Employee Engagement Specialist | Organizational Change Coach | Empowering Organizations to build a competency for ongoing change | Lean-Agile implementation expert with 30+ Years of Innovation | SPCT | Candidate ILM

Your best people aren't going to tell you they're leaving. They're just going to leave.
By the time someone hands in their notice, the decision was made months ago. A promotion path that went nowhere. A manager who stopped listening. A conversation that never happened.

Most companies find out too late. Then they pay 4x what they thought turnover costs when you add the productivity loss, the project delays, the knowledge walking out the door, and the team stretched thin covering the gap.

I spent 20 years implementing transformation programs at Fortune 500 companies. Watched them obsess over efficiency while bleeding millions in preventable departures they never saw coming.

I co-authored "The Trillion Dollar Problem" to document what most executives miss. Then I co-founded 
Clover ERA to fix it.

Clover ERA shows you which teams are about to break. Before the resignations start.

Daily anonymous check-ins surface what's building beneath the surface. Managers see the patterns and get specific prompts to act. You intervene while there's still time.

We don't prevent every departure. We prevent the ones that didn't have to happen. The ones where someone was waiting for a conversation that never came.

Preventing one departure costs a fraction of replacing them.
If you're losing people you didn't see coming, let's talk.

📅 Schedule Your Free Turnover Analysis: https://outlook.office.com/book/TurnoverAnalysis@cloverera.com/?ismsaljsauthenabled
🔍 Or take the free Team Health Assessment: https://cloverera.com/team-health

Clive Hays

70% of her team disappeared in 10 minutes. 
Block offered her a 90% raise to stay. 
She quit the next day.

She was a data scientist at Cash App. The morning after the layoff, she looked around. The only people left on her immediate team were her and a new hire who'd started three days earlier.

The CEO posted about it on X like a product announcement. The stock jumped over 20%. Analysts called it efficient.

She called it something else. She said she felt immense dread and survivor's guilt. She said a company that can snap away half its people doesn't need two weeks notice from her either.

Here's what the CEO saw: a leaner company, rising stock, proof the market rewards speed.

Here's what she saw: empty Slack channels, a team that no longer exists, and a raise that felt like hush money.

74% of HR leaders say morale takes 4 to 12 months to recover after a layoff. Most CEOs expect it done in 3 months. That gap is where your best people quietly update their CVs.

Block still has 6,000 employees. Nobody is asking how their managers are holding those fractured teams together right now. Nobody is measuring what those managers can see and what they're missing.

The next layoff at Block won't come from the CEO. 
It'll come from the people who stayed.

How many of your surviving managers know what their team is actually feeling this week?

I help CEOs/CFOs stop pre-automation turnover bleeding competitive advantage before AI works

A VP of HR showed me her 2025 exit data last month.
"$3.1M in replacement costs. But we know exactly why they left."

I asked if she'd spoken to any of them since.

Three. All friends.

What they told her over coffee wasn't on any exit interview. Their manager had gone quiet months before the resignation. Promises made about progression. No follow-through. One of them had raised the same concern four times. The last time, she stopped raising it.

"Why didn't they say that in the interview?" she asked.

Because they needed the reference.

Nobody tells the truth in an exit interview. The real reasons get told to friends, to recruiters, to the next company's hiring manager. Not to the person who controls the final paycheck and the reference call.

Exit interviews don't tell you why people left. They tell you what people were willing to say.

Who on your team has a version of events they'd never put on paper?

A VP of HR showed me her 2025 exit data last month. Forty-seven departures. $3.1M in replacement costs. Every single one with a completed exit intervi

Open article: The $3.1M Lie Nobody Talks About by Clive Hays • 4 min read

A Head of Product told me her senior PM left for a competitor last month. Zero warning. "Probably cost us $180K," she said. I ran the numbers. $340K. 

I asked if the PM had shown any signs. "None. We talked every Friday. She told me everything." I pulled the 1:1 notes from the last four months. 

In August, the PM asked to lead the enterprise rollout. Her manager said the timing wasn't right. 

