Archita Fritz

Assurance Services International

Member of The Supervisory Board

hubble

You can book a 1:1 with me here:
 https://www.hubble.social/architafritz

Advice on everything:
✔️ Build Commercial Engines
✔️ Product Marketing
✔️ Scale Founder-Led Growth
✔️ Position for Multiples
✔️ Workforce Planning & Leadership
✔️ Building a Boardroom Career
✔️ Career Transitions

Advisor

Ready Set Bold

Fractional Executive Partner
—————————————
I embed with mid market PE- and VC-backed portfolio companies for focused, 4- to 11-month sprints, turning strategy into measurable results.

Typical challenges I solve
	•	Mis-aligned Product Vision → Execution
I bridge the gap between roadmap, build, and commercialisation so every feature ships with a revenue story.
	•	Quality Whiplash
I create frameworks that balance urgent customer issues with long-range innovation—no more trade-offs between delight and disruption.
	•	Silo-Driven Slow-Downs
I replace hand-offs with hand-shakes, bringing Product, Sales, Support, and Finance into one transparent cadence.
	•	Ghost GTM Plans
I install a pragmatic, metrics-first GTM engine that prioritises, sequences, and launches for maximum speed-to-money.

⸻

Workplace Culture Strategist
——————————————
Using a data-backed diagnostic rooted in research and lived experience, I help organisations move from awareness to action on:
	•	Psychological safety & “speak-up” culture
	•	Cross-team communication loops
	•	Team health → performance → profit

⸻

By the numbers
	•	25+ product launches
	•	$2.1 B cumulative revenue impact
	•	128+ countries served
	•	20+ years leading global, cross-functional teams

⸻

Selected client roster
BlueMountain · CluePoints · ResMed · Sparking Capital · Adidas · NHS Lincolnshire · Verity HealXR · Spookfish Innovations · Bright Spaces · Vatis Tech · FlaminJoy

⸻

If you need a high-impact operator who can land both product and people wins—fast—let’s talk.

Strategic Growth Catalyst : People and Product (Fractional CMO)

DfX (Deal Flow Xchange) is rethinking how private capital moves.
It’s not a fund or a network — it’s infrastructure.
A transparent, intent-driven platform where founders, investors, and lenders connect directly to get deals done. If you're raising, deploying, or lending capital — this is where you should be.
→ Learn more or request access: www.dealflowxchange.com

Sign up for our newsletter → https://lnkd.in/ebsicefQ
Are you a service provider? Plug into our network → https://lnkd.in/dJQsCCGm

Advisory Board Member

Veblen Director Programme

Chairperson of the 11 member Board of VDP. 

Through the Veblen community we work with Small and Medium Sized Enterprises (SME’s) to help place Board members that can move forward innovation, impact and growth. Additionally support aspiring Board members in building and landing Board Roles.

Chairperson of the Board

Rose Equity Partners

Non Executive Director

BetterLogiq

Board Member

Brydge Club

Brdyge Club is a private angel investing network for women who want to write checks, build wealth, and shape the future of innovation.

We’re reimagining what access looks like — not just for founders, but for female investors ready to move from the sidelines to the cap table.

If you’re an accredited woman looking to invest in early-stage companies with purpose and upside, apply to join the club. → https://brydgeclub.com/

Founding Member

Institute of Directors (IoD)

Member

Open-Intro

I am available for 1:1 direct meetings on Open-Intro. Book me at: https://open-intro.com/expert/archita-fritz

Expert on Open-Intro

Fractional Product Marketing Leader | I help operationalize product roadmaps for commercial success | Strategic Board Advisor | Workplace Culture

I’m a Fractional CMO for PE-backed, mid-market companies and founder-led teams in the middle of growth, pressure, and transition.

→ I identify the gaps: people, product, and process
→ I build the commercialization system they forgot to build
→ I help teams launch, enable sales, and scale—fast
→ I create clarity, culture, and structure so the full-time hire can succeed
→ I step out once the system works without me

This is not “marketing.”
This is what makes a business commercial—and scalable.

Where I’ve Done It
→ Took a company from $1.5M to $350M in revenue
→ Launched 25+ products across 80+ markets
→ Opened a $2.1B market opportunity through positioning and system-building
→ Built product marketing functions from scratch for 7 companies and 15 founders
→ Advised founders through post-acquisition transitions and culture realignment
→ Partnered with CROs and CPOs to align product, marketing, and sales enablement

Who I Work With
→ PE-backed CEOs who don’t have time to figure it out alone
→ Founders stuck between what worked and what will scale
→ Boards that need more than “just another hire”—they need traction
→ Teams that need clarity, coordination, and accountability yesterday

Why It Works
Because founder magic burns out without structure.
Because the board doesn’t want more activity—they want results.
Because clarity beats chaos, every time.

I build what should have been built six months ago.
And then I help you hire the person to run it long-term.

If you would like to chat or need advice, you can book a 1:1 with me here: https://www.hubble.social/architafritz

What Others Say
“Archita’s strategic vision opened a $2.1B market for us. Her leadership was crucial to our expansion.”
— Shiva Ralapalli, CEO, Verity HealXR

“She helped us connect the dots and activate our teams. She built our Product Marketing function and aligned commercial with product.”
— Patrick Hughes, CRO, CluePoints

“Archita activated me and the audience to lead better for my team and myself.”
— Katie Reget, VP of Sales, ResMed

“She had high expectations of the team, and I of her—and she exceeded all expectations.”
— Vlad Panait, VC Partner, Sparking Capital

Chief Marketing Officer

We rise by lifting others! Driven by a commitment to build psychologically safe workplaces where people can unapologetically be themselves Archita is resolutely focused to work with partners who want to look beyond metrics to help shape cultures of belonging and cancel out the silent acceptance of bullying and harassment in the workplace.

Archita is the strategy and marketing lead on campaigns, partnerships, products and promotion. If you want to partner with Speak Out on organisational campaigns or partnerships please connect with her.

Grateful to be named one of Product Marketing Alliance’s Top 100 Product Marketers globally, for the second year in a row.

For almost 20 years I did product marketing without knowing it had a name.

In med device we just called it:
“Get the product launched and don’t screw it up.” Or Upstream marketing! 

Only later did I realise there was a whole discipline behind what I was doing in the middle:

- between product and sales
- between the investment thesis and the actual customer
- between the board deck and the front line

Over those ~20 years, I’ve helped bring 45+ products to market across:
	•	medical devices
	•	life sciences
	•	B2B tech & SaaS
	•	manufacturing

While they have been across different industries, I have noticed the same patterns. 

👉🏽 𝑽𝒂𝒍𝒖𝒆 𝒊𝒔 𝒄𝒓𝒆𝒂𝒕𝒆𝒅 (𝒐𝒓 𝒅𝒆𝒔𝒕𝒓𝒐𝒚𝒆𝒅) 𝒊𝒏 𝒕𝒉𝒆 𝒕𝒓𝒂𝒏𝒔𝒍𝒂𝒕𝒊𝒐𝒏 𝒍𝒂𝒚𝒆𝒓.

When nobody truly owns that layer, you get:
- beautiful products that never hit their number
- sales teams improvising a story that doesn’t match reality 
- leaders wondering why the plan works in Excel, but not in the market

In PE-backed and high-growth companies, product marketing is not “nice-to-have marketing”.

𝐈𝐭’𝐬 𝐚 𝐯𝐚𝐥𝐮𝐞 𝐜𝐫𝐞𝐚𝐭𝐢𝐨𝐧 𝐟𝐮𝐧𝐜𝐭𝐢𝐨𝐧. 

