Helping startups to scale 🦄 ✦ Driving Halo Lab 7 → 8-figures ARR & having fun ✦ Founder with Design in ❤️

I run Design & Tech Agency helping brands become TOP 1%.

✦ $530 M raised + 9-figure exits by client startups 
✦ 500+ projects delivered
✦ 99+ international awards
✦ 4.9 / 5.0 average rating on Clutch from 80+ verified reviews

This is a real impact in numbers.

—

Over the past 15 yrs I’ve been shaping digital products and brands for category‑defining companies — from NOKIA and OPERA to high‑growth SaaS and Web3 start‑ups.

My core focus is design leadership at scale: I enter as a strategic partner, craft a vision, and lead multidisciplinary teams all the way from concept to launch.

—

I specialize in:

⤷  B2B SaaS Product Design | Guiding startups and enterprise spin‑ups from 0 to 1 — turning complex tech into intuitive, emotionally resonant experiences.

⤷  High‑Performance Digital Presence | Building conversion‑focused brand websites that turn first impressions into lasting growth.

—

Have BIG idea in mind?
Contact me directly: inquiry@halo-lab.com

Artem Borysenko

You can hire a designer.

Or you can hire a design brain.

One gives you beautiful screens.
The other gives you a product that thinks.

When you hire a single designer, you get skills.
When you hire a team that works as one brain, you get experience that compounds.

At Halo Lab — Your Digital Partner, our teams don’t work in silos.
The UX researcher sees what frustrates users.
The product designer connects it to business goals.
The UI designer turns it into clarity and trust.
The developer translates it into something fast and functional.

Each person covers a blind spot the others can’t.
And together, they don’t just design, they solve.

That’s the difference between design as a task and design as a system.
Between a pretty interface and a product that scales, converts, and feels effortless to use.

When founders realize this, everything changes:

1. They stop hiring portfolios.
2. They start hiring thinking systems - teams that anticipate problems before they appear, align design with ROI, and build products that last.

If you’re scaling your product, don’t just hire a designer.
Hire a brain that’s trained to think like your users and build like your business depends on it.

Find you team https://bit.ly/49wqB0p

🔔 Follow Artem Borysenko for more updates!

Founder @ Halo Lab ✦ Design & Tech Agency Helping Brands Become TOP 1%

You’ve raised your Series A.

Now you’re proving you can deliver at scale.

And every week of delay costs runway, users, and momentum.
The big question?
Who’s actually going to build this thing?
You have three choices and each comes with a hidden price.

1. The dedicated team.
(Agency/product squad model)
Fastest to launch.
Move as one unit.
Cross-functional by default.
→ Best for: founders who need traction now and can’t afford to spend 3 months hiring.

2. Freelancers.
They’re flexible, affordable, and perfect for low-risk experiments.
But you become the PM, the QA, and the glue holding everything together.
When people churn, rework kills speed.
→ Best for: quick feature spikes or marketing tests, not your core product.

3. In-house team.
The long-term bet.
You get culture, domain memory, and control.
But it’s slow and expensive.
Median SWE comp in the U.S. sits around $187 K/year, and that’s before benefits or churn.
→ Best for: protecting core IP and scaling once product-market fit is locked.

My take? Go hybrid by design.
1. Dedicated team: ship your core product in < 90 days.
2. In-house team: retain knowledge and own the moat.
3. Freelancers: plug niche gaps when speed matters.

Re-evaluate every quarter: velocity, cost per feature, defect rate.
Because at Series A, your biggest risk isn’t cost, it’s time.

✦ At Halo Lab — Your Digital Partner, we help Series A founders scale with dedicated product squads - ready to ship fast, adapt faster, and grow alongside your in-house team.

♻️ Share this to help make a good choice.
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 Dedicated Team vs. Freelancers vs. In-House 

“We need a redesign.”

This is how half of discovery calls begin.

However, 10 minutes into the discussion and it’s obvious - they need a problem statement.

The product is not broken. 
The understanding of the problem is.

Founders say: “Our checkout flow is poor.” 
Users say: “I don’t trust this payment form.”

The difference? One adds a feature. The other builds the right feature.

