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repurposing Substack posts into multiple NOTES

I entered several Substack posts and then requested Spiral to pull out 10, 3 to 4 sentence long Notes, but it responded “request conflicts with long form, so may not work as required…” (paraphrasing). I need Substack Notes more than I need anything else. How do I achieve this without giving Spiral the long-form post that the Notes will be pulled from?? ariane@arianegoodwin.com Thank you!!

Ariane Goodwin 9 days ago

💡 Feature Request

Medium to LinkedIn Article abbreviation

Medium articles are typically about 2,000 words and LinkedIn articles are optimized about 1,000 words. If you can confirm this is correct, I’d like to see a spiral for taking this long form content of Medium, reducing it to a LinkedIn article, then a LinkedIn post. It would also be helpful if long form content could be abbreviated into an X thread and then a series of posts. Lastly, it would also be useful to take long form content and convert to a carousel for Instagram. These might be three different spirals all with the same theme of repurposing long form content into other platforms.

Jeff Anderson 13 days ago

🌀 Request a Public Spiral

Productores de la parroquia Santa Lucía, del Municipio Barinas, participaron en reunión con la empresa Venempaques, con el objetivo de formar parte de un programa de financiamiento para la producción de cachamas. La actividad contó con la presencia del presidente de la Asociación de Ganaderos de la parroquia Santa Lucía, (Asogaslu), Franklin Rivas; y el presidente de la Asociación de Productores Rurales del estado Barinas (Asobarinas), José Antonio Espinoza, así como el representante de Venempaques, también socio de Aproaca y de Asobarinas, Carlos Arellano. Venempaques está fabricando alimentos para cachamas para lo cual se suscribió un convenio con Asogaslu, Asobarinas para apoyar a los productores piscícolas. En este oportunidad, 15 de ellos, con alcance para 100 lagunas, para la producción de 50 mil alevines. Este programa se extenderá también a la Asociación de Ganaderos del Municipio Zamora (Agroza) quienes están interesados en formar parte de este proyecto.

Briceida Morales 19 days ago

🌀 Request a Public Spiral

Completed

Account Help?

Hello - I’m logged into my every account but not getting Spiral access. I bought Every pro and still have access to Lex Pro but lost my Spiral Pro access. It may have to do with the fact I bought my Every pro access as part of the “writing with AI course” that I then refunded. I still planned on using the Every Pro account, so would love to figure out how to use Spiral. Thanks!

Jarrett Catlin 23 days ago

🪲 Bug Report

Not a bug

I did not know where to contact you. I am looking for some help just using Spiral. Do you have training somewhere? I can’t find any in Youtube either. Almost daily I use different LLM’s to run the same commands on different input. Each have different outputs that I use. I thought that Spiarl would be perfect, but I can’t figure out how to do it. :)

Gabriel Cersonsky 26 days ago

🪲 Bug Report

When CEOs Cringe at 'Culture' (And Why They're Right, Sometimes)

