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.

I've helped 400+ clients land great $100K+ jobs! How?

I'm a career coach who has also worked on all sides of the hiring equation - as a former recruitment leader and hiring manager - so I know what really happens from the time you make an application all the way through to negotiating an offer.

As a coach, I pull back the curtain on:
- How to land interviews in a competitive market
- How winning candidates leverage the hiring manager's mindset
- How to navigate the complexities of AI & ATS
- How to manage the "start and stall" of a job search that traps too many people in jobs they've outgrown.

Here's what I know about you:
- You know deep in your soul that you can be earning more and doing more
- You aren't sure how to get from where you are to where you want to be
- You don't want to waste your time - you want results

My proven Career Rebellion™ process helps you get clarity on what you need in your next role, and how to present yourself as the ideal candidate for the job you want. Together we will:

🛠️Examine your skillset and prepare you to talk about what you want to do with clarity and confidence
🧠 Take an honest look at beliefs that maybe barriers between you and your goals
💜Focus on roles/industries that align with your purpose and values
🔍Design and execute an action plan for success

Regardless of your chosen career, I believe that success depends on career FIT. That means skill fit, employer fit, culture fit, and lifestyle fit.  What types of skills and activities give you energy? What kinds of work do you actually enjoy? What do you need from an employer?  

My fit? It's spinning several plates - business owner, adjunct professor, and career coach. This fits my love of variety and guarantees that every day is an adventure! That's what's important for me, and I'm committed to helping you find your fit too.

Let's chat! DM me for details.

Areas of Expertise: 
Career Choice
Job Search Strategies
Networking and Making Connections 
Interviewing Skills
Negotiating Offers
Managing and Planning Career Change

Sarah Andrus

My client landed the job everyone wanted.

Title. Money. Prestige.
She knew within weeks she had to leave.

Because none of that was enough to make up for the backbiting and drama.

Or the constantly changing priorities.

Or the disrespect and dismissal from her boss.

Like many of us, she had:

➙ Challenging clients
➙ 60+ hour work weeks
➙ Unexpected transitions
➙ Complex and frustrating assignments

None of this was the real problem. After all, she was a pro.

But the culture didn't have her back.

The goal for her next job? Expose the culture before she committed.

So, we worked on her non-negotiables, then she did her due diligence.

These questions help discern culture in advance:

1. What do you like best about working here?
2. How are decisions that impact your work made?
3. What's something that would make your job easier?
4. What is your manager doing to promote your growth?
5. What would you change here if you could?
6. How are accomplishments recognized?
7. Give me 3 words that describe the team.
8. What's your next move here?

When you're job hunting, getting an offer is the goal.

But the real risk in any job search is failing to evaluate the culture before you say yes.

🔖 Save this list for your next interview. You'll avoid a mountain of misery.
🔔 Follow Sarah Baker Andrus for career insights and job search help.

Sarah Baker Andrus

Helped 400+ Clients Pivot to Great $100K+ Jobs! | Job Search Strategist specializing in career pivots at every stage | 2X TedX Speaker

You open the job posting.

Scan the title.
Scroll to the bullets.

Think “close enough” and click Apply.

Sound familiar?

I see job seekers rush past the details to save time.
In reality, that shortcut costs them hours of wasted effort.

Here’s the truth most people miss:
Reading the job posting properly saves you from applying to roles that were never right for you.

(If you'd like a reference on how, I put together a hi-res piece you can print or save here: https://lnkd.in/ejTRXDqU)

Every posting gives clues if you know what to look for:
➙ Confusing language = they don’t know what they want
➙ Vague responsibilities = unclear expectations on the job
➙ Heavy acronyms & jargon = likely written for an internal candidate

When someone feels blindsided in a first interview, it’s rarely bad luck.
It’s almost always because they didn’t fully read the posting.

So stop skimming and start using postings strategically, with your priorities in mind. Here’s how.

1️⃣ Analyze the language to reveal culture
↳ Is the tone formal or informal?
↳ Does the “About Us” feel inviting or gatekeeping?
↳ Is it packed with corporate speak and acronyms?

They’ve chosen every word deliberately.
Pay attention to how it feels as you read it.

2️⃣ Review the duties and notice your reaction
↳ What excites you?
↳ What confuses you?
↳ What makes you hesitate?

