Hi, I’m Andy, a Change Leadership Consultant based in Montreal, originally from France, now helping organizations across Canada and beyond to turn transformation into a lasting success.

For over 12 years, I’ve worked with executives, HR leaders, and transformation teams to strengthen their change maturity, the mindset, capability, and culture needed to lead change effectively.

Many organizations struggle with transformation because people, culture, and leadership aren’t ready and lack capability for it. 

That’s where I come in.

Here’s what I do:

→ Design tailored change strategies and transformation roadmaps.
→ Coach leaders and sponsors to drive change with confidence.
→ Assess impact, resistance, and risk to ensure smooth transitions.
→ Build internal change capability through hands-on training.
→ Drive clear, 360° communication across all levels, using existing channels effectively.
→ Measure engagement, readiness, and behaviors to demonstrate ROI and lasting impact.

At Elevation Groupe Conseil, my goal is simple: make change your competitive edge.

If you’re ready to make your change initiatives stick, let’s connect.

Send me a DM or email me at andy.lauret@elevationgc.ca

Andy ⬆️

Everyone wants transformation to go faster.

Almost no one counts the damage speed creates.

I’ve seen rushed transformations burn teams, miss decisions, 
and stall adoption months later.

I’ve felt that pressure too.

“Go faster” sounds productive.

Until energy drops and shortcuts multiply.

Speed without clarity isn’t progress.
Speed without capacity creates workarounds.
Forced pace looks efficient, but it quietly sabotages outcomes.

Real acceleration comes from alignment, not pressure.

What’s one change you slowed down to move faster later?

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

Andy Lauret ⬆️

Change management partner | Building Change-ready Organizations by helping People-First leaders and employees | Founder @Elevation Groupe Conseil

Change management does not need a seat at the table.
It needs its own table.

For years, change has been treated like support work.

Brought in after decisions are made.

Asked to help people “align” once the hard parts are over.

That is not change management.
That is damage control.

Change work shapes the decision, not the announcement.
- It challenges timelines.
- It questions readiness.
- It slows things down when speed would break trust.

If change leaders only react, they will always be ignored.
If they only facilitate, they will never influence.

Owning the table means saying no.

It means pushing back on leaders who want buy in without ownership.

It means being accountable for outcomes, not just adoption plans.

P.S. Is change invited early or only when things start breaking?

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from the change frontline.

Leaders accidentally kill engagement.

They broadcast instead of dialogue.
Present instead of co-create.
Celebrate go-live instead of measuring what sticks.

Here’s the truth:
Engagement is not about making people excited.
It’s about making them feel involved, equipped, and heard.

This framework shows:
→ The 5 things that kill engagement (even when leaders mean well)
→ Why each shift matters

One column builds compliance.
The other builds ownership.

Same intentions but very different outcomes.

Worth asking: which one are you designing?

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from the change frontline

People support what they help shape.

Consultation creates compliance.
Co-creation creates care.

One informs people.
The other gives them authorship.

Change doesn’t need more direction.
It needs shared ownership.

And you, are you designing for control...
or for commitment?

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from the change frontline

Saying ‘I support this change initiative’ is not leadership. 

It’s distance.

Support without visibility is abandonment.

It tells teams the work matters, but not enough for leadership time.

Change does not need cheerleaders.
It needs sponsors who are willing to be seen and challenged.

Here’s what sponsorship actually looks like:

1/ Publicly own the change.
Say “I am accountable for this” instead of “I support this.”

2/ Show up where the tension is.
Join the meetings where people disagree.

3/ Repeat the message often.
If you are tired of saying it, people are just starting to hear it.

4/ Make one visible decision early.
Cut a process, fund a priority or stop an old habit.

5/ Protect the work publicly.
When resistance shows up, address it out loud.

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from the change frontline.

Same goal, different approaches.

And… it’s OK!

Company A: top-down, directive driven.
Company B: co-created, Participative-driven.

We often search for *the* right way to lead change.

Truth is: there isn't one!

Both succeeded, because their strategies fit their culture, pace, and people.

The danger? Forcing a framework that doesn’t fit your DNA.

Yes my preference goes for a more co-created path… 
but different doesn’t mean wrong!

Context is king.

Custom beats copy.

And you, what’s the boldest change path you’ve seen work?

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from the change frontline.

For a long time, I thought leading change required authority.

A role, title or mandate.

Then I watched most change actually happen.
It didn’t come from the people with the biggest say.
It came from the ones who stepped in early.

The ones who noticed friction and removed it.
Who helped others make sense of what was shifting.
Who stayed calm when things got uncomfortable.

They didn’t “drive” change, they made it easier to move.

