What made you successful will not hold for what’s coming, especially in AI era.


You have a vision.
You’ve built success through capability, resilience, and determination.

And yet, you want a more meaningful impact, wider influence, more peace in leading business and organizaton towards the future.

Pressure builds.
Clarity fades.
Momentum or growth slows.
Doubts creep in.
And fulfillment feels just out of reach.

You are at a leadership inflection point 
— where your inner expansion as human will determine what becomes possible & how you lead the future of your organization and business.

I partner with visionary CEOs and executives at inflection points in their leadership — moments where pressure builds, teams plateau, and the old way of leading no longer works.

I help leaders to evolve who they are, how they lead, navigate uncertainities and shape legacy impact.

Through my signature process, leaders expand their presence, elevate their energy, and become trusted, magnetic forces who shape culture, inspire change, and scale with coherence — not pressure.

Because in the new era, the future is shaped by those who are more human, more present,  and more aligned from within.
----------------------------

With 15 years inside global and Fortune 500 environments, and over a decade in transformational leadership work (incl ICF PCC), I translated what most leaders never access into a proprietary approach — integrating neuroscience, energy, body awareness, executive coaching, and transformational leadership through Extraordinary Leadership™.

I’ve partnered with leaders across industries including Maersk, Abbott, Chanel, IKEA, Roche, Microsoft, and GE, and I’m known for my presence and transformational depth.

If you sence there’s more available - this is your next move.
Book a private consultation.
https://calendly.com/dagmaraasbreuk/30-min-consultation


Book me for your leadership events, summits, leadership team off-sites.
https://calendly.com/dagmaraasbreuk/30-min-consultation

Dagmara Asbreuk

You’re not losing your edge.

You’re in an environment that can’t hold it.

Because even the most capable executives will start shrinking in the wrong system.

Not because you’re not strong enough.
But because the space around you is built for comfort… not evolution.

The right environment expands your leadership.
The wrong one slowly erodes it.

10 signs you’ve outgrown the place (or it’s misaligned):

1. You feel drained more than energized.
 Even when you’re “doing well.”

2. You hear constant excuses instead of commitment.
 “We can’t.” “It’s not possible.” “That won’t work here.”

3. You’re shrinking your goals and expectations.
 Not because you want less - because you’re tired of pushing.

4. You’re constantly convincing others to see potential.
 You’re selling vision instead of leading it.

5. You feel like the only one driving change.
 And it’s exhausting.

6. The organization isn’t truly willing to change.
 They want improvement… without transformation.

7. You feel like you’re going backwards.
 More effort. Less impact.

8. Your standards are treated as “too much.”
 Instead of being respected.

9. You don’t feel safe telling the full truth.
 So you filter, soften, hold back.

10. You feel yourself shrinking instead of expanding.
 And deep down… you know it’s not you.

Your brilliance doesn’t need more proving.
It needs the right environment.

Because the right room doesn’t just value your results.
It amplifies your leadership.

Leadership Partner to visionary CEOs & Executives | Guiding you to lead with inner authority, magnetic presence, legacy impact to build future ready organization | Keynote Speaker | Founder | Podcast host

Culture isn’t a slogan.

It’s a driver of business performance.

The challenge:
leaders try to “build culture” through policies, perks, or programs.

While culture is actually created in the moments that matter most:
✅ how you lead
✅ how you listen
✅ what you tolerate
✅ what you reward
✅ what you normalize under pressure

🎧 In the latest episode of the Extraordinary Leadership Podcast, I sat down with Emma Davies - Founder of Evolve People Network and Evolve Hub, and a People & Culture leader with 20+ years across the UAE and KSA.

We unpack what truly creates a culture that fuels success - not in theory, but in real organizations moving at speed.

In this conversation, we explore:
• why presence beats policy
• why “open door” often means the opposite and what real accessibility looks like
• how to spot culture in seconds (and why surveys don’t always tell the truth)
• psychological safety as a performance strategy - not a soft perk
• why pay rises don’t automatically improve culture (and what actually does)
• the HR–leader partnership dynamic that makes or breaks companies

This episode will recalibrate how you think about performance, trust, and leadership impact.

🎧 Listen here: https://lnkd.in/ekhcSyUX

Question for you:
What’s one leadership move that resulted in better culture and performance?

Strategy & action alone do not create momentum.

It's the source beneath them.

“Be consistent.”
“Do not give up.”
“Continue, results will come.”

This advice isn’t wrong.
It’s incomplete.

High-level leaders usually don’t struggle with discipline or effort.

What they miss is something deeper:
Awareness of the real source of results.
Beneath strategy.
Beneath determination.
Beneath action.

