Founder & CEO @ Lever Talent | Host of The Lever Show | Helping leaders develop talent strategies that leverage a tech-empowered future.

You’re capable of more than you could ever imagine.

I started my career impatient, driven, and a little naive. In my mid-20s, I was sprinting up the corporate ladder… and got fired.  

That moment forced me to get honest about what actually changes a team: clarity, standards, and the courage to hold them.

My belief is simple: as AI and automation take more transactions, the human work matters more. Technology multiplies what’s already there (judgment, trust, focus). Software doesn’t change a team. Cadence does.

In 2022, I followed that belief and started Lever Talent. I work with CHROs, CPOs, and HR or L&D leaders to align talent with the business so teams get better because of technology instead of being buried by it. We make it practical:

• Lead with Leverage: a manager cadence that makes expectations real (and conversations easier)
• MVV that sticks: values → rituals → behavior change
• AI, but usable: 30-60-90 change plans that turn pilots into ROI
• People-ops command center: fewer dashboards, better decisions

With technology, our leverage is limitless. Let’s build teams that prove it.

DM me to get in touch.

Drew Fortin

I’ve stopped believing in generic leadership training.

You can’t copy-paste culture and expect alignment.

We kicked off a new program called Lead with Leverage, and it reminded me how rare true leadership alignment actually is.

Some of these leaders have been with the company for 20 years, yet not one has ever been trained on what leadership actually means inside their business.

They’d done all the usual things: 

- Attended a seminar
- Used a learning platform subscription 
- Had a one-off “manager bootcamp.”

But here’s the problem: 

Management training only works when it’s anchored to the business it’s meant to serve.

That’s why at Lever Talent, Inc. , we build leadership programs with companies, not for them, because culture and strategy can’t be outsourced.

Real leadership development has to answer questions that no generic curriculum ever can:

- What behaviors are non-negotiable for leaders here?
- What does “great” leadership look like in this company?
- What are leaders being asked to do differently right now to win?

When those answers are clear, training becomes actionable.

So yes, leadership training matters.

But only when it’s designed to be applied, not just completed.

That’s the difference between checking a box and actually changing how leadership shows up in your business.

Founder & CEO @ Lever Talent | SHRM-SCP | Helping leaders develop talent strategies that leverage a tech-empowered future.

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“Prove AI can’t replace you” might be the most dehumanizing sentence to enter the workplace in decades.

I understand what Shopify’s CEO is trying to push on.

AI should force leaders to question bloated processes and low-leverage work.

But the moment the conversation becomes “prove a human is necessary,” you’ve already reduced people to a cost problem.

That’s not how great work gets done.

AI is incredible at execution, pattern recognition, speed, and scale. It’s terrible at context, judgment, trust, and meaning.

Using AI as a gatekeeper for jobs is fundamentally different from using AI as an accelerator for people.

One creates fear, defensiveness, and employees who spend every review cycle justifying their existence.

The other creates better decisions, sharper thinking, and teams that ask higher-quality questions.

And let’s talk about performance reviews for a second.

If AI becomes part of how employees are evaluated, leaders need to be crystal clear about what they’re optimizing for.

If leaders don’t take responsibility for defining that relationship, employees will fill in the gaps themselves.

And fear always fills the gaps faster than clarity.

AI shouldn’t be about replacing people.

It should be about figuring out how much more people can do when the machine finally carries its share of the load.

Culture is the single biggest reason people quit.

And it’s the one thing most leaders still treat like a “soft” topic.

A new survey found that 94% of U.S. workers say workplace culture impacts their decision to stay.

When employees talk about “culture,” they mean things like:

- How connected they feel to their team and the company at large
- How genuine they can be with team members 
- Clarity in roles and responsibilities and alignment to the strategic vision
- Does it feel like everyone is showing up and equally contributing 

Culture isn’t owned by HR. It’s built moment by moment, especially by the people in charge:

- What questions are welcomed (or punished)
- Whether it’s safe to admit you don’t know
- What behaviors get rewarded under pressure
- What happens when you fail or don’t follow through 

And the data says that 22% of professionals plan to leave this year due to values misalignment. Because only 36% believe their company is investing in their growth.

Culture is the infrastructure of a company's success.

How leaders show up, how people are treated, and what’s rewarded under pressure all shape whether employees stay, grow, and give their best.

The best leaders do the same thing the best parents do:

They raise their teams to be independent of them.

It’s easy for leaders to get stuck in the business instead of working on the business, usually because they don’t trust the system you’ve built.

But if you're a leader and involved in everything, you’re the bottleneck.

Great leadership is creating enough clarity that the business can run without you, and that only happens:

- When the mission is clear.
- When the values actually show up in decisions.
- When people know what’s in bounds and what’s out of bounds.

You can only make so many decisions yourself before you hit a ceiling.