In September, she asked again. Same answer. 

In October, she stopped asking. She also stopped challenging priorities in sprint planning. 

Stopped sending those long Friday recap emails her manager used to joke took ten minutes to read. Her manager noticed. "I figured she was finally learning to pick her battles." 

That's not what was happening. She'd started interviewing in October. 

The signals were there for 90 days. 

Her manager saw every one of them. 

She just filed them under "growth" instead of "gone." 

What did someone on your team stop doing that you filed under progress?

A CEO told me he works 65 hours a week.
Said it like a badge of honour.
I asked him a simple question.

"How many of those fires started because a manager didn't see it coming?"

He went quiet. Started counting on his fingers.

The resignation in March that "came out of nowhere." The team conflict in April that took three weeks to untangle. The project that blew up in May because nobody flagged the morale problem.

He stopped at seven.

Seven fires in five months. All traceable to managers who didn't know what was happening on their own teams.

Here's what nobody talks about.

Only 37% of managers received any training when they were promoted.

The CEO working 65 hours isn't more dedicated than the one who leaves at 5pm.

They just have managers who are flying blind.

How many hours are you working because your managers can't see what's coming?

A CFO told me last month they lost $4.2M to turnover last year. I asked what they were doing about it.

"We have someone for that. Talk to HR."

I did. The Head of People showed me their budget. $340K. Annual surveys. A recognition platform with 11% adoption. Quarterly pulse checks that leadership reads once then files.

I asked if she had the authority to change comp bands when someone's underpaid. No.

If she could restructure teams when a manager's underwater. No.

If she could override a promotion decision when someone's been passed over twice. No.

"So what CAN you do?"

"I can measure how people feel about the things I can't change."

That's the job you gave her. Measure the bleeding. Report the numbers. Watch the best people leave. Then get blamed when the exit interview explains exactly what you weren't allowed to fix.

The CEO handed a $4M problem to someone with a $340K budget and no authority to touch the levers that actually matter. Manager behavior. Workload. Promotion paths. Comp decisions. All of those roll up to operations. None of them roll up to HR.

Then leadership acts shocked when turnover stays high.

You didn't delegate the problem. You just made sure nobody with power was accountable for solving it.

Turnover costs 4x what you're tracking. It's not an HR problem. It's a P&L problem. And the person who owns the P&L just sent me to someone who can't fix it.

Which executive on your leadership team can tell you, right now, what turnover actually cost you last year? Not the rate. The cost.

A CEO asked me last week why his VP of Product resigned. "Zero warning," he said. "Probably cost us $80K to replace her." I ran the math. 
$340K.

"Did her behavior change in the weeks before?"

"Actually... yeah. She got quieter in leadership meetings. Stopped pushing back on roadmap decisions. I figured the town hall aligned her. That she finally understood the bigger picture."

"What did you say at the town hall?"

"The usual. Company update. Market conditions. Mentioned we're exploring AI efficiency gains for 2026."

"When did she resign?"

"Six weeks later."

I talked to her before she left.

"What made you start looking?"

"The town hall. He said we're exploring AI efficiency gains. I heard: we're exploring whether we still need you."

"Did you ask him what he meant?"

"What was I supposed to say? 'Are you planning to replace me with AI?' That makes me sound paranoid. Or threatened. Either way, I lose."

I asked the CEO if he'd thought about how that comment would land.

"I was trying to be transparent. Show we're thinking ahead. I thought it would build confidence that we're not going to get disrupted."

Two weeks after she left, his Head of Engineering resigned. Then a senior designer.

Three people. $890K in replacement costs.

He was trying to show the company he's preparing for the future.

They heard: prepare to be replaced.

What did you say about AI in the last 60 days that your best people are still thinking about?

Block cut 4,000 people. Stock jumped 20%. Meta is planning to cut 15,000. Stock jumped 3%. Nobody is asking what happens next.

Here's what happens next.

The managers who survived those cuts were already undertrained. 82% of managers in the UK get promoted with zero formal training. That number is no better in the US. They were accidental managers before the layoffs. Now they're accidental managers holding fractured teams together with fewer people, more work, and no visibility into how their team is actually doing.

