Get live statistics and analysis of Dave Kline's profile on X / Twitter
Become the Leader You’d Follow | Founder @ MGMT | CEO Coach | Advisor | Speaker | Trusted by 300K+ leaders. | Work with us: davekline.com
682following104kfollowers
The Thought Leader
Dave Kline is a magnetic Thought Leader, inspiring over 300K leaders with his wisdom and strategic insights. As CEO Coach and Founder of MGMT, he empowers emerging leaders to become the leaders they'd follow themselves. His vast experience and impactful content position him as a trusted advisor and speaker in the leadership community.
Dave’s tweet storm could probably land a rocket on the moon—so much content that if tweeting was a competitive sport, he’d have already won gold, silver, and bronze, leaving the rest of us gasping for air scrolling through his timeline.
His biggest win? Building a trusted leadership platform with 300K+ leaders relying on his insights—proof that Dave’s not just talking the talk, but genuinely walking the walk in the leadership arena.
Dave’s life purpose is to cultivate authentic leadership by equipping leaders with the tools, mindset, and confidence to inspire their teams and create meaningful impact in the business world.
He believes that great leadership starts with leading oneself first and that honesty, continuous learning, and empathy are the cornerstone values for sustainable leadership growth.
Dave’s key strength lies in his ability to translate complex leadership challenges into actionable advice and relatable stories, making his guidance both accessible and highly engaging.
His prolific tweeting habit, while producing value, may sometimes overwhelm followers or dilute focus, potentially causing crucial messages to get lost in the busy feed.
To grow his audience on X further, Dave should leverage more video formats and Twitter Spaces to engage live with his community, creating interactive moments that deepen connections beyond just text-based tweets.
Fun fact: Despite tweeting nearly 30,000 times, Dave’s content quality and engagement prove he knows how to make every post count, with tweets reaching millions of views and thousands of likes.
I ghostwrite thought leadership articles and social media content for busy executives and professionals | 13 years as a Blogger | 7 books published (One banned)
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Over the next 10 years, managers will be more important than ever. \n\nBut like every other role, their work will transform. \n\nThe next decade of management belongs to systems thinkers. 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What did I miss? \nTell me in the comments. \n\nPlease RT and follow @dklineii for more like this.","in_reply_to_user_id_str":null,"in_reply_to_status_id_str":null,"is_quote_status":0,"is_ai":null,"ai_score":null}]},{"label":"2025-10-31","value":21,"startTime":1761782400000,"endTime":1761868800000,"tweets":[{"bookmarked":false,"display_text_range":[0,279],"entities":{"hashtags":[],"media":[{"display_url":"pic.x.com/ilwRUoIJux","expanded_url":"https://x.com/dklineii/status/1983884530571231450/photo/1","id_str":"1983878430463561728","indices":[280,303],"media_key":"3_1983878430463561728","media_url_https":"https://pbs.twimg.com/media/G4gm6-VXEAAY0Ct.jpg","type":"photo","url":"https://t.co/ilwRUoIJux","ext_media_availability":{"status":"Available"},"features":{"large":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]},"medium":{"faces":[{"x":631,"y":85,"h":168,"w":168}]},"small":{"faces":[{"x":357,"y":48,"h":95,"w":95}]},"orig":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]}},"sizes":{"large":{"h":1125,"w":2000,"resize":"fit"},"medium":{"h":675,"w":1200,"resize":"fit"},"small":{"h":383,"w":680,"resize":"fit"},"thumb":{"h":150,"w":150,"resize":"crop"}},"original_info":{"height":1125,"width":2000,"focus_rects":[{"x":0,"y":5,"w":2000,"h":1120},{"x":788,"y":0,"w":1125,"h":1125},{"x":857,"y":0,"w":987,"h":1125},{"x":1069,"y":0,"w":563,"h":1125},{"x":0,"y":0,"w":2000,"h":1125}]},"allow_download_status":{"allow_download":true},"media_results":{"result":{"media_key":"3_1983878430463561728"}}}],"symbols":[],"timestamps":[],"urls":[],"user_mentions":[{"id_str":"267217910","name":"Dave Kline","screen_name":"dklineii","indices":[3665,3674]}]},"extended_entities":{"media":[{"display_url":"pic.x.com/ilwRUoIJux","expanded_url":"https://x.com/dklineii/status/1983884530571231450/photo/1","id_str":"1983878430463561728","indices":[280,303],"media_key":"3_1983878430463561728","media_url_https":"https://pbs.twimg.com/media/G4gm6-VXEAAY0Ct.jpg","type":"photo","url":"https://t.co/ilwRUoIJux","ext_media_availability":{"status":"Available"},"features":{"large":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]},"medium":{"faces":[{"x":631,"y":85,"h":168,"w":168}]},"small":{"faces":[{"x":357,"y":48,"h":95,"w":95}]},"orig":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]}},"sizes":{"large":{"h":1125,"w":2000,"resize":"fit"},"medium":{"h":675,"w":1200,"resize":"fit"},"small":{"h":383,"w":680,"resize":"fit"},"thumb":{"h":150,"w":150,"resize":"crop"}},"original_info":{"height":1125,"width":2000,"focus_rects":[{"x":0,"y":5,"w":2000,"h":1120},{"x":788,"y":0,"w":1125,"h":1125},{"x":857,"y":0,"w":987,"h":1125},{"x":1069,"y":0,"w":563,"h":1125},{"x":0,"y":0,"w":2000,"h":1125}]},"allow_download_status":{"allow_download":true},"media_results":{"result":{"media_key":"3_1983878430463561728"}}}]},"favorited":false,"lang":"en","possibly_sensitive":false,"possibly_sensitive_editable":true,"retweeted":false,"fact_check":null,"id":"1983884530571231450","view_count":10711,"bookmark_count":128,"created_at":1761829905000,"favorite_count":128,"quote_count":1,"reply_count":10,"retweet_count":16,"user_id_str":"267217910","conversation_id_str":"1983884530571231450","full_text":"Terrible leadership advice: \n\n\"Hire great people and get out of their way.\"\n\nIt’s doesn’t pass the Pro Sports Test. \n\nIf this was a winning strategy, player-coaches would still be a thing. Some club would have saved millions on all those extra coaches and poured it into slightly better talent. \n\nBut teams needs to be led. Even all star alpha dog athletes like Messi and Ronaldo have a coach. \n\nIn fact, they have many.\n\nThey need to be pushed, challenged to stretch beyond what’s comfortable. \n\nThey need someone watching with a discerning eye and helping them see their blind spots. \n\nThey need someone who’ll make things go around them so they can focus on what they’re best at.\n\nThey need to be recruited into a system that uniquely leverages their strengths and coordinates the strengths of others around them into a winning competitive advantage. \n\nSo no, you can’t just “get out of their way.”\n\nAnd now managers are under attack. \n\nEspecially in big tech. \n\nBut managers aren’t getting cut because they don’t play a vital role. They’re getting cut out because they forgot why their role exists. \n\nThey got distracted - many times by enforcing the misguided policies created by the same company now firing them (but that's a different post) - and they stopped doing the hard work of elevating the performance of their team. \n\nThat's the job: \nMake everyone better. \n\nThey’re getting cut because they stopped leading.\n\nThe leaders I work with, I want them to stay in the way. They do it intentionally. Here's how:\n\n1. Set (and Hold) High Standards\n\nGreat people don't want easy. \nThey want to be pushed toward excellence.\n\nYour job isn't to accept their best work. \nIt's to show them what their best could be.\n\n• Define what excellent looks like. \n• Make it vivid. Make it specific.\n• Then refuse to settle for anything less.\n\nThe best performers don't resent high standards. They're attracted to them.\n\n2. Co-Author Crystal Clear Expectations\n\nVague goals lead average results.\nClear goals define the \"what\" and the \"how\":\n\n• What does wining look like? \n• What's the timeline?\n• What resources do they have? \n• What constraints exist?\n• How can they exceed? \n• What would cause them to fall short?\n\nWhen you align on expectations upfront, you eliminate 75% of future conflicts.\n\n3. Give Frequent (Helpful) Feedback\n\nMediocre managers withhold feedback to be nice.\nThe best coaches give real-time feedback:\n\n• When you see excellence, call it out immediately\n• When you see a miss, address it directly\n• Proximity increases potency\n\nNormalize feedback and you'll systemize excellence.\n\n4. Proactively Remove Obstacles\n\nThe best way to be in the way is using your position to clear the way. \n\nYour team shouldn't waste energy fighting bureaucracy, navigating politics, or sitting in useless meeting. \n\n• Ask them constantly: \"What's in your way?\"\n• Then move heaven and earth to clear the path\n\nYour people should spend 100% of their energy on work that matters, not working around the work\n\n5. Amplify Their Strengths With Your System\n\nRandom acts of heroics don't scale. Your job is to turn individual brilliance into repeatable systems.\n\n• When someone solves a hard problem, capture how they did it\n• When they deliver exceptional work, document the approach\n• Then ensure that knowledge reaches others\n\nThis is why you can't get out of their way. \n\nIt's not micromanagement. It's leadership.\nIt's not controlling. It's clarifying.\nIt's not limiting. 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Over the next 10 years, managers will be more important than ever. \n\nBut like every other role, their work will transform. \n\nThe next decade of management belongs to systems thinkers. 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What did I miss? \nTell me in the comments. \n\nPlease RT and follow @dklineii for more like this.","in_reply_to_user_id_str":null,"in_reply_to_status_id_str":null,"is_quote_status":0,"is_ai":null,"ai_score":null}]},{"label":"2025-10-31","value":162,"startTime":1761782400000,"endTime":1761868800000,"tweets":[{"bookmarked":false,"display_text_range":[0,279],"entities":{"hashtags":[],"media":[{"display_url":"pic.x.com/ilwRUoIJux","expanded_url":"https://x.com/dklineii/status/1983884530571231450/photo/1","id_str":"1983878430463561728","indices":[280,303],"media_key":"3_1983878430463561728","media_url_https":"https://pbs.twimg.com/media/G4gm6-VXEAAY0Ct.jpg","type":"photo","url":"https://t.co/ilwRUoIJux","ext_media_availability":{"status":"Available"},"features":{"large":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]},"medium":{"faces":[{"x":631,"y":85,"h":168,"w":168}]},"small":{"faces":[{"x":357,"y":48,"h":95,"w":95}]},"orig":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]}},"sizes":{"large":{"h":1125,"w":2000,"resize":"fit"},"medium":{"h":675,"w":1200,"resize":"fit"},"small":{"h":383,"w":680,"resize":"fit"},"thumb":{"h":150,"w":150,"resize":"crop"}},"original_info":{"height":1125,"width":2000,"focus_rects":[{"x":0,"y":5,"w":2000,"h":1120},{"x":788,"y":0,"w":1125,"h":1125},{"x":857,"y":0,"w":987,"h":1125},{"x":1069,"y":0,"w":563,"h":1125},{"x":0,"y":0,"w":2000,"h":1125}]},"allow_download_status":{"allow_download":true},"media_results":{"result":{"media_key":"3_1983878430463561728"}}}],"symbols":[],"timestamps":[],"urls":[],"user_mentions":[{"id_str":"267217910","name":"Dave Kline","screen_name":"dklineii","indices":[3665,3674]}]},"extended_entities":{"media":[{"display_url":"pic.x.com/ilwRUoIJux","expanded_url":"https://x.com/dklineii/status/1983884530571231450/photo/1","id_str":"1983878430463561728","indices":[280,303],"media_key":"3_1983878430463561728","media_url_https":"https://pbs.twimg.com/media/G4gm6-VXEAAY0Ct.jpg","type":"photo","url":"https://t.co/ilwRUoIJux","ext_media_availability":{"status":"Available"},"features":{"large":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]},"medium":{"faces":[{"x":631,"y":85,"h":168,"w":168}]},"small":{"faces":[{"x":357,"y":48,"h":95,"w":95}]},"orig":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]}},"sizes":{"large":{"h":1125,"w":2000,"resize":"fit"},"medium":{"h":675,"w":1200,"resize":"fit"},"small":{"h":383,"w":680,"resize":"fit"},"thumb":{"h":150,"w":150,"resize":"crop"}},"original_info":{"height":1125,"width":2000,"focus_rects":[{"x":0,"y":5,"w":2000,"h":1120},{"x":788,"y":0,"w":1125,"h":1125},{"x":857,"y":0,"w":987,"h":1125},{"x":1069,"y":0,"w":563,"h":1125},{"x":0,"y":0,"w":2000,"h":1125}]},"allow_download_status":{"allow_download":true},"media_results":{"result":{"media_key":"3_1983878430463561728"}}}]},"favorited":false,"lang":"en","possibly_sensitive":false,"possibly_sensitive_editable":true,"retweeted":false,"fact_check":null,"id":"1983884530571231450","view_count":10711,"bookmark_count":128,"created_at":1761829905000,"favorite_count":128,"quote_count":1,"reply_count":10,"retweet_count":16,"user_id_str":"267217910","conversation_id_str":"1983884530571231450","full_text":"Terrible leadership advice: \n\n\"Hire great people and get out of their way.