Noemi Kis✨

Founder, CEO

Serial Entrepreneur / AI enthusiast / TEDx speaker

Hey there! 👋

I write about ideas for building a microbusiness.

I used this model to build a 7-figure company and grow a community of 160K+ on LinkedIn. Now, I help non-techie execs and founders do the same.

Get the 50 high margin business ideas FREE when you join.

Join here: https://stan.store/NoemiKis

Brands & sponsorship inquiries: hello@noemikis.com

AquaQuote is a global digital marketplace for buying and selling industrial water treatment products in the aftermarket space.  Brands have an opportunity to digitize their catalog and offer their products to a wider audience, while end users can easily find and purchase products via a self-service dashboard.  We focus on fast and excellent customer service and sourcing products from the best suppliers with the shortest lead times. 

The riskiest chance you’ll ever take?

The one you don’t take.

Everyone obsesses over the price of taking a chance:

↳ "What if I fail?"
↳ "What if I lose money?"
↳ "What if people judge me?"

But nobody talks about the cost of inaction. The price of staying exactly where you are.

Here's what standing still actually costs you:

1. Opportunity cost

↳ Someone else gets ahead while you hesitate
↳ Competitors learn from mistakes while you research
↳ Markets move whether you're ready or not

2. Compound cost

↳ Skills become harder to learn with time
↳ Networks become harder to access later
↳ Momentum you don't create keeps you stuck

3. Time cost

↳ You can recover from failed business
↳ You can't recover wasted years
↳ Time is the only resource you can't earn back

Most people spend so much energy avoiding short-term discomfort that they guarantee long-term regret.

So you only really have 2 options:

Take the risk now, or pay for it every day you don’t.

Because regret is the most expensive bill you’ll ever get.

Found this valuable? Please reshare with your network! ♻️

And follow @Noemi Kis✨ for daily growth tips!

Microbusiness Ideas / AI enthusiast / TEDx speaker

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

👋 Hi there!  

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

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

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

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

We specialize in designing and building: 

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

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

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

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

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

Let’s build something amazing. 

- Elijah

Elijah Szasz

Starting something new can be terrifying. 

And I think that's the point.

Here's what I've learned about fear:

It's a terrible measure of readiness.

Most high performers misread the signal.

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

None of that is true.

Fear doesn't measure your capability.

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

That distance is supposed to exist.

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

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

It's a compass.

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

Here's the reframe that changed how I operate:

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

Both feel like threat.

The job is to get better at telling them apart.

Danger says: "Turn back."

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

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

The hardest system to debug
is your own perception.

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

So before you let hesitation
make the decision for you:

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

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

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

Fear isn't the enemy of good decisions.

Mistaking it for certainty is.

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

Founder | Follow to leverage AI in Products & Leadership

You likely already know what you need to do.

You're just waiting for permission to admit it.

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

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

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

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

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

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

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

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

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

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

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

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

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

You think your team has a performance problem.

They have a safety problem.

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

Tight systems.
High standards.
No excuses.

And underneath it all:

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

Here's what nobody tells you about scaling:

Your stress is not private.

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

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

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

they will stop giving you bad news.

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

That's a signal problem.

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

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

The fix isn't another system.

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

Calm is a leadership output.
Not a personality trait.

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

That's how you actually scale.

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

Ask yourself:

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

→ How did you respond?

→ What did that response teach them?

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

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

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

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

The worst leaders I've worked with

had one thing in common.

They confused control with power.

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

And their best people kept leaving.

Here's what took me years to learn:

Control is a grip.
Power is a lift.

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

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

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

Not dangerous to themselves.
Dangerous to the competition.

That requires you to loosen the grip.

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

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

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

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

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

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

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

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

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

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

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

→ Always available
→ Always fixing
→ Always stepping in


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

Until you step away.
And things stall.

That’s the signal.

Not of commitment,
but of control.

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

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

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

Leadership is a system,
not a performance.

Three reframes that unlock real leadership:

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

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

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

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

Strong leaders don’t disappear.
They become unnecessary.

That’s not neglect.
That’s success.

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

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

The most dangerous lie high-achievers tell themselves:

"I need to be more disciplined."

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

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

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

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

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

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

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

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

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

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

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

Your best people aren't burning out.

They're checking out.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Many don't fail because they lack discipline.  

They fail because their system is flawed.

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

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

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

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

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

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

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

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

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

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

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

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

Your inner circle is your competitive advantage.

Guard it like your most important asset.

Most people treat their network
like a numbers game.

More connections, more reach, more noise.

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

The curious ones keep you sharp.

The driven ones raise the bar.

The grateful ones keep you grounded.

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

The ones still growing
are proof that growth never stops.

That's the tribe worth protecting.

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

Here's the law:

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

Choose deliberately.
Audit often.
Prune without guilt.

Your business can survive a bad quarter.

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

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

Screens are rooms now.

And most founders are ignoring that.

In-person will always matter.

But attention is the real currency.

A screen holds attention.

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

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

The difference?

You can’t clone yourself for conferences.

But you can replicate yourself on camera.

That’s leverage.

Look at any high-output founder.

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

→ Production
↳ Cameras, editors, studios

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

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

And here’s the part most people ignore:

Scale costs money.

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

You can talk in a room for 50 people.

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

AI makes this even more interesting.

Because now:

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

The Renaissance of in-person is coming.

But the founders who win
will understand both rooms.

The physical one.
And the digital one.

Build rapport.

Then build systems.

One scales.
One compounds.

Use both.

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

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

You don’t need a perfect plan.  

You need a first move.

Progress isn’t built  
in polished moments.

It’s built in messy starts.

Most people delay action  
because they want certainty.

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

That’s not leadership.

That’s fear disguised as preparation.

Every meaningful thing I’ve built  
started incomplete.

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

But action clarified what thinking never could.

Here’s the shift:

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

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

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

Perfection is a moving target.

Progress is a decision.

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

That’s where momentum lives.

You don’t need everything figured out.

You need enough courage  
to begin.

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

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

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