How leaders build loyalty by reversing ego and fear

GaryVee April 20, 2023

• Caring about employees' needs more than your own drives loyalty.
• Ego and fear of scale are the real blockers to growth.
• Most entrepreneurs play not to lose — and cap their ceiling.

How skip-level meetings work and when to use them

HR Party of One April 18, 2023

• Employees speak directly with managers two levels above them
• Miscommunicating purpose risks creating tension with skipped supervisors
• Confidentiality and follow-up action plans are non-negotiable for success

Quiet hiring: filling roles without new headcount

HR Party of One April 11, 2023

• Fill open needs using contractors or internal staff, not new hires
• Economic uncertainty made quiet hiring spike sharply in 2023
• Right framing turns reassignment into a career growth opportunity

Building a great business by growing people, not managing them

Cameron Herold April 10, 2023

• Why most leaders fail: they lack core skills, not market awareness
• The Vivid Vision: a written 3-year picture every employee can act on
• Hire motivated people — then grow skills and confidence in parallel

Leadership lessons from a unicorn startup's early employee

EO April 7, 2023

• Why course-correcting fast can save your startup from failure
• Leaders who do the hardest jobs earn 120% effort from teams
• Employee happiness is a direct driver of customer happiness

How to drive alignment, urgency, and output across product teams

Lenny's Podcast Product Career Growth April 6, 2023

• Outcomes-obsessed teams still fail if they're not shipping frequently
• A written roles contract between PM, design, eng, and data prevents execution gaps
• Work-life balance is a myth — optimise for one thing at a time

Building strong CEO-COO partnerships using Colby strengths

Cameron Herold March 30, 2023

• Your COO isn't arguing — they're catching up with your head
• The right COO for stage one will be wrong for stage three
• Great employees never look for jobs — you have to poach them

Five HR strategies to avoid layoffs during economic downturns

HR Party of One March 30, 2023

• Remote workers face higher layoff risk due to proximity bias
• Variable compensation lets payroll flex without cutting headcount
• Restaffing after layoffs costs more than retaining through downturns

Building a powerful CEO-COO relationship and the systems behind it

Cameron Herold March 24, 2023

• Why most employees make bad decisions — and how a vivid vision fixes it
• CEOs must know systems exist; COOs must know how to run them
• ADD and bipolar tendencies aren't liabilities — they're the entrepreneurial edge

The four-day workweek: pros, cons, and alternatives for HR teams

HR Party of One March 23, 2023

• The 40-hour week was a business decision, not an immutable standard
• Hourly workers and seasonal demand make four-day weeks unworkable for many
• Flexible hours and no-meeting days deliver similar retention gains at near-zero cost

7 Tips for Creating a Dream Team: From Average to Awesome

Cameron Herold March 16, 2023

The core roles, traits, and hiring approach for a COO

Cameron Herold March 13, 2023

• Ask what you're hiring for before writing interview questions
• The COO's job is to make the CEO iconic, not share the spotlight
• Title and pay must match scope — inflated titles create real problems

How to find, hire, and work with a COO as your second in command

Cameron Herold March 10, 2023

• The right COO is stage-specific — the 0–100M hire is wrong for 100M–500M.
• CEO–COO works best as a business marriage, not a reporting line.
• School trains you to fix weaknesses; entrepreneurship demands you delegate them.

How to fully empower leaders by passing the baton

Bill Gallagher March 7, 2023

• Having management systems isn't the same as letting go
• Nine months of asking questions replaced reflexive problem-solving
• Real test: a month away with the team running growth alone

Why every CEO needs a trusted second in command

Cameron Herold March 7, 2023

• Hire a COO at 100 staff — an EA fills the gap before that
• The right COO complements your weaknesses, not your strengths
• Employee net promoter score beats every other company metric