Your leadership isn't defined by titles. It's in how you make others feel. The way you treat people makes you a leader: ➟ When you choose humility over ego. ➟ When you lead with heart, not power. ➟ When you stay kind, even when it's tough. Because people never forget how you made them feel, long after your words are gone. It's the values that shine through your actions: (consistently, always from the heart) 1. You're easy to change your mind when you're wrong ↳ You value truth over ego. ↳ Ask: “What if I’m wrong?” before defending your view. 2. You treat everyone with equal respect, especially those less seen. ↳ You choose fairness over status. ↳ Seek moments to lift someone who’s often overlooked. 3. You don't gossip or even tolerate it ↳ You value integrity more than drama. ↳ Change the subject or walk away when gossip starts. 4. You don’t need to be the smartest in the room ↳ You champion collaboration over rivalry. ↳ Highlight others’ good ideas, especially in front of others. 5. You notice when someone’s not okay, then quietly reach out ↳ You see the person, not just the role. ↳ Say: “I noticed you seemed off today - want to talk?” 6. You stay kind when others get difficult ↳ You choose composure over conflict. ↳ Take a breath before responding - don’t mirror their energy. 7. You give credit in rooms where people are forgotten ↳ You elevate others over spotlighting yourself. ↳ Mention someone’s contribution when they’re not in the room. 8. You say “thank you” a lot, and always mean it ↳ You lead with gratitude, not obligation. ↳ Thank someone today for something small, but meaningful. 9. You forgive and move on ↳ You let go to move forward, not cling to being right. ↳ Separate the mistake from the person - let go, don’t replay. 10. You make people feel important, never small ↳ You lift others up instead of standing above them. ↳ Ask: “How can I help this person feel more confident today?” True leadership is a choice you make every day. You don’t need a title to be someone people trust, follow, and remember. ----- Grow your professional skills with daily visual wisdom. Follow Infographic Insights for the best posts on: 📊 Business 🌟 Leadership 💡 Self-improvement

Most people are still misusing AI. They ask weak questions. They get basic answers. And then they say: “ChatGPT isn’t that useful.” But here’s the truth👇 The top 1%? They're using prompts like secret weapons. Running content, marketing, ops, hiring — All with a single AI assistant working 24/7. 💡 If you want to grow faster with fewer resources, You need to master prompting. Here are Chris Donnelly 8 high-impact frameworks I personally use every week: 📌 R-T-F – Role, Task, Format 📌 S-O-L-V-E – Situation, Objective, Limitations, Vision, Execution 📌 T-A-G – Task, Action, Goal 📌 R-A-C-E – Role, Action, Context, Expectation 📌 D-R-E-A-M – Define, Research, Execute, Analyse, Measure 📌 P-A-C-T – Problem, Approach, Compromise, Test 📌 C-A-R-E – Context, Action, Result, Example 📌 R-I-S-E – Role, Input, Steps, Expectation ⚙️ Use these structures and ChatGPT will stop being a toy — and start becoming your business co-pilot. 🎁 Want all the best prompts in one place? I’m giving away my 500+ best ChatGPT prompts — for small business owners, founders, and freelancers. These are the exact prompts we use at techNgraphic to: ✅ Write viral posts ✅ Build sales funnels ✅ Plan content calendars ✅ Automate admin ✅ Research faster No fluff. Just practical, ready-to-use prompts. Use them to save 10+ hours/week instantly. 👇 Comment “Prompt Power” below and I’ll Send you the full book.

The workplace is broken. These toxic habits are why—let’s fix them: We’ve normalized behaviors that silently destroy teams, morale, and productivity. It’s time to call them out and do better. Here are 10 toxic work habits we must stop—and one shocking behavior no one talks about: 1. The 'Always On' Culture ❌ Expecting 24/7 availability burns people out ✅ Set boundaries and respect time off 2. Micromanaging ❌ Over-controlling kills trust and creativity ✅ Set goals, then let your team lead the way 3. Rewarding Hours Over Results ❌ Long hours ≠ productivity ✅ Recognize outcomes, not effort 4. Instant Reply Culture ❌ Demanding quick responses disrupts focus ✅ Define realistic response times 5. No Time to Recharge ❌ Skipping breaks lowers performance ✅ Encourage rest to fuel results 6. Outdated Gender Roles ❌ Stereotypes limit potential and divide teams ✅ Assign tasks based on skill, not gender 7. Superficial Perks ❌ Ping-pong tables don’t fix real problems ✅ Offer benefits that improve well-being 8. Chasing Results at Any Cost ❌ Prioritizing outcomes over ethics creates chaos ✅ Celebrate the process and steady progress 9. The Busywork Trap ❌ Busyness ≠ results ✅ Focus on what truly moves the needle 10. Toxic Leaders, Toxic Culture ❌ Fear-based leadership destroys morale ✅ Promote leaders who build trust and positivity The Shocking Habit We Don’t Talk About Enough: 11. Silent Approval ❌ Leaders ignoring toxic behaviors ✅ Accountability starts at the top (call it out before it spreads) Final Thought: How you treat your people drives their results. Respect their time. Value their efforts. And watch your team achieve extraordinary things. What’s the most toxic behavior you’ve seen? What would you add? ______________