A good problem statement is not an educated guess.
It’s that moment that your research turns into clarity. 
It translates chaos into focus.

Here is what strong product teams do completely differently:

1. They do not start their process around “what to build.” 
They start their process around “who’s struggling – and why.”

2. They use data and real voices, not assumptions. 

3. They state the problem in a way that the whole team- designer, PM, and CEO can read and ingest in an instant.

When you get the problem right the design almost builds itself.
Your next big UX breakthrough will not come from adding another feature. 
It will come from rewriting the question you are trying to answer.

♻️ Share if it resonates.
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The hardest thing about building an AI product is getting people to trust what it does.

You can create a great model all you want, but as soon as users feel the slightest bit of uncertainty, they are going to ponder, hesitate, and leave.

When founders build trust into the product experience, three things happen fast.

1. Users stop second-guessing and start exploring. First session activation goes up because they understand the what and whys.

2. Every click of trust compounds itself into usage, retention, and upsell. Without trust, the best AI feature will remain unused.

3. You do not have to wait for product market fit to learn how users actually feel. Trust patterns can save you weeks of guessing, and reduce the launch chaos.

4. Transparent UX with design-based trust cuts confusion before it even reaches support. No more "I am left wondering why it said that?" tickets or bad reviews for hallucinations.

Most AI products are built for power. 
The real winners are built for confidence.

✦

At Halo Lab — Your Digital Partner, we help founders design AI products users trust enough to actually use and pay for.
If that’s the stage you’re at, let’s chat.

♻️ Share this to help others build AI products.
🔔 Follow Artem Borysenko for more updates!

UI for AI products

Most companies still treat a design system as a visual asset.

In reality, it behaves more like infrastructure.

When a design system is used by a company, it can help reduce costs for all the products the company already has. Also, using a design system can reduce the costs of making new products by different teams in the company.

Here’s where the real financial return shows up:

1. Reduction of duplicated efforts across teams.

When multiple teams are rebuilding and recreating similar elements, there are three new associated costs for each team: a new design, a new coded version, and the need for each team to perform QA. With the implementation of a design token system, this cycle is not necessary.

2. Component scalability across product portfolios.

When a company builds a system to support a group of products, they make more money by creating one design and using it many times for all the products in the group. This is why companies have been able to reduce the time it takes to get products to market by 20-40% without adding more staff.

3. Patterns decrease cognitive load and time spent deciding.

Once an organization sets up design patterns to support their onboarding, dashboards, permission systems, navigational structures, and error state designs, teams won't have to argue about the most important design principles. 

4. The cost of change decreases dramatically.

With no design system: A rebrand, accessibility update, or micro-interaction change triggers weeks of redesign and recoding..
With a design system: Update the source → every product updates automatically.

✦

A strong design system improves:

- Time to market.
- Cross-platform trust.
- Developer throughput.
- Conversion and activation.

✦

Build your design system for the next three products you launch. 
You will begin seeing returns on your investment in the early years.

🔔 Follow Artem Borysenko for more updates!

Your product already makes users feel something.

The question is what?

If your users don’t feel the right thing, they won’t do the right thing.
They’ll bounce, hesitate, mistrust, churn.

Over 500+ products, I’ve learned that the best products aren’t the ones with the most features. They’re the ones with the clearest emotional tone.

Every product leans into one of three emotional modes.

1️⃣ Calm → “I feel safe here.”
Perfect for: health, finance, productivity, wellness.
How it’s built: soft palettes, clear language, gentle interactions, no pressure.

2️⃣ Competent → “I trust this.”
Perfect for: SaaS, B2B, dashboards, enterprise.
How it’s built: structured layouts, predictable behavior, strong signals of reliability (performance, clarity, proof).

3️⃣ Empowering → “I can do this.”
Perfect for: fitness, learning, creativity.
How it’s built: energetic visuals, progress celebrations, milestones, personalization.

When the emotional tone doesn’t match the product’s purpose:
1. A data tool feels playful → trust drops.
2. A wellness app feels intense → stress rises.
3. A learning app feels sterile → motivation dies.

Emotion either reduces friction or adds it. 
What to do before your next sprint.