\"\n\nIt’s doesn’t pass the Pro Sports Test. \n\nIf this was a winning strategy, player-coaches would still be a thing. Some club would have saved millions on all those extra coaches and poured it into slightly better talent. \n\nBut teams needs to be led. Even all star alpha dog athletes like Messi and Ronaldo have a coach. \n\nIn fact, they have many.\n\nThey need to be pushed, challenged to stretch beyond what’s comfortable. \n\nThey need someone watching with a discerning eye and helping them see their blind spots. \n\nThey need someone who’ll make things go around them so they can focus on what they’re best at.\n\nThey need to be recruited into a system that uniquely leverages their strengths and coordinates the strengths of others around them into a winning competitive advantage. \n\nSo no, you can’t just “get out of their way.”\n\nAnd now managers are under attack. \n\nEspecially in big tech. \n\nBut managers aren’t getting cut because they don’t play a vital role. They’re getting cut out because they forgot why their role exists. \n\nThey got distracted - many times by enforcing the misguided policies created by the same company now firing them (but that's a different post) - and they stopped doing the hard work of elevating the performance of their team. \n\nThat's the job: \nMake everyone better. \n\nThey’re getting cut because they stopped leading.\n\nThe leaders I work with, I want them to stay in the way. They do it intentionally. Here's how:\n\n1. Set (and Hold) High Standards\n\nGreat people don't want easy. \nThey want to be pushed toward excellence.\n\nYour job isn't to accept their best work. \nIt's to show them what their best could be.\n\n• Define what excellent looks like. \n• Make it vivid. Make it specific.\n• Then refuse to settle for anything less.\n\nThe best performers don't resent high standards. They're attracted to them.\n\n2. Co-Author Crystal Clear Expectations\n\nVague goals lead average results.\nClear goals define the \"what\" and the \"how\":\n\n• What does wining look like? \n• What's the timeline?\n• What resources do they have? \n• What constraints exist?\n• How can they exceed? \n• What would cause them to fall short?\n\nWhen you align on expectations upfront, you eliminate 75% of future conflicts.\n\n3. Give Frequent (Helpful) Feedback\n\nMediocre managers withhold feedback to be nice.\nThe best coaches give real-time feedback:\n\n• When you see excellence, call it out immediately\n• When you see a miss, address it directly\n• Proximity increases potency\n\nNormalize feedback and you'll systemize excellence.\n\n4. Proactively Remove Obstacles\n\nThe best way to be in the way is using your position to clear the way. \n\nYour team shouldn't waste energy fighting bureaucracy, navigating politics, or sitting in useless meeting. \n\n• Ask them constantly: \"What's in your way?\"\n• Then move heaven and earth to clear the path\n\nYour people should spend 100% of their energy on work that matters, not working around the work\n\n5. Amplify Their Strengths With Your System\n\nRandom acts of heroics don't scale. Your job is to turn individual brilliance into repeatable systems.\n\n• When someone solves a hard problem, capture how they did it\n• When they deliver exceptional work, document the approach\n• Then ensure that knowledge reaches others\n\nThis is why you can't get out of their way. \n\nIt's not micromanagement. It's leadership.\nIt's not controlling. It's clarifying.\nIt's not limiting. 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Over the next 10 years, managers will be more important than ever. \n\nBut like every other role, their work will transform. \n\nThe next decade of management belongs to systems thinkers. 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What did I miss? \nTell me in the comments. \n\nPlease RT and follow @dklineii for more like this.","in_reply_to_user_id_str":null,"in_reply_to_status_id_str":null,"is_quote_status":0,"is_ai":null,"ai_score":null}]},{"label":"2025-10-31","value":26,"startTime":1761782400000,"endTime":1761868800000,"tweets":[{"bookmarked":false,"display_text_range":[0,279],"entities":{"hashtags":[],"media":[{"display_url":"pic.x.com/ilwRUoIJux","expanded_url":"https://x.com/dklineii/status/1983884530571231450/photo/1","id_str":"1983878430463561728","indices":[280,303],"media_key":"3_1983878430463561728","media_url_https":"https://pbs.twimg.com/media/G4gm6-VXEAAY0Ct.jpg","type":"photo","url":"https://t.co/ilwRUoIJux","ext_media_availability":{"status":"Available"},"features":{"large":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]},"medium":{"faces":[{"x":631,"y":85,"h":168,"w":168}]},"small":{"faces":[{"x":357,"y":48,"h":95,"w":95}]},"orig":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]}},"sizes":{"large":{"h":1125,"w":2000,"resize":"fit"},"medium":{"h":675,"w":1200,"resize":"fit"},"small":{"h":383,"w":680,"resize":"fit"},"thumb":{"h":150,"w":150,"resize":"crop"}},"original_info":{"height":1125,"width":2000,"focus_rects":[{"x":0,"y":5,"w":2000,"h":1120},{"x":788,"y":0,"w":1125,"h":1125},{"x":857,"y":0,"w":987,"h":1125},{"x":1069,"y":0,"w":563,"h":1125},{"x":0,"y":0,"w":2000,"h":1125}]},"allow_download_status":{"allow_download":true},"media_results":{"result":{"media_key":"3_1983878430463561728"}}}],"symbols":[],"timestamps":[],"urls":[],"user_mentions":[{"id_str":"267217910","name":"Dave Kline","screen_name":"dklineii","indices":[3665,3674]}]},"extended_entities":{"media":[{"display_url":"pic.x.com/ilwRUoIJux","expanded_url":"https://x.com/dklineii/status/1983884530571231450/photo/1","id_str":"1983878430463561728","indices":[280,303],"media_key":"3_1983878430463561728","media_url_https":"https://pbs.twimg.com/media/G4gm6-VXEAAY0Ct.jpg","type":"photo","url":"https://t.co/ilwRUoIJux","ext_media_availability":{"status":"Available"},"features":{"large":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]},"medium":{"faces":[{"x":631,"y":85,"h":168,"w":168}]},"small":{"faces":[{"x":357,"y":48,"h":95,"w":95}]},"orig":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]}},"sizes":{"large":{"h":1125,"w":2000,"resize":"fit"},"medium":{"h":675,"w":1200,"resize":"fit"},"small":{"h":383,"w":680,"resize":"fit"},"thumb":{"h":150,"w":150,"resize":"crop"}},"original_info":{"height":1125,"width":2000,"focus_rects":[{"x":0,"y":5,"w":2000,"h":1120},{"x":788,"y":0,"w":1125,"h":1125},{"x":857,"y":0,"w":987,"h":1125},{"x":1069,"y":0,"w":563,"h":1125},{"x":0,"y":0,"w":2000,"h":1125}]},"allow_download_status":{"allow_download":true},"media_results":{"result":{"media_key":"3_1983878430463561728"}}}]},"favorited":false,"lang":"en","possibly_sensitive":false,"possibly_sensitive_editable":true,"retweeted":false,"fact_check":null,"id":"1983884530571231450","view_count":10711,"bookmark_count":128,"created_at":1761829905000,"favorite_count":128,"quote_count":1,"reply_count":10,"retweet_count":16,"user_id_str":"267217910","conversation_id_str":"1983884530571231450","full_text":"Terrible leadership advice: \n\n\"Hire great people and get out of their way.\"\n\nIt’s doesn’t pass the Pro Sports Test. \n\nIf this was a winning strategy, player-coaches would still be a thing. Some club would have saved millions on all those extra coaches and poured it into slightly better talent. \n\nBut teams needs to be led. Even all star alpha dog athletes like Messi and Ronaldo have a coach. \n\nIn fact, they have many.\n\nThey need to be pushed, challenged to stretch beyond what’s comfortable. \n\nThey need someone watching with a discerning eye and helping them see their blind spots. \n\nThey need someone who’ll make things go around them so they can focus on what they’re best at.\n\nThey need to be recruited into a system that uniquely leverages their strengths and coordinates the strengths of others around them into a winning competitive advantage. \n\nSo no, you can’t just “get out of their way.”\n\nAnd now managers are under attack. \n\nEspecially in big tech. \n\nBut managers aren’t getting cut because they don’t play a vital role. They’re getting cut out because they forgot why their role exists. \n\nThey got distracted - many times by enforcing the misguided policies created by the same company now firing them (but that's a different post) - and they stopped doing the hard work of elevating the performance of their team. \n\nThat's the job: \nMake everyone better. \n\nThey’re getting cut because they stopped leading.\n\nThe leaders I work with, I want them to stay in the way. They do it intentionally. Here's how:\n\n1. Set (and Hold) High Standards\n\nGreat people don't want easy. \nThey want to be pushed toward excellence.\n\nYour job isn't to accept their best work. \nIt's to show them what their best could be.\n\n• Define what excellent looks like. \n• Make it vivid. Make it specific.\n• Then refuse to settle for anything less.\n\nThe best performers don't resent high standards. They're attracted to them.\n\n2. Co-Author Crystal Clear Expectations\n\nVague goals lead average results.\nClear goals define the \"what\" and the \"how\":\n\n• What does wining look like? \n• What's the timeline?\n• What resources do they have? \n• What constraints exist?\n• How can they exceed? \n• What would cause them to fall short?\n\nWhen you align on expectations upfront, you eliminate 75% of future conflicts.\n\n3. Give Frequent (Helpful) Feedback\n\nMediocre managers withhold feedback to be nice.\nThe best coaches give real-time feedback:\n\n• When you see excellence, call it out immediately\n• When you see a miss, address it directly\n• Proximity increases potency\n\nNormalize feedback and you'll systemize excellence.\n\n4. Proactively Remove Obstacles\n\nThe best way to be in the way is using your position to clear the way. \n\nYour team shouldn't waste energy fighting bureaucracy, navigating politics, or sitting in useless meeting. \n\n• Ask them constantly: \"What's in your way?\"\n• Then move heaven and earth to clear the path\n\nYour people should spend 100% of their energy on work that matters, not working around the work\n\n5. Amplify Their Strengths With Your System\n\nRandom acts of heroics don't scale. Your job is to turn individual brilliance into repeatable systems.\n\n• When someone solves a hard problem, capture how they did it\n• When they deliver exceptional work, document the approach\n• Then ensure that knowledge reaches others\n\nThis is why you can't get out of their way. \n\nIt's not micromanagement. It's leadership.\nIt's not controlling. It's clarifying.\nIt's not limiting. 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Over the next 10 years, managers will be more important than ever. \n\nBut like every other role, their work will transform. \n\nThe next decade of management belongs to systems thinkers. 