The material was pretty enlightening actually, I believe it helps more than just building a better conversation structure with a founder, i recognize some of these methods from a book I read on how to make friends and influence people.
For me there was a time I had to push back at the founder because of the way he was dealing with some of the team members that have been slacking, he became more strict with his comments but I didn't know exactly how to put it to him until it was too late, he fired them a week later. If I had spoken to him and tried to get him to use better word structure, maybe we would've been able to keep those members and have them put in more effort.
I immediately realized what my hesitation had cost and I structured a bunch of comments that hit hard but didn't come out offensive, the new team members now relate better with the founder with their overall participation at a decent level.
When it comes to red flags, I don't get into that many projects so I don't have a red flag to talk about. I could say a bit about a team member (moderator) he isn't that active anymore, I later came to understand it was because of school and a few financial issues, I'm angry but still trying to manage the situation to see if it could improve since I can relate to his current predicament, but i am not removing the firing option away from the table just yet, I guess that's what my tired mode will look like ( I won't be leaving, he will 😂).
For more context, I am the community lead plus I have a good rapport with the founder, and this is the project I'm emotionally invested in the most, so I no longer ignore red flags, I call them out.