/ Use data
→Track progress, fix small issues fast.

3/ Provide support continuously
→Guide, train, show up consistently

4/ Personalize your approach
→ Tailor communication for everyone
Change isn’t a checkbox.

It’s a process.

Get it right and your team will follow.


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👉 Change Director & Founder, Million Dollar Professional | Follow for posts on Consulting, Thought Leadership & Career Freedom

Many change efforts fail before they even start.

Not because of strategy.
Not because teams don’t work hard.

They fail because no one asked the right questions.

That’s where the 7 R’s of Change Management come in.
A simple set of questions that reveal blind spots
before they derail your transformation.

Ask yourself and your team:
– What’s the Reason for this change?
– What Return do we expect?
– Who Raised the change request?
– What Risks are tied to it?
– What’s the Relationship to existing processes?
– What Resources are needed?
– Who’s truly Responsible for delivering and sustaining it?

Here’s how to apply it:

1/ Run through all 7 before launching anything.
2/ Pause if you can’t clearly answer one, that’s your red flag.
3/ Use them in team meetings to align everyone’s understanding.
4/ Revisit regularly to keep the change on track.

Why it matters?
The 7 R’s stop blind spots, create accountability, and
bring order to the chaos of change.

The best leaders aren’t always the ones with big ideas.

They’re the ones who ask the right questions before they act.

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You don’t need a new change model.

You need people moving in the same direction.

Many change efforts fail today not because the strategy
is wrong but because the organization isn’t aligned.

That’s where the McKinsey 7S Model still earns its place.

It helps you see how your organization truly works, beyond charts and titles.

𝗧𝗵𝗲 𝟳 𝗲𝗹𝗲𝗺𝗲𝗻𝘁𝘀 𝗮𝗿𝗲:

𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 – Your plan to win and stay ahead.
𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲 – How you organize people to deliver.
𝗦𝘆𝘀𝘁𝗲𝗺𝘀 – The daily routines and processes that drive consistency.
𝗦𝘁𝘆𝗹𝗲 – How leaders actually behave, not what they say.
𝗦𝘁𝗮𝗳𝗳 – The talent you hire, grow, and retain.
𝗦𝗸𝗶𝗹𝗹𝘀 – What your team does better than anyone else.
𝗦𝗵𝗮𝗿𝗲𝗱 𝗩𝗮𝗹𝘂𝗲𝘀 – The beliefs that tie it all together.

When one shifts, the others move too.
That’s why change often feels harder than it looks on paper.

Most leaders jump straight to strategy or systems.

Great change leaders take a different path.
They start with alignment.
They look at how each “S” supports the next.

They ask:
✅Does our structure enable the strategy?
✅Do our systems reward the right behaviors?
✅Are our shared values visible in daily work?

They understand that change sticks when every part of the organization moves together.

When values guide actions.
When systems reinforce habits.
When leaders model the style they want to see.

That’s how transformation becomes real, not just another project.

Which “S” do you think most leaders overlook first?

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Leaders worry about strategy during transformation.

That’s rarely what breaks it.

Most transformations stall for quieter reasons.

Here are 10 pitfalls that quietly kill organizational change:

1/ No Clear, Compelling Case for Change
⤷ People won’t act if they don’t understand what’s at stake.
⤷ Show the cost of doing nothing with real examples

2/ Rushing the Rollout
⤷ Speed without readiness breaks trust.
⤷ Pilot first, scale in phases and include feedback
gates before full launch.

3/ Ignoring Emotions and Resistance
⤷ Resistance isn’t obstruction, it’s information.
⤷ Run listening sessions and address the top 2–3 concerns visibly.

4/ Poor One-way Communication
⤷ Top-down memos invite rumors.
⤷ Build a two-way plan for team conversations.

5/ Leaving Out Users and Front-liners
⤷ Changes decided in a vacuum don’t stick.
⤷ Co-design with key users and frontline reps.

