Quick Reads

quick read — Emotional intelligence

The Power of Small Gestures: How Emotional Intelligence Transforms Relationships with the 10/5 Way

In a world dominated by technology and virtual communication, the art of human connection often takes a backseat. Yet, science consistently shows that small, intentional gestures—such as making eye contact, offering a smile, or saying “hello”—can profoundly impact how people perceive and interact with us. These simple acts of connection build trust, foster collaboration, and elevate emotional intelligence (EI).

Enter the 10/5 Way: a deceptively simple strategy designed to enhance connections and demonstrate emotional intelligence in everyday interactions. It’s not groundbreaking in its complexity, but it is revolutionary in its ability to transform how people perceive you and how you make them feel. Whether you’re at work, networking, or meeting a client for the first time, this small habit can create significant change.

What Is the 10/5 Way?

At its core, the 10/5 Way is about practicing warmth and approachability through small nonverbal cues. Here’s how it works:

  • When someone is within 10 feet of you: Make eye contact and smile.
  • When someone is within 5 feet of you: Add a friendly greeting, such as “Hello” or “Good morning.”

That’s it. These actions might seem insignificant at first glance, but when consistently practiced, they leave lasting impressions. The simplicity of the 10/5 Way makes it easy to adopt, and its impact is backed by both science and real-world success stories.

This strategy is often implemented in industries like healthcare, hospitality, and customer service, where connection is critical. For example, Ochsner Health System used the 10/5 Way to foster stronger relationships between staff and patients. The results were remarkable: increased patient satisfaction, more visits, and higher ratings for medical staff. This demonstrates that even small changes in behavior can create a ripple effect, improving both personal relationships and business outcomes.

The Science Behind the Smile

Why does a smile or a simple greeting carry so much power? It comes down to how the human brain is wired.

No. 1 — Smiling Sparks Connection

Humans are hardwired to read facial expressions. When you smile at someone, their brain unconsciously mirrors that emotion, triggering positive feelings. A study published in Cognitive, Affective, and Behavioral Neuroscience highlights how smiling can activate neural pathways that improve mood and emotional connection.

Interestingly, smiling doesn’t just benefit others—it’s good for you, too. Smiling activates muscles that increase blood flow to the brain’s frontal lobe, enhancing decision-making and focus. It also releases dopamine, your body’s natural “feel-good” hormone, making you happier and more engaged.

No. 2 — Eye Contact Builds Trust

Eye contact is another crucial component of the 10/5 Way. In Western cultures, eye contact symbolizes confidence, focus, and authenticity. Timed appropriately, it signals, “I see you, and I value you.” Eye contact also strengthens nonverbal communication, helping people feel seen and understood.

Together, these small gestures create a cycle of positivity that fosters trust, approachability, and emotional connection.

Why Emotional Intelligence Matters in Everyday Interactions

At its heart, emotional intelligence is about understanding and managing emotions—your own and those of others. Nonverbal communication, like the 10/5 Way, is a cornerstone of EI. It allows you to connect on a deeper level without saying much at all.

Here’s how the 10/5 Way demonstrates emotional intelligence:

  • Self-awareness. By practicing the 10/5 Way, you become more mindful of how your nonverbal cues affect others.
  • Empathy. A smile or a friendly greeting acknowledges the presence of others, showing that you value them.
  • Social Skills. These small gestures create a foundation for positive interactions, paving the way for collaboration and trust.

In the workplace, this heightened emotional intelligence can lead to better teamwork, stronger client relationships, and a more inclusive culture.

How to Implement the 10/5 Way

The beauty of the 10/5 Way is its simplicity. You don’t need extensive training or a detailed action plan—just the intention to connect. Here are some practical tips for integrating it into your daily routine:

No. 1 — With Your Team

Acknowledge your colleagues as you pass them in the hallway or enter the office. A simple “Good morning!” combined with eye contact and a smile sets a positive tone for the day. This small gesture can foster camaraderie and improve team morale.

No. 2 — With Clients or Customers

During meetings, pitches, or client interactions, greet people warmly and confidently. These small nonverbal cues can put clients at ease and make them more receptive to your ideas.

