Nick Harris
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nickharris.bsky.social
Nick Harris
@nickharris.bsky.social
60 followers 2 following 1.9K posts
No BS. No fluff. 25+ years of real leadership. I partner to build better leaders, stronger teams, and thriving businessesโ€”guaranteed growth and optimization. ๐Ÿ”ฅ
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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 ๐—บ๐˜† ๐—ฒ๐—ป๐—ฒ๐—ฟ๐—ด๐˜† was to the team.

๐—ฆ๐—ต๐—ผ๐˜„๐—ถ๐—ป๐—ด ๐˜‚๐—ฝ ๐˜„๐—ถ๐˜๐—ต ๐—ฝ๐—ผ๐˜€๐—ถ๐˜๐—ถ๐˜ƒ๐—ถ๐˜๐˜† ๐—ฎ๐—ป๐—ฑ ๐—ณ๐—ผ๐—ฐ๐˜‚๐˜€ changed the way we worked together for the better!
๐—ฆ๐˜๐—ผ๐—ฝ ๐—ฏ๐—น๐—ฎ๐—บ๐—ถ๐—ป๐—ด ๐˜๐—ต๐—ฒ ๐—บ๐—ฎ๐—ฟ๐—ธ๐—ฒ๐˜, ๐˜๐—ต๐—ฒ ๐—ฒ๐—ฐ๐—ผ๐—ป๐—ผ๐—บ๐˜†, ๐˜†๐—ผ๐˜‚๐—ฟ ๐˜๐—ฒ๐—ฎ๐—บ.

Here are a few ways for leaders to do that:
โ€ข Cultivate self-awareness
โ€ข Embrace accountability
โ€ข Own your mistakes
โ€ข Set clear goals
โ€ข Lead by example
โ€ข 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, Iโ€™ve built recovery time into our schedules.
We had a major deadline missed because I assumed 'weโ€™re on track' meant the same thing to everyone.

Now, I define milestones clearlyโ€”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.
๐—ฅ๐˜‚๐˜€๐—ต๐—ฒ๐—ฑ ๐˜€๐—ผ๐—น๐˜‚๐˜๐—ถ๐—ผ๐—ป๐˜€ ๐—ผ๐—ณ๐˜๐—ฒ๐—ป ๐—ฐ๐—ฟ๐—ฒ๐—ฎ๐˜๐—ฒ ๐—บ๐—ผ๐—ฟ๐—ฒ ๐—ถ๐˜€๐˜€๐˜‚๐—ฒ๐˜€.

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 werenโ€™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.

Iโ€™ve had strategies fail because they were overcomplicated.

Simpler plans are easier to execute and adapt.
๐—œ ๐˜„๐—ฎ๐˜€ ๐˜„๐—ฟ๐—ผ๐—ป๐—ด.

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 happenedโ€”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.
๐—–๐—ผ๐—ป๐˜๐—ฒ๐˜…๐˜ ๐—ฑ๐—ฟ๐—ถ๐˜ƒ๐—ฒ๐˜€ ๐—ฏ๐—ฒ๐˜๐˜๐—ฒ๐—ฟ ๐—ผ๐˜‚๐˜๐—ฐ๐—ผ๐—บ๐—ฒ๐˜€.

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.
๐—ง๐—ต๐—ฒ ๐—ฏ๐—ฒ๐˜€๐˜ ๐˜๐—ฒ๐—ฎ๐—บ๐˜€ ๐—ฎ๐—ฟ๐—ฒ๐—ปโ€™๐˜ ๐—ฐ๐—ผ๐—ป๐—ณ๐—น๐—ถ๐—ฐ๐˜-๐—ณ๐—ฟ๐—ฒ๐—ฒโ€”๐˜๐—ต๐—ฒ๐˜†โ€™๐—ฟ๐—ฒ ๐—ฐ๐—ผ๐—ป๐—ณ๐—น๐—ถ๐—ฐ๐˜-๐—ฟ๐—ฒ๐˜€๐—ถ๐—น๐—ถ๐—ฒ๐—ป๐˜.

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 wasnโ€™t themโ€”it was our lack of clear communication.

When we tightened up how we shared updates, the trust came back.
๐—๐˜‚๐˜€๐˜ ๐˜€๐˜๐—ฎ๐—ฟ๐˜ ๐—”๐—ก๐—— ๐—ธ๐—ฒ๐—ฒ๐—ฝ ๐—ด๐—ผ๐—ถ๐—ป๐—ด!

... if you do something with a 1/๐˜ฏ chance of success ๐˜ฏ 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...
"It's a 10% chance which I did 10 times, so it should be 100%" โ€” 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 probabโ€ฆ
www.lesswrong.com