- pressure-testing the thesis against real customers
- choosing which problems to solve first
- arming GTM teams so revenue doesn’t depend on heroics

That’s the work I care about.

The recognition is just a visible signal of an invisible job a lot of us have been doing for years.

To the team at Product Marketing Alliance – thank you for shining a light on this craft and for putting me on the list again this year. 🙏🏽

Read up about all the other 99 here: https://lnkd.in/d7qWTUBX

And to the CEOs / value creation leaders reading this…

𝘐𝘧 𝘺𝘰𝘶 𝘵𝘳𝘦𝘢𝘵 𝘱𝘳𝘰𝘥𝘶𝘤𝘵 𝘮𝘢𝘳𝘬𝘦𝘵𝘪𝘯𝘨 𝘢𝘴 𝘴𝘭𝘪𝘥𝘦 𝘥𝘦𝘴𝘪𝘨𝘯, 𝘺𝘰𝘶’𝘭𝘭 𝘨𝘦𝘵 𝘴𝘭𝘪𝘥𝘦𝘴.
𝘐𝘧 𝘺𝘰𝘶 𝘵𝘳𝘦𝘢𝘵 𝘪𝘵 𝘢𝘴 𝘷𝘢𝘭𝘶𝘦 𝘤𝘳𝘦𝘢𝘵𝘪𝘰𝘯, 𝘺𝘰𝘶’𝘭𝘭 𝘨𝘦𝘵… 𝘷𝘢𝘭𝘶𝘦.

PS: Congratulations to the other Product Marketing leaders recognized for this. Honoured to be amongst this cohort. Full list in the comments below.

——

Hi 👋🏾 I’m Archita. I spent 17 years in MedTech and now partner with investor- and private equity–backed CEOs, boards, and commercial leaders to build growth plans their teams can actually execute.

Archita Fritz 

Partner to Private Equity CEOs | GTM & Value Creation | Board Member | 2 x Top 100 Product Marketing Leader

Archita Fritz, Top 100 Global Product marketeer as recognized by Product Marketing Alliance. Archita Fritz Value Creation Partner to Private Equity CxO‘s and PE firms 

Last weekend I went back to Kellogg-WHU Executive MBA to teach the leadership module I sat in 8 years ago.

While it was a new cohort with senior EMBA leaders from multiple countries, industries, and P&Ls.

One thing hasn’t changed as much in these 8 years.

When I asked where they feel the most pressure right now, the top answer wasn’t “strategy” or “performance.”

It was this:

“𝘚𝘵𝘢𝘺𝘪𝘯𝘨 𝘴𝘦𝘭𝘧-𝘢𝘸𝘢𝘳𝘦 𝘸𝘩𝘦𝘯 𝘐’𝘮 𝘶𝘯𝘥𝘦𝘳 𝘱𝘳𝘦𝘴𝘴𝘶𝘳𝘦.”

I see the same pattern in my private equity client work too. 

We still don’t really train our current or next generation of leaders to stay self-aware under pressure.

And yet it’s self-aware leaders who quietly build:
	•	better teams
	•	healthier organisations
	•	stronger communities

In the room, we had a lot of healthy debate as the leaders could describe the system ‘issues’ in perfect detail…

promotion rules, politics, cultural norms, short-term targets.

But when the pressure hits, the behaviours they tend to default to, looked familiar:

↳ hovering and micromanaging
↳ snapping
↳ telling instead of listening
↳ those “devil emails at midnight” Mita Mallick  writes about

Often followed by this sentence I hear in almost every geography: 

“In a high-performance culture, you have to be more direct.”
“In my country, this style of leadership doesn’t work.”

𝑪𝒖𝒍𝒕𝒖𝒓𝒆 𝒂𝒏𝒅 𝒄𝒐𝒏𝒕𝒆𝒙𝒕 𝒂𝒃𝒔𝒐𝒍𝒖𝒕𝒆𝒍𝒚 𝒔𝒉𝒂𝒑𝒆 𝒉𝒐𝒘 𝒚𝒐𝒖 𝒍𝒆𝒂𝒅.
𝑻𝒉𝒆𝒚 𝒅𝒐 𝒏𝒐𝒕 𝒆𝒙𝒄𝒖𝒔𝒆 𝒘𝒉𝒐 𝒚𝒐𝒖 𝒃𝒆𝒄𝒐𝒎𝒆 𝒖𝒏𝒅𝒆𝒓 𝒑𝒓𝒆𝒔𝒔𝒖𝒓𝒆.

This is why I teach leadership as an operating system: within my Leadership OS™: 
Me → We → System → Future.

If Me is ignored:
	•	We don’t feel safe
	•	System changes don’t stick
	•	Future stays a story on slides

“Me” work for a senior leader isn’t a fancy offsite. It’s tiny, in-the-moment reps:

➟ Notice your first reflex under pressure: attack, withdraw, or hover.
➟ Name it: “I’m in micromanager / attack / rescue mode right now.”
➟ Choose one different move: ask a question, delay the midnight email, or take 90 seconds before you walk into the room.

To the EMBA leaders who spent Saturday with me….thank you!

You challenged the ideas. 
You challenged me. 

Many of you didn’t agree with everything we discussed, and you still stayed in the conversation.

That’s where real leadership work begins.

PS: Mita Mallick every student got a code to a copy of your book and thank you for taking time to record with us before!  To more aware leaders.

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In my house, there were only two correct answers to:
“What do you want to be when you grow up?”

Doctor
Engineer

But in the breaks at school, over steel tiffins from 5th grade onwards, I’d lean in and quietly tell my friends:

“I want to be a DJ.”

It was 90’s India. MTV VJs and radio DJs were everything, loud, free, fully themselves.

If my mum had known I was harbouring that dream, it would’ve been squashed instantly.

So I did what a lot of us do:

I kept the ‘wrong dream’ off fhe record. 
Got the grades, followed the path, got a scholarship, moved countries, started working on that engineering degree and collected responsibilities.

And then while at Michigan Tech in  Houghton, Michigan someone says, “There’s a student radio station here… 91.9 FM.”

Bam.

That hidden dream finally found a doorway.
A few months later, “Chai with Archita on WMTU 91.9FM” was on air, the only world music show in the entire Upper Peninsula.

It wasn’t a grand career move.
It was one small, very real way to let 10-year-old me exist in my actual life.

We quieten and defer a lot of these dreams.
We don’t just do this with childhood dreams.

We do it with adult ones too:
“I’ll start when work calms down.”
“When the kids are older.”
“Once this promotion is sorted.”

Here’s your Sunday nudge:

This isn’t just about childhood dreams.
It’s also the adult ones you quietly downgraded to “later” or “maybe when things calm down”.

👉🏽 What’s the thing you keep labelling “maybe one day”…and what’s the smallest real way you could let it live in 2026?

👇🏽In the comments, I’ve linked my latest newsletter, “Before 2026 Finds You on the Same Treadmill” , it’s a short read and a simple way to stop postponing the thing you already know you want (including a 90-minute option if you want support).

PS: I found this old student planner with a picture from my DJ days on a family trip back to Michigan last summer…wild what we forget we’ve already been brave enough to do.

Partner to Private Equity CEOs | GTM & Value Creation | Board Member | Top 100 PMA Product Marketing Leader

Archita Fritz advisor to Private Equity CEO’s also helping corporate individuals activate their childhood and adult tiny dreams they keep deffering to ‘some day’ 

The worst career advice that stuck in my head in my 20s was this line:

“Be brief. Be brilliant. Be gone.”

