DaJamMaster
@dajammaster.bsky.social
Bass player, startup coach, disc golfer.
Leaders who started as experts in their field need to learn to step back from the details. It's hard! Especially at first.
Leaders need to focus on outcomes. Leave the "how" to individual contributors (teams).
Interference destroys trust...and trust is essential to high performance.
Leaders need to focus on outcomes. Leave the "how" to individual contributors (teams).
Interference destroys trust...and trust is essential to high performance.
January 3, 2026 at 3:01 PM
Leaders who started as experts in their field need to learn to step back from the details. It's hard! Especially at first.
Leaders need to focus on outcomes. Leave the "how" to individual contributors (teams).
Interference destroys trust...and trust is essential to high performance.
Leaders need to focus on outcomes. Leave the "how" to individual contributors (teams).
Interference destroys trust...and trust is essential to high performance.
There are two types of metrics: performance and outcomes. If you are not measuring outcomes, you don't have any good metrics.
Performance metrics are only good as a diagnostic tool for teams to improve their ability to produce better outcomes faster.
Measure what really matters!
Performance metrics are only good as a diagnostic tool for teams to improve their ability to produce better outcomes faster.
Measure what really matters!
December 31, 2025 at 3:53 PM
There are two types of metrics: performance and outcomes. If you are not measuring outcomes, you don't have any good metrics.
Performance metrics are only good as a diagnostic tool for teams to improve their ability to produce better outcomes faster.
Measure what really matters!
Performance metrics are only good as a diagnostic tool for teams to improve their ability to produce better outcomes faster.
Measure what really matters!
End-of-year recaps are a form of feedback. So are annual reviews. However, we get feedback throughout the year.
There's only one thing harder than getting constructive feedback from someone we respect—getting it from someone we disrespect.
Feedback is a gift. Treat it as such wherever you get it.
There's only one thing harder than getting constructive feedback from someone we respect—getting it from someone we disrespect.
Feedback is a gift. Treat it as such wherever you get it.
December 30, 2025 at 3:39 PM
End-of-year recaps are a form of feedback. So are annual reviews. However, we get feedback throughout the year.
There's only one thing harder than getting constructive feedback from someone we respect—getting it from someone we disrespect.
Feedback is a gift. Treat it as such wherever you get it.
There's only one thing harder than getting constructive feedback from someone we respect—getting it from someone we disrespect.
Feedback is a gift. Treat it as such wherever you get it.
Today, I begin a new post series for #startups, #entrepreneurs, and #teambuilders.
Most importantly, TRUST. Leaders often expect it from their subordinates, but how do they engender it?
Trust is a two-way street. You don't get it without showing it first.
Most importantly, TRUST. Leaders often expect it from their subordinates, but how do they engender it?
Trust is a two-way street. You don't get it without showing it first.
December 29, 2025 at 6:36 PM
Today, I begin a new post series for #startups, #entrepreneurs, and #teambuilders.
Most importantly, TRUST. Leaders often expect it from their subordinates, but how do they engender it?
Trust is a two-way street. You don't get it without showing it first.
Most importantly, TRUST. Leaders often expect it from their subordinates, but how do they engender it?
Trust is a two-way street. You don't get it without showing it first.
This is the view out of my sitting room window. You can measure success a lot of ways. This is one of my ways.
August 5, 2025 at 9:17 PM
This is the view out of my sitting room window. You can measure success a lot of ways. This is one of my ways.