That initial reaction matters.
Hesitation and enthusiasm are both signals. Don’t ignore them.

3️⃣ Copy the posting into a document
↳ Highlight repeated skills and phrases
↳ For each bullet, ask "have I done/could I do this?"
↳ Identify skill gaps you could realistically close

This removes guesswork from tailoring your resume.
Saving the posting also helps if it’s taken down before interviews.

4️⃣ Read it slowly, one last time
↳ Match each bullet to your experience
↳ Look up anything you don’t understand
↳ Decide whether this role is worth your energy

You’ll spend less time second-guessing.
And when in doubt, apply.

I break down what the job market is actually demanding right now.
Follow Sarah Baker Andrus for smarter applications and better interviews.

We don’t over-explain "No" because we’re polite.

We do it to manage someone else’s emotions.
That's not possible, and it doesn't serve you.

There’s no need to cushion "no" with explanations.
Polite and direct is better for everyone.

Early in my career, it never occurred to me to say no.
I thought my job was to say yes and get it done.

While others had time to do their work well, I was getting overwhelmed.

Eventually, a lightbulb went off, and I started pushing back.

But then I over-explained and overshared. 

A dear colleague finally told me, "Sarah, a polite no is all you need to say."

These are the phrases I rely on when I want to be clear, respectful, and done in one sentence.

12 Powerful Ways To Say No Gracefully
(For a variety of circumstances... Pick the one that fits!)

1. I'm flattered, but I have to pass
↳ Maintains a friendly tone without giving details

2. I can't commit right now
↳ A simple, clear decline

3. I appreciate it, but I'm over-committed
↳ Grateful and honest

4. I won't be able to give it the attention it deserves
↳ Shows you value the opportunity

5. That sounds great, but the timing doesn't work for me
↳ Keeps the door open to future possibilities

6. I wish I could, but I have prior commitments
↳ Provides a concrete reason for declining

7. That doesn't feel like a good fit for me
↳ Subtly shifts the focus to the mismatch

8. I'll consider it. Can I get back to you?
↳ Gives you time to consider and respond thoughtfully

9. Unfortunately, I have a conflict
↳ Shows you are managing your time

10. I'm prioritizing my current work
↳ Proves you're deliberate in your choices

11. Perhaps I can help in a different way?
↳ Shows your willingness to contribute

12. I'm not the best person, but I can connect you to [X]
↳ Offers a helpful alternative

Remember this:
Over-justifying weakens your message and damages your influence.

A clear "no" builds trust and self-respect.

🔖Save this for when you need to say no without guilt or over-explaining.
🔔 Follow Sarah Baker Andrus for career advice and job search tips

Chances are you're applying to ghost jobs.

It's a waste of time and demoralizing.

Nearly 40% of job ads are estimated to be fake.
(Resume Builder).

Recruiters post them to build talent "pools." 

Scammers use them to collect your data and sell you services.

(Here's my hi-res guide on how to avoid that: https://lnkd.in/eXF7MT6V)

Meanwhile you pour your energy and time into applying, unaware that there's not a real job there. 

Do this to protect yourself:

1️⃣ Verify the company
Look for a website and LinkedIn page
No company > no job

2️⃣ See if the job is on the company website
↳ If so, apply there
↳ If not, it's likely fake

3️⃣ Check the date
↳ If it's months old, don't apply
↳ Scammers don't take jobs down

4️⃣ Look for details
↳ Ghost jobs are vague and short on specifics
↳ Real jobs paint the picture

5️⃣ Watch for 3rd party agencies
↳ "Our client is seeking..."
↳ Go with reputable names you know

6️⃣ Requests for personal data
↳ Real employers don't need your #SSN until onboarding
↳ Run away fast if asked for personal data or a fee

7️⃣ Offers of coaching/resume help
↳ The job ad is a front to get your $$
↳ Legit recruiters don't ask for money

I know it's infuriating.

The good news is that once you know what to look for you can save yourself hours of prep time, and weeks of agrravation waiting for word that will never come.

Awareness = Protection

I write a weekly newsletter to help job seekers maximize their time, energy, and land a job. Link in the comments.

🔔Follow Sarah Baker Andrus for more career advice.

Micromanagement doesn’t raise standards. 

It lowers performance

Hypersensitivity. Absurd oversight. Mistrust.

Micromanagement is the most common complaint I hear from my clients. 

