Cindy Müller’s Post

So I was talking to a friend the other day. He's an Inc. 500 top fastest-growing companies founder and a Forbes top 30 under 30 leader. The guy is brilliant—smart and knows his stuff. It was kind of funny because, during our conversation, he mentioned hiring agencies as one of his biggest downfalls early on. A bit ironic, right? But early on in his company, he said, "If your interests and goals aren't completely aligned, it doesn't work. They obviously wanted us to be successful, but they weren't as reliant on that success as we were." This reminded me of a book I read over 20 years ago, "The Prince" by Niccolò Machiavelli. The wisdom in it is timeless. Machiavelli warned that "mercenaries and auxiliaries are useless and dangerous." Back then, he cautioned against hiring external forces because they lacked a vested interest in your success. Fast forward to today, and leaders echo the same sentiment. Before you hire an agency to handle a core piece of your business or buy into a magic bean of a strategy, remember: if your interests and goals aren't completely aligned, it won't work. Agencies work for you, not with you. They move on to the next client without a vested interest in your success. It's that deep commitment that drives true excellence. #FckStrategy #EcommerceStrategy #Strategy #Tactics #BusinessSuccess

💡 Talent Ranking Exercise Brian Glass shared an insightful exercise: draw your organization chart, including yourself and your five direct reports and their direct reports. Rate each person as: 👉 six — fireable, 👉 seven — adequate, 👉 eight — potential rockstar with training, 👉 nine — indispensable rockstar. If eights or nines report to sixes or sevens, you'll face retention issues, as top performers dislike working with or for lower performers. Start by assessing your own rating; if you're not an eight or nine, address this to retain good talent. #GrowLawFirm #LegalMarketing #LeadershipMindset #ProductivityTips #Efficiency

Want to be a top performer? Forget about talent. It's all about these 10 behaviors: 1. Listen like a sponge ↳ Absorb first, speak second ↳ Bonus: Say "So what you're saying is..." before responding 2. Own your screw-ups ↳ No excuses, just solutions 3. Be a problem-solving machine ↳ Don't bring problems, bring options 4. Think "we" not "me" ↳ Team wins are your wins 5. Act like everyone's watching ↳ Because they are (even when they're not) 6. Keep your mind as open as your eyes ↳ New info = new perspective 7. Check your ego at the door ↳ Being wrong is just the first step to being right 8. Learn like it's your job ↳ Because it is 9. Make stuff happen ↳ At day's end, ask: "What did I actually do?" 10. Talk straight, but don't be a jerk ↳ Honesty without empathy is just being mean Here's the truth: Top performers aren't born. They're built. One habit at a time. Which of these do you need to work on? --- Repost to help your network improve. Follow me, Nick Maciag, for more.

Can’t stop thinking about this since I read it. This is really what business - and many of our life decisions - come down to. Stay the course or pivot? Should we stick with a strategy that’s clearly not working? Give a executive hire more time to get it right? Is this the right vendor for a critical area? Being a leader you face these decisions all the time. And the choices we make can make or break our careers and companies. Whenever you meet an executive who has risen up through out their career and had great success, you can be sure they have gotten this right more often then not. It’s something I wrestle with everyday. And in talking to others leaders, I know they do too. Jacqueline Vazquez Kaldahl mentioned the term “FOBO” to me the other day. Fear of better options There will always be other paths to take. Key is knowing when to have the courage to explore vs trusting the the decision you have already made.

I ran into a friend last weekend, and he blew my mind 🤯 🤯 🤯 ..... This friend works for a major professional services company. We traded the usual banter about work, and he asked me what I do for my clients. I explained a few basic tools, and I mentioned the 6Ws, specifically “Why Us,” a company’s value proposition.  What shocked me was his uncertainty about his firm's competitive edge. When I asked him why clients should choose his company, his response was, 'We hire exceptional people.' I probed further, questioning if his competitors hired unexceptional individuals, but the answer was a clear no, indicating that this was not a distinct advantage. Mind you, my friend is not in the C-suite but is in the trenches getting new business. His leadership might think they have a clearly defined value proposition, but if everyone in the firm doesn’t know it, it doesn’t exist. Do you know what makes your organization unique? If you think the answer is something like “excellent service,” “hire great people,” or “we do a good job,” you probably don’t have a real value proposition. Message me if you want to find your real differentiators. 