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What did I miss? \nTell me in the comments. \n\nPlease RT and follow @dklineii for more like this.","in_reply_to_user_id_str":null,"in_reply_to_status_id_str":null,"is_quote_status":0,"is_ai":null,"ai_score":null}]},{"label":"2025-10-31","value":225,"startTime":1761782400000,"endTime":1761868800000,"tweets":[{"bookmarked":false,"display_text_range":[0,279],"entities":{"hashtags":[],"media":[{"display_url":"pic.x.com/ilwRUoIJux","expanded_url":"https://x.com/dklineii/status/1983884530571231450/photo/1","id_str":"1983878430463561728","indices":[280,303],"media_key":"3_1983878430463561728","media_url_https":"https://pbs.twimg.com/media/G4gm6-VXEAAY0Ct.jpg","type":"photo","url":"https://t.co/ilwRUoIJux","ext_media_availability":{"status":"Available"},"features":{"large":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]},"medium":{"faces":[{"x":631,"y":85,"h":168,"w":168}]},"small":{"faces":[{"x":357,"y":48,"h":95,"w":95}]},"orig":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]}},"sizes":{"large":{"h":1125,"w":2000,"resize":"fit"},"medium":{"h":675,"w":1200,"resize":"fit"},"small":{"h":383,"w":680,"resize":"fit"},"thumb":{"h":150,"w":150,"resize":"crop"}},"original_info":{"height":1125,"width":2000,"focus_rects":[{"x":0,"y":5,"w":2000,"h":1120},{"x":788,"y":0,"w":1125,"h":1125},{"x":857,"y":0,"w":987,"h":1125},{"x":1069,"y":0,"w":563,"h":1125},{"x":0,"y":0,"w":2000,"h":1125}]},"allow_download_status":{"allow_download":true},"media_results":{"result":{"media_key":"3_1983878430463561728"}}}],"symbols":[],"timestamps":[],"urls":[],"user_mentions":[{"id_str":"267217910","name":"Dave Kline","screen_name":"dklineii","indices":[3665,3674]}]},"extended_entities":{"media":[{"display_url":"pic.x.com/ilwRUoIJux","expanded_url":"https://x.com/dklineii/status/1983884530571231450/photo/1","id_str":"1983878430463561728","indices":[280,303],"media_key":"3_1983878430463561728","media_url_https":"https://pbs.twimg.com/media/G4gm6-VXEAAY0Ct.jpg","type":"photo","url":"https://t.co/ilwRUoIJux","ext_media_availability":{"status":"Available"},"features":{"large":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]},"medium":{"faces":[{"x":631,"y":85,"h":168,"w":168}]},"small":{"faces":[{"x":357,"y":48,"h":95,"w":95}]},"orig":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]}},"sizes":{"large":{"h":1125,"w":2000,"resize":"fit"},"medium":{"h":675,"w":1200,"resize":"fit"},"small":{"h":383,"w":680,"resize":"fit"},"thumb":{"h":150,"w":150,"resize":"crop"}},"original_info":{"height":1125,"width":2000,"focus_rects":[{"x":0,"y":5,"w":2000,"h":1120},{"x":788,"y":0,"w":1125,"h":1125},{"x":857,"y":0,"w":987,"h":1125},{"x":1069,"y":0,"w":563,"h":1125},{"x":0,"y":0,"w":2000,"h":1125}]},"allow_download_status":{"allow_download":true},"media_results":{"result":{"media_key":"3_1983878430463561728"}}}]},"favorited":false,"lang":"en","possibly_sensitive":false,"possibly_sensitive_editable":true,"retweeted":false,"fact_check":null,"id":"1983884530571231450","view_count":10711,"bookmark_count":128,"created_at":1761829905000,"favorite_count":128,"quote_count":1,"reply_count":10,"retweet_count":16,"user_id_str":"267217910","conversation_id_str":"1983884530571231450","full_text":"Terrible leadership advice: \n\n\"Hire great people and get out of their way.\"\n\nIt’s doesn’t pass the Pro Sports Test. \n\nIf this was a winning strategy, player-coaches would still be a thing. Some club would have saved millions on all those extra coaches and poured it into slightly better talent. \n\nBut teams needs to be led. Even all star alpha dog athletes like Messi and Ronaldo have a coach. \n\nIn fact, they have many.\n\nThey need to be pushed, challenged to stretch beyond what’s comfortable. \n\nThey need someone watching with a discerning eye and helping them see their blind spots. \n\nThey need someone who’ll make things go around them so they can focus on what they’re best at.\n\nThey need to be recruited into a system that uniquely leverages their strengths and coordinates the strengths of others around them into a winning competitive advantage. \n\nSo no, you can’t just “get out of their way.”\n\nAnd now managers are under attack. \n\nEspecially in big tech. \n\nBut managers aren’t getting cut because they don’t play a vital role. They’re getting cut out because they forgot why their role exists. \n\nThey got distracted - many times by enforcing the misguided policies created by the same company now firing them (but that's a different post) - and they stopped doing the hard work of elevating the performance of their team. \n\nThat's the job: \nMake everyone better. \n\nThey’re getting cut because they stopped leading.\n\nThe leaders I work with, I want them to stay in the way. They do it intentionally. Here's how:\n\n1. Set (and Hold) High Standards\n\nGreat people don't want easy. \nThey want to be pushed toward excellence.\n\nYour job isn't to accept their best work. \nIt's to show them what their best could be.\n\n• Define what excellent looks like. \n• Make it vivid. Make it specific.\n• Then refuse to settle for anything less.\n\nThe best performers don't resent high standards. They're attracted to them.\n\n2. Co-Author Crystal Clear Expectations\n\nVague goals lead average results.\nClear goals define the \"what\" and the \"how\":\n\n• What does wining look like? \n• What's the timeline?\n• What resources do they have? \n• What constraints exist?\n• How can they exceed? \n• What would cause them to fall short?\n\nWhen you align on expectations upfront, you eliminate 75% of future conflicts.\n\n3. Give Frequent (Helpful) Feedback\n\nMediocre managers withhold feedback to be nice.\nThe best coaches give real-time feedback:\n\n• When you see excellence, call it out immediately\n• When you see a miss, address it directly\n• Proximity increases potency\n\nNormalize feedback and you'll systemize excellence.\n\n4. Proactively Remove Obstacles\n\nThe best way to be in the way is using your position to clear the way. \n\nYour team shouldn't waste energy fighting bureaucracy, navigating politics, or sitting in useless meeting. \n\n• Ask them constantly: \"What's in your way?\"\n• Then move heaven and earth to clear the path\n\nYour people should spend 100% of their energy on work that matters, not working around the work\n\n5. Amplify Their Strengths With Your System\n\nRandom acts of heroics don't scale. Your job is to turn individual brilliance into repeatable systems.\n\n• When someone solves a hard problem, capture how they did it\n• When they deliver exceptional work, document the approach\n• Then ensure that knowledge reaches others\n\nThis is why you can't get out of their way. \n\nIt's not micromanagement. It's leadership.\nIt's not controlling. It's clarifying.\nIt's not limiting. 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Over the next 10 years, managers will be more important than ever. \n\nBut like every other role, their work will transform. \n\nThe next decade of management belongs to systems thinkers. 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What did I miss? \nTell me in the comments. \n\nPlease RT and follow @dklineii for more like this.","in_reply_to_user_id_str":null,"in_reply_to_status_id_str":null,"is_quote_status":0,"is_ai":null,"ai_score":null}]},{"label":"2025-10-31","value":16820,"startTime":1761782400000,"endTime":1761868800000,"tweets":[{"bookmarked":false,"display_text_range":[0,279],"entities":{"hashtags":[],"media":[{"display_url":"pic.x.com/ilwRUoIJux","expanded_url":"https://x.com/dklineii/status/1983884530571231450/photo/1","id_str":"1983878430463561728","indices":[280,303],"media_key":"3_1983878430463561728","media_url_https":"https://pbs.twimg.com/media/G4gm6-VXEAAY0Ct.jpg","type":"photo","url":"https://t.co/ilwRUoIJux","ext_media_availability":{"status":"Available"},"features":{"large":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]},"medium":{"faces":[{"x":631,"y":85,"h":168,"w":168}]},"small":{"faces":[{"x":357,"y":48,"h":95,"w":95}]},"orig":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]}},"sizes":{"large":{"h":1125,"w":2000,"resize":"fit"},"medium":{"h":675,"w":1200,"resize":"fit"},"small":{"h":383,"w":680,"resize":"fit"},"thumb":{"h":150,"w":150,"resize":"crop"}},"original_info":{"height":1125,"width":2000,"focus_rects":[{"x":0,"y":5,"w":2000,"h":1120},{"x":788,"y":0,"w":1125,"h":1125},{"x":857,"y":0,"w":987,"h":1125},{"x":1069,"y":0,"w":563,"h":1125},{"x":0,"y":0,"w":2000,"h":1125}]},"allow_download_status":{"allow_download":true},"media_results":{"result":{"media_key":"3_1983878430463561728"}}}],"symbols":[],"timestamps":[],"urls":[],"user_mentions":[{"id_str":"267217910","name":"Dave Kline","screen_name":"dklineii","indices":[3665,3674]}]},"extended_entities":{"media":[{"display_url":"pic.x.com/ilwRUoIJux","expanded_url":"https://x.com/dklineii/status/1983884530571231450/photo/1","id_str":"1983878430463561728","indices":[280,303],"media_key":"3_1983878430463561728","media_url_https":"https://pbs.twimg.com/media/G4gm6-VXEAAY0Ct.jpg","type":"photo","url":"https://t.co/ilwRUoIJux","ext_media_availability":{"status":"Available"},"features":{"large":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]},"medium":{"faces":[{"x":631,"y":85,"h":168,"w":168}]},"small":{"faces":[{"x":357,"y":48,"h":95,"w":95}]},"orig":{"faces":[{"x":1052,"y":142,"h":281,"w":281}]}},"sizes":{"large":{"h":1125,"w":2000,"resize":"fit"},"medium":{"h":675,"w":1200,"resize":"fit"},"small":{"h":383,"w":680,"resize":"fit"},"thumb":{"h":150,"w":150,"resize":"crop"}},"original_info":{"height":1125,"width":2000,"focus_rects":[{"x":0,"y":5,"w":2000,"h":1120},{"x":788,"y":0,"w":1125,"h":1125},{"x":857,"y":0,"w":987,"h":1125},{"x":1069,"y":0,"w":563,"h":1125},{"x":0,"y":0,"w":2000,"h":1125}]},"allow_download_status":{"allow_download":true},"media_results":{"result":{"media_key":"3_1983878430463561728"}}}]},"favorited":false,"lang":"en","possibly_sensitive":false,"possibly_sensitive_editable":true,"retweeted":false,"fact_check":null,"id":"1983884530571231450","view_count":10711,"bookmark_count":128,"created_at":1761829905000,"favorite_count":128,"quote_count":1,"reply_count":10,"retweet_count":16,"user_id_str":"267217910","conversation_id_str":"1983884530571231450","full_text":"Terrible leadership advice: \n\n\"Hire great people and get out of their way.\"\n\nIt’s doesn’t pass the Pro Sports Test. \n\nIf this was a winning strategy, player-coaches would still be a thing. Some club would have saved millions on all those extra coaches and poured it into slightly better talent. \n\nBut teams needs to be led. Even all star alpha dog athletes like Messi and Ronaldo have a coach. \n\nIn fact, they have many.\n\nThey need to be pushed, challenged to stretch beyond what’s comfortable. \n\nThey need someone watching with a discerning eye and helping them see their blind spots. \n\nThey need someone who’ll make things go around them so they can focus on what they’re best at.\n\nThey need to be recruited into a system that uniquely leverages their strengths and coordinates the strengths of others around them into a winning competitive advantage. \n\nSo no, you can’t just “get out of their way.”\n\nAnd now managers are under attack. \n\nEspecially in big tech. \n\nBut managers aren’t getting cut because they don’t play a vital role. They’re getting cut out because they forgot why their role exists. \n\nThey got distracted - many times by enforcing the misguided policies created by the same company now firing them (but that's a different post) - and they stopped doing the hard work of elevating the performance of their team. \n\nThat's the job: \nMake everyone better. \n\nThey’re getting cut because they stopped leading.\n\nThe leaders I work with, I want them to stay in the way. They do it intentionally. Here's how:\n\n1. Set (and Hold) High Standards\n\nGreat people don't want easy. \nThey want to be pushed toward excellence.\n\nYour job isn't to accept their best work. \nIt's to show them what their best could be.\n\n• Define what excellent looks like. \n• Make it vivid. Make it specific.\n• Then refuse to settle for anything less.\n\nThe best performers don't resent high standards. They're attracted to them.\n\n2. Co-Author Crystal Clear Expectations\n\nVague goals lead average results.\nClear goals define the \"what\" and the \"how\":\n\n• What does wining look like? \n• What's the timeline?\n• What resources do they have? \n• What constraints exist?\n• How can they exceed? \n• What would cause them to fall short?\n\nWhen you align on expectations upfront, you eliminate 75% of future conflicts.\n\n3. Give Frequent (Helpful) Feedback\n\nMediocre managers withhold feedback to be nice.\nThe best coaches give real-time feedback:\n\n• When you see excellence, call it out immediately\n• When you see a miss, address it directly\n• Proximity increases potency\n\nNormalize feedback and you'll systemize excellence.\n\n4. Proactively Remove Obstacles\n\nThe best way to be in the way is using your position to clear the way. \n\nYour team shouldn't waste energy fighting bureaucracy, navigating politics, or sitting in useless meeting. \n\n• Ask them constantly: \"What's in your way?\"\n• Then move heaven and earth to clear the path\n\nYour people should spend 100% of their energy on work that matters, not working around the work\n\n5. Amplify Their Strengths With Your System\n\nRandom acts of heroics don't scale. Your job is to turn individual brilliance into repeatable systems.\n\n• When someone solves a hard problem, capture how they did it\n• When they deliver exceptional work, document the approach\n• Then ensure that knowledge reaches others\n\nThis is why you can't get out of their way. \n\nIt's not micromanagement. It's leadership.