What this is
Everyone can be a leader. The question is how well.
This is not a generic advice business. It is a practical training system for leaders and teams who need to influence without relying on authority, build trust, hire well, build better products, catch up on AI, and design systems that work when the organization gets bigger.
The goal is not inspiration. The goal is capability, with dates, owners, artifacts, and practice.
Leader of Leaders Training Handbook
Why Tig
Thirty years of operating, failing, learning, testing, and teaching at scale.
I have led teams and built products at Microsoft, Amazon, startups, Control4, and SnapAV. I helped ship Windows, Internet Explorer, Windows Phone, Echo, Alexa, Alexa Smart Home, and the product and engineering reset of a 4,500-product company that helped enable the Control4/SnapAV merger and Snap One IPO path. I have also made the mistakes leaders make when they rely on charisma, proximity, and good intentions instead of principles and mechanisms.
Windows-scale products
Shipped products used by hundreds of millions of customers and learned how execution breaks when clarity does.
Echo, Alexa, and Smart Home
Helped launch Echo and Alexa, then served as GM of Alexa Smart Home while scaling the product, engineering, and partner ecosystem behind connected-home voice experiences.
Startups, turnarounds, and public-company scale
Founded startups, rebuilt product and engineering systems as CTO/CPO at Control4 and SnapAV, left once the team no longer needed me in the middle, and worked through mergers, growth, org design, technical strategy, and the uncomfortable human parts of scaling.
Product development excellence
Teach teams how operational, engineering, and product management excellence work together: customer truth, sharper narratives, useful metrics, high-quality execution, and decisions that survive contact with reality.
Flexible curriculum, live with teams
I am an excellent teacher because I can turn hard-won operating experience into language, mechanisms, stories, and practice people can actually use. The workbook is one slice of the system; the real strength is adapting the material live for the team in front of me.
You are behind in AI. Catch up.
This is a training lane, not a claim that I should be your hands-on AI implementer. I help leaders and teams learn faster, use AI safely on real work, build weekly practice, create oversight, and turn anxiety into measurable adoption.
The diagnostic
The Pyramid of Excellence shows what to fix first.
Teams do not jump straight to results. Excellent teams build upward through relationships, trust, conflict, commitment, and accountability. If you repair the wrong layer, the same problem comes back wearing a new hat.
- 06 Results
- 05 Accountability
- 04 Commitment
- 03 Healthy conflict
- 02 Trust
- 01 Personal relationships
Relationships and trust carry the load.
People trust humans they know. Teams need enough safety to say "I was wrong," "I need help," and "I do not know."
Conflict and commitment make the work real.
Real debate belongs in the room while the decision can still be changed. Afterward, people need clarity and commitment.
Accountability turns into results.
Ownership, dates, and paths to green make execution inspectable. Results become the output of the system.
AI adoption
If your team feels behind on AI, it probably is. That is fixable.
The AI gap is not just a tooling gap. It is a behavior, cadence, risk, and leadership problem. I teach teams how to catch up by using AI safely on real work, learning faster than the organization normally moves, and separating internal usage from regulated product deployment.
Locate the team
Most organizations are AI curious while leaders think they are committed. Name the real stage, then choose the next behavior.
Build the muscle
Practice on safe internal work, prototype against real constraints, demo weekly, and measure adoption instead of theater.
Run the 90-day catch-up
Pick a fight you can win this year, hire the wedge team, bring oversight in early, and get the flywheel turning.
Where you are
Pick the leadership problem you are really solving.
Designing the system
You do not personally solve every problem anymore. You design the cadence, mechanisms, and principles that solve problems repeatedly.
People managerTreating it as a profession
People management is not a hobby or a side quest. Your product is the team, the people, and the organization.
Builder or ICLeading without authority
You influence through facts, trust, vision, high standards, coalitions, and helping others make the plan their own.
TeamInstalling an Org OS
Your organization needs routine to become rhythm: planning, reviews, knowledge, interfaces, principles, and fitness functions.
How it works
Start with office hours. Build into practice.
Office hours are intentionally the front door. You bring the problem, I help you make it clearer, and if there is a useful next step we will know it by the end. More than half my coaching time is pro bono because this is how I give back; KLD creates useful cash flow around work I would do anyway.
Free office hours
A 30-minute conversation about leadership, career, tech, or whatever is actually stuck.
Schedule a free sessionLeader of Leaders training
A flexible curriculum for leaders and teams, delivered live or in person, covering tenets, mental models, SBI, mechanisms, date sanctity, change, questions, and Org OS design.
Start with office hoursAI catch-up training
A practical session for teams that need to move from AI curiosity to AI committed: safe usage, prototypes, cadence, oversight, wedge hiring, and a 90-day plan.
Start with office hoursHiring and product development excellence
Teach the mechanisms behind better hiring loops, clearer product judgment, customer obsession, narratives, metrics, and durable product decisions.
See topicsTeam practice sessions
Work the actual artifacts: tenets, paths to green, operating cadences, feedback conversations, and stuck decisions.
See topicsOrg OS review
Diagnose the scheduler, memory, interfaces, kernel, taxonomy, and fitness functions that make the organization run.
Start with office hoursProof
What others say after working with Tig.
Tig has helped me grow and build confidence in my work more than any other leader I have ever worked with. He made me feel like I was standing a little taller.
Jeff, Vice President, SnapOne
Tig not only filled those gaps but also instilled a leadership-driven culture that has permeated every facet of our organization.
Jags, CEO, LatentAI
Tig is a coach for the entire company and we're witnessing positive changes in culture and how we execute.
Stefan, CEO, Dawn Aerospace
Tig is one of the clearest business thinkers and leaders I've ever worked with.
Cecilia Ziniti, Co-Founder and CEO, GC AI
In working with Tig, I learned the importance of empowering leaders, deeply investing in building the right culture, defining guiding principles, mechanisms, and mental models.
Abhishek Ojha, Founder & CEO, Fegmo
If the words "extraordinary," "remarkable," "inspiring," and "joyfully" align with your organization's purpose, mission, and vision, you need to do everything possible to meet Tigger.
Alex Mann, Vice President, Patient Care Systems, Medtronic
The person you get
Operator, teacher, builder, nerd.
The leadership work is the front door. The rest of this site is still here because it is part of the signal: code, old cars, product stories, and a lifelong habit of taking systems apart to understand how they work.
Next step