When leading a function outside your expertise (e.g., a comms leader managing BDRs), success depends on hiring a great functional leader. Your role becomes asking them to explain concepts simply until you understand, trusting their expertise, and advocating for their needs, rather than trying to become the expert yourself.

Leaders often feel they must have all the answers, which stifles team contribution. A better approach is to hire domain experts smarter than you, actively listen to their ideas, and empower them. This creates a culture where everyone learns and the entire company's performance rises.

When promoted to CEO internally, your advantage is institutional knowledge, but your disadvantage is a lack of external CEO experience. The key is to be egoless about this gap and proactively construct a leadership team and advisory network with the specific experience you lack.

Certain individuals have a proven, high success rate in their domain. Rather than relying solely on your own intuition or A/B testing, treat these people as APIs. Query them for feedback on your ideas to get a high-signal assessment of your blind spots and chances of success.

Spend significant time debating and mapping out a project's feasibility with a trusted group before starting to build. This internal stress-test is crucial for de-risking massive undertakings by ensuring there's a clear, plausible path to the end goal.

A manager is not a mentor. Instead of depending on a single, formal mentor within their reporting structure, aspiring leaders should cultivate a personal 'board' of two or three trusted advisors. This external network provides diverse, on-demand input for specific business situations that fall outside a leader's direct experience or comfort zone.

To get a major initiative approved, don't just pitch the vision. Interview key decision-makers beforehand and ask for every possible objection. Then, build your pitch around a mitigation plan for each concern, removing every reason for them to say 'no' before you even formally present.

Research shows power degrades empathy, making leaders less objective. A practical system to counteract this is to formally assign a team member the role of 'devil's advocate' for major decisions. This institutionalizes dissent as a process, removing the personal and career risk of challenging authority.

A 'champion' likes your product, but a 'coach' has the internal experience and political capital to navigate procurement, legal, and other departments. To qualify a coach, confirm they have successfully managed similar complex projects in the past and can protect you from internal minefields.