Helping Overwhelmed Managers Become Impactful Leaders - Faster | Mom, Entrepreneur & MGMT Co-Founder

Hi I’m Marsden.

Mom. Wife. Entrepreneur.

Building a modern “Mom & Pop Shop”: Co-Founding MGMT with my husband Dave Kline.

You might be asking yourself, “Marsden, what do you mean when you say Mom & Pop Shop”?

It’s simple really.

For the years, myself and my husband have dedicated ourselves to a singular goal:

To help leaders become the best versions of themselves through proven management tactics for leading high-performing teams.

Creating something that we wish that we’d had as leaders earlier in our careers.

And to do that we knew that needed the following ingredients:

✅ Hustle
✅ Shared vision for a business AND family life
✅ Joy: If you know us, we laughed at/with one another
✅ A product shaped by years of hands-on experience
✅ A commitment to connecting with each person who walks in

The ingredients that make a modern “Mom & Pop shop”.

And with our combined 30+ years of leadership experience working for big names such as: Google, Moody’s, Goldman Sachs & Bridgewater Associates ↴

We saw the common problems managers and leaders were facing. 

And knew that we had the tools to create something that not only helped leaders, but transformed the way that they worked.

And that’s exactly what we’ve built with MGMT.

Today: We have over 1000 alums from our MGMT Accelerator & MGMT Fundamentals course.

And that number just keeps growing.

From new leaders, to those with years of experience, we’ve helped countless individuals:

→ Overcome common management challenges
→ Develop your Management OS's CODE (Coach, Operate, Delegate & Engage).
→ Refine their leadership Decision-Making System tailored to your individual approach.

The next leader we help could be you.

If you’re looking to change the way you manage your high-performing team in 2025, hit the follow button! ☝️

Or better yet, shoot me a DM 📥

It's easy to talk about being relentless.

But what does it look like?

I've watched this countless times since last night.
I've shown it to my kids.

You don't need to be a football fan to appreciate this.

Watch Cowboys rookie Alijah Clark (#30).
He never gives up.

Result?
Turnover.
Cowboys ball.

A lot is written about
↳ Actions over words
↳ Showing up for your team
↳ Finding a way, not an excuse

But this is what it actually looks like.

Clark wasn't drafted.

He was cut, resigned, and earned his way onto the field.

No guarantees. 
Just hustle.

Leadership isn't about your title.

It's about your effort
When no one expects you to give more.

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Marsden Kline

I've sold my dream house.

I've resigned from my dream job.

A cheat code in life is knowing:

Dreams change.
You can reinvent yourself at any time.

Talented people get trapped by their own story:

"I've invested too much here to walk away now."
"I don't have the right idea to start a company."
"I should have written that book before we had kids."

Some lament:
"That's just who I am."

I've been there.
But someone whispered to me:

"No, that is just who you have chosen to be up until now."

Here's what I learned:

Every path forward starts with permission:
Not from others.
From yourself.

That toxic environment?
Staying costs more than leaving.
Starting over costs less than staying stuck.

That business idea?
The world needs what only you can build.
Your unique lens is your advantage.

That book inside you?
Your insights matter more than credentials.
Your story matters more than status.

The stories that trap us:
"I'm too old to start over"
"I've invested too much time here"
"People will think I'm crazy"

The truth that frees us:

✅ Experience is an asset, not an anchor
✅ Time invested is learning, not chains
✅ Nobody is watching that closely
✅ The best time was then, the next best is now

Here's what I've noticed:

The most successful people have many chapters.
They don't wait to feel ready.

They just decide:
"I'm done being this version of me."

Your current chapter isn't your final chapter.

That finance career could become your startup.
That side project could become your main thing.
That idea could change lives.

What decision have you been putting off?
What change keeps whispering to you?
What version of you is waiting?

Dreams change.
Someday is today.

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11 Life-Changing Lessons You Need to Know

(small shifts, massive impact)

Powerful visuals were created by Ash Lamb

11 Subtle Midset Shifts
(that separate winners from watchers)

1. Every Big Achievement Starts Small
↳ Success is built brick by brick (not overnight)
↳ Decide that today = Day 1

2. Don't React, Respond
↳ We can't control what the world throws at us
↳ But we can control how we respond

3. A Purpose Outlasts A Paycheck
↳ Your team needs to know "How" to win
↳ The "why" drives them to keep fighting

4. In uncertain times, invest in yourself
↳ The best ROI = Your own growth
↳ Skills compound. Energy compounds. You compound.

