New hire week 1: one page with everything they need — not "ask so-and-so".

Before any big decision, write 5 assumptions you relied on — test the weakest.

When resigning, write 3 highly constructive notes you leave behind — to make a difference.

Opportunities come from acquaintances not friends — activate 20 weak ties this month.

Design a 5-mentor board: technical, strategic, life, spiritual, peer.

Record a one-hour screen video of someone doing the task instead of writing 15 pages nobody reads.

On day one, hand the new hire a list of 15 decisions they make alone without consulting you.

Three phases: learn (30), diagnose (60), first win (90).

One document answering every "how do we work here?" question for new hires.

Each SOP: one-line title, 7-step checklist, then reference details.

One page answering "where do I find X?" for 80% of team questions.

Every new member gets a peer "buddy" (not their manager) for the first 30 days to ask any "silly" question.

End employment with least harm: 10 min, 3 clear messages, dignified exit.

In transition to a new role: 30 days listen, 30 plan, 30 execute. Avoid "prove myself immediately" trap.

Design a 3-phase leadership onboarding plan: Learn (30) → Contribute (60) → Own (90) — instead of leaving the new member to "figure it out alone".

When a member joins or leaves, reopen implicit working norms for renegotiation instead of assuming they stay fixed as before.

Set "system instructions" once in your account = every chat starts from your context automatically.