Turn this into a Forbes article Recently, I sat down with a CEO whose company was experiencing its fourth leadership change in three years. Despite leading 1,500 employees, they still called themselves a "startup" —maybe they've been holding onto that label a bit too long (!) Even through Zoom, I could feel the weight of pressure he was feeling, determined not to make the same mistake his predecessors made. We were discussing their upcoming executive offsite, and what unfolded was a familiar story. Quarterly strategic changes had become routine, AI adoption lagged, and their mission statement read like SEO copy rather than a rallying cry. When I broached the topic of culture, the CEO's face became red as he deflected, "We need to stop the bleeding with strategy first," rattling off company values as if reciting them made everything okay. The data told a different story 20% of high performers had left in the last six months Decision-making had devolved into consensus paralysis, with routine decisions taking months to finalize Departments operated in silos, leading to missed quarterly objectives and failed cross-functional initiatives Average tenure was under a year, meaning most employees weren't staying long enough to see a single strategy through Every metric concerning the CEO – from attrition to operational efficiency – pointed to cultural issues. Yet I understood his reluctance to talk about "culture." Over 70 years of organizational development have stripped this word of meaning, reducing it to ping-pong tables and happy hours rather than a strategic lever for success. It was one of the primary reasons I wrote my book, ReCulturing. As a career-long HR professional, I've watched our industry create barriers through language that disconnects from strategy and dilutes real organizational leverage. Here are three other examples where our vocabulary has become our own worst enemy: Retention: The Word That Traps Us You see it in most annual HR strategies: Attract, develop, and retain employees. When did we start talking about "retaining" people as if they were objects to be held onto? The very word suggests containment, control, and a one-sided power dynamic that doesn't reflect reality. Employees choose to stay, grow, and contribute—or they leave. By focusing on "retention metrics," we've reduced rich, complex relationships to numbers on a dashboard. Instead of asking, "How do we retain people?" we should be asking, "How do we create an environment where people can both contribute and develop effectively? We're Like a Family: Good Intentions Meet Bad Metaphors No workplace is a family. Families are unconditional, but workplaces have performance expectations and turnover. This cliché often serves as a red flag, hinting at blurred boundaries between work and personal life or expectations of intense loyalty without proper compensation. Instead of invoking family ties, let's talk about what we actually mean: building supportive environments through peer mentorship, measuring team collaboration, and creating clear paths for growth. These are tangible, measurable aspects of a healthy workplace that don't require emotional manipulation. DEI: Acronyms Can Obscure Action (***yes, I am going there) Since the 1960s, and especially since 2020, we've wrapped workplace fairness and representation in increasingly complex terminology. Organizations like SHRM stripped "equity" from their vocabulary last year, and due to political pressure, many other organizations recently took all three letters out of any strategy playbook. We are seeing how fragile acronym-based approaches can be and how these programs are much more than the letters they represent. As Joelle Emerson, CEO of Paradigm, puts it: "We all know that building representative teams, fair practices that level the playing field, and inclusive cultures isn't just the right thing to do; it's core to running a successful, future-ready company." The solution isn't new buzzwords or frameworks. It's about getting back to fundamentals: measuring what matters and taking meaningful action. When we strip away the jargon, we can finally have the conversations that drive real change. Getting to What Matters In our follow-up meeting, the CEO and I discussed "culture" without even using that word. Instead, we focused on what actually mattered: What behaviors drive success in his organization? What metrics show real progress? What outcomes signal that the right changes are taking hold? Before gathering his executive team, we're doing the work that matters: clarifying the specific behaviors he wants to see more of, the metrics that will measure genuine progress, and the outcomes that will show real change. When we focus on observable behaviors and measurable results, the jargon naturally falls away, and real change begins. ***This is such a sensitive, complex, and layered topic right now. The issues we’re experiencing and seeing now with DEI obviously extend beyond the acronym and the individual words behind it. I have written at least five different drafts about what I have experienced throughout my career with DEI, what I see happening today, and how we might come together to still address it, layer by layer. I will continue to work through my thoughts and hopefully have the courage to share more of them with you in an upcoming post. In the meantime, I’d love to hear your perspectives on this topic specifically, and any other comments you have about language and the workplace.

Melissa Daimler 28 days ago

🌀 Request a Public Spiral

Onboarding flow

The onboarding flow was very troublesome to get through and just confused me a lot more on the whole product. It seems like it's just for content creators based on the use case presented, when a lot of what I've seen you and the team talk about on Twitter is more focused on a wide range of tasks. I wasn't really ready to upload my own personal writing examples before I even understood what the product was. And then it had me analyze some random podcast episode by some tech bro. I'm just super confused now. I thought I understood it based on following recent feature announcements on Twitter, but now I don't know. Or if I really trust this whole thing.

null null About 1 month ago

💡 Feature Request