5. Saying "No" Is Your Superpower
↳ When everything is important, nothing is
↳ No requires two things: courage + creativity

6. Perfect is the Enemy of Progress
↳ It will always seem wiser to wait
↳ Instead: Act. Learn. Adjust. Repeat.

7. No One is Watching You
↳ Stop waiting for permission
↳ Start building momentum

8. Welcome Imposter Syndrome
↳ Magic happens on the edge of comfort
↳ Most stop here, keep going

9. If You Don't Ask, the Answer is No
↳ Do your homework and make the ask
↳ The worst 'no' is the one you give yourself

10. Expect Mistakes
↳ The biggest failure isn't messing up
↳ It's never starting, or giving up too soon

11. Choose Games You are Suited to Win
↳ Hard work matters. But it won't always be enough
↳ Success comes from choosing the right arena

Growth isn't about giant leaps.
It's about consistent, intentional effort.

Which shift will you implement today?

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Grateful to create.

Helping Overwhelmed Managers Become Impactful Leaders - Faster | Mom, Co-Founder, Sports Fan

Subtle Shifts to Unlock Success

Tammie Ramskill

Stop wasting your 1:1 meetings

7 questions to unlock growth

We've trained 1,300+ leaders.
Zero enrolled for help with 1:1s.

Most send us thank-you notes
After redesigning these meetings.

We encourage two ideas:

Make it their meeting, not yours.
Listen more than you direct.

7 Questions For Stronger 1:1s:

1. "How are you doing?" (Ask twice)

Listen for authenticity
↳ Make space for real connection
↳ Notice what emerges with patience

2. "What should we focus on?"

Listen for strategic thinking
↳ Let them own the agenda
↳ Watch how they frame priorities

3. "How are you tracking against goals?"

Listen for measurable progress
↳ Push past vague claims
↳ Check their command of metrics

4. "Notable wins or losses to review?"

Listen for judgment
↳ Notice how they handle setbacks
↳ Can they spot what truly matters?

5. "What problems are you solving?"

Listen for domain expertise
↳ Every role has obstacles
↳ Watch for system-level awareness

6. "How are you getting better?"

Listen for growth mindset
↳ Growth signals potential
↳ Are they driving their development?

7. "How can I support your success?"

Listen for clarity
↳ Shows how they leverage help
↳ Can they see the path forward?

Swipe through the carousel to see our 1:1 tracker.
(link in comments)

Remember:

✅ Let them own the agenda
✅ Push for specific metrics
✅ Make empathy a habit
✅ Coach, don't solve

People who feel truly seen and supported
Consistently exceed expectations.

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Use 2025 development budget for Q1
Our students report 20x ROI

MGMT Fundamentals (for new managers)
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7 Questions for Your 1:1s to Unlock Uncommon Growth

The best career advice l ever received

Landed like a gut punch.

I was late. Again.
Rain-soaked. Frenzied.
Phone to ear, mumbling excuses.

They waited. 
Patient. 
Calm.

Before touching a menu, they held my gaze:

"You may be surprised to learn...

I'm sure you're good at your job.
You're no longer good at anything else."

The evidence was there:
- Missed calls were never returned
- Fitness became optional
- Rain checks > relationships

First came anger:
"Do they understand how hard I'm working?"

Then sadness:
"When did I become this person?"

Finally, gratitude:
They cared enough to tell me.

I was sprinting towards success.
But, my tunnel vision had a price.

That dinner was a turning point.

When I share this story, 
People shift uncomfortably.

They ask if we're still friends.

I smile.
"Yes. I married one of them."

Truth is a gift.
Even when it stings.

Perhaps especially when it stings.

Invest in relationships brave enough to share the truth.
They see what we choose to miss.

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We teach through stories.
Our most actionable advice is shared here:
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A harsh truth for managers: 

Success leaves clues. Failure leaves scars.

We have two choices:

Learn through our own mistakes
↳ Pay the full price of each lesson

OR

Learn from others' mistakes
↳ Get a discount by borrowing wisdom 

This is why we teach.
To help others skip our mistakes.