What I’ve learned is this:

Influence doesn’t come from position.

It comes from usefulness, trust, and timing.

– When you create value under pressure, people listen.
– When you follow through, people rely on you.
– When you model the change before it’s popular, people follow.

That’s how change gets led long before it’s approved.

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from the change frontline.

How to Lead Change Without Authority

Kotter 8-step Framework was meant to guide, not dictate.

It’s not the framework that fails.

It’s how rigidly we apply it.
The problem is using a copy-paste approach to a personalized challenge.

Kotter’s 8 Steps?
Still one of the best frameworks out there.
If you treat it as a compass not a checklist.
Change isn’t linear.

Sometimes urgency comes later.

Sometimes coalitions form mid-flight.

And sometimes empowerment needs to start before the vision is clear.
You can adapt the order.

You can tailor the approach.

But you can’t ignore the conditions.

Frameworks don’t fail.
Misusing them does.

🔁 Repost & ➕ Follow Andy Lauret for more real talk 
from the change frontline.

You didn’t lose value when the project failed.
You lost it when people stopped using it.

On time.
On budget.
Zero value...

Not because of resistance.
But because adoption was assumed, not managed.

Every hour of low adoption is a hidden cost.
And it adds up faster than you think.

Delivery is an event.
Adoption is the investment.

🔁 Repost & ➕ Follow Andy Lauret for more real talk from the change frontline

cost of low adoption

Senior Manager Strategy & Transformation in the Financial Services | Strategic Leadership Coach | Speaker | Mentor | Leader, passionate about people and continuous organizational improvement | 2x LinkedIn Top Voice

Global Senior Manager with 15+ years' banking experience in areas of Enterprise Risk Management, Governance, Strategic Transformation Projects, and Change Management with a heavy focus on Executive Leadership Reporting. Demonstrated ability to cultivate strong relationships, influence others, and lead high performing teams that advance global priorities. 

Committed to continuous organization improvement, enhancing customer experience and delivering solutions to support strategic financial and business decision-making. 

As a persuasive communicator fluent in English and Spanish, I effectively engage with clients, regulators, stakeholders, management, and staff at all levels. My diverse background includes extensive experience in ERM frameworks, risk culture programs, control assessments, audits, capital structure optimization, and statistical modelling for risk management matters. Leader with a proven track record of leading large-scale projects, implementing change management strategies, and delivering cost savings through efficient project management methodologies.

Core competences include:
•Enterprise Risk Management •Governance & Compliance •Operational Risk •Internal Audit • Executive Leadership Reporting & Analytics •Project Management •Change Management •Data Risk •Model Risk •Strategic Risk •Coaching & Talent Development •SAS/SPSS/DWH •SharePoint & Power Apps •Power BI/Python/R •Copilot •Agile/ Waterfall •JIRA/Confluence •Six Sigma/Kaizen •Protiviti

Diana Lasso

Friend: "You’re juggling all these projects? 
              How do you manage it?" 

Me: "I prioritize what matters most." 

Friend: "But what if something falls through the cracks?" 

Me: "Then I adjust and move forward." 

Friend: "Don’t you get overwhelmed with all 
             the responsibilities?" 

Me: "Sometimes. But leadership is about making choices, 
         not excuses." 

——— 

3 months later: 
→ Streamlined decision-making process. 
→ More time for what truly counts. 
→ Leadership growing stronger each day. 

The truth? 
→ Time won’t wait for you. 
You either control it or it controls you. 

And the doubts? 
→ Trust yourself more every day.

P.S. What’s one habit that helps you manage multiple priorities?

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This morning, I faced a battle with myself.
I woke up early, ready to exercise.
Then I stepped outside.

It was snowing.
Cold. Cloudy.
And honestly… my bed suddenly felt very convincing.

For a moment, comfort felt like the easier choice.

But then, Aristotle’s words came to mind:
“We are what we repeatedly do.
Excellence, then, is not an act; it is a habit.”

So, I asked myself, what’s my excuse?
I paused.
There wasn’t one.

I was ready.
So, I went to the gym.

Because I know this about myself:
If I let sleep win in the morning, the day slowly slips away.

Evenings belong to my family.
Mornings are where I choose myself.

As professionals, we make these choices every day.
Comfort or commitment.
Ease or discipline.

And often, the hardest part isn’t the workout.
It’s showing up.
Especially after the holidays.

Today was no different.
The toughest step was walking through the door.

And then…
to my surprise…

6 a.m.
Snow outside.
The gym was full.
Every single machine was taken.

That situation taught me something simple:
You can’t keep buying your own excuses.

→ Invest in yourself
↳ Keep the promises you make to yourself

No one else can do that work for you.
No one else can choose consistency on your behalf.

