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Chase

1 recommend/use · 2 sourced episodes

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Related frameworks

Influence3 steps

Anchor High, Never Split the Difference

Find the ceiling; a reflexive split leaves six figures on the table

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Finance5 steps

Beat-Your-Plan Fundraising: Trade Dilution for Trust

Pitch numbers you'll hit, eat the lower valuation, and turn every passer into a future lead.

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Influence4 steps

Build Champions Before the Offer

The negotiation starts sooner than you think — plant reciprocity and recruit coaches across the org

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Leadership5 steps

Career-First Management: Help Them Find Their Next Job

Commit to helping reports leave, and win transparency, backfill lead time, and reputation.

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Productivity4 steps

Compounding Urgency: Pull the Roadmap Up a Week

Ship a week earlier, start the next thing a week sooner, and the gap compounds into a lap.

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Communication4 steps

Control the Channel, Pace, and Field

Never negotiate over email; slow it down and pick the room where you win

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Communication3 steps

Deflect the Number Question

Never name your figure first; make them reveal the range instead

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Communication6 steps

Demand-Feedback-First (T3/B3)

Force your team to critique you before you critique them — then report back what you changed.

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Finance4 steps

Expand the Pie with Performance Triggers

Break the salary band by making it 'we' and tying pay to outcomes

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Strategy5 steps

The BD-Product Operating Contract

Test deals with hacky ops before code, build platforms not bespoke, time product's entry.

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Influence5 steps

The Consultative Interview Flip (Sell the Vacation)

Run the interview like an enterprise sale so there is no competition when the offer comes

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Leadership6 steps

The Empathy Steel-Man Decision Framework

Make each side argue the other's case, then name the tiebreaker and the deadline before debating.

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Leadership5 steps

The Generalist Placement Play

Put a non-expert in charge to unlock 10x thinking, then hire the expert and get out of the way.

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Leadership5 steps

The 'How to Work With Me' Document

Scale culture through one written doc: expectations, your real flaws, your commitments.

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Leadership6 steps

The Post-Interview Culture Probe

Give a strong-but-culturally-questionable candidate blunt feedback and hire on how they react.

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Communication3 steps

The Soft Pushback

The one-line, zero-aggression ask that recovers ~20% of comp almost every time

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Leadership5 steps

WeDash: Mandatory Dogfooding as a Culture Governor

Make every employee do frontline work, then advertise it in interviews to self-select hires.

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