Google

Leading Chrome's global engineering teams focused on activating the best of quality web applications through developers at scale. Our teams work on reducing the friction to test, debug and optimize web applications in the developer's preferred web technology and tooling stack. Portfolio includes products reaching 40M developers serving a Chrome audience of 3B+ users.

My AI specific projects have included: Contributing to Gemini model improvements for coding, Gemini (AI Assistance) in Chrome DevTools across 5 different product launches and Gemini rollouts across multiple developer surfaces in Google Labs.

Head of Chrome Developer Experience

Engineering manager leading organisations working on making Chrome & the web fast. My work involves leading some of our projects to help how quickly Chrome loads pages, shaping APIs, and defining best practices to help large sites deliver great user experiences.

Head of Chrome Developer Insights

Technical Lead and manager for a team in Chrome focused on improving speed and user-experience on the web. Our teams focus on a combination of standards, tooling and library projects for reducing the friction for building success on the web.

Head of Web Developer Ecosystem

O'Reilly

Author of multiple #1 best-sellers including “Leading Effective Engineering Teams” and “JavaScript Design Patterns”

Author

AddyOsmani.com

Between my Medium channel and personal site, the canonical technical articles I author have been viewed more than 17M times in the last few years. I focus on taking complex topics related to Web Performance or the Web Platform and try to distill them down to the core piece of insight that might help others.

Owner and Author

jQuery Project

jQuery team (Bug Triage Team, API Docs Team, Core)

Senior Software Engineer (JavaScript)

Shortsale Engineering

Senior Software Engineer (Web Development, JavaScript)

Empora Group GmbH

Senior Web Developer, primarily responsible for the development of web applications using JavaScript, ActionScript/Flash for widgets and PHP + SSR frameworks for the backend.

Senior Web Developer (JavaScript)

Consultancy and in-house lead roles

This section will detail my previous experience once I get some more free time to update. Covers consultancy across large-scale developers projects requiring JavaScript, PHP, .NET and other front and back-end technologies. For complete details, please request a copy of my resume.

Senior Software Engineer

Addy Osmani is an engineering leader working on Google Chrome. He is the Head of Developer Experience focused on making the web delightful and low-friction for developers to build on. Follow for motivation, productivity and engineering.

Addy Osmani

"21 Lessons from 14 Years at Google"

You can read the full list of 21 lessons here: https://lnkd.in/gvKkjYBi ✍ 

When I joined Google ~14 years ago, I thought the job was about writing great code. I was partly right. But the longer I've stayed, the more I've realized that the engineers who thrive aren’t necessarily the best programmers - they're the ones who’ve figured out how to navigate everything around the code: the people, the alignment, and the ambiguity.

Here are the first 7 lessons from the article:

1. The best engineers are obsessed with solving user problems. It's seductive to fall in love with a technology and go looking for places to apply it. But the engineers who create the most value work backwards: they obsess over understanding the user problem and let solutions emerge from that.

2. Being right is cheap. Getting to right together is the real work. You can win every technical argument and lose the project. The skill isn't being right; it's entering discussions to align on the problem and creating space for others. Strong opinions, weakly held.

3. Bias towards action. Ship. You can edit a bad page, but you can't edit a blank one. The perfect solution rarely emerges from thought alone - it emerges from contact with reality. Momentum creates clarity. Analysis paralysis creates nothing.

4. Clarity is seniority. Cleverness is overhead. Software engineering is what happens when you add time and other programmers. Your code is a strategy memo to strangers who will maintain it at 2am during an outage. Optimize for their comprehension, not your elegance.

5. Novelty is a loan you repay in outages and hiring. Treat your technology choices like you have a small "innovation token" budget. Spend one each time you adopt something non-standard. You can’t afford many. Boring technology has known failure modes; novelty has unknown ones.

6. Your code doesn’t advocate for you. People do. If no one can articulate your impact when you're not in the room, your impact is effectively optional. This isn’t about self-promotion; it's about making the value chain legible to everyone.

7. The best code is the code you never had to write. We celebrate creation, but deletion often improves a system more than addition. Every line you don't write is a line you never have to debug. Before you build, exhaust the question: "What would happen if we just… didn't?"

Read the remaining 14 lessons in the full post :)

#programming #softwareengineering #lifeatgoogle

Director, Google Cloud AI. Best-selling Author. Speaker. AI, DX, UX. I want to see you win.

"Gemini 3 can generate 3D scenes with three.js where you can literally move particles with your hands"

This is a fun prompt you can try in AI Studio, Vertex AI Studio or your favorite vibe-coding tool. 

Prompt:

"Create a real-time interactive 3D particle system with Three.js.

Requirements:

1. Control the scaling and expansion of the particle group by detecting the tension and closing of both hands through the camera.

2. Provide panels that can choose hearts/flowers/saturn/Buddha statues/fireworks and other templates

3. Support the colour selector to adjust the particle colour

4. Particles need to respond to gesture changes in real time. The interface is simple and modern.

5. The interface is simple and modern"

Some optional additions you can play with include "make the object rotate when I swipe" or "make this look even better"

h/t EHuanglu on Twitter

#ai #programming #softwareengineering

New in Chrome DevTools! Debug an app's full performance trace with Gemini! 

The DevTools Performance panel just got a major upgrade with a deeper integration of Gemini! Now you can analyze performance issues faster and more holistically than ever before.

After recording a trace, you can now chat with Gemini about the entire trace, related Performance insights, and even connected field data - all without needing to select specific context beforehand!