- Your identity.
- Your beliefs.
- Your state.

Most leaders never go here.
Yet this is where performance, change, and momentum are actually shaped.

Because very often, the source of strategy and action is not clarity or alignment, but:
• Pressure
• Lack
• Proving
• Fear
• Nervous-system survival
• Exhaustion disguised as ambition

These drivers don’t create momentum.
They create resistance.
Friction.
Stuckness.

So when things aren’t working, the answer is rarely:
- more effort.
- more pushing.
- more strategy.

The most strategic move is often the opposite.

Slow down.
Recalibrate internally - before recalibrating strategy or team.

When outcomes aren’t landing, something deeper is usually asking to shift:
– A belief
– An identity edge
– A subconscious limit
– A suppressed emotion
– A body that doesn’t feel safe to expand
– A vision you’ve outgrown

Recalibrate here, and momentum follows.
Traction returns.
Movement becomes natural again.

So yes - be consistent.
Yes - don’t give up.

But first, recalibrate the inner drivers of leadership success.

Because when you shift internally, the external world responds fast.

Sometimes it’s the same actions.
With a different state.
Creating entirely different results.

👉 Where do you sense it’s time to recalibrate from the inside?

Most culture work focuses on behavior and values.

Important.
And incomplete.

Because culture isn’t only what people do.
It’s what people feel the moment they enter the room.

Culture is an energetic operating system.
An invisible field.

You sense it before anyone speaks.
Before meetings start.
Before data confirms it.

And here’s what most leaders underestimate:
That field is shaped - consciously or unconsciously - not just by what leaders do, but by the internal state leaders operate from.

Neuroscience explains this through mirror neurons.
Humans subconsciously attune to the emotional and physiological state of others.

In simple terms:
people don’t hear leaders, they feel leaders.

Which means this:
Your internal state shapes the dynamics, behaviors, and performance of your organization.

A calm, grounded leader creates psychological safety - without trying.
A stressed, reactive leader creates tension - without noticing.

This is nervous-system leadership.

And this is what I see consistently shifts when leaders change the source:
– Behavior changes without being managed
– Conversations soften without losing clarity
– Accountability strengthens without fear
– Performance increases without burnout

Because culture doesn’t need to be forced, when leadership is internally aligned.

The real question isn’t: “How do I motivate people?”

It’s: “What internal state am I transmitting every day - already?”
That’s the layer that changes everything.

-> If you want to go deeper into leading from your highest state - this is the episode to watch: https://lnkd.in/eZiVvvhh

-> If you’re ready to elevate the signal you’re sending, shape culture from the inside out and lead from a grounded, calm, confident, and coherent state - let’s have a conversation about what will support that shift.

You don’t need a survey to know if your culture is strong.

You feel it the moment you walk in.

The energy.
The pace.
The way people look at each other before they speak.

After years of working in corporate and with CEOs and leadership teams, I’ve learned this:
the strongest cultures are sensed long before they’re measured.

Surveys confirm.
Attunement reveals.

This carousel breaks down 5 signals before any data, dashboards, or engagement scores enter the room.

If you’re a leader preparing your organization for the future, this matters.
Because culture isn’t built through initiatives.

It’s built through presence, safety, and how leadership shows up - every day.

Swipe through.

Then ask yourself one question:
What does your culture communicate the moment someone enters your space?

5 Signs Your Culture Is Strong

Culture isn’t a transaction.

It’s your leadership in action.

Money rises do not buy it.
And I fully agree with what Emma Davies said in our last conversation.

Yes, paying beneath market won’t fuel engagement.
But even strong compensation won’t create trust, ownership, or collaboration.

Thriving culture and performance rise on psychological safety + trust + authentic presence + growth opportunities.

If you want a thriving culture, here are 10 moves you will need:
✅ Set/co-create the vision + priorities (people can’t perform in confusion)
✅ Ask for input and actually listen
✅ Address issues early (don’t let them grow)
✅ Recognize & appreciate effort - not only results (be specific)
✅ Give real ownership, not just tasks
✅ Create space for honest conversations (psychological safety matters)
✅ Model the standards you expect from others
✅ Show up human and vulnerable, not invincible
✅ Find out what people truly want (what drives them, what they care about)
✅ Create growth opportunities that match it (so they can evolve and stay engaged)
✅ Protect wellbeing + energy (rest, boundaries, sustainable pace)

For that, developing coaching abilities, strengthening emotional intelligence, mastering your state/energy and mindset will be key for you as a leader.

These were true game changers for me.

It’s what helps you move from being an expert…
to become the catalyst and multiplier - for people, performance, and culture.

