Thank you Katty This is one of the most thoughtful and complete responses I’ve seen on the topic — especially the part about showing how you think in the moment through workshops or peer communities. I’ve seen something similar when helping first-time GMs or founders: when you stop pitching and start offering perspective in a shared space (even asynchronously), people begin to seek you out for how you think, not what you sell. I’d add one small point from my own experience: → Sometimes, helping someone structure a decision (without telling them what to choose) creates an anchor they remember — and that brings them back when timing aligns.

One thing I’ve observed (and experienced myself as CEO): New managers — especially at BU or exec level — often overreact early in their onboarding. They feel pressure to prove value fast, so they push too hard, change too much, or speak too loudly — before they’ve earned enough trust or context. It’s rarely about ego — usually about good intentions with bad timing. I’m curious: what have you seen work well to help new execs pace their impact in the first 60 days?

Building on Shallon’s insights — especially the blend of tech, timing, and psychology — here’s one idea I’ve seen gaining traction: Buyer Signals → Instant Advisory Drops. Instead of waiting for leads to engage, set up light-touch tracking (via LinkedIn behavior, intent data tools, or newsletter clicks) and push just-in-time “advisory drops” — short, high-trust insights delivered via Loom or other, tailored to what they’re actively exploring. It’s outbound reimagined: personal, contextual, and non-pitchy — like dropping a seed at the perfect moment.