Get a full-picture analysis of your page's performance and identify potential bottlenecks: Let Gemini highlight areas of concern before you manually dive into the details.

Once Gemini helps you spot a potential problem, the workflow is smooth:

1. Refine your focus: Easily select a more specific context item - like a single trace event, a specific Flame Chart block, or a Performance insight.

2. Continue the same chat: Keep the conversation going! Gemini will adjust its advice and analysis based on the new, narrow focus, helping you get to the root cause faster.

The power of Gemini is now available for all insights in the Performance > Insights tab. If you see an insight, you can instantly ask Gemini about it for deeper context, explanations, and potential fixes.

This new workflow is designed to help you move from a broad performance overview to a targeted deep dive without ever breaking your flow. Give it a try on your next performance recording!

#ai #programming #softwareengineering

Engineering Leader, Google Chrome. Best-selling Author. Speaker. AI, DX, UX. I want to see you win.

Excited to share my new YouTube series on Software Engineering Effectiveness!

Watch it for free now: https://lnkd.in/gDJVHVgU 

"What separates a good engineer from a truly great one? The secret lies in one powerful word: effectiveness"

I had a fantastic time working with Google for Developers this summer on a brand new show all about Software Engineering Effectiveness at all levels. The first episode is out now and we had so much fun working on it. Subscribe if you would like to be notified of new episodes! :)

It takes a village to pull of such well produced shows like this and I'd like you join me in giving a big shout out to Marcela Villegas Castañón, Caio Avelar, Ella Dobson, Rafael Guetta, M.E. Francis and many others that made this possible!

We hope you find the new series helpful!

#programming #softwareengineering #lifeatgoogle

"How to become an effective senior software engineer" - The T-Shape

My latest free video: https://lnkd.in/gVAAkMzp

As engineers, we often obsess over learning everything. But the most impactful senior engineers I know follow a specific model: The T-Shaped Engineer.

Here is the breakdown:

⬇️ The Vertical Bar (Depth): This is your superpower. It’s that one specific area where you are the undeniable expert. Maybe it’s the billing system, the intricacies of the rendering pipeline or infrastructure. When the team is stuck on this, they look at you.

➡️ The Horizontal Bar (Breadth): This is your context. You don't need to be an expert in everything, but you have working knowledge across the stack. You understand how the database, design system, and CI/CD pipeline connect to your work.

Why does this matter?

Junior engineers often try to widen the horizontal bar too fast without ever digging deep. Senior excellence requires that vertical anchor - that deep expertise that creates trust and reliability.

I hope you're enjoying the "Effective Software Engineer" series so far! It's been great working with Google for Developers on it!

#programming #softwareengineering #lifeatgoogle

Introducing Chrome's new Split View: put two pages side-by-side in one window!

Excited to see this ship! Google Chrome's new Split View feature lets you put two webpages side-by-side in one window.

It can be easily activated by right-clicking a tab and selecting "Add tab to new split view," dragging tabs to window edges, or using the new drag-and-drop link feature, with options to adjust size and close views, making research and multitasking easier. 

I've been enjoying seeing this built and iterated on and it's such a big time saver for productivity workflows. We hope you find it helpful.

#programming #softwareengineering #lifeatgoogle

Announcing the Gemini Live API is now Generally Available! Here's my JARVIS demo.

For years, building voice agents meant dealing with the "awkward pause" - stitching together speech-to-text models, LLMs, and text-to-speech into a high-latency pipeline.

We are changing that architecture today with the Gemini Live API now GA on Vertex. Powered by the Gemini 2.5 Flash Native Audio model, developers can now build agents that process raw audio, text, and video in real-time over a single WebSocket connection.

I built a simple JARVIS in just 10 minutes using the API on Vertex. It uses Search grounding, Nano Banana Pro and more as you can see in the video.

We've also released a comprehensive (official) Developer's Guide, including a React template and Vanilla JS starter to get you running in minutes. 

📖 Read the Vertex Developer's Guide: https://lnkd.in/gBTbmu7n

🛠️ Get the Code to our official demos (GitHub): https://lnkd.in/gyCwj55E

🤖 Try the Quick Jarvis demo: https://lnkd.in/gCJ5Y7rq

Why is this interesting?

Because the audio is native, we can process tone, cadence, and context instantly. This enables Affective Dialogue. The model has "emotional intelligence" and can detect if you are frustrated, excited, or curious, and adjust its response to match your vibe.

We've also introduced Proactive Audio. This means "barge-in" is smarter than ever. You can interrupt naturally, and the model stops listening and pivots immediately, just like a human would.

But I especially like Robust Tool Use. We are introducing Grounding with Google Search and Functional Calling within the audio stream. This means your agent can pull real-time world knowledge and execute tasks.

And finally, because this is GA, it is enterprise-grade - high availability, multi-region support, and the stability you need to run mission-critical apps.

The Live API with Gemini 2.5 Flash is ready for your production workloads today. It’s fast, it’s grounded, and it’s emotionally aware. I can't wait to see the next generation of conversational agents you build with this.

#ai #programming #softwareengineering #lifeatgoogle

"A free 50-page guide on AI Agents: design patterns, MCP and A2A, context-engineering, multi-agent systems, RAG and more"

At Google we just released a great guide to AI Agents with a clear taxonomy of agent intelligence. It reframes how we should build autonomous systems.

Check where you stand:

❌ Level 0: The core reasoning system. Pure LLM. No tools. Knows history, but can't tell you the weather today.

✅ Level 1: The connected problem solver. "Retrieval." It can use a search tool or query a database (RAG). This is where 90% of enterprise AI lives today.

