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Related frameworks

Communication4 steps

Care Deeply, Challenge Directly — The Feedback Script

Three moves that let hard feedback land as care instead of criticism

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Innovation4 steps

Cohort-and-Control Data Reading

Never trust pre/post dashboards — read behavior by cohort and judge changes by variant-vs-control so the macro can't fool you.

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Mindset4 steps

First-Principles Thinking as a Hiring Filter

Build your own framework from context instead of importing one — and hire for it deliberately

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Leadership4 steps

Flying Formation

Define cross-team roles (DACI) plus operating rhythms before growth ships anything

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Strategy4 steps

Hypothesis-to-Data Over Strategy

For most PMs, strategy is overrated — your real job is to shrink the time from hypothesis to data.

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Strategy3 steps

Naturally Hedged Product Portfolio

Build products that make money in opposite macro conditions so troughs in one are peaks in another.

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Influence5 steps

Organic Mentorship Sourcing

Never ask 'will you be my mentor' — pick managers whose success depends on yours, then bring real problems

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Leadership4 steps

Running Products via the Daily Meeting

Assign one owner to an urgent problem, give them unlimited resources except time, and force a daily report until it's solved.

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Mindset3 steps

Slow vs Fast Decisions

For any reversible decision there's no right or wrong — only slow and fast — so decide fast and correct fast.

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Productivity4 steps

The 10x Leverage Desk

Spend your finite time only on problems with 10x positive or negative impact — and physically move yourself into the details until they're solved.

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Entrepreneurship5 steps

The First Growth Hire as Portfolio Manager

Hire acquisition first, and hire for attributes over channel expertise — expertise causes false precision

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The Five Ingredients of a High-Performing Team

Clear goals + a why, results culture, team-first, ownership, and fun — in that order

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Self-Mastery4 steps

The Four Filters for Career Acceleration

Growth rate, strength-fit, deferred comp, and the C-suite question — pick jobs on these, not on salary.

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Leadership3 steps

The Ownership Engine

Ownership is manufactured by scope design first, culture second, and leader accountability third

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Leadership4 steps

The Prep-Call PM Interview Loop

Coach the candidate before their final presentation — how they use your feedback is the real signal

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Self-Mastery3 steps

The Superpower Overlap Test

Find your true strengths via a two-layer self-plus-peer assessment, then only take roles where your superpower meets the company's.

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Leadership5 steps

The Talent Development Lifecycle

Develop people across five stages: fit, ramp, early wins, visibility, lifelong relationship

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