11 Habits of High-Performing Managers:

1. Lead, Don't Do
• Stop solving every problem yourself.
• Coach the team to tackle problems without you

2. Set Crystal Clear Expectations
• Confusion costs time and trust
• Make success visible and understood

3. Patiently Ask Better Questions
• Resist the urge to solve. Ask.
• Listen more than you speak

4. Master Real-Time Feedback
• Don't wait for annual reviews
• Make feedback part of every day

5. Have the Hard Conversations
• Address issues when they're small
• Build trust through consistency

6. Delegate for Growth
• Stop defaulting to "I'll just do it"
• Use every task to develop and empower

7. Upgrade Talent Relentlessly
• Never compromise on people
• Invest in development as a daily priority

8. Shape Your Culture
• What you tolerate becomes your standard
• Define and protect how your team wins

9. Guard Your Time Fiercely
• Your calendar shows your priorities
• Learn when to say no

10. Build Systems That Scale
• Hunt opportunities to compound 
• Invest today in making it easier next time

11. Manage Up Strategically
• Prevent surprises
• Tell your team's story effectively

Great leaders create more leaders.

Be the senior you needed when you were a junior.

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Learn from our mistakes (at a discount)
Our top-rated programs are 25% off through midnight.
Invest your 2025 development budget now.

MGMT Fundamentals:
A 2-week sprint for new managers
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A 4-week cohort for experienced managers
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 11 Habits of High Impact Managers

Your title won't make you a leader.

Your actions will.

One of our biggest challenges?
We are confident that we are being clear.

We aren't.

Every phrase we share either compounds clarity
Or creates friction.

That quick Slack message?
The rushed hallway conversation?

Each one shapes how people think, feel, and perform.

Every conversation is a choice:
↳ Build people up or break them down.
↳ Spark innovation or silence it.
↳ Unlock potential or stifle it.

The difference between good leaders and great ones?
Great leaders are intentional with their language.

Here are 10 common phrases that backfire 
(and what to say to inspire action):

❌ "Let me know if you need anything."
↳ Puts the burden on them to ask
✅ "I'll check on this on Thursday."
↳ Makes support proactive and specific

❌ "I don't have time right now."
↳ Makes people feel unimportant
✅ "This deserves our full focus. Can we talk at 2pm?"
↳ Shows respect

❌ "Just figure it out."
↳ Creates stress and isolation
✅ "What part are you stuck on? Let's break it down together."
↳ Offers support without micromanaging

❌ "Who dropped the ball here?"
↳ Creates blame and defensiveness
✅ "Walk me through what happened so we can prevent this."
↳ Turns mistakes into learning opportunities

❌ "That's not your job."
↳ Punishes initiative and ownership
✅ "Great catch. Let's discuss who should handle it."
↳ Rewards proactive thinking

❌ "We've always done it this way."
↳ Kills innovation before it starts
✅ "Help me understand what you're seeing."
↳ Invites fresh perspectives and new ideas

❌ "That's a bad idea."
↳ Shuts down creativity and risk-taking
✅ "What problem are you trying to solve?"
↳ Encourages discussion instead of dismissal

❌ "You should have..."
↳ Focuses on past failures
✅ "Next time, what if we try..."
↳ Focuses on future growth

❌ "I'm disappointed in you."
↳ Triggers shame and damages trust
✅ "Did this meet your expectations?"
↳ Maintains standards while offering support

❌ "Because I said so."
↳ Destroys buy-in and motivation
✅ "Let me share my thinking on this."
↳ Builds understanding and commitment

The truth about our communication:

Words don't just describe reality. 
They create it.
Choose them like your team's success depends on it.

Because it does.

Which phrase will you change first?
Share it in the comments ⬇️

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We received dozens of thank you notes from last week's playbook.
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How Great Leaders Always Say The Right Thing

Subtle Signs You Hold Secret Expectations

(and what they cost you)

A common scene:

Clean dishes stacked neatly on the counter.

One person smiles, "I crushed this."

The other is distracted by crumbs on cluttered counters
and a job only half done.

Here is the truth:

Both are right.
Both are wrong.

Both are victims of secret expectations.

This breaks great teams.

It's not a lack of drive.
Its the frustration created by secret standards.