\nIt's not controlling. It's clarifying.\nIt's not limiting. 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With 13 years of blogging experience and seven published books under their belt (including one that was banned), they know how to craft powerful messages that resonate. Their focus is on empowering leaders to amplify their voice, even if the audience engagement on their own profile is mysteriously quiet.","purpose":"To shape influential narratives that elevate the voices of leaders, enabling them to inspire and drive meaningful change through articulate, impactful writing.","beliefs":"They believe that words have power and character defines legacy, embracing the idea that consistent effort today creates the future. 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Their ability to craft compelling narratives is backed by over a decade of blogging and published work.","weakness":"Despite their content prowess, their own social media engagement seems to lag, with many tweets receiving few likes or replies, suggesting a disconnect with their audience or a preference for amplification through retweets rather than direct interaction.","roast":"Enlightened Press could probably ghostwrite a bestseller in their sleep, but when it comes to their own X profile, it looks like they’re ghosting their followers instead—maybe try showing up for yourself once in a while?","win":"Publishing seven books, including one that was banned, stands out as a bold achievement that speaks volumes about their willingness to challenge norms and provoke thought.","recommendation":"To grow their audience on X, Enlightened Press should try to engage more personally with their followers—replying to comments, asking questions, and sharing snippets of their unique insights directly to invite conversation rather than relying mainly on retweets."},"created":1763165752319,"type":"the thought leader","id":"enlightendpress"},{"user":{"id":"14819693","name":"tao","description":"unpack","followers_count":2326,"friends_count":1738,"statuses_count":25593,"profile_image_url_https":"https://pbs.twimg.com/profile_images/1945677442934607872/gzx7Y0i4_normal.jpg","screen_name":"apexlearn_org","location":"RTP NC","entities":{"description":{"urls":[]},"url":{"urls":[{"display_url":"BECoach.ai","expanded_url":"https://www.BECoach.ai","url":"https://t.co/9LOvnYBOlY","indices":[0,23]}]}}},"details":{"type":"The Thought Leader","description":"Tao is a deep thinker and lifelong learner who challenges conventional labels and embraces the complexity of growth and identity. With a reflective and philosophical approach, Tao shares insights that provoke thought and gently nudge followers to expand their mindset. Their tweets blend wisdom, empathy, and curiosity, creating space for meaningful conversations.","purpose":"To inspire continuous learning and self-awareness by questioning norms and encouraging reflective thinking. Tao’s purpose is to guide others towards a mindful, balanced way of living that appreciates growth, patience, and the nuanced journey of life.","beliefs":"Tao believes that true learning transcends titles and labels, emphasizing the importance of staying curious, optimistic, reflective, and empathetic. They value patience as a mindset rooted in small consistent progress and believe in the power of inner calm paired with external diligence.","facts":"Despite tweeting over 25,000 times, Tao’s follower count remains undefined, suggesting a dedication to content for intrinsic value rather than external validation or viral fame.","strength":"Tao’s profound and consistent reflections attract an intellectually curious audience seeking depth. Their ability to weave philosophy with everyday observations nurtures engagement through authentic and meaningful content.","weakness":"The highly introspective and abstract style may make it challenging to reach a broader audience who prefer bite-sized or easily digestible content. Also, a lack of follower metrics might indicate missing opportunities for strategic growth.","recommendation":"On X, Tao should use concise threads to break down complex ideas and leverage relevant hashtags to reach niche communities interested in philosophy, learning, and personal development. Engaging more with followers through replies and polls could also boost visibility and foster a more interactive audience.","roast":"Tao tweets like a philosopher trapped in a labyrinth of words — endlessly unpacking thoughts but occasionally forgetting to pack a clear takeaway for the rest of us wandering in the dark.","win":"Maintaining a prolific and thoughtful presence with over 25,000 tweets shows remarkable dedication to cultivating ideas and conversations with a rare, authentic voice on the platform."},"created":1763165662277,"type":"the thought leader","id":"apexlearn_org"},{"user":{"id":"2664547752","name":"nico𖤣.𖥧.𖡼.⚘","description":"living vicariously through myself","followers_count":2521,"friends_count":379,"statuses_count":13528,"profile_image_url_https":"https://pbs.twimg.com/profile_images/1956143411578462212/nuFZnK9V_normal.jpg","screen_name":"ec0maniac","location":"the evergreen state","entities":{"description":{"urls":[]},"url":{"urls":[{"display_url":"instagram.com/nnicosuave/","expanded_url":"https://www.instagram.com/nnicosuave/","url":"https://t.co/whMK73OTyn","indices":[0,23]}]}}},"details":{"type":"The Thought Leader","description":"nico𖤣.𖥧.𖡼.⚘ is a reflective and introspective soul who captures life's small yet profound moments, inviting followers to live vicariously through their unique lens. With over 13,000 tweets, they weave vulnerability and beauty into every post, sparking deep emotional connections. Their ability to turn mundane experiences into meaningful reflections makes their presence magnetic and thought-provoking.","purpose":"To inspire others to slow down, embrace vulnerability, and find beauty in the everyday moments that often go unnoticed. nico’s life's mission is to promote self-acceptance and emotional authenticity, encouraging collective healing through shared human experiences.","beliefs":"nico values emotional honesty, mindfulness, and the transformative power of self-reflection. They believe in embracing imperfections as a path to true beauty and strength, holding that vulnerability is not a weakness but a courageous form of self-expression.","facts":"Despite having an undefined follower count, nico's top tweet garnered an incredible 87,122 likes and 4,677 retweets, showing their ability to deeply resonate with a large audience purely through authentic, relatable content.","strength":"A master of emotional storytelling, nico connects deeply with their audience by sharing raw, human moments. Their consistency and prolific tweet count build a rich archive of content that invites reflection and engagement.","weakness":"Sometimes, their introspective style might come off as too abstract or niche, potentially limiting wider appeal. Additionally, the lack of engagement diversity (few retweets on some tweets) might indicate a challenge in converting emotional resonance into broader audience growth.","recommendation":"To amplify their presence on X, nico should experiment with more interactive content like polls or question threads to boost engagement diversity. Collaborating with other creators in wellness or self-care niches could also expand their reach while maintaining authenticity.","roast":"nico’s been staring so long into the void that the void started sending them notifications just to check in—proving even existential dread hates being ignored!","win":"They have successfully cultivated a community that deeply values vulnerability and authenticity, as evidenced by a tweet with over 87,000 likes that transforms a simple act of closing a computer into a shared moment of mindful pause."},"created":1763162593772,"type":"the thought leader","id":"ec0maniac"},{"user":{"id":"1789652592076689408","name":"Romain | Prise de Parole 🏛️⚡","description":"Je transforme les ambitieux en orateurs magnétiques.","followers_count":851,"friends_count":322,"statuses_count":16270,"profile_image_url_https":"https://pbs.twimg.com/profile_images/1904646156249903104/Y2mV9pKE_normal.jpg","screen_name":"Orateur_Grec","location":"Terre, Système Solaire.","entities":{"description":{"urls":[]}}},"details":{"type":"The Thought Leader","description":"Romain is a magnetic orator sculptor who turns ambitious individuals into eloquent speakers through neuroscience and practical wisdom. With a prolific tweeting presence, he shares personal stories, insights on brain health, and practical tips to master communication. His authentic, reflective style invites followers on a transformative journey of self-mastery and powerful speech.","facts":"Romain tweets over 16,000 times, demonstrating his relentless commitment to sharing knowledge and engaging with his audience.","purpose":"Romain’s life purpose is to empower individuals to unlock their full communicative potential, helping them become confident, clear, and compelling speakers who influence and inspire their communities.","beliefs":"He believes in the transformative power of effective communication, the importance of cultivating strong mental systems for lifelong success, and the relentless pursuit of growth despite obstacles. Romain values authenticity, disciplined self-improvement, and the idea that wisdom is both scientifically grounded and divinely inspired.","strength":"Romain’s strengths lie in his deep expertise on neuroscience applied to speech, his vulnerability in sharing personal challenges, and his ability to connect complex concepts with actionable advice while maintaining an engaging narrative style.","weakness":"His intense self-reflection and high standards can sometimes border on self-doubt, and his dense, long-form storytelling might overwhelm new followers seeking quick tips.","recommendation":"To grow his audience on X, Romain should continue leveraging his engaging storytelling but balance it with more bite-sized, shareable wisdom and interactive tweets to boost engagement. Featuring short video clips explaining quick neuroscience hacks or hosting live Q&A sessions might also heighten follower connection and attract orators from diverse backgrounds.","roast":"Romain’s love for personal anecdotes is so epic he could probably turn a grocery list into a three-act drama about brain chemistry — and we’d still be hooked, popcorn in hand, waiting for the next emotional plot twist about his vocal cords.","win":"Romain’s biggest win is mastering the art of reinvention, especially after his vocal cord injury, pivoting expertly into copywriting and neuroscience-based rhetoric to solidify his unique brand and inspiring thousands to speak with magnetic confidence."