No. 3 — With Leadership

Don’t underestimate the power of a smile and greeting when interacting with higher-ups. These gestures convey confidence and approachability, helping to build rapport with leadership.

Why Small Gestures Create Big Impact

Implementing the 10/5 Way might feel trivial, but research and real-world application suggest otherwise. A study conducted by Harvard Business Review found that simple behaviors like smiling and greeting others can lead to better interpersonal relationships, higher satisfaction, and even improved business outcomes.

Take the example of Ochsner Health System. By teaching their staff to consistently practice the 10/5 Way, they saw a 5% increase in patients’ likelihood to recommend the organization and improved employee morale. These results highlight the power of small, intentional actions.

For businesses, this strategy can be a cost-effective way to build trust and connection with both employees and customers. For individuals, it’s an easy habit that can improve relationships and emotional well-being.

The 10/5 Way in Action: A Challenge

Ready to try it out? Here’s a simple challenge:

  • Practice the 10/5 Way for one week.
  • Make eye contact and smile when someone is within 10 feet of you.
  • Add a friendly greeting when they’re within five feet.
  • Reflect on the results. Do people seem more open or responsive? Has your mood improved?

You might be surprised by how such a small habit can transform your interactions.

The Bottom Line: Be Human

At its core, the 10/5 Way is about embracing our humanity. It’s a reminder that small acts of kindness—a smile, eye contact, or a quick “hello”—can build bridges and strengthen relationships.

In a world that’s increasingly fast-paced and transactional, the ability to connect with others on a personal level is a superpower. By practicing emotional intelligence and adopting simple habits like the 10/5 Way, you can foster trust, collaboration, and positivity wherever you go.

So, the next time you’re within 10 feet of someone, don’t just walk by—engage. A small gesture might just make a big difference.

quick read — Personal development

Why Worry is a Wasted and Useless Emotion: Understanding the Three Circles of Control

Worry is an emotion that most people are intimately familiar with, whether it manifests as sleepless nights, restless thoughts, or an ongoing sense of dread about the future. Despite its universality, worry is one of the most counterproductive and wasted emotions we experience. At its core, worry is a mental preoccupation with imagined problems or events, a spinning of the mind’s wheels without producing meaningful results. While it may feel like worrying prepares us to handle challenges, the truth is that excessive worry often does more harm than good. To understand why worry is wasted energy, it’s essential to examine how it relates to the concept of control. By breaking down life into three circles of control—things we can control directly, things we can influence indirectly, and things entirely outside our control—it becomes clear that most worries fall into the latter categories, making them futile.

The Three Circles of Control

Imagine your life as consisting of three concentric circles.

  • The Innermost Circle: Direct Control
    This circle represents the things you have full control over, such as your actions, decisions, habits, and attitudes. For instance, you can choose how to respond to challenges, whether to spend or save money, or how to manage your health. These are areas where your energy and effort can directly affect outcomes.
  • The Middle Circle: Indirect Control
    The middle circle consists of things you can influence but not completely control. This might include other people’s opinions, workplace dynamics, or the outcome of a project you’re involved in. While you can take steps to influence these areas—like communicating effectively, working hard, or offering help—the ultimate outcome depends on factors beyond your grasp.
  • The Outermost Circle: No Control
    The outermost circle encompasses everything over which you have zero control. This includes natural disasters, global political decisions, the economy, and even the past. While you might be affected by these things, worrying about them won’t change their outcome.

Now, let’s examine how worry interacts with these circles.