✦ Pick your emotional tone before UI design.
✦ Build it into your design system (colors, spacing, motion, language)
✦ Test the gut reaction early (“How did this flow make you feel?”)
✦ Make sure every new feature reinforces that emotional mode.

We design products that make users feel the right thing.
It’s about building experiences users want to return to.

♻️ Share this to help others catch hearts.
🔔 Follow Artem Borysenko for more updates!

You didn’t just hire a team.

You hired a risk.

That’s what most founders realize by Sprint 2, but by then, momentum is already bleeding out.

What starts as “a good fit” quickly turns into:

→ Delayed updates.
→ Vanishing senior talent.
→ Quiet budget drift.
→ Process that feels more defensive than proactive.

It rarely breaks all at once.
It just slowly stops working.

At Halo Lab — Your Digital Partner, we’ve inherited dozens of these “almost there” projects.
And we’ve learned to spot the early signals that most teams ignore.

Here’s how experienced founders filter for risk before it shows up on a roadmap:

1. Ask who stays after kickoff.
Bait-and-switch team structures are common. 
Real partners show you the core team from day one.

2. Low prices don’t remove cost. 
Into rework. Into scope creep. 
Into things no one “thought about” until it’s too late.

3. Their process should flex around your product.
If their workflow can’t adapt to your stack, roadmap, or internal rhythm, you're buying overhead.

4. Silence isn’t a “working phase.” It’s a liability.
Communication isn’t a nice-to-have. 
It’s part of delivery.

5. IP, code ownership, and access - settle it early and in writing.
No smart founder leaves this vague.

6. Domain experience is a requirement.
A capable team isn’t enough. 
You need people who’ve solved your kind of problems before.

7. If there’s no post-launch plan, you’re the plan.
Support, iteration, and continuity should already be mapped.

We partner with founders who know that reliable execution is rare and valuable.
If that’s where you are, you’ll feel the difference from day one.

♻️ Share this to help others fint a right partner.
🔔 Follow Artem Borysenko for more updates!

I can’t remember the last time I used an app that didn’t ask me to share, rate, or “engage.”

Every product today (even in B2B) is designed for an algorithm.
Google’s. LinkedIn’s. App Store’s. TikTok’s.

We’ve quietly shifted from designing for people to designing for distribution.
The algorithm rewards speed, volume, stickiness.
And so we chase it - with notifications, widgets, and “viral moments.”

But something gets lost along the way.

When was the last time a product was designed for:
✦ Silence?
✦ Reflection?
✦ A human mistake that wasn’t punished instantly?

You've trained our teams to ask,
“How will this perform in search?”
“Will this trigger engagement?”
“Will this help retention metrics?”

Not:

“Will this make someone feel seen, understood, or at ease?”
We measure time-on-page, not peace of mind.
We optimize funnels, not flow.

And in doing so, we risk turning our users into an interface between two algorithms, feeding signals back and forth.

Maybe the next wave of great design won’t be about more engagement.
Maybe it’ll be about creating digital spaces that breathe.
Moments that respect our attention instead of stealing it.
Because the best products don’t just perform, they pause.
They make us feel something.

What’s one product you’ve used lately that still feels designed for humans, not algorithms?

♻️ Share this if it resonates.
🔔 Follow Artem Borysenko for more updates!

I sat in a meeting where a CEO said something I'll never forget:

“I don’t need it to look beautiful. I need it to make money.”

At the time, it stung a little.
We’d poured weeks into crafting the perfect interface.
But he was right.

If your design doesn't move revenue or retention, it's wallpaper.
That moment changed how we work at Halo Lab — Your Digital Partner.
Now, every design decision starts with a business question:

1. What does this screen earn?
2. How does this feature reduce churn?
3. Can this interaction build trust faster?

We stopped chasing “nice-to-have” visuals and started designing for impact: shorter time to value, higher conversion, more clarity.

Last quarter, applying this thinking helped a SaaS client cut trial-to-paid time by 40%. Design decisions became revenue decisions.

What's one screen in your product that looks great but doesn't move the needle?

🔔 Follow Artem Borysenko for more updates!

Humble is a human-first knowledge platform for founders and operators.