Beware of the gap between:

- What's clear in your head
- What they think you want

7 Signs You Have Secret Expectations:

1. You keep saying "that's not what I meant"
❌ Assume your instructions were crystal clear
✅ Confirm understanding before they start

2. You're frustrated by "obvious" mistakes
❌ "They should know better"
✅ Let me clarify what good looks like here

3. You're disappointed by their priorities
❌ Surprised by how they spend their time
✅ Explicitly detail what matters most

4. Your view of excellent is inconsistent
❌ Surprise them with new feedback during reviews
✅ Align on standards early, revisit regularly

5. You think everyone shares your vision
❌ Overlook that you have more context
✅ Be clear on the what and the how

6. You expect them to "figure it out"
❌ Management by hazing
✅ Define what excellence looks like upfront

7. You're solving the same problems repeatedly
❌ Grow frustrated, "We've talked about this"
✅ Document systems that compound understanding

Remember:

Your job isn't to have perfect employees.
Your job is to create clarity.

We love to teach for the eyes-light-up moments.

When we lead our module on expectation-setting,
The kitchen counter example tends to resonate.

Dave Kline and I have been a team for decades.
And we have different definitions of a clean kitchen.

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We teach live.
We teach from experience.
After all, management is personal

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Attention is Currency

Your quiet presence speaks volumes.

You could choose to watch the recording.

What does it say when something is so important, 
you prioritize being there?

Uncommon effort stands out.

Drake Maye was a coveted high school football recruit.
There are 100s of hours of tape on his performance.

Anyone can watch those.

But what sort of football coach shows up to watch him play basketball?
One who leads differently.

In a world of endless distractions,
Give others your undivided attention.

We can all learn from this.

How did you show up this week?
• Camera on in the optional meeting?
• Fully present in that 1:1?
• Thoughtful dinner conversations?

Think about your best boss.
Think about your best teacher.
Think about your best mentor.

What do they have in common?
They showed up.
They paid attention.

So did it work out?

Maye initially committed to Alabama.
Then chose UNC to stay closer to home.
Alabama had recruited another quarterback, too.

And that's the deeper lesson:
The best leaders show up anyway.

Without guarantee.
Without condition.
Without immediate return.

Because this investment isn't transactional.
It's about being fully present:

Your attention says:

"I believe in your potential."

Not simply:

"I believe in what you can do for me."

The return on your time isn't certain.

Show up anyway.
Be present anyway.
Invest anyway.

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Photo credit: Scott Taylor/Myers Park High School

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11 Questions That Could Change Your Career

(with visuals that challenge your thinking)

Inspired by Sketchplanations

1. Are you building a vision or completing a task?
↳ Most improve the process
↳ Leaders redesign the game

2. Why aren't you brave enough to ask?
↳ Rejection hurts once
↳ Wondering creates a weight forever

3. Does your calendar match your dreams?
↳ Time is strategy in action
↳ Is there time to improve and not simply "do?"

4. Are you curious enough to compound?
↳ Bring energy to reviewing your choices
↳ Listen for opportunity to improve

5. When do you solve for yes?
↳ Progress needs optimists
↳ Excellence needs critics

6. What's keeping you from eating the frog?
↳ Delay doesn't reduce difficulty
↳ Today's discomfort beats tomorrow's regret

7. Who shapes your thinking?
↳ You're the average of the 5 voices you trust most
↳ Echo chambers comfort, diverse voices challenge

8. Could you step in to lead today?
↳ Position grants authority
↳ Action creates influence

9. Are you essential or optional?
↳ Nice-to-have dies in tough times
↳ Must-have thrives in any market

10. What comfort signals stagnation?
↳ Comfort often masks decline
↳ What you accept becomes your ceiling

11. What small problem are you tolerating?
↳ Minor issues become major
↳ Tomorrow's fire drill is today's ignored warning

The power isn't in these questions.
It's in your honest answers.

Which question made you pause?
Share below ⬇️

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11 Questions That Could Change Your Career

Managers trip over their good intentions

Your help is hurting the team.

10 Common Management Traps
(and how to avoid them):

1. The Conflict Trap
Intention: "I'm maintaining harmony"
🚩 Reality: Problems compound and resentment builds
Instead: Address within 24 hours - "I noticed..."

