The X Mandate: Transforming My Team By Enforcing Participation
The difference between survival and obsolescence in today's landscape isn't incremental—it's exponential. Familiar skills become antiquated overnight. Traditional learning curves flatten while AI capabilities accelerate upward. The gap between those who adapt and those who don't isn't narrowing; it's widening at previously unimaginable rates.
I run GoFunnels and Jaryah. Between the two companies, we have more than 50 team members spread across multiple countries. Two weeks ago, I made a decision that raised some eyebrows: X (formerly Twitter) is now mandatory for every single team member.
This isn't a suggestion. It's not a "nice to have." It's in their job descriptions and it's for their own survival.
Is this unorthodox? Absolutely.
Is it necessary? I believe it is.
The X Culture
Traditional professional development asks, "What skills should we train?" Digital immersion asks, "How do we transform our relationship with learning itself?" The first approach maintains; the second evolves. The first accepts the pace of change; the second accelerates alongside it.
Here's what I'm requiring from every team member:
- Post at least once daily showing how they leveraged AI for a task
- Retweet at least 3 posts about skills they want to develop
- Follow leaders (or the noisiest people) in their respective field
- Document what works vs. what doesn't
After 3 months, the mandate evolves - they must start delivering net positive value BACK to the community. Consumption shifts to contribution. This isn't merely about skills acquisition; it's about identity transformation. Not just becoming better at what they do, but fundamentally changing how they perceive their professional selves.
Why This Radical Move?
Working with marketing agencies and coaches gives me a unique perspective on how rapidly AI is transforming every industry. Traditional learning paths can't keep pace with this acceleration.
The harsh reality? Teenagers who deeply understand AI tools are already outperforming seasoned professionals in certain domains. The gap will only widen in the coming months.
If I were starting my companies today, I probably wouldn't have posted most of our job openings. The skill profiles needed have changed dramatically in just the last year and in order for them to stay ahead, they need to be present and aware of what top performers in their field are doing. We are all getting replaced by those who master AI.
This mandate is my solution to ensure my team evolves instead of becoming obsolete.
Why X Specifically?
Putting aside what you may or may not think of Elon, I chose X for very specific reasons:
X provides not just information but immersion. Not just content but context. Not just answers but questions that provoke deeper exploration. LinkedIn offers curated professional personas; X reveals raw professional evolution. The distinction isn't subtle—it's fundamental.
- Unmatched real-time value sharing: LinkedIn has become an echo chamber of virtue signaling and shallow inspiration. X remains the platform where actual practitioners share what's working right now.
- Instant community feedback: Whether positive or scathingly critical, feedback on X drives rapid improvement. There's nowhere to hide from bad ideas.
- No gatekeeping: Within 2 days I already got into a back-forth with CEOs of 2 of the fastest growing AI products in the world - no connections needed.
- Documentation at scale: The platform naturally encourages cataloging what works and what doesn't across various domains.
- Relationship building beyond company walls: Team members develop personal brands and connections that transcend their role at Jaryah and GoFunnels.
The Early Results
The results aren't linear improvements but exponential transformations. Designers experiment with product development. Developers acquire design sensibilities. The boundaries between roles don't just blur—they reconstruct themselves into new configurations of capability.
It's only been two weeks, but I'm already seeing remarkable shifts:
Designers who previously showed no interest in product development are using tools like Lovable and Replit to build experimental products. Developers are leveraging AI to acquire design skills they never expressed interest in before.
The mandate is making everyone better and more confident. There's a palpable energy as team members discover and develop talents they didn't know they had.
As a leader, I can track what they're learning and see what genuinely interests them - not what they think I want to hear in meetings. This transparency helps me make better decisions about resource allocation and individual development paths.
The 3-Month Horizon
This mandate creates a dual development path: visible improvement in capabilities alongside invisible strengthening of adaptability. The skills they acquire matter less than the meta-skill of continuous reinvention they develop.
By the end of this experiment, my goal is for every team member to be providing original insights to the community, not just consuming information.
This positions them to develop key strengths that enhance Jaryah's service offerings while identifying opportunities for new products we can build.
The Future-Proofing Effect
The traditional employer asks, "How do we increase productivity?" The future-focused leader asks, "How do we ensure relevance?" The first optimizes the present; the second builds the capacity to thrive in uncertain futures.
This mandate isn't just about making my companies more competitive today. It's about ensuring my team members have marketable skills and networks that serve them regardless of their employment status.
In a world where AI is rapidly changing the nature of work, the ability to learn publicly, adapt quickly, and build a personal brand might be the most valuable career insurance policy available.
Is this approach unconventional? Certainly. But convention itself has become the riskiest position in a landscape where transformation isn't periodic but perpetual. The most responsible action isn't maintaining stability but cultivating antifragility—systems that strengthen under pressure rather than merely resisting it.
This X mandate isn't just about improving our companies today; it's about ensuring our people remain valuable regardless of where tomorrow leads them.
