CEO, Highland & Haskill Creek • Founder of Classy (acq. by GoFundMe) • Founder of nonprofit, Save Farmland

Every week I tackle management, operations & startup topics that are helping 250,000+ people. Sign up free: www.scotchisholm.com

I also run a leadership accelerator that helps founders develop into top CEOs. Apply here: https://joinhighland.com/apply/

My backstory: 

🚀 Founder of Classy, SaaS for nonprofits raising billions per year

🎗️ Acquired by GoFundMe in ‘22 to create largest giving platform in the world

🌲 Investor in dozens of startups out of family fund, Tall Timbers Holding Co, (Ripple, FanDuel, Hubble, Casetext, etc.)

🏔️ Founder of Highland, leadership accelerator & community for founders

🏡 Co-founder of Haskill Creek, modernized & healthier version of a Walgreens or CVS 

⚽️ Co-owner of Albion Soccer Club, top youth soccer club in country

🧑🏼‍🌾 Founder of Save Farmland, a nonprofit protecting local farmland & food 

⚙️ Industrial engineer & lean six sigma nerd, UMass Amherst grad 

❤️ Board experience: Nature Conservancy, Abundant Montana, Team Rubicon, Street Soccer USA, Montana Pediatric Cancer Foundation

It's been a wild ride. If you're interested in any of the above, please visit my website and reach out to me there. 

www.scotchisholm.com

Scot Chisholm

CEO at C-Serv | Helping tech companies generating $100M+ in ARR build, scale and expand high-performing teams globally

👋 Hi, I’m Amy, CEO of C-Serv. We build world-class tech teams for fast-growing companies—delivering complex projects across 50+ countries. 
 
Our story began in 2013 as an IT consulting and managed services firm, solving critical challenges across networking and cybersecurity for clients around the world.
 
Along the way, we faced the same problems many technology leaders do: reactive hiring cycles, a flood of poorly matched CVs, and overstretched internal teams struggling to find the right people—quickly.

So, we brought talent acquisition in-house and built a delivery model focused on technical depth, speed, and real alignment to project outcomes.
 
That decision still drives us today. We empower companies with exceptional tech teams and create opportunities that make a lasting impact.
 
What sets us apart: 
-       Partnership-driven approach
-       End-to-end workforce solutions
-       Specialized tech expertise
-       Global reach, local insight
 
We built this company on empathy, kindness, and integrity.

I believe in leading with honesty, putting people first, and working with innovative companies that value culture and want to make a difference.
 
Who we are: 
 
💎  A team of A-players who care about exceptional work
🤝  Ethical and kind: no politics, no ego
🚀  Growth-oriented: we move fast and raise the bar
 
Besides being a CEO, I share insights on leadership, business growth, and building high-performing teams.
 
If you’d like to work with C-Serv or explore how we could collaborate, visit www.c-serv.com or email us at info@c-serv.com

Amy Gibson

You have 24 hours every day.
How you spend them impacts everything. 

I've seen leaders burn out trying to do everything.
And I've watched their teams feel the ripple effects. 

It’s not about working less.
It's about making space for what matters most. 

That's where the 8-8-8 Rule helps:

8 hours for your personal life.
8 hours for work.
8 hours for sleep.

🧘 For Your Personal Life

The leaders who thrive prioritize rest and relationships.
You can't pour into others when your own cup is empty. 
And your team feels it when you’ve stopped looking after yourself. 

→ Set a clear end to workday 
→ Block time for movement and connection
→ Mute notifications after hours

💼 For Your Work

It’s all about how you use your hours throughout the day.
Focused, intentional time beats constant availability.
And your team needs your clarity more than your clocked-in hours.

→ Block time for deep work 
→ Schedule essential meetings only
→ Protect distraction-free focus time

😴 For Your Sleep

Sleep isn't a luxury. It's the foundation of every decision.
Without it, you're leading on autopilot.
And poor sleep quality destroys good judgment.

→ Keep a consistent bedtime
→ Wind down without screens
→ Treat rest as a responsibility
But when you give time to all three —
yourself, your work, and your rest —
You’ll lead with more clarity and presence.

