Rich Hagberg's videos and podcasts

I just started a new session with you. What would you ask me to get things started?

What do founders do that frustrates venture capitalists?

How do I give feedback that actually changes behavior?

What is a more disciplined and structured way to make high stakes decisions?

What are the most common blind spots for a founder?

How do I pitch my company's vision in a way that moves investors?

What makes a company culture durable as it scales?

My company needs to transform with AI. What is the leader's actual job in this process?

My co-founder and I disagree on company direction. How do we resolve this?

What is a more disciplined and structured way to make high stakes decisions?

What founder traits most often cause companies to fail?

How do I deliver difficult feedback without sounding harsh?

What do investors want to see in a Series A and Series B founder? How is this different?

How is AI changing what good leadership looks like?

How do I manage my board and lead investor relationship so they're an asset not a source of stress?

How do I manage my board when they are losing confidence in me?

What should I look for in a head of people?

What are the signs that a founder may be burning out and what should they do about it?

How do I build a performance management system that people trust?

How do I build a culture of honest feedback?

How do I lead an AI pivot without losing my core team?

How do I know if a team member isn't going to make it? And how do I have a conversation about that before it's too late?

How can founders maintain physical health while running a startup?

What should a chief of staff actually do for me?

What are the different types of meditation that actually work for busy founders?

My team doesn't know what the top three priorities are. How do I fix that?

How do I recognize and praise people in a way that lands?

I know that my behavior is often impulsive. How do I slow down before making a big decision?

My lead investor wants to replace me. What are my options?

How do I address a top performer whose behavior has become a culture problem?