It gives you clear, practical answers to real business questions in seconds.
No AI-generated fluff. No gurus. No recycled advice.

You ask a question.
You get a direct answer, backed by receipts from vetted founders, operators, and experts.
You can see the source, go deeper if you want, or get access human behind the insight.

Humble is built for:
• Founders and builders in motion
• Small teams making real decisions
• Accelerators, funds, and communities that need trusted answers at scale

Human experience. AI speed.
Clarity when it actually matters.

—

Strategic Partner at Loud Solutions:

Loud embeds inside scaling companies to fix people ops before things go wrong.

I assess Teams of 20+, with rapid growth and big ambitions for their fit to Loud. For the best, I get them access to the rare knowledge that saves them from huge mistakes to unlock massive growth.

Not being able to manage growth at this stage can be fatal, and fixing it later is impossible.

Evolve. Now. 
You can’t afford to f*ck this up.

Charlie Lass

If you can’t treat people well, experience means nothing. 
Probably less than nothing. 

Leadership isn’t what you know.
It’s how people feel after being around you.

I’ve watched CEOs with decades of “experience” do the basics badly:

- They speak down to someone because they’re stressed.
- They “joke” at someone’s expense in a meeting.
- They ignore a message for days, then demand urgency from everyone else.
- They only show warmth when they want something.

And then they wonder why people are quitting.

👉 Treating people well sounds soft.
- It’s not.
- It’s discipline.
- It’s restraint.
- It’s choosing respect when your ego wants control.

Here’s what it looks like when it’s real:

1. You’re consistent
Not lovely on Monday and lethal on Thursday.
People shouldn’t need to check your mood before they speak.

2. You’re clear, not cutting
Direct feedback.
No humiliation.
No sarcasm dressed up as “high standards”.

3. You give credit properly
You name the person.
You name the work.
You don’t hoard wins like they’re oxygen.

4. You don’t punish honesty
If someone raises a problem and you bite their head off,
you didn’t fix the issue.
You trained people to shut up.

5. You respect time
You show up.
You end on time.
You don’t make people wait because you think your calendar matters more.

6. You apologise fast
No speech.
No spin.
Just: “That was out of line. I’m sorry.”

7. You treat everyone like they matter
Not just the loud ones.
Not just the useful ones.
Not just the people who agree with you.

The reality is that:
- People will forgive mistakes.
They don’t forgive disrespect.

And the cost isn’t just feelings.

It’s performance.
It’s loyalty.
It’s reputation.
It’s the best people quietly deciding they’re done.

If you’re a CEO or an aspiring leader, what’s one bad behaviour you’ll drop this week? 

-
♻️: Repost to remind. 
➕: Follow Charlie Lass

Founder @ Humble | Strategic Partner @ Loud | Follow for Self Improvement, Growth Strategy & Being A Better Human | Entrepreneurship Coach

The people who earn the most respect?
They’re terrifyingly good.
And somehow… still kind.

Not “nice” in a performative way.
Kind in a quiet, steady, adult way.

They don’t need to prove they’re the smartest person in the room.
Because everyone already knows.

👏 I’ve worked with founders like this.
Operators like this.
Speakers like this.

The ones who can see the problem in 30 seconds… and still take the time to bring the room with them.

- They ask questions before they give answers.
- They explain without making you feel stupid.
- They correct you without turning it into shame.

And they share credit like it costs them nothing.

That’s not softness. That’s control & talent. 

📌 Real skill doesn’t need an audience.
And real confidence doesn’t need a victim.

I spoke with a Founder yesterday about a CEO we both know. 
He said: 
"I would never work with that guy again. Ever."
"I don't care how successful he is. He's got the biggest ego in the world and makes people feel like sh1t."

Yikes.

👍 Here’s why humility works (in teams, in leadership, in life) and ego turns people off forever. 

When someone makes others feel small, the room gets quiet.
Contact shame. Fear. Anger.

- People stop offering ideas.
- They stop raising risks.
- They stop flagging the thing that will later become a disaster.

You still get “yes”.
You still get “all good”.
You still get progress updates.

But you lose the truth about what is actually going on. 

Humility keeps the truth flowing, and the truth is where the money is.