The only way to scale is to build a system where others make the same decisions you would, without asking.

And yes, it can feel like working yourself out of a job.

But that’s the point.

If your leadership still requires you everywhere, all the time, you haven’t built a system.

You’ve built dependence.

NVIDIA is one of the most valuable companies in the world.

Jensen Huang proudly says he runs a flat org with 40 direct reports, no 1:1s.

People are idolizing it like it’s the future of management.

But that structure only works in context.

If you’ve built a deeply tenured, insanely high-skill team over decades, maybe you earn the right to that span of control.

That’s the exception, not the operating model most companies can just copy-paste.

We’re heading toward a world where fewer people run much larger organizations. 

That means leaders oversee more, control less, and must trust deeper.

Because the moment your org grows, your job as a leader must evolve too.

Your brain only has so much time and attention. At scale, control becomes an illusion. 

The moment your organization grows, the job of a leader has to change with it.

Great leadership isn’t:

- Knowing everything.
- Approving everything.
- Overseeing every decision.

Great leadership is:

What people do when you’re not there.

Relinquishing control is a skill.

And the sooner leaders learn that, the faster their organizations actually grow.

The best career advice I ever got?

Follow what makes you forget to check the clock.

Here’s the litmus test I’ve come back to over and over again in my career:

When you’re truly aligned with your work, you lose track of time.

You start thinking, “I should take a break… but I can’t wait to get back to this”.

We’ve all felt it somewhere.

Maybe it was a creative project, or a problem you couldn’t stop thinking about. 

Something that pulled you in so deeply, you forgot the clock existed.

That’s what work feels like when it’s aligned. It fuels you.

So when someone says, “I just want to work my hours and be done,” I get it, we all need balance.

But I also get curious:

Have you immersed yourself enough to see if the spark is there?

Or are you still standing at arm’s length?

And if the answer is honest, “This doesn’t do it for me,” then the next question matters even more:

Where do you lose track of time?

And how might you turn more of that into something valuable?

Your career is the greatest asset you’ll ever own. You get out what you put in.

The worst kind of leadership is the kind that hides bad news behind a smile and calls it optimism.

The kind that insists everything is fine when everyone can see the flames.

This forced positivity is a trust killer; all it does is erode employee confidence and doesn't boost morale. 

Because when leaders only share the upside and deflect hard questions with vague platitudes, all that grows is suspicion.

When words and actions don’t match, people assume the worst.

If your strategy relies on pretending the dumpster fire is just a “temporary heat source,” don’t be surprised when your best people start looking for exits.

Being truthful as a leader doesn’t mean dumping confidential details or catastrophizing the future.

It means being honest enough to say:

“Here’s what’s going well, and here’s what’s not. This is what we’re doing about it. And while I may not be able to share everything, here’s what I can...”

People expect honesty, accountability, and a little humanity from their leaders.

So have the hard conversation. Trust me, your team can handle it.

I think I finally found the image that best describes me, trying to keep up with AI learning.

We use AI every day at Lever Talent, Inc. . It’s part of how we work, how we think, how we experiment. We're continuously building it into our client-facing programs and internal processes.

And I’ll be the first to admit: there are moments when I feel behind. Because I should.

AI is moving faster than any leadership shift I’ve seen in my career. The only way I know how to respond is to keep learning constantly.

To read, to test, to break things, and to talk to people who know more than I do.

But what worries me is the leaders who don’t feel continuously overwhelmed.

In most big decisions, reorgs, restructures, and investments, we want ~70% confidence.

But with AI, I’m seeing leaders operate at 50% confidence and call it transformation.

Weak leadership is hoping the tool will save them all, which is just denial.

AI can’t rescue a broken operating model or turn mediocrity into excellence.

It only amplifies what’s already there.

So yes, I’m still learning, and drinking from the fire hose.

The only way to lead through change is by staying agile.

I’d rather be soaked and curious than dry and pretending I’ve got it all figured out.

Big Tech is spending hundreds of billions on AI.

But tech unemployment is climbing...

For years, tech was the safest bet in the labor market. There was high pay, high demand, and major tailwinds.

But that era is over. What we’re watching now is a sorting event.

If your skills are tightly coupled to:

– legacy systems
– outsourced execution
– work that AI can accelerate or replace

You’re feeling the squeeze already.

If your skills help organizations:

– design better operating models
– apply AI to real business problems
– lead humans through uncertainty and change

You’re still in demand.

There's this misconception that most companies are “overstaffed.” That's not true, they're misaligned.

They cut people before they redesign how work gets done.

They invest in AI before they rethink roles, decision rights, and incentives.

They pause hiring instead of building confidence and clarity.

That creates fear, and that fear is the real talent risk heading into 2026.

Tech isn’t dying. But the old tech career bargain is.

