Kyle, a fintech founder near Salt Lake City, recently wrote:
“Rebecca, my startup is gradually picking up new clients but at a very slow rate. I’ve been advised to double down on networking, but I hate small talk—probably because I’m terrible at it. Can you give me some ways of getting better?”
If you’re nodding along, you’re not alone. Many founders find small talk awkward. But the ability to start and sustain casual conversations is essential to building the trust and connections your startup needs.
Here are some practical ways to improve:
✅ Accept it. Small talk is an essential communication skill for founders. Think of it as a bridge to learning something new, deeper conversations and future opportunities.
✅ Reframe it as a treasure hunt. Be curious: “What brings you to this event?” or “Where are you in your startup journey?” Avoid tired topics like the weather. Make it a goal to leave an event learning at least three things about the other attendants. Not all conversations will yield treasure, but that’s what makes networking a hunt.
✅ Answer with substance. When asked, “How’s your day?” go beyond “Good.” Try: “Much better now that interest rates dropped—what’s your take on that?”
✅ Notice and ask. “I see you’re using a Remarkable tablet—how do you like it?” Or offer a genuine compliment that sparks more dialogue: Your comment to the speaker was spot on. That’s been my experience too.
✅ Limit self-talk. Keep your story to 30 seconds. Then, as I emphasize in my book The Zen of Listening, shift fully into their “movie.” Put aside your agenda to imagine how they see the world. Folks can tell when you’re thinking about what you’re going to say next instead of really listening to them.
✅ Exit gracefully. Wrap up a conversation with: “It’s been great talking with you (use their name) —I don’t want to monopolize your time. Best of luck with [their project].” If that is difficult for you, as it is for many folks, practice your exit line in front of the mirror until you’re comfortable saying it.
✅ Practice in safe spaces. Try out small talk with Uber drivers, waiters, or baristas—low-stakes reps make you more confident at events. Use people’s names if available and create a personal connection.
Two extra tips just for founders:
✅ Prepare 2–3 “go-to” openers(“What’s been the highlight of your week?”). This prevents awkward silences.
✅ Use follow-up as small talk’s secret weapon for contacts that you sincerely appreciate. Send a short note the next day referencing something they mentioned. It shows you listened—and builds credibility.
Need practice? I offer single-session coaching for founders who want to sharpen their small-talk and listening skills. Reach me at Rebecca@MindfulCommunication.com.
As a founder, uncertainty isn’t a passing storm—it’s the climate. Market swings, team turnover, investor pressure, AI and regulatory shifts are all part of the startup terrain. The most successful founders aren’t the ones trying to control chaos—they’re the ones who know how to lead through it.
The key? Adaptive leadership. That means letting go of rigid roadmaps and embracing feedback loops, fast learning, and short-term prioritization. Build in weekly retros. Ask what’s working, what’s not, and what needs to change. Uncertainty becomes less paralyzing when you treat it as information, not a threat. “Success Through Adaptive Leadership: Principles To Cultivate” (Forbes)
Navigating AI: Adaptation Over Anxiety
AI is another layer of uncertainty—and opportunity—that today’s founders must face head-on. Instead of reacting with fear or jumping on every new tool, approach AI like any other disruptive force: with curiosity, strategic experimentation, and alignment to your mission. Ask: Where can AI amplify our strengths? Where might it create blind spots? In times of fragility, the founders who thrive aren’t the ones chasing trends, but those who thoughtfully integrate emerging technologies to support resilience, not replace it. Make space for your team to learn, test, and discuss the ethical and practical impacts of AI together. When used with intention, AI becomes a partner in clarity—not confusion.
One founder I coached for executive function during the early stages of the pandemic ran a boutique marketing agency that lost 60% of its client base within a month. Instead of scrambling to replace lost revenue immediately, she paused, pulled her team into weekly strategy sprints, and shifted focus to industries that were thriving—like e-commerce and online education. They prototyped new offerings within two weeks, tested messaging collaboratively, and involved every team member in client outreach. By month three, they’d regained financial stability and expanded into a new market. Her ability to slow down, listen deeply, and co-create with her team—rather than react alone—turned crisis into a turning point.
Trust is your most valuable currency.