👉 The best leaders I’ve seen do a few simple things daily:

1. They treat questions like a gift
If someone asks, they don’t sigh. They don’t smirk. They answer.
A team that can ask “dumb questions” always moves faster than a team that’s scared.

2. They coach in private, praise in public
Public shame is lazy leadership.
If you want performance, protect dignity.

3. They make it good to disagree
Not by saying “prove me wrong” once in a meeting.
By not punishing people the first time they do.

4. They stay curious when they’re right
They don’t use being right as a weapon.
They use it as a starting point.

If you want to spot real professionalism, watch what someone does with their competence and how humble they are. 

Do they lift the room?
Or do they use the room to feel taller?

Which type are you surrounded by right now?

Whichever it is, stay humble.

-
🖼️: Deep Connection.
♻️: Repost to remind.
➕: Follow Charlie Lass.

When great talent walks away silently, 
that’s not about them.
It’s a BIG leadership problem.

Great people don’t quit loudly.

They don’t rage-post.
They don’t threaten.
They don’t make a scene.

They just… leave.

They know their worth and they move on. 👋

Most CEOs with 30+ people miss this.

By the time you notice a resignation, the decision was made months ago.
When meetings stopped feeling useful.
When feedback gets “noted” instead of acted on.
When the same issues came up again. 
And again.
And again.

⚠️ The scary bit?

Your best people don’t fight for attention.
They don’t campaign for promotions.
They don’t play politics to survive.

They assume you’ll see the work.
They assume you’ll notice the pattern.
They assume leadership is paying attention.

Until they realise it isn’t.

So they do the adult thing.
- They protect their headspace.
- They stop pushing uphill.
- They quietly make plans.

And from the outside, everything still looks fine.

Headcount steady.
Roadmap intact.
No drama.

🤦‍♂️ Right up until it isn’t.

This is why “people problems” are never sudden.
- They’re slow leaks.
- Ignored signals.
- Deferred conversations.

If you’re a CEO trying to keep people issues “off your plate,” here’s the uncomfortable truth:

📌 People don’t need more perks.
They need PROOF.

Proof that good judgment gets rewarded.
Proof that bad behaviour doesn’t get a pass.
Proof that you notice who’s carrying the weight.

Because when great talent walks away silently, that’s not a retention issue.

That’s a leadership signal. And a BAD one.

And it’s usually the last one you’ll get before it costs you far more than time.

You can’t afford to make these mistakes.

-
♻️: Repost to remind.
➕: Follow Charlie Lass.

Nothing will wear you down faster
than worrying about everything, 
all the time, as if it’s ALL yours to fix.

There is a LOT going on.
- Real issues.
- Real uncertainty.
- Things that matter, and deserve care.

Ignoring them isn’t strength.
Prioritizing isn't selfish.
And pretending they don’t affect you isn’t honesty.

👉 But neither is letting them consume every quiet moment because madness lies down that road. 

As someone who has been through a breakdown and burnout, I know that right now, so much is pulling at your attention.
- News cycles.
- Other people’s urgency.
- Worrying about the future.
- Problems arriving before they’re fully formed.

Your mind keeps trying to be helpful. It's designed to help keep you safe.
It scans for threats and looks for control where there isn’t much to be found.

That's OK> That’s not weakness.
That’s being human.

💤 Calm doesn’t come from shutting the world out completely.

It comes from choosing how close you let it in. Here's how to navigate when so much causes you stress and uncertainty:

1. You can care deeply
Without thinking about everything at once.

2. You can stay informed
Without being constantly inflamed.
There are things designed to make you angry.

3. You can acknowledge what’s hard
and still protect the part of you that needs steadiness.

4. Focus is an act of care.
- For your work.
- For the people who rely on you.
- For your own nervous system.

So when things feel stressful, return to what’s in front of you.
- The next conversation.
- The next decision.
- The next small action that actually helps.

📌 Stay calm where you can.
Stay focused on what matters to you.

That’s how you stay useful, present, and human.

-
♻️: Repost to inspire.
➕: Follow Charlie Lass.

Authenticity became rare.
That’s why it stands out.
Being yourself became rebellious.