🚀 Level 2: The strategic problem solver. "Planning." It breaks a mission into steps. It realizes it needs to find a hotel before it can book a car. It performs Context Engineering to manage its own attention.

🤝 Level 3: Collaborative Multi-Agents. "Organization." A Project Manager agent delegates tasks to a Coder agent and a Reviewer agent. They interact via standardized protocols like MCP and Agent2Agent (A2A).

🧬 Level 4: The self-evolving system. "Adaptation." The agent realizes it lacks a tool to solve a problem, so it writes the code for a new tool, tests it, and adds it to its own toolkit.

If you want to move from Level 1 to Level 4, you need to master the Think-Act-Observe loop and implement real Agent Ops (tracing, evaluation, and security).

The full guide covers the architecture for all 4 levels. Highly recommended.

Direct link: https://lnkd.in/gdM9pG2q

#ai #learning #google #lifeatgoogle #programming

Introduction to Agents

"How modern browsers really work" and why it matters 

Read more: https://lnkd.in/gx2sPf_f ✍ 

Modern browsers are some of the most complex pieces of software most of us use every day, yet they are still a bit of a black box for many developers.

I put together a deep dive on how modern browsers work, walking through what actually happens when you type a URL into the address bar and hit enter.

It covers the journey from navigation and networking, through parsing, DOM and CSSOM construction, layout, painting, and compositing, all the way to pixels on screen. Along the way, it also touches on processes, sandboxing, and how modern architectures keep things fast and secure.

Key takeaways

 • Modern browsers are multi-process systems. Each tab, extension, and service runs in a sandboxed process for stability and security.
 • A navigation triggers a full pipeline: networking, HTML parsing, DOM construction, style calculation, layout, paint, and compositing.
 • Rendering is incremental and optimized. Browsers perform work in stages to stay responsive, prioritizing user input and animations.
 • CSS and JavaScript directly influence pipeline cost. Blocked rendering, heavy layouts, and forced synchronous measures cause jank.
 • Compositing is critical. Layers enable the browser to isolate changes and avoid repainting the entire page.
 • Understanding the event loop and task queues helps developers predict responsiveness and avoid long tasks.
 • Performance wins come from working with the rendering pipeline: reduce layout thrash, avoid unnecessary paints, and ship less JS.
 • Shifting mental models from the browser is magic to the browser is a predictable system makes debugging and optimization far clearer.

My goal with this piece is to demystify the browser pipeline so it is easier to reason about performance, jank, memory usage, and how your code maps onto what the browser is actually doing.

If you build for the web, I hope this helps deepen your mental model and gives you a few ideas for what to measure and optimize next.

#programming #softwareengineering #javascript

Treat AI-generated code as a draft. 

It can write the first version, but never outsource the reading. No human review means no reliable trace from behavior back to intent.

When you stop reviewing AI drafts, you stop knowing why the code works at all.

🚀 Introducing Nano Banana Pro! Google's state of the art image generation model 🍌 🍌🍌 ...and 7 mins of demos!

We're excited to launch Nano Banana Pro, a next-generation image generation and editing model built on Gemini 3 Pro. This is a step-change for professional creative workflows and I've really enjoyed using this model lately.

Here is a quick look at what it can do:

- Advanced controls for design workflows: Masked editing, color grading, lighting, and precise aspect ratios, so you can make targeted, pixel level changes.

- Strong prompt understanding: Handles multi layered instructions and intent, so you spend less time iterating on prompts.

- Element preservation: Keeps characters, products, and brand elements consistent across sequences of images and edits.

- Enhanced visual reasoning: Creates rich infographics, diagrams, and UI layouts grounded in Google’s knowledge and your instructions.

- Cleanup and refinement: Powerful tools for retouching and polishing assets so they are ready for decks, campaigns, and production.

- Resolution upscaling: Supports 1K, 2K, and 4K outputs for high fidelity work; in the Gemini app you can generate up to 2K, and in AI Mode in Search up to 1K.

Powered by Gemini 3 Pro’s state-of-the-art reasoning and world knowledge, Nano Banana Pro can follow real-world, highly nuanced instructions. From complex diagrams and multi-step commands to detailed brand and character guidelines, it translates intricate text prompts into accurate, beautiful visuals.

Where you can use it

Across Google products you now have a choice between the original Nano Banana for fast, fun edits and Nano Banana Pro for the most visually sophisticated work.

- Consumers and students: Rolling out globally in the Gemini app when you select "Create images" with the “Thinking” model. 

- Developers and enterprises: Available via the Gemini API and Google AI Studio in paid preview, and integrated into Google Antigravity so teams can build AI first applications and rich UX mockups. Enterprises can also start scaling creation in Vertex AI, and mobile and web developers can call Nano Banana Pro through Firebase AI Logic client SDKs without standing up their own backend.

- Professionals: Image generation in Google Ads is upgrading to Nano Banana Pro to put more advanced creative controls in advertisers’ hands. It is also coming to Workspace customers in Google Slides and Vids to power richer visual storytelling.

- Creatives: Available to Google AI Ultra subscribers in Flow, our AI filmmaking tool, to give filmmakers, creatives, and marketers even finer control over frames and scenes.

Nano Banana Pro is built for anyone who demands precision, consistency, and advanced reasoning from their generative AI tools. Do try it out!

#ai #programming #lifeatgoogle #softwareengineering

Yiorgos Tzirtzilakis

Accenture

Working for PPC Group Digital Strategy and Enterprise Architecture

Lead Enterprise Architect

SILVARE

FlexCar

Flexcar is a flexible car leasing company, with operations in Italy, Greece, Cyprus and Mexico.

