### **1.**
### **CEO Weekly Execution Dashboard**
|**Objective**|**KPI**|**Status (Sample)**|
|---|---|---|
|Ship core features, build brand|Product vX is ready for launch|ON TRACK|
|Build 10-pager customer list|# of 10-pagers sent to Tier 1 leads|LAGGING|
|OKR alignment + cadence|Company OKRs + KPIs live|POOR|
|GTM playbook + team ramp|SDRs onboarded, $1.5M+ pipeline|LAGGING|
> Use this across CEO staff meetings or weekly exec syncs to get real signals on progress vs goals (vision, traction, team, GTM).
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### **2.**
### **ACT Framework for Feedback**
> From the Accountability-Coaching-Transparency page.
#### **A - Accountability = Declare**
- Your **destination** (OKRs, vision)
- Your **actions** to get there
- Whether actions were actually taken
#### **C - Coaching = Diagnose**
- Health of the team/individual
- What’s wrong
- Request support or unblock
#### **T - Transparency = Give Feedback**
- **Like:** “I like that you did X”
- **Wish:** “I wish you had done Y instead”
---
### **3.**
### **Hiring Chief of Staff (COS)**
Use when:
- You can’t hit your goals or are drained by CEO tasks
- You need leverage without adding VPs yet
**What to look for:**
|**Attribute**|**Detail**|
|---|---|
|Background|4–8 years at Bain/BCG/McKinsey (or similar ops/finance heavy roles)|
|Strengths|Ops rigor, comms, strategic thinking, modeling|
|Training|Customize for your workflow + communication loop|
#business
#CEO-dashboard
#feedback-framework