That’s why when I partner with executives, we work on all of it - the inner leadership and the practical skills that build thriving culture fueling performance.

Because culture isn’t bought.
It’s built.
And what matters most is how you lead.

More on topic of thriving culture in this episode: https://lnkd.in/ekhcSyUX

AI accelerates efficiency and execution.

Human evolution shapes the future of leadership.

Yesterday, I was invited to participate a Singularity University event in Dubai, on exponential mindset & AI driven leadership.

My favorite was speech of John Sanei the futurist who  put one simple truth in the spotlight:

AI will replace intellectual intelligence.
Where we need to evolve is as humans.

Underlying the need to adapt by evolving From within - awareness, perception, EQ and being.


From the lens of my work, I see 3 key areas where leaders must evolve now to stay relevant for the future that unfold very fast:

1. State mastery
Your mind & body determines how you think, decide, and lead under pressure & what culture dynamic you shape.
A coherent state creates clarity, trust, safety & flow.
A survival state creates tunnel vision, stress & chaos.
Aligning & elevating your state is number one leadership superpower.


2. Identity & belief evolution
You don’t see the world as it is - you see it as you are, through the inner filters.
Your identity and belief system shape your perception, choices, leadership capacity.
Most leaders are running unaware on old conditioned program.
Evolving it expands what becomes possible for you, organization, business.

3. Intuition & inner wisdom
Data informs, but intuition decides.
In an AI-shaped world, accessing deeper inner knowing becomes the ultimate human advantage.
From here best strategies & unique approaches will come.

So the future isn’t about knowing more.
It’s about leading from a more evolved inner self.

And its already here and happening at speed.

So the question is:
are you evolving to be on the forefront?

Thank you Varun Malik & Matthieu Bonelli for inviting me to this relevant conversation shaping the future of business and humanity.

Gratitude is not a mindset trick.

It's a state that determines how you lead.

Your brain follows what you focus on.
Your energy follows your focus.

Neuroscience shows: 
gratitude strengthens new neural pathways that help you notice what you already have - instead of staying on autopilot, scanning for lack.

Gratitude activates presence.
It supports emotional regulation, resilience, and wellbeing & psychological safety.

And in challenging moments?
Gratitude is often the first place to return to.

In leadership, that matters.
Because your decisions…
your energy…
your presence…
are shaped by what you repeatedly focus on.

Today, my gratitude looked like this:
✨ Activating the gratitude state through an energetic activation designed by me (one of many inside the Extraordinary Leadership App for State & Embodiment mastery)

🦷 A kindness from the receptionist and wisdom from the doctor. Plus, learning something new.

🌊 Coffee, sunlight, and ocean waves.

💎 And gratitude anchored at home - fragrance + beauty in my office.

Gratitude is a leadership decision.

Choose it daily - especially when things feel intense.

Because what you focus on becomes what you lead from.

What are you grateful for today?

Our closest relationships are never separate from our leadership.

They quietly influence how we decide, regulate ourselves, and show up.
Often beneath the surface.

In many ways, a family is an organization.
And partners are the leadership team.

The relational dynamic between partners shapes the wider system -  including children, culture, and emotional climate.

Cultivating this relationship is one of the most important areas of my own life.

I value friendship, connection, shared purpose, and shared values with my life’s partner.

What strengthened our partnership most was evolving from within, on both sides.

☑️ Understanding and valuing our differences.
☑️ Learning to manage and reduce triggers.
☑️ Growing emotional maturity together.
☑️ Freeing from past conditioned beliefs, memories, traumas.

And creating intentional time together, 
outside of family chores.

I’m not a personal relationship coach.

But some of my clients move through profound life phases that unfold alongside our core partnership.

And these moments inevitably influence their leadership, clarity, and capacity.

With care, I want to share two resources I often recommend when it comes to closest partner relationships:

1. The Seven Principles for Making Marriage Work
 — John Gottman

If you want to strengthen your relationship in a practical, research-backed way, this is foundational.

The principles focus on:
➝  Building deep friendship
➝  Managing conflict without damage
➝  Creating shared meaning
➝  Protecting respect and emotional safety

Clear. Grounded. Timeless.
And helpful in challenging common myths that quietly erode connection.

2. Conscious Uncoupling
 — Katherine Woodward Thomas

If you are separating or divorcing, this book offers a radically different orientation.

It supports:
➝  Ending a relationship without destruction
➝  Taking responsibility without self-blame
➝  Extracting wisdom rather than carrying residue
➝  Creating a clean emotional future - for yourself and others involved

Both books center consciousness, choice, and maturity.
Whether you are staying together or parting ways.