That’s the kind of leadership that lasts.

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CEO at C-Serv | Helping high-growth companies build and scale world-class tech teams.

9 traits that show you’re already a leader.

(Even if your title doesn’t say so.)

The new hire who spots and solves problems.
The intern who always makes time to help others.
The teammate who stands up for what's right.

Leadership isn't given in a promotion letter.

It's earned every day, one action at a time.

Here are 9 signs you're already leading,
whether you realize it or not:

1. You Take Initiative
↳ When others wait for direction, you create the path
↳ Problems don't intimidate you: they energize you

2. You're Authentic
↳ What they see is what they get
↳ You don't hide behind corporate jargon.

3. You Have Integrity
↳ You live your principles every single day
↳ Even when the easy path calls, you choose right

4. You Show Empathy
↳ You spot the unspoken struggles
↳ You know when to support instead of solve.

5. You Empower Others
↳ You’ll feel proud when your people succeed.
↳ You share knowledge like it's going out of style

6. You're Accountable
↳ No finger-pointing when things go wrong
↳ You face challenges with courage and honesty

7. You Keep Your Word
↳ If you say it'll happen, it happens
↳ Your team sleep better knowing you’ve got their back.

8. You're Self-Motivated
↳ Motivation? It comes from within
↳ You set your own high standards

9. You've Earned Your Team's Respect
↳ Not because of your position
↳ But because of who you are and how you show up

The truth about leadership?

It's not about the meetings you run
or the decisions you control.

It's about how you show up every day.
The impact you choose to make.
And the people you choose to serve.

Remember:

You don't need permission to start.

You can be a leader at any level.

Which of these traits is most important to you?

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10 signs you're an unstoppable person:


1️⃣ You work hard even without recognition
↳ Knowing what drives you keeps you going
↳ Internal motivation outlasts any award

2️⃣ You build habits, not just goals
↳ Daily routines make progress happen without thinking
↳ Systems beat motivation every time

3️⃣ You act before you feel ready
↳ Starting with what you know builds momentum
↳ Confidence follows action, not the other way around

4️⃣ You guard your time and energy
↳ Saying no protects what matters most
↳ Focused energy drives real progress

5️⃣ You learn from failure instead of avoiding it
↳ Every setback carries a lesson worth finding
↳ Mistakes become data, not defeats

6️⃣ You take breaks without feeling bad
↳ Treating recovery like a priority makes it happen
↳ Rest fuels better work, not weaker results

7️⃣ You request help when you need it
↳ Asking for support is smart problem-solving
↳ No one builds anything meaningful alone

8️⃣ You ask questions when problems arise
↳ Curiosity leads to solutions faster than assumptions
↳ Questions open doors that defensiveness closes

9️⃣ You feel good about others' success
↳ Celebrating others doesn't diminish your own progress
↳ There's enough success to go around

🔟 You admit mistakes and move on
↳ Acknowledging mistakes quickly clears the path forward
↳ Moving forward matters more than being right

I've watched people accomplish incredible things.
Not because they had it all figured out.

But because they refused to quit.


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Teams that stay typically have 1 thing in common:
Leaders who make them want to.

Here's how to build a team that stays:

1 / Listen first, then lead
→ People often know what they need
→ Ask "what would help?" then make space to hear it

2 / Show up consistently
→ Trust builds through small repeated moments
→ Respond calmly when things get messy

3 / Create psychological safety
→ Teams thrive when people can share unfinished ideas
→ Admit when you're unsure to make it safe for them too

4 / Invest in personal growth
→ Ask what they want beyond their current role
→ Help them build skills that matter to them

5 / Recognize effort and progress
→ Notice the struggle, not just the results
→ Say "I see how hard you're working" out loud

6 / Clarify roles and ownership
→ Confusion drains energy from teams
→ Make sure everyone knows who decides what

7 / Define what matters most
→ People stay when they know why their work matters
→ Tell them how their work connects to the bigger goal

People don't stay for perks.

They stay for leaders who see them, support them, and help them grow.

Be that leader.

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The smallest gestures often create the loudest impact.