The CEO is watching the stock price. The CFO is modelling the savings. The analysts are calling it "efficiency."

The managers are staring at half-empty Slack channels wondering which of their remaining people is updating their CV right now.

Block's CEO said "a significantly smaller team can do more and do it better." He might be right about the tools. He's wrong about the people. Smaller teams don't perform better when the person running them was never equipped to run them in the first place.

50% of workers with an ineffective manager plan to leave within 12 months. That clock started the day of the layoff. Not the day someone finally notices.

The layoffs made the news. The management failure won't. Not until the voluntary exits start in 90 days and nobody connects it back to the manager who was promoted from engineering two years ago and never got a single day of training.

How many of your managers right now could tell you what their team is actually feeling this week?

A CFO asked me last week how many people on his team were actively interviewing. I told him I didn't know.
"Then how can you tell me I'm losing $8.4M to turnover?"

"Because I can see the 67-day window. The gap between when someone decides to leave and when they tell you. That's where the cost is hiding."

He asked how many people were in the window right now.

I told him: "Eleven."

He went quiet. Then asked which ones.

"I can't tell you names. Clover ERA is anonymous. But I can show you the patterns. The withdrawal. The silence. The 'just staying in my lane' behavior. Those are the Already Gone signals."

He pulled up his 1:1 notes. Scrolled through three months. Looked up.

"I thought they were getting easier to manage."

Yeah. That's the signal most leaders miss. When your biggest critic stops criticizing. When your detail person stops asking for details. When your 'why are we doing it this way?' person starts saying 'sounds good.'

It doesn't mean they trust you more.

It means they've already decided to leave.

Who on your team got "easier" in the last 67 days?

A CFO called me yesterday. Four resignations. Eight days. All of them after one email.

He'd read the Citrini memo the weekend it dropped. The one predicting a white-collar recession by 2028. His board called the following Monday.

"We need to be prepared."

By Tuesday he'd made three decisions. Stopped backfilling two open roles. Deferred a promotion that was supposed to happen in March. Sent an email that afternoon freezing the Q2 training budget.

"I thought it would show we were being prudent. That we were taking the future seriously."

I asked how long between the email and the first resignation.

"Wednesday. One day."

A senior product manager. Then Thursday, an engineer. Friday, another engineer. Yesterday, his finance lead.

"Did any of them mention the email?"

"Emily did. The product manager. She said 'I saw the training freeze. I know what that means.'"

I asked what it meant.

"That there's no future here."

I asked if she was right.

Long silence.

"We were preparing for 2028. She needed to know about 2026."

The four resignations cost him $1.1 million to replace. The email took him four minutes to write.

Wall Street is calling it the AI scare trade. Hedge funds shorting white-collar employment as an investment thesis.

Your board read the memo. You sent the email. Your best people read it as confirmation.

Not of what's coming in 2028.

Of what they already suspected in 2026.

What email are you about to send that will confirm what your best people are already thinking?

A VP of Engineering told me his lead architect resigned six weeks after her quarterly review. She'd gotten a 4.2 out of 5. "Exceeds expectations."

"Probably cost us $120K to replace her," he said. I ran the math. $340K.

"What changed between the review and the resignation?"

"Nothing. That's what I don't understand. The quarterly was great. We covered her Q1 goals, talked about the migration she'd led, asked if she had any concerns. She said no."

"What happened in those six weeks?"

"We announced the product roadmap for Q2. Shifted some priorities. Moved her migration work to maintenance mode so she could support the new platform build."

"Did you tell her that in the quarterly?"

"No. The roadmap wasn't finalized yet. We told the team two weeks later."

"How'd she react?"

"Fine. She said 'makes sense' and started on the new work. Then four weeks later she resigned. Told me she'd accepted a role where she could see projects through."

The quarterly review covered January, February, March. It happened April 2nd. The roadmap announcement happened April 16th. She decided to leave April 18th. She resigned May 14th.

