Business Infographics on LinkedIn: The Quiet Success Credits to Victoria Repa, follow her for more valuable… (2024)

The Quiet SuccessOriginal Content Creator: Victoria Repa (give her a follow)-----97% of managers don't know how to use the power of introverts.♻️Steal this valuable cheat sheet on how to highlight, motivate, and support quiet people to achieve incredible results.I'm an introvert too.And I know the struggles:↳ not being the loudest because I'm the quiet one,↳ having few connections because I value deep relationships,↳ feeling drained when my social battery is low,↳ facing prejudice like "introverts can't be successful CEOs."But successful introverted leaders like Bill Gates, Jeff Bezos, Mark Zuckerberg, and Tim Cook wouldn't agree with that.Introverts are often underestimated.But their contribution is invaluablewhen they are finally noticed.________________Original Content Creator: Victoria Repa (give her a follow)

92

13 Comments

I’ll be honest, it felt weird to record myself.But I’m glad I did, because Scott Rempe asked me a question that made me think about the work I do.He asked, in essence, who my ideal client was. My answer: People with important sh*t to say.People whose ideas, experiences and stories can help people.Or make a difference in the lives of their customers, employees, or partners.Or build relationships. And trust.Especially business leaders – CEOs, senior executives, entrepreneurs – who may not know the best ways to tell their stories, or have the time to do it.But here’s the thing.We all have important sh*t to say.We might not be saving the world (or maybe we are). But what’s inside us has value to others.Maybe someone we’ll never meet will be inspired, motivated, or encouraged by your stories.Maybe our stories will be worth money.So tell your stories. Share your experiences.If you need help, I know a guy.

14

3 Comments

The Day I Learned to Let Go…..
As a Leader, CEO and solopreneur, I was the epitome of the phrase 'wearing multiple hats.' My belief was unwavering: "If I don't manage every aspect, it won't succeed," and "Nobody can do it quite like I do." Sounds Familiar 😏I was caught in a cycle of endless tasks, decision-making fatigue, and the belief that control was synonymous with success.I was on the brink of burnout when a mentor said to me that 💡delegating isn't losing control; it’s empowering. It’s not about relinquishing duties but about expanding your capabilities through others. 
Then, one evening, I stumbled upon a gem 📕on Amazon. Its message was simple yet profound: True success hinges on finding the right "Who", not obsessing over the "How." It struck me – I was so fixated on how tasks should be done that I overlooked the importance of who could do them, and who could do them perhaps even better than me.🤔The right person could not only uphold my vision but also propel us to heights I alone couldn't reach.
Reflecting back on this experience led me to develop something even more valuable: ✨Our One Day Team & Operations Business Intensive.✨Tailored for leaders grappling with delegation and building a winning team, this intensive is a deep dive into identifying and training the right person – the pivotal hire to elevate you and your business.
Now, I want to turn the spotlight on you, fellow CEOs with teams and solopreneurs. 😳Are you caught in the cycle of 'doing it all'? 😳Do you feel burdened with making decisions and answering questions every minute?Join us for our ✨One Day Business Intensive ✨and discover the power of designing the right team and strategic delegation, and watch you, your team and business reach new horizons. Who is ready to identify and find their "Who"? 👋🏽Comment below ⬇️ with your biggest delegation challenge, and let's embark on this journey of transformation together. Message me the word “VIP” to grab your spot.#femalefounders #nursesonlinkedin #womeninbusiness#blackexcellence #operationalexcellence #businessdevelopment

5

Work is bullsh*t. Alicia McKay's post this morning about things that are bullsh*t about work has inspired me to write my own off the cuff. 1. Being ambitious In the corporate world, those who put in the effort and go the extra mile will be eloquently sideswiped for the social-climbing sycophant. 2. Failure to plan is a plan to failParalysis by analysis is a real thing. It's the ultimate benefit of dictatorships; decisions are made quickly and this drives progress quicker than a democracy. 3. Too many leadersSimilar to point 2, too many cooks spoil the broth. As much as we all want to post on LinkedIn about how horizontal our micro business is; someone needs to be the unequivocal boss. Although a shorter version, I hope my rigorous candour can match the likes of Alicia McKay 👊

16

6 Comments

Sometimes the smallest things make the biggest impact. I worked at a company once that had the most amazing practice around encouraging staff to send welcome emails to new employees. When I was able to access my new company email on Day 1, instead of logging into an empty state, I had a dozen welcome emails from coworkers I hadn't met yet. They were all simple messages, but meaningful and warm. They made me feel like I wasn't diving into a new company all alone, and gave me a sense of the collaborative, community-centric culture. Sometimes encouraging small acts can make a huge difference. I highly recommend this practice for any company, especially those that are hiring remotely! #leadership #entrepreneurship

12

Right, starting today, we are going to live anew!One morning, a leader gathered everyone together at once, and declared a fresh start.Here are a few possibilities:• Company Turnaround: If the company has been facing major challenges and needs a significant course correction, a leader might use such a rallying statement to inspire a new direction and motivate employees.• Merger or Acquisition: When two companies merge, a leader might use this phrase to unify the teams and emphasize a new chapter for the combined entity.• Crisis Response: Following a major public relations disaster or unforeseen event, a leader might use this language to signal a commitment to learn, improve, and move forward.Even though the listed scenarios above might feel somewhat like “not necessarily good news”…… as I am writing this - I am picturing how Rachel from F•R•I•E•N•D•S walks into the Central Park coffee shop and breaks the news about her quitting her waiter job and starting at Ralph Lauren (or similar!). The point is this: change can also be extremely positive.However, why do we fear change at work and in our business so much?The effectiveness of such a statement depends on the context, on the company’s day-to-day operations.Why am I bringing this up?Because that type of “one morning” in a company’s life is inevitable.Even though it can come as a surprise, there are steps that can be taken already today to ensure that your organization is open, flexible, and has strong roots to withstand whatever winds come next.• Sincerity: As a leader, our past actions and the overall company culture will influence how employees interpret the message. A genuine commitment to change is crucial. So better start today.• Specificity: “Living anew” is a strong statement, and it needs to be followed by concrete actions to be truly impactful.Challenge the status quo, ask what can be done differently, change roles, pause, change the ‘how’, and more.How are you training your ‘strategic thinking’ muscle in your company?Dina