Not the grand announcements.
Not the company-wide initiatives.

But the small, human moments, when someone
truly sees you.

Like when your manager sends a text before your
big presentation.

Because they remembered how much this means to you.

Or when a colleague quietly takes the worst task off
your plate.

Because they noticed you were underwater.

These tiny acts ripple through teams in ways we rarely measure.

What I've discovered about kindness at work?

• It multiplies when witnessed
• It costs nothing but changes everything
• It builds trust faster than any team exercise

The most powerful leaders I know don't talk about
kindness.

They just live it.

They're the ones who:

→ Block their calendar to help you grow
→ Step in silently during your crisis
→ Share credit like it’s infinite

They understand this:

People forget your achievements.
They forget your titles.
They even forget your mistakes.

But they never forget how you made them feel during
their hardest days.

That’s when kindness becomes legacy.

When your actions echo long after you’ve left the room.

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Leading with heart isn't soft leadership.

It means caring about your team's well-being as much as their performance.

Being present when it matters most.

Making space for the human moments that build real trust.

Here are 11 laws that strengthen heart-led leadership:

1️⃣ Take care of yourself first
↳ You can't lead well when you're running on empty
↳ Schedule rest like you schedule meetings

2️⃣ Check in with your team regularly
↳ Consistent conversations catch problems early
↳ Protect your one-on-ones from getting canceled

3️⃣ Build trust before giving advice
↳ People need to feel safe before they'll listen
↳ Listen more than you talk at first

4️⃣ Stay present during hard conversations
↳ Don't rush past the uncomfortable moments
↳ Put the phone away and stay in the room

5️⃣ Give your full attention when it matters
↳ Ten focused minutes beats an hour of distraction
↳ Close your laptop when someone needs you

6️⃣ Recognize effort, not just outcomes
↳ Acknowledge the work even when results fall short
↳ Point out the progress you see

7️⃣ Listen first, then problem solve
↳ Sometimes people need to be heard more than fixed
↳ Ask if they want input or just to talk

8️⃣ Assume positive intent always
↳ Believe people mean well even when things go wrong
↳ Ask questions instead of making judgments

9️⃣ Share your own struggles
↳ Let your team see you're human too
↳ Talk about what you're working on

🔟 Protect your team from unnecessary stress
↳ Shield them from chaos that doesn't serve them
↳ Filter what reaches them and explain why

1️⃣1️⃣ Keep your promises
↳ Following through builds trust faster than anything
↳ Write down what you commit to

Leadership is less about being in charge.

And more about taking care of those in your charge.

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Your team's loyalty isn't built in one moment.
It's built in hundreds of small ones.
Here are 11 small acts that build team loyalty:

1 / Check in with them when they go quiet
→ Hard moments show who really cares
→ Ask "how are you really doing?" when you notice stress

2 / Have their backs even when it's hard
→ Support them in public when others disagree
→ Back them first, talk about concerns privately later

3 / Keep confidential information private
→ Breaking their trust once destroys it forever
→ Treat every conversation like it could be repeated

4 / Be transparent and honest, even when the news is bad
→ Being surprised feels worse than the bad news itself
→ Share what you know as soon as you know it

5 / Own your mistakes before anyone asks
→ Leaders who blame others teach their teams to do the same
→ Take responsibility before anyone has to ask

6 / Mention their contributions when talking about the work
→ Recognition matters most when others are watching
→ Say who did the work every single time

7 / Follow through on every commitment you make
→ Broken promises add up to broken trust
→ Write down what you promise and check it off

8 / Get their input before announcing changes to their work
→ Asking after you've decided feels fake
→ Include them while you're still deciding

9 / Say 'I don't know' instead of pretending you do
→ Faking it creates doubt, honesty builds trust
→ Say "I need to find out" instead of guessing

10 / Explain your reasoning when you say no
→ "No" without an explanation feels dismissive
→ Share why you made your decision

11 / Listen to understand, not to prepare your response
→ People can tell when you're just waiting to talk
→ Pause after they finish before you respond

Loyalty compounds over time.

Small acts repeated consistently matter more than grand gestures done once.