The review said she was exceeding expectations. The roadmap said her work didn't matter anymore. The gap between those two conversations: 14 days.

Who on your team got a great review right before you changed their priorities?

A CFO showed me his 2025 turnover numbers last month. $4.2M in losses.
I asked who owned it. "HR handles that."

I talked to his Head of People. She had a $340K budget. Surveys. A recognition platform with 11% adoption. Pulse checks leadership reads once then files.

I asked if she could change comp bands when someone's underpaid. No.

Restructure teams when a manager's underwater. No.

Override a promotion decision when someone's been passed over twice. No.

"So what can you do?"

"I can measure how people feel about the things I can't change."

That's the job he gave her. Measure the bleeding. Report the numbers. Watch the best people leave. Then get blamed when the exit interview explains exactly what she wasn't allowed to fix.

Here's what most CFOs miss. Turnover doesn't show up as "turnover cost" on the P&L. It's scattered. Recruiting fees under talent acquisition. Overtime in payroll. Lost deals in sales slippage. Consultant hours in professional services.

By the time you reconcile it, the damage is two quarters old and attributed to something else.

CFOs track CAC down to the dollar. They model gross margin by product line. Then they treat a $4M margin leak like it's an HR initiative.

The levers that prevent turnover—manager behavior, workload, comp decisions, promotion paths—don't roll up to HR. They roll up to operations.

You didn't delegate the problem. You just made sure nobody with power was accountable for solving it.

Turnover costs 4x what you're tracking. It's not an HR problem. It's a P&L problem.

Full breakdown in today's newsletter.

A CFO told me last month his company lost $4.2 million to turnover last year. I asked what he was doing about it. "We have someone for that. Talk to H

Open article: Employee Turnover: A CFO Problem, Not an HR Problem by Clive Hays • 6 min read

Employee Turnover: A CFO Problem, Not an HR Problem

CEOs at midsized companies. I am writing a book. 
The follow-up to Already Gone.
I need your help with research.

Already Gone looked at why good people leave companies they did not want to leave. This one looks at why the systems businesses use to understand and develop their managers are not working — and what that gap is actually costing.

We are calling it the Manager Gap.

Most mid-market companies are running two to three systems simultaneously that they believe constitute a managed people strategy.
Surveys that measure how safe employees feel answering a question, not what they are actually experiencing.

Training programmes selected from catalogues with no access to the live team signal.

And in some cases, monitoring tools whose dashboards show green because the real conversation quietly moved to channels the system cannot see.

None of these systems knows what the others found out.

The gap between them has been on the P&L the whole time.
We have built an instrument to measure it.

It is called the Manager Gap Index.

It takes less than 10 minutes. It produces a score from 0 to 100 and a full cost breakdown across six impact layers — attrition, disengagement, performance drag, promotion risk, innovation suppression, and customer impact.

We are building the first benchmark dataset for mid-market companies. We need 100 participants to make the data meaningful.

If you are a CEO, CFO, or COO at a company with 200 to 500 people (or a VP overseeing a division of this size), I would like to run your score with you on a 10-minute call.

You get your MGI Score and full cost breakdown + the full analysis report when published, as a thank you for participating. 

I get your anonymised data for the benchmark research that underpins the book.

Your data contributes to it. Your name does not — unless you want it to.
Every participant receives a signed copy of Already Gone, posted to wherever you are in the world.

First 100 only.

Comment below or send me a message and I will send you the booking link.

A CEO told me last month he had zero turnover risk.
I asked: "Do you know who's in the 67-day window?"
"What window?"

"The gap between when someone decides to leave and when they tell you. That's 67 days on average. During that time, they're interviewing. Negotiating offers. Mentally checked out. And you're paying them full salary while they plan their exit."

He asked how many people were in the window right now.

I told him: "Seven."

"Which ones?"

"I can't tell you names. But I can show you the teams. And the patterns. And the cost if they all resign in the next 90 days."

He asked what that cost would be.

"$2.1M. For seven people you think are fine."

