Virtual Run Fundraising Platforms

Reality check: 90% of transformation plans fall apart because they didn't improve incentive structures. That’s the part no one likes to admit. We spend months building the strategy deck, aligning stakeholders, setting timelines... But we forget to ask: what are we actually rewarding? I read a powerful piece recently that mentioned that 3 out of 4 corporate transformations fall short. Not because the strategy was wrong, but because the incentives didn't change. People aren't robots. They don’t automatically switch gears just because leadership says, “We're transforming now.” They look at what gets rewarded. What gets praised. What gets ignored. If you're still rewarding short-term financials while asking people to drive long-term change, you're sending mixed signals. And people will default to the path that feels safest, not the one that feels right. The best transformations I've seen have one thing in common: > They reward the right people (not just the top people). > They reward the right outcomes (not just historic results). A few things that stood out to me: – Incentives need to reach deep into the org. – The reward shouldn't just be about “what” you achieve, but how you get there. – Targets should be tough but not demoralizing. – Timing matters. When the transformation takes 2–3 years, don't wait till the end to show appreciation. This is where most boards can play a bigger role. Not just approving budgets, but asking: Are we structuring incentives to make transformation real? Because… maybe it’s not the strategy that’s broken, but what (and who) you're choosing to reward. #board #incentive #growth #team

This is the most underrated problem I've seen when trying to build or expand partnership GTM: Leadership is initially fully behind a new partnership, excited about its potential, but that enthusiasm never makes its way down to the sales teams who are expected to execute. Without alignment, even the best partnership can stall before it has a chance to succeed. Why does this happen? Sales teams are often focused on their core products, and if a partnership doesn’t clearly benefit them or fit into their day-to-day operations, it becomes an afterthought. To turn things around, you need to make sure your partnership incentives, compensation, and training are in lockstep with the teams that will be selling your product. Here’s how to align incentives and drive results: 1. Ensure your incentives are compelling enough for frontline teams. It’s not enough to excite leadership—sales teams need a clear, tangible reason to sell your product. - Introduce a financial incentive or bonus structure that’s competitive with what reps earn on their core products. This could be a one-time bonus for the first sale, or an ongoing commission that rewards consistent effort. -Tie the incentive to their existing sales goals. If your product helps them hit their targets more easily, they’ll naturally prioritize it. 2. Structure partner compensation to motivate co-selling. If your partner compensation doesn’t align with their core goals, they won’t push your product. - Design a compensation plan that aligns with both the partner’s and your business objectives. For instance, if your partner’s core offering is hardware, incentivize bundling your software as part of the sale to create a win-win situation. - Offer performance-based incentives that reward partners for hitting key milestones—whether that’s a certain number of units sold, a specific revenue target, or even customer engagement metrics. Keep it simple and measurable. 3. Provide consistent training and engagement so your product isn’t just another checkbox. Sales teams won’t advocate for your product if they don’t fully understand its value or how to sell it. - Develop ongoing, bite-sized training sessions that fit into their schedules. Instead of overwhelming them with lengthy sessions, focus on 15-minute, high-impact trainings that teach them how to identify the right opportunities. -Pair training with real-time support. Join sales calls, offer one-pagers, and provide direct assistance during key customer engagements. When they feel supported, they’re more likely to feel confident pushing your product. This kind of alignment can make the difference between a stalled partnership and a thriving one. When sales teams are motivated, equipped, and incentivized to sell your product, the partnership stops being just another checkbox—it becomes a key driver of growth.

6 Wearable Health Developments That Caught My Attention This Month: 🔘 ŌURA has launched the Ring 5, which it claims is the world's smallest smart ring. The device is around 40% smaller and lighter than previous versions while maintaining sleep, recovery, stress and activity tracking (Side note: Oura is also reportedly preparing for an IPO.) 🔘 Google has unveiled Fitbit Air, a lightweight screenless wearable paired with an AI-powered health coach. The launch reflects a broader shift from simply collecting health data towards helping users understand and act on it, using conversational AI to interpret patterns in sleep, activity and recovery 🔘 WHOOP has added in-app clinician consultations, bringing telehealth directly into the platform. The company has also expanded its AI health features, integrated electronic health records and enhanced its blood biomarker offerings, moving beyond fitness and recovery tracking into broader health management. 🔘 Singapore-based Signsbeat Pte Ltd is exploring whether wearable data can move beyond simple tracking and provide more meaningful insights into metabolic health. Rather than focusing on isolated metrics such as sleep or recovery scores, the company is investigating how multiple physiological signals interact to better understand overall health status and disease risk 🔘 Researchers at UC Irvine have developed a battery-free wearable sweat sensor capable of continuously monitoring multiple biomarkers for up to 21 days. The technology automatically refreshes its sensing surface, potentially overcoming one of the biggest barriers to long-term biochemical monitoring outside hospitals and clinics 🔘 Researchers have developed a wearable ultrasound patch designed to continuously monitor blood flow between mother and baby during high-risk pregnancies. Unlike periodic scans performed in clinics, the technology could provide a continuous picture of fetal wellbeing, potentially helping clinicians identify complications earlier and intervene sooner 👇Links to sources in comments #digitalhealth #wearables