I heard it before my first big sales meeting in Scottsdale, Arizona.

I was a quality engineer in MedTech, one of the only non-sales people in a huge room full of suits. That line was meant as presentation advice, but my brain took it everywhere.

Every time I bumped into someone senior, my internal script was:

You’ve got 20 seconds.
Don’t waste their time.
Say something smart.
Exit.

I wasn’t silent.
I laughed at the right moments, made safe comments about the weather, asked where people had flown in from.

But inside I was thinking,

“I don’t know these people. I don’t know the politics. I don’t know what they actually care about. How the hell am I supposed to be ‘brilliant’ in small talk?”

It made every hallway chat feel like a tiny performance review.

Fast forward a lot of years.

Now I get short windows with private equity operating partners and CEOs in a completely new world to me. 

The time is still limited. 
Their calendars are still packed.

But I use that old line differently now.

➟ In formal updates: 
“Be brief” still holds. 
Know your point, land the point and stop talking.

➟ In human moments: 
I drop “be brilliant” completely.

𝑰 𝒅𝒐𝒏’𝒕 𝒕𝒓𝒆𝒂𝒕 𝒆𝒗𝒆𝒓𝒚 𝒊𝒏𝒕𝒆𝒓𝒂𝒄𝒕𝒊𝒐𝒏 𝒍𝒊𝒌𝒆 𝒂𝒏 𝒂𝒖𝒅𝒊𝒕𝒊𝒐𝒏.

I focus on two things only:
	1.	Know why I’m in the room.
	2.	Be a normal human about it.

That’s it.

“Be brief, be brilliant, be gone” is great for slides and steering committees.

As a personality setting, it quietly convinces you you’re not worth anyone’s time unless you perform for it first.

I know I’m not the only one who had to unlearn that.

PS: Yes, that’s me in the ‘suit’, in that same room just many years later. I still believe in “be brief” for updates. I just refuse to make people feel like every hello has to be “brilliant” to count.

——

Hi 👋🏾 I’m Archita. I spent 17 years in MedTech and now partner with investor- and private equity–backed CEOs, boards, and commercial leaders to build growth plans their teams can actually execute.

Archita Fritz, Private Equity Advisor to CEO’s and Operating Partners “You don’t owe brilliant on demand. You already earned your seat.” 

I hit every work and life goal I set as an 19-year-old… and then I “manifested” a toxic boss. :) 

When I was 19, I sat down with a pen and paper and wrote my 20s out like a checklist.

By 21, I wanted a dream job, a sponsored visa, to graduate debt-free and buy my dream car.
By 24, be engaged.
By 25, marry a kind, steady man I could build a life with.
By 27, live in a new country and do something meaningful there.
By 30, become a director and have my first child.
By 32, have my second kid. 

And in many ways, it worked.

Career, visa, marriage, kids, international move, director title, the list filled up with neat little ticks. I even added a third little human who never appeared on the original checklist and is one of the best plot twists of my life.

I’m very aware there’s a lot of privilege in that paragraph, education, opportunity, support, luck. A lot of people work just as hard and don’t get the same outcomes. That’s exactly why it took me a while to admit: something still felt off.

If I look back now, my late teens were performance as survival.
My 20s were listen. learn. lead. Watch closely, take notes, then step up.
My early 30s were operate. expand. prove. Bigger scope, M&A, more responsibility, more “you’ve made it” from the outside.

𝘈𝘯𝘥 𝘵𝘩𝘦𝘯 𝘤𝘢𝘮𝘦 𝘵𝘩𝘦 𝘣𝘰𝘴𝘴 𝘸𝘩𝘰 𝘥𝘦𝘧𝘪𝘯𝘪𝘵𝘦𝘭𝘺 𝘸𝘢𝘴𝘯’𝘵 𝘪𝘯 𝘢𝘯𝘺 𝘮𝘢𝘯𝘪𝘧𝘦𝘴𝘵𝘢𝘵𝘪𝘰𝘯 𝘫𝘰𝘶𝘳𝘯𝘢𝘭. 

Not a cartoon villain, but the kind of leader who can turn every win into a question mark. Praising you in one breath and poking holes in the next, until you start to doubt your own judgement. Even when the results are right in front of you.

I would never have called that time a gift back then. Now I can see it cracked the checklist wide open. 

👉🏽 It forced me to finally ask different questions:

What do I actually want my days to feel like?

If no one was clapping, would I still choose this work, this pace, this version of “success”?

Where am I performing a role instead of living my own story?

That’s when my late 30s quietly shifted into a new chapter: ask. unlearn. choose.

𝑨𝒔𝒌 better questions.
𝑼𝒏𝒍𝒆𝒂𝒓𝒏 the scripts that were never really mine. 
𝑪𝒉𝒐𝒐𝒔𝒆 a life I can actually recognize myself in. 

So if you pressed pause on everyone else’s expectations for a moment, family, culture, your 18-year-old self….

👉🏽 what would your version of success look like right now?

Archita Fritz keynoting at Impact Players in Belfast Ireland

Some of the worst value destruction I’ve seen didn’t come from a bad strategy. It came from a decent plan no one felt allowed to question.

This photo is from my first “proper” photoshoot in Los Angeles.

It looks calm and glossy.

What you don’t see is everything wrapped around it:
      •	12 weeks postpartum
	•	a big product launch in Barcelona
	•	a main-stage talk in Los Angeles 
	•	24 hours later next launch in Seattle
      •	48 hours later back to Dussledorf 
	•	flights, decks, rehearsal, inbox, repeat 

On the outside, it looked like momentum.
On the inside, the script was pretty simple:

Don’t slow down.
Don’t drop anything.
Don’t question the plan.

And that’s what so many companies feel like right now.

On paper, everything looks great.

Inside the business, people are sprinting from one “critical” thing to the next with almost no space to say:

“With what we know now, this plan needs to change.”

That’s what I talked about with Dane 🦘 Groeneveld on the The Future of Teamwork  podcast. 

In the episode, we get into:

1️⃣ Why “we’re on a PE clock” is not a leadership strategy
2️⃣ How noise around GTM, value creation and “transformation” confuses CEOs who actually want to do the right thing
3️⃣ What healthier high-performance can look like when you lead with clarity, ownership and space to challenge the plan

🎧 Episode with Dane Groeneveld, here or anywhere you get your podcasts.

https://lnkd.in/gwpeyWPp

P.S. This was a really fun photoshoot with my fellow high-performance queen and co-host of the Embracing "Only" Podcast  podcast circa 2020. 

——

Hi 👋🏾 I’m Archita. I spent 17 years in MedTech and now partner with investor- and private equity–backed CEOs, boards, and commercial leaders to build growth plans their teams can actually execute.

Archita Fritz at a photo shoot before getting on stage at Podcast Evolutions. Private Equity commercial and leadership advisor 

If the idea of slowing down today makes you feel a bit guilty, this is for you.

𝑴𝒐𝒔𝒕 𝒐𝒇 𝒖𝒔 𝒅𝒐𝒏’𝒕 𝒇𝒆𝒂𝒓 𝒉𝒂𝒓𝒅 𝒘𝒐𝒓𝒌.
𝑾𝒆 𝒇𝒆𝒂𝒓 𝒕𝒉𝒆 𝒑𝒂𝒖𝒔𝒆.

That little voice that says:
“If I slow down, I’ll lose momentum.”
“Everyone else is sprinting to year-end. I can’t ease up now.”

I know that voice well.

But life isn’t one straight line up.
There are stretches where you push, and stretches where you flatline a bit so you can climb again.