2. The Control Trap

Intention: "I'm ensuring quality and speed"
🚩 Reality: You create bottlenecks and kill motivation
Instead: Set expectations, then empower

3. The Information Trap

Intention: "I'm controlling the message"
🚩 Reality: You break trust and breed anxiety
Instead: Share weekly updates consistently

4. The Rescue Trap

Intention: "I'm ensuring success"
🚩 Reality: You create learned helplessness
Instead: Ask "What solutions are you considering?"

5. The Always-On Trap

Intention: "I'm showing dedication"
🚩 Reality: You create dependency and model burnout
Instead: Set boundaries, empower decisions

6. The Expectations Trap

Intention: "I'm being flexible"
🚩 Reality: You cause confusion and missed targets
Instead: Document and revisit expectations regularly

7. The Accountability Trap

Intention: "I'm giving chances"
🚩 Reality: You set new standards for underperformance
Instead: Define improvement timelines

8. The Meeting Trap

Intention: "I'm keeping everyone aligned"
🚩 Reality: You drain productivity and energy
Instead: Meet to decide, debate, or deepen relationships

9. The Solutions Trap

Intention: "I'm maintaining momentum"
🚩 Reality: You fix symptoms, not causes
Instead: Ask "Why?" before taking action

10. The Recognition Trap

Intention: "I'm pushing excellence"
🚩 Reality: You decrease motivation
Instead: Create daily habits of specific recognition

Remember:

No one experiences your intentions
Everyone notices your impact

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Management Traps Smart Leaders Avoid

Your team sees what you miss.

But they'll never tell you.

The biggest gap in leadership isn't skill.
It's awareness.

You think you operate one way.
The team experiences something different.

10 blind spots that derail great managers:

"I communicate clearly."
↳ You assume everyone gets it
↳ Your team gets fuzzy direction + mixed signals

"I am decisive."
↳ You make quick calls on small issues
↳ You delay the tough decisions that matter

"I establish clear priorities."
↳ You react to whatever's loudest
↳ Your team never knows what truly matters

"Of course I trust my team."
↳ You believe trust is implied
↳ Your team feels micromanaged + excluded

"I delegate important work."
↳ You delegate tasks but own the decisions
↳ Your team misses growth opportunities

"I give feedback all the time."
↳ You offer corrections to problems
↳ Your team wants your honest insights

"I develop people."
↳ You support but don't coach
↳ Your team wants structured growth paths

"I'm very approachable."
↳ You're friendly but not trusted
↳ Your team won't disagree with you

"I lead by example."
↳ You work hard but model burnout
↳ Your team mirrors your unsustainable habits

"I operate under pressure."
↳ You stay calm on the surface
↳ Your team absorbs your stress through tone

Your team experiences what you don't see.
But they won't tell you unless you make it safe.

The best managers aren't the ones without blind spots.
They're the ones brave enough to discover them.

Swipe through the carousel.
For advice on what you may have overlooked.

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Original carousel: Dave Kline

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10 Costly Manager Blind Spots

Thinking feels like progress.

Deciding creates it.

How To Decide Faster

1. Burn The Ships
• "We aren't leaving until we choose."
• Set the clock, honor the deadline

2. Document Silent Worries
• Capture every concern on paper
• Sort into "must, should, could"

3. Flip a Coin
• Notice what you wish for
• Trust your immediate reaction

4. Find a Partner
• Choose someone who thinks differently
• "Where are my blind spots?"

5. Sell Then Build
• Test with one real customer
• Build a solution to a painful problem

6. Price Indecision
• Calculate the weekly cost of waiting
• Delayed decisions drain resources

7. Make Today Day 1
• Movement creates clarity
• The first step creates outsized momentum

Remember:

We underprice the weight of waiting.
Unmade decisions breed anxiety.

Close these mental loops.
Keep moving.

What tactic do you use whe you are stuck?

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The ability to execute sets you apart.
Invest in decisions that compound impact.

We can help.
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How to Decide Faster

Jireh Adrian Goh

Watch closely.

A team's behavior forecasts the winner.

Not in their mission statements.
Not in their quarterly plans.
But in their daily standards.

7 Habits of Unstoppable Teams:

1. Contagious Improvement
↳ Fix cracks before they break
↳ Excellence spreads or vanishes

2. Outrageous Standards
↳ Compete against potential
↳ Collectively believe in reach goals

3. Radical Accountability
↳ Start with internal ownership
↳ Challenge and eliminate excuses

4. Immersive Feedback
↳ Embrace unvarnished truth
↳ Turn misses into data

5. Controlled Urgency
↳ Match pace to purpose
↳ Rest with intention

6. Strategic Simplicity
↳ Applaud cutting what doesn't compound
↳ Complexity kills speed

7. Cultural Coherence
↳ Actions eclipse words
↳ What you do is who you are

Great teams aren't accidents.
They're built by daily choices.