Learning to fulfill yourself
is one of the most important disciplines there is.

Because excellence isn’t a moment.
It’s a way of living.

P.S. What will you choose today?

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What my parents taught me about discovering my passion
(and how it shaped my leadership style)

Growing up, my father’s love for numbers 
and my mother’s passion for philosophy 
deeply influenced me.

Their contrasting strengths nurtured both
My analytical and empathy.

My mother's passion for philosophy 
and reading created a unique environment
that nurtured both analytical and critical thinking in me.

Early in my career, I faced a tough challenge.

I focused only on data to solve it, 
but something was missing. 

I realized I needed the human element. 

So, I started listening more closely to my team, 
understanding their concerns and perspectives.

This shift not only solved the problem 
but also built stronger team cohesion.

Now, I constantly strive to balance 
these two forces in my leadership approach. 

True leadership is a balance between the head and the heart.

P.S How has empathy shaped your leadership journey?

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Not everything deserves your attention.
And yet, lately, everything seems to ask for it.

The world feels heavy lately.
Layoffs. Conflict. Too much noise.
It’s easy to worry. Easy to spiral.

But here’s the truth:
Worry doesn’t take away tomorrow’s troubles;
It takes away today’s peace.

And stress?
7 out of 10 professionals say it keeps them up at night.

Not because of what is happening…
But because of what might happen.

You can’t control everything.
But you can protect your peace.

Start here:
 → Limit the news to once a day
 → Do one thing that grounds you
 → Begin and end your day with intention 

Peace isn’t something you find.
It’s chosen. 
Every single day.

P.S. What’s one thing you’ll do today to stay present?

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Visual: theopeninvite🙏

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Still speechless after sharing my Strategic Leadership talk
with the Latam Speakers Association.

To everyone who showed up,
Thank you.

I felt:
 ↳ Your energy
 ↳ Your hearts
 ↳ Your support

You reminded me why I do this.

Thank you to the incredible team behind this event,
for creating a space where strategic leaders are born,
and for believing in the power of the Latino community.

The future doesn’t reward the most prepared.
It rewards those brave enough to lead with purpose.

I came to this country with a suitcase, a dream,
 and an accent people once told me to hide.

Today, I proudly use my voice to remind others:
Your background is not a limitation.
It is your distinction.

During my talk “Strategic Leadership:
The Path to Becoming a High-Impact Leader”,

We explored one essential truth:
Being strategic is not about doing more.
It’s about choosing better.

Here is my 5-step FORTE Formula
to strengthen your leadership:

1. Focus:
 → One clear priority.
 → Choose progress over busyness.

2. Opt:
 → Make conscious decisions.
 → Choose what deserves your energy.

3. Realize:
 → Align actions with purpose.
 → Act in a way you can stand behind.

4. Transform:
 → Commit to growth.
 → Build momentum through small, consistent actions.

5. Empathize:
 → See the person before the role.
 → Listen to understand, not to reply.

Because leadership isn’t a title.
 ↳ It’s presence.
 ↳ It’s clarity.
 ↳ It’s courage.

Remember:
 “Talent opens doors.
 Strategy keeps you in the room.”

To every high-performing professional who dreams of leading:
 ↳ I see you
 ↳ I believe in you
 ↳ We belong here

Thank you for letting me live my purpose.
You inspire me every day.

P.S. What is your favourite step? 

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Results get noticed.
Behavior gets remembered.

Have you ever walked into work
and felt a shift you couldn’t explain?

Nothing went wrong.
Your results are strong.
Your commitment is real.

Yet something feels different.

Because careers don’t slow down overnight.
They change when how we show up
starts shaping the room more than our skills.

For a long time, you may have believed:
↳ “I’m just being direct.”
↳ “Pressure is part of the job.”
↳ “Results should speak for themselves.”

Those beliefs helped you succeed.
Now, they invite you to evolve.

Many talented professionals lose momentum when:
❌ They overlook the emotional climate they create.
❌ They react under pressure instead of regulating it.
❌ They confuse intensity with leadership.

Here’s the truth:
You don’t need less drive.
↳ You need more awareness.

Here are 5 Practical Ways to Increase Your Leadership Impact:

1- Notice your emotional footprint:
↳ How do people feel after working with you?
➟ Impact lasts longer than intention.

2- Pause before responding:
↳ Calm is a leadership skill.
➟ Regulation builds trust.

3- Be firm with clarity and respect:
↳ Strength doesn’t require fear.
➟ Clarity feels safe.

4- Create space for others to think:
↳ Invite questions. Welcome mistakes.
➟ Safety improves performance.