},"created":1763162314435,"type":"the thought leader","id":"orateur_grec"},{"user":{"id":"601736770","name":"Aurimas Griciūnas","description":"🔨 Founder & CEO @ SwirlAI \n📖 Writing about #LLM, #AI, #DataEngineering, #MachineLearning and #Data \n✍️ Author of SwirlAI Newsletter.","followers_count":33551,"friends_count":787,"statuses_count":3159,"profile_image_url_https":"https://pbs.twimg.com/profile_images/1725897062296772608/pkRjNV01_normal.jpg","screen_name":"Aurimas_Gr","location":"Lithuania","entities":{"description":{"urls":[]},"url":{"urls":[{"display_url":"newsletter.swirlai.com","expanded_url":"https://www.newsletter.swirlai.com/","url":"https://t.co/O9p2bj5Oe9","indices":[0,23]}]}}},"details":{"type":"The Thought Leader","description":"Aurimas Griciūnas is a tech-savvy visionary at the forefront of AI and Data Engineering, blending deep technical expertise with a passion for community education. As the Founder & CEO of SwirlAI and author of its newsletter, Aurimas offers rich insights into LLMs, machine learning, and data system intricacies, guiding professionals to master these complex topics. His content demystifies advanced AI concepts with clarity, making him a trusted source in the data and AI space.","purpose":"Aurimas's life purpose is to bridge the gap between complex AI technologies and accessible knowledge, empowering the broader tech community to innovate and implement cutting-edge solutions confidently. He strives to foster an informed and skilled data ecosystem by sharing clear, practical insights and nurturing a community of learners and innovators.","beliefs":"Aurimas believes in the transformative power of knowledge sharing, interdisciplinary learning, and systems thinking as foundational pillars for technological progress. He values clarity, precision, and practical application of data science and AI, championing continuous learning to keep pace with rapidly evolving fields. Collaboration and openness in developing standards, like protocols in AI agent communication, reflect his belief in community-driven innovation.","facts":"Fun fact: Aurimas is not just a theorist but a hands-on builder, actively developing agentic AI systems from scratch and sharing every step to help others do the same—no magic frameworks required!","strength":"Aurimas’s greatest strengths lie in his authoritative expertise, ability to simplify complex AI and data topics, and his engaging, data-backed communication style that drives meaningful discourse. His deep understanding of AI agents and protocols positions him as a forward-thinking influencer who inspires trust and learning.","weakness":"Sometimes, his deep technical focus might drift toward verbosity that can overwhelm newcomers, and his strong analytical style may hall pass the more casual or entertainment-driven audience on fast-moving platforms like X.","recommendation":"To grow his audience on X, Aurimas should weave in more storytelling elements and bite-sized 'tech snack' threads that spark curiosity while maintaining depth. Engaging more interactively — like running polls, Q&A sessions, or relatable real-world AI use cases — can broaden appeal beyond hardcore experts while retaining his loyal followers.","roast":"Aurimas tweets so much about AI memory and protocols that even his Twitter feed might start wondering if it has short-term or long-term memory—no worries, you’ve got enough knowledge stored to fill dozens of AI brains!","win":"Aurimas’ top-performing tweet comparing Google's MCP and A2A protocols attracted nearly 200K views and thousands of likes, marking a standout achievement in establishing him as a go-to thought leader on multi-agent AI communication."},"created":1763160214574,"type":"the thought leader","id":"aurimas_gr"},{"user":{"id":"1580165569810137088","name":"Kaiden’s Thoughts","description":"Thoughts on the go…","followers_count":227,"friends_count":163,"statuses_count":20690,"profile_image_url_https":"https://pbs.twimg.com/profile_images/1862707667950567424/cNJlExfy_normal.jpg","screen_name":"KaidenThoughts","location":"","entities":{"description":{"urls":[]}}},"details":{"type":"The Thought Leader","description":"Kaiden's Thoughts offers steady, reflective insights on persistence, growth, and patience, blending personal vulnerability with motivational wisdom. With an impressive tweet count, they demonstrate commitment to sharing impactful ideas that challenge fast-paced culture and inspire long-term thinking. Their voice resonates as a genuine mentor encouraging followers to embrace discomfort as a pathway to success.","purpose":"To encourage others to cultivate patience, resilience, and progress through consistent effort and thoughtful self-reflection, helping their audience navigate life's challenges with a growth mindset.","beliefs":"Kaiden firmly believes that worthwhile achievements require time, discomfort is essential for personal growth, and change is the foundation of progress. They value persistence over instant gratification and trust in the power of habit transformation to create meaningful outcomes.","facts":"Despite nearly no follower count disclosed, Kaiden has tweeted over 20,000 times, showing an incredible dedication to content creation and audience engagement through consistent daily presence.","strength":"Their greatest strength lies in authentic vulnerability paired with motivational insight, making complex ideas relatable and inspiring. This profile sustains a steady and meaningful dialogue with their community and demonstrates resilience and consistency through prolific tweeting.","weakness":"Kaiden’s honest transparency on personal setbacks might occasionally risk alienating some followers seeking purely positive content. Additionally, the high tweet volume could overwhelm potential new followers, making it harder for key messages to stand out.","roast":"If eyeballs were dollars, Kaiden’s tweet train would be a billionaire by now — too bad some of those 20,690 tweets might need a speed limit before they crash our timelines entirely.","win":"Building a powerful, deeply engaged community around themes of resilience and patience despite the grind, demonstrating the power of consistency over virality.","recommendation":"Focus on threading key ideas into concise, high-impact tweet series with occasional live Q&A sessions to deepen community bonds. Use hashtags strategically around growth mindset and personal development to extend reach, and consider moderating tweet frequency to highlight signature content and avoid follower fatigue."},"created":1763152266306,"type":"the thought leader","id":"kaidenthoughts"},{"user":{"id":"1851055250934808576","name":"Zach","description":"Your potential hides in the questions you avoid. I ask them.","followers_count":1469,"friends_count":1142,"statuses_count":12182,"profile_image_url_https":"https://pbs.twimg.com/profile_images/1983579388198195200/M1Lf5MvG_normal.jpg","screen_name":"TheQCollector","location":"","entities":{"description":{"urls":[]}}},"details":{"type":"The Thought Leader","description":"Zach is a provocative thinker who dives deep into the questions many avoid, stirring conversations that challenge perspectives and ignite personal growth. With a consistent and engaging presence, he creates a reflective space for his audience to explore meaning and purpose. His tweets invite introspection, connection, and the courage to confront uncertainty.","purpose":"Zach’s life purpose is to awaken curiosity and encourage thoughtful self-examination in others, helping people unlock their true potential by facing difficult questions head-on. He aims to foster a community where vulnerability and intellectual courage lead to transformation and empowerment.","beliefs":"He believes in the power of inquiry as a catalyst for growth and that embracing uncertainty is essential for meaningful progress. Zach values authenticity, resilience, and deep connection, trusting that shared reflection can uplift and unite people.","facts":"Fun fact: Zach has tweeted over 12,000 times, consistently sparking conversations with thought-provoking questions that attract high engagement and vibrant discussion.","strength":"Zach’s greatest strength is his ability to pose challenging questions that engage and inspire dialogue, making his audience feel seen and encouraged to reflect on their own journeys. His authentic and empathetic tone makes complex topics accessible and relatable.","weakness":"His constant deep questioning can sometimes feel overwhelming or even a bit heavy, which risks alienating followers looking for lighter or more actionable content. The intensity of philosophical inquiries might also limit appeal to a more niche audience.","roast":"Zach spends so much time asking questions, you’d swear he’s auditioning for a job as an existential detective—too bad he hasn’t cracked the case of ‘Why do people actually follow me?’ yet!","win":"His biggest win is consistently building a highly engaged, reflective community that thrives on meaningful conversations rather than empty chatter, turning followers into active participants in deep dialogue.","recommendation":"To grow his audience on X, Zach should blend his deep questions with occasional bite-sized motivational or practical insights, making his content more shareable and accessible. Collaborating with complementary creators like philosophers, motivational speakers, or mental wellness influencers can broaden his reach and foster diverse discussions."},"created":1763135978372,"type":"the thought leader","id":"theqcollector"},{"user":{"id":"587083128","name":"Darien Payton","description":"B2B marketing with taste @_antidotemedia | Follower of Jesus • Morehouse","followers_count":2631,"friends_count":949,"statuses_count":13575,"profile_image_url_https":"https://pbs.twimg.com/profile_images/1062025745629896705/5PPk4_2l_normal.jpg","screen_name":"darienpayton","location":"Chicago, IL","entities":{"description":{"urls":[]},"url":{"urls":[{"display_url":"antidotemedia.co","expanded_url":"http://antidotemedia.co","url":"https://t.co/wh0QdoJc4Z","indices":[0,23]}]}}},"details":{"type":"The Thought Leader","description":"Darien Payton is a seasoned B2B marketing expert with a sharp eye for bridging the gap between ordinary marketing and unforgettable brand presence. With a strong foundation in faith and education, he combines insightful analysis with a deep commitment to authenticity in marketing. His tweets reveal a passion for educating and elevating the B2B community with thoughtful, strategic perspectives.","purpose":"Darien's life purpose centers around transforming B2B marketing by closing the 'taste gap'—helping brands become unignorable through authentic, strategic storytelling and community engagement. He aims to elevate the marketing standards in the industry while fostering genuine connections and transparency.","beliefs":"Darien values authenticity, integrity, and the power of deep community connection. He believes that marketing should be thoughtful and reflective of real human interactions, not superficial or disingenuous noise. His faith and educational background also shine through in his commitment to ethical communication and purposeful growth.","facts":"Fun fact: Darien coined the term 'taste gap' to describe the difference between current marketing efforts and what it takes for a brand to truly stand out—talk about inventing your own marketing vocabulary!","strength":"Darien's biggest strength is his ability to combine data-backed insights with human-centered storytelling, creating marketing strategies that resonate deeply. He’s a master at explaining complex marketing dynamics clearly while championing authenticity and community-building.","weakness":"One possible weakness is his occasional tendency to get preachy or overly critical, which might alienate potential collaborators or audiences looking for lighter content. His deep dive analytical style might sometimes overshadow more casual engagement.","recommendation":"To grow his audience on X, Darien should continue leveraging his thought leadership by mixing high-value tweets with approachable, conversational threads and engaging more in replies. Showcasing behind-the-scenes marketing lessons or even spotlighting community wins would build rapport and foster a loyal, interactive following.","roast":"Darien's tweets are so data-driven and thoughtful, you half expect him to produce a 10-page marketing thesis before every coffee break — it's like watching a TED Talk where the guy never quite leaves the stage!","win":"Darien’s biggest win? Establishing himself as a trusted voice in B2B marketing by bridging critical gaps in how brands connect with their audience, while also candidly calling out industry nonsense—earning respect as both a thought leader and sincere advocate."