And like all currencies, it devalues quickly without care. In fragile or high-stakes environments, your team needs to believe in the mission—and in you. Build psychological safety by inviting dissenting opinions, being transparent about tough decisions, and explaining the why behind trade-offs. Don’t wait for a crisis to build trust. Start today. Trust begins with being heard and appreciated even in conflict. Master your mindful listening skills. Read or listen to The Zen of Listening: Mindful Communication in the Age of Distraction
The lesson for founders: Don’t go it alone. Collaboration, not control, unlocks innovation under pressure. Foster a culture where all voices are heard and people feel ownership of outcomes. When your team is united by a shared purpose, they’ll go further—especially when things get hard.
And don’t overlook your own resilience.
Your team takes emotional cues from you. If you’re reactive or burnt out, they’ll feel it. Find practices that center you—whether it’s a regular exercise routine, breathwork, meditation, prayer, journaling, or just structured time away from the noise. Calm isn’t a luxury for founders. It’s a leadership tool.
Crisis brings clarity.
It strips away distractions and shows you what truly matters. The founders who embrace that clarity—and lead with agility, trust, and purpose—won’t just survive disruption. They’ll shape what comes next. “Leadership in Crisis: Guiding Your Small Business Through Tough Times” (Corethos)
Isadore Sharp, the founder of the Four Seasons said, “Excellence is the capacity to take pain.”
Emotional self-regulation is the hallmark of a strong mental core. Founders need to be able to tolerate the pressure so that their team doesn’t have to. “Pressure” is the emotional and strategic weight of uncertainty that a founder has to bear.
It’s the capacity to take late-night calls, take ownership when things go sideways, and walk out of brutal boardroom meetings with calm and poise. Just like a strong physical core improves balance, endurance, and prevents injury, a strong mental core protects you from the daily darts and arrows that come your way.
When Howard Schultz returned as CEO of Starbucks in 2008, the company was in free fall. Sales were plummeting, morale was low, and the brand had lost its essence. Schultz made the unpopular decision to close over 7,000 stores temporarily to retrain baristas on how to make the perfect espresso. This move cost the company millions in lost revenue.
Behind the scenes, Schultz was under enormous pressure—from investors, analysts, and the media. But he absorbed that pressure, shielding his team from the external panic and allowing them to focus on rebuilding the culture. He maintained a calm, long-term vision and emotionally grounded leadership style, which became a stabilizing force. His ability to regulate his own fear and frustration gave others space to believe the turnaround was possible.
This kind of COREageousness may be acquired from past experiences—military service, health crises, family dysfunction, financial collapse. If you’ve been spared those, your mental core must be forged through daily reps:
Dedicated spiritual inspiration
Self-care routines (sleep, diet, meditation, fun)
Deep study regimens
Listening to podcasts (see the Resources section for my favorites)
Exercise that pushes you past your comfort zone
Surrounding yourself with people who stand up to the hard stuff
These reps build the COREage to lean into adversity, take calculated risks, and tolerate pressure without sacrificing your mental health—or the mental health of your team. If you build this kind of strength, you won’t burn out. And neither will they. Momentum, morale, and productivity will stay high—even when the stakes are higher.
CoreCoaching can help you get comfortable with the uncomfortable. It’s about building confidence and the grit your team needs to survive. For help contact me at Rebecca@MindfulCommunication.com
The rise of remote work has redefined how we build and scale companies. For COREageous founders, this presents both incredible opportunities and unique challenges—especially when managing employees across time zones, cultures, and communication norms. Overseas remote talent can be a powerful advantage, but only if managed with intentionality.
My client, Jesse, a founder from Cambridge MA, reported frustration with the lackluster performance of his remote team. Perhaps you are singing the same refrain? Despite how helpful it is to have an affordable and accessible workforce, founders’ complaints often include the following: “My remote employees are often late, do the minimal amount of work, do the wrong work, are inconsistent in the quality of work, use too many shortcuts, and lack transparency about other jobs they have. The bottom line is that they don’t take ownership of their contribution.”