If leaders were totally honest about their 5–7 year plan, it would look a whole lot like this:

The future is messy. 

Most leadership teams can describe the destination beautifully. It sounds great out loud.

What’s far less clear is the distance between today and that future, and what actually has to change to get there.

That’s the uncomfortable gap. 

The confusion comes down to three words that sound similar, but mean completely different things:

Mission, vision, and values.

Your mission is the reason why you exist. It doesn’t change just because the market does.

Vision is where you’re going in 5–7 years. It should feel aspirational and also a little scary.

Values are what have to change in how people think, decide, and act to get there.

And those values must evolve.

If your company was built on risk-taking, there will come a point where raw risk-taking is no longer an advantage.

If you never evolve those values, you end up protecting the past instead of building the future.

So if your future plan looks a little chaotic on the wall, that’s actually a good thing.

Just make sure you’re being precise and pragmatic about what has to change in order to get there.

I don’t think the AI + ARR conversation is actually about revenue.

I think it’s about leadership.

ARR (annual recurring revenue) has long been the lifeblood of SaaS. It’s a clean signal of durability, predictability, and product-market fit.

But AI app companies aren’t playing the same game.

Right now, we’re celebrating speed. 

Fast ARR. Fast adoption. Fast valuations. 

And I get why, AI is moving at a pace none of us has seen before. $275B in investment will do that.

But I can already see the bottleneck that's about to happen:

When leaders chase metrics they don’t fully understand, they start optimizing for optics instead of durability.

A lot of AI “ARR” today isn’t recurring in the way leaders assume. 

It’s pilots, credits, usage-based experiments, and early excitement multiplied by 12. 

That may satisfy a board deck, but it creates false confidence inside the organization.

And false confidence leads to bad leadership decisions:

– Overhiring in areas before demand is proven
– Betting culture on momentum instead of value
– Promising stability to teams that don’t yet exist

And no, this isn’t just an AI startup issue.

It’s the same leadership mistake we’ve seen in every major shift; AI is just exposing it faster.

It’s time for leaders to start asking harder questions:

Are we building something people depend on, or just trying to look like we are?

AI won’t be the downfall of companies. Leadership will, if it keeps confusing activity for impact.

Leaders need to be willing to slow down, tell the truth, and build systems: people, tech, and operating models that actually hold.

That’s responsible leadership.

And it’s about to matter a lot more than ARR charts.

Only 6% of Gen Z want to be a traditional leader.

Because we made leadership look miserable.

- Endless hours
- Inbox anxiety
- Burnout disguised as loyalty.

If that’s what “making it” looks like, who would want the corner office?

But there’s something deeper happening here. We’re living through a quiet revolution in what agency means.

Agency used to mean getting promoted, someone else handing you authority.

Now it means owning your time, your values, and your impact.

That’s why when I started Lever Talent, Inc. I kept coming back to this idea:

We need a Jerry Maguire for the individual.

Because today’s headhunters don’t really work for talent, they work for business. They don’t get paid to build your career; they get paid to fill a seat.

But people are realizing they can take ownership of their own careers, fractional, freelance, hybrid, on their own terms.

They’re building agency into the way they work.

Here’s the twist, though, and it’s one too many leaders and creators are skipping over:

You can choose balance.

But if you want flexibility, you might have to trade speed.

If you want balance, you might have to let go of the myth of “having it all.”

The goal isn’t to have your cake and eat it too.

It’s to know which cake you’re baking, and why.

We’ve been hiring backwards for decades.

Job descriptions shouldn’t define the org; the org should define the jobs.

AI is changing how we organize work.

People are one resource.

Tools and partners are others.

AI is reallocating human energy to where it actually matters, which means the real shift needs to be in organizational design.

Most companies still design orgs around people first:

“I need a payroll person.”
“I need an L&D lead.”
“I need a generalist.”

That model is backwards.

Instead of hiring a payroll manager, companies should design for automated compliance, then decide if that’s a person, a tool, or a partner.

Strategy and org design should define the capabilities you need.

Only then do you decide where humans belong.

If AI keeps accelerating, we can’t rebuild our orgs every few years.

That's why the focus needs to be on designing for adaptability from day one.

Because when AI takes the busywork, org design becomes the real leadership job.

Companies are rushing to replace entry-level jobs with AI, 

But they are unaware of the talent gap it’s creating...

Historically, career paths looked like this:

• Entry-level = tactical, grunt work
• Senior = strategic thinking
• Growth = do less of the boring stuff over time

But AI just blew that model up.

AI now replaces the early learning reps, where people build judgment.

So when companies cut entry-level roles because “AI can do it,” they’re creating a bigger problem:

Who will have the experience to lead 3–5 years from now?

Because AI can’t replace the experience of learning, the judgment you earn, or the ability to apply context inside a real business.