Why Worry Is Futile

Worry often stems from focusing on the wrong circle—usually the outermost one. People frequently dwell on things they cannot control, like whether it will rain during their vacation, whether someone will like them, or whether a global crisis will disrupt their lives. This misplaced focus results in wasted mental and emotional energy, leaving people feeling anxious, powerless, and drained. Here’s why worry in each circle is counterproductive:

  • Worrying About Things You Can Control
    Even when worrying about something within your direct control—such as preparing for an exam or maintaining your health—it’s unhelpful. Worry in this context tends to paralyze rather than motivate. Instead of taking action, many people get stuck in a loop of overthinking and imagining worst-case scenarios. The antidote is action. For example, instead of worrying about doing poorly on a test, you could use that energy to study, rest, and prepare. Worry adds no value; action does.
  • Worrying About Things You Can Only Influence
    When it comes to indirect control, worry becomes even less productive. Suppose you’re waiting for a promotion at work. You can influence the outcome by performing well and expressing your interest, but the decision ultimately rests with others. Excessive worry about whether your boss will approve your promotion doesn’t help—it only magnifies stress and reduces your focus on the actions you can take.
  • Worrying About Things Outside Your Control
    This is where worry becomes completely useless. Spending time and energy worrying about things you can’t control, like geopolitical tensions or other people’s feelings, achieves nothing. It’s like sitting in a rocking chair—it gives you something to do but takes you nowhere. The weather, the past, or someone else’s choices are completely beyond your reach, so worrying about them only steals your peace of mind.

The Psychological and Physical Costs of Worry

Beyond its ineffectiveness, worry exacts a heavy toll on your well-being. Chronic worrying is linked to anxiety disorders, depression, high blood pressure, and even weakened immune function. The mental energy spent on worry also robs you of the ability to focus on productive and meaningful tasks. It’s as if worry clogs your mental bandwidth, leaving little room for problem-solving, creativity, or joy.

The Freedom of Letting Go

The key to overcoming worry lies in recognizing which circle of control a situation belongs to and responding accordingly. Here’s how you can shift your mindset:

  • Focus on What You Can Control
    When you identify something within your direct control, shift your energy from worry to action. For example, instead of worrying about your finances, create a budget or explore ways to increase your income. Taking proactive steps not only reduces worry but also empowers you.
  • Influence Where You Can, Then Let Go
    In situations where you have indirect control, focus on doing your part. Communicate your needs, do your best, and leave the rest to unfold naturally. Remember, worrying about the outcome doesn’t change it.
  • Accept What You Cannot Control
    Acceptance is a powerful antidote to worry. When faced with situations beyond your control, remind yourself that your energy is better spent elsewhere. This doesn’t mean ignoring problems; it means releasing your attachment to outcomes you can’t influence.

Replacing Worry With Constructive Habits

Instead of letting worry dominate your thoughts, consider adopting habits that help you focus on what truly matters:

  • Practice Mindfulness. Mindfulness helps you stay present and detach from hypothetical “what if” scenarios.
  • Cultivate Gratitude. Focusing on what you have, rather than what you fear losing, shifts your perspective.
  • Develop a Problem-solving Mindset. When faced with challenges, ask yourself, “What can I do about this right now?”
  • Adopt a Daily Mantra. A simple phrase like “Let go of what I can’t control” can serve as a reminder to release worry.

Conclusion

Worry may feel like an unavoidable part of life, but it’s ultimately a wasted and useless emotion. By understanding the three circles of control, you can recognize when your worries are misplaced and redirect your energy toward meaningful action or acceptance. Life is too short to spend it consumed by things you cannot change. When you let go of unnecessary worry, you create space for clarity, peace, and purpose. Instead of being trapped in a cycle of anxiety, you can focus on what truly matters and build a life rooted in action, resilience, and joy.

quick read — LEADERSHIP

Performance and expectations are intricately connected. The most successful leaders don’t simply demand results—they create environments where expectations inspire teams to excel. By setting clear, high expectations, leaders can tap into a powerful psychological dynamic that drives individuals and teams to not only meet but exceed their potential.

Yet, this approach is more art than science. It hinges on trust, communication, and the ability to align expectations with opportunities for growth. Let’s explore the profound link between performance and expectations, the common pitfalls leaders face, and actionable strategies to cultivate a culture of excellence.

The Psychology of Expectations: Why They Matter

At the core of human behavior is the need for purpose, belonging, and validation. In the workplace, these desires are often influenced by the expectations leaders set. Expectations act as a guidepost—they tell employees what’s important, what success looks like, and how their contributions matter.