Fitness wearables are fueling Garmin's growth. In Q1 2026, the company reported $1.75B in revenue, up 14% YoY, with operating income rising 30% to $432M and margins expanding to 24.6% — largely attributed to its wearables division. The fitness segment generated $547M, rising 42% YoY, making it the company’s fastest-growing category, driven by strong demand for its next-gen wearables. Now accounting for ~31% of total revenue, fitness devices are the company’s largest segment, outpacing aviation (+18%) and marine (+11%) while offsetting declines in outdoor (-5%). [Full earnings breakdown → https://lnkd.in/eNrhvSig] Connecting dots, Garmin added premium features to contextualize health data and reach new audiences — partnering with Natural Cycles° on fertility tracking while launching AI coaching and circadian rhythm scores. [Wearables x Women's Health → https://lnkd.in/e3Fk52BH] Maintaining loyalty from runners and cyclists, it created aerobic efficiency metrics while refining its maps and social workout sharing. Exploring new tech, its WHOOP competitor CIRQA is rumored to be launching soon, as patents for optical glucose monitoring and EMG muscle health suggest what’s next. This comes as the wearables wars are intensifying — WHOOP and ŌURA are now valued at $10B while Fitbit (now part of Google) is reportedly developing a screenless device. [New wearables playbook → https://lnkd.in/eZTFgkGj] Fitness wearables are Garmin’s growth engine, turning health- and performance-focused devices into a profit center. 📩 Subscribe to Fitt Insider for more health & wellness headlines → https://lnkd.in/erFVbn5Z

🧬 𝗬𝗼𝘂𝗿 𝗦𝗺𝗮𝗿𝘁𝘄𝗮𝘁𝗰𝗵 𝗠𝗶𝗴𝗵𝘁 𝗞𝗻𝗼𝘄 𝗠𝗼𝗿𝗲 𝗧𝗵𝗮𝗻 𝗬𝗼𝘂 𝗧𝗵𝗶𝗻𝗸 What if your wearable could tell you not just how many steps you’ve taken, but how fast you’re aging? A fascinating new study in Nature Communications introduces 𝗣𝗽𝗴𝗔𝗴𝗲, a “wearable-based aging clock” that uses simple PPG (photoplethysmography) signals from consumer devices like smartwatches to estimate your 𝗯𝗶𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗮𝗴𝗲. Here’s why this is a game changer 👇 Researchers found that this digital aging clock can predict a person’s age with remarkable accuracy , within about 2–3 years on average. But the real breakthrough lies in the “𝗮𝗴𝗲 𝗴𝗮𝗽” , the difference between your predicted (biological) age and your actual chronological age. That gap turned out to be a powerful health indicator. People with an older PpgAge gap had higher risks of 𝗵𝗲𝗮𝗿𝘁 𝗱𝗶𝘀𝗲𝗮𝘀𝗲, 𝗱𝗶𝗮𝗯𝗲𝘁𝗲𝘀, 𝗵𝗲𝗮𝗿𝘁 𝗳𝗮𝗶𝗹𝘂𝗿𝗲, 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿 𝗺𝗲𝘁𝗮𝗯𝗼𝗹𝗶𝗰 𝗰𝗼𝗻𝗱𝗶𝘁𝗶𝗼𝗻𝘀. Even after accounting for traditional risk factors, the signal held up. It didn’t stop there , lifestyle factors also showed up clearly: 💨 Smokers, poor sleepers, and low-activity individuals tended to have a higher (older) age gap. 🏃♂️ Meanwhile, those who exercised regularly and slept better tended to appear biologically younger. Perhaps most impressively, the model was dynamic. It detected subtle physiological changes like during pregnancy or after cardiac events , suggesting real-time responsiveness to body changes. We’re still early in this space, and it’s not without limitations , self-reported data, specific populations, and no proven causality yet. But this work clearly shows how 𝗱𝗶𝗴𝗶𝘁𝗮𝗹 𝗯𝗶𝗼𝗺𝗮𝗿𝗸𝗲𝗿𝘀 from everyday wearables are becoming powerful tools in predictive health and longevity. The future of health isn’t just about diagnosis , it’s about 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀, 𝗿𝗲𝗮𝗹-𝘁𝗶𝗺𝗲 𝗶𝗻𝘀𝗶𝗴𝗵𝘁 into how your body is truly aging. 🔗 Source: Nature Communications – “A wearable-based aging clock associates with disease and behavior” https://lnkd.in/eFW_739q #DigitalHealth #WearableTechnology #Longevity #Innovation #HealthTech #AIinHealthcare