Today is Thanksgiving for my friends in the U.S.(and for those of us celebrating over here too).

We are having a small Friendsgiving tonight, and I have decided my pause is today and tomorrow.

Then the year-end sprint picks up again.

If you’re reading this while you’re:
↳ prepping food
↳ cleaning the house
↳ answering “what time should we come?” for the fifth time
↳ or just trying to get through a regular Thursday

You still get to claim a small pause:
➟ ten quiet minutes in the car before you go back in
➟ one meal where your phone stays in another room
➟ a short walk with no podcast, no call, just your own thoughts

I hope you claim one small, imperfect, very human pause in the middle of it all.

Not because you “earned it”, but because rest is part of how you do your best work and how you show up for the people you love.

If you needed permission, this is it.

PS: I got to pause with the lovely humans in this photo below about a month ago and we took the whole weekend. Truly grateful for these ladies, and the ones not in this picture too. 🧡

----
Hi, I’m Archita. I work with Private Equity (PE)-backed CEOs and value creation teams to fix what’s slowing growth, usually misalignment, messy messaging, or GTM systems that don’t scale.

I also serve on several boards, where I support founder-led and investor-backed companies navigating growth, governance, and strategic clarity.

👉🏽 Book a 1:1 via my featured section. (Serious enquiries only — otherwise, start with the Hubble link.)

A lot of brilliant people I work with...VP, Director, C-suite and other leaders, are quietly asking the same question right now:

“What if I don’t want 2026 to look like 2025… or 2024… or the three years before that?”

Not because you want to quit.
Not because everything is awful.

But 𝒃𝒆𝒄𝒂𝒖𝒔𝒆 𝒚𝒐𝒖'𝒗𝒆 𝒐𝒖𝒕𝒈𝒓𝒐𝒘𝒏 𝒂 𝒕𝒊𝒕𝒍𝒆, 𝒂 𝒍𝒂𝒏𝒆, 𝒂 𝒔𝒄𝒓𝒊𝒑𝒕.

Before I ever left corporate, I sat with that same feeling.

For almost three years while I was still in my global / EMEA roles, I quietly started building optionality for myself, testing different ways of working, building my own IP, saying yes to advisory and board-style work, and learning how to talk about what I do beyond a job title.

That’s the work that turned into what I have now...

PE-backed CEO work, 
a portfolio of board roles, 
advisory, speaking, 
and The Embracing "Only" Podcast with Olivia Grant-Cream.

And that’s why we created Embracing “Only” in the first place, to give people the space to talk honestly about what comes after you’ve succeeded at everything everyone told you to do.

And today, for the first time ever, I am sharing a low-touch, high-impact end-of-year invitation with our 3K newsletter subscribers:

👉🏾 A subsidised 90-minute 1:1 Activation Session
👉🏾 Specifically for those exploring a portfolio career
👉🏾 Or for those exploring a Board career
👉🏾 5 spots only
👉🏾 10% donated to Olivia’s GoFundMe 
(Read more about Hurricane Melissa efforts in the comments below)

And if it’s not the season for paid support, we included a few free episodes to guide your next step.

If 2026 needs to feel different for you…start here.

PS: If you had to pick one word for what you want more of in your work life in 2026, what would it be? 

----
Hi, I’m Archita. I work with Private Equity (PE)-backed CEOs and value creation teams to fix what’s slowing growth, usually misalignment, messy messaging, or GTM systems that don’t scale.

I also serve on several boards, where I support founder-led and investor-backed companies navigating growth, governance, and strategic clarity.

👉🏽 Book a 1:1 via my featured section. (Serious enquiries only — otherwise, start with the Hubble link.)

Most people reading this are not trying to blow up their lives. You’re in full-time, high-pressure leadership roles. You’re running teams, carrying nu

Open article: Before 2026 Finds You on the Same Treadmill: A Small Invitation for the “Onlys” by Archita Fritz • 4 min read

Before 2026 Finds You on the Same Treadmill: A Small Invitation for the “Onlys”

Seventeen years in MedTech left me with one permanent side effect…

I can’t look at a growth story without picturing the humans who have to carry it.

Once you’ve watched an ICU team on a bad day, you stop believing pretty plans.

Back then I worked on devices that lived in acute care settings of hospitals, if we were pitching a new product idea or a big launch, it was never enough that the slide looked smart.

Someone would always ask:
“Okay, what does this look like on a bad shift?”

Every “big bet” had two parts:
- the upside case
- and a ruthless pass on what had to go right in real life, with tired people

We didn’t just ask, “Is the market there?”

We asked things like:
↳ Who has to change their behaviour on a bad day, not a good one?

↳ How many steps are we adding to their shift?

↳ Where does this break first when the ward is short-staffed and everyone is on hour eleven?

If that part didn’t hold up, the launch didn’t move.

Not because we were nice, but because ignoring it was the fastest way to get shut down.

In Private Equity (PE) backed high growth companies, I see the reverse.

Weeks of work on TAM, pricing, scenarios and upside. Then “execution risk” gets one slide and a hand wave at best.

You’re doing serious work on the market side of the thesis and almost no serious work on whether the organisation can actually absorb the plan you’re buying.

That’s not a minor gap.

𝑻𝒉𝒂𝒕’𝒔 𝒎𝒊𝒔𝒑𝒓𝒊𝒄𝒆𝒅 𝒆𝒙𝒆𝒄𝒖𝒕𝒊𝒐𝒏 𝒓𝒊𝒔𝒌.

Alix Partners data shows 56% of PE-backed CEOs are replaced within two years, usually for 

➟ ‘failure to execute the thesis’, not because the market disappeared.

Because of MedTech, I’m wired to stress-test a plan, not just get excited about it.

Now, when I look at your “growth story”, that’s the part my brain refuses to skip.

If your story only lives in the spreadsheet and not in the calendar and nervous system of the people who have to execute it, it’s not a strategy.

It’s a wish.

PS: My dad beaming while on his “daughters” stretcher, after finding himself on it after a fall a few years ago. Almost a decade later still so proud I helped launch The Stryker PrimeX into this world! 

——

Hi 👋🏾 I’m Archita. I spent 17 years in MedTech and now partner with investor- and private equity–backed CEOs, boards, and commercial leaders to build growth plans their teams can actually execute.

How MedTech Marketing helps stress test Private Equity backed high growth companies! 

I sat through 103 B2B SaaS product demos this year.
Not one of them made it easy for me to just experience the product.

No login-free walkthrough.
No short, honest flow I could click through on my own.

Best case, I got:
 – a “Book a demo” wall
 – a discovery call
 – 15–20 minutes of slides
 – then a partial screen share of a half-broken sandbox

And then the call ended and I realised I was still guessing:
 “What does this actually change for my client/their customer next quarter?”

I see this as someone buying tools, building AI SDR stacks, and working with PE-backed leadership teams:

𝒕𝒉𝒆 𝒃𝒂𝒓 𝒇𝒐𝒓 “𝒍𝒆𝒕 𝒎𝒆 𝒔𝒆𝒆 𝒚𝒐𝒖𝒓 𝒑𝒓𝒐𝒅𝒖𝒄𝒕” 𝒊𝒔 𝒔𝒕𝒊𝒍𝒍 𝒆𝒎𝒃𝒂𝒓𝒓𝒂𝒔𝒔𝒊𝒏𝒈𝒍𝒚 𝒍𝒐𝒘.

The closest I’ve seen are things like demo hubs (e.g. Klue’s demo arena, something by Rob Hoffman).

 But even those stop just short of:
“Here. Click through this one real workflow like it’s your own.”