Entry-level jobs aren't disappearing. They’re evolving.

Entry-level now means:

• Using AI as a baseline tool
• Doing more, not less, with better leverage
• Learning faster how businesses actually work
• Building judgment, not just output

Entry roles shouldn't be removed, but they should be redesigned. 

Career development in an AI world is about longer, richer roles with more responsibility sooner.

Apple had five CEOs before Steve Jobs came back.

So why do we all think of Apple as the iPhone company?

Because leadership doesn’t just run a company, it defines its identity.

Look at the products Apple shipped under each CEO before Jobs returned:

- Apple II
- Lisa
- Macintosh clones
- Newton
- Copland OS

A dozen experiments that look like they came from entirely different companies

They don’t even resemble each other, and that’s the point.

When strategy is unclear, the product becomes unclear.

Each CEO had talent. Each had a vision.

But they created five different operating systems for the same organization.

Everyone inside Apple was forced to run on whatever version happened to be installed at the time.

Then Jobs returns in 1997 and does something simple:

He deletes almost everything, and he aligns teams to a single, coherent future.

And suddenly, the Apple we recognize is born.

Because of a leadership philosophy that unified product, people, and purpose.

If five CEOs can turn Apple into five different companies, ask yourself:

What version of your company are you creating right now?

And is your operating model capable of delivering the future you keep selling?

Most companies don’t have a clear definition of what leadership means, and that's what sets them up for failure.

Every exec deck starts the same:

At Acme Studios, we value...

“Trust.”
“Integrity.”
“Honesty.”

Cool. But can you explain what your values actually do? How do they help your company move toward your vision?

When I ask leaders to explain, I'm usually met with silence.

For a lot of companies, mission, vision, and values are just boxes to check.

Not systems to operate.

And that used to work when managers could rely on metrics, approvals, and oversight to keep things moving.

But AI is already stripping out transactional work.

Middle management is thinning. Leaders now own more people, more decisions, and more ambiguity than ever before.

But frameworks and dashboards can’t solve that.

Leaders can’t OKR their way through ambiguity, or metric their way to judgment.

That's why real leadership needs to build trust systems so people can make sound decisions without constant oversight.

Because good management is what people do when you’re not watching.

That's why your mission needs to reduce drag, and your values need to accelerate decisions.

Because if your leadership model depends on constant oversight…

The only thing it's causing is friction.

AI is forcing every leader into a choice they can’t dodge:

Do you believe your people are fundamentally creative and motivated, or lazy and in need of control?

Your AI strategy has already answered:

When leaders deploy AI to monitor keystrokes, rank “productivity,” we’re telling people exactly what we think of them.

And people respond accordingly.

- Fear replaces initiative.
- Compliance replaces creativity.

Work stops being about contribution and starts being about survival.

AI is reinforcing our dimmest view of humans that people can’t be trusted unless machines watch them.

But we don’t need AI to tighten control.

We need it to free people from the work that dulls their talent.

The real opportunity is using AI to uncover the potential we’ve buried under bureaucracy:

• Redundant approvals
• Performative documentation
• Meetings that exist because the calendar said so

That’s how you get outcomes AI alone will never deliver.

Leaders need to create conditions for people to think freely again.

So be honest with yourself:

What does your AI strategy say you believe about your people?

Leaders who’ve successfully built even one new venture lean into uncertainty. 

Because they’ve learned something most organizations never do: 

That growth is a leadership problem. McKinsey’s latest research confirms it. 

Yes, the economics have changed. 

AI has collapsed timelines, headcount, and cost in ways that would’ve sounded irresponsible five years ago.

But that’s not why some companies win, and others stall.

The difference is leadership maturity.

The strongest leaders do the hard work: 

Designing teams that can actually experiment, and cultures where learning is rewarded instead of quietly punished.

That takes discipline.

And it takes leaders who are willing to say “no” far more often than “yes.”

Venture building fails when leaders treat it like an innovation initiative instead of an operating model shift. 

You can’t bolt this onto a rigid org, a fearful culture, or managers who’ve never been trained to lead ambiguity.

In uncertain times, it’s tempting for leaders to play defense and optimize what already exists.

But history keeps showing us the same thing: the companies willing to build while things feel uncomfortable are the ones that create the next wave of growth.

Ranked #1 in Branding | AI Strategist for High-Stakes Communications | I Help You Attract Premium Clients, Stages & Global Media | 35M Views

Iza Montalvo is an award-winning journalist, founder, and speaker whose work has been recognized on the floor of the U.S. Congress.

She works at the intersection of media, reputation, and influence, shaping how leaders, companies, and experts are seen, trusted, and remembered.

Over the past 15+ years, Iza has helped craft public narratives and media strategy for U.S. elected officials, public figures, advised C-suite executives at Fortune 100 and 500 companies, and partnered with product and go-to-market teams to launch and scale complex technologies. 