⚠️ Most people are constantly performing.

But it exhausts those that aren’t because the real flex isn’t confidence.
It’s not a “personal brand”
It’s being calm when everyone else is cosplaying success.

Being yourself is inconvenient and doesn’t always fit in everywhere.

It doesn’t always get applause.
It doesn’t always scale fast.
And it definitely doesn’t win every room.

Which is why most people fake it.

👉 But take a moment and think about this:
Authenticity isn’t loud.
It’s consistent.

If you want to spot the difference between real people and polished noise, do this:

1.	Watch who changes depending on who’s in the room.
Same values, same tone, same standards? Or shape-shifting for approval?

2.	Notice who talks about outcomes vs image.
Real operators talk about the work.
Performers talk about how it looks.

3.	Pay attention to how people treat those with nothing to offer them.
Humility shows up when there’s no upside.

4.	Listen for borrowed language.
Buzzwords, recycled opinions, trendy outrage.
Original thinking sounds quieter. And simpler.

5.	Call the BS without becoming it.
You don’t need to expose people publicly.
Just don’t reward behaviour you wouldn’t respect in private.

📌 Being yourself isn’t about self-expression.
It’s about self-respect.

Humility isn’t thinking less of yourself.
It’s not needing to prove who you are.

The people worth trusting don’t need a highlight reel.
They show up the same on a good day and a bad one.

Be humble. That’s the flex.

-
♻️: Repost to inspire.
➕: Follow Charlie Lass

You hired adults.
Stop managing them like children.
Trust your Team!

Some leaders still think oversight creates better work.

It doesn’t.
It creates performance anxiety.

When people know they’re being watched, they don’t show you reality.
They show you what won’t get them in trouble.

- Progress reports get polished.
- Risks get softened.
- Bad news arrives late, if at all.

From the outside, it looks like control.
Inside the team, it feels like caution.

⚠️ And caution is expensive.

You don’t see what’s actually slowing things down.

You don’t hear where decisions are getting stuck.

You don’t learn which processes are quietly failing.

👉 Trust changes the behaviour completely.

When people feel trusted, they stop managing impressions, and they start managing outcomes.

It shows up like this:
1. They flag problems earlier.

2. They take responsibility instead of covering themselves.

3. They tell you the truth because they’re not bracing for impact.

This is why surveillance never shows you what’s working.
It only shows you what’s you want to see.

➕If you’re busy, this is worth sitting with.

More check-ins won’t buy you clarity.
Clear expectations and trust will.

- Set the direction.
- Define the bar.
- Then get out of the way long enough to see what’s real.

That’s not hands-off leadership.
That’s how you actually learn what’s going on.

-
♻️: Repost to remind.
➕: Follow Charlie Lass.

No alternative text description for this image

You’re never too important to be nice.
The second someone thinks they are,
It’s the beginning of the end.

I’ve worked with amazing founders, executives, operators, from all industries; People with REAL leverage.

Not LinkedIn leverage.
Actual leverage.

Huge budget. Massive hiring power. The ability to make or break someone’s year with a sentence.

What I’ve noticed isn’t subtle. It’s OBVIOUS, but so many think it doesn’t apply to them when it always, always does.

⚠️ The second they start believing their role matters more than the people around them, their results collapse.

You can spot the behaviour changes:
- They listen less.
- They interrupt more.
- They are always late. 
- They expect without explaining.

They’re assholes. 

Kindness disappears first.
Judgement second.
The Team third.

👉 Being kind doesn’t slow serious people down.
It keeps them sharp and the Team elite.

It allows you to see what’s actually happening, not just what fits your narrative.

It keeps feedback flowing instead of being filtered.

It makes people tell you the truth before it’s too late.

The best leaders I know aren’t KIND all the time.
- They’re direct.
- They’re demanding.
- They’re clear.

But they never confuse status with entitlement.

They understand something basic that a lot of ambitious people forget.

📌 You don’t lose authority by treating people well.
You lose it when people stop wanting to do their best around you.

Importance is fragile.
Respect is earned daily.

Kindness isn’t a personality trait.
It’s a leadership choice you make when no one’s forcing you to.

Especially then.

So which are you choosing today?