High expectations can unlock high performance because they do two crucial things:

No. 1 — They create clarity. When expectations are clear, individuals know exactly what is required of them and how their work ties into the larger mission.

No. 2 — They inspire trust. When leaders set high expectations, they implicitly communicate belief in their teams’ abilities. This trust can be a powerful motivator.

    Research supports this connection. Studies in organizational psychology show that high-performing teams often share two key traits: a sense of psychological safety and a commitment to meeting shared goals. When employees feel trusted and valued, they are more likely to take ownership of their work and go above and beyond.

    Common Pitfalls: Where Expectations Go Wrong

    While expectations are a powerful tool for inspiring performance, poorly communicated or unrealistic expectations can have the opposite effect, leading to confusion, frustration, or disengagement. Here are some common pitfalls leaders encounter when setting expectations:

    • Unclear Expectations
      Vague or inconsistent expectations leave employees guessing about what is expected of them. Without clarity, it’s difficult to align efforts with organizational goals.
    • Setting Expectations Without Support
      High expectations without the resources, tools, or guidance to achieve them can demoralize employees. If teams feel they are being set up to fail, motivation plummets.
    • Overemphasis on Control
      When expectations are framed as rigid mandates rather than opportunities, they can stifle creativity and innovation. Employees may focus solely on meeting the bare minimum rather than striving for excellence.
    • Lack of Recognition
      Even when expectations are clear and achievable, failing to acknowledge effort and success can erode trust and diminish engagement over time.

      How Leaders Can Link Expectations to High Performance

      To harness the power of expectations, leaders must strike a balance between clarity, challenge, and support. Here’s how:

      No. 1 — Be Relentlessly Clear About the Mission

      Clarity is foundational. Employees need to understand not just what they are expected to do but also why it matters. When people see how their individual roles contribute to the larger mission, they feel a sense of purpose and alignment.

      Mike Larsson, President of Dematic, explains, “The biggest takeaway from my career is that people need to know the ‘why.’ They need to understand how their individual contributions feed into the broader mission. When people see how their work ties into the company’s goals, they don’t just deliver—they innovate and outperform.”

      Actionable Tip. Use tools like mission statements, team meetings, and one-on-ones to communicate the connection between individual contributions and the organization’s goals. Regularly revisit these conversations to keep the mission top of mind.

      No. 2 — Frame Expectations as Opportunities, Not Obligations

      High expectations should be framed as opportunities for growth rather than rigid demands. When leaders position expectations as challenges that invite employees to stretch their abilities, they create a sense of ownership and intrinsic motivation.

      Brian Smith, co-author of The “I” in Team, emphasizes this point: “When a CEO challenges a team and trusts them to perform, employees rise to meet that challenge, not because they have to, but because they want to.”

      Actionable Tip. Shift the narrative from “You need to hit this target” to “Here’s an opportunity for us to grow and achieve something meaningful together.” Highlight the potential benefits of success, both for the individual and the organization.

      No. 3 — Provide the Tools and Support to Succeed

      High expectations alone aren’t enough—leaders must equip their teams with the resources and guidance needed to meet those expectations. This includes providing training, fostering collaboration, and removing obstacles that hinder progress.

      Actionable Tip. Conduct regular check-ins to identify roadblocks and offer support. Ask your team, “What do you need from me to help you succeed?” This simple question can open the door to meaningful conversations about support and growth.

      No. 4 — Build a Culture of Accountability and Recognition

      Accountability and recognition go hand in hand. When employees know they will be held accountable for meeting expectations—but also recognized for their efforts—they are more likely to take ownership of their work.

      At Medallia, CEO Mike Lipps fosters what he calls “zero-daylight alignment,” where every employee understands their role in the mission and there’s no disconnect between stated goals and actions. This clarity is coupled with a culture of peer recognition, where employees can celebrate each other’s successes.

      Actionable Tip. Create simple recognition programs tied to your organization’s values. For example, allow peers to nominate colleagues for achievements aligned with high expectations. Recognition doesn’t have to be elaborate—a thoughtful thank-you or a public acknowledgment can go a long way.

