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

Deliver effective feedback in 3 parts (Situation—Behavior—Impact) so the other person hears you without defensiveness.

Sort your feedback on care personally × challenge directly — sweet spot: high in both.

Write four sentences: Describe the behavior, Express the impact, Specify the change, Consequences.

Prep your 1-on-1 with SBI + GROW: situation, behavior, impact, then open GROW questions.

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

Refuse to attend or hold any meeting whose agenda did not arrive 24 hours prior, no exceptions.

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

For each delegation candidate, rate skill and interest — delegate where both are high.

Before any delegation, answer 7 questions in writing — send them with the handover.

After any delegated task completes, deliver feedback in Situation-Behavior-Impact format.

Specify the decision-types (not tasks) you will delegate via an explicit authority ring.

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).

Designate one weekday with zero meetings — even from the CEO.

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.

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

Don't ask "do we need another hire?" — ask "if we started today with nobody, who'd we hire first?".

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

A 2×2: "Care Personally × Challenge Directly". Know which quadrant you're in with each report.

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

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

Replace one reused password across 30 accounts with unique long ones, stored in an encrypted manager.

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