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Most people react under pressure.
Emotionally intelligent people respond with intention.

I've watched stressful moments reveal who people really are.

Credit to Chris Donnelly for this graphic.

It shows how the right phrases help you respond with emotional intelligence instead of just reacting.

Here are 6 shifts that make the difference:

❌ "We need to fix everything right now."
✅ "Let's focus on what we can control right now."

❌ "I'll get back to you later."
✅ "I need a moment to process this before responding."

❌ "Just figure it out."
✅ "What do you think is the best approach here?"

❌ "What's the problem?"
✅ "What's your biggest concern about this?"

❌ "This is too big to handle."
✅ "Let's break this down into smaller steps."

❌ "You need to handle this alone."
✅ "How can I support you right now?"

The words you choose under pressure don't just solve problems.

They show people how you lead when things get hard.

Emotional intelligence isn't about having all the answers.
It's about responding with intention instead of reaction.

One phrase at a time.

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High IQ doesn’t always mean high EQ.
9 EQ mistakes even the most intelligent people can make:

1 / Taking Things Personally
→ Making feedback about themselves, not the work
→ Treating it as data separates ego from improvement

2 / Hiding Uncertainty
→ Acting like they have all answers creates distance
→ Admitting doubt builds trust

3 / Dismissing Emotions
→ Focusing only on logic ignores half the picture
→ Acknowledge feelings before problem-solving

4 / Reacting Too Quickly
→ Responding immediately escalates tension
→ Taking a breath creates better outcomes

5 / Solving Before Listening
→ Jumping to solutions shuts people down
→ Ask questions and understand first

6 / Avoiding Difficult Conversations
→ Staying quiet lets resentment build
→ Address tension early

7 / Ignoring Their Limits
→ Pushing through exhaustion depletes capacity
→ Rest is part of performance

8 / Forgetting to Check In
→ Assuming people are fine misses warning signs
→ Regular check-ins prevent issues from growing

9 / Not Following Up After Conflict
→ Moving on quickly leaves things unresolved
→ Reconnect and restore trust

High IQ doesn't always mean high EQ.

Being smart helps you solve complex problems.

Being emotionally intelligent helps you solve people problems.

Great leaders develop both.

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I can't stop thinking about this Simon Sinek clip.

As a leader, it's common to feel like you need to
have all the answers.

To appear invincible.
Never show vulnerability.

I used to think that way too.

But over time, I learned something important:

The best leaders don’t lead in isolation.
They lean into connection.

Think about it:

We're wired for connection.
Built for community.
Designed to support each other.

Yet somewhere along the way, a myth emerged that
strong leaders don't need anyone.

And now I recognize that:

→ Every mentor I admired had their own mentor
→ Every "overnight success" had a silent support team
→ Every resilient leader has someone they can be real with

Having just one person who sees the real you—
who you can be completely yourself with—
changes everything.

Maybe it's a mentor who's been there.
Maybe it's another leader who gets your struggles.
Maybe it's someone on your team who earned your trust.

We don't have to carry it all alone.

Find your people.
Build your circle.
Be real with someone.

Because success isn't about standing alone at the top.
It's about bringing people with you on the journey.

Who's that person for you?

Thank you, Simon Sinek, for this powerful reminder.

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Ever notice some leaders get more done in less time?
Calendar mastery often makes the difference.

The most productive people I've worked with don't have superhuman focus.

They've stopped letting others fill their calendar.
And started designing it on purpose.

Here are 8 ways to master your calendar:

1️⃣ Eliminate the non-essential
↳ Most requests feel urgent but aren't important
↳ Asking "what if I don't do this" shows what's essential

2️⃣ Monitor your energy patterns
↳ Your best thinking hours are limited and most valuable
↳ Low-stakes tasks work better during energy dips

3️⃣ Own your boundaries
↳ Saying 'yes' to everything says 'no' to what matters
↳ Clear boundaries teach others when you're available

4️⃣ Time-block strategically
↳ Empty space gets claimed by other people's priorities
↳ Blocking important work first keeps it protected

5️⃣ Batch similar tasks
↳ Switching between work types drains energy fast
↳ Grouping similar tasks creates momentum

6️⃣ Optimize your meeting rhythm
↳ Not every conversation needs 30 minutes
↳ Async updates often work better

7️⃣ Negotiate meeting defaults
↳ Standard meeting lengths prioritize convenience
↳ Shorter meetings force clarity and respect time

8️⃣ Nurture your recovery time
↳ Rest enables work to be done well
↳ Protecting recovery time protects your ability to lead

Your calendar tells the truth about your priorities.