• Led the design, the team onboarding, and the development of a custom Vehicle Tracking and Management Solution from scratch, to a fully-fledged solution within 9 months.
• Redesigned the data ingestion of the IoT fleet using AWS Timestream, Kafka, and Sockets resulting in a 75% cost reduction and a 10x increase in data processing capacity nearing 1 billion data points daily.
• Designed and implemented a first-in-market mileage tracking algorithm targeting a benefit of 1.5 million euros.
• Changed the vehicle tracking technology strategy by introducing a new IoT vehicle approach and enabling the OEM data streaming capability to respond to changing conditions. 
• Architected and designed a custom fully fledged loyalty application with web and mobile clients, integrated with customer events from the core CRM system.

Director of Engineering

FREENOW

Beat was the fastest-growing ride hailing and fleet manager in Peru, Chile, Argentina, Colombia and Mexico.

• Created technical roadmap that improved the conversion on the driver registration for 50k drivers over 5 LATAM markets.  
• Championed the use of Machine Learning models in the registration flow to automate manual steps by up to 70% and built a proof of concept. 
• Built and developed a cross-functional team that delivered progressively complex assignments with an accelerating pace.

Engineering Manager (BEAT operations in Latam)

Piraeus Bank

• Part of the top 5% talent implementing agile transformation projects targeting Euro 300 mil revenue increase
• Executed digitization programs from design to delivery for 5 integrated applications with an estimated saving of €1,5 mil
• Coordinated and implemented corporate-wide core application changes in security and product features supporting €5 bn bond spin-offs 
• Orchestrated challenging integration projects within a limited time by leveraging team and network expertise

Manager @Innovation Technology & Systems Architecture

• Accelerated product delivery by ~10% by identifying and resolving bottlenecks, while facilitating roadmap planning, suggesting a better balance of product features, and setting development priorities for a major Cash Transfer Process initiative
• Expediated user actions by 34% by contributing product features and enhancing data visualizations
• Delivered architectural and UX contributions that increased user satisfaction and performance SLIs by 27-83% in major applications

Assistant Manager @Innovation Technology & Systems Architecture

EXUS

• Delivered manual process digitization for the GDPR flow, supported with integrations with internal and external banking systems 
• Championed digitization design for 'Restructuring Business Unit' application supporting complex legal operations for 50 corporate lawyers
• Designed and introduced custom DevOps software that streamlined 21% of BPM deployments 
• Resolved technical challenges and coordinated in premise large cross-functional team with the overseas development team for the 'Confiscations and Seizures' in a 2-years program 
• Delivered application redesign 'Yield of Confiscations'  that improved performance by ~400% and enabled new capabilities for business (delivering multiple times per day instead of once every night)
• Oversaw the implementation of agile transformation projects

Tech Leader & Technical Project Manager @Core Banking Systems of Piraeus Bank 

• Incorporated development process improvements affecting 25 developers and expedited software delivery
• Contributed the first Appian playbook with best practices and conducted 3 training workshops 
• Oversaw the onboarding of new fellow engineers
• Delivered architectural contributions that simplified software and enhanced user experience in legal processes
• Increased projects transparency with a new Analysis and Documentation pack for Appian projects

Tech Leader & Senior Software Engineer @Core Banking Systems of Piraeus Bank

"Dia Heiros"​ Fine Art Contemporary Byzantine Paintings and Murals

"Dia Heiros" is an iconic firm with artwork in preserved monuments and prestigious galleries
• Pioneered the creation of a digital library with assets used in the proposal and execution phase that expedited operations by 35%
• Designed a pigment analysis software that resulted in a 43% increase in paint production productivity
• Deployed a new website and an online campaign that resulted in 20 k visitors per month and a 10% increase in revenue
• Negotiated key contracts and created the pricing policy and terms

Project Manager & Lead Software Engineer

DHL Express

• Owner for the billing and collections of DHL Express' operations in Greece (~50mil Euro revenue)
• Managed on a day-to-day basis 23 employees (split between Athens and Thessaloniki) servicing more than 5,000 customers and managing an ~ 1 mil portfolio of risky collectibles 
• Integrated as Technical Program manager 3 billing systems and 2 teams with Global Processing Centre 
• Streamlined processes by championing and leading multiple initiatives and coordinating between local and regional cross-functional teams
• Improved the business cash flow performance by 3% YoY despite the impact of the credit crisis on our customers

Billing & Collections Manager (Customer Accounting Manager)

• Reviewed business operations in 5 departments to drive cost reduction by 15%, and suggested improvements to better align offerings with customer needs 
• Headed the Merging of Financial systems of two business units (Freight, Express)
• Mitigated a crisis acting as HR interim manager for two months

Business Controller (Internal Performance Auditor & Technical Project Manager)

• Reengineered customs processes and oversaw the implementation of a new billing system yielding 150k Euros additional revenue per year
• Oversaw the implementation of the collection application in the Oracle AR module
• Audited processes in IT and Customer service department and suggested improvements using lean process management

Costing Manager (Service Profitability & Cost allocation Models)

• Selected among the European colleagues to support quality testing for the new reporting solution
• Designed and developed an software application that automated 85% of reporting activities saving 1,5 days of work and ensuring on-time reporting for monthly financial figures

Financial analyst (Group Financial Reporting, Forecasting & Budgeting)

Tech Director | Enterprise Architect | Follow for insights on Leadership Development and Career Growth | Leadership & Career Mentor | Top 20 Linkedin Greece (by Favikon)

I help C-level executives and senior leaders navigate high-stakes technology transformations that are blocking growth, burning capital, and threatening critical milestones.