Her specialty: translating high-stakes ideas, from AI platforms to enterprise systems into human stories people understand and believe.

Her own platform has reached more than 50 million people, building a 115k-strong audience in a single year. 

She has been featured in Times Square, recognized by Forbes as a LinkedIn expert, and ranked #1 globally for branding and positioning by Favikon.

Whether on stage, online, or on the page, Iza challenges one belief:
talent isn’t enough, visibility shapes opportunity.


IZA MONTALVO 🧲

This isn’t persuasion.
It’s how the brain works.

Most offers don’t fail because the product is weak.
They fail because the decision feels hard.

Carousel created by Tom Pestridge.

Every buying decision runs on a few shortcuts.
Ignore them and strong offers stall.

9 principles that shape buying decisions:

✅ Anchoring Bias
✅ The Framing Effect
✅ The Contrast Effect
✅ The Affordability Illusion
✅ The Power of Free
✅ The Rule of 3
✅ The Paradox of Choice
✅ The IKEA Effect
✅ The Endowment Effect

Good marketing isn’t deception.
It’s structure.

It aligns the offer with how decisions happen
so value doesn’t need explanation.

📌 Save this before you price or package anything.
♻️ Share it with someone who builds offers.

NEUROMARKETING CONCEPTS TO KNOW

I lost time trying to “figure things out myself.” Speed matters more than pride.

So in 2023, I made a rule:
If I want to learn something fast, I hire the best.

I treat this as a practical decision.

Jobs are contingent.
Markets are cyclical.
Titles are temporary.
Skills are portable.

I’ve seen people lose income, security, and status.
The ones who recovered weren’t unusually confident or optimistic.
They were competent.

They could do something useful in more than one setting.
They didn’t need ideal conditions to function.
They weren’t dependent on a single system continuing as planned.

One distinction:

You’re not paying for information.
Information is easy to access.

You’re paying to shorten the gap between not knowing and being able to act effectively.

There’s evidence behind this way of thinking.

The World Economic Forum estimates that 44% of workers’ skills will change by 2027, driven by technology and shifting business needs.

Skills that only work in one role or one environment don’t age well.
That’s why I don’t see learning skills as a gamble.
I see it as limiting downside.

When you invest in property, equities, or a role, you rely on external conditions holding.
When you invest in skills, you increase your ability to operate when they don’t.

The filter I use before investing in a skill:

Can I use this in more than one role or industry?
Does it improve how I think and decide, not just what I produce?
Would it still be useful if my current job disappeared?

If the answer is no, I skip it.
If things went wrong tomorrow, I wouldn’t be starting from zero.

I’d be starting with capabilities I can apply again.
That’s the difference.

PS: If you’ve built a skill that paid off later than expected, share it below, those examples are more useful than advice.

♻️ Repost to help spread this message

When I say it's never too late, I mean it because I've lived it.

At 40, I:

got married for the first time
had my second child
quit my corporate career in news
built my first serious business
traveled to my dream city in Europe 
bought my first investment property

At the same time, life didn't stop happening.

I lost a job. 
My husband got sick.
I spent years trying to find the right support for my child with additional needs.
I got scammed online.
I had to reinvent myself.
I found success again. 

If you're new here, I want you to know this:

You're not late.
You're not broken.
You didn't miss your one chance.

Some of us move slower because we're carrying more.
We are figuring out things as we get older and wiser. 

If you're in the middle of a reset, this isn't the end of your story.
It's the part where you realize what you're really made of.

PS: What's one thing you started later than you "should have" and still made happen?

Award-Winning Founder, Journalist & Speaker | Top 1% Creator | Former U.S. Congress Communications Director

Kindness matters more now than it used to. 
Or at least it feels that way. 

Sometimes it’s a smile, a helping hand, or a simple gesture that brightens someone’s day. 

Work has sped up, gone remote, stripped back to tasks and messages and calendars. 
A lot of the human stuff has thinned out.

There’s data behind that feeling. 
Studies on modern workplaces show declines in perceived empathy and connection as work becomes more digital. 

Gallup has found that only a small fraction of employees feel genuinely seen or cared about at work, even when performance stays high.

During remote learning, a professor logged into what he assumed was just another final Zoom class. 

Same faces. 
Same screens. 
Nothing to mark the end.

Then the cameras came on.
One at a time.
Every student holding a handwritten sign.

"Thank you".
"For caring".
"For showing up".
"For treating us like people".

He stopped talking.
Just looked at the screen for a second.

Then said is a whisper: “You’re gonna make me cry.”

Someone recorded it. 
The clip made its way around. 
People shared it, saved it, sent it to each other.

Psychology research explains why moments like this are so memorable. 

