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Intuit

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Influence4 steps

Asking for Help Well

Ask for advice, not answers — the counterintuitive skill that separates who rises from who stalls.

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Influence4 steps

Benefit-Priming Questions (Good Friction)

Add a step to your signup flow — a question that makes users think about the benefit — and conversion goes up.

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Leadership4 steps

Bias Interrupters for Introvert-Safe Decisions

Design meetings so the loudest 20% can't take 80% of the air — vote offline, then go round the circle.

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Influence3 steps

Bring the Insight to Win Over Skeptics

Earn trust from more-experienced people by owning customer insight, not by faking expertise

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Innovation6 steps

Build Zero-to-One in the Dark

Inside a big company, new products die of attention. Ask for less scrutiny, fewer resources, and room to fail.

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Strategy4 steps

Candidate Market Fit

Position yourself as a narrow spear, not a net — three-to-four attributes the market actually wants.

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Strategy3 steps

Escaping the Low-Impact PM Death Spiral

Low-impact work begets low-impact work until layoffs — break the cycle by proactively claiming high-impact work.

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Strategy5 steps

Evidence-First Intervention Design

Literature review, then hypothesis, then 30 variants, then relative testing — never show users one design.

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Influence4 steps

Friction Injection for Behavior Suppression

To make people do less of something, add logistical AND cognitive friction at the moment of the hot decision.

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Strategy5 steps

Growth Is a Game of Inches

Don't chase the step function. Ship 20 bets at 20% instead of 4 perfect ones — then raise the hit rate.

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Mindset3 steps

How Might the Opposite Be True

Break a scarcity or false-tradeoff frame by forcing yourself to argue the reverse

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Productivity3 steps

Impact Estimation in the Unit of Your Goal

Prioritize by estimating each option's impact in the exact same unit as your team goal, not an abstract score.

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Leadership4 steps

Incentive Alignment Against the Dark Side

We are what we measure. Set the team's incentive on the behavior, and lengthen its time horizon.

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Influence3 steps

Job Mission with OKRs (Play to Win)

Write your own version of the role with OKRs and share it with the hiring manager to win the offer.

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Self-Mastery3 steps

Learning Curve, Environment, Problem

Evaluate whether to stay in or leave a role using three questions, not job titles

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Strategy3 steps

One-Step-Away Team Goals

Set your team's goal exactly one why-statement or one math operator away from a company goal.

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Communication3 steps

Options-With-A-Recommendation Pushback

Never say yes or no to stakeholders — present options, trade-offs, and one clear recommendation.

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Strategy5 steps

PM Your Career Like You PM Your Product

Write a spec for your career: destination, metrics, milestones, and a measuring stick for every offer.

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Communication5 steps

Reframe Self-Promotion as Education

You make the light bulb but you sell light. Rename the act and the resistance disappears.

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Influence4 steps

Right for Wrong

Get people to do the thing they already want to do — by giving them a shallower, more immediate reason.

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Productivity3 steps

Single-Owner Review Limits

Cap reviews, approvals, and meeting size so one accountable owner drives the pace

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Leadership3 steps

Situation-Behavior-Impact Feedback

Deliver hard feedback as an undeniable subjective observation, not a verdict

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Leadership6 steps

The 30-60-90 Day Landing Plan

Listen for 30, align for 30, execute for 30 — and negotiate the listening time with your manager up front.

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Innovation5 steps

The Behavioral Diagnosis

A journey map on steroids: every micro-step to the behavior, with the blocking psychology named at each one.

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Leadership3 steps

The CEO Funding Test

Ask 'if I were CEO, would I fully fund my own team?' to expose whether your work is survivable.

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Innovation4 steps

The Double Diamond Product Process

Alternate broad exploration and narrow selection across customer, problem, and solution

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Innovation4 steps

The Easiness Ladder: Default, Then Rule of Thumb, Then Decision

First line of defence is always a default. If you can't default it, give people a heuristic — never a calculation.

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Influence4 steps

The Four Legs of the Negotiation Stool

Negotiate the resources you need to hit your OKRs before salary, then ask 'are you open to?'

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Self-Mastery3 steps

The Job Search Council

Run your job hunt as a committed 6-8 person peer group that flips anxiety into accountability.

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Self-Mastery4 steps

The Learning-Impact Ladder

Alternate between roles where you have mastery and roles where you're the newbie — zigzag, don't climb.

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Strategy4 steps

The Manukan Two-Pager & Listening Tour

Draft what you want and don't want, then run structured listening-tour conversations to find your fit.

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Productivity3 steps

The Subtractive Goal-Shrinking Exercise

Make a bloated set of goals smaller and more concise each round until one specific, urgent number survives.

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Innovation4 steps

The Three B's (Behavior, Barriers, Benefits)

Pick an uncomfortably specific behavior, strip its barriers, then engineer an immediate benefit.

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Self-Mastery3 steps

The Three E's of Career Growth

Grow faster by deliberately balancing experience, exposure, and education

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Influence4 steps

The Trust Equation

Trust = (credibility + reliability + authenticity) / perception of self-interest

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Influence5 steps

Write What You Repeat

If you say it more than once, write it down — then get an accountability partner to enforce a monthly cadence.

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