They are:
➙ Hemmed in
➙ Constantly questioned
➙ Asked to do and redo without explanation

I managed a team for years, and here's what I know:

People don’t give their best when they’re watched.
They give their best when they’re trusted.

The moment someone feels micromanaged, something shifts:
➙ They play it safe
➙ They stop thinking creatively
➙They optimize for approval, not outcomes

It's no surprise 58% of employees who leave cite management style.

But when you trust someone?
➙ They take ownership.
➙ They push themselves.
➙ They care about the result, not just the process.

Trust doesn’t mean absence of standards.
It means clarity + autonomy.

You’re clear on the goal.
They’re trusted on the “how.”

The best leaders I’ve worked with didn’t hover.
They created space, and let their people rise to the occasion.

This is how high-performing teams are actually built.

🔔Follow Sarah Baker Andrus for career and leadership strategies that work.

"So tell me again, dear, what do you do?"

It was my grandmother's 95th birthday.
So, I could forgive her for not remembering.

I also knew something else was at play.

My job didn't fit neatly into her idea of an acceptable career for me.

In that moment I craved a one-word job title.
Something that would impress her. 
Like doctor. Or lawyer. Or professor.

The need to put people into boxes is evolutionary.

Our ancestors relied on it to survive:
↳ Friend or foe?
↳ Food or starvation?
↳ Safe or dangerous?

Fast forward to today, and we still have these old instincts.

In fact, our culture has reinforced them by associating status with certain roles.

But, too often our desire to fit in an "acceptable" box leads us to a poor career choice.

That's when I see clients who:
❌ Don't have any energy for their work
❌ Can't compete because others have more natural ability
❌ Regret following someone's dream for them

The solution? 

Build a career that plays to your strengths, not "status."
It beats the discomfort of trying to force yourself into a box that was never meant for you.

I help people build careers that fit who they actually are, not who they were told to be.

🔔 Follow Sarah Baker Andrus for grounded career insights.

16 harsh truths about why your career has stalled.

People with great careers have faced these facts.
(While others learn about them too late)
If your career feels stuck, it’s usually not random.
It often shows up like this:

➙ You get interviews but no offers
➙ You've been passed over for a promotion
➙ You aren't paid what you are worth
➙ You don't get invited to collaborate
➙ You aren't assigned special projects

The most painful career conversations I have are with talented people who waited too long to face these truths.

This is a career checklist most people never write down. Get a hi-res version here:
https://lnkd.in/eSeWZ5Tq

People whose careers are thriving:

1. Own their career results
2. Negotiate to earn their value
3. Focus on impact, not just effort.
4. Know their story and how to tell it.
5. Prepare intensely and never wing it.
6. Don't stay where they aren't valued.
7. Ask for the opportunities they want.
8. Look for the lessons in their mistakes.
9. Prioritize driving results over being busy.
10. Build soft skills and emotional intelligence.
11. Face their fears and move ahead regardless.
12. Develop a professional reputation and brand.
13. Get curious, ask questions and learn from others.
14. Make connections even when it's uncomfortable.
15. Accept feedback gracefully and examine it seriously.
16. Stand up for what they know is right, even when it's difficult.
The one that made you uncomfortable is usually the one holding you back.

 That's where you should start.

💡Remember: No one masters these overnight. It's those who consistently work on them that build rewarding careers.

♻️Repost for the person who’s working hard but still being overlooked.
🔔 Follow Sarah Baker Andrus for career advice and job search strategies

You don’t need a reason to reconnect with old colleagues. 

You need the right words.

My older, wiser cousin always says "When you think of someone, call them!"

I'd add, do it right away!

When it comes to former co-workers, you may be thinking, "Oh, they're probably super busy..." 

Or, "It's been too long..."

Nope.

What could be better than hearing from an old friend because they were thinking of you?

Wondering what to say?

(If this is hard for you, I made hi-res list you can save or print: https://lnkd.in/ebfneCgH ) 

These 8 message starters remove the awkwardness.

1. The “Time Flies” Opener
“I was thinking about our time at [Company] the other day and realized how fast the years have gone by.”

Why it works:
It acknowledges the gap without apologizing for it.

2. The Contextual Trigger
“Your name came up in a conversation recently and it reminded me how much I enjoyed working together.”

Why it works:
Something prompted the message, which removes the awkwardness.