Companies bring me in when they face complex challenges that sit at the intersection of technology, strategy, and people. My focus is on restoring momentum by architecting solutions and uniting cross-functional teams to execute them.

What I tackle:

- Large-Scale Transformations
Managing the immense complexity of enterprise-wide technology shifts, such as infrastructure migrations or post-merger integrations.

- Technology Crises
Stabilizing systems and projects that threaten launches, funding, or corporate reputation.

- Product Stagnation
Overcoming legacy systems and technical debt that prevent innovation and the release of new features.

- AI Strategy & Implementation
Moving from abstract ideas to a concrete AI roadmap that drives business value.

My approach is built on two axis: 
1/ Immediate results. You need to solve the immediate crisis to survive the day.
2/ Sustainable change. The most durable results happen by helping the right people from different functions to work together and drive sustainable change.

Recent Results & Experience:

- Shaped the digital strategy for a billion-size company, to effectively allocate 8-figure investments and launch their first custom-developed product.

- Initiated and shaped the enterprise-wide AI strategy for a multi-national group, synthesizing over 100 distinct opportunities into a unified, actionable roadmap.

- Slashed total ownership cost by over 75% while redesigning a fleet management product for a car leasing startup to handle 10x growth.

- Shipped first-to-market features for a B2B growing startup, targeting millions in new ARR.

I am always open to connecting with leaders facing complex growth and technology challenges.
DM me - I'm here to help.

Many professionals believe success comes from working endlessly.

They push through exhaustion, isolation, and burnout…
because they think there’s no other path.

Been there for good!

Until I read the Fortune article “My $2.25 billion exit taught me that Silicon Valley’s obsession with 100-hour weeks is actually sabotage.”


Understood that all want the same things:
Security. Appreciation. Growth.

But effort alone doesn’t create any of them.

The market doesn’t reward:
→ Early mornings
→ Long hours
→ Constant busyness

The market rewards:
→ Rare skills
→ Unique value
→ Meaningful impact

And above all, it rewards:
• Your specific knowledge
• Your character

Both are impossible to copy 
- that's the staff that makes you hard to replace.

Here’s the mindset shift to unlock real growth:

1. Understand: You’re paid for impact, not effort
2. Treat hard work as a foundation, not a differentiator
3. Ask better questions to maximize your value

Questions like:
→ What problem can I solve that others can’t or won’t?
→ What expertise do I have that’s uncommon?
→ What can I do in hours that take weeks?

Don’t chase pay for your time.
Build value that earns a premium.

Become that person they can’t afford to lose.

♻️ Repost if you agree
➕ Follow Yiorgos Tzirtzilakis for practical career growth insights

Technology Strategist | Software Strategy for Growing Companies | Leadership for Growth, Change, and Innovation

Most people focus only on their top performers.

But the real competitive advantage often comes from the underdogs 
the ones who stay quiet, stay consistent, and stay overlooked.

Not because they lack talent.
But because no one ever unlocked it.

Turning hidden performers into high performers isn’t complicated.
It’s intentional.

You start by showing appreciation 
→ recognising the specific qualities they bring instead of rewarding only the loudest voices.

You understand their values and stress patterns 
→ not to pressure them, but to support growth.

You seek to understand first
→ staying curious instead of assuming attitude.

You give meaningful assignments 
→ work that stretches their potential instead of burying them in busywork.

And you speak last
→ so they have the space, confidence, and ownership to share ideas.

When you apply these strategies, you don’t just manage people.
You elevate them.

Before you use any approach, check the essentials:

→ Risk is failure recoverable?
→ Capability do they need support first?
→ Time can you coach them properly?

And then you set the foundation:

→ Clear outcomes
→ Guardrails
→ Decision rights
→ Check-ins
→ Support

Because high performers aren’t born
they’re unlocked by the right leader.

♻️ Repost if this message resonates
➕ Follow Yiorgos Tzirtzilakis for more insights on leadership, growth, and turning potential into performance.

We’re all living under the pressure of where we “should” be.”
→ The next goal 
→ The next promotion 
→ The next big milestone.

Nothing seems to be enough, for the single reason.
Success is a journey, not a destination.

You will never be “there”. Never be “made”. Never be “ready”
What you’re missing is appreciation:
→ Struggling in your career? You’re building resilience.
→ Feeling stuck? You’re gaining clarity on what actually matters.
→ Not where you want to be? You’re developing the skills for your next level.

Growth isn’t always loud.
Sometimes it is boring, tiring and slow.

I’ve chased validation too.
I wanted to prove I was capable.
And I used to hate these “slow seasons.”

But then I realized:

The stories we admire
aren’t built on overnight wins.
They’re built on the backstage nobody sees:

→ The waiting
→ The learning
→ The failing
→ The trying again

What if this moment right now,
is exactly where you’re meant to be?

The launchpad for your next chapter:

→ Acknowledge how far you’ve come
→ Embrace what this season is teaching you
→ Trust that you’re being prepared for something bigger

One day, you’ll look back and realize:
Every step mattered. Even this one.

Which lesson is your current season teaching you?
Share it below if someone needs your perspective.

♻ Repost to remind others they’re not behind
➕ Follow Yiorgos Tzirtzilakis for leadership & career growth courage

The 3-step formula to never feel stuck again:

1 If you feel lost → Learn
2 If you’ve learned → Act
3 If you’re acting → Stay consistent

Because almost everything you want in life is possible 
if you’re willing to earn it.