What you protect with your time reveals what actually matters to you.

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In 10 years, they won’t remember your title.
But they’ll remember if you were kind.

It’s one of the most overlooked ways 
to build a sustainable business.

When you lead with kindness:

➟ It transforms your work culture
➟ It inspires others to lead with care
➟ It builds trust that fuels performance
➟ It helps your business grow without burnout
➟ It attracts talent who value purpose and respect

Want to lead with more kindness at work?

Here are 5 simple ways to start:

1️⃣ Check in when someone seems off
Not because it's your job, but because you care.
Try: "Hey, just wanted to check in. 
You've seemed a little quiet. Want to chat?"

2️⃣ Give feedback with empathy
Be direct, but never judgmental.
Try: "I've been in your shoes before.
Mind if I share what helped me?"

3️⃣ Invite quiet voices in
Hold a room in meetings for everyone.
Try: "Let's pause for a sec. [Name], 
I'd love to hear your take."

4️⃣ Lead with understanding
Remember that life happens to everyone.
Try: "Is there something I can do 
to support you right now?" 

5️⃣ Normalize appreciation
Say "thank you" and "how can I help?" often.
Try: End one meeting this week 
highlighting a teammate's contribution

Kindness isn’t about grand gestures.

It’s about daily choices to care.
To pause.
To listen.
To lead with humanity.

People may forget your words,
but they won’t forget how you made them feel.

When someone feels seen, they show up with more heart.

No title makes you too important to be kind.
Lead the way especially for those who need it most.

What’s one small act of kindness you’ve seen at work?

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Teams don't need more oversight.
They need more trust.
8 ways to show your team you trust them:

✦ Take a real vacation and turn off notifications
✦ Share sensitive information before it's public
✦ Ask for input while decisions are being made
✦ Give them autonomy over how they work
✦ Let them lead meetings without hovering
✦ Admit when you don't have the answer
✦ Reduce unnecessary check-ins
✦ Defend their decisions publicly

I've learned that saying you trust people means nothing.
Showing them changes everything.

Your team won't remember every project.

But they'll never forget:

— The vacation you trusted them enough to take
— When you backed their decision publicly
— The time you said "I don't know, let's figure it out"

Because that's what real trust looks like.

Not words. Actions.
Not control. Freedom.
Not oversight. Belief.

And when you show trust consistently,
you get it back tenfold.

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I've declined hundreds of requests as a CEO.
(Here's what nobody tells you about saying no)

A firm boundary doesn’t have to come at the cost of kindness.
You can say no - softly, kindly, and without damaging the relationship.

Here are some things I've learned about declining respectfully:

💡 Sometimes the boundary alone is enough
→ “I’m going to have to decline” can stand alone
→ Over-explaining often weakens what you’re saying
→ I’ve found clarity lands better than lengthy reasons

💡 A partial yes might serve you both
→ “I can’t do all of this, but I could help with [specific part]”
→ You stay helpful without overcommitting
→ They get support, you keep capacity for what matters most

💡 Honesty often builds more trust
→ “I wouldn’t be able to give this the attention it deserves”
→ You’re protecting their outcome, not just yours
→ This tends to show respect for their work

💡 Redirection can be its own form of support
→ “I can’t take this on, but have you tried [name]?”
→ You’re still contributing to their path forward
→ The relationship continues even when you step back

💡 Encouragement softens what might feel hard
→ “It’s a no from me, but I’m rooting for you”
→ Your belief in them stays visible
→ The door remains open even as you decline

💡 Time might create the possibility you both need
→ “My plate is full through [date], let’s reconnect then”
→ You’re not rejecting them, just the timing
→ Future collaboration stays possible

The leaders I admire most say no often.