In defense of the remote worker, communication differences, time zones, and cultural variations play a role. So given this landscape, here are 5 key strategies to help founders lead remote teams effectively:
1. Prioritize Clarity Over Control
In remote environments—especially when you can’t “manage by walking around”—clarity becomes your superpower. Every team member should know:
What success looks like in their role
How decisions are made
When they should take initiative vs. escalate
Create detailed job descriptions, SOPs (Standard Operating Procedures), and clearly defined KPIs. Remember, many overseas employees come from cultures where they may hesitate to ask for clarification or push back. Be proactive in encouraging questions and feedback.
Recommended resource: Radical Candor by Kim Scott – a practical framework for building a culture of clear, compassionate communication.
2. Bridge the Time Zone Gap with Asynchronous Systems
Real-time communication is overrated for global teams. Instead, lean into asynchronous tools like:
Asynchronous systems allow you to work across time zones without burnout. Let your overseas team “move the ball forward” while you sleep—and vice versa.
3. Invest in Relationship-Building
Trust doesn’t happen by accident—it’s built intentionally. This is especially true across cultures and screens.
Take time to get to know your remote team members as people. Schedule occasional 1:1s that aren’t just status updates. Celebrate birthdays, wins, and even failures. A simple “How’s your family doing?” can go a long way toward building loyalty.
If budget permits, consider bringing your team together in-person at least once a year for a retreat or strategy summit. These moments create emotional glue that sustains collaboration for the long haul.
✈️Tip: Tools like Nomad List or Remote Year can help plan remote-friendly meetups in cost-effective locations.
4. Be Culturally Intelligent
What motivates a developer in Ukraine may differ from what inspires a virtual assistant in the Philippines. As a founder, your role is to understand and adapt—not expect everyone to mirror your communication style or values.
Learn about local holidays and work customs
Be mindful of language barriers—use simple, direct language
Avoid idioms or sarcasm unless you know your audience well
Try this: Hofstede Insights offers cultural comparisons by country that can help you lead with greater sensitivity.
5. Pay Fairly and Transparently
Just because wages are lower in some regions doesn’t mean you should race to the bottom. Competitive, respectful pay builds loyalty and reduces turnover.
Also, be clear about how you handle raises, bonuses, and performance reviews. Don’t leave overseas team members guessing whether they’re “second tier” to your local staff.
Resource:Payscale and Remote.com can give you insight into fair compensation benchmarks worldwide.
Choose formats and times that work across time zones—alternating meeting times can help spread the inconvenience fairly. When everyone knows what to expect, they can prepare and engage more effectively.
Final Thought: Think Global, Lead Human
Managing overseas remote employees isn’t just about logistics—it’s about leadership. The best founders don’t just manage tasks; they build cultures of clarity, trust, and ownership, no matter where their team lives.
CoreCoaching can help you be thoughtful in your systems, be more mindful in your communication, and consistent in your leadership. You can unlock the full potential of a global workforce—and scale your business smarter, not just faster. Contact me at Rebecca@MindfulCommunication.com
When Ron inherited his father’s vintage car collection, he had big plans. He wasn’t just going to maintain the business—he wanted to grow it. Turn over inventory, find rare gems, and build a name for himself in the world of classic cars.
There was just one problem: Ron was a hustler, but not a natural salesperson.
Then came Gary.
Gary called the showroom one day to book an appointment. He mentioned casually that he was part of a nationwide vintage car club with hundreds of members. Clearly a man with means—and connections.
When Gary arrived, he quietly wandered the showroom, hands in his pockets, eyeing the gleaming Alfas, Cadillacs, and Citroëns. Ron followed closely, trying to impress him with details and specs. But Gary barely responded.
Instead, almost under his breath, Gary said, “I just want to feel really good again. Being around these old cards make me feel good.”
And that was it. No sale. No follow-up. Gary left, and weeks passed without a word.
That’s when Ron reached out to me.
The Opening Ron Missed
I told him: Gary gave you a gift. That offhand comment— “I just want to feel really good again”—was more than small talk. It was an opening. A cue. An invitation to connect.
I encouraged Ron to invite Gary back. And when he did, I gave him one simple script:
“Gary, last time you were in, you mentioned you wanted to feel really good again. If it’s not too personal, would you mind telling me about the last time you felt that way?”
And then—I told Ron—shut up. Listen. Be curious. Forget selling for a moment and just be human.