If I were running GTM for a SaaS company in 2026, 

I’d start with one question:

👉🏾 How easy is it for a serious buyer to actually experience what we do, without jumping through hoops?

My answer would need to look like this:
 – One ungated, 60–90 second interactive walkthrough from the website
 – One real workflow, end-to-end, that looks like a real day in the life
 – Clear language: “You’re [role]. Here’s the moment you’re in.”
 – A concrete outcome: “This is what changes for you next quarter.”
 – A link I can replay and share internally without booking another call

And honestly it isn't about being clever, it's about respecting buyers’ time and brains.

This is where interactive demo platforms like Guideflow actually make sense to me:

not as “prettier sales decks”, but as a way to finally ship:
 – one link
 – one clear walkthrough
 – one shared product story for buyers, teams, and investors

I wish I could tell you I saw five perfect examples of this in 2025.
I didn’t.

Which means: whoever builds it properly in 2026 will stand out fast.

And yes I made my own version of Wrapped for Product Demos to bring this home! :)

👋🏾  If you’ve seen a truly ungated, “just let me in” product walkthrough this year, drop it below. I’m genuinely curious, and I’d love to be wrong.

#GuideFlowPartner #sponsored

PS: You can check out and complete a real product walk through on the GuideFlow website at: https://lnkd.in/ez6Fc6b6

——

Hi 👋🏾 I’m Archita. I spent 17 years in MedTech and now partner with investor- and private equity–backed CEOs, boards, and commercial leaders to build growth plans their teams can actually execute.

"Book a Demo" Button Wrapped across multiple B2B SaaS

In private equity, this line is a red flag:
“We can’t prove marketing’s impact on revenue.”

If nothing in marketing can be tied to 

pipeline, 
win rate, 
deal size, 
or sales cycle,

you don’t just have a marketing problem
you have a value-creation problem.

Not everything needs perfect attribution.

But something needs a clear chain:
product marketing → sharper story → better opportunities → better economics.

And before anyone jumps in with
“but brand / comms / PMM is hard to attribute”
I agree, not everything gets a perfect CAC number.

But every marketing function should have a clear, testable path to:
better pipeline
better win rates
better economics

That’s the bar I hold in my PE work, and it’s why I loved Product Marketing Alliance’s “How to Prove Product Marketing ROI” so much.

The article is a sharp breakdown on proving product marketing ROI, and I turned the core ideas into a short carousel you can save, share, and forward the next time someone says “how do we prove product marketing drives ROI.”

This is the work I do with PE-backed companies, turning “marketing is a cost centre” into a testable revenue engine.

👉🏾  Original article linked in the comments.

PS: Where do you draw the line between “we can’t measure this” and “we just haven’t been forced to?”

----
Hi, I’m Archita. I work with Private Equity (PE)-backed CEOs and value creation teams to fix what’s slowing growth, usually misalignment, messy messaging, or GTM systems that don’t scale.

I also serve on several boards, where I support founder-led and investor-backed companies navigating growth, governance, and strategic clarity.

👉🏽 Book a 1:1 via my featured section. (Serious enquiries only — otherwise, start with the Hubble link.)

How to Prove Product Marketing ROI

You keep hiring “change agents”…
and then designing their jobs so they can’t change anything.

New CEO.
New CRO.
New Head of GTM or Chief of Staff.

And then the same soundtrack in most Private Equity backed portcos when I step in: 
“Marketing isn’t working.”
“Sales isn’t executing.”
“We need more leads.”
“We’ve outgrown our GTM.”

That’s what this grid is about:
7 𝘵𝘩𝘪𝘯𝘨𝘴 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘴𝘢𝘺 𝘸𝘩𝘦𝘯 𝘎𝘛𝘔 𝘪𝘴 𝘧𝘢𝘪𝘭𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘸𝘩𝘢𝘵 𝘵𝘩𝘢𝘵 𝘧𝘪𝘳𝘴𝘵 𝘤𝘰𝘮𝘱𝘭𝘢𝘪𝘯𝘵 𝘳𝘦𝘷𝘦𝘢𝘭𝘴 𝘢𝘣𝘰𝘶𝘵 𝘎𝘛𝘔 𝘮𝘢𝘵𝘶𝘳𝘪𝘵𝘺.

Because underneath the language, you usually find:
Not a skills problem, but an 𝘢𝘭𝘪𝘨𝘯𝘮𝘦𝘯𝘵 problem
Not a sales problem, but a 𝘴𝘺𝘴𝘵𝘦𝘮 problem
Not a people problem, but an 𝘦𝘮𝘰𝘵𝘪𝘰𝘯𝘢𝘭 𝘤𝘢𝘱𝘢𝘤𝘪𝘵𝘺 problem 
(this org is simply done pretending to transform)

And then the “change agent” becomes the easiest person to blame.

For me, the real multiple in PE looks more like:

(𝑯𝒐𝒘 𝒉𝒐𝒏𝒆𝒔𝒕 𝒘𝒆’𝒓𝒆 𝒘𝒊𝒍𝒍𝒊𝒏𝒈 𝒕𝒐 𝒃𝒆) × (𝑯𝒐𝒘 𝒎𝒖𝒄𝒉 𝒄𝒉𝒂𝒏𝒈𝒆 𝒕𝒉𝒆 𝒐𝒓𝒈 𝒄𝒂𝒏 𝒆𝒎𝒐𝒕𝒊𝒐𝒏𝒂𝒍𝒍𝒚 𝒂𝒃𝒔𝒐𝒓𝒃)

If either piece is close to zero…
zero honesty × anything = still zero
any amount of honesty × zero emotional capacity = still zero

The lower of those two sets your real ceiling. Your model won’t go further than your honesty or your team’s emotional bandwidth.

PS: If you’re in PE or leading a portco or growth focused company...Which box in this grid do you hear the most right now and where do you disagree with this framing? I’m especially curious where you think it is a people problem, not a system one.

----
Hi, I’m Archita. I work with Private Equity (PE)-backed CEOs and value creation teams to fix what’s slowing growth, usually misalignment, messy messaging, or GTM systems that don’t scale.

I also serve on several boards, where I support founder-led and investor-backed companies navigating growth, governance, and strategic clarity.

👉🏽 Book a 1:1 via my featured section. (Serious enquiries only — otherwise, start with the Hubble link.)

What leaders say when Go-to-Market is Failing in Private Equity and Beyond


Most leaders I know are caught between three browser tabs:


1️⃣ Targets that went up
2️⃣ Headcount that went down
3️⃣ LinkedIn telling them AI + “efficient growth” will somehow square the circle

So I pulled the tools I use to answer these questions,  into a FREE Growth Toolbox you can grab below. 👇🏾

25+ of the most used assets I developed based on the work I do with companies. 

If you sit anywhere near private equity, that contrast is just louder.

You’re not short on ideas.

You’re short on clarity about:
↳Where the next €5–10M realistically comes from
↳Which customers you should actually fight for
↳Where AI genuinely creates leverage (vs. theatre)
↳How to push harder without frying your best people

That’s the work I do with portcos across EQT, Accel-KKR, Cinven, Nordic Capital and others.

Whenever something actually worked, we turned it into a reusable tool.