What most people get wrong? 

They confuse struggle with failure.
Struggling doesn’t mean you’re failing. 

You should expect bumps along the way:
You’ll question yourself.
You’ll meet resistance.
You’ll feel like nothing is changing.

When that happens, remember this:

This is all temporary. 
It means you’re growing.
Given enough time and energy, 
every single problem will yield in your strength.

Some days will test your effort.
Others will reward your persistence.
Both shape your growth.

This journey isn’t just about achieving goals
It's about becoming someone capable of them.

Start today.
Start small.
But start.

Your future self is counting on you.

💬 Which step are you currently working on? Comment below.

♻️ Repost to help someone push forward
➕ Follow Yiorgos Tzirtzilakis for practical growth guidance

Most people think the loudest voice wins the room.
But it’s usually the calmest person who holds the real power.

Because in high-pressure environments, perception becomes reality.

If someone loses control while you stay centered,
you don’t just win the moment you win the room.

Composure is a competitive advantage.

Here’s the mindset shift great professionals make:

You stop trying to win the argument.
You start aiming to win the room.

You let others get emotional.
You stay grounded in facts.
You become the adult in the room.

And when things escalate, you don’t match their energy.
You redirect it with clarity, calmness, and facts.

That’s what quiet strength looks like.

The real test of leadership isn’t volume.
It’s control, presence, and the ability to shape the room without forcing it.

Be the calm that changes the dynamic.
Be the person people look to when things get messy.

Which part of this resonated the most with you?

♻️ Repost to help more people lead with calm confidence
➕ Follow Yiorgos Tzirtzilakis for more insights on leadership and communication

Most people think the loudest voice wins the room.

Most people think leadership is about having followers.

But real leadership is the opposite.
It’s about creating more leaders.

Organizations don’t fail because of strategy.
They fail because too few people take ownership.

Too few people think independently.
Too few people feel empowered to lead.

When everything depends on one person,
growth stops.
Speed drops.
And teams shrink under the weight of dependency.

But when you build leaders, everything changes.

Initiative increases.
Creativity expands.
Decisions happen faster.
People rise instead of waiting to be told.

Empowerment becomes your competitive edge.

Great leaders don’t create followers.
They create people who solve problems…
drive results…
elevate others…
and strengthen the culture around them.

That’s how you future-proof a company.
Agile people → agile organization.

Control feels safe,
but empowerment creates progress.

Which type of leader are you becoming?

Follow Yiorgos Tzirtzilakis for more leadership psychology and performance insights.

Great leadership isn’t about followers.

Many managers get the title.
Very few grow into the leader their team actually needs.

Because the moment people step into authority, they often forget the three things that made them great teammates in the first place:

What it felt like to not be in charge.
That they can be wrong.
And the importance of staying close to the people doing the real work.

Mediocre managers give orders.
Inspirational leaders give context.

Mediocre managers defend their opinions.
Inspirational leaders stay curious and listen.

Mediocre managers distance themselves.
Inspirational leaders stay present, grounded, and connected.

The leaders teams trust the most aren’t the ones above them
they’re the ones beside them.

If you want long-term influence, remember this:

Your authority doesn’t create loyalty.
Your empathy, presence, and humility do.

Which of these leadership reminders hit you the most?

♻️ Repost to help more people lead with intention
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Many managers get the title.

Most leaders think the biggest workplace problem is skills.
But it’s not.
It’s appreciation.

People don’t quit because they can’t do the work.
They quit because they feel invisible.
Unseen.
Unheard.
Unvalued.

And when that happens?
Motivation disappears.
Performance drops.
Frustration grows.
Eventually people walk away.

Leadership isn’t about managing tasks.
It’s about managing human emotion and energy.

When people feel supported, they show up differently.
When they feel valued, they perform differently.
When they feel appreciated, they stay longer.

The truth?
You don’t need a bigger budget.
You don’t need more perks.
You don’t need another HR program.

Data shows only 12% leave because of salary.
Appreciation matters more than compensation.
By far.

Great leaders understand this.
And they show appreciation consistently through small everyday actions:

Listening.
Recognizing effort.
Giving opportunities.
Creating clarity.
Having real 1:1s.
Supporting career goals.

Simple actions.
Massive impact.

If you want a stronger team start with appreciation.
It costs nothing.
But changes everything.

What’s one way you make people feel valued? ⬇️

Follow for more leadership insight and team psychology.

The #1 Leadership Problem.

Many managers rise to the top.
Very few remember what leadership actually looks like.

Because the moment someone gets authority, they forget the three things that made them valuable before the title:

What it felt like to follow.
That their ideas aren’t always right.
And the power of staying close to the work and the people doing it.

Mediocre managers command.
Inspirational leaders communicate with context.

Mediocre managers trust the title.
Inspirational leaders trust the team closest to the problem.

Mediocre managers create distance.
Inspirational leaders show up consistently and visibly.

The leaders people trust aren’t the ones above them
they’re the ones who grow with them.

If you want real influence, remember this:

Authority can make people listen.
Empathy makes them care.

Which leadership reminder spoke to you the most?

♻️ Repost to help more managers lead with intention
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Many managers rise to the top.

76% of people feel uninspired at work.
And it’s not because they’re lazy.
It’s because they don’t feel valued.

When people don’t feel seen…
they disconnect.
Their performance drops.
Their creativity dies.
Their confidence shrinks.

