Eric Partaker's Founder & CEO Accelerator

Navigating Change Credit to Alan (AJ) Silber. Follow him for more insights like this. Original post below: ===== What if the way you lead through change is the reason your team resists it? 👇 Most leaders treat change like an announcement: “We’re switching tools.”  “We’re restructuring.”  “This is the new direction.” But real change isn’t a slide deck. It’s a process.... One that happens in the minds, emotions, and behaviors of people. And the best leaders? They know how to guide people through it. That’s why I put together this quick-hit visual: 5 leadership frameworks that help you navigate change like a CEO. Each one solves a different kind of challenge: ---> Kotter’s 8-Step Model – Great for big org-wide initiatives that need buy-in.  ---> Lewin’s Change Model – Simple, powerful structure: Unfreeze → Change → Refreeze.  ---> ADKAR – Best when individual mindset shifts matter.  ---> McKinsey’s 7-S – Use this when 𝘦𝘷𝘦𝘳𝘺𝘵𝘩𝘪𝘯𝘨 is changing.  ---> Bridges’ Transition Model – Perfect for emotional transitions like layoffs or leadership changes. Change is inevitable. But chaos? Optional. ===== ♻ Repost to help your network. Follow Eric Partaker's Founder & CEO Accelerator for more.

CEO vs CHRO vs CFO Credit to Hayden Swerling. Follow him for more insights on modern leadership and organisational excellence. Original post below: ===== Stop Overlooking Your CHRO Everyone talks about the CEO-CFO power duo. Wrong focus. The real magic? It's a trinity. And your CHRO is the secret weapon. Here's the truth about modern C-suite dynamics: CEO = Vision • Sets the North Star • Drives innovation • Builds market trust CHRO = Business Accelerator • Turns strategy through people into revenue • Masters the talent equation • Creates unstoppable cultures CFO = Engine Room • Fuels growth • Sets guardrails • Ensures sustainability Want to spot a winning company?  Look for one where the CHRO bridges vision and execution. Simple fact: Strategy doesn't deliver results. People do. ===== ♻ Repost to help your network. Follow Eric Partaker's Founder & CEO Accelerator for more.

6 Secrets To Improving Your Executive Presence Credit to Dennis Berry. Follow him for daily strategies. Original post below: ===== The best leaders don’t dominate conversations. They direct them with intention.🔥 Most people think executive presence is about having the loudest voice in the room. It's not. The best leaders are calm, focused and intentional. 💪 If you want to look and lead like a CEO, start here:👇  (Even if you're not an executive... yet) ✅ Speak With Purpose, Not Volume ↳ Don’t ramble just to fill silence ↳ Say less, mean more ✅ Use Your Space With Confidence ↳ Don’t shrink into corners or slouch into chairs ↳ Stand tall, walk with intention, take your seat like you belong (because you do) ✅ Make Decisions, Even If You're Unsure ↳ CEOs rarely have perfect info ↳ But they move forward anyway ↳ Progress beats perfection ✅ Stand and Sit With Good Posture ↳ Straight spine, shoulders back, eyes up ↳ It shows you're ready, not rattled ✅ Listen More, Talk Less ↳ Great leaders don’t just speak well, they listen well ↳ You learn more by letting others talk ✅ Stay Calm In Tough Moments ↳ People take their cues from you ↳ If you panic, they panic ↳ If you stay grounded, they will too Executive presence isn't about a title. It's about behavior.🔥 Act like a leader, and people will start to see you as one. Are you acting like a CEO❓ ===== ♻ Repost to help your network. Follow Eric Partaker's Founder & CEO Accelerator for more.

A 3-Step System to Transform Your Productivity Credit to Asif Ahmed. Follow him for insights like this. Original post below: ===== A McKinsey study revealed something shocking: Only 9% of professionals feel "highly productive." Here's the exact system I've observed following 100+ high-performing founders: The Productivity Triangle™ 🔺 1/ Time Optimisation Engine 🎯 ↳ Time block like a CEO (2-hour deep work slots) ↳ Prioritise ruthlessly (if it's not a 9/10, it's a no) ↳ Kill your productivity vampires 2/ Energy Management System ⚡ ↳ Sleep is your competitive advantage ↳ Strategic breaks (17-min cycles) ↳ Stress becomes your fuel 3/ Focus Architecture 🎯 ↳ Single-tasking is the new superpower ↳ 90-day reflection cycles ↳ Design your Zen workspace But here's what nobody tells you: Missing just ONE element creates: • Time + Energy without Focus = Inefficiency • Energy + Focus without Time = Exhaustion • Focus + Time without Energy = Ineffectiveness The reality? Real productivity lives at the intersection of all three. ===== ♻ Repost to help your network. Follow Eric Partaker's Founder & CEO Accelerator for more.