Most managers waste their 1-on-1s. This is how I make sure I don’t: Early in my career, I didn’t understand the power of a great 1-on-1. As a founder, I make sure my 1-on-1s drive growth, trust, and retention. As a Manager: Here’s what I do differently. ▶️ I plan ahead. My team knows the agenda before we meet. No surprises, no wasted time. ▶️ I start with a human check-in. No one wants to jump straight into work talk. A few minutes of real conversation builds trust. ▶️ I always give structured feedback. I use “Start, Stop, Continue”: Start: What new actions could help them grow? Stop: What habits might be slowing them down? Continue: What are they excelling at? Reinforce their strengths. ▶️ I set meaningful goals with them, not for them. Using “The 3Ps” framework: Project: What’s the next big deliverable? Progress: How are their skills evolving? Path: Where do they want to go in their career? ▶️ I never cancel. If something comes up, I reschedule. It’s a signal that their time matters. ▶️ I listen more than I talk. My job is to unblock—not dominate the conversation. ▶️ I offer genuine support. Saying, “Let me know if you need anything” is lazy. Instead, I make specific offers to help. As an Employee, Here’s what I did to make my 1-on-1s count: ✅ I came prepared. I treated these meetings as a chance to drive my own growth, not just report updates. ✅ I gave my managers feedback using “The H.O.W.” framework: Highlight: What’s working? Start with the positives. Observe: What challenges are holding me back? Be honest. Wish: What support do I need? Be specific. ✅ I took ownership of my career. I didn’t wait for my manager to ask about my goals—I brought them up myself. ✅ I defined my own growth using the “G.R.I.T." framework: Goal: What’s my long-term career objective? Reality: Where am I right now? What gaps exist? Initiative: What skills, projects, or mentorship will get me there? Timeline: When do I want to reach each milestone? Invest in these conversations. You’ll see the ROI in trust, collaboration, and retention. What’s your 1-on-1 strategy?

I've helped over 400 businesses with marketing. Most of them face THIS situation: They lack clarity about their marketing problems. As a result, they treat symptoms but not root problems. - Try new tactics while the target audience is undefined - Write new headlines with unclear messaging - Blame tools, tactics, and channels - Never assess the positioning They focus on surface-level problems while deeper ones are hurting badly the business. They are changing the color of the wallpaper while the house is built on a ravine. Sometimes, they even blame external factors: - "Let's fire the agency, they send poor leads" - "Our CRM doesn't have the right features" - "This channel is bad, let's try a new one" But deeper marketing problems are still here. And the causes are often the same: - Too product-centric → "Our product is the best" - The sunk cost fallacy → "We can't change this now" - Not enough market-oriented → "The market will adapt" As a result, product and strategic problems are silently killing the business. Here's the perfect scenario to move on: Founder: I did a 2-week meditation retreat in the mountains, my ego has vanished - what should I do now? Me: Let's analyze the 4 layers of marketing problems: 1. Surface-level Problems You need to change your copy, channels, tactics, or tools to get more conversions. The criticality level is low, install a backlog and experiment changes. 2. Structural Problems You need to plan structural changes with a 3-month roadmap. Audit your systems, teams, KPIs, and budget to revamp your marketing system. 3. Strategic Problems You need to align your business and the market now. Work on your ICP, positioning, offer, and messaging. Each day that passes without addressing this issue, you accumulate marketing debt and diminish the perceived value. 4. Product Problems You need to rethink your product capability for your target audience. It might be time to focus on a more specific use case or pivot your efforts to solve a stronger PUR problem (painful, urgent, recognized)."