When the Real Story Emerged
Gary showed up, took a seat, and sat quietly for a moment. Then he started talking. About his college years. Football games. Fraternity mischief. Professors who pushed him hard. For fifteen minutes, he told the story of a time when he felt alive.
Ron didn’t interrupt. He just listened.
Then he asked the second question:
“Gary, those were clearly great times. By the way—what were you driving in college?”
Gary lit up. “A 1971 Mustang. Deep olive green with the bucket seats and the classic steering wheel. Built like a tank. I’ll never forget it. I’d love to find one again.”
He paused. “I know it’s silly to be sentimental. But I think you understand. A great car makes you feel something.”
Ron leaned in. “Gary, it’s been a real pleasure talking with you. What if I make a few calls and see what I can find? Can you give me a few days?”
Gary left the showroom that day with a spring in his step. Ron got to work.
The Power of Mindful Listening in Business
Whether or not Ron found the exact Mustang doesn’t matter. What mattered is that he built a real relationship—and Gary told everyone in his car club about it.
Ron’s leads increased by 50%.
But even more importantly, he learned a powerful lesson: Mindful listening builds trust. Not sales tactics. Not flashy pitches. Just presence, curiosity, and a willingness to put aside an agenda and get into someone else’s story.
Want to Build Trust That Lasts?
If you’re a founder, creative, or service provider who’s great at what you do—but struggle to connect with potential clients in a meaningful way—this is your edge.
I help entrepreneurs build authentic relationships that turn into lasting business. If that’s something you want more of, let’s talk.
Get the Book: “The Zen of Listening: Mindful Communication in the Age of Distraction” now in an audiobook. Send your queries to me at Rebecca@MindfulCommunication.com Or learn more about CoreCoaching for entrepreneurs.
In his recent DarrenDaily episode titled “The Fatal Flaw in Smart Decision-Making,” success mentor Darren Hardy sheds light on a common trap that even high-achievers fall into: the paralysis of overanalyzing decisions in pursuit of perfection. His core message? “Perfect decisions made too late are the same as wrong decisions.”
This insight challenges the popular belief that smart decision-making is about always getting it right. Instead, Hardy argues that timely action is far more valuable than flawless execution. Waiting for the “perfect” choice often results in missed opportunities, delayed progress, and stunted growth.
To support his point, Hardy references well-known leaders who embrace speed over perfection. One powerful example is Jeff Bezos, founder of Amazon. Bezos has famously promoted a principle he calls “disagree and commit” and often refers to making decisions with “70% of the information.” His view is that waiting for 90% or more of the data can slow down innovation and responsiveness. In his annual shareholder letters, Bezos emphasizes that “speed matters in business” and that being wrong isn’t as costly as being slow. This bias toward action has been central to Amazon’s culture of experimentation and rapid scaling.
Similarly, Hardy nods to leaders like Abraham Lincoln, who made bold and timely decisions in the face of uncertainty during the Civil War, and Elon Musk, who is known for moving quickly and iterating based on results—even when it means taking calculated risks.
So how can we escape the trap of perfectionism and become more decisive? Hardy recommends four key strategies:
Set Clear Deadlines: Give yourself a time limit for making each decision. This reduces the temptation to endlessly analyze.
Embrace Imperfection: Recognize that no decision is ever 100% right. The goal is momentum, not flawlessness.
Prioritize Action: Execution brings clarity. Even a mediocre decision, when acted upon, can lead to real progress and better insight.
Learn and Adjust: Decisions should be followed by reflection. Use what you learn to improve future choices—this is how true mastery is built.
To wrap it up, Hardy challenges his audience with three questions:
What decision will you make in the next 24 hours?
What action will you take today?
What perfectionism will you let go of?
These are not just rhetorical questions—they’re invitations to break free from decision paralysis and step into bold, imperfect action.
In essence, Hardy’s message is simple but profound: You don’t need perfect decisions—you need timely ones. Whether you’re leading a company or leading your own life, adopting this mindset can be the key to real momentum and long-term success.
You may ask, “What is the 70% of the information I need to know to make a smart but speedy decision?” These are some of the topics we discuss in CoreCoaching. Contact me at Rebecca@MindfulCommunication.com. Visit my website at www.MindfulCommunication.com
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"It takes more than courage to be an Entrepreneur, it takes CORE."