2

Right, starting today, we are going to live anew!One morning, a leader gathered everyone together at once, and declared a fresh start.Here are a few possibilities:• Company Turnaround: If the company has been facing major challenges and needs a significant course correction, a leader might use such a rallying statement to inspire a new direction and motivate employees.• Merger or Acquisition: When two companies merge, a leader might use this phrase to unify the teams and emphasize a new chapter for the combined entity.• Crisis Response: Following a major public relations disaster or unforeseen event, a leader might use this language to signal a commitment to learn, improve, and move forward.Even though the listed scenarios above might feel somewhat like “not necessarily good news”…… as I am writing this - I am picturing how Rachel from F•R•I•E•N•D•S walks into the Central Park coffee shop and breaks the news about her quitting her waiter job and starting at Ralph Lauren (or similar!). The point is this: change can also be extremely positive.However, why do we fear change at work and in our business so much?The effectiveness of such a statement depends on the context, on the company’s day-to-day operations.Why am I bringing this up?Because that type of “one morning” in a company’s life is inevitable.Even though it can come as a surprise, there are steps that can be taken already today to ensure that your organization is open, flexible, and has strong roots to withstand whatever winds come next.• Sincerity: As a leader, our past actions and the overall company culture will influence how employees interpret the message. A genuine commitment to change is crucial. So better start today.• Specificity: “Living anew” is a strong statement, and it needs to be followed by concrete actions to be truly impactful.Challenge the status quo, ask what can be done differently, change roles, pause, change the ‘how’, and more.How are you training your ‘strategic thinking’ muscle in your company?Dina

I’m delighted to be offering a new service!On the advice of my trusted sources, I’m reaching out to “canceled leaders,” an audience that has a serious purpose problem.My intention is to guide them to a new, more purposeful path, as well as helping them to integrate any trauma from their cancellation.This will give them both a new path and a new narrative they can use to reenter public life and leadership.Here’s the new website that explains this service:https://canceledleader.comSome of the folks who gave me feedback on an earlier version of the site were confused by the term “canceled,” particularly people who lived outside the US.Here’s the definition I’m using, courtesy of Wikipedia:“A cultural phenomenon in which some who are deemed to have acted or spoken in an unacceptable manner are ostracized, boycotted, or shunned. This shunning may extend to social or professional circles – whether on social media or in person.”This is commonly understood to be a habit of the political left, but it’s also happening on the far right.Regardless, the issue in this case is leaders (particularly business leaders) who have lost (or are in the process of losing) their position and reputation because of their speech or actions.The recent resignation of the president of Harvard after her Congressional testimony is a great example, as is the former CEO of Uber, who was removed because it was judged by the board that he had created a company culture hostile to women.I’m excited about this new audience and new service!If you know any canceled leaders, please let me know.(I pay referral fees.)Wish me luck with my latest purposeful venture!

16

2 Comments

Yesterday I had a founder of a big company tell me "We already invested in people development and it didn't work."😅I asked what they had tried that didn't work? They told me " 1 workshop and a half day training session for leaders"What didn't work about it?"Well nobody actually used what they learned" 🤷♀️Besides the above, their team had never been given a development budget or access to any kind of mentoring or coaching in groups or 1:1.In fact, this person ACTUALLY told me that they would rather spend on agencies for better branding....... vs improving their work force.It's BONKERS.But I see and hear about it all the time.When founders run out of budget... instead of knuckling down and supporting their people...They lay them off.They ignore pleas for help and training and mentorship.They put inexperienced ppl in big roles and cross their fingers.This needs to stop This is a bias...That personal development is not beneficial.That they just need more marketing or more sales to grow.Founders, PLEASE stop kidding yourselves.Oh and don't get me started on the soft vs hard skills argument...(we went in to depth in Thrive Circle on that one yesterday!)Your leaders and senior management are DYING for support.And it's your duty to give it to them.Invest in them, and you'll grow your business way more sustainably.Who else agrees?P.S Tag a founder who DOES believe in supporting their people first ⤵️

40

23 Comments

When we have regret, it is fine. If we get stuck in regret, major problem. Another super power I have seen in effective founders - quickly moving from regret to action. It's a myth that successful leaders do not have regrets. Everyone does, they are human too.We all have regrets, missed opportunity, effort that was not enough, not prioritising, not planning something, not anticipating, not seeing something obvious, being too confident - all that makes sense in hindsight.And it is not easy to move out of this feeling. The stronger the desire for something, the stronger the regret. Just snap out of it does not work, usually. Founders have this incessant enthusiasm and have lot of wheels turning in their head. There are new things to do, optimising certain things, some amazing ideas, initiatives. And out of that some become recurring thoughts and there is a desire to execute these ideas. Then again some go into back burner, as the time goes in the existing tasks. New tasks always have an inherent barrier to start. When regret kicks in having missed executing something, it is natural to sulk. But effective founders quickly spring to action. The opportunity missed becomes a catalyst and makes them prioritise the activity. Now the focus completely moves from sulking to execution, which they enjoy.Snapping out is difficult but use regret to look ahead. It can give you the thrust to jump the barrier and create that opportunity again. We are not machines, at the same time we don't have to give in to these negative emotions. Feeling regret, start executing. #effectiveleadership #founders

5