He didn't think he had a turnover problem. He was wrong. He just couldn't see the 67-day window.

Most CEOs can't. That's why they're blindsided when someone resigns.

Do you know who's in your 67-day window right now?

A COO at a mid-size tech company showed me his 2025 retention spend last month. $180K across surveys, a platform, a culture consultant, and manager training workshops.

"We take this seriously," he said.

I pulled up the latest Gallup numbers on my laptop and turned the screen toward him. Global engagement just hit a 10-year low. After the biggest investment in engagement solutions in history.

He looked at the data for about ten seconds. "So the whole industry just... doesn't work?"

Not the way it's being sold.

A survey tells you how someone felt on the day they filled it in. It doesn't tell you what their manager said to them the following Monday. Or didn't say. That's where it lives. Not in a platform. Not in a score. In a conversation that either happened or it didn't.

$438 billion in lost productivity last year. Not because companies didn't try. Because the solutions were measuring the wrong thing and calling it fixed.

The industry sold you the receipt. Not the result.

Which line on your 2025 retention spend changed what a manager actually does on a Tuesday morning?

CEO, Storytold | Your story should generate revenue while you sleep. | Top 1% LinkedIn Storyteller | Real authority that drives deals.

You’re busy running a company. You don’t have hours to spend on LinkedIn trying to guess what to post, why nobody responds, or how everyone else seems to be growing while you stay stuck.


That’s where Storytold comes in.


We turn your LinkedIn into a powerful lead engine, with almost no extra work from you.

We write your posts, rebuild your profile, create your content, grow your audience, and help you show up as the leader people want to follow.


All you do is talk with us for an hour a week, and approve what we create.


We handle everything else. Suddenly, your wasted 20 hours a week coming up with new ideas and writing content, just went down to 1 hour per week.


With Storytold, you get:

→ More time back each week

→ More trust from your audience

→ More leads without chasing anyone

→ More visibility with the people who matter

→ More momentum than you’ve ever had on LinkedIn


Our proven system works because it’s built on psychology, storytelling, and years of results with CEOs and world-leading companies.


If you’re tired of posting and getting nothing…

If you want LinkedIn to actually bring in clients…

If you want to look, sound, and perform like the expert you already are…

Book a call with us:   →  cal.com/storytold

Let’s get your story told.

Jack Dyer🕺

If your outreach feels cold, it’s usually because your presence is.

People say outreach is quantity.
More connection requests.
More messages sent.
More follow-ups.
Copy/paste.

And then wonder why replies are slow
or their new conversations go nowhere.
Because from the other side, it's COLD.

There’s no context. No recognition.
No reason to engage beyond curiosity.

Outreach works differently when someone already knows who you are.

When they’ve seen your thinking.
When they recognise your name.

When they understand what you stand for before you ever land in their inbox.

That’s not luck. That’s clever positioning.
We spend a lot of time shaping that layer.

Making sure businesses aren’t only visible, but recognisable.

So when outreach happens, it doesn’t feel like an introduction.
More like a continuation.


That’s how we approach growth at Storytold™
Build recognition first, then start the conversation.
When trust is already built up with your audience.

One of the best things I’ve learned in my 30s?


The magic is never in the plan.
It’s always in the unexpected!

→ The out-of-the-blue invites.
→ The random conversations.
→ The yeah why not? moments.


That’s where LIFE actually happens.
And here's a perfect reminder of this.

Natasha Foulke and I were live on Radio Cardiff because we met the amazing Tash Sanganoo at an event and she liked us.

Whenever something wonderful happens,
I can usually trace it back to meeting
and connecting with someone:

→ Met a designer at awwwards. in San Francisco, who invited me to check out her company in Chicago a week later. Then worked together.

→ Met the wonderful Alex Beeching on #LinkedIn, who recommended Dionne, who recommended Vanessa, who now prints all our branded merch!

→ Went to a networking event in London, met the host of the event Gabrielle, who’s now our newest writer at Storytold™

→ Even met my best friend by playing a laptop game in school - the same game that he recognised and sat next to me to play.


