Mike Simmons is a leadership and operations expert who helps organizations drive growth through clarity and execution. He leads initiatives through Find My Catalyst, offering services in leadership, revenue, and operations.
Tim Dyck brings deep experience in recruitment and people strategies. He is the founder of Best Culture Solutions, helping companies build great teams with purpose.

Together, Mike and Tim dive into the nuances of fractional leadership, sharing hard-won lessons, memorable metaphors, and actionable insights.

"Don’t mistake knowledge for experience. And don’t mistake experience for expertise."

"If you’re hiring a fractional leader, make sure they’ve run out of gas before—because they’ll know how to get you back on the road."

"Learning is great. But presenting yourself as an expert without experience can do more harm than good."

Mike Simmons and Tim Dyck unpack the world of fractional work, using real-life analogies to explain the value of experience and the risk of surface-level knowledge. They share the difference between knowing, doing, and mastering—and how true expertise accelerates impact. A must-listen for leaders hiring with intention.

• Experience is knowing how far your vehicle can go on empty.

• True experts have broken down before—and know how to recover fast.

• Awareness, experience, and expertise are not the same—and each plays a different role.

• Surface-level learners can use the right words but may not deliver results.

• Using tools like ChatGPT doesn't replace real-world experience.

• Misrepresented expertise can harm organizations and delay progress.

• Fractional leaders must already know how to solve the problem you have.

• They're not there to “figure it out”; they’re there to execute.

• Expecting quick results means you need someone who’s already done the work.

• Complexity slows progress; simplify by removing what’s unnecessary.

• Clear next steps fuel momentum in leadership and operations.

• Fractional experts help reduce overwhelm and focus on what matters.

• Use readiness assessments before hiring fractional talent.

• Match the right expert to the right job—based on proven track record.

• Fractional success is rooted in fit, not just availability.

Learn. Think. and Act. with us every Sunday.
Our Sunday email is filled with sections dedicated to helping leaders Learn. Think. and Act. These short weekly emails will help you make a difference and accelerate speed to impact at work, with self, and within your family.
Subscribe here: https://www.findmycatalyst.com/learn-think-act-opt-in

Shira Abel is a marketing and sales expert with over 25 years of experience, having built a seven-figure agency specializing in account-based marketing (ABM). She is the creator of the Perception Formula, a framework that helps people understand trust, communication, and decision-making in business and relationships. Shira’s expertise spans startups, team dynamics, and behavioral economics, making her a powerful speaker and consultant.

1. "Trust isn’t just about intent—it’s about understanding how someone thinks."
2. "If your business relies on manipulation, it won’t last—trust builds long-term success."
3. "The golden rule isn’t enough; you need to adapt to how others think and perceive the world."

Shira Abel shares the Perception Formula, a framework built on heuristics, hormones, history, and heritage, to improve trust, sales, and team dynamics. She discusses cultural communication differences, feedback, and how perception shapes success. Whether in startups, leadership, or personal growth, understanding how people think can be your greatest catalyst.

https://www.linkedin.com/in/shiraabel/

• Perception is shaped by heuristics (mental shortcuts), hormones, history, and heritage.
• Without emotional connection, people won’t remember or trust you.
• Aligning with someone's background improves communication and decision-making.

• Trust isn’t about manipulation—it’s about delivering real value.
• High-value sales rely on relationships, not tricks.
• Cultural differences impact trust (e.g., "ask" vs. "hint" communication styles).

• Feedback helps you iterate and improve faster.
• "Nice" people avoid tough conversations; "kind" people tell the truth to help others grow.
• The best teams and leaders actively seek and apply feedback.

• Dopamine drives excitement and engagement (e.g., notifications, rewards).
• Cortisol (stress hormone) blocks clear thinking—positive reinforcement is key.
• Oxytocin and serotonin create trust and belonging in teams and customer relationships.

• Coachability is not about instant agreement—it’s about long-term adaptation.
• The most successful people take feedback, reflect, and adjust.
• Leaders should observe who listens, applies feedback, and improves over time.

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Christina Brady is a sales leader, entrepreneur, and the CEO of Luster.ai, a company dedicated to measuring and improving sales proficiency through AI. With 18 years of experience in sales, she is passionate about fixing broken hiring and onboarding processes and enabling professionals to succeed. Christina is also the Chicago Chapter Head of Pavilion and serves on the executive team at Women in Sales.

1. “If you don’t measure proficiency, you don’t know who you’re hiring, how to up-level them, or why they struggle.”
2. “AI isn’t here to replace you—it’s here to make you better at what you do.”
3. “Founders have ‘magic’ because they know the mistakes that have been made and the risks they’re willing to take. You can’t expect a new hire to replicate that.”

In this insightful conversation, Christina Brady discusses why hiring and onboarding in sales are fundamentally broken and how AI can transform proficiency measurement. She also breaks down the “founder magic” that makes transitioning from founder-led to AE-led sales so difficult. This episode is a must-listen for leaders looking to scale effectively.

1. The Hiring Process is Fundamentally Broken

• Companies often hire without a clear understanding of what makes a candidate successful.
• The interview process is subjective, leading to mismatches between candidates and roles.
• Relying on past success (e.g., quota attainment at another company) does not predict future success.

2. Onboarding Needs to Be Personalized and Continuous

• Most onboarding programs are generic and fail to address individual deficiencies.
• Employees are often left confused after onboarding, with no clear roadmap for success.
• The best organizations move from "onboarding" to "everboarding," offering continuous training and development.

3. Measuring Proficiency is the Key to Success

• Companies struggle because they don’t objectively measure proficiency at the skill level.
• AI tools can now map skills, identify deficiencies, and predict performance gaps before they become issues.
• Without measurement, companies rely on subjective “gut feelings,” leading to inefficiencies and lost talent.

4. AI is a Tool for Enablement, Not Replacement

• AI should be used to enhance human capability, not replace it.
• The right AI tools help sales teams avoid revenue-impacting mistakes before they happen.
• Leaders must shift their mindset from fear to experimentation when adopting AI.

5. Founder-Led Sales is a Different Game

• Founders have “magic” because they understand the product deeply and can flexibly adjust deals.
• Expecting an AE to replicate a founder’s selling process is unrealistic.
• The transition from founder-led to AE-led sales requires a structured process, proper tooling, and realistic expectations.

Learn. Think. and Act. with us every Sunday. Our Sunday email is filled with sections dedicated to helping leaders Learn. Think. and Act. These short weekly emails will help you make a difference and accelerate speed to impact at work, with self, and within your family.
Subscribe here: https://www.findmycatalyst.com/learn-think-act-opt-in