### **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). --- ### **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