6/ Over-reliance on Structure and Systems
⤷ Org charts alone don’t change behaviour.
⤷ Pair system changes with coaching and clear behaviour anchors.

7/ Overlooking Informal Power Networks
⤷ Trusted employees quietly shape opinions.
⤷ Identify them early and involve them. When they’re on board, others follow faster.

8/ Not Enough Leadership Visibility
⤷ Delegated programs get deprioritized.
⤷ Require leaders to model behaviours weekly and report progress publicly.

9/ Lack of Skills and Resources
⤷ Without training or time, people fail.
⤷ Build a skills matrix, fund critical training, and protect practice time.

10/ Using the Wrong Metrics
⤷ Measuring output hides adoption issues.
⤷ Track both adoption and outcomes. Review quarterly.

Avoid these, and transformation stops being a struggle.

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Many change leaders confuse empathy with being “nice.”

But empathy during change isn’t about comfort.

It’s about clarity, honesty, and understanding what
people actually experience.

The problem?

Most leaders stop at surface-level sympathy.

They say “I understand” but don’t adapt their approach.
They acknowledge stress but don’t reduce uncertainty.
They want people to feel heard, but don’t act on what they hear.

Real empathy looks like this:

You make people feel seen.
You spot the fears behind resistance.
You create space for honest feedback early.
You see the change from people’s point of view.
You communicate in a way that reduces uncertainty.
You adapt based on what people actually experience. You understand how it impacts their day and workload.

Empathy is not softness.

It’s a leadership skill that removes resistance
before it becomes a roadblock.

The best change leaders don’t just understand their people.

They change their approach because they understand.

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Project managers and change managers often work
on the same initiative.

That’s exactly why leaders mix them up.

On the surface, they look similar.

Both plan.
Both manage risk.
Both work with stakeholders.

But they are solving different problems.

↳ Project management focuses on the work.
Tasks, milestones, scope and delivery.

↳ Change leadership focuses on people.
Behaviour, adoption, mindsets and trust.

↳ Projects have a clear end date.
↳ Change continues long after go live.

Here’s where they overlap.

1/ Shared goal
Both exist to improve the chances of success.

2/ Planning and execution
Both require structure, timelines, and coordination.

3/ Risk management
Both identify what could go wrong and reduce the impact.

4/ Stakeholder engagement
Both depend on communication and alignment.

Knowing the difference is what separates delivering a project from delivering lasting impact.

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Most change leaders think great ideas are enough.

But without a strong story, they hit a wall everytime

I’ve seen great strategies fall flat.
Watched investors lose interest.
Felt teams lose their spark.

It’s not about the data alone.

It’s about how you tell the story.

If you want to lead change that sticks,
you need the right storytelling frameworks.

These 6 will transform the way you communicate:

1/ The Golden Circle (Simon Sinek)
→ Start with WHY your purpose or belief
→ Then explain HOW you do things differently.
→ Finally, share WHAT you actually offer.

This inspires people to connect on a
deeper level and take action.

2/ The StoryBrand Framework(Donald Miller)
→ Make your customer the hero of the story.
→ Identify their problem.
→ Position your company as the guide with a clear plan.
→ Show how they avoid failure and achieve success.

Puts your audience at the center
and drives engagement.

3/ The Pyramid Principle (Barbara Minto)
→ Lead with your main message.
→ Follow with grouped supporting evidence.
→ Only then dive into the finer details if needed.

Perfect for pitching strategies, reports, or
complex ideas clearly.

4/ The Pixar Pitch
→ Set the scene: “Once upon a time…”
→ Describe everyday life: “Every day…”
→ Introduce a challenge: “One day…”
→ Show the consequences: “Because of that…”
→ Resolve the story: “Until finally…”

This builds emotional connection
and memorable narratives.

5/ What, So What, Now What
→ Start by stating the facts clearly (What).
→ Explain why it matters (So What).
→ End with recommended next steps (Now What).

Perfect for lessons learned, reviews,
or team reflections.