What are 3 BIG changes you can make today to see the results you want in your social impact career? 1️⃣ When your imposter syndrome kicks in, smile at it... heck - even laugh at it... Then tap into the other part of you that is confidently and comfortably an excellent leader. This is how you can influence for greater buy-in, greater engagement, and ultimately greater impact. This is how you live your purpose. 2️⃣ Don't just see your value. BELIEVE your value. There's a big difference. The people around you feel your energy differently when you believe your value. This is what results in you making significantly greater impacts in your company and with the organisations you partner with. This is how you make truly regenerative impacts. People will want to engage with you and help to bring your vision to life. When you believe your value, you live your purpose, and you end up earning more money that truly reflects your value. 3️⃣ Sign up to the waitlist for the Glowbe Level 1 Certification. We dive into all things leadership, data and mindset - dismantling your imposter syndrome FOR GOOD and setting you up to earn money that reflects your value. You don't want to miss out on the juicy waitlist bonuses! The waitlist closes this Friday at 11:59 BST ⏱️ Link is in the comments 👇

"Tali [facili da intendersi] sono tutte le cose vere, doppo che son trovete; ma il punto sta nel saperle trovare." (So are all truths easy to understand once discovered; the point is to discover them.) Galileo Galilei When you need to discover the truth, but aren't sure where to look, look to a coach. It's not that the coach will tell you the truth - it's that the coach can help you shine the light where you haven't thought to look. #coachingworks #awarenessmatters #consciousleadership #leadership101 #executivecoaching #emotionalintelligence #stoicism

"Unleashing Potential: Confronting Insecurity to Empower Our Brightest Stars” Dear leaders I pen this open letter to draw your attention to a pressing issue that affects the well-being and success of most of the organization’s top performers. I hope that by shedding light on this matter, we can initiate positive change and create a more inclusive and supportive work environment for all. In every organization, the presence of exceptional individuals who consistently deliver outstanding results is crucial for growth and success. However, another reality is that the insecurity of some individuals within our ranks poses a significant threat to the progress and morale of our brightest talents. Regrettably, there are instances where these top performers suffer due to the insecurities of others. This detrimentally impacts their careers, job security, and overall well-being. While it is evident that some leaders within the organizations are aware of this issue, a reluctance to address it hampers the potential for positive change. The consequences of this inaction are severe. Talented individuals, who should be nurtured and celebrated, find themselves subjected to undeserved setbacks and obstacles. This not only stifles their growth but also hampers the organization's ability to innovate and thrive. It is disheartening to witness situations where leaders, who possess the power to effect change, choose to remain silent due to personal concerns. Fear of jeopardizing their promotion prospects or financial incentives should not impede the pursuit of a fair and supportive work environment for all. We must acknowledge that a culture of insecurity breeds toxicity erodes trust, and undermines the potential of the organizations. It is our collective responsibility as leaders to address this issue head-on and pave the way for a brighter future. If the above letter resonates with you, please inform me so that I can share five -step action plan to address this important issue. Warm regards Mohammad Yahya

I was more than happy to share some of my key business secrets around pricing in this BlogHer article, and learned a few things from the other leaders interviewed. Article linked in comments and thanks Dreamers & Doers® for the feature.

Coaching leaders that have come from outside share that they often hit this internal defensive wall. Company hires them to bring their experience to drive improvement yet often throw up obstacles or simply, maybe, allow their fear to mute the idea. Either way - neither side achieves desired experience. This article's suggestion for the hiring manager to do some self-reflection is great! If you are being defensive and thus closed to hearing, consider the 3 steps in the article to break through it. #changemanagement #growthanddevelopment #stayopen Thanks @Alison green & Inc. Magazine https://lnkd.in/gminSmyJ