      No. 5 — Lead by Example

      Expectations lose their power if leaders fail to embody the standards they set for others. When CEOs model accountability, commitment, and trust, they inspire their teams to do the same.

      Michael Larsson explains, “The CEO must model vulnerability and trust. When employees feel that their leaders are invested and authentic, their commitment skyrockets.”

      Actionable Tip. Demonstrate your own commitment to the mission by being transparent, approachable, and consistent. Share your own challenges and growth areas to foster a sense of shared accountability.

      The Science of Expectations: Why They Work

      Why do clear and high expectations work so well? It comes down to human psychology. Expectations tap into three fundamental motivators:

      A Desire for Purpose. People want to feel that their work matters and contributes to something bigger than themselves.

      A Need for Belonging. Clear expectations create a shared understanding that fosters collaboration and alignment.

      A Drive for Achievement. High expectations challenge individuals to stretch their abilities, leading to personal growth and fulfillment.

        When these motivators are aligned, teams perform not out of obligation but out of a genuine desire to excel.

        Turning Expectations into Performance

        The link between performance and expectations is both profound and simple: people rise (or fall) to the standards set for them. As a leader, your role is to articulate those standards with clarity, inspire your team with a compelling mission, and provide the support they need to thrive.

        But the magic doesn’t stop there. Expectations aren’t just about setting the bar—they’re about building trust, fostering ownership, and recognizing progress. When done right, they transform teams from groups of individuals meeting quotas into cohesive units striving for excellence.

        So, the next time you’re thinking about how to unlock your team’s potential, start with your expectations. Set them high. Communicate them clearly. And watch as your team rises to meet—and exceed—them.

        Quotes of the Week

        QUOTE — EMOTIONAL INTELLIGENCE

        QUOTE — PERSONAL DEVELOPMENT

        QUOTE — LEADERSHIP

        Reframe

        The Myth of the Box: Why “Thinking Outside the Box” is the Wrong Starting Point

        We’ve all heard the cliché, “You need to think outside the box.” It’s trotted out in corporate brainstorming sessions, motivational speeches, and classrooms as the ultimate call to creative problem-solving. But here’s a radical idea: what if the box itself doesn’t exist? What if this entire framework of “the box” is a construct designed to limit our thinking, and not a tool to liberate it?

        The reality is that institutionalized education, societal norms, and modern professional structures have conditioned us to think only within “boxes.” These boxes are models, formulas, frameworks, and pre-approved ways of interpreting the world. The very notion of stepping “outside the box” assumes that we’re starting from inside a predefined boundary. But perhaps the real problem is the boundary itself—and the fact that we’ve been trained to think we need one at all.

        How Institutionalized Education Put Us in Boxes

        The modern education system was built during the Industrial Revolution to produce workers who could perform predictable, repeatable tasks efficiently. It wasn’t designed to nurture creativity, critical thinking, or individual exploration. Instead, it trained people to follow instructions, memorize information, and regurgitate it when prompted. This system, for all its efficiencies, has left a lasting legacy: generations of people who struggle to think unless they can fit their thoughts into a predefined “box.”

        The Framework Fetish

        Institutionalized education is obsessed with frameworks. From elementary school through college, we’re taught to interpret everything through formulas, models, and structured templates. Consider how we’re taught to write essays: the five-paragraph format with an introduction, three supporting points, and a conclusion. This rigid formula trains students not to think freely, but to conform their ideas to fit a predetermined structure. Creativity is sacrificed at the altar of standardization.

        Similarly, in mathematics and science, we’re taught to solve problems by memorizing formulas rather than understanding concepts deeply. Students don’t ask why a formula works; they just learn to plug in the numbers. This reliance on prebuilt models discourages innovation. It’s no wonder so many people leave school unable to think critically—they were never taught how.

        The Fear of Failure

        Another product of institutionalized education is the fear of failure. In schools, getting the “right answer” is paramount. Students are rewarded for conformity and penalized for deviation. Over time, this creates a psychological dependency on external validation and a reluctance to explore unconventional ideas. After all, what if you get it “wrong”?