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7 Habits of Unstoppable Teams

In promotion reviews, one question 

Cuts through the noise:

"How did this person make others better?"

Many deliver solid work.
They choose a known path:

Heads down
Safe lanes
Avoid messy problems

Leaders take a different approach.

You raise standards.
Not just for yourself.
For your entire team.

You give feedback in real-time.
Not waiting for reviews.
Not hoping issues fade.

You track commitments openly.
Making promises visible.
Building trust through action.

You create systems.
Not just doing work.
Making work flow better.

You flag risks early.
Not hoping they vanish.
Not waiting for crisis.

The pattern becomes clear:

Many maintain.
Leaders elevate.

They don't just do work.
They improve how work gets done.

The attached highlights 17 behaviors.
What would you add?

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There is no graduation ceremony into leadership.
There is no signal that the race has begun. 
There is no invite you missed. 

Leadership is 100 small choices we make every day.
Get the coaching you need to lead.

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We share our most actionable insights weekly
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60% of new managers fail in 18 months.

Notice the signs. Beat the odds.

No one will tell you

What made you a great individual contributor
Can make you a frustrating manager.

7 Deadly Sins of New Managers
(and what to do instead):

1. Don't Set Expectations
🚩 Assume others know all you've learned
✅ Align on goals and approach

2. Don't Delegate
🚩 Drowning in tasks, in every meeting
✅ Delegate before you're ready

3. Don't Build Trust
🚩 Every decision waits for you
✅ Lead with questions before giving directions

4. Don't Provide Clarity
🚩 Mistakes repeat, frustration grows
✅ Write it down and make the implicit explicit

5. Don't Act Decisively
🚩 "Let's revisit this next week."
✅ Decide with imperfect information

6. Don't Hold People Accountable
🚩 Missed deadlines are common
✅ Ask, "Did this meet your expectations?"

7. Don't Help Stars Outgrow You
🚩 Team stagnates, energy fades
✅ Build a brand as a talent accelerant

Remember:

Awareness limits potential.
Actions define impact.

What advice would you add?

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Leading is hard.
Only 15% of new managers receive an hour of training.
Alumni of our Accelerator asked us to build a program for new managers.

Our top-rated programs are 25% off through Monday:

MGMT Fundamentals (0-3 years managing)
https://lnkd.in/eTsWu5FH

MGMT Accelerator (experienced leaders)
https://lnkd.in/et8sS2M4

Avoid the 7 Deadly Sins of New Managers

Tetty Delviana

There are two types of managers we remember.

The person who built you up.
And the one who broke you down.

One accelerated your career.
One crushed your confidence.

Each leader has their own style.
Here's how to be remembered for all the right reasons:

Courage: Own Their Failures
↳ Their first response to failure: "That's on me"
↳ Their second response: "Here's what we'll fix"
↳ Their consistent message: "We learn and grow"

Purpose: Care Enough to Be Clear
↳ They replace confusion with direction
↳ They make the implicit explicit
↳ They'd rather be clear than comfortable

Vision: Hold High Standards
↳ They don't negotiate with mediocrity
↳ They know potential grows at the edge of comfort
↳ They make excellence feel achievable

Leadership: Make Order From Chaos
↳ They don't just survive chaos - they simplify it
↳ They build systems that scale
↳ They create calm in complexity

Foresight: Proactively Anticipate What's Needed
↳ They see around corners
↳ They prevent fires, not just fight them
↳ They play chess while others play checkers

Character: Never Compromise Values
↳ They choose right over easy
↳ They live their standards daily
↳ They show integrity isn't situational

Recognition: Give Credit to Those Who Earned It
↳ They shine spotlights, not take them
↳ They celebrate progress, not just outcomes
↳ They make success visible

Wisdom: Balance Accountability & Understanding
↳ High standards + deep empathy
↳ Push for growth + provide support
↳ Drive results + develop people

We remember great managers like coaches.

They saw your potential before you did.

Who accelerated your career?
Tag them. 
Thank them.

