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What If Your Employees Thought Like Owners?

Let’s start with something remarkable.

Between 2023 and 2024, Nvidia — the AI and semiconductor titan — created over 6,000 new millionaires among its employees. Not just top execs. Engineers, designers, even back-office teams.

That’s what happens when you share ownership.
That’s what happens when people think like owners.

But here’s the real question for founders and CEOs:
What would change if your team operated that way?

Below is a statistic on the World’s largest companies.

It shows the market capitalization divided by the number of employees.

NVIDIA is head and shoulders above Apple, Meta, Alphabet, Tesla, JP Morgan, Amazon & Walmart.

Want to learn AI in 5 minutes a day? Join 400,000 readers from Apple, Tesla, Meta. Look no further than “The AI Report” below

Let Go or Stay Small?

LinkedIn is overflowing with posts about “unmotivated employees” and the “burden of leadership.”

Everyone has an opinion. Most of it is surface-level noise — motivational quotes, recycled advice, feel-good slogans.

But behind the buzzwords is a quieter, more painful truth:
Many business owners are exhausted.

They’re carrying the weight of everything — vision, operations, finances, growth — while silently wondering, “Why doesn’t anyone else seem to care as much as I do?”

So they tighten their grip.
They hold on to every decision.
They avoid delegation.
They keep equity locked away — fearing what might happen if they give away too much, too soon.

And yet… they wonder why the business stays small.
Why leaders don’t step up.
Why investors hesitate.
Why they feel so alone in a company they built.

Here’s the hard truth:
It’s not a motivation problem. It’s a structure problem.

You can’t expect people to act like owners if they’re treated like bystanders.
You can’t build something scalable with people who have no stake in the outcome.
Ownership isn’t just about shares — it’s about alignment, trust, and vision shared across every level.

Want your team to think like you?
Start by trusting them to build with you.

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Here is an ideal structure that we recommend to many businesses.

The founder steps up to become a CEO and recruits 3 key leaders (Sales, Operations, Finance).

3 goals to succeed :

1. Sell what you produce; 2. Produce what you sell; 3. Generate cash flows.

Investors gain clarity and confidence through the CFO as the Finance leader.

Governance is assured by an independent Board of Directors (mostly NEDs).

The Cost of Ignoring This Is Massive.

Gallup says 85% of employees are not engaged.
McKinsey links disengagement to double the turnover risk.
Deloitte estimates productivity loss in the trillions globally.

Think about it:

• You’re constantly rehiring.

• Leaders never step up.

• Culture feels flat.

• And you still carry all the weight.

If you want people to act like owners, they need skin in the game.

What We Did Differently

One of the businesses I worked with was stuck—overworked founder, team disengaged, no clear leadership layer.

We implemented a tax-efficient share option scheme.
Not immediate equity. No risky dilution.
Just a smart incentive structure tied to contribution and growth.

Within 12 months:

• Engagement soared.

• Cash flow stabilized.

• Investors showed up.

• And the founder finally stepped back—without stepping out.

This isn’t theory. It’s structure.

Below is how we reorganized the share capital of the business. As a CFO, I was accountable for the successful execution of the plan.

74% to the Founders, 20% to the Investors, 3% for the Option share scheme, 3% as Warrants for other funders.

Below we have researched how each selected country encourages employee share schemes.

Please REPLY TO THIS EMAIL if you want to find out more details.

The Exponential Blueprint: How Wealth Gets Created

Here’s the same 3-step model we used, the one that powers my work with founders globally:

1. Start with a real problem.
   Your business should exist to solve something valuable.

2. Build a lifetime value solution.
   Something investors, customers, and even staff can believe in.

3. Become a CEO, not a bottleneck.
   Let 3 leaders take charge:

   • One to sell

   • One to deliver

   • One to manage the cash

Add a real CFO. Add a board. Build something that grows without you — and then take it global.

Look at Bezos, Gates, Jobs—none of them scaled alone.
They let go early and surrounded themselves with talent.

⚽ Business as Football: The 3 Leaders on the Field

Just like a successful football team, a thriving business needs structure, coordination, and clearly defined roles. Each third of the pitch represents a critical area of your business — and each area requires a specialist leader.

DEFENCE → Cash Flow Leader (CFO)

Just as defenders and the goalkeeper protect the goal, your CFO (or financial lead) protects the business from risk — managing liquidity, forecasting cash, and ensuring financial resilience.
They watch for what's coming, ensure no gaps are left open, and keep the business stable under pressure.

• Monitors burn rate

• Manages investor capital

• Protects runway and financial discipline

MIDFIELD → Operations Leader (COO / Delivery Lead)

Midfielders connect defence to attack. They control the tempo, distribute resources, and keep the game fluid.
Your operations leader is the system builder — ensuring customer promises are delivered, teams are coordinated, and internal engines are running smoothly.

• Turns strategy into repeatable systems

• Aligns product/service delivery with business goals

• Maintains customer experience and team performance

ATTACK → Sales Leader (CRO / Commercial Lead)

Attackers push forward, score goals, and take risks in the final third.
Your sales or commercial leader is responsible for bringing in revenue — whether that’s new customers, strategic partnerships, or market expansion.

• Drives new business

• Owns growth targets

• Keeps the scoreboard ticking

The CEO = The Manager

The CEO isn’t running on the field — they’re on the sidelines setting the vision, choosing the strategy, and coaching the team.
Their job is to build the system, not play every position.

Ready to Change How You Build?

If you're ready to:

• Stop carrying the business alone

• Attract talent and investors

• Grow valuation while creating internal alignment

Then let’s talk.

👉 Book a private strategy call here

or

Connect & Grow

I share quick, actionable insights on LinkedIn. Check out these posts to level up your business:

Top picks to level up your business:

Recommendations and Finds!

After a deep dive with Juan Cruz, CEO of Ebisu, he’s sharing 3 exclusive PDFs from his Military-Requested Persuasion System for free.

 These are usually locked inside his membership, but they’re yours today.

Get them here:Link

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To your exponential success,
Matteo Turi
Founder, The Exponential Blueprint