},"created":1763132161276,"type":"the thought leader","id":"darienpayton"},{"user":{"id":"1777231406248112128","name":"Adrian (Icarus Arc)","description":"Psalms 12:1 || @DexariDotCom affiliate || Writer x Clipper","followers_count":1362,"friends_count":756,"statuses_count":20943,"profile_image_url_https":"https://pbs.twimg.com/profile_images/1984352805696446464/g5vXPMRg_normal.jpg","screen_name":"OG_driann","location":"","entities":{"description":{"urls":[]}}},"details":{"type":"The Thought Leader","description":"Adrian, aka Icarus Arc, is a prolific thinker and writer who dives deep into complex topics like philosophy, decentralization, and crypto narratives. With a massive tweet count and thoughtful insights, he challenges his audience to see beyond surface-level internet trends. His posts blend intellect with accessibility, making high-level discussions approachable and engaging.","purpose":"To enlighten and elevate online discourse by bridging intellectual history and modern innovation, guiding his audience through nuanced perspectives on philosophy, technology, and decentralized science.","beliefs":"Adrian values intellectual curiosity, critical inquiry, and the power of thoughtful reflection. He believes in the importance of revisiting lost streams of knowledge and fostering transformative conversations that shape the future of technology and society.","facts":"Fun fact: Adrian has tweeted over 20,000 times, showing a steadfast commitment to sharing knowledge and engaging with his community on a consistent basis.","strength":"His biggest strength lies in his ability to synthesize complex ideas into compelling narratives that resonate with both intellectuals and curious newcomers alike. His deep engagement with cutting-edge topics establishes him as a trusted voice in the crypto and philosophy spaces.","weakness":"Sometimes, his dense intellectual style and high tweet volume might overwhelm or alienate casual followers, making it a challenge to grow a broader audience without diluting his message.","roast":"Adrian’s tweet count is so high, he probably started social media when the dinosaurs roamed the Earth—talk about evolving from the Stone Age of X to the digital Renaissance! Just try not to tweet so much that your followers need a philosophical break every time they visit your page.","win":"His most viral tweet, exposing his initial skepticism and eventual respect for Naval, amassed nearly 375,000 views and thousands of likes, proving his power to challenge conventional opinions and spark meaningful dialogue.","recommendation":"To grow his audience on X, Adrian should experiment with threading simpler, bite-sized insights and interactive questions to invite broader engagement. Collaborating with other influencers in tech and philosophy could amplify his reach, while mixing in occasional lighter content might help balance his intellectual rigor with relatability."},"created":1763130410445,"type":"the thought leader","id":"og_driann"},{"user":{"id":"1852056408357040128","name":"Safia Sultana","description":"Future of AI | Business & Tech | 3K on LinkedIn | Content & Prompts for career growth | Open for collabs—DM me","followers_count":11837,"friends_count":732,"statuses_count":29022,"profile_image_url_https":"https://pbs.twimg.com/profile_images/1890805364800778240/VMhj2XAP_normal.jpg","screen_name":"AIwithSafia","location":"USA","entities":{"description":{"urls":[]}}},"details":{"type":"The Thought Leader","description":"Safia Sultana is a dynamic voice at the intersection of AI, business, and technology, crafting compelling content that drives career growth and collaborative innovation. With a prolific tweeting presence and a knack for uncovering powerful insights, she's building a knowledgeable community hungry for future-focused conversations. Safia’s threads captivate with a blend of scientific curiosity, deep analysis, and visionary storytelling.","purpose":"Safia’s life purpose is to illuminate the future landscape of technology and business by sharing transformative ideas and actionable knowledge that empower her audience to thrive in a rapidly evolving world.","beliefs":"She believes in the power of knowledge as a tool for growth and transformation, values intellectual curiosity, and holds a strong conviction that understanding emerging technologies like AI can open doors to unprecedented opportunities. Collaboration and continuous learning are at the core of her ethos.","facts":"Fun fact: Despite diving deep into tech and AI, one of Safia’s most viral tweets explored the natural science behind grey hair, showing her ability to merge science with everyday life to engage and educate her audience.","strength":"Her strengths lie in her analytical mind paired with an engaging communication style, an expert ability to craft viral, thought-provoking threads, and a consistent drive to spark meaningful conversations around cutting-edge topics.","weakness":"With over 29,000 tweets and a following-to-following ratio that leans heavily towards following, she might sometimes dilute her focus by trying to engage with too many topics or networks at once, risking follower fatigue or mixed messaging.","recommendation":"To grow her audience on X, Safia should leverage her thought leadership by hosting regular Twitter Spaces focused on AI and tech trends, collaborate with other influencers using mentions and threads, and strategically streamline her content themes for sharper brand identity and higher retention.","roast":"Safia, with your 29,000 tweets, you might just win the unofficial title of 'Most Prolific Screen Scroller'—if only viral magic was guaranteed in each scroll, right? But hey, at this rate, even AI would struggle to keep up with your output!","win":"Her biggest win is crafting the grey hair thread that blew up to over 13 million views and 14,000 likes, proving her ability to turn relatable science into viral, impactful content that educates and resonates broadly."},"created":1763127837172,"type":"the thought leader","id":"aiwithsafia"},{"user":{"id":"1221042610489286656","name":"Phố Núi (❖,❖).edge🦭","description":"crypto , web3 , Ai","followers_count":1704,"friends_count":2584,"statuses_count":11994,"profile_image_url_https":"https://pbs.twimg.com/profile_images/1831736919702614016/pXhDb63t_normal.jpg","screen_name":"24Phonui","location":"","entities":{"description":{"urls":[]}}},"details":{"type":"The Thought Leader","description":"Phố Núi (❖,❖).edge🦭 is a passionate advocate and educator in the realms of crypto, Web3, and AI, especially around cutting-edge technology like Fully Homomorphic Encryption. With nearly 12,000 tweets, they consistently share insightful, forward-thinking content that bridges complex tech concepts with community engagement. Their presence reflects a deep commitment to transparency, privacy, and fostering a knowledgeable, collaborative Web3 community.","facts":"A fun fact about Phố Núi is their unwavering dedication to Zama’s Fully Homomorphic Encryption ecosystem, having engaged thousands in dialogues about preserving privacy while enabling transparency – an elite tech topic not many dare to simplify with such community spirit.","purpose":"Their life purpose revolves around demystifying complex technologies and championing a balanced future where privacy and transparency coexist, empowering individuals and developers to harness these advancements confidently and ethically.","beliefs":"Phố Núi believes in the power of knowledge sharing, community-driven innovation, and the ethical imperative of protecting data privacy without sacrificing trust or transparency. 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Leaders who engineer organizations where human creativity and machine intelligence work as one. \n\nNot people using tools, but a system of peers:\n\nHYBRID TEAMS\n• AI handles repetitive, structured, data-driven tasks\n• Humans own creative, strategic, relationship work\n• The best teams intentionally blend both strengths\n• Person or machine? become person + machine\n\nSCALED JUDGMENT\n• Humans architect decision frameworks, AI applies\n• AI maintains institutional knowledge in playbooks\n• Analyze patterns in your best decisions to update\n• Turn one-time solutions into repeatable systems\n\nAUTOMATED ACCOUNTABILITY\n• Track commitments and surface gaps automatically\n• Build dashboards showing real-time progress\n• Let machines monitor, humans coach\n• The best systems run themselves\n\nENGINEERED GROWTH\n• Match performance data to development opportunities\n• Generate personalized coaching based on individual patterns\n• Adapt training to each person's style and mastery\n• Micro development is continuous, not annual\n\nOPTIMIZE FOR CYCLE TIME\n• Use AI for rapid prototyping and testing\n• Run batches of quick experiments with low risk\n• Surface problems early through feedback loops\n• Get better with each iteration\n\nEMBRACE IMPERMANENCE\n• Form tiger teams around specific challenges\n• Assemble, perform, systemize, dissolve\n• Move away from permanent rigid structures\n• Collect experiences, not titles\n\nSYSTEMS, NOT SILOS\n• Build small agile teams with loosely coupled \"APIs\"\n• Optimize for the whole, AND the parts\n• Understand how changes ripple through the organization\n• Connect the dots across more functions\n\nThe AI age will reward managers who design systems where humans and machines amplify each other. \n\nWe're no longer managers. \nWe're engineers.\n\nWhat did I get wrong? 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Some club would have saved millions on all those extra coaches and poured it into slightly better talent. \n\nBut teams needs to be led. Even all star alpha dog athletes like Messi and Ronaldo have a coach. \n\nIn fact, they have many.\n\nThey need to be pushed, challenged to stretch beyond what’s comfortable. \n\nThey need someone watching with a discerning eye and helping them see their blind spots. \n\nThey need someone who’ll make things go around them so they can focus on what they’re best at.\n\nThey need to be recruited into a system that uniquely leverages their strengths and coordinates the strengths of others around them into a winning competitive advantage. \n\nSo no, you can’t just “get out of their way.”\n\nAnd now managers are under attack. \n\nEspecially in big tech. \n\nBut managers aren’t getting cut because they don’t play a vital role. They’re getting cut out because they forgot why their role exists. \n\nThey got distracted - many times by enforcing the misguided policies created by the same company now firing them (but that's a different post) - and they stopped doing the hard work of elevating the performance of their team. \n\nThat's the job: \nMake everyone better. \n\nThey’re getting cut because they stopped leading.\n\nThe leaders I work with, I want them to stay in the way. They do it intentionally. Here's how:\n\n1. Set (and Hold) High Standards\n\nGreat people don't want easy. \nThey want to be pushed toward excellence.\n\nYour job isn't to accept their best work. \nIt's to show them what their best could be.\n\n• Define what excellent looks like. \n• Make it vivid. Make it specific.\n• Then refuse to settle for anything less.\n\nThe best performers don't resent high standards. They're attracted to them.\n\n2. Co-Author Crystal Clear Expectations\n\nVague goals lead average results.\nClear goals define the \"what\" and the \"how\":\n\n• What does wining look like? \n• What's the timeline?\n• What resources do they have? \n• What constraints exist?\n• How can they exceed? \n• What would cause them to fall short?\n\nWhen you align on expectations upfront, you eliminate 75% of future conflicts.\n\n3. Give Frequent (Helpful) Feedback\n\nMediocre managers withhold feedback to be nice.\nThe best coaches give real-time feedback:\n\n• When you see excellence, call it out immediately\n• When you see a miss, address it directly\n• Proximity increases potency\n\nNormalize feedback and you'll systemize excellence.\n\n4. Proactively Remove Obstacles\n\nThe best way to be in the way is using your position to clear the way. \n\nYour team shouldn't waste energy fighting bureaucracy, navigating politics, or sitting in useless meeting. \n\n• Ask them constantly: \"What's in your way?\"\n• Then move heaven and earth to clear the path\n\nYour people should spend 100% of their energy on work that matters, not working around the work\n\n5. Amplify Their Strengths With Your System\n\nRandom acts of heroics don't scale. Your job is to turn individual brilliance into repeatable systems.\n\n• When someone solves a hard problem, capture how they did it\n• When they deliver exceptional work, document the approach\n• Then ensure that knowledge reaches others\n\nThis is why you can't get out of their way. \n\nIt's not micromanagement. It's leadership.\nIt's not controlling. It's clarifying.\nIt's not limiting. It's leveraging.\n\nThe managers who survive the next wave of cuts won't be the ones who \"stay out of the way.\" They'll be the ones who made their teams undeniably better.\n\nHelpful? Please RT and follow me @dklineii for more.","in_reply_to_user_id_str":null,"in_reply_to_status_id_str":null,"is_quote_status":0,"is_ai":null,"ai_score":null},{"bookmarked":false,"display_text_range":[0,258],"entities":{"hashtags":[],"symbols":[],"timestamps":[],"urls":[],"user_mentions":[]},"favorited":false,"lang":"en","retweeted":false,"fact_check":null,"id":"1984018223386308912","view_count":5360,"bookmark_count":34,"created_at":1761861780000,"favorite_count":92,"quote_count":1,"reply_count":11,"retweet_count":10,"user_id_str":"267217910","conversation_id_str":"1984018223386308912","full_text":"The most underrated management skill: Courage. The entire job is making hard calls. Saying no. Pushing back against people enacting dumbs rules to cover their ass. 