⌚ What if the most powerful performance tool at work wasn’t a new app—but the watch on your wrist? I still remember when wearables were just about counting steps. 10,000 steps. Close your rings. Burn calories. Simple. But today? They’re evolving into something much bigger. Wearables now track: 🔹 Stress levels 🔹 Sleep quality 🔹 Heart rate variability 🔹 Recovery patterns 🔹 Early signs of fatigue or burnout And this is where things get interesting—especially in the workplace. I’ve seen how performance isn’t just about time management. It’s about energy management. When companies use aggregated and anonymized wearable data responsibly, they can: ✔ Design smarter wellness programs ✔ Identify patterns that lead to burnout ✔ Reduce sick days ✔ Improve overall team performance For individuals, it’s like having a micro-coach on your wrist. A gentle reminder to breathe. To stand up. To recover. To sleep better. And those small nudges? They compound. But let’s be clear: innovation without trust doesn’t work. If wearables enter the workplace, three things are non-negotiable: 1️⃣ Data must be aggregated and anonymized 2️⃣ Participation must be voluntary 3️⃣ Transparency must be total Technology should empower—not monitor. Used ethically, wearables can shift the conversation from “How many hours did you work?” to “How sustainably are you performing?” That’s a powerful change. So I’m curious: would you be open to using a company-provided wearable if it meant better health insights and performance support? Share your thoughts in the comments 👇 And follow me for more insights.

📊 The future of wearables: One device, multiple, diverse measurements Most wearables still measure just one or two similar type of health metrics. Trinity Biotech br’s CGM+ goes further: ✅ Continuous glucose monitoring ✅ Heart activity (ECG-like insights) ✅ Body temperature ✅ Physical activity & motion All in one sleek, modular, AI-native wearable - designed for both clinical precision and consumer lifestyle. This week it was shown their needle-free glucose sensor now delivers 15 days of accurate readings without finger‑stick calibration, marking a major technical breakthrough. This is more than data collection. It’s the start of multi-sensor health intelligence. By integrating glucose, cardiovascular, thermoregulation, and movement data, we get a contextual, real-time map of metabolic health. In my latest book, Epic, I describe how holistic, continuous, and personal measurement is the foundation for truly preventive healthcare and longevity strategies. Devices like CGM+ are exactly the kind of platforms that can deliver this - bridging medical-grade monitoring with everyday health optimisation. The unique combination of measurements isn’t just about tracking - it’s about understanding the interplay of sleep, stress, nutrition, and movement, so we can predict and prevent issues long before they become disease. From chronic disease management to longevity coaching, this is a glimpse of the AI-powered future of self-driven health. Kudos to CEO John Gillard and team. #Longevity #DigitalHealth #Wearables #AIHealth #PrecisionMedicine #diabetes #lifestyle Diabetotech