Under stress, the brain holds on to emotional experiences more than information. 
Facts blur. 
Feelings don’t.

That semester was full of isolation, deadlines, and glowing rectangles. 
And this is what stayed with people.

Not the material.
Not the grades.
Not the lectures they crammed for.

Being noticed.
This isn’t really about teaching.
It’s about leadership. 

Or maybe it’s about what leadership looks like when all the extras fall away.
If you manage people, build things, mentor someone, the impact you have usually shows up later.

In trust.
In who sticks around.
In moments you never planned for.

That’s the part people carry with them.

🎥 Video credit: Brain Nourishment, IG
♻️ If you believe in kindness, pass it on.

Perspective arbitrage is worth 30% more revenue.
Research on cultural adaptation found this pattern.

Companies that adjust products and messaging see higher revenue growth than those that don’t.

Most companies already have this advantage.
They just don’t see it.

What is perspective arbitrage?

The ability to profit from insights others can't access because you think in multiple cultural contexts.

Inside organizations, this ability is often treated as translation.

I’ve seen the cost of that mistake.

A company planned to enter a new market.
The discussion centered on translation and launch timing.
One person raised a different concern.

The product story didn’t match how customers in that market judged value.
That observation changed the launch plan.
Projected revenue increased threefold.

Nothing new was added.
The decision changed.

So why does this keep getting overlooked?

1/ It gets framed as language
“I can help translate.”
Instead of: “This won’t work the way we expect.”

2/ Differences get set aside
Teams aim for speed and miss context.

3/ Observations don’t carry forward
Adjustments get made in meetings,
then disappear once the decision is done.

When insight isn’t named, it doesn’t influence the next choice.
Seeing across cultures isn’t a soft skill.
It’s how blind spots get caught early.

Many bilingual professionals are hired for language.
The ones who advance earn trust for how they think.

Perspective arbitrage isn’t a personal advantage.
It’s how companies avoid making the wrong call.

Your cultural lens isn't just heritage.
It's a business advantage.

🔁 Share if you've used cultural insights to drive business results
➕ Follow me IZA MONTALVO 🧲 for more

Founder | Top 1% Creator | Journalist | Former U.S. Congress Communications Director | 50M Views

Intelligence opens doors. 
Adaptability keeps you moving.

Someone with less experience just got promoted 
over 5 people who'd been there longer.

Same role. 
Same manager.
Happened over 18 months.

The difference wasn't talent.
It was how they responded when things changed.

When feedback came, they didn't defend it. 

They listened. 
Took notes. 
Applied it without ego.

When a new system rolled out, they learned it first. 
While others complained, they were already fluent.

They copied what worked. 
Emails. 
Meetings. 
How to handle pushback. 

Same personality. 
Upgraded execution.

They admitted gaps early. 

"I haven't used this before. 
I'll learn it this week." 
Speed beats pretending.

They systemized mistakes. 

What went wrong. 
Why it happened. 
What changes next time. 

Fix once. 
Avoid forever.

Research shows 64% of senior leaders say: 
a growth mindset enhances productivity and performance. 
Source (TalentLMS)
and 94% of employees would stay at a company longer 
if it invested in their career development.  
Source (LinkedIn)

The pattern is clear: 
Internal promotions happen 20% faster than external hires 

PS: What's one habit you picked up from watching someone else work?
♻️ Share with your network of high-performers

Most leadership misses one simple truth:
Connection isn’t one-size-fits-all.

My 9-year old son’s teacher proves this every morning.
At the classroom door, she gives her students five ways to be greeted:

High-five
Hug
Fist bump
Smile and nod
“Good morning”

That’s it.

No pressure.
No forcing energy.
Just choice.

What matters isn’t the options themselves
it’s what they mean.

👉 You get to decide how you want to be seen today.

Some mornings kids want closeness.
Some mornings they want space.
Some mornings they just want acknowledgment without attention.

And every choice is respected.

That small moment does something powerful:
It gives students agency before the day even starts.

When people are acknowledged in ways that work for them, engagement follows.

They participate more.
They take risks.
They trust.

It made me think about leadership.

How often do we decide for people how connection should look?
How often do we mistake our preference for a universal rule?
The best leaders don’t demand sameness.

They design for difference.
Because confidence doesn’t grow from being managed.
It grows from being met where you are.

♻️ Worth sharing with someone who leads people.

Some fires don’t burn you all at once.
They warm you first 🔥 

You stand close.
You tell yourself it’s manageable.

You adjust instead of stepping back.

Until one day you realize...
you’re not tired.
You’re scorched.

I used to stay near things that were silently burning me.
I thought endurance was a virtue.
It isn’t.

There’s research that backs this up.

Studies on chronic stress show the body reacts before the mind does: 
elevated cortisol, muscle tension, sleep disruption, long before people consciously label a situation as “toxic” or unsustainable.