-
♻️: Repost to remind.
➕: Follow Charlie Lass.

People don’t burn out from work.
They burn out from feeling invisible.
And yes, that's a leadership problem.

We've all watched leaders throw perks at morale.
Free lunches. New tools. Big “culture” decks.

Meanwhile the best people quietly check out.
Sigh.

Because nobody seems to notice they’re carrying the place.

👉  Most leaders miss one big thing:
Appreciation is not “being nice”.
It’s a performance management system.

When people feel seen, they do three things automatically:
- They speak up sooner.
- They care about outcomes, not tasks.
- They stop looking for the exit.

That’s why the best teams move faster.

Not because they have more talent.
Because they have less emotional drag.

And the simplest way to build it is also the most ignored.

🙄 Make people feel appreciated.
Not in a generic “great job team” way but in a SPECIFIC, human way.

Try this for the next two weeks:

1. Name the impact, not the effort
“Staying late” is nothing.
“Because of you, that client stayed” lands.

2. Credit them in rooms they’re not in
That’s how trust spreads.
And politics dies.

3. Ask for their thinking before you need their help
People don’t want to be used.
They want to be valued.

4. Protect their time like it’s yours
Nothing says “I respect you” like removing noise.

5. Notice the quiet ones
The loud ones will remind you they exist.
The best ones often won’t.

📌 If you want better retention, better ideas, and fewer fires:

Stop managing tasks.
Start noticing humans.

Who on your team has been solid for months, and hasn’t been properly appreciated?

-
🖼️: Mike Leber
♻️: Repost to remind
➕: Follow Charlie Lass for more.

Real luxury isn’t money.
It’s peace.
And very few people have it.

Luxury is not the watch.
Not the car.
Not the “busy” calendar

👉 It’s having control of your day:

- Waking up without an alarm.

- Having control of your day.

- Moments of stillness and quiet.

I spent years collecting the wrong trophies.

- The title that impressed strangers.

- The stuff that looked like “I made it.”

- The schedule so full it proved I was “important.”

⚠️ Then burnout did what burnout always does.

It made the trade obvious. And payment was due.

Because the real luxuries in life are simple:

Time.
Health.
A quiet mind.
Slow mornings.
Rest without guilt.
A good night’s sleep.
Calm, “boring” days.
Meaningful conversations.
Home-cooked meals.
People you love.
People who love you back.

📌 The people I admire most aren’t the ones with the most expensive things.

- They’re the ones who can sit still.
- Say no without feeling guilty.
- Turn their phone off.
- Be fully present with someone they care about.

They own their attention.

And that, honestly, is the real flex.

If you’re building a life you don’t need to escape from, you’re already winning.

-
♻️: Repost to remind 
➕: Follow Charlie Lass

Founder @ Humble | Strategic Partner @ Loud | Follow for Self Improvement, Growth Strategy & Being A Better Human

Starting over isn’t starting from nothing.
It’s starting from experience.

“Starting over” gets framed as failure.
As regression.
As proof you messed it all up.

It isn’t.

It’s what happens when you finally stop lying to yourself.

I’ve started over more than once.
Different businesses.
Different countries.
Different roles.
Different versions of me.

Each time, it looked messy from the outside.
Each time, it felt messy on the inside.

But none of it was wasted.

Because today I know who I am. 

You don’t lose the judgement you earned.
You don’t lose the scars.
You don’t lose the pattern recognition that only comes from getting it wrong.

You lose the ego.
And honestly, that’s usually the problem.
(It’s why my company is called Humble!)

Starting over with experience means:
– You ask better questions
– You move slower at the right moments
– You spot bad deals, bad partners, bad ideas earlier
– You stop confusing momentum with progress

It’s quieter the second time.
More deliberate.
Less performative.

And yes, it can bruise your pride.

But pride is expensive.
Experience compounds.

If you’re standing at the edge of something ending, or something new beginning, here’s what actually helps:

1.	Write down what you now know that you didn’t last time, and what resources you have you didn’t before.
Be confident.

2.	Decide what you will no longer tolerate, even if it costs you speed

3.	Strip it back. Fewer goals. Fewer people. Fewer distractions. Set a timeframe. 
A few months maybe.

4.	Start small on purpose. Confidence comes from traction, not announcements

You’re not late.
You’re not broken.
You’re not “back at square one”.