        This obsession with correctness doesn’t prepare students for real-world problems, which rarely come with clear answers or predefined boxes to think within. Instead, it creates individuals who are paralyzed without a model, formula, or framework to guide them.

        The Box as a Mental Prison

        The “box” isn’t just a metaphor for conventional thinking—it’s a mental prison. It’s the product of decades of conditioning that trains people to think only within safe, approved parameters.

        Why Do We Cling to the Box?

        The human brain craves certainty and structure. Models and frameworks provide a comforting sense of order in a chaotic world. They give us shortcuts for understanding complex problems and making decisions. But this reliance on prebuilt structures comes at a cost: the death of original thought.

        Consider how businesses operate today. Every decision seems to require a framework—SWOT analyses, customer journey maps, SMART goals, KPIs. These tools can be useful, but they also encourage people to stop thinking critically. If a problem doesn’t fit neatly into a framework, it’s often ignored or oversimplified.

        The Illusion of Thinking Outside the Box

        When people are told to “think outside the box,” they often approach it as a challenge to tweak or slightly modify the existing box. But in reality, they’re still operating within the same mental paradigm. For example, someone might propose an unconventional marketing strategy, but it’s still constrained by the company’s existing goals, budget, and risk tolerance. True outside-the-box thinking would question the goals themselves or the entire premise of the problem.

        The problem isn’t that people are stuck inside a box—it’s that they can’t imagine a world without one.

        The Death of Critical Thinking

        Critical thinking—the ability to analyze, evaluate, and create new ideas—has become a lost art. This isn’t because people lack intelligence but because they’ve been conditioned to approach every problem through the lens of a framework or model.

        The Rise of Formulaic Thinking

        Modern society has replaced critical thinking with formulaic thinking. People aren’t solving problems; they’re applying templates. For instance:

        • Politicians recycle talking points rather than addressing the root causes of issues.
        • Businesses follow “best practices” rather than innovating solutions tailored to their specific context.
        • Students write essays using pre-approved formats without ever questioning the validity of the arguments they’re making.

        This formulaic thinking creates an illusion of competence while masking a deeper intellectual laziness.

        The Impact of Digital Overload

        The internet has compounded this problem by inundating us with prepackaged answers to every question. Search engines and social media algorithms feed us information that reinforces our existing biases and beliefs. Instead of wrestling with ideas and forming our own conclusions, we rely on Google and YouTube to tell us what to think.

        As a result, many people have lost the ability to think critically or independently. They’re trapped in mental boxes they didn’t even build themselves.

        The Solution: Destroy the Box

        If the box is the problem, then the solution is simple: destroy it. To think critically and creatively, we need to reject the idea that problems must be framed within a specific model or structure.

        How to Break Free from the Box

        • Question the Premise
          Before solving a problem, ask whether the problem itself is valid. Often, the box we’re trying to think outside of is based on faulty assumptions.
        • Embrace Uncertainty
          Learn to be comfortable with ambiguity. Not every problem needs a clear answer, and not every idea needs a rigid structure.
        • Practice Divergent Thinking
          Divergent thinking involves generating as many ideas as possible without worrying about whether they fit a framework. This process encourages creativity and innovation.
        • Challenge Authority
          Don’t accept models or frameworks as gospel. Question their origins, limitations, and relevance to the problem at hand.
        • Cultivate Curiosity
          Instead of seeking answers, focus on asking better questions. Curiosity is the antidote to formulaic thinking.

        Final Thoughts: Thinking Without Borders

        The phrase “think outside the box” perpetuates the very problem it seeks to solve. It assumes the existence of a box—a predefined structure that limits creativity and critical thinking. But what if there was no box? What if we stopped trying to frame problems within templates and instead approached them with open minds and boundless curiosity?

        Breaking free from institutionalized thinking is difficult, but it’s also necessary. If we want to foster true innovation, creativity, and problem-solving, we must reject the mental prisons we’ve inherited and teach ourselves—and future generations—to think without borders.