6/ The ABT Framework (And, But, Therefore)
→ Start with shared facts or agreement (And).
→ Introduce the problem or conflict (But).
→ Offer your solution or call to action (Therefore).

Keeps your message clear, concise,
and persuasive.

If you want to lead change, facts alone won’t cut it.

You need stories that inspire belief and move people to act.

Which of these frameworks do you already use?
Or which one are you curious to try next?

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Top change leaders aren’t born, they’re built.

Master the same elite skills for free.

Straight from the world’s best universities:

1/ Remove Barriers to Change – University of Pennsylvania
Master change management, leadership,
problem-solving, and organizational development.
Duration: 1–4 weeks | Beginner

2/ Organizational Analysis – Stanford
Decode behavior, drive change,
and lead organizations through tough transitions.
Duration: 1–3 months | Beginner

3/ Leading Transformations – Macquarie University
Step up your strategy, leadership, and change skills.
Duration: 1–3 months | Beginner

4/ Connected Leadership – Yale
Lead people, manage processes,
and build strong change-ready teams.
Duration: 1–3 months | Beginner

5/ Managing Emotions in Times of Uncertainty & Stress – Yale
Master emotional intelligence to guide
teams through uncertainty.
Duration: 1–3 months | Beginner

6/ Foundations of Project Management – Google
Get hands-on with change management
and leading complex projects.
Duration: 1–4 weeks | Beginner

7/ Exercising Leadership – Harvard
Tackle complex organizational challenges
with a fresh leadership lens.
Duration: 3 days | Intermediate

8/ Leadership in 21st Century Organizations – Copenhagen Business School
Adapt your leadership style for today’s
fast-changing business world.
Duration: 10–15 hours | Beginner

All free.
All online.
All from the best.

Know any other powerful courses?

Drop them below and share with the community.

Save this for later, your future team will thank you.

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Your culture isn’t in your values deck.

It’s in how your people feel at 8PM on Sunday night.

Dread?

Or purpose?

If it’s dread, start here

How To Build a Culture People Don’t Dread Returning To:

1. Show people they matter
→ Ask about what’s going on in their life
→ Remember the little things that are big to them
→ Acknowledge their efforts and say thank you often

2. Create emotional safety
→ Start meetings with open check-ins
→ Encourage dissent without consequences
→ Reward truth-telling, even when it’s uncomfortable

3. Make trust your default
→ Listen to understand, not just to respond
→ Stand by your team when things get tough
→ Give ownership, don’t hover over every decision

4. Help people grow on purpose
→ Learn what they want for their future
→ Offer growth conversations beyond annual reviews
→ Pair them with mentors and give room to try, fail, learn

5. Respect life beyond the job
→ Encourage real breaks, not just permission for them
→ Honour time off, no guilt, no side comments
→ Protect evenings, weekends, and personal space

6. Model what you preach
→ Be honest about your own stress, mistakes, and boundaries
→ Show it’s okay to be human at work
→ Walk the floor. Don’t lead from behind closed doors

Because culture isn’t built in the boardroom.

It’s built in every daily interaction.

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RIP McKinsey.

10 AI prompts that replace a $500/hr consultant.

1/ SWOT Analysis
Act as a business strategist. Create a SWOT analysis for [INSERT BUSINESS] in the [INSERT INDUSTRY], using competitive landscape data and internal factors.

2/ Value Proposition
Write a compelling value proposition for [BRAND or PRODUCT] that highlights customer pain, the solution, and key differentiators.

3/ Growth Levers
Identify 5 scalable growth levers for a [TYPE OF BUSINESS], focusing on revenue expansion, operational leverage, and brand amplification.

4/ Revenue Model Canvas
Build a lean revenue model for a business offering [PRODUCT/SERVICE], including ideal pricing, CAC, LTV, and monthly recurring revenue projection.

5/ Pricing Strategy
Act as a pricing expert. Suggest 3 pricing strategies for [OFFER] targeting [SEGMENT], using value-based pricing, tiering, and competitive positioning.