Because they protect their capacity to show up fully where they commit.

Your boundaries don’t have to come with apologies.
They can come with clarity and care instead.

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Coffee wakes you up.
But doesn't energize you.
Here are 11 things that can:

Real energy comes from what you do before you take that first sip.

The most successful leaders build it intentionally. 
Here's how:

1 / They move their bodies first
→ Movement creates energy
→ Physical momentum builds mental momentum

2 / They keep screens off for 20 minutes
→ Protecting the first minutes protects your focus
→ Your attention belongs to you first

3 / They review their wins from yesterday
→ Starting with progress builds confidence
→ Momentum carries from yesterday into today

4 / They drink water before coffee
→ Hydration wakes your body up naturally
→ Energy comes from what you fuel with

5 / They take 3 deep breaths before starting work
→ Calm starts with breathwork
→ Centering yourself sets the tone

6 / They plan their top three priorities before 9 am
→ Early clarity prevents chaos later
→ Direction beats distraction every time

7 / They automate clothing and breakfast choices
→ Fewer small decisions save mental energy
→ Routine removes unnecessary friction

8 / They eat protein at breakfast
→ Stable energy comes from how you fuel
→ What you eat shapes how you think

9 / They protect the first hour for deep work
→ Morning focus is your most valuable asset
→ Meetings will claim it if you don't protect it

10 / They journal for five minutes
→ Writing clears a cluttered mind
→ Five minutes creates space for clarity

11 / They set boundaries before the day starts
→ Knowing your limits protects your capacity
→ Boundaries prevent burnout

By the time the caffeine kicks in, you've already built the energy you need.

And the coffee gives you a little extra.

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The toxic manager who made others cry.
The leader who made them soar.

Only one still matters decades later.

Your impact outlasts every promotion.
Every reorganization. Every exit interview.

Lasting leadership isn’t written in performance reviews.

It's written in the careers you launched,
the confidence you built,
the potential you unlocked.

Want to be remembered as a leader who mattered?

Start with these 5 steps:

1/ Champion people before they believe in themselves

See their potential when they can't.
Give them stretch assignments that scare them.
Then stand behind them when they stumble.

2/ Make your 1:1s about them, not you

Ask about their dreams beyond this job.
Talk about their growth, not just their tasks.
Remember what matters to them personally.

3/ Share credit like it's unlimited

Because it is.
Your team's wins are your wins.
But their recognition should be louder than yours.

4/ Apologize with the same energy you celebrate

Publicly own your mistakes.
Show them that leaders are human.
Model the growth you expect from them.

5/ Fight battles they don't even know about

Protect their time from pointless meetings.
Challenge unfair criticism behind closed doors.
Be their advocate when they're not in the room.

20 years from now, they won't remember your title.

But they'll remember the leader who believed in them before they believed in themselves.

That’s the kind of leadership people carry with them for life.

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Burnout warning signs are easy to miss.
They can look like productivity at first.

I've seen leaders push through the warning signs.
Burn out. 
And spend weeks recovering.

Sean McPheat's curve shows where the shift happens.

From flow to burnout, the path is predictable:

🟢 The Peak (Flow State)

This is where most leaders miss the first signal.
You're still getting results, but the joy is gone.
Work that used to energize you now just depletes you.

→ Notice when satisfaction fades 
→ Pay attention when you're productive but empty
→ Catch it here before the slide accelerates

🟡 The Warning Zone (Jaded)

Pressure is still high but something's shifted.
Efficiency drops and you push harder to compensate.
Creativity disappears and decisions take longer.

→ Track when tasks that were easy now feel hard
→ Watch for irritability with people you usually like
→ Notice when rest stops feeling restful

🔴 The Danger Zone (Burnout)

Exhaustion becomes the baseline.
Concentration is gone and anxiety takes over.
Your body is telling you what your mind won't admit.

→ Recognize fatigue that sleep doesn't fix
→ Acknowledge when everything feels overwhelming
→ Act before burnout hits

The curve is predictable.

The warning signs tend to show up in the same order.

