Nick Harris

When leaders fail to maintain discipline, the resulting lack of standards permeates the organization, ultimately weakening team performance and hindering overall growth.

I underestimated how important 𝗺𝘆 𝗲𝗻𝗲𝗿𝗴𝘆 was to the team.

𝗦𝗵𝗼𝘄𝗶𝗻𝗴 𝘂𝗽 𝘄𝗶𝘁𝗵 𝗽𝗼𝘀𝗶𝘁𝗶𝘃𝗶𝘁𝘆 𝗮𝗻𝗱 𝗳𝗼𝗰𝘂𝘀 changed the way we worked together for the better!

𝗦𝘁𝗼𝗽 𝗯𝗹𝗮𝗺𝗶𝗻𝗴 𝘁𝗵𝗲 𝗺𝗮𝗿𝗸𝗲𝘁, 𝘁𝗵𝗲 𝗲𝗰𝗼𝗻𝗼𝗺𝘆, 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺.

Here are a few ways for leaders to do that:
• Cultivate self-awareness
• Embrace accountability
• Own your mistakes
• Set clear goals
• Lead by example
• Turn challenges into opportunities

Learn more and get help, let's talk: cal.com/nickharris/2...

Be wary what you wish for and who you listen to.

There is a difference between being a smart person and an intellectual.

So many people in the limelight right now are smart, sure. But few, if any, are intellectuals.

This Holiday Season I want a checkout experience that lets me compete with other people also in checkout for the best deal.

Realtime gameshow style that's fast and fun!

And now that I've put that out there look for it sometime next year. Someone will see this and make it.

Rest fuels results.

I used to overlook team burnout until it hit productivity hard.

Since then, I’ve built recovery time into our schedules.

We had a major deadline missed because I assumed 'we’re on track' meant the same thing to everyone.

Now, I define milestones clearly—and track them consistently.

Early in my career I avoided delegating a critical task, thinking no one could do it as well as I could.

When I finally let go, I realized my team could exceed my expectations.

𝗥𝘂𝘀𝗵𝗲𝗱 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 𝗼𝗳𝘁𝗲𝗻 𝗰𝗿𝗲𝗮𝘁𝗲 𝗺𝗼𝗿𝗲 𝗶𝘀𝘀𝘂𝗲𝘀.

I used jump to solve problems before fully understanding them.

Now, I take the time to ask 'why' before acting.

We were bogged down by endless revisions because expectations weren’t clear upfront.

Setting crystal-clear standards saved us time and frustration.

We struggled with execution because we had too many priorities.

Ruthlessly narrowing our focus improved outcomes and reduced stress.

I used to undervalue the power of small wins early on.

Celebrating even minor progress keeps momentum alive, and momentum is everything.

I once chased too many 'good' ideas at once and ended up achieving nothing significant.

Focused effort on one 'great' idea delivered results we could be proud of.

Complexity kills momentum.

I’ve had strategies fail because they were overcomplicated.

Simpler plans are easier to execute and adapt.

𝗜 𝘄𝗮𝘀 𝘄𝗿𝗼𝗻𝗴.

I once assumed team members would know their impact without me saying it. Nope.

Now, I make recognition a daily habit, and the energy shift is undeniable.

I thought I was being efficient by multitasking in meetings.

It turns out I was being disrespectful.

Giving undivided attention improved trust and the quality of discussions.

If you're not letting go of your B players. You're letting go of your A players.

I once hesitated to let a poor performer go, thinking it would hurt morale.

The opposite happened—when I made the tough call, the team felt empowered and more motivated.

Our team struggled with communication until we realized the problem was unclear priorities.

When we focused on what mattered most, the noise disappeared, and the results skyrocketed.

Shared ownership equals better results.

I had a strategy fail because I assumed everyone saw the opportunity like I did.

Now, I involve the team early to co-create solutions.

𝗖𝗼𝗻𝘁𝗲𝘅𝘁 𝗱𝗿𝗶𝘃𝗲𝘀 𝗯𝗲𝘁𝘁𝗲𝗿 𝗼𝘂𝘁𝗰𝗼𝗺𝗲𝘀.

I once delegated without explaining the 'why.'

The team delivered, but it missed the mark.

Now, I ensure every task connects to the bigger picture.

Structure beats hesitation.

We had a project stall because no one wanted to make the final call.

I realized the team needed decision-making frameworks, not just encouragement.

I used to believe meetings were essential to alignment.

Then I realized our best ideas came from focused work time, not endless discussions.

Now, meetings only happen with a clear agenda and purpose.

𝗧𝗵𝗲 𝗯𝗲𝘀𝘁 𝘁𝗲𝗮𝗺𝘀 𝗮𝗿𝗲𝗻’𝘁 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁-𝗳𝗿𝗲𝗲—𝘁𝗵𝗲𝘆’𝗿𝗲 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁-𝗿𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝘁.

I once led a team where conflicts were brushed under the rug.

Productivity suffered until we established a space for honest feedback.

A client once told me they felt lost in our process.

The problem wasn’t them—it was our lack of clear communication.

When we tightened up how we shared updates, the trust came back.

"It's a 10% chance which I did 10 times, so it should be 100%" — LessWrong Many of you readers may instinctively know that this is wrong. If you flip a coin (50% chance) twice, you are not guaranteed to get heads. The probab…

𝗝𝘂𝘀𝘁 𝘀𝘁𝗮𝗿𝘁 𝗔𝗡𝗗 𝗸𝗲𝗲𝗽 𝗴𝗼𝗶𝗻𝗴!

... if you do something with a 1/𝘯 chance of success 𝘯 times, your probability of failure is always going to be roughly 37%, which means your probability of success will always be roughly 63%.

www.lesswrong.com/posts/pNkjHu...

We struggled with innovation because the team was afraid of failing.

When I openly shared my own mistakes, it unlocked a culture of experimentation.

Failure is just a step toward success.

I used to push for quick wins, thinking speed was everything.

But I learned the hard way that slow, consistent progress creates lasting impact.

Now I consitently play the long game.

Early in my career, I would take on too much, thinking it would prove my value.

Instead, it made me less effective.

Learning to delegate wasn’t just a relief—it improved my results tenfold.

Early in my career I avoided many hard conversations with team members, thinking they would resolve themselves. It didn’t.

I eventually learned that addressing it early not only solved the issue but strengthened our relationship.

Years ago, I overcomplicated a strategy rollout to impress stakeholders. It fell flat.

The next time, I simplified it into a few key steps.

The result? Immediate alignment and action.