You’re starting again with the cheat codes.

And that usually makes for a much better story.

How can I help you today? 

-
♻️: Repost to inspire someone.
👉: Follow Charlie Lass for more.

You can train almost anyone to do a job.
But you can’t train them to care.
They only care if it’s worth it.

And if no one on your team cares,
that’s not a “people problem”.

That’s you.

People don’t disengage because they’re lazy.
They disengage because the environment tells them
their effort doesn’t matter.

Bad leaders love the phrase
“they just don’t care enough”.

🙄 Yawn. Of course they don’t.

-You hired them in a rush.
-Onboarded them badly.
-Dropped them into chaos.
-Then hovered, corrected, second-guessed, or disappeared.

⁉️ Why would anyone care in that setup?

Care isn’t something you demand.
It’s something you earn.

Good hiring looks boring from the outside.
- It’s slow.
- It’s deliberate.
- It’s opinionated.

You’re not hiring robots.
You’re inviting someone into how you think.

And onboarding isn’t paperwork.
It’s the moment people decide whether this place is serious.

If you get those two things right, your job as a leader gets easier fast.

📌 Hire people you trust.
Be clear about what “good” looks like.
Give them context, not control.
Then get out of the way.

If you can’t hire well, and you can’t onboard properly,
you’re not “moving fast”.

You’re wasting their time.
And yours.

People care when:
• the standards are real
• the bar is clear
• decisions make sense
• effort isn’t punished

👉 That’s good culture.
Not slogans.
Not perks.
Not motivation talks.
Not free f**king pizza. 

If you want people to care,
build something worth caring about.

Everything else is noise.

-
♻️ : Repost to remind.
➕ : Follow Charlie Lass.

Founder @ Humble | Strategic Partner @ Loud | Follow for Self Improvement, Strategy & Being A Better Human

Is your network helping you grow?
Or keeping you from thinking bigger?
Over time it will define your success.

If you look at the people in your circle and don’t feel inspired, you don’t have a useful circle.

You have a cage.

And before anyone gets defensive, this isn’t about cutting people off or “outgrowing” friends like some hustle cliché.

It’s about noticing what gets normalised around you.

⚠️ The people you spend the most time with shape:
• what feels possible
• what feels risky
• what feels “too much”
• and what you quietly stop reaching for

If everyone around you is comfortable staying where they are, comfort becomes the ceiling.

I’ve seen this kill ambition faster than failure ever could. 

👉 Someone I used to know was incredibly smart, but incredibly comfortable. 
His career flatlined. 
He's frustrated and bitter.
His missed opportunities are blamed on others.

Here are a few signs your circle might be holding you back 👇

1️⃣ No one challenges your thinking
If every idea gets a nod and a “sounds good mate”, you’re not being supported. 
You’re being padded.

2️⃣ Conversations never go past the surface
If it’s always gossip, nostalgia, or complaining about the same stuff… there’s no forward motion there.

3️⃣ You don’t admire or aspire to how anyone lives
Not their work. Not their mindset. Not their courage. That matters more than people admit.

4️⃣ Your goals get laughed off or politely ignored
The right room makes big goals feel possible. 
The wrong one makes you shrink them mid-sentence.

5️⃣ Comfort is praised more than growth
“Why rock the boat?”
“Why stress yourself?”
That voice adds up over time.

6️⃣ No one opens doors or introduces ideas
Strong circles create momentum. 
Weak ones just consume time.

7️⃣ You’re always the one giving advice
If you’re never learning, you’re stagnating. Period.

8️⃣ You feel drained after spending time together
Energy is information. Pay attention to it.

This isn’t about having a bigger network.

It’s about having a braver one. 

One that challenges you.
One that makes you slightly uncomfortable.
One that expands what you think you’re capable of. 🚀

Your circle should make you grow.
Not keep you safe.

Which one of these hit a little too close to home?

-
♻️ Repost to remind.
➕ Follow Charlie Lass.

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Charlie Lass

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The Battle

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