𝘐’𝘷𝘦 𝘣𝘶𝘯𝘥𝘭𝘦𝘥 𝘵𝘩𝘦 𝘮𝘰𝘴𝘵 𝘶𝘴𝘦𝘥 𝘵𝘰𝘰𝘭𝘴 𝘪𝘯𝘵𝘰 𝘰𝘯𝘦 𝘱𝘭𝘢𝘤𝘦:
👉🏾 𝑻𝒉𝒆 𝑷𝒓𝒊𝒗𝒂𝒕𝒆 𝑬𝒒𝒖𝒊𝒕𝒚 𝑮𝒓𝒐𝒘𝒕𝒉 𝑻𝒐𝒐𝒍𝒃𝒐𝒙

 25+ practical assets, including:
➟ “Quality of growth” scorecards
➟ GTM & ICP clarity frameworks
➟ Europe & market expansion checks
➟ AI focus maps (using the stack you already have)
➟ Product marketing & commercialization templates
➟ Leadership & anti-fragility prompts

It’s built with private equity portfolios in mind…but if you own a number, run a team, or live between “big targets” and real life, there’s probably something in there that will help you think and act more clearly this quarter.

If that sounds useful, just grab it.
👉🏾 The link to the toolbox is here: https://lnkd.in/eCunKCjU

No “comment GROWTH” ritual. 🙃 
Just the tools, in one place, so you can get back to making real decisions.

PS: If there’s a specific best practice, learning, or toolset you’d love to see next, around value creation, GTM, product marketing, or leadership, drop it in the comments. I’ll use that to decide what to build and share next.
----
Hi, I’m Archita. I work with Private Equity (PE)-backed CEOs and value creation teams to fix what’s slowing growth, usually misalignment, messy messaging, or GTM systems that don’t scale.

I also serve on several boards, where I support founder-led and investor-backed companies navigating growth, governance, and strategic clarity.

👉🏽 Book a 1:1 via my featured section. (Serious enquiries only — otherwise, start with the Hubble link.)

Entrepreneur / Finance Lawyer / Ex Professional Tennis Player / Author

Winning isn’t just about trophies or deals. It’s about leading with clarity - and living on your own terms. That’s where I come in.

I know what it takes to perform when everything is on the line - first as a professional tennis player, then as a BigLaw partner advising on billion-euro finance deals, and now as a coach to ambitious leaders navigating high-stakes transitions.

👉 I work with founders, executives, and consultants facing: 

- Identity shifts during career transitions

- Pressure to perform at the highest level

- Redefining success beyond titles and trophies

- Reinvention after plateau or burnout

My approach blends the discipline of elite sport with two decades of legal and financial leadership. It’s performance coaching reimagined - designed for leaders who want bold results without losing themselves in the process.

I’m also the author of Winning Inside, which explores how high-performance principles help leaders thrive in business and in life. It’s the foundation of my keynotes and workshops for organizations preparing their leaders for the future.

📩 Let’s connect if you’re ready for coaching, workshops, or speaking engagements.

************

📩 Contact

Workshops, speaking, coaching, advisory: ak@angelakerek.com

Legal advisory in banking & finance: akerek@drkerek.com

Brand collaborations: https://app.limelighthq.com/p/angela-kerek

Website: www.angelakerek.com

🎓 Education & Credentials
- Executive MBA - Kellogg/WHU
- Executive Training - Harvard T.H. Chan School of Public Health
- Health Tech & Innovation - MIT
- Certified Nutrition Coach - Precision Nutrition
- PhD in Constitutional Law - Humboldt University of Berlin

🏆 Recognitions
- AZUR Award - Most Innovative Project (2020)
- WirtschaftsWoche - Best of Legal (2021)

🌍 Languages
German, English, Hungarian, Romanian (fluent at the highest level)

Dr. Angela Kerek MBA

The fastest way to confidence? 

Execution.

When chasing the next big secret to success:
Obama said it best:
 
“Just learn how to get stuff done.”

That one line flipped my perspective multiple times.
Not your title.
Not your strategy.
Not your network.
Not your degree of busyness.

Execution. 

That’s the separator.

The achievers I’ve met all have this in common:
1️⃣ They start before they feel ready
 – No waiting for perfect conditions
 – Progress beats perfection

2️⃣ They own outcomes
 – No excuses, just solutions
 – Clarity through action

3️⃣ They build trust through delivery
 – They show up
 – They follow through
 – They make reliability their brand

Because getting things done is a superpower that compounds over time.
Start with what’s in front of you.

- Make the call.
 - Send the email.
 - Just Ffnish the task.

💡 Remember: Confidence doesn’t come from knowing.
 It comes from doing.

💫 What’s one thing you’ll get done today? 👇

****
🔔 Sign up for my newsletter for weekly insights on defining success your way: https://lnkd.in/dp9Q__2t

➕ Follow @Dr. Angela Kerek MBA for more on leadership and performance.
💚 and ♻️ if it resonated with you.

Mindset & Transformation Coach for Founders & Leadership | 18+ years experienced Finance Lawyer to CFOs | Author | Ex-Tennis Pro 🎾 & Ex-BigLaw Partner💲 | Defining Success on Your Own Terms

Leadership breaks your heart.

In the most beautiful way.

You spent years being the one with answers. The person who could fix anything, build anything, solve anything.

As a CFO, you lived in the numbers. Every cell in every model. Every variance explained. Your spreadsheets were works of art.

As a CEO, you were the problem solver. The one who jumped in when things went sideways. You knew every detail because you touched every detail.

Then they promote you.

And suddenly, the thing that made you great becomes the thing that holds you back.

🤯 The shift hits like a cold shower:
- You can't build every model anymore
- You can't review every report line by line
- You can't be the smartest person in every room
- You can't solve every problem with your own hands
- You can't be everywhere at once

📈 Your new job looks nothing like your old one:
↳ Build people, not models
↳ Create systems, not solutions
↳ Ask questions that unlock thinking
↳ Guide judgment, don't make every decision
↳ Build relationships that create leverage
↳ See around corners, not just straight ahead
↳ Coach greatness instead of demonstrating it

It's like watching your kid ride a bike for the first time.

Every instinct screams "grab the handlebars!" 

But the moment you let go is the moment they learn to fly.

Leadership isn't control disguised as care.
It's trust disguised as letting go.

Real leadership begins when you realize your job isn't to be the best at the work.

It's to build people who do the work better than you ever could.

The question that changed everything for me: "What if my success was measured by their success?"

Because when you shift from being indispensable to making others unstoppable, that's when real transformation happens.

Not just for your company.
For you.

What's been hardest for you to let go of as a leader?

💚 Like and ♻️ re-share if this resonated
🚶‍♀️‍➡️ Follow Dr. Angela Kerek MBA for more on leadership transformation

📥 Join thousands of leaders getting weekly strategies on WINNING INSIDE: https://lnkd.in/dp9Q__2t

You're not stuck because you lack courage.

You're stuck protecting comfort.

Fearless leaders aren't certain.
They just move while afraid.

Every founder who seems unstoppable?
Every executive making bold bets?

They feel the same fear you do.
They just don't wait for it to go away.

The uncomfortable truth? You're not building confidence first, then taking action.

It's the other way around.

Confidence comes from courage.
Courage comes from movement.
Movement comes from deciding comfort is more expensive than fear.

👉 Here's how the leaders who break through uncertainty build their courage muscle:

↳ Be a beginner again
Your expertise is also your prison

↳ End the ego protection program
Being wrong beats being stuck

↳ Speak up when you feel smallest 
Your voice matters most then

↳ Collect lessons, not labels
Failure is data, not identity

↳ Stay curious under pressure
Questions unlock what panic blocks

↳ Surround yourself with stretchers
People who expect more from you

↳ Shed what no longer fits
Old strategies for new challenges don't work

💡 Remember:
The leaders who move fastest don't have clearer vision.

They understand the paradox:
Clarity follows motion.
Not the other way around.