Catch them early, and you can change course,
before burnout ever happens.

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Letting go isn't giving up control.
It's gaining trust.

Here's how to let go and start leading:

1 / Stop requiring approval for everything
→ Constant sign-offs slow everyone down
→ Trust builds when you step back

2 / Let them solve problems without you
→ Jumping in robs them of growth
→ Struggle creates capability

3 / Give them time to struggle through challenges
→ Quick rescues prevent learning
→ Working through hard things builds confidence

4 / Share the why behind decisions
→ Context creates better judgment
→ Understanding drives ownership

5 / Stay out of meetings they can run
→ Your presence changes the dynamic
→ Leading means letting others lead

6 / Stop redoing their work your way
→ Different doesn't mean wrong
→ Your way isn't the only way

7 / Recognize when you're micromanaging
→ Checking everything signals distrust
→ Awareness is the first step to change

8 / Check in at milestones only
→ Constant updates interrupt flow
→ Trust the work is happening

9 / Celebrate when they take initiative
→ What you reward, you get more of
→ Independence grows through recognition

10 / Ask what support they actually need
→ Assuming creates the wrong help
→ They know better than you do

Letting go doesn't mean caring less.

It means trusting more.
Leading well.
And watching your team grow stronger.

Which of these resonates most with you right now?

♻️ If this resonates, repost for your network.
📌 Follow Amy Gibson for more leadership insights.

80-hour work-weeks can be a fast track to burnout.

Believe me, I've been there.

The most effective leaders I’ve seen know this:

It's not always about working more.
It's about working on the right things.

This is where the 80/20 Rule becomes your superpower.

Here's how to use it to transform your leadership:

1. Vision

Look at your goals. Which ones truly move
the needle? Those deserve your best hours.

2. Skills

Focus on what you do exceptionally well.
That's where you create unique value.

3. Systems

Identify the processes that power your success.
Small improvements here multiply results.

4. Revenue

Know which clients or products drive growth.
Give them more attention, not less.

5. Learning

Choose learning that solves real challenges.
Theory is nice but results are better.

6. Ideas

Not every innovation needs to be huge.
Look for small changes with big impact.

7. People

Some team members create outsized results.
Help them soar higher.

8. Time

Your calendar reveals your real priorities.
Cut anything that doesn't drive value.

9. Preparation

The right preparation prevents chaos.
But don't let perfect block progress.

10. Reflection

Review what's working weekly.
Adjust your focus when needed.

I know...

It feels counterintuitive.
It's scary to let go.

But the moment you stop trying to do it all
is the moment you'll start making your biggest impact.

Have you tried using the 80/20 Rule?

♻️ If this resonates, repost for your network.
📌 Follow Amy Gibson for more leadership insights.

Micromanaging isn't about caring too much.

It's about trusting too little.

Big thanks to Tim Thomas for this powerful visual.

The shift from micromanager to respected leader isn't about changing who you are.

It's about changing how you lead.

Because control and leadership aren't the same thing.

Control keeps everything small and contained.
Leadership creates space for people to grow.

The three shifts that change everything:

1 / From directing to guiding
→ Set the destination, let them choose the path
→ Ask "What do you think?" before offering solutions
→ Replace "Do it this way" with "Here's what success looks like"

2 / From checking to trusting
→ Define clear expectations upfront
→ Create checkpoints that matter, not constant updates
→ Verify outcomes, not every single step

3 / From perfection to progress
→ Focus on what moves the work forward
→ Let small mistakes become learning moments
→ Celebrate growth over flawless execution

The hardest part?

Watching someone do something differently than you would.
And resisting the urge to step in.

But that discomfort is where leadership actually begins.

Because when you stop controlling every detail, something remarkable happens.

Your team starts thinking for themselves.
They bring ideas you never considered.
They take ownership in ways you couldn't force.

And you finally have the mental space to actually lead.

Trust isn't about lowering standards.

It's about raising capable people.

♻️ If this resonates, repost for your network.
📌 Follow Amy Gibson for more leadership insights.

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Scot Chisholm

Amy Gibson

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The Battle

Scot Chisholm

Amy Gibson

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