I trust this share will serve you or someone close to you.

Feel free to pass it on to leaders and friends who may need it now.

Your organization and business can’t outgrow you.

When pressure rises, complexity grows and AI challenges your relevance - strategy is not the first place to look into.

Elevating who you are and how you lead - is.
Because your impact & business results depend on your inner architecture.

Here is how it works:
→ Your state determines your leadership capacity - shaping decision quality, execution speed, and culture under pressure.
→ Your identity shapes your authority - what you tolerate, how you operate, size of your vision and how decisively you move when it matters.
→ Your beliefs define your strategic range & possibilities-  and whether growth feels constrained or inevitable.
→ Your energy creates organizational leverage - influencing momentum, performance, and how people respond to you.
→ Your ability to access intuition stabilizes leadership under pressure & uncertainty - enabling decisions that are fast, aligned, and sustainable.

Mastering mind, emotions, and inner state, changing beliefs & expanding your identity is real leadership work.

And in a world where AI replaces IQ, who you are becomes the competitive advantage.

This is the real work I support my clients with.

So they lead with inner authority, magnetic presence, and create legacy impact - while shaping future-ready organizations.

So they don’t just stay relevant - they set the direction.

Transforming B2B Operations & Streamlining Processes for Organizational Success with 25+ Yrs of Administrative Expertise | Employee Engagement | Vendor & Event Management | Change Management | Director Of Administration

Hello there!

I'm Neena Mathew Nair, a seasoned corporate administration professional with an extensive 25+ years track record of excellence. I have a natural talent for infusing professionalism, expertise, and unwavering dedication into every project I take on.

In 2019, I proudly received both the prestigious Chief Happiness Officer and Eco-Champion Award, a testament to my commitment to fostering a positive workplace culture and championing sustainability initiatives.

With over two decades of experience, my forte lies in elevating employee motivation, orchestrating exceptional events, and prioritizing the well-being of our hardworking team members. I've honed the art of precision in practices and mastered effective communication to cultivate a harmonious work environment.

In the ever-evolving landscape of corporate environments, I lead teams to efficiently oversee office operations and streamline administrative processes. 

From day-to-day office administration to intricate tasks like sourcing requisitioning and analysis, indirect and direct sourcing, purchase and vendor management, and account management, consider it all within my realm of expertise.

Alright, enough about me! Let's connect and explore how my skills and decades of experience can contribute to your organization's success. 

Feel free to message me on LinkedIn or e-mail me at 𝐧𝐞𝐞𝐧𝐚𝐦𝐚𝐭𝐡𝐞𝐰@𝐥𝐢𝐯𝐞.𝐜𝐨𝐦; together, we can make some magic happen!

Neena Mathew Nair

“Learn to take a joke, mama,” my son said.
It was late at night. One of those unplanned, heart-to-heart conversations where one topic quietly
leads to another.

Then he said, gently, “Don’t let things, or people, affect you over what you can’t control.
Allow yourself to get upset. Just don’t stay stuck there. Move on.”

That stayed with me.

Because I do get triggered at times. I invest deeply in what I care about: my work, the people
I work with the situations I’m involved in. I feel quickly and intensely, and patience has never
been my strongest strength.

What made his words powerful wasn't that they were new. I’ve heard them before. I
understand them intellectually. But coming from him at a young age, delivered with such calm and clarity, felt different.

He’s naturally composed. Thoughtful. Measured.
I’m more emotional. More vocal. Quicker to react.
And we laughed about that.

Over time, age and experience have taught me to pause more than I used to. To respond
instead of reacting. I’ve gotten better. Still very much a work in progress.

What stayed with me was the quiet role reversal. There I was, thinking I was guiding the
conversation, while being gently guided by my own child.

Watching your child grow into someone who can steady you is a quiet, grounding pride. I feel grateful for the clarity and calm my son brings into moments like these. 

That moment made me realise something important:
Growth doesn’t always mean reaching another milestone. Sometimes, it looks like sitting across from your child and realising they can hold an intellectual, grounded conversation with you.

Director Of Administration @Atom Alloys | Transforming B2B Operations & Streamlining Processes for Organizational Success with 25+ Yrs of Administrative Expertise | Employee Engagement | ESG advocate | Culture & Wellness

Using one’s voice is one of the most powerful tools for social impact.

It creates awareness, demands accountability, and has the power to shift systems.

Yet many of us hesitate to use it — at work and in our personal lives.

Not because we don’t recognise what’s wrong, 
but because speaking up feels risky.

It disrupts comfort.
It challenges the status quo.
And sometimes, it slows momentum before it creates progress.