6/ Go-to-Market Plan
Develop a go-to-market strategy for launching [PRODUCT] to [TARGET MARKET], covering positioning, channels, acquisition, and launch metrics.

7/ 30-60-90 Plan
Create a 30-60-90 day performance plan for a new [INSERT ROLE] joining [COMPANY], including onboarding goals, KPIs, and early wins.

8/ KPI Dashboard Blueprint
List the 7 most important KPIs for a [BUSINESS TYPE] to track across acquisition, retention, product usage, and financial health.

9/ Churn Fix
Recommend 3 evidence-based strategies to reduce churn for a SaaS product serving [TARGET CUSTOMER], using customer behavior and feedback loops.

10/ Pivot Ideas
Suggest 3 smart pivot directions for a startup struggling with [SPECIFIC PROBLEM], including new customer segments, use cases, or product angles.

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Everyone talks about change.

Few know how to lead it.

Most leaders think announcing change
is the same as leading it. It’s not.

True change leadership starts with intention and discipline.

Here’s how to lead it well:
1. Define:
↳ Start by defining "why" change matters.
↳ Tie every decision to business value.
↳ People move faster when the “why” is clear.

2. Discover:
↳ Get honest about where you stand.
↳ Identify gaps and align teams
↳ Map what success looks like.

3. Design:
↳ Create a plan that connects vision to action.
↳ Decide who leads what.
↳ Communicate the path forward.

4. Develop:
↳ Kick off with energy and ownership.
↳ Track progress and hold leaders accountable.
↳ Sustain momentum through constant communication.

5. Deploy:
↳ Close strong.
↳ Evaluate what worked and document lessons.
↳ Change only sticks when you reinforce it.

Change isn’t a checklist.

It’s leadership in motion.

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Everyone wants the “perfect” leadership style.

But the truth? It doesn’t exist.

What works in one team can fail in another.

Great leaders know how to switch gears.

Here are 9 leadership styles you can adapt:

1/ Visionary Leadership
→ Paint the future so clearly your people can already see it
→ Works best when driving bold innovation or creating new markets

2/ Delegative Leadership
→ Hand over responsibility and trust your people
→ Useful when your team is highly skilled and independent

3/ Democratic Leadership
→ Invite input, weigh opinions, then decide with clarity
→ Helps when collaboration sparks stronger outcomes

4/ Bureaucratic Leadership
→ Follow structure, rules, and proven processes
→ Effective in industries where compliance can’t be ignored

5/ Autocratic Leadership
→ Make firm decisions without waiting for consensus
→ Critical in crises or high-stakes situations

6/ Charismatic Leadership
→ Inspire with vision, presence, and powerful words
→ Builds belief during times of change

7/ Laissez-Faire Leadership
→ Provide resources and broad goals, then step back
→ Perfect for creative teams that thrive on freedom

8/ Coaching Leadership
→ Develop people with questions, feedback, and guidance
→ Great when long-term talent growth matters most

9/ Servant Leadership
→ Remove barriers, support your team, put people first
→ Strengthens loyalty and culture over the long term

Leadership isn’t about sticking to one style.

It’s about shifting when the moment demands it.

P.S. Which style do you find yourself using most often?

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People don’t leave jobs because the work is hard.

They leave because the environment wears them down.

Leadership sets that environment.

A manager decides how pressure is felt.
How mistakes are handled.
How safe it feels to speak, ask, or pause.

That daily experience compounds.
Support reduces stress and clarity lowers mental noise.

Here are 5 Ways Leaders Shape Team Mental Health:

1/ Replace guessing with check-ins
↳ Ask one clear question weekly
↳ Capture themes before jumping to solutions.

2/ Make expectations visible
↳ Write what “good work” looks like before work starts
↳ Anxiety drops when people know how they’ll be evaluated.

3/ Reduce surprise pressure
↳ No last-minute urgency unless it is truly urgent
↳ Predictability protects focus and energy.