Are you trying to ensure your key employees don’t jump ship? Many RIA owners struggle with how to reward and retain top talent without giving away actual ownership in the firm. The good news is that there are creative tools available that give employees a sense of participation in the firm’s growth while allowing you to maintain full control. One such tool is the use of profits interests. This structure gives employees the ability to participate in the future upside of the business without handing over any current equity value or management rights. In practice, it means they only share in growth from the point of the grant forward, which makes it a flexible and appealing way to reward loyalty and long-term performance while keeping ownership clean. Another approach that has become popular is phantom equity. Phantom equity mirrors the economics of actual equity but does not make the employee a legal owner. Instead, it promises cash payments tied to the value of the firm or its revenues at some future date. Employees feel like owners because their financial rewards rise as the firm grows, but you avoid the complications of actually issuing units or stock. Also, some firms turn to bonus compensation triggered by a change of control. This means that if the RIA is ever sold, certain employees are rewarded with a cash payout tied to the sale proceeds. For employees, it creates a clear incentive to stay engaged and help drive growth leading up to a potential transaction. For owners, it creates a retention hook that keeps the team committed until the moment the firm’s value is realized. These structures not only align employee incentives with the success of the firm, they also create a culture where key people feel they are truly invested in the future. The important part is getting the design right so that the plan motivates your team, protects the firm, and is tax efficient for everyone involved. We help RIAs structure these kinds of programs. If you are looking for a way to reward loyalty, retain top performers, and strengthen the long-term stability of your firm, now is the time to explore these options. Let’s talk about how to tailor an incentive plan that works for your business and secures the future of your most valuable asset—your people.

A pharmaceutical client ran their annual incentive programme to Switzerland for three consecutive years. Same qualifying structure, same sales team, roughly the same number of qualifiers each year. After year one, their internal survey showed 82% of qualifiers said the trip "met or exceeded expectations." Solid, but that's a satisfaction score, not a business outcome. After year three, their HR team ran a different analysis. They looked at voluntary attrition among programme qualifiers versus non-qualifiers over the three-year period. Qualifiers had a turnover rate of 4%. Non-qualifiers in the same roles sat at 19%. The programme hadn't just rewarded performance. It had quietly become the single most effective retention tool in their sales division. More effective than the compensation reviews. More effective than the promotion cycle. Their VP of Sales told me that when they modelled the cost of replacing the people they'd have lost without the programme, the incentive trip was paying for itself roughly three times over. I don't share this to sell Switzerland. I share it because most incentive planners are still justifying their programmes with satisfaction surveys when the real data is sitting in their HR system. If your finance team is asking whether the programme is worth it, the answer probably isn't in the participant feedback forms.

🔥 Rethinking Channel Partner Incentives for 2024! 🚀 As an industry leader in channel strategy and transformation, I’ve witnessed firsthand how the landscape of channel incentivization is evolving rapidly. With rising competition and a shift towards a digital-first approach, traditional cash rewards are no longer enough to keep partners engaged. Here are some of the strategies that are resonating and driving real impact: Experiential Rewards Over Cash Bonuses 🌍💥: Incentives like international trips, exclusive events, or unique experiences (think Queenstown, New Zealand!) are making a significant impact. It’s no longer just about monetary rewards; it’s about creating unforgettable experiences that deepen emotional connections with the brand. Real-Time Digital Rewards Through Apps 📲: Leveraging CRM and loyalty apps, many companies are now offering instant, real-time rewards. Channel partners can earn points for hitting milestones and redeem them instantly for products, gift cards, or special perks. This gamified approach boosts engagement and accelerates sales. Recognition and Social Validation 🏅: Channel partners today value recognition as much as they do rewards. Publicly celebrating top performers on social media, featuring them in brand stories, or awarding them exclusive titles creates a sense of prestige and drives a stronger sense of loyalty. Tiered Incentive Structures 🏆: Building tiered programs with escalating benefits (e.g., Bronze, Silver, Gold) motivates partners to strive for the next level of recognition and perks. This healthy competition fuels performance and fosters deeper commitment. Sustainability-Focused Incentives 🌱: As sustainability becomes a core focus, aligning incentives with eco-friendly initiatives (like reducing carbon footprints) is gaining traction. It’s a way to show that we care about both business growth and the environment, creating a win-win for everyone. Partnerships Beyond Sales 🤝: It’s time to look beyond pure sales metrics. Companies are now rewarding partners for collaboration, customer feedback, and brand advocacy. Building a culture of shared success strengthens relationships and sets the stage for long-term loyalty. My Take: Having implemented these strategies, I’ve seen how they not only drive engagement but also transform channel relationships into true partnerships. The key is to make your incentives meaningful, memorable, and aligned with the values of your channel partners. It’s about creating a shared journey towards success. 💬 What strategies have you seen working in your industry? Let’s discuss and learn from each other’s experiences! 👇 #ChannelIncentives #SalesStrategy #CustomerEngagement #LeadershipInsights #Partnerships #Transformation