History reminds us that meaningful change rarely comes from comfort.
It comes from individuals who chose clarity over silence, even when the cost was personal.

One such example is 𝐅𝐫𝐚𝐧𝐜𝐞𝐬 𝐇𝐚𝐮𝐠𝐞𝐧, a former Meta product manager.
In 2021, she chose to raise concerns about internal practices she believed needed broader attention, fully aware that doing so could come at a personal cost.

→ She could have lost her job
→ Her career could have been derailed
→ Her credibility could have been questioned

Yet she acted anyway.

Not from a position of power.
Not with guarantees of protection.
But from a sense of responsibility.

Her voice did not create noise.
It created accountability.

I’ve seen the same dynamic play out inside organisations.
Silence may preserve short-term harmony, but it rarely solves the problem.
Progress begins when someone speaks with clarity and calm, shifting the conversation before it shifts the outcome.

Raising your voice does not mean being loud.
It means being honest.

And progress does not only happen on public stages.
It happens when someone decides that silence is no longer the safer option.

A voice is not a disruption.
When used thoughtfully, it is a responsibility.

#socialimpact #voice #culture #progress

I read something yesterday that I can't stop thinking about.

According to the World Economic Forum’s 2024 Global Gender Gap Report, at our current pace, it will take over 130 years to achieve full gender parity.

What surprised me wasn’t that inequality exists, but it’s how we’ve made this difference normal. This isn’t a reason to lose hope. It’s a reason to change the pace.

Equality for women should never feel like a privilege. It is a shared human right. And if women still have to fight for what already belongs to them, then yes — we have failed as a society.

They are not asking for special treatment.
They are simply asking to be treated equally…
In society.
At the workplace.

When a woman’s ambition is questioned, her confidence misunderstood,
it needs to change.

When a woman is ignored for an opportunity she is equally capable of handling,
it needs to change.

When a woman is expected to stay silent even when her voice matters,
it needs to change.

And this change doesn’t have to take generations.
Transformation can happen faster when leaders make equality a priority —
not someday, but now.

When women are not overlooked,
but given equal opportunities, equal trust, and equal respect.

When their voices are heard, their ambitions supported,
and equality is practiced — not just promised.

What feels generations away can begin within our lifetime if we choose to act with intention today - because real change doesn’t start with timelines, it starts with decisions.

Most problems grow into bigger ones when leaders continuously delay the hard conversation, the one that moves the needle.

When the issue was still manageable. 
When it could have been resolved with timely action.
Silence was chosen over discomfort.

In my experience, leaders who delay critical conversations are the same ones who later resurface as disengagement, attrition, or a breakdown in trust.

When necessary, conversations are postponed, uncertainty grows, and clarity fades. In that vacuum, assumptions take root. People fill in the gaps themselves and rarely in ways that support performance or culture.

What begins as an effort to avoid discomfort quietly becomes far more expensive:
Misalignment across teams.
Decisions made too late to matter.
Momentum lost.

As people leaders, we usually see the impact first.
By the time an issue surfaces formally, it has often been brewing for far longer than we realise.

Hard conversations don’t get easier with time.
They get heavier.

Leadership isn’t about finding the perfect words.
It’s about choosing timeliness over comfort.

That’s why I always encourage teams to address issues early with honesty, respect, and courage. Because the conversation you avoid today often becomes the problem you inherit tomorrow.

What would you choose, a challenging conversation today, or a harder consequence tomorrow?

#leadership #conversations #team #culture

If your responsibilities keep increasing but your compensation and position don’t, it’s a sign you’re in the wrong organization — serving the wrong people.
The sooner you realise this, the better your career trajectory will be.

In my 25 years of experience, I’ve seen this happen to some of the smartest professionals.

They spent years in the same organisation —
working tirelessly,
delivering exceptional results,
going above and beyond every single day…
yet all they received in return was disappointment.

They kept waiting for…
→ Management to finally recognise their hard work.
→ Someone to appreciate their dedication and contribution.
→ A promotion or salary hike that matched their efforts.

But instead, all they heard were familiar lines:
“Maybe next quarter.”
“We’re evaluating the structure.”
“Let’s revisit this in the next cycle.”

And while they waited… 
quarters passed, 
cycles repeated, 
and nothing changed.

Meanwhile…
→ Their workload kept increasing.
→ Expectations continued to rise.
→ Pressure only got heavier.
→ Recognition slowly faded.
→ Motivation steadily declined.

This brings us to the harsh reality:
Loyalty doesn't mean career progression.


So if you’ve spent years proving yourself with no progress in return,
maybe it’s not your effort that needs to change, maybe it’s your workplace.

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The Battle

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