All of this is preventable.
If leaders choose to lead differently.

Because people don’t need perfection.
They need presence.
They need appreciation.
They need growth.

The truth?
Engagement isn’t driven by perks.
Or motivational speeches.
Or fancy offsites.

It’s driven by human behavior.
How you talk to people.
How you listen.
How you recognize effort.
How you make others feel.

This carousel breaks down 5 simple shifts:
1-on-1s that actually matter.
Real growth opportunities.
Genuine recognition.
More kindness.
More feedback.

Small actions.
Big impact.

If you lead a team or want to this is your reminder:
People perform at their best when they feel appreciated.

What’s one leadership habit you wish more managers practiced?

Follow Yiorgos Tzirtzilakis for leadership, communication, and career growth.

5 Ways to Break This Statistics.

3 Ways to Commit Professional Suicide in the Era of AI:

1️⃣ “That’s how I’ve always done it.”

2️⃣ “I’ll wait for the AI bubble to burst—then go back to the proven way.”

3️⃣ “AI has nothing to do with our job in [X].”

I hear these even from successful, respected people.
Not because they’re stubborn or out of touch.

People resist change not out of laziness, but out of loyalty
- to a proven process
- a hard-earned reputation 
- to a team they don’t want to destabilize

They often become the most unintentionally vulnerable.

→ They push away new ideas
     not to block progress, but to protect what works.

→ They stay closed
     not from arrogance, but from exhaustion.

→ They stay stuck
     not by choice, but by gradual, invisible drift.

And the worst part?
They rarely feel the gap—until it’s too late.

Not just in skills 
but in opportunity, influence, and relevance.

💡 The roles that survive won’t be the ones 
with the deepest domain expertise 
—but those who pair it with adaptive intelligence:

→ The humility to unlearn.
→ The courage to prototype and not perfect.
→ The discipline to ask, “What if this changed tomorrow?” today.

This isn’t about replacing humans.

It’s about upgrading how we bring our humanity to work:
our judgment, empathy, creativity, and ethics
—now augmented, not automated.

The question isn’t “Will AI change my job?”
It’s “Who do I become if I fly along with it?”


Image Credits: Emma King

👇 Curious or Comfortable?
Let’s reflect—no judgment, just awareness.

♻️ Share with your network if this resonates.
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In 3 words, AI is the following in many people's minds: 

- Terrifying.
- Uncomfortable.
- Impossible to learn.

If this sounds familiar, you’re not alone.

Marie Curie said once: 
"Nothing in life is to be feared, it is only to be understood". 

Her truth holds today more than ever:
Nothing in AI is to be feared, only to be understood. 

Yes, the fear will linger… 
until you understand.

But here’s the secret most miss:
Fear isn’t a stop sign. It’s an arrow. 

It points you toward what matters most 
— growth, leverage, and relevance.

✅ Why understanding AI (especially LLMs) 
changes everything:

⏱️ Save 3–5 hours/week by automating 
- deliverables drafting
- research on everything online 
- editing communication

🚀 Upgrade output quality 
from “good enough” to “client-ready” 
or even "Woaw" factor 
by curating new insights and information.

🧠 Learn complex concepts 10x faster 
- Use notebookLM to visualize and summarize 
- Use LLMS to ask questions and role-playing

💡 Unlock creativity & insight 
— prompt your way to new angles, frameworks, 
and solutions you’d never have found alone.


This isn’t about replacing you.
It’s about amplifying you.

Image Credits: Justin Welsh

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AI didn’t replace leadership.
It exposed weak leadership.

In the AI era, control slows everything down.
Judgment at the edge speeds everything up.

Your biggest limiter isn’t your strategy.
It’s how fast your team can think, decide, and act without you.

Old leadership created bottlenecks.
One brain.
One approval chain.
One point of failure.

AI changes the game.

Now performance comes from thousands of micro-decisions
made close to the work
by people who have context, autonomy, and trust.

Your team’s judgment is no longer a soft skill.
It’s your most valuable IP.

When people wait for permission
AI speed dies.

When people are afraid to fail
learning stops.

When silence follows experiments
innovation disappears.

High-velocity teams look different.

They automate friction before it becomes a problem.
They spot AI opportunities leaders can’t see from dashboards.
They turn data into decisions without meetings.

The leaders who win don’t ask for more hustle.
They design for better thinking.

They hire for learning speed.
They reward smart judgment calls.
They measure impact in small improvements, not hero moments.

Because AI scales execution.
Humans scale judgment.

Your future won’t be built in strategy decks.
It will be built in the 1,000 decisions your team makes
when you’re not in the room.

So ask yourself:

Are you designing for control or velocity?
Does your team have permission to think or just execute?

Follow Yiorgos Tzirtzilakis for leadership insights built for the AI era.

 Your Team Isn’t Just Shaping Your Growth.

Every high performer you admire today
was once overlooked by someone who couldn’t see their potential.

Not because they lacked talent.
But because their manager was looking for the wrong signs.

Calm was mistaken for laziness.
Consistency was mistaken for lack of ambition.
Quiet confidence was mistaken for “not leadership material.”

We reward noise.
We ignore excellence that isn’t loud.

And that’s how companies lose their best people.

When overlooked talent finally leaves, they don’t magically improve.
They simply enter an environment where they’re seen, heard, and valued.
That’s all it takes.

Bad managers blame the individual.
Great leaders fix the environment.

Because talent doesn’t bloom in criticism.
It blooms in recognition, trust, and challenge.

If you want high performers, you don’t wait for them to shine.
You ignite them.