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Become the leader you would follow.
Faster.

Our top-rated programs are 25% off through Monday.

For new managers: MGMT Fundamentals
https://lnkd.in/eTsWu5FH

For experienced managers: MGMT Accelerator
https://lnkd.in/et8sS2M4

Stop sabotaging your self-review

Write a better story.

Your self-review isn't documentation.
It's advocacy.

7 rules to stop shortchanging yourself:

1. Never Outsource Your Story
• Author the narrative, AI can edit
• Generic content screams minimal effort

2. Never Exaggerate
• One inflated claim makes everything suspicious
• Build credibility through specific numbers

3. Never Undersell
• State your achievements with confidence
• Make it easy to support your wins

4. Always Bring Data
• Convert opinions into measurable facts
• Get specific use surveys, customer feedback

5. Always Connect Impact
• Link actions to business outcomes
• Don't just list the "what," link the "why"

6. Always Mirror Language
• Use their strategic phrases precisely
• Align with company priorities

7. Always Work Backwards from Success
• Submit early, not exhausted
• Write sections they can quote and share

Remember:

Stop treating your self-review like paperwork
Start treating it like advocacy

Because if you don't believe in what you're doing,
Why should anyone else?

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The coaching you need to lead.
Join 57k+ leaders and subscribe
https://mgmt.beehiiv.com/

7 Rules for Winning Performance Reviews

Our best intentions can produce the worst results. 

Here is what your team isn't telling you:

They aren't drowning in work.

They're suffocating under your management habits.

They can handle hard work.
They can't handle work that:

🚩 Lacks clear purpose or direction
🚩 Always feels urgent but unimportant
🚩 Could be automated

Even with good intentions,
These habits slowly demotivate teams:

1. The "Always Available" Trap
↳ Each reply trains endless interruption
↳ Weekends blur into workdays

2. The "I'll Just Handle It" Reflex
↳ Solutions flow one way
↳ A thousand rescues kills growth

3. The "Hustle Harder" Signal
↳ Teams compete on hours, not impact
↳ Balance becomes betrayal

4. The "Perfect Over Done" Mindset
↳ Innovation hides in endless drafts
↳ Progress drowns in details

5. The "Crisis Mode" Default
↳ When everything's urgent, nothing matters
↳ Emergencies absorb all the energy

6. The "Problem Solver" Identity
↳ Your expertise becomes their excuse
↳ Teams bring problems, never solutions

7. The "Positive Vibes Only" Shield
↳ Truth retreats underground
↳ Real problems echo in whispers

8. The "Just One More Thing" Habit
↳ Small requests spawn silent resentment
↳ Focus fragments, talent fades

9. The "Meeting Marathon" Culture
↳ Time dissolves into talk
↳ Real work happens after hours

10. The "Instant Response" Expectation
↳ Speed trumps quality
↳ Quick fixes replace real solutions

Your leadership habits shape your culture.
Make them intentional, not accidental.

Because your team isn't tired from the work.
They're tired of how you lead it.

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Get inspiration outside the office

Join 57k+ leaders and subscribe
Sharing one of our most popular playbooks:
https://lnkd.in/exr3TcKt

A KPI from last week: 0.

Zero playoff games missed.

Dave and I are partners in all things.

Parents, co-founders.
Carpool drivers, cooks.

There are endless shiny objects.
It's easy to covet someone else's success.

But, for us, one sentence quiets the noise:

"Remember what we are playing for."

Present for our partners. 
Present for our kids.

Ideas in the attached carousel were built over time.

Scribbled on whiteboards
Revisuted on long walks.
Sited at the end of long days

A few principles of a new playbook
(swipe throuhg the carousel for the full list):

Listen for the "Hell Yes"
↳ Stop grinding through other people's priorities
↳ Maximize time spent in your flow state

Prioritize Family Connection
↳ Stop saying, "I'll find time once I'm done"
↳ Default to "yes" when you are asked to play

Find Your Zone of Genius
↳ Stop getting rewarded for easy work you hate
↳ Start doubling down on what lights you up

Gift others your Undivided Attention
↳ Stop drifting into "what's next"
↳ Start being fully where your feet are

What's on your scoreboard?
What should be?

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Challenge your default metrics
Join 50k+ leaders and subscribe
https://mgmt.beehiiv.com/

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