Every high performance culture starts with this… I recently asked a founder about his culture. And he started talking about free lunches and other perks. This is not culture. He was a coaching c…

11443166 viral

Company Culture5 months ago

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Most leaders misunderstand this… Strategy is not vision. Strategy is not goals. It’s the bridge between the two. Strategy is your unique approach to achieve vision. It shapes your annual goals and…

1023985 viral

Business Strategy4 months ago

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This is the part of leadership no one prepares you for… Going from IC to manager is hard. But becoming a manager of managers is brutal. You’re no longer managing the work… you’re managing the peop…

1013364 viral

Leadership4 months ago

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If only someone had told me…

802853 viral

5 months ago

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Most people think goals fail because the team screwed up. They’re wrong. 99% of goals fail because of poor leadership. It doesn’t matter what framework you use… → OKRs → Rocks → SMART If you’re…

652683 viral

Leadership5 months ago

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If there's one thing you do on Linkedin today... I'd be forever grateful if you'd consider applying, or sharing this role with someone you really respect. Christopher Himes & I started dreaming up…

501462 viral

Hiring5 months ago

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Topics & Content Focus

Primary Topics

Practical executive strategy design (turning long-term vision into concrete, company-wide operating strategy)Manager-of-managers leadership and building leverage through leaders instead of individual contributionHigh-performance culture architecture (purpose, incentives, accountability, and trust systems)Early-stage startup building and elite-team recruiting for high-upside opportunities

Secondary Themes

Creating clarity and context flows from founders/executives down through managersAccountability structures and checkpoints for leaders and their teamsTarget-market focus and go-to-market discipline (who you serve first, second, third)Alignment of compensation, career paths, and culture with company objectivesWork-life boundaries and sustainable high performanceOrg-wide communication rhythms (cadence, reviews, skip-levels, peer accountability)

Industry Focus

B2B SaaS and venture-backed tech startupsFounders and C-level operators at early to growth-stage companiesPeople leaders (VPs, Directors, Heads of) in knowledge-work and tech organizations

Content Categories

Educational frameworks and mental models for leadershipStrategic playbooks for executives and foundersCulture and org-design thought leadershipHiring and recruitment spotlights for startup rolesShort curiosity hooks and teaser posts for future content

Performance Insights

124%

Avg Engagement Rate

INCREASING

Performance Trend

Best Performing Topics

High-performance culture design and what ‘real culture’ actually means in a business contextStrategic translation of vision into actionable, differentiated company strategyAdvanced leadership mechanics for managing managers and building leveraged teams

Virality Signals

Framework and checklist posts earn disproportionately high comments and shares compared to shorter or purely promotional postsPosts that reframe common misunderstandings in leadership (culture, strategy, management) trigger strong discussion in commentsNaming proprietary or branded concepts (e.g., ‘Strategic AIM’) makes ideas more memorable and shareableHigh comment density on posts that call out bad default behaviors (e.g., misdefining culture, over-trusting managers, chasing any customer)

Structure & Quality

230

Avg Length (Words)

HIGH

Depth Level

ADVANCED

Expertise Level

7.5/10

Uniqueness Score

Common Hooks

Counterintuitive or corrective leadership statements (e.g., ‘Most leaders misunderstand this…’)Under-discussed pain points in leadership transitions (e.g., ‘This is the part of leadership no one prepares you for…’)Big, definitive claims about success foundations (e.g., ‘Every high performance culture starts with this…’)Single-line curiosity hooks that withhold details (e.g., ‘If only someone had told me…’)Urgent, action-focused openers for recruiting or big announcements (e.g., ‘If there’s one thing you do on Linkedin today…’)

Common Endings

Summarized bullet or checklist recap of the main pointsBenefit-focused closing line about becoming ‘unstoppable’ or achieving great resultsExplicit multi-step CTA to like, follow, repost, and subscribe to a newsletterSoft invitation to apply the framework with their own team or companySubtle brand-building through naming frameworks (e.g., ‘Strategic AIM’)

Value Delivery Methods

Provides concrete, stepwise frameworks that leaders can directly apply (e.g., specific rhythms, checkpoints, and accountability structures)Translates abstract leadership ideas (vision, culture, trust) into practical behaviors, metrics, and decision criteriaOffers mental models to diagnose organizational problems (e.g., misaligned incentives, fuzzy markets, over-trusting managers)Blends strategic thinking with operator-level tactics, making it valuable for both founders and senior managers