The Pitch Iceberg Credit to Richard Blundell. Follow him for more frameworks that actually get results. Original post below: ===== 🧊 𝗠𝗼𝘀𝘁 𝗳𝗼𝘂𝗻𝗱𝗲𝗿𝘀 𝗽𝗶𝘁𝗰𝗵 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝘁𝗶𝗽 𝗼𝗳 𝘁𝗵𝗲 𝗶𝗰𝗲𝗯𝗲𝗿𝗴. 𝗔𝗻𝗱 𝘁𝗵𝗲𝗻 𝘄𝗼𝗻𝗱𝗲𝗿 𝘄𝗵𝘆 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗻𝗼𝘁 𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝗳𝘂𝗻𝗱𝗲𝗱. Here’s the uncomfortable truth: What you think matters in a pitch… often doesn’t. 💡 What investors see vs. what really matters: 👀 What’s above the surface (and overrated): — Polished slides — Charisma — Buzzwords — A memorized script — Vanity metrics 🔎 What’s below the surface (and actually drives decisions): ✅ Product-market fit evidence ✅ Deep market understanding ✅ Go-to-market strategy ✅ Scalable model ✅ Realistic financials ✅ Competitive edge ✅ Team chemistry ✅ Customer acquisition strategy ✅ Long-term vision ✅ Operational discipline 📉 Founders who obsess over looking good often miss the chance to be great. ===== ♻ Repost to help your network. Follow Eric Partaker's Founder & CEO Accelerator for more.

7 Brutal Hiring Mistakes Even Top CEOs Make Credit to Emma J E.. Follow her for more real-world executive hiring insights. Original post below: ===== 🛑 7 Brutal Hiring Mistakes (And How to Avoid Them) 1️⃣ Misaligned Expectations  ↳ Stakeholders see the role differently  ↳ No clear agreement on what “success” looks like across 12, 24, and 36 months. Fix:  🔹 Align leadership upfront.  🔹 Define real business problems and outcomes together before the search starts 2️⃣ Superficial Cultural Fit  ↳ Culture judged over coffee chats and buzzwords  ↳ True dynamics surface only under real pressure Fix:  🔹 Forget glossy presentations.  🔹 Run live team workshops watch how candidates lead, listen, and adapt in real time. 3️⃣ Lack of Structure, Support & Authority  ↳ New executives land in chaos with no real backing  ↳ Influence is earned too late, when damage is already done Fix:  🔹 Build a 90-day landing plan: Warm introductions to key players Executive sponsorship Early wins mapped 4️⃣ Hiring for Past Wins, Not Present Challenges  ↳ Award-winning CVs solve yesterday’s problems not today’s  ↳ Logos and titles don’t guarantee current strategic fit Fix:  🔹 Test candidates in real-world challenges your company is facing now  🔹 Look for thinking, not trophies 5️⃣ Sink-or-Swim Onboarding  ↳ “Senior people figure it out” is a growth-killer.  ↳ Silence breeds confusion and slow failure Fix:  🔹 Set structured 30-60-90 day feedback loops.  🔹 Create fast, open calibration points early 6️⃣ Unrealistic Timelines & Lone Hero Syndrome  ↳ Hoping for an instant miracle  ↳ Expecting one exec to fix systemic scaling problems Fix:  🔹 Phase success milestones intelligently  🔹 Build a support system around them scaling is a team mission 7️⃣ Ignoring Soft Skills in Action  ↳ Credentials blind companies to communication breakdowns.  ↳ Leadership is emotional intelligence at scale. Fix:  🔹 Watch how candidates influence, coach, listen, and adapt live — not just what they say in interviews 📣 Bottom Line: Most executive hiring today is corporate theatrics If you’re still relying on polished CVs and smooth interviews, you're playing a losing game ✅ Smart CEOs design leadership teams that scale ✅ Average CEOs hope and pray they hired “the right person.”  What’s been your hardest lesson when hiring? ===== ♻ Repost to help your network. Follow Eric Partaker's Founder & CEO Accelerator for more.

9 CEO Strategic Finance Skills Credit to Oana Labes, MBA, CPA Labes. Follow her for more strategic insights on financial leadership. Original post below: ===== Most CEOs think finance is the CFO’s job. But here’s the uncomfortable truth: Capital allocation is the CEO’s job. Here’s how that works: The CEO sets the vision. The CFO helps execute it with financial insight. But if the CEO doesn't understand strategic finance, That vision is just expensive guesswork. Why does this matter? Because capital allocation (what to fund, what to cut, what to bet on): ↳ Shapes the business model ↳ Drives shareholder value ↳ Defines the company’s trajectory That’s not ops. That’s not FP&A. That’s CEO territory. Here’s how the best CEOs lead financially: ✓ They treat the CFO as a strategic partner, not just a numbers gatekeeper ✓ They understand cash flow, ROIC, debt capacity, and capital efficiency ✓ They guide the financial narrative, not just approve the numbers ✓ They set capital allocation priorities based on long-term business value The CFO can set the table. But the CEO has to decide what gets served. ===== ♻ Repost to help your network. Follow Eric Partaker's Founder & CEO Accelerator for more.

