Describe the executive and their goals; Juma returns a LinkedIn thought leadership strategy with topic pillars, cadence, and monthly posts.
Share the executive's role, company, and what territory they want to own on LinkedIn. Juma researches who already leads the LinkedIn thought leadership conversation in the industry, identifies the gaps, and returns a full plan with positioning, topic pillars, a posting cadence, and the first month of posts written to match the executive's voice.
Before building a plan, map who already owns the conversation. This step surfaces the most visible thought leaders in any industry: what they post about, how often, what earns engagement, and where the gaps are that the executive can claim as their own territory.
With positioning and pillars confirmed, generate 8–12 publish-ready posts rotating across the topic pillars. Each post includes full copy, a hook, hashtags, and posting notes, formatted to match the executive's voice and ready to schedule.
Adapt the executive's thought leadership themes for other team members to share from their own profiles. Different voices, complementary angles, broader reach. The posts stay aligned with the strategy but shift tone to fit individual contributors.
After a quarter of posting, the team has data on what performed. This step reviews the results and adjusts the strategy: doubling down on strong pillars, replacing underperformers, and refreshing the posting cadence for the next quarter.
Teams build one Juma Project per client and add context over time. Every flow the team runs for that client pulls from the same project. If a project already exists, adding the executive's voice and positioning means each new quarter's thought leadership plan builds on what came before.
Add a short description to each knowledge item in the project's info field so Juma knows what each file contains and when to use it. For example:
This Flow replaces several days of manual work with a single run. Building a thought leadership plan manually spans competitive research, positioning strategy, pillar development, post writing, and cadence planning - each a separate work session. Juma compresses all of it into one output, so a team can go from brief to a publish-ready first month in under an hour.
For agencies managing multiple executive programs, the time saving multiplies. Each quarter's refresh takes a fraction of the original time because the voice reference and positioning document already exist in the client project. New batches start from an established foundation rather than repeating discovery work from scratch. The team reviews and schedules rather than writing from a blank brief - a fundamentally different workflow that compounds value as the program matures.
The positioning strategy identifies the specific territory the executive claims on LinkedIn, based on their experience, gaps in the current industry conversation, and what other visible voices are not covering. The output names what the executive posts about, what they avoid, and how they differ from the two or three adjacent voices in the same space.
That distinction matters because generic positioning produces generic content, and generic content earns low engagement over time. The strategy also identifies what not to claim: topics that already carry identical takes from every other VP in the space weaken a program's distinctiveness. Knowing what to avoid is as useful as knowing what to own. The positioning document travels with the plan so every topic decision in future quarters connects back to a defined strategic foundation rather than drifting based on what feels topical that week.
Yes. The positioning strategy and topic pillars work the same way regardless of the executive's posting history. The research that shapes those outputs comes from the industry landscape, the competitive conversation, and the business objectives the team provides - not from the executive's own LinkedIn activity.
The voice reference document takes a different approach when no existing posts are available. Juma builds it from the role description, communication style notes, and any examples the team provides in the prompt. Adding writing samples such as internal memos, recorded presentations, or interview transcripts gives the Flow enough material to define a consistent voice. The team can also name two or three thought leaders the executive admires to calibrate format choices, post length, and tone without requiring original content from the executive. The result is a voice reference that gives writers a clear direction from day one.