Formatting Style

Short paragraphs with frequent line breaks for skimmabilityBulleted and numbered lists to structure frameworks and stepsUse of arrows (→) to emphasize key points and flows (e.g., Vision ➡️ Strategy ➡️ Goals)Visual separators like ‘⁂’ to break sections and reset reader attentionOccasional emojis (📍, 🔥) for emphasis, but sparing overall

Audience & Tone

YES

Question Usage

0.5%

Response Rate

Detected Tone

Operator-mentor who has ‘been there’ and is now codifying lessonsDirect but empathetic strategist focused on real-world leadership painSmart-casual expert who mixes sharp frameworks with conversational phrasingsemi-formalsecond-person

Interaction Style

Engages through thoughtful, substantive content that invites reflection from experienced leadersEncourages managers and founders to tag peers or share posts with their teams for discussionUses frameworks as shareable artifacts that teams can adopt in meetings or planning sessionsLeverages newsletter and follow CTAs to move engaged readers into a deeper, ongoing relationship

Community Building Signals

Consistent use of ‘for posts like this delivered weekly’ to build a long-term learning cadence with the audienceDrive to an external newsletter for more in-depth content, creating an owned audience beyond LinkedInLanguage that positions the audience as part of a ‘championship team’ or high-performance communityOccasional recruiting posts that invite top-performers into the creator’s own company journey, deepening connection with aspirational readers

Writing Style Patterns

Content Strategy

Hook: Counterintuitive or corrective leadership statements (e.g., Tone: semi-formalCTA: Numbered multi-step CTA encouraging like, follow,

Writing style breakdown

Core characteristics

The voice is authoritative, practical, and coaching-oriented, with a distinctly professional LinkedIn/leadership vibe.

It is conversational but not casual in a slangy way. It feels like an experienced operator talking directly to ambitious professionals.

It is punchy and persuasive, with a heavy emphasis on clarity and directness.

The tone is confident, sometimes blunt (“They’re wrong.” / “That’s on you.”), but not mean or cynical.

It is highly structured and methodical; almost everything funnels into a framework, list, or clear set of rules.

- Energy level: medium-high. The pacing feels dynamic because of

Short, impactful sentences.

Frequent line breaks.

Strong, definitive statements.

The emotional feel is motivational but grounded in hard-earned experience. There is an undercurrent of “I’ve done this, I’ve seen this across many companies, listen up.”

No over-the-top hype; rather, a calm, serious, “this matters” intensity.

- Frequent use of

Contrast and myth-busting (“Most leaders misunderstand this…”, “They’re wrong.”).

Direct assertions with moral/ownership framing (“That’s on you.”).

Rhetorical questions to pull the reader in (“Who wants to join us?” “What rules would you add?”).

Simple, memorable naming of frameworks (“Strategic AIM”).

Numbered rules or lists with short, punchy sub-bullets.

Metaphors are functional (e.g., archery target, “bridge between the two”) and used sparingly to clarify, not to be poetic.

Occasional light humor or informal flare (“stupidly simple”, “because that’s dumb”, “Trust me its badass.”).

Addressing the reader

Dominant perspective: second person (“you”, “your team”, “your job”) with occasional first person (“I recently asked…”, “I learned this the hard way…”).

This creates a mentor/coach vs. learner dynamic.

- Commands are common and direct

Get crystal clear on…

Make sure your managers always know…

Don’t do the work for them.

- Suggestions are sometimes softened but still directive

Consider applying, or sharing this role…

- The writer often positions themselves as an experienced guide

I learned this the hard way…

Now I see it working with nearly 100 CEOs…

Scot Chisholm

Warm Analysis

Performance Overview

Top Posts by Engagement

Posting Patterns & Frequency

Best Performing Days

Best Performing Times To Post

Topics & Content Focus

Primary Topics

Secondary Themes

Industry Focus

Content Categories

Performance Insights

Best Performing Topics

Virality Signals

Structure & Quality

Common Hooks

Common Endings

Value Delivery Methods

Formatting Style

Audience & Tone

Detected Tone

Interaction Style

Community Building Signals

Writing Style Patterns

Content Strategy

Core characteristics

- Energy level: medium-high. The pacing feels dynamic because of

- Frequent use of

Addressing the reader

- Commands are common and direct

- Suggestions are sometimes softened but still directive

- The writer often positions themselves as an experienced guide