5- Lead with steadiness, especially under pressure:
↳ Consistency shapes reputation.
➟ Reliability increases value.

As Maya Angelou said,
“People will never forget how you made them feel.”

Emotional awareness creates trust.
Trust unlocks performance.
Performance becomes sustainable.

You’re not doing it wrong.
You’re becoming more intentional.

This isn’t about changing who you are.
It’s about expanding how you lead.

You’re not falling behind.
You’re stepping into a higher level of impact.

And that’s a powerful place to grow.

P.S. Which step speaks to you the most?

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The biggest leadership risk of the future
is leading on autopilot.

Fast decisions
Full calendars
Constant change

The danger isn’t speed.
It’s losing awareness while moving fast.

In the near future,
organizations will look for leaders
who can guide transformation
without losing their humanity.

That’s Strategic Leadership.
Leading with presence, empathy, and purpose
while still delivering results.

Harvard Business Review highlights this clearly:
leaders who reduce emotional noise
make better decisions
and build healthier teams.

Here are 5 ways to boost your strategic leadership impact:

1- Listen before you react:
 → Pause 5 seconds before responding.
 → Name the emotion before you speak.

2- Connect every decision to purpose:
 → Say the why in one clear sentence.
 → Link the decision to what truly matters.

3- Lead with curiosity:
 → Ask one thoughtful question instead of giving advice.
 → Reflect back what you hear to create clarity.

4- Lead change with structure:
 → Name what is changing.
 → Explain what will remain stable.

5- Let go to move faster:
 → Decide what needs your judgment and what doesn’t.
 → Act once the decision is clear enough.

As Napoleon Bonaparte said,
 “The role of the leader is to define reality and give hope.”

The future won’t belong to those who give orders.
It will belong to those who give direction with purpose.

Which means you don’t have to be perfect.
You just have to be present.

P.S. Which tip resonates with you most?

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Your biggest productivity problem isn’t people.
It’s the misalignment between them.

Everyone is busy.
Everyone is delivering.
Yet progress feels heavier than it should.

Teams move fast.
Just not in the same direction.

That space in between?
That’s friction.
And it doesn’t disappear with seniority.

Early in our careers,
We’re taught that collaboration breaks because of skills or tools:
↳ Better processes
↳ Better systems
↳ Better meetings

Real life doesn’t work that way.

Most breakdowns aren’t technical.
They’re directional.

As Peter Drucker said
“Efficiency is doing things right.
Effectiveness is doing the right things.”

If alignment were automatic,
cross-functional leadership wouldn’t be leadership.
It would be coordination.

The next level of leadership requires decisions that create alignment:
↳ across priorities
↳ across identities
↳ across incentives

Here are 5 Strategic Ways That Turn Silos into Collaboration:

1. Decide on the goal before the work:
↳ Misalignment starts when teams solve different problems.
➟ Name the shared outcome first, then assign tasks.

2. Formalize requests:
↳ Chaos often hides behind “ASAP.”
➟ Define channel, format, and deadline before pushing.

3. Centralize context:
↳ Fragmented information fuels tension.
➟ One source of truth reduces noise and anxiety.

4. Name priorities explicitly:
↳ When everything is urgent, nothing is aligned.
➟ Prioritize impact, not volume.

5. Assign a cross-functional focal point:
↳ Alignment needs translation, not authority.
➟ One connector keeps timelines, dependencies, and intent clear.

Work flows better when people pull in the same direction.

Some decisions reduce friction.
Some reveal it.
Both move the system forward.

Leadership isn’t about pushing harder.
It’s about designing clarity so collaboration can breathe.

Leadership is a process.
The clearer the direction, the smoother the execution.

And it always starts with you:
➟ Align the purpose
➟ Design the system
➟ And let the work flow

P.S. Which tip resonates with you most?

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Want your manager to trust you more?
Show it through the questions you ask.

You can usually feel it.
A subtle shift in the room.

Nothing went wrong.
Your work is solid.
Your experience speaks for itself.

And still, something is being evaluated.

Not just what you’ve done.
But how you think.

Because leaders don’t just look for people who execute.
They look for people who make things easier to lead.

And that shows up in questions.

Here are 5 Ways to Be Seen as a Strategic Leader:

1- Ask about impact:
 ↳ What outcome would make this project/assignment a real success?
 ↳ What changes for the business if we get this right?

2- Ask about priorities:
 ↳ If we had to choose, what cannot fail?
 ↳ What can flex without putting the outcome at risk?

3- Ask about the system:
 ↳ Who do we depend on to move forward?
 ↳ Where do things usually get stuck?

4- Ask about risk and mistakes:
 ↳ What typically goes wrong in projects/assignments like this?
 ↳ What early signals should we watch for?