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Leaders who engineer organizations where human creativity and machine intelligence work as one. \n\nNot people using tools, but a system of peers:\n\nHYBRID TEAMS\n• AI handles repetitive, structured, data-driven tasks\n• Humans own creative, strategic, relationship work\n• The best teams intentionally blend both strengths\n• Person or machine? become person + machine\n\nSCALED JUDGMENT\n• Humans architect decision frameworks, AI applies\n• AI maintains institutional knowledge in playbooks\n• Analyze patterns in your best decisions to update\n• Turn one-time solutions into repeatable systems\n\nAUTOMATED ACCOUNTABILITY\n• Track commitments and surface gaps automatically\n• Build dashboards showing real-time progress\n• Let machines monitor, humans coach\n• The best systems run themselves\n\nENGINEERED GROWTH\n• Match performance data to development opportunities\n• Generate personalized coaching based on individual patterns\n• Adapt training to each person's style and mastery\n• Micro development is continuous, not annual\n\nOPTIMIZE FOR CYCLE TIME\n• Use AI for rapid prototyping and testing\n• Run batches of quick experiments with low risk\n• Surface problems early through feedback loops\n• Get better with each iteration\n\nEMBRACE IMPERMANENCE\n• Form tiger teams around specific challenges\n• Assemble, perform, systemize, dissolve\n• Move away from permanent rigid structures\n• Collect experiences, not titles\n\nSYSTEMS, NOT SILOS\n• Build small agile teams with loosely coupled \"APIs\"\n• Optimize for the whole, AND the parts\n• Understand how changes ripple through the organization\n• Connect the dots across more functions\n\nThe AI age will reward managers who design systems where humans and machines amplify each other. \n\nWe're no longer managers. \nWe're engineers.\n\nWhat did I get wrong? 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Some club would have saved millions on all those extra coaches and poured it into slightly better talent. \n\nBut teams needs to be led. Even all star alpha dog athletes like Messi and Ronaldo have a coach. \n\nIn fact, they have many.\n\nThey need to be pushed, challenged to stretch beyond what’s comfortable. \n\nThey need someone watching with a discerning eye and helping them see their blind spots. \n\nThey need someone who’ll make things go around them so they can focus on what they’re best at.\n\nThey need to be recruited into a system that uniquely leverages their strengths and coordinates the strengths of others around them into a winning competitive advantage. \n\nSo no, you can’t just “get out of their way.”\n\nAnd now managers are under attack. \n\nEspecially in big tech. \n\nBut managers aren’t getting cut because they don’t play a vital role. They’re getting cut out because they forgot why their role exists. \n\nThey got distracted - many times by enforcing the misguided policies created by the same company now firing them (but that's a different post) - and they stopped doing the hard work of elevating the performance of their team. \n\nThat's the job: \nMake everyone better. \n\nThey’re getting cut because they stopped leading.\n\nThe leaders I work with, I want them to stay in the way. They do it intentionally. Here's how:\n\n1. Set (and Hold) High Standards\n\nGreat people don't want easy. \nThey want to be pushed toward excellence.\n\nYour job isn't to accept their best work. \nIt's to show them what their best could be.\n\n• Define what excellent looks like. \n• Make it vivid. Make it specific.\n• Then refuse to settle for anything less.\n\nThe best performers don't resent high standards. They're attracted to them.\n\n2. Co-Author Crystal Clear Expectations\n\nVague goals lead average results.\nClear goals define the \"what\" and the \"how\":\n\n• What does wining look like? \n• What's the timeline?\n• What resources do they have? \n• What constraints exist?\n• How can they exceed? \n• What would cause them to fall short?\n\nWhen you align on expectations upfront, you eliminate 75% of future conflicts.\n\n3. Give Frequent (Helpful) Feedback\n\nMediocre managers withhold feedback to be nice.\nThe best coaches give real-time feedback:\n\n• When you see excellence, call it out immediately\n• When you see a miss, address it directly\n• Proximity increases potency\n\nNormalize feedback and you'll systemize excellence.\n\n4. Proactively Remove Obstacles\n\nThe best way to be in the way is using your position to clear the way. \n\nYour team shouldn't waste energy fighting bureaucracy, navigating politics, or sitting in useless meeting. \n\n• Ask them constantly: \"What's in your way?\"\n• Then move heaven and earth to clear the path\n\nYour people should spend 100% of their energy on work that matters, not working around the work\n\n5. Amplify Their Strengths With Your System\n\nRandom acts of heroics don't scale. Your job is to turn individual brilliance into repeatable systems.\n\n• When someone solves a hard problem, capture how they did it\n• When they deliver exceptional work, document the approach\n• Then ensure that knowledge reaches others\n\nThis is why you can't get out of their way. \n\nIt's not micromanagement. It's leadership.\nIt's not controlling. It's clarifying.\nIt's not limiting. It's leveraging.\n\nThe managers who survive the next wave of cuts won't be the ones who \"stay out of the way.\" They'll be the ones who made their teams undeniably better.\n\nHelpful? Please RT and follow me @dklineii for more.","in_reply_to_user_id_str":null,"in_reply_to_status_id_str":null,"is_quote_status":0,"is_ai":null,"ai_score":null},{"bookmarked":false,"display_text_range":[0,258],"entities":{"hashtags":[],"symbols":[],"timestamps":[],"urls":[],"user_mentions":[]},"favorited":false,"lang":"en","retweeted":false,"fact_check":null,"id":"1984018223386308912","view_count":5360,"bookmark_count":34,"created_at":1761861780000,"favorite_count":92,"quote_count":1,"reply_count":11,"retweet_count":10,"user_id_str":"267217910","conversation_id_str":"1984018223386308912","full_text":"The most underrated management skill: Courage. The entire job is making hard calls. Saying no. Pushing back against people enacting dumbs rules to cover their ass. 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Leaders who engineer organizations where human creativity and machine intelligence work as one. \n\nNot people using tools, but a system of peers:\n\nHYBRID TEAMS\n• AI handles repetitive, structured, data-driven tasks\n• Humans own creative, strategic, relationship work\n• The best teams intentionally blend both strengths\n• Person or machine? become person + machine\n\nSCALED JUDGMENT\n• Humans architect decision frameworks, AI applies\n• AI maintains institutional knowledge in playbooks\n• Analyze patterns in your best decisions to update\n• Turn one-time solutions into repeatable systems\n\nAUTOMATED ACCOUNTABILITY\n• Track commitments and surface gaps automatically\n• Build dashboards showing real-time progress\n• Let machines monitor, humans coach\n• The best systems run themselves\n\nENGINEERED GROWTH\n• Match performance data to development opportunities\n• Generate personalized coaching based on individual patterns\n• Adapt training to each person's style and mastery\n• Micro development is continuous, not annual\n\nOPTIMIZE FOR CYCLE TIME\n• Use AI for rapid prototyping and testing\n• Run batches of quick experiments with low risk\n• Surface problems early through feedback loops\n• Get better with each iteration\n\nEMBRACE IMPERMANENCE\n• Form tiger teams around specific challenges\n• Assemble, perform, systemize, dissolve\n• Move away from permanent rigid structures\n• Collect experiences, not titles\n\nSYSTEMS, NOT SILOS\n• Build small agile teams with loosely coupled \"APIs\"\n• Optimize for the whole, AND the parts\n• Understand how changes ripple through the organization\n• Connect the dots across more functions\n\nThe AI age will reward managers who design systems where humans and machines amplify each other. \n\nWe're no longer managers. \nWe're engineers.\n\nWhat did I get wrong? 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Some club would have saved millions on all those extra coaches and poured it into slightly better talent. \n\nBut teams needs to be led. Even all star alpha dog athletes like Messi and Ronaldo have a coach. \n\nIn fact, they have many.\n\nThey need to be pushed, challenged to stretch beyond what’s comfortable. \n\nThey need someone watching with a discerning eye and helping them see their blind spots. \n\nThey need someone who’ll make things go around them so they can focus on what they’re best at.\n\nThey need to be recruited into a system that uniquely leverages their strengths and coordinates the strengths of others around them into a winning competitive advantage. \n\nSo no, you can’t just “get out of their way.”\n\nAnd now managers are under attack. \n\nEspecially in big tech. \n\nBut managers aren’t getting cut because they don’t play a vital role. They’re getting cut out because they forgot why their role exists. \n\nThey got distracted - many times by enforcing the misguided policies created by the same company now firing them (but that's a different post) - and they stopped doing the hard work of elevating the performance of their team. \n\nThat's the job: \nMake everyone better. \n\nThey’re getting cut because they stopped leading.\n\nThe leaders I work with, I want them to stay in the way. They do it intentionally. Here's how:\n\n1. Set (and Hold) High Standards\n\nGreat people don't want easy. \nThey want to be pushed toward excellence.\n\nYour job isn't to accept their best work. \nIt's to show them what their best could be.\n\n• Define what excellent looks like. \n• Make it vivid. Make it specific.\n• Then refuse to settle for anything less.\n\nThe best performers don't resent high standards. They're attracted to them.\n\n2. Co-Author Crystal Clear Expectations\n\nVague goals lead average results.\nClear goals define the \"what\" and the \"how\":\n\n• What does wining look like? \n• What's the timeline?\n• What resources do they have? \n• What constraints exist?\n• How can they exceed? \n• What would cause them to fall short?\n\nWhen you align on expectations upfront, you eliminate 75% of future conflicts.\n\n3. Give Frequent (Helpful) Feedback\n\nMediocre managers withhold feedback to be nice.\nThe best coaches give real-time feedback:\n\n• When you see excellence, call it out immediately\n• When you see a miss, address it directly\n• Proximity increases potency\n\nNormalize feedback and you'll systemize excellence.\n\n4. Proactively Remove Obstacles\n\nThe best way to be in the way is using your position to clear the way. \n\nYour team shouldn't waste energy fighting bureaucracy, navigating politics, or sitting in useless meeting. \n\n• Ask them constantly: \"What's in your way?\"\n• Then move heaven and earth to clear the path\n\nYour people should spend 100% of their energy on work that matters, not working around the work\n\n5. Amplify Their Strengths With Your System\n\nRandom acts of heroics don't scale. Your job is to turn individual brilliance into repeatable systems.\n\n• When someone solves a hard problem, capture how they did it\n• When they deliver exceptional work, document the approach\n• Then ensure that knowledge reaches others\n\nThis is why you can't get out of their way. \n\nIt's not micromanagement. It's leadership.\nIt's not controlling. It's clarifying.\nIt's not limiting. It's leveraging.\n\nThe managers who survive the next wave of cuts won't be the ones who \"stay out of the way.\" They'll be the ones who made their teams undeniably better.\n\nHelpful? Please RT and follow me @dklineii for more.","in_reply_to_user_id_str":null,"in_reply_to_status_id_str":null,"is_quote_status":0,"is_ai":null,"ai_score":null},{"bookmarked":false,"display_text_range":[0,258],"entities":{"hashtags":[],"symbols":[],"timestamps":[],"urls":[],"user_mentions":[]},"favorited":false,"lang":"en","retweeted":false,"fact_check":null,"id":"1984018223386308912","view_count":5360,"bookmark_count":34,"created_at":1761861780000,"favorite_count":92,"quote_count":1,"reply_count":11,"retweet_count":10,"user_id_str":"267217910","conversation_id_str":"1984018223386308912","full_text":"The most underrated management skill: Courage. The entire job is making hard calls. Saying no. Pushing back against people enacting dumbs rules to cover their ass. 