Tell me: what do you admire in leaders the most? 👇 

***
♻️ Share if this resonated
🚶‍♀️‍➡️ follow Dr. Angela Kerek MBA for more

📥 Join thousands of leaders getting weekly strategies on WINNING INSIDE: https://lnkd.in/dp9Q__2t

Image credit: @robdance

The loudest critics have never built anything.

They've never felt the pressure of putting something new into the world.
They've never risked failure.

Think about it:

↳ The athlete training at 6am
isn't scrolling comments about "unrealistic dreams"

↳ The entrepreneur bootstrapping
isn't judging someone else's first sale

↳ The creator posting their shaky first video 
isn't tearing down other beginners

They're too busy building.

Because here's what I've learned:

👉 It's always the people standing still who have the loudest opinions about your first step and about any step you take, as a matter of fact.

The ones who never started become experts on why you'll fail.

💫 So start anyway.

Start messy.
Start scared.
Start while they're still talking.

💡 Remember:
While others are perfecting their criticism, you'll be perfecting your craft.

The difference between doers and watchers?

One group builds dreams. 🪄 
The other builds excuses. 💁‍♀️ 

👉 Inspire us: What's one thing you started despite the critics?

💚 like & ♻️ re-share if this resonated
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📥 Join thousands of leaders getting weekly strategies on WINNING INSIDE: https://lnkd.in/dp9Q__2t

Success is never a straight line.

It’s a scribble you draw and
that somehow works.

For 18+ years, I chased the “ladder”.
That perfect, upward path everyone talks about.
More promotions. More structure. More control.

Because this is what was modelled for me.
This is what I believed that it is what needs to be done.
This was the story I was taught. 
This is the old narrative.

Until I realized: The ladder doesn’t really exist.
So I built my own maze instead.
Full of wrong turns, detours, big, big jumps, and experiments that made zero sense at the time.

But looking back…
Those detours?
They were where the real growth happened.

Every pivot. Every restart. 
Every “What am I even doing?” moment,
they all stacked up.
Not despite the chaos.
Because of it.

In retrospect, I keep realising:
- You never start again from scratch.
- You build on everything you’ve lived, learned, and failed at.
- It compounds.
- In ways you won’t see until you look back and realize.

If you're in the middle of your own maze right now:
Feeling like nothing connects. Like you've wandered too far off script.
I see you.

And I promise, there's a pattern forming, even if you can't see it yet.
Sometimes all you need is someone to help you step back and recognize the shape of your own journey.

To turn the chaos into clarity. 
The detours into direction.

💡 Never forget: The scribble IS the plan all along.

👉 Do you see your path as linear or as a scribble?

*********

💚 like & ♻️ re-share if this resonated
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📥 For your first steps towards clarity I have created a FREE Mindset Email Course for you: https://lnkd.in/dzjxntpn

You're managing numbers.

Not leading people.

Your dashboard shows green.
Your KPIs hit target.
Your reports look clean.

Meanwhile, your best performer just went quiet in meetings.

Most leaders think empathy is about being nice.
Wrong.

It's about noticing what others miss.

Real empathetic leadership looks like:

↳ Catching when someone's "I'm fine" actually means "I'm drowning"
↳ Asking what's happening before deciding what to do
↳ Protecting dignity when delivering hard truths
↳ Slowing down when someone's trying to keep up
↳ Making "I don't know" a safe thing to say
↳ Staying steady when everyone else is losing it
↳ Remembering people carry more than their job description

You can optimize a process.
You can't optimize a human.

💡 Remember:
The leaders chasing metrics get short-term wins.
The leaders seeing people build something that lasts.

Empathy isn't a soft skill.
It's the skill that makes everything else work.

👉 Tell me, what matters to you most in a leader?

Image credit Mike Leber

********

❤️ Share if this resonated
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📥 Join thousands of leaders getting weekly strategies on WINNING INSIDE: https://lnkd.in/dp9Q__2t

The highest performers are often the best at hiding their pain.

They show up flawlessly. Hit every deadline. Exceed expectations.
While quietly falling apart inside.

After 20+ years in Big Law and executive coaching, 
👉 I've learned this:

Real leadership isn't managing output. ⛔ 
- better spreadsheets
- more AI
- more platforms

It's seeing the human behind the performance. ‼️ 
- the connection
- the purpose
- whether we belong
- what is the driving narrative for what we do.

I once witnessed an associate at the law firm who was billing 2400+ hours, doing transaction after transaction, getting promoted, but was actually having panic attacks in bathroom stalls and hadn't slept properly in months. The senior partner noticed small changes - staying later than usual, less engagement in meetings, and slight changes in communication style. 

Instead of just focusing on continued high performance, the partner pulled him aside for a real conversation. Being seen as a person, not just a producer, triggered a different understanding of the associate - and with time, it led to more sustainable working arrangements, mental health support, and ironically even better long-term performance.

💡 Here's what many leaders miss:
- When people break inside, performance becomes impossible to sustain.
- Transformation starts with seeing the whole person.

👉 Real leaders show up with empathy that drives results:
1️⃣ They notice the subtle shifts
↳ Energy changes, communication patterns
↳ When "I'm fine" doesn't match body language
↳ Performance versus presence gaps

2️⃣ They create psychological safety
↳ People can be human, not just performers
↳ Vulnerability becomes strength
↳ Trust builds capacity for real conversations

3️⃣ They ask better questions
↳ "How are you really doing?" not "How's the project?"
↳ They listen for what isn't said
↳ They make space for honest answers

4️⃣ They address the whole person
↳ Mental, emotional, physical sustainability
↳ Inner work as performance strategy
↳ Winning inside enables winning outside

5️⃣ They lead with humanity first
↳ Connection before correction
↳ Understanding before demands
↳ Person before productivity

6️⃣ They invest in inner capacity
↳ Emotional resilience as competitive advantage
↳ Sustainable performance over burnout cycles
↳ Long-term transformation over quick fixes

🔥 The leaders who change everything don't just see potential.
They see the person carrying it.

💡 Tag someone who showed you this kind of leadership.

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Leaders in fast-paced industries are hacking the inner game.

With outer game tools.

You're throwing 
- Notion templates at identity crises.
- Google Docs at leadership capacity gaps.
- Slack channels at emotional overwhelm.
- Random coaches at clarity issues.
- Books at energy management.
- More meetings at mindset blocks.

Here's what's actually happening:

‼️ This is an attempt to solve internal architecture misalignments with external productivity hacks.

💡 The issue isn't that you need better and even faster systems.

Inner alignment is what is missing. This is when:
↳ Your identity hasn't caught up to your role
↳ Your leadership capacity is running on empty
↳ Your emotional self-mastery is held together with coffee and willpower
↳ Your energy is scattered across too many priorities
↳ Your clarity gets buried under tactical noise

Fast growth breaks leaders who aren't internally caught up with the speed of the ride.

Most consultants give you a strategy.
Most coaches give you mindset work.

Both are needed. 

What is missing is the practical integration. 
The execution through lived experience.

👉 Here's how it works when you stop splitting strategy from self:
↳ Strategic counsel that factors in your actual capacity
↳ Identity work that serves your business goals
↳ Emotional mastery that shows up as leadership presence
↳ Mindset shifts that unlock clearer strategic thinking
↳ Energy practices that fuel sustainable execution
↳ Clarity work that cuts through complexity

You can't scale what you haven't integrated within yourself first.

The leaders thriving in fast-growth chaos aren't just operationally sharp.
They've done the inner work to match the outer demands.

Your business will only grow as far as you're willing to.