That’s why logic rarely gets you out first.
Your nervous system tries to.

What finally changed things wasn’t a conversation.
Or closure.
Or an apology.

Relief came the moment I stepped out of the burn radius.

That’s emotional intelligence.
Not reading the room
reading the heat in your own body.

Those Sunday night knots?
That’s not anxiety.
That’s information.

Psychologists call it somatic signaling, the body flagging prolonged threat when the mind is still negotiating.

Signs you’re standing in the fire:

🚩 You explain it more than you enjoy it
🚩 You’re depleted, not restored
🚩 You don’t recognize who you’re becoming
🚩 Every interaction feels like careful movement
🚩 You’re giving fuel, getting smoke back

Leaving doesn’t mean you failed to control it.
It means you stopped pretending you could.

Sometimes, the bravest thing you can do 
is walk away and chose yourself.

♻️ Repost to share this message with your network.

Ranked #1 in Branding & Positioning | AI Strategist for High-Stakes Communications | I Help You Attract Premium Clients, Stages & Global Media

Your biggest limit isn’t skill. 
It’s self-perception.

Before effort.
Before chances.
Before experience.

I didn’t apply for leadership roles
because I didn’t see myself there yet.

That took me longer to admit than I’d like.

You don’t try everything you can do.
You try what feels right for someone like you.

That starts early.

The jobs you apply for.
The roles you raise your hand for.
The rooms you expect to be in.

Over time, this view becomes familiar.

You learn what you’re known for.
You learn what people come to you for.
You learn what feels normal to reach for.

Then something bigger shows up.

A role with more responsibility.
A chance to lead instead of help.
An opportunity that could change things.

You pause.
You read it twice.
You tell yourself to wait.
You think you need more time.

So you stay where you are.
The work stays busy.
The results stay good.

But nothing really changes.

While that view stayed the same:

Skills stayed boxed
Growth slowed
Opportunities passed you by

Nothing broke.
Nothing failed.
That’s how limits work.

They don’t stop you.
They guide what you try.

People who move ahead see themselves doing more.

They apply sooner.
They speak up earlier.
They step into roles they grow into later.

That starts with how they see themselves.

Different view.
Different actions.
Different results.

Change how you see yourself,
and the line moves.

Little by little.
You reach higher.
You stay in the room.

You try things that once felt out of reach.
That’s how limits lift.

PS: What’s one limit you’re ready to question?
♻️ Share this with someone who needs it.

A bad boss makes weekdays hell. 
A great one gives you Sundays off. 

I’ve worked for managers who made me dread Mondays.
And managers who made me want to take on things I didn’t feel ready for.

The difference wasn’t title or tenure.

7 signs you’re working with a great manager:

They remember what you told them weeks ago.
They ask how it turned out without checking notes.

When you mess up, the first question is:
“What do you need to fix this?”

They back you in rooms you’re not in.
You hear about it later, casually, from someone else.

Bad news doesn’t trigger panic.
It starts with: “Walk me through what happened.”

They give you work that makes you pause before saying yes.
The kind that forces you to rise.

Their one-on-ones aren’t updates.
They’re honest conversations about what’s stuck and what’s next.

When they’re wrong, they say it.
Out loud in front of others.
Then they move on.

The best managers don’t just manage work.
They change what you think you can do.

If you've got one, appreciate them. 
If you don't, become one. 

PS: What’s one thing a great manager did that you still remember?
♻️ Share if you believe good leaders deserve recognition.

5 mindsets I see in every successful person 
(you’re not born with this)

95% of people want to be high performers.
Only 5% install the mindset required to sustain it.

The difference isn’t effort.
It’s how they interpret pressure, failure, and time.

I’ve had to consciously rewire these myself, especially after hitting plateaus where “working harder” stopped working.

Here are 5 mindset reframes that separate winners from everyone else:

Reframe #1: Failure
Every setback is data.
Every obstacle reveals something.

❌ "I'm afraid of making mistakes."
✅ "Mistakes show me what to fix."

Reframe #2: Discipline
Pressure isn't the enemy.
Avoidance is.

❌ "I don't feel like doing it."
✅ "I do what needs to be done."


Reframe #3: Time
You don't find time.
You protect it.

❌ "I don't have time."
✅ "I protect what matters most."


Reframe #4: Success
Success isn't motivation.
It's repetition.

❌ "I hope this works."
✅ "I make it work through action."


Reframe #5: Opportunity
Momentum beats timing.
Action beats waiting.

❌ "I'll start when it's right."
✅ "I start now."

Your mindset determines your ceiling.
Reframe how you think.
Change what you achieve.

♻️ Repost this if it helped.

>>5 MINDSET REFRAMES OF HIGH-PERFORMERS<<

The best KPI no one talks about 👇🏽
because you can’t measure it

It’s how your team feels on Monday morning.
You won’t find it in a dashboard.
It won’t show up in a report.