4/ Respond to mistakes in public, correct in private
↳ Praise learning openly
↳ Address errors one-on-one, with next steps

5/ Close the loop consistently
↳ Every request gets a response
↳ Silence creates stress. Clarity creates stability.

When leadership is strong, people don’t spend energy protecting themselves.

They spend it doing good work.
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The fastest way to lose trust during change?

Move ahead without bringing people with you.

Your role as a leader isn’t just to roll out change.
It’s to walk people through it.

Here’s how to lead change with clarity, empathy, and trust.

PHASE 1: AWARENESS
“This is happening.”
Your role as a leader:
→ Explain the why behind the change, the business
need, the long-term vision.
→ Be honest about what you know and what you don’t.
→ Set expectations: what’s changing, when,
and how it affects them.

PHASE 2: UNDERSTANDING
“What does this mean for me?”
Your job as a leader:
→ Personalize the message.
→ Show each team or function how the change
connects to their work.
→ Acknowledge anxiety, don’t minimize it.

PHASE 3: ACCEPTANCE
“Okay… this is real.”
Your role as a leader:
→ Build belief through consistent communication and action.
→ Show visible progress.
→ Reinforce that they’re not alone in the transition.

PHASE 4: ADOPTION
“This is how we do things now.”
Your role as a leader:
→ Keep momentum high.
→ Address any lingering friction or confusion.
→ Publicly reward behaviour aligned with the new direction.

PHASE 5: EMBED & SUSTAIN
“This is who we are.”
Your role as a leader:
→ Keep the vision visible make it part of how
decisions are made.
→ Regularly revisit “why we changed” and celebrate
how far you’ve come.
→ Help new people integrate into the new way of working.

Change is not a strategy.

It’s a relationship between leadership and people.

And like any relationship, it takes communication,
trust, and time.

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A Leader’s Guide to Implementing Change

Most people think success is built on giant leaps.

Quitting your job. Landing a huge deal.

But that’s not it.

Real success?

It’s built with small, consistent habits.

The kind that don’t feel “life-changing” in the moment,
but add up to something massive over time.

Here are 15 small habits that can change your life
if you stick with them:

1. Wake up at the same time daily to build consistency
2. Prioritise your health like your life depends on it
3. Feed your brain—read 10 pages of a book daily
4. Track your energy levels, not just your time
5. Write down 3 priorities each morning
6. Apply the 80/20 rule to everything
7. Give yourself time before jumping into work
8. Each week, identify one habit or task to let go of
9. Break routine—try something unexpected each week
10. Use the two-minute rule to get things done faster
11. Send a “thank-you” voice note every day
12. Swap social media time for brain-engaging tasks
13. Reflect for 15 minutes each week on what you learned
14. Practice one act of kindness every day
15. Say “NO” more often – Protect your time and focus

Start with one. Stick to it.

Let consistency do the heavy lifting.

What other habits would you add to this list?

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If your job title disappeared today, who would you be?

Many professionals pin their future to a job title.

It feels safe.
But here’s the hard truth: your job isn’t your identity.

Because what happens when the company restructures?
When the role disappears?
When the title no longer exists?

People often confuse what they do with who they are.

That’s why so many feel lost when they think about building something of their own.

Stop attaching your identity to a company.
Start attaching it to a purpose.

Instead of:
→ “What’s my job description?”
Ask:
→ “What impact do I want to make?”

How to start making the shift:
1/ Define the mission you care about most.
⤷ What problem do you want to solve long-term?

2/ Audit your skills.
⤷ Which strengths can be packaged into solutions for others?

3/ Build visibility beyond your employer.
⤷ Start sharing insights, speaking, writing.

4/ Test your value in new spaces.
⤷ Side projects, consulting, collaborations.

5/ Introduce yourself by the value you create, not the seat you hold.

A company can give you a role.
Only purpose can give you an identity.

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High performers don’t apologize for being themselves.

They know their value.

They respect their own time and ideas.