None of these things were planned.
But it all changed life for the better.
This post is just your reminder that:
YOUR NETWORK IS POWERFUL.


Not just business.
for joy, for adventures.
For stories to tell for years.
Say yes to things, talk to people…
And you'll see the benefit. Trust me.


I'm Jack. Natasha, Gabby and I help Leaders 
like you post less but earn more on #LinkedIn. 

Let's keep these unexpected opportunities going.

A strong website explains what you do. BUT AUTHORITY is what makes people want you.


Most businesses focus on getting the site live.
Pages written. Design signed off. Job done.

But after that, something important is missing.
There’s nothing reinforcing your message.

Nothing building recognition, or keeping you
front of mind once someone clicks away.


So your site exists… but your clients don't come.


Authority doesn’t live on a single page.
It’s built through repeated exposure.
Showing up in the right places like
#LinkedIn, with the same intent.

That’s how people arrive at a
website already convinced.
So this is where we focus.
Building your *authority*


Shaping how businesses show up publicly.
Defining what they need to be known for.

Writing stories that reinforce your position
day by day, week by week, so your website
stops doing all the heavy lifting on its own.

The result is simple. People don’t land cold.
They arrive with context. With confidence.
With a sense of who they’re dealing with.


Websites explain. Your authority *convinces*.


That’s the result of working with Storytold™
So trust is built repeatedly with your audience.
You get more sales, when you get your story told.

I don't have a university Degree.
I didn't inherit generational wealth.
And honestly, my clients don't care.


Everything I am today, I learned
the hard way. From the ground up.

And along the way, I learned something
that frustrates Leaders like me and you:

You can have the best credentials,
the best experience in your industry,
and post about it every damn day.

But without personality, nobody cares.
I’ll say louder for the people in the back.
NOBODY CARES ABOUT YOUR AWARDS.


Why?


They care about two things:


1️⃣  Your vibrant personality
2️⃣  How you can help them.


For example, here’s how I help people:


🤯 You waste 30h a month posting on LI
🕺  Meet us 1hr a week. Save 26h / month

🤯 You post about credentials. Get 4 likes
🕺  We post your outcomes. Book 4 LEADS

🤯 Your website & LinkedIn look confused
🕺  We make you coherent, clear, & craved

🤯 Your peers seem to grow lots. You don’t
🕺  We strategise. You grow 2k each month

🤯 You miss opportunities without realising
🕺  We attract deals to you, all on LinkedIn


And not once do we post about your degree.


If you’re ready to let your actions make
you successful, and you want a partner
who actually cares about your success...

Request a private call with me:
https://lnkd.in/eZZ8j7ZF

Post less, earn more,
get your Storytold™

– Jack

For International Women’s Day I’m celebrating the incredible women of Storytold.


Today I can tell you how inspiring they are
(and for it only to sound a LITTLE cringe).

Not as a tickbox exercise or because I’m trying to look good. But because they work incredibly hard, they’re extremely caring and they truly believe in our vision: to help leaders get their story told.

But more than that. One of them
(you know who you are) believed
in me before Storytold™ existed.

She’s the reason we’re here today.

Also 75% of our clients are female,
leaders from the UK and the USA,
and all are excellent at their craft.

Just like my team are excellent at ours.

These incredible women help you get your story told.

And as far as I’m concerned, they should be celebrated every day.

Many businesses think that once they’re online, the job’s done.

People can find you on LinkedIn you. Your name shows up.

There’s a page with what you do and how to contact you.

That’s not enough.

You need a REASON for people to connect from you.
To decide whether you're a credible authority...
or whether they move on to the next option.
It’s where your reputation is judged.
Not just by how it looks
But by what it says.

If you're telling stories,
you're speaking directly to the heart.
You're touching their emotional, decision-making core.

And you're making more sales.

That's why I founded Storytold™

That's what my team do for you, every day.

Why Storytelling is the most powerful thing on LinkedIn

How I realised the most dangerous place to be is in my own head.



In 2023 I’d draft a post
when I had time, feel like
an imposter, and hit delete.