But you notice it straight away.
It’s there when people walk in.
In the energy they bring.

In whether ideas get shared or kept to themselves.
In how people treat each other before the meeting even starts.
That tells you more than most metrics ever will.

What tends to move that needle:

1/ Keeping people interested
Not just busy.
Not just ticking tasks.
Engaged in what they’re building.

2/ Keeping people informed
Sharing the why, not just the plan.
Letting people see the bigger picture, not just their lane.

3/ Keeping people involved
In decisions that affect their work.
In changes they’ll have to live with.
In wins they helped create.

4/ Keeping people inspired
Through trust.
Through space.
Through leadership that doesn’t rely on pressure.

You can track every number in the business
and still miss the important one.

How many people want to be here.
Look at how your team show up in the morning.
That’s the real dashboard.

Old thinking built control.
New thinking builds outcomes.

Good people don’t leave bad companies.
They leave bad leaders.

Treat people like a risk and you’ll churn talent.
Treat them like an asset and they’ll grow the business.

This isn’t a culture debate.
It shows up in revenue. 

Here's what works:

→ Hire for behavior, train for skill
→ Give people freedom to get results
→ Apply the same rules to everyone

The business owners I work with get this.
They don't build places where people count down to Friday.
They build places where people want to show up.

This change is happening now.

The best leaders aren't building better companies.
They're building places where people grow.

PS: Which shift has made the biggest difference where you work?
♻️ Share this if you agree

"If you want to change the world, start off by making your bed."
William H. McRaven

If you can’t do the small things right
You’ll never do the big things right 

That’s a Navy SEAL lesson to remember. 

Admiral William McRaven said it best in a commencement speech that has been watched over 100 million times.

It comes down to one simple idea:

Make your bed.

It sounds silly.
It isn’t.

True leadership isn’t built in big moments.
It’s built in what you do every day.

When small things slip, bigger things follow.
1/ Start with one finished task
Before email.
Before meetings.
Before anyone needs you.
Do one small thing you can complete.
You start the day with a win.

2/ Use hard moments to pull people together
In SEAL training, the toughest tasks can’t be done alone.

When something breaks:
→ Don’t avoid it
→ Don’t carry it solo
→ Bring someone in and work through it

Teams don’t bond when things are easy.
They bond when things feel challenging.

3/ Notice what others skip
Details tell the truth.
What you check shows what you care about.
People trust leaders who pay attention.

4/ Say what didn’t work
In training, failure was normal.
What mattered was owning it and learning fast.
When leaders talk about mistakes, people stop hiding.
Trust goes up.

5/ Make one person feel seen
In the hardest moments, one comment kept people from quitting.
Leadership lives here.
In checking in.
In noticing effort.
In showing up when it’s uncomfortable.

The gap between good and great isn’t talent.
It’s doing the small things.
Every day.

video credit: IG

♻️ Share this with your network of high-performers

Built your credibility face-to-face.
Keeping it offline is the bottleneck.

I analyzed 50+ leaders’ online presence last year.

Not to study content.
To see where opportunity breaks.

The pattern showed up across the same roles:

📣 Investors.
📣 Executives.
📣 Founders.

People with track records.
Very little to verify in public.

That gap creates credibility leaks.
If you’re missing deals, it’s usually coming from 1 of these 4 places:

1/ Your wins are hard to find
Media features buried
Exits never named
Board seats invisible
If someone has to work to understand your background, they won’t.

2/ Your language sounds like everyone else’s
Careful phrasing
Safe opinions
Nothing that shows judgment
You don’t look wrong.
You look replaceable.

3/ Your presence doesn’t match your level
Generic posts
Helpful tips
No authority markers
You wouldn’t hire this version of yourself.

4/ Your footprint is too light to confirm influence
Search doesn’t validate you
So decisions move on without you

Here’s what that costs in practice:

❌ Investor intros that don’t progress
❌ Board seats that go to visible peers
❌ Speaking invites that never land
 
When leaders fix this, the shift is predictable.

✅ Inbound increases.
✅ Demand rises.
✅ Opportunities start finding them.

Same experience.
Clear positioning.

If you want to close the leaks:

1 / Look yourself up like capital would
First three results only
Do they show relevance?

2 / Put proof where attention goes
Headline: the win that opens doors
About section: the track record you already have
Once a month: explain one real outcome

3 / Remove corporate or technical language
Write how you speak in closed rooms
State what you believe
Let judgment show

4 / Leave authority trails
Share how you decide
Break down calls you’ve made
Show the method behind results

Staying quiet doesn’t protect your name.
It makes it easier to pass over.

PS: Where is your credibility leaking?
♻️ Share with your network of high-achievers

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