You notice the quiet strengths.
You listen before judging.
You give meaningful challenges.
You speak last so their ideas rise first.

Great leaders don’t just demand performance.
They develop it.
They turn overlooked people into extraordinary ones.

Who in your team is quietly brilliant but unseen?

Maybe today is the day you change that.

Follow Yiorgos Tzirtzilakis for more leadership psychology and high-performance insights.

How Great Leaders Unlock.

Most workplaces don’t suffer from a lack of talent.
They suffer from a lack of inspiration.

76% of people feel uninspired in their role.
The cost is massive missed opportunities, emotional exhaustion, stalled growth.

But it doesn’t take dramatic change to fix this.
It takes intention.

Start with genuine appreciation.
→ A small, honest “I see you” moment can shift someone’s entire day.

Hold meaningful 1-on-1s.
→ Listen without defense.
→ Understand their fears, ambitions, and challenges.

Create real growth opportunities.
→ Align work with what they want for their future.
→ Bring their ideas to life.
Growth is fuel give it generously.

Model respect and kindness.
→ Consistency builds trust.
→ People do their best work where they feel safe.

Show appreciation daily.
→ Warmth, humor, gratitude these tiny signals build deep loyalty.

Ask for feedback and act on it.
→ Speak last.
→ Let them shape the environment they work in.

People don’t need perfect workplaces.
They need leaders who make them feel valued, heard, and supported.

Your team deserves that.

♻️ Repost if this resonates
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Most high performers were misunderstood long before they were celebrated.

They weren’t loud.
They weren’t stressed.
They weren’t trying to prove they were working hard every minute.

They were steady.
Focused.
Quietly excellent.

But because they didn’t “look the part,”
they were overlooked until they found a leader who saw more.

That’s where real leadership shows up:

Not in managing top talent…
but in spotting it
developing it
and protecting it.

The best people rarely scream for attention.
They just need someone to recognize their potential
before another company does.

If you’re a leader, remember:

Your greatest future stars
might already be in the room.

You just haven’t looked closely enough yet.

Which leadership shift from the carousel hit you the most?

♻️ Repost to help more leaders recognize hidden talent
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Greatness is misunderstood before it’s praised.

Career fact: You won’t become a great basketball shooter by wishing.  
You become one by sinking 500 shots a day.  

Talent? Strategy? Technique? 
All matter.  But practice is non-negotiable.  

You know this in sports.  

Yet at work? 

Most settle for the minimum:  

→ Rarely learning beyond assigned tasks  
→ Skipping trainings  
→ Avoiding “extra” study  

Like an athlete who only plays on game day.  

AI is going to expose this weakness more than ever.
  
The only career-proof skill? 

The muscle to learn.

❌ Not “Being the smartest in the room”  
❌ Not Collecting certifications like trophies  
❌ Not Grinding 80-hour weeks (burnout isn’t a badge)  

Just learn how to learn.

It sounds obvious.  
But it’s rare.  

Most get stuck in:  
→ Overthink 
→ Over-plan
→ Wait for 'permission'
→ “Polishing” instead of shipping  
→ Mistaking motion with progress  

While they are spinning in their wheels…  
- Someone else learns the new rules.
- Someone else earns trust.
- Someone else gets remembered.

Your move.  
(And no—AI won’t save you from the work of growing.) 


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AI is rewriting the narrative of experience. We are all new to this. 

Why not hire for the 
- willingness to learn 
- curiosity 
- entrepreneurship 
and the intention to deliver? 

For decades, experience has been the gold standard. 
But in an era where AI rewrites workflows, tools, 
and even entire job descriptions overnight…

And this will only keep coming in waves in every sector. 
Rewriting the rules every few years,
in ways even the smartest of us can't predict.

👉 The most valuable experience now is
how recently someone learned something new.

Beginner's mindset is coming up huge. 
 
We’re all beginners again
- in different ways 
- at different speeds
but beginners nonetheless.

So why not shift the lens?

✅ Hire for willingness to learn 
over years listed on a résumé

✅ Prioritize curiosity and experimentation 
than over-fitted experience

✅ Value integrity, resilience, and intent to deliver
Tomorrow's path will never be clear again

A fresh perspective isn’t just “nice to have”
— it’s becoming a strategic advantage.

And character? 

That’s the one thing AI can’t replicate nor replace.

Get future-ready. 
Get ready to unlearn, relearn, and grow.

❗ What do you think? Am I missing something? 🤔

Image Credit: John Sanders
➕ Follow me (Yiorgos Tzirtzilakis) for more

Unpopular belief: Gen AI isn't best used when you only apply it to shrink the workforce by 20%. 

While it's a fact that Gen AI will make some positions redundant... 

History shows: 
- email didn’t shrink workforces; it reshaped them. 
- So did mobile, cloud, DevOps, code autocompletion …

Human potential isn’t capped by the job descriptions they were hired.
— I've seen it’s unbounded. 

Waiting for the right environment, 
the right challenge,  
the right support 
to ignite.

So when leaders focus only on shrinking headcount 
for a quick 20% efficiency gain… 
You’re optimizing the past.

But when you invest in 
- rotating 
- retraining 
- reimagining roles 

WITH AI and not against it

You're unlocking compounding returns: 
✅ innovation velocity,
✅ retention, 
✅ resilience… 

and yes, better (10x) ROI.

And rotation isn’t disruption
It’s talent optimization.

The question isn’t “Can we afford to retrain?”
It’s “Can we afford not to?”

The best ROI right now? Investing in people before they feel obsolete.

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