I’m an introvert, so I didn't know
how to share my knowledge here
without sounding like a narcissist.

I saw so many leaders sign deals on
LinkedIn, I knew it was the place to be.
But I couldn’t get out of my own head.

Every day I stayed quiet, others were
signing opportunities that I wanted.

It was frustrating. I knew the more
I stayed quiet and invisible, the
more my silence cost me.


By January 2024,
I’d had enough.
I said F%CK it.
I’m doing this.


I realised I didn't need
to be a content creator.

I needed a system to
share my perspective,
and attract others who
aligned with my values.

So I built Storytold™


✅  We build your reputation,
❌  so you can focus on leads.

✅  We extract your message,
❌  so you don't have to think.

✅  We share your experience,
❌  so you don't look arrogant.

✅  We own the daily operations,
❌  so you can own your authority.


I built this company to solve my own
invisibility, and went from 740 friends
to 55,000+ peers following in 2 years.

If you’re tired of being the best-kept
secret in your industry, stop trying to
think your way out of it. Start operating.

I’m Jack. I help leaders get out of their own heads and into the market. Request a Private Authority Call via the link in my profile.

P.S. I’ve created free PDFs for you:
👉 https://lnkd.in/dmvUzSts

Here’s why commenting on LinkedIn is the biggest advantage you’re not using right now (and how to change that):


Are you commenting on LinkedIn or just posting and ghosting?

Comments are an underused powerhouse that grow your authority on LinkedIn when done properly. Here’s a guide to top-notch comments.


❌ They aren’t JUST seen by the post author.
✅ Your full network can see your comments.

❌ Are your comments pushing people away
✅ Or opening a door to connect with you?

❌ Are you just replying to the post author,
✅ Or opening up a dialogue with everyone?

❌ Are your comments one-word platitudes,
✅ or adding value & sharing a perspective?

❌ Comments should reflect who you are!
✅ Let your personality shine. Be ‘likeable’.

❌ Commenting isn’t pointless or ‘just fluff’
✅ It helps you build a habit of connecting.

❌ Comments aren’t just for the post...
✅ They’re mini prospect sales pitches!

❌ Are your comments about you, or
✅ or helping others learn something?

❌ A comment isn’t just a comment.
✅ It’s a mini post! Make them count.

Your ideal client may be reading your comment.
Your reputation is on the line.
So don’t half-arse it.

BTW, here’s a FREE guide to seeing LinkedIn
as it truly is: A public record of your reputation:
👉 https://lnkd.in/eU4QQ-wf

Post less & earn more.
Get your Storytold™

Why are you here?
What do you want to get out of linkedin?


❌️ are you posting to look good?
✅️ or to share your knowledge?

❌️ are you commenting for attention?
✅️ or to add a meaningful perspective?

❌️ are you on here to socialise?
✅️ or to generate more revenue?


If you answered ✅️ to each, you're a Leader. 
Whether your audience realises yet or not. 
Now you just need to be visible.

It's not enough to "post and ghost".
You have to be on LinkedIn 24/7 to grow a following.
Then you have to provide consistent value, to monetise it.

Storytold™ exists to help you monetise your LinkedIn,
without having to be on LinkedIn 24/7 yourself.
Post less, earn more, get your story told.

Not convinced? Read our testimonials:
https://lnkd.in/ebZmYAtN

It all starts with a call:
https://lnkd.in/eZZ8j7ZF

Your audience trusting you, and then buying from you, isn't like flicking on a light switch.


A CEO left a comment on my post yesterday
that completely hit the nail on the head:
"Authority is built with a lot of reps."

He is 100% right.

Nobody walks into a gym,
lifts a dumbbell just once,
and walks out ripped.
(I wish)

And nobody writes one post on LinkedIn and suddenly becomes an industry icon. Trust, like muscle mass, takes determination, hard work, consistency, repetition, and time.

You have to prove yourself over & over again with every post until the market believes you. And no matter how much you wanna post, a CEO doesn’t have time to do it properly.