How To Communicate Like A CEO Credit to Rohan Sheth. Follow him for more communication advice. Original post below: ===== Every great CEO knows this: Weak writing makes strong people look bad. That's why all the best leaders prioritize written comms. If you're writing emails or even Slack messages that sound: 🚫 Insecure 🚫 Overly formal 🚫 Or completely unclear Your credibility is going to take a hit. And I doubt you'll get the answers, approvals, or actions you're looking for. If you want to write like a CEO and be impossible to ignore... Start here: 1. Make the Subject Line Earn Its Keep ↳ Be clear. Be specific. Make them want to open it. ❌ “Quick question” ✅ “Need your approval on Q3 budget by Friday” 2. Lead With the Win ↳ Hit them with the result or main point in the first line. ❌ “Hope you’re doing well. I wanted to update you…” ✅ “Leads are up 32% this week. Here’s what changed.” 3. Kill the Weak Words ↳ “Just,” “I think,” “kind of” make you sound unsure.  ❌ “I just wanted to check if…” ✅ “Can you confirm this today?” 4. Write Like a Human ↳ If you wouldn’t say it over coffee, don’t type it. ❌ “As per our previous correspondence…” ✅ “Following up on our last conversation…” 5. Spell Out What You Want ↳ Tell them exactly what needs to happen and when. ❌ “Let me know what you think.” ✅ “Can you sign off on this by Thursday?” 6. Make It Stupid Easy to Read ↳ Short sentences. Clear breaks. No walls of text. ❌ 8-line paragraphs that make their eyes bleed. ✅ One thought per line. Easy to scan. 7. Show Me The Receipts ↳ Back it up with proof so they know you’re not blowing smoke. ❌ “The campaign is doing great.” ✅ “CTR jumped from 2.4% to 5.1% in six days.” 8. End With Certainty ↳ Leave no doubt about what happens next. ❌ “Thanks.” ✅ “Thanks, I’ll call you at 2pm to confirm.” The difference between average and CEO-level communication is huge. It's about clarity, confidence, and respect for the reader’s time. You write this way, you get: ☑️ Answers faster ☑️ Projects moving quicker ☑️ People taking you seriously This type of communication opens doors you didn’t even know existed. It’s how you build leverage in a competitive world... And ensure the right people stay in your corner. ===== ♻ Repost to help your network. Follow Eric Partaker's Founder & CEO Accelerator for more.

6 Filters Great Leaders Use Before They Decide Credit to Jonathan Raynor. Follow him for more insights like this. Original post below: ===== Before you decide, pause. Great leaders use these 6 filters first. 1. The Values Filter  Does this align with what we stand for? Strong leaders don’t chase convenience.  They act in line with their core values - always. 2. The People Impact Filter  Who benefits, who struggles, and who’s left out? They weigh the impact on morale and inclusion.  No decision is neutral. Culture feels every choice. 3. The Long-Term Lens  Will this hold up six months from now? They avoid fixes that cause future friction.  Short-term wins mean little if they break trust. 4. The Clarity Test  Is the message clear enough to act on? If people need to “read between the lines,”  that’s a signal to simplify before rolling out. 5. The Energy Check  Does this energize or drain the team? They notice when momentum rises or crashes.  Motivation is part of the strategy, not an afterthought. 6. The Bias Breaker  Am I reacting, or responding with intention? Great leaders pause to examine their instinct.  They challenge assumptions before they act on them. Clear thinking builds trusted leadership. And a few filters change everything. ===== ♻ Repost to help your network. Follow Eric Partaker's Founder & CEO Accelerator for more.

How Top CEOs Handle Tough Conversations Credit to Christine Carrillo. Follow her for more insights on leadership. Original post below: ===== Every ignored issue turns into a crisis. Every honest conversation prevents one. The toughest conversations define your leadership. How you handle them shapes your company's future. Great CEOs don't avoid tough conversations, they own them. Because the ones that don't: ↳ Let underperformance slide. ↳ Create confusion by staying silent. ↳ Let small issues spiral into big problems. ↳ Lose trust as their team sees the avoidance. ↳ Trade short-term comfort for long-term dysfunction. The leaders who embrace tough conversations: ↳ Strengthen team culture with open communication. ↳ Set clear expectations and accountability. ↳ Create an environment where people grow. ↳ Solve problems before they escalate. ↳ Build trust through honesty. Tough conversations aren't roadblocks.  They're turning points. Your words either build trust or break it. Choose wisely. ===== ♻ Repost to help your network. Follow Eric Partaker's Founder & CEO Accelerator for more.