5- Ask about the team:
 ↳ How do you prefer issues to be escalated?
 ↳ What kind of communication helps you most?

Leaders don’t choose credentials
They choose the one who helps them think clearer.

As Tony Robbins said:
“The quality of your life is the quality of the questions
 you ask yourself.”

When your questions create clarity,
Leaders don’t see effort.
They see partnership.

And it all starts with you.
Be curious on purpose.
Think out loud.

That’s how trust grows,
and how leaders remember you.

P.S. Which of these questions stand out to you, 
or what others would you add?

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Have you ever gone to work one day
and felt like you no longer fit?

Nothing went wrong.
You’re still capable.
Still committed.

Yet something feels different.

Because fulfillment isn’t lost overnight.
It fades when what you do
stops matching who you are.

For a long time, you may have believed:
 ↳ “I just need rest.”
 ↳ “This feeling will pass.”
 ↳ “Once things change, I’ll feel better.”

Those beliefs helped you stay strong.

Now, they invite you to pause and listen.

Many managers lose energy when:
 ❌ They ignore early signs of misalignment.
 ❌ They keep giving without checking what they’re receiving.
 ❌ They silence the value that matters most to them.

Here’s the truth:
You don’t need to quit.
↳ You need clarity.

Here are 5 Practical Ways to Reconnect When Work Feels Off:

1- Identify the value asking for attention:
 ↳ Justice, purpose, growth, coherence.
 ➟ Write it down. Naming it brings relief.

2- Take one daily action that honours that value:
 ↳ A conversation, a decision, a boundary.
 ➟ Small alignment restores energy.

3- Redefine your role through impact:
 ↳ Ask: “Where can I add value in a way that feels true?”
 ➟ Meaning fuels motivation.

4- Express your limits with intention:
 ↳ Share what you stand for, not what you’re against.
 ➟ Purpose-led boundaries build respect.

5- Choose your next step consciously:
 ↳ Realign where you are, or prepare to redirect.
 ➟ Both are acts of self-leadership.

As Viktor Frankl said,
 “When we are no longer able to change a situation,
 we are challenged to change ourselves.”

Alignment creates energy.
Energy brings clarity.
Clarity restores momentum.

You’re not lost.
You’re evolving.
And that’s a powerful place to be.

P.S. Which step speaks to you the most?

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The difference between a professional and
A Strategic Leader isn’t effort.
It’s perspective.

Strong professionals execute well.
Strategic leaders look ahead.

At senior levels, progress works differently.
Not by doing more.
 ↳ By thinking further.

As Jim Collins said:
“Great leaders see beyond today.”

Strategic leadership isn’t a title you’re given.
It’s a way of thinking you choose.

Here are 5 Strategic Shifts that move you
from Executor to Strategic Leader:

1– Stop leading from your task list:
 ↳ Executors focus on finishing. Strategists focus on impact.
 ➟ Ask how your work affects other teams and priorities.
 ➟ Pause to consider what happens next.

2– Think from the future backward:
 ↳ Strategy begins with what’s coming, not what’s urgent.
 ➟ Decide based on where the business is headed.
 ➟ Not just what needs attention today.

3– Own your impact:
 ↳ Responsibility comes before permission.
 ➟ Take full ownership of outcomes.
 ➟ Especially when decisions cross boundaries.

4– Shift from KPIs to system results:
 ↳ Hitting your number isn’t the same as moving the whole organization.
➟ Balance your metrics with shared goals.
➟ Optimize for sustainability, not silos.

5– Act at the level you want to be trusted with:
 ↳ Senior leadership shows up in behavior first.
 ➟ Decide with enterprise-level judgment.
 ➟ Consistency is what builds credibility over time.

Execution makes you dependable.
Strategic thinking makes you indispensable.

Start with the goal in mind.
Move with intention.
Let consistency do the rest.

P.S. Which shift resonates most with you right now?

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The hardest part of deciding
is not knowing how it will turn out.

You move first.
Clarity follows later.

That space in between?
That’s uncertainty.
And it doesn’t disappear with experience.

Early in our careers,
we’re taught that good decisions
come from having the right answers:
 ↳ Study more.
 ↳ Analyze longer.
 ↳ Avoid mistakes.

Real life doesn’t work that way.

If certainty were required,
decision-making wouldn’t be leadership.
It would be part of business as usual.

As Albert Einstein said,
“In the middle of difficulty lies opportunity.”

The next level of leadership requires decisions to be made:
 ↳ with partial information
 ↳ real consequences
 ↳ and no rehearsal

Here are 5 Ways to Improve Decision-Making at Work:

1. Decide when you understand the problem clearly:
 ↳ Clarity comes from knowing what truly matters.
 ➟ Identify the goal, the main risks, and the constraints, then move.

