My First Million
The best business ideas come from noticing what's working and doing it better, faster, or for a different audience.
Management Diamond Framework
A diagnostic framework for understanding why employees aren't performing by examining four core areas: what (unclear expectations), how (lack of skills/training), when (unclear deadlines), and blocks (external obstacles)
How It Works
Systematically eliminates assumption that poor performance equals laziness by checking each potential root cause in sequence
Components
Check WHAT: Did they clearly understand what you wanted them to do?
Check HOW: Do they have the skills/training to execute the task?
Check WHEN: Did they understand the timeline and deadline?
Check BLOCKS: Are there external obstacles preventing completion?
Only then consider motivation/attitude issues
When to Use
When an employee isn't meeting expectations and you need to diagnose the real problem before taking action
When Not to Use
When performance issues are clearly attitude-based or when someone fundamentally lacks the aptitude for the role
Anti-Patterns to Avoid
Example
“Marketing manager misses campaign deadline. Before assuming poor work ethic, check: Did I clearly specify deliverables? Do they know how to use the required tools? Was the deadline communicated? Are other priorities blocking them?”
Related Knowledge
Identify genuinely intelligent candidates during interviews
Hiring candidates who demonstrate high learning velocity and can bridge skill gaps quickly
Hire C-level executives who can operate as true partners
Leaders you seek advice from on complex problems who bring their own networks and can operate full-stack
hiring_for_role_desperation
Mosaic 6 Business Constraint Framework
Six core areas that limit business growth: More (traffic/leads), Metrics (tracking/optimization), Market (product-market
Hire for Smallest Skill Deficiency
Always hire the candidate with the smallest gap between their current capabilities and role requirements, regardless of
Constraint-Based Performance Management
Prioritize addressing performance issues based on whether that person/role is currently limiting business growth, not ab