You’ll be inconsistent, even with a marketing department. And like at the gym, inconsistent bursts of energy don’t get you anywhere, they just make you tired.


That is exactly why I built Storytold™


Brilliant leaders are losing deals
because they simply don't have
the hours in the day to show up.

We're the system that puts in the reps for you.
We do the heavy lifting to grow your authority,
without sapping a single minute of your focus.

You bring your career expertise.
My team and I bring consistency.

Want clients? Get your story told.
→ https://lnkd.in/eZZ8j7ZF


P.S. I don’t go to the gym. I’m too busy making leaders like you ripped instead.

Delivery isn’t the same as demand.

You can build something exceptional, yet still struggle to generate consistent enquiries. This is a problem businesses come to us with regularly.

They invest in the asset...

→ The website.
→ The product.
→ The service.

It’s well built. 
It’s professional.

But there’s no demand engine around it.

❌  No consistent messaging.
❌  No reinforcement of the problems it solves.
❌  No ongoing visibility that keeps the business front of mind.

So the work exists… but attention doesn’t.
And without attention, there’s no attraction.

That’s the gap most businesses underestimate.
They assume the asset itself will carry the weight.
In reality, demand is built before anyone ever clicks.

It’s built when your audience keeps seeing you
speak directly to the problems they recognise.

When your message shows up consistently enough
that they understand what you do and where you fit.

When your name comes to mind
BEFORE they’re actively looking.

That’s where we operate.

Not just helping businesses “show up”,

but shaping how they’re perceived when they do.

✅  What they’re known for.
✅  What they’re consistently associated with.
✅  Why someone would think of them first instead of second.

When demand is built properly, the website converts faster.
Outreach becomes warmer. Sales conversations start ahead.

Delivery gives you something to point at.
Demand gives people a reason to care.

That’s the layer we build at Storytold™
The work that makes sales land faster.

If we don’t grow your audience by 5,000 followers in 4 months… you get your money back.


Yep. You read that right.
You invest for three months.
We deliver measurable growth.
Or you walk away with your money.

Your business needs visibility to succeed.
We guarantee your success at Storytold™

👉  https://lnkd.in/eZZ8j7ZF

Want to leverage LinkedIn into sales? Get your story told. 

Storytelling is universal.
It's what connects us all. 

And most businesses aren't telling stories.

Why? 

Because telling a great story is more than just "this is our service" and "this is what we do".

It takes skill. Emotion. Crafting a narrative around your brand. 

And if you want to do it well, you need to know what you're doing. 

My team do. 
Message me to get started. 
We'll get your Storytold™

When you go on a first date, do you ask for their number before they’ve even said hello?


I’m not very good at sending DMs.
But I know how NOT to send them.

Coming in hard and fast (phrasing)
is a sure way to turn off the reader.

I’m NOT exploring how companies
streamline their formation and ops.

I don’t want an automated AI agent
to run a global compliance solution.

And claiming something about the
company that isn’t true, won’t work.

And the CTA ‘softening' to position
it for my clients, won’t work either.

Trust needs to be built in the DMs
before we dive into a relationship.

And I don’t think an AI Agent can
build that trust. Not now, not ever.

People buy from people. Humans.
Those few we know, like and trust.

So if you’re looking for a partner to
get your story told, that may be us.

I will never sell to you cold like this.
I’ll see if a conversation would help.

Then if it’s not the right time to work
together, I’ll send helpful, free PDFs.

And maybe 6 months later, I’ll have
earned your trust. That’s ok with me.

Storytold is a partnership. We grow
your brand for YOU… not our egos.

Our partnerships start from £1,750.
Discounts for the right fit are available.

Let’s increase your Authority  ➝  grow
your reputation  ➝  get your Storytold™



P.S. here are the free assets I mentioned:
https://lnkd.in/dmvUzSts

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Clive Hays

Jack Dyer🕺

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The Battle

Clive Hays

Jack Dyer🕺

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Clive Hays's LinkedIn Performance

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Performance ScoreClive Hays's LinkedIn Performance