They lead with clarity, not constant disclaimers.

Here’s the truth:

Every unnecessary apology chips away at your credibility. Your confidence. Your influence.

1/ Stop saying:
❌ “Sorry to bother you.”
Say instead:
✅ “Do you have a minute to discuss [specific topic]?”

2/ Stop saying:
❌ “Sorry if I’m being too direct.”
Say instead:
✅ “Let me be clear and direct.”

3/ Stop saying:
❌ “Sorry, this might be a stupid idea.”
Say instead:
✅ “Here’s an idea I believe is worth exploring.”

4/ Stop saying:
❌ “Sorry for asking again.”
Say instead:
✅ “Just checking in for clarity, can we revisit this?”

5/ Stop saying:
❌ “Sorry for the delay.”
Say instead:
✅ “The revised delivery date is [date]. Here’s our recovery plan.”

6/ Stop saying:
❌ “Sorry, I need to take Friday off.”
Say instead:
✅ “I’m taking Friday off. All pending items will be handled.”

7/ Stop saying:
❌ “Sorry, I can’t help right now.”
Say instead:
✅ “I’m focused on [priority] until 3pm. Let’s connect after.”

8/ Stop saying:
❌ “Sorry, but I see it differently.”
Say instead:
✅ “I have a different perspective to consider.”

9/ Stop saying:
❌ “Sorry, I just got lucky.”
Say instead:
✅ “I worked hard for this, and I’m proud of it.”

10/ Stop saying:
❌ “Sorry, can I ask a question?”
Say instead:
✅ "I’d like to understand"

Your words shape how others see you

and how you see yourself.

Speak with confidence. Lead without apology.

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Someone less qualified than you is living your dream.

Not because they’re better, 
but because they took action.

That’s the uncomfortable truth: belief plus action
beats talent plus hesitation every single time.

Employment is one path.
It gives stability, a paycheck, and predictability.

But it’s not the only path.

The people you look up to?
They chose to build.
They chose to own.
They chose discomfort.

Because the gap between where you are and
where you want to be isn’t knowledge, resources or luck.

The gap is:
→ Action: doing before it feels certain
→ Consistency: showing up after the excitement fades
→ Ownership: choosing to bet on yourself, not just your employer

If freedom is the goal, you won’t find it by waiting.
You’ll find it by building.

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Culture isn’t built on perks.

It’s built on how people feel at work.

No one joins a company for the office décor.
Or stays because there’s free beer on Fridays.

What actually matters?

✅ Being treated with respect
✅ Having leaders who listen
✅ Working with honesty and transparency
✅ Feeling safe to speak up
✅ Knowing their work has purpose
✅ Having flexibility without guilt

That’s the culture employees care about.

The kind that keeps people motivated, loyal, and
proud to stay.

Because when the values are strong,
the gimmicks don’t matter.

And when they’re missing, no amount of pizza parties can fix it.

So if you want to attract and retain top talent:

Build a culture that actually cares.
Not one that just pretends to.

What's one thing you think truly makes people stay?

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Most meetings die in indecision.

Here’s one simple framework to fix that.

The 1-3-1 method.

It’s a simple decision-making framework to cut
confusion and move forward fast.

Perfect for managers who need to:
→ Tackle tough issues
→ Evaluate changes
→ Review options

Why it works:

It makes your thinking transparent, so your team
understands exactly how you reached a recommendation.

How it works:

1️⃣ One problem, clearly defined
→ What is the problem?
→ Why are we solving it?
→ What outcome are we aiming for?

2️⃣ Three possible solutions
→ Present 3 options.
→ Show you’ve considered different angles, 
not just one idea.

3️⃣ One recommendation
→ Explain why you chose this option.
→ Clarify your decision criteria.
→ Build trust by making your reasoning visible.

Confident leaders don’t guess in meetings. They guide.

The 1-3-1 method makes it simple.

PS — Have you ever tried this method?

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The Battle

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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);}Owain Lewis's LinkedIn Performance

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