2. Name the fear driving the delay:
 ↳ Indecision often hides fear of consequences.
 ➟ Put the fear into words to reduce its control.

3. Think outside the box:
 ↳ Not every decision has only one right path.
 ➟ Redesign the choice until it feels workable, not overwhelming.

4. Break the decision into a smaller commitment:
 ↳ Big decisions feel heavy because they feel permanent.
 ➟ Choose the smallest action that creates learning.

5. Trust your ability to respond:
 ↳ You don’t need all the answers to move forward.
 ➟ Confidence comes from knowing you can adapt.

Life works like a coffee shop.
You pay first.
Then you get the reward.

Some decisions will teach you.
Some will reward you.
Both move you forward.

Leadership isn’t about being right all the time.
It’s about trusting yourself enough to choose,
learning quickly,
and moving forward with intention.

Leadership is a process.
The faster you fall, the quicker you learn.
And it all starts with you.

Trust your gut.
Commit to the decision.
And learn to enjoy the process!

P.S. Which tip resonates with you most?

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You wake up already tired.
And the day hasn’t even started.

Nothing is “wrong.”

You’re delivering.
You’re showing up.
Your calendar is full.

And yet, the pressure is already there.

As Cal Newport once said,
“Clarity about what matters provides 
clarity about what does not.”

Time management isn’t about 
squeezing more into your day.
It’s about creating space to think, 
choose, and lead yourself better.

When time is managed with intention, 
something shifts:
↳ The noise quiets down.
↳ Decisions feel lighter.
↳ Progress stops feeling heavy.

Here are 3 simple shifts that have worked for me.
I hope they help you too:

→ Choose what matters first:
↳ Write down your top 1–2 outcomes for the day.
↳ Ask: What would make today feel like a win?
↳ Say no (or later) to everything that doesn’t support it.

→ Work with your energy:
↳ Group similar tasks together.
↳ Protect one quiet block of focus.
↳ Stop before you’re exhausted.

→ Slow down decisions:
↳ Prioritize when you’re calm.
↳ Review your calendar with intention.
↳ Leave small gaps to reset your mind.

Curious to dive deeper?

Here are 5 YouTube videos to help you work
smarter with the time you have:

1- "This Simple Productivity System 
Made Me $100 Millon" by Alex Hormozi

Learn how to structure your day for maximum impact with simple, actionable strategies that drive results. 

https://lnkd.in/gMusnkfn

2- "How CEOs Schedule Their Time" 
by Dan Martell 

Dan breaks down practical, easy-to-apply methods that can help anyone structure their day like a pro.

https://lnkd.in/gYmzRNcJ

3-"Tools for Better Productivity & Time Management" 
by Dr. Adam Grant & Dr. Andrew Huberman

Provides practical tools and science-backed strategies to boost productivity and manage time effectively.

https://lnkd.in/g9b_5CPZ

4- "How To Focus For 12+ Hours a Day Like a Millionaire" 
by Charlie Morgan

Charlie shares his unique approach to mastering concentration and achieving long-term productivity without burning out.

https://lnkd.in/gigg6GGg

5- "6 Time Management Tips to Get More Done" 
by Brian Tracy

Brian’s approach helps you focus on what truly matters, making the most of your time each day.

https://lnkd.in/gZj2HBiH

Remember, 𝘆𝗼𝘂𝗿 𝘁𝗶𝗺𝗲 𝗶𝘀 𝘆𝗼𝘂𝗿 𝗺𝗼𝘀𝘁 𝘃𝗮𝗹𝘂𝗮𝗯𝗹𝗲 𝗿𝗲𝘀𝗼𝘂𝗿𝗰𝗲.
Use it wisely and watch your life transform.

P.S. What is your favourite? 

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Your reality today
Did you design it, or did you tolerate it?

There are people living the life you dream about.
For them, it feels normal.

Not because it’s easy.
But because they chose it.

If a dream lives in your heart,
It’s there for a reason.
It’s an invitation to lead with intention.

For many professionals, the opportunity
isn’t wanting more.
It’s deciding with clarity.

For a long time, you may have believed:
 ↳ “This is just a season to push through.”
 ↳ “Once I get the title, things will change.”
 ↳ “I’ll rethink this later.”

Those beliefs supported you.
They helped you grow.

Now, they’re ready to evolve with you.

High performers reach their next level when they:
↳ Create clarity through action.
↳ Stop tolerating what no longer fits.
↳ Turn resilience into a conscious choice.

Here’s the truth:
 You don’t need permission to redesign your life.
 ↳ You already have ownership.