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CEOs train like athletes.

For everything except the thing that matters most.

Their performance.

You hire coaches for presentations.
Consultants for strategy.
Trainers for skills.

But who's training your OWN operating system?

Most executives think running is "just exercise."
They're leaving performance on the table.

Running isn't cardio.
It's compound leadership development.

Here's what happens when you stop making excuses and start training:

💪  BODY: PHYSICAL BENEFITS
↳ 2 mins: Stress hormones drop (cortisol down → clearer thinking)
↳ 5 mins: Blood flow increases (oxygen up → sustained energy)
↳ 10 mins: Mood elevates (endorphins → emotional control)
↳ 15 mins: Cardiovascular fitness jumps (VO₂ up → mental stamina)
↳ 20 mins: Blood sugar stabilizes (no crashes during marathon meetings)
↳ 30 mins: Endurance builds (handles pressure without breaking)
↳ 45 mins: Cholesterol improves (metabolic efficiency → long-term resilience)
↳ 60 mins: Brain grows new cells (neurogenesis → cognitive edge)

🧠 MIND: MENTAL BENEFITS
↳ 2 mins: Emotional regulation improves (calmer under fire)
↳ 5 mins: Mental clarity sharpens (cerebral blood flow increases)
↳ 15 mins: Decision-making accelerates (brain optimization)
↳ 30 mins: Stress tolerance expands (mental endurance for tough conversations)
↳ 45 mins: Strategic thinking deepens (brain health compounds)
↳ 60 mins: Creative problem-solving peaks (new neural pathways)

🌳 PLANET: ECOLOGICAL IMPACT:
Here is how you can make a difference through running:
Plant trees while you run = ecological impact

7 km with @active giving = 7 trees planted with Active Giving.
~100 kg CO₂ absorbed yearly.

💡 As a leader:
You're not just building performance.
You're modeling the leadership your industry needs.

The executives who seem unstoppable aren't working more hours.
👉 They're training their capacity to perform at those hours.

While your competition treats fitness as "nice to have," you're building a competitive advantage.

One run at a time.

❓ Tell me - how do you train yourself? 👇 

****
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📥 Ready to train like the executive your role demands? 
DM me for 1:1 performance coaching designed for leaders who refuse average.

#ad #activegiving #sport #mindset #impact

One year from now, you're going to look back at today.
 
And there are 2 options as to what you will feel.
 
Option 1️⃣ : Regret
 
It's December 2026.
 
You're in the same place you are right now.
 
Still thinking: I need to start & gather information. 
Still telling yourself, "from January on it will be different."
 
But it's not going to be. Because you didn't do anything different.
 
You watched other people move forward while you stayed stuck. 
 
You saw their wins and felt that familiar pain of "I could've done that."
 
You had the chance. You had the moment. You were this close.
 
But you let doubt and comfort win.
 
You told yourself you didn't have enough time. It's too late. That you weren't ready yet.
 
And now it's a year later, and you're still not ready. 
Still waiting. Still stuck.
 

Option 2️⃣ : Transformation
 
It's December 2026.
 
You're unrecognizable from the person you were a year ago.
 
You remember this exact moment. The morning you decided to stop waiting and start executing.

💡 Remember:
You will never feel ready.
You just need to do the first step.

❓ What do you admire most in people who transform? 👇 

******

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You're waiting for clarity before you make your next move.

But reality is:

You can't create yourself by sitting still.

Most people think clarity magically appears.
They expect the path to appear first.
They think they need all the answers before they start.

But clarity doesn't work that way.

You create yourself by finding clarity through movement.
Through questions that make you uncomfortable.
Through reflection that cuts through the noise.

You discover it by:
↳ Walking away from what drains your energy
↳ Asking the questions you've been postponing
↳ Moving your body when your mind spins in circles
↳ Sitting with uncertainty instead of forcing answers

The leaders who seem crystal clear on their path?

They didn't wait to find themselves.
They created themselves - by searching for the next move.

They explored. They questioned. They moved forward.
They stayed open to what might emerge.
The path emerges as you go.
Trust the process.

💡 Remember: 
Waiting for clarity is just procrastination in disguise.
The path reveals itself to those who start walking.

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The moment my life changed:

When I stopped waiting to feel ready

For years, I thought "readiness" was a feeling.

Before launching my business / changing careers / starting that project...

A moment of clarity.
A sudden burst of confidence.
A sign that now was the right time.

But that moment never came.

Instead, I stayed stuck.

Overthinking
Overplanning.
Overpreparing.
Never ready.

Convincing myself I needed just a little more time, knowledge, or certainty.

Here's what I finally realised:

Readiness isn't a feeling.

It's a decision.

My entire mindset shifted when I listened to Kate Winslet's interview with a young journalist.
She said something like "this is going to be the most amazing interview ever. And do you know why? It is because we decided that it is going to be!" https://lnkd.in/d4epyVrD

So I just decided I am ready. 
For whatever I wanted to do!

Not because I suddenly felt braver.
But because I chose to move despite not feeling ready.

💡 And that's the part no one tells you:

You don't act because you feel confident.
You feel confident because you acted.

Progress creates clarity.
Action creates momentum.
Decision creates readiness.

So if you're waiting for the perfect moment...

It won't come.

But you can create a better one by choosing to start.

Today.
Messy.
Unprepared.
Not fully sure.

Because that's how all meaningful things begin.

👇 What's one thing you've been waiting to "feel ready" for?

*****
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You're not unproductive.

You're just using the wrong energy for the wrong work.

Most people think productivity means grinding through anything, anytime.
Forcing strategy sessions when your brain feels like mush.
Pushing creative work when you're running on fumes.

But reality is:

Your energy isn't broken. 
It's just speaking a language most people don't understand yet.

↳ Brain fog? Perfect for admin and email.
↳ Mental sharpness? Strategy and big decisions.
↳ Physical restlessness? Networking and calls.
↳ Emotional drain? Organizing and planning.

Every state has its perfect task.
You just have to listen to what your body is telling you instead of fighting it.

The leaders who seem unstoppably productive?

↳ They're not superhuman
↳ They're not more disciplined
↳ They just match their energy to the right work

💡 Remember:
You can't think your way into focus.
But you can always choose work that fits your current state.

Stop trying to be the same performer all day.
Start being the right performer for right now.

What type of work matches your energy today?

***

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You're staring at the same problems you had 6 months ago.

Different presentations. Same stuck feeling.
Different strategies. Same plateau.
Different approaches. Same results.

Meanwhile, everyone around you seems to be moving forward.

I used to think the most successful leaders were just better at avoiding mistakes.

Then I started paying attention to what actually happens behind the scenes.

"Winners are not people who never fail, but those who never quit."

The leaders crushing it right now? They made more mistakes than you think.

↳ They launched products that flopped
↳ They made hires that didn't work out  
↳ They bet on strategies that bombed
↳ They had quarters that made them question everything
↳ They didn't know what next is multiple times

The difference isn't that they're smarter or luckier.

It's that they treat mistakes like feedback instead of a verdict.

When something doesn't work, they ask "What did this teach me?" not "What's wrong with me?"

When they feel stuck, they don't stay there. They get curious about what's keeping them stuck.

They've learned something most people never figure out:

The gap between where you are and where you want to be isn't closed by avoiding more failure.

It's closed by making mistakes, learning deeper, and adapting quicker.

Keep your head down and keep going.

Because feeling stuck isn't the problem. Staying stuck is.

💡 Remember: Progress isn't perfection. It's persistence with direction.

👇 Drop a comment if this hits home right now.

*****
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The Battle

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