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Leaders who engineer organizations where human creativity and machine intelligence work as one. \n\nNot people using tools, but a system of peers:\n\nHYBRID TEAMS\n• AI handles repetitive, structured, data-driven tasks\n• Humans own creative, strategic, relationship work\n• The best teams intentionally blend both strengths\n• Person or machine? become person + machine\n\nSCALED JUDGMENT\n• Humans architect decision frameworks, AI applies\n• AI maintains institutional knowledge in playbooks\n• Analyze patterns in your best decisions to update\n• Turn one-time solutions into repeatable systems\n\nAUTOMATED ACCOUNTABILITY\n• Track commitments and surface gaps automatically\n• Build dashboards showing real-time progress\n• Let machines monitor, humans coach\n• The best systems run themselves\n\nENGINEERED GROWTH\n• Match performance data to development opportunities\n• Generate personalized coaching based on individual patterns\n• Adapt training to each person's style and mastery\n• Micro development is continuous, not annual\n\nOPTIMIZE FOR CYCLE TIME\n• Use AI for rapid prototyping and testing\n• Run batches of quick experiments with low risk\n• Surface problems early through feedback loops\n• Get better with each iteration\n\nEMBRACE IMPERMANENCE\n• Form tiger teams around specific challenges\n• Assemble, perform, systemize, dissolve\n• Move away from permanent rigid structures\n• Collect experiences, not titles\n\nSYSTEMS, NOT SILOS\n• Build small agile teams with loosely coupled \"APIs\"\n• Optimize for the whole, AND the parts\n• Understand how changes ripple through the organization\n• Connect the dots across more functions\n\nThe AI age will reward managers who design systems where humans and machines amplify each other. \n\nWe're no longer managers. \nWe're engineers.\n\nWhat did I get wrong? 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Some club would have saved millions on all those extra coaches and poured it into slightly better talent. \n\nBut teams needs to be led. Even all star alpha dog athletes like Messi and Ronaldo have a coach. \n\nIn fact, they have many.\n\nThey need to be pushed, challenged to stretch beyond what’s comfortable. \n\nThey need someone watching with a discerning eye and helping them see their blind spots. \n\nThey need someone who’ll make things go around them so they can focus on what they’re best at.\n\nThey need to be recruited into a system that uniquely leverages their strengths and coordinates the strengths of others around them into a winning competitive advantage. \n\nSo no, you can’t just “get out of their way.”\n\nAnd now managers are under attack. \n\nEspecially in big tech. \n\nBut managers aren’t getting cut because they don’t play a vital role. They’re getting cut out because they forgot why their role exists. \n\nThey got distracted - many times by enforcing the misguided policies created by the same company now firing them (but that's a different post) - and they stopped doing the hard work of elevating the performance of their team. \n\nThat's the job: \nMake everyone better. \n\nThey’re getting cut because they stopped leading.\n\nThe leaders I work with, I want them to stay in the way. They do it intentionally. Here's how:\n\n1. Set (and Hold) High Standards\n\nGreat people don't want easy. \nThey want to be pushed toward excellence.\n\nYour job isn't to accept their best work. \nIt's to show them what their best could be.\n\n• Define what excellent looks like. \n• Make it vivid. Make it specific.\n• Then refuse to settle for anything less.\n\nThe best performers don't resent high standards. They're attracted to them.\n\n2. Co-Author Crystal Clear Expectations\n\nVague goals lead average results.\nClear goals define the \"what\" and the \"how\":\n\n• What does wining look like? \n• What's the timeline?\n• What resources do they have? \n• What constraints exist?\n• How can they exceed? \n• What would cause them to fall short?\n\nWhen you align on expectations upfront, you eliminate 75% of future conflicts.\n\n3. Give Frequent (Helpful) Feedback\n\nMediocre managers withhold feedback to be nice.\nThe best coaches give real-time feedback:\n\n• When you see excellence, call it out immediately\n• When you see a miss, address it directly\n• Proximity increases potency\n\nNormalize feedback and you'll systemize excellence.\n\n4. Proactively Remove Obstacles\n\nThe best way to be in the way is using your position to clear the way. \n\nYour team shouldn't waste energy fighting bureaucracy, navigating politics, or sitting in useless meeting. \n\n• Ask them constantly: \"What's in your way?\"\n• Then move heaven and earth to clear the path\n\nYour people should spend 100% of their energy on work that matters, not working around the work\n\n5. Amplify Their Strengths With Your System\n\nRandom acts of heroics don't scale. Your job is to turn individual brilliance into repeatable systems.\n\n• When someone solves a hard problem, capture how they did it\n• When they deliver exceptional work, document the approach\n• Then ensure that knowledge reaches others\n\nThis is why you can't get out of their way. \n\nIt's not micromanagement. It's leadership.\nIt's not controlling. It's clarifying.\nIt's not limiting. It's leveraging.\n\nThe managers who survive the next wave of cuts won't be the ones who \"stay out of the way.\" They'll be the ones who made their teams undeniably better.\n\nHelpful? Please RT and follow me @dklineii for more.","in_reply_to_user_id_str":null,"in_reply_to_status_id_str":null,"is_quote_status":0,"is_ai":null,"ai_score":null},{"bookmarked":false,"display_text_range":[0,258],"entities":{"hashtags":[],"symbols":[],"timestamps":[],"urls":[],"user_mentions":[]},"favorited":false,"lang":"en","retweeted":false,"fact_check":null,"id":"1984018223386308912","view_count":5360,"bookmark_count":34,"created_at":1761861780000,"favorite_count":92,"quote_count":1,"reply_count":11,"retweet_count":10,"user_id_str":"267217910","conversation_id_str":"1984018223386308912","full_text":"The most underrated management skill: Courage. The entire job is making hard calls. Saying no. Pushing back against people enacting dumbs rules to cover their ass. 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Leaders who engineer organizations where human creativity and machine intelligence work as one. \n\nNot people using tools, but a system of peers:\n\nHYBRID TEAMS\n• AI handles repetitive, structured, data-driven tasks\n• Humans own creative, strategic, relationship work\n• The best teams intentionally blend both strengths\n• Person or machine? become person + machine\n\nSCALED JUDGMENT\n• Humans architect decision frameworks, AI applies\n• AI maintains institutional knowledge in playbooks\n• Analyze patterns in your best decisions to update\n• Turn one-time solutions into repeatable systems\n\nAUTOMATED ACCOUNTABILITY\n• Track commitments and surface gaps automatically\n• Build dashboards showing real-time progress\n• Let machines monitor, humans coach\n• The best systems run themselves\n\nENGINEERED GROWTH\n• Match performance data to development opportunities\n• Generate personalized coaching based on individual patterns\n• Adapt training to each person's style and mastery\n• Micro development is continuous, not annual\n\nOPTIMIZE FOR CYCLE TIME\n• Use AI for rapid prototyping and testing\n• Run batches of quick experiments with low risk\n• Surface problems early through feedback loops\n• Get better with each iteration\n\nEMBRACE IMPERMANENCE\n• Form tiger teams around specific challenges\n• Assemble, perform, systemize, dissolve\n• Move away from permanent rigid structures\n• Collect experiences, not titles\n\nSYSTEMS, NOT SILOS\n• Build small agile teams with loosely coupled \"APIs\"\n• Optimize for the whole, AND the parts\n• Understand how changes ripple through the organization\n• Connect the dots across more functions\n\nThe AI age will reward managers who design systems where humans and machines amplify each other. \n\nWe're no longer managers. \nWe're engineers.\n\nWhat did I get wrong? 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Some club would have saved millions on all those extra coaches and poured it into slightly better talent. \n\nBut teams needs to be led. Even all star alpha dog athletes like Messi and Ronaldo have a coach. \n\nIn fact, they have many.\n\nThey need to be pushed, challenged to stretch beyond what’s comfortable. \n\nThey need someone watching with a discerning eye and helping them see their blind spots. \n\nThey need someone who’ll make things go around them so they can focus on what they’re best at.\n\nThey need to be recruited into a system that uniquely leverages their strengths and coordinates the strengths of others around them into a winning competitive advantage. \n\nSo no, you can’t just “get out of their way.”\n\nAnd now managers are under attack. \n\nEspecially in big tech. \n\nBut managers aren’t getting cut because they don’t play a vital role. They’re getting cut out because they forgot why their role exists. \n\nThey got distracted - many times by enforcing the misguided policies created by the same company now firing them (but that's a different post) - and they stopped doing the hard work of elevating the performance of their team. \n\nThat's the job: \nMake everyone better. \n\nThey’re getting cut because they stopped leading.\n\nThe leaders I work with, I want them to stay in the way. They do it intentionally. Here's how:\n\n1. Set (and Hold) High Standards\n\nGreat people don't want easy. \nThey want to be pushed toward excellence.\n\nYour job isn't to accept their best work. \nIt's to show them what their best could be.\n\n• Define what excellent looks like. \n• Make it vivid. Make it specific.\n• Then refuse to settle for anything less.\n\nThe best performers don't resent high standards. They're attracted to them.\n\n2. Co-Author Crystal Clear Expectations\n\nVague goals lead average results.\nClear goals define the \"what\" and the \"how\":\n\n• What does wining look like? \n• What's the timeline?\n• What resources do they have? \n• What constraints exist?\n• How can they exceed? \n• What would cause them to fall short?\n\nWhen you align on expectations upfront, you eliminate 75% of future conflicts.\n\n3. Give Frequent (Helpful) Feedback\n\nMediocre managers withhold feedback to be nice.\nThe best coaches give real-time feedback:\n\n• When you see excellence, call it out immediately\n• When you see a miss, address it directly\n• Proximity increases potency\n\nNormalize feedback and you'll systemize excellence.\n\n4. Proactively Remove Obstacles\n\nThe best way to be in the way is using your position to clear the way. \n\nYour team shouldn't waste energy fighting bureaucracy, navigating politics, or sitting in useless meeting. \n\n• Ask them constantly: \"What's in your way?\"\n• Then move heaven and earth to clear the path\n\nYour people should spend 100% of their energy on work that matters, not working around the work\n\n5. Amplify Their Strengths With Your System\n\nRandom acts of heroics don't scale. Your job is to turn individual brilliance into repeatable systems.\n\n• When someone solves a hard problem, capture how they did it\n• When they deliver exceptional work, document the approach\n• Then ensure that knowledge reaches others\n\nThis is why you can't get out of their way. \n\nIt's not micromanagement. It's leadership.\nIt's not controlling. It's clarifying.\nIt's not limiting. It's leveraging.\n\nThe managers who survive the next wave of cuts won't be the ones who \"stay out of the way.\" They'll be the ones who made their teams undeniably better.\n\nHelpful? Please RT and follow me @dklineii for more.","in_reply_to_user_id_str":null,"in_reply_to_status_id_str":null,"is_quote_status":0,"is_ai":null,"ai_score":null},{"bookmarked":false,"display_text_range":[0,258],"entities":{"hashtags":[],"symbols":[],"timestamps":[],"urls":[],"user_mentions":[]},"favorited":false,"lang":"en","retweeted":false,"fact_check":null,"id":"1984018223386308912","view_count":5360,"bookmark_count":34,"created_at":1761861780000,"favorite_count":92,"quote_count":1,"reply_count":11,"retweet_count":10,"user_id_str":"267217910","conversation_id_str":"1984018223386308912","full_text":"The most underrated management skill: Courage. The entire job is making hard calls. Saying no. Pushing back against people enacting dumbs rules to cover their ass. 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SuperX