5 Ways to Design Your Reality with Intention:

1- Claim what’s yours:
 ↳ If it’s part of your life, you can influence it.
 ➟ Ownership expands possibilities.

2- Take massive action:
 ↳ Stop overthinking. Start moving.
 ➟ Action creates clarity.

3- Choose direction on purpose:
 ↳ You already know how to build.
 ➟ Decide where your energy goes.

4- Find your why:
 ↳ Purpose fuels consistency.
 ➟ Meaning sustains momentum.

5- Lead yourself first:
 ↳ Your mindset shapes your outcomes.
 ➟ Inner leadership comes first.

As George Addair said:
 “Everything you've ever wanted is on the other side of fear.”

January is almost over.
Are your resolutions still alive?

Life is a series of decisions.
Choosing to act is a decision.
Choosing not to act is one too.

Choose Wisely!
 Your family and your team are counting on you.

P.S. Which habit are you choosing to build today?

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Rumors don’t start with gossip.
They start with uncertainty and fear of losing control.

When context is missing,
people fill the gaps.
Stories spread fast.

At work, this isn’t personal.
It’s what happens when decisions aren’t visible
and direction isn’t clear.

Here’s where many high performers get stuck:
→ They explain more.
→ They defend themselves.
→ That usually makes things worse.

The real work isn’t reacting.
It’s reducing uncertainty.

That’s why I created the 5-step RUMOR formula
to protect credibility without over-explaining:

R — Reduce ambiguity:
• Separate facts from assumptions.
• Make decisions easy to trace.

U — Understand the system:
• Notice where information breaks.
• Watch how uncertainty moves.

M — Make work visible:
• Document outcomes.
• Share progress others can point to.

O — Own the narrative:
• Keep it simple.
• Stay consistent over time.

R — Rely on credibility:
• Let others talk about your work.
• Build trust through consistency.

As Jeff Bezos said:
“Reputation is what others say about you 
when you’re not in the room.”

Stay focused on clear goals.
Consistency beats any misunderstanding.

You don’t build a reputation by defending yourself.
You build it by doing work people trust.

Leadership starts with you.
Step away from the noise.
Let the results speak.

P.S. Which step feels like your next move?

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5-step RUMOR formula to protect your credibility by DL

One of the biggest leadership risks
is assuming everyone sees the world the way you do.

↳ Clear logic
↳ Strong opinions
↳ Good intentions

The danger isn’t conviction.
It’s confusing your perception with reality.

Each of us operates from a perceptual map
shaped by our experiences, beliefs, and outcomes.
That map feels like truth.
So, when someone thinks differently,
It simply doesn’t make sense to us.

And yet, leadership requires living with difference.

We say we love change.
Just not when we have to change.

In the future, organizations won’t need leaders
Who wins arguments.
They’ll need leaders who can hold tension
without breaking trust.

That’s Strategic Leadership.
Leading beyond your own map.
Practicing empathy without losing direction.
Delivering results without forcing sameness.

Neuroscience reinforces this:
empathy calms the brain’s threat response,
creates psychological safety,
and unlocks real collaboration.

5 ways to build empathy (without losing authority):

1– Pause the need to be right:
→ Understanding opens more doors than winning.

2– Listen for meaning, not agreement:
→ What people feel matters as much as what they say.

3– Separate intention from impact:
→ Good intent doesn’t cancel real impact.

4– Lead from your control zone:
→ You control your decisions, attention, habits, and values.

5– Change yourself first:
→ Influence grows when awareness leads the way.

As Stephen R. Covey said:
“Seek first to understand, then to be understood.”

When you lead with empathy,
you don’t lose clarity or standards.
You gain trust, connection, and lasting influence.

P.S. Which tip resonates with you most?

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The fastest way to limit your team’s potential
is to lead them all the same.

Different people
Different strengths
Different ways to thrive

Leadership grows when it adapts.

What you notice expands your impact.
What you adjust elevates performance.

This is where strategic leadership begins:
seeing the person in front of you.

That’s why I created the 8-step ADAPTIVE formula
to help leaders do their best work:

A — Assess the person:
→ Discover what energizes them this quarter.
→ Notice where they feel most confident.

D — Define success clearly:
→ Align on outcomes that matter.
→ Create a shared picture of success.

A — Allow autonomy:
→ Give space for ownership and initiative.
→ Trust decisions within clear boundaries.

P — Prioritize strengths:
→ Assign work aligned with natural talent.
→ Build momentum through what already works.

T — Tune feedback:
→ Offer guidance in a way that lands well.
→ Focus on impact and growth.

I — Invite dialogue:
→ Encourage open and honest conversations.
→ Listen to understand, not to correct.