        Because the greatest ideas don’t come from thinking outside the box. They come from realizing the box was never real to begin with.

        Deep Dives Articles

        DEEP DIVES ARTICLE — EMOTIONAL INTELLIGENCE

        Do You Struggle With Negative Feelings? How Emotional Intelligence Helps You Manage Your Emotions in Difficult Moments

        This is a sneak peek of this week’s Deep Dives article — published today! Become a Deep Dives Member to get access to the full article.

        Negative emotions are a part of life, but they don’t have to control you. Whether it’s frustration at work, anxiety about the future, or sadness from a personal setback, learning how to manage your emotions is key to navigating life’s challenges. Emotional intelligence (EI) offers practical strategies to help you recognize your triggers, reframe negative thoughts, and respond with clarity instead of reacting impulsively. In our latest Deep Dive, Do You Struggle With Negative Feelings? How Emotional Intelligence Helps You Manage Your Emotions in Difficult Moments, we break down how EI can transform the way you handle difficult situations and improve your emotional resilience. Subscribe to our Deep Dives Membership to access the full article and start turning negative feelings into personal growth.

        Read More

        DEEP DIVES ARTICLE — PERSONAL DEVELOPMENT

        This is a sneak peek of this week’s Deep Dives article — published today! Become a Deep Dives Member to get access to the full article.

        Turning Regret into Wisdom: The 4 Types of Regret and How to Use Them for Good

        Regret is often seen as something to avoid, but what if it’s actually the key to a better life? From missed opportunities to broken connections, regret reveals what we truly value and offers powerful lessons for growth. In our latest Deep Dive, Turning Regret into Wisdom: The 4 Types of Regret and How to Use Them for Good, we explore the four core types of regret—foundation, boldness, moral, and connection regrets—and show you how to process them constructively, reframe your mindset, and use them to create a more meaningful future. Don’t let regret hold you back—subscribe to our Deep Dives Membership to access the full article and turn your past into a tool for personal transformation.

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        DEEP DIVES ARTICLE — LEADERSHIP

        One small fish bowl and one large fish bowl side by side, with a goldfish jumping through the air from the small bowl to the large bowl.

        Why Most Start-Up CEOs Fail to Scale: Leadership Growth as the Key to Scaling Success

        This is a sneak peek of this week’s Deep Dives article — published today! Become a Deep Dives Member to get access to the full article.

        Scaling a company isn’t just about growing revenue, hiring talent, or expanding operations—it’s about the CEO’s ability to grow alongside the business. Many start-up founders fail to scale their companies because they themselves fail to evolve with new skills, mindsets, and frameworks required for leading at scale. The same scrappy, hands-on approach that works in the early days often becomes the biggest obstacle as the company grows. In our latest Deep Dive, Why Most Start-Up CEOs Fail to Scale: Leadership Growth as the Key to Scaling Success, we explore the common pitfalls CEOs face when scaling and provide actionable insights to help leaders overcome these challenges. Subscribe to our Deep Dives Membership to unlock the full article and learn how to take your leadership—and your company—to the next level.

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        Deep Dives Book Summary

        Book Cover for Man's Search for Meaning by Victor E. Frankl. With a mark that says Over 16 Million Copies sold.

        Man’s Search for Meaning

        By Viktor E. Frankl

        This is a sneak peek of this week’s Deep Dives Book Review — published today! Become a Deep Dives Member to get access to the full Book Summary.

        What gives life meaning, even in the face of unimaginable suffering? Viktor E. Frankl’s Man’s Search for Meaning is both a harrowing account of his experiences in Nazi concentration camps and a profound exploration of the human spirit’s resilience. Frankl’s insights into finding purpose—even amidst despair—offer timeless lessons on perseverance, responsibility, and the search for meaning. In our latest Deep Dive, we break down the key themes, powerful stories, and enduring wisdom from this landmark book. Subscribe to our Deep Dives Membership to access the full summary and discover how Frankl’s life-changing philosophy can help you navigate your own challenges with purpose and hope.

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