V — Validate progress:
→ Acknowledge movement as it happens.
→ Reinforce confidence through recognition.

E — Elevate performance"
→ Remove obstacles together.
→ Stretch potential at the right moment.

As Simon Sinek said:
“Leadership is not about being in charge. 
It is about taking care of those in your charge.”

Leadership lives
where awareness meets action.

Your people deserve to be understood.
Your leadership deserves intention.
Your impact deserves clarity.

Leadership grows
when you adapt to the person in front of you.

P.S. Which part of ADAPTIVE will you lead with this week?

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8-step ADAPTIVE formula to help leaders do their best work

Hard work opens the door.
Conversations decide what opens next.

Growth accelerates with clarity.
Influence grows through dialogue.

In today’s workplace,
excellence is expected.
Direction creates momentum.

Networking isn’t about collecting names.
It’s about leading conversations with purpose.

Here’s the truth:
When conversations are intentional,
opportunities follow.

That’s why I created the 5-step SPEAK Formula
to lead conversations that open doors:

S — Sync with your leader:
• Ask for the 2–3 outcomes that matter most right now.
• Align your work to what moves the business forward.

P — Partner across teams:
• Invite a peer from another area for a short coffee chat.
• Explore where collaboration creates shared wins.

E — Express your value:
• Share one concrete result in meetings or updates.
• Connect your work to a clear business outcome.

A — Ask for perspective:
• Request 20 focused minutes from a mentor you admire.
• Prepare one thoughtful, specific question.

K — Keep it intentional:
• Enter every conversation with a clear goal.
• Close with one aligned next step.

As Peter Drucker said:
“The best way to predict the future is to create it.”

You already create value.
Now lead the conversations around it.
That’s how influence expands.

P.S. Which step feels like your next move?

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5 steps formula to lead conversations that open doors-DL

Your next promotion isn’t decided in December.
It starts now!

Strong careers aren’t built on effort alone.
They’re built on alignment.

What you define early
shapes every decision later.
What you leave unclear
creates friction over time.

Progress in corporate life is earned uphill.
Not to exhaust you.
↳ To set you apart.

As Peter Drucker said:
“What gets measured gets managed.”

Intentional performance is simple.
Consistency is what makes it real.

Here are 5 Strategic Anchors to Set the Tone for the Year:

1- Define success before you start executing:
↳ Motion without clarity leads nowhere.
➟ Write down what “a successful year” looks like in your role.
➟ Narrow it down to three outcomes that truly matter.

2- Align expectations early:
↳ Misalignment is the most expensive risk at work.
➟ Schedule a conversation to clarify priorities and trade-offs.
➟ Ask what matters most when time and resources are limited.

3- Turn effort into visible impact:
↳ Hard work only counts when it’s traceable.
➟ Document decisions, results, and progress in writing.
➟ Make your contribution easy for others to recognize.

4- Own your career development:
↳ Growth doesn’t get assigned.
➟ Add career and feedback conversations to your calendar.
➟ Be clear about the skills and exposure you want to build this year.

5- Be intentional with your energy:
↳ Not all work moves careers forward.
➟ Identify tasks that drain energy without impact or visibility.
➟ Reinvest that time where your strengths create leverage.

Effort creates movement.
Strategy creates progress.

Start the year with clarity.
Move with intention.
Let consistency do the rest.

P.S. Which tip resonates with you most?

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Navigating a multigenerational team?
It’s like juggling different flavors of ice cream.

Each one unique, each one delicious, 
if you know how to savor it.

Here are 5 Tips to master your communication
with a multigenerational team:

1- Baby Boomers (Born 1946–1964):
→ Recognize their dedication
→ Schedule regular check-ins
→ Use structured communication
→ Give clear and detailed feedback
→ Prefer in-person or phone conversations

2- Generation X (Born 1965–1980):
→ Provide context for decisions 
→ Encourage balanced communication 
→ Be clear and concise in emails/meetings
→ Combine formal updates with casual check-ins
→ Clarify expectations while allowing independence

3- Millennials (Born 1981–1996):
→ Use digital tools 
→ Give frequent feedback
→ Recognize their creativity 
→ Encourage open conversations
→ Promote team collaboration

4- Generation Z ((Born 1997–2012):
→ Build trust through honesty
→ Support growth with mentorship
→ Be clear, authentic, and transparent
→ Foster an inclusive, respectful environment
→ Use visuals (videos/graphics) to explain ideas

Every generation brings something unique to the table.

When we communicate effectively, 
We don’t just work together. 
We thrive together!

Steal this cheat sheet as a reminder 
to communicate effectively with every generation on your team!

P.S. What’s your experience with multigenerational teams?

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