3. The Curiosity Check-In
“I realized I don’t actually know what you’re up to these days. How’s work been treating you?”

Why it works:
Curiosity feels generous, not needy.

4. The Gratitude Reconnect
“I still use something you taught me back at [Company]. Thought I’d finally say thank you.”

Why it works:
Gratitude is rare and always welcome.

5. The Light Update Swap
“Feels like ages since we last caught up. I’ve moved into [X] recently — would love to hear what you’re working on now.”

Why it works:
You offer context about yourself before asking about them.

6. The Shared History Anchor
“Hard to believe it’s been [X] years since [shared project / moment]. Hope you’ve been well.”

Why it works:
Shared memories lower social friction instantly.

7. The No-Agenda Message
“No agenda here,  just wanted to say hello and see how life’s going.”

Why it works:
Explicitly removing the agenda builds trust.

8. The Soft Door-Opener
“It would be great to catch up. And if not, still great to say hi.”

Why it works:
You give them an easy out, which paradoxically increases replies.

One of the commitments I’ve made as I’ve gotten older is to make the call.
Take the trip. Say “I love you.”

Even when it's been a long time.

I've never regretted it.

And when I've been on the receiving end, it's always brightened my day!

♻️ Repost to help others feel less awkward
🔔 Follow Sarah Baker Andrus for more work/life strategies

Two people who thought they were “unhireable”.

Two job offers.
This week.

These are the days that make my work worth it.

If you’re job hunting right now, I want you to know that a job is out there for you too.

Both of these clients came to me with real barriers.

The first had:
➙ Spent 22 years with the same employer
➙ Never formally interviewed for her promotions
➙ Struggled to explain her skills clearly
➙ Failed to get past first-round interviews elsewhere

We focused on one thing first: 
Her story.

Through structured storytelling exercises, she learned how to articulate her value without underselling herself.

Her confidence grew.

Her networking became intentional, not awkward.

She connected with people inside her target companies and was genuinely ready when the call came.

On December 15th, a recruiter rang.

By December 30th, she had an offer.

She started her new role as a senior project manager on January 6th.
(Yes, companies do hire over the holidays.)

My second client opened our first call by saying:
“I’ve never had a real job.”

That wasn’t true.
Like many job hunters, he couldn’t see his own experience clearly.

He’d worked for years waiting tables and more recently as a substitute teacher.

We worked on:
➙ Clarifying his direction
➙ Identifying transferable skills
➙ Writing strong applications
➙ Understanding how hiring actually works
➙ Deep interview preparation

He got the first job he applied for.
It was a perfect fit.

Is that normal? No.

It worked because he was clear, prepared, and supported at every step.

Most people don’t fail at job hunting because they lack talent.
They struggle because they lack clarity, confidence, and a narrative that makes sense to employers.

If you’ve been stuck in your job search and can’t work out why, I can help. Send me a DM.

Experience doesn’t protect you from career traps.

Awareness does.

The people I see get burned aren’t careless.
They’re often seasoned, high performers.

They’ve handled pressure before, so they assume they've "got it."

That’s how the trap works.

It’s not obvious.
It doesn’t look risky at first glance.

It looks like:
➙ A role with “temporary” chaos
➙ A manager who’s “hands-off” but unclear
➙ A murky new assignment positioned as "growth"

And because you’ve navigated hard things before, you step forward.

I took a role many years ago where my ego said "I can do that." Even knowing others had failed, I believed the hype around the big difference my specific experience would make. I should have gotten a clue a few weeks in when a colleague said, "Please dont' leave us!" But the trap was set.

Since then, I've seen this happen to others to recognize the signs.

At first, nothing snaps shut.

You adapt. You compensate. You work harder.

But slowly:
➙ Your authority blurs
➙ Standards shift midstream
➙ Feedback gets vague or retroactive
➙ You’re responsible, but not empowered

High performers don’t fail here.
They get drained. Confused. Exhausted.

The consequences aren’t immediate, but they’re real:
➙ Confidence erosion
➙ Reputation risk from misaligned expectations
➙ Burnout disguised as “resilience”
➙ Staying too long because leaving feels like quitting

The most dangerous career myth is this:
“If I’m good enough, I’ll be fine.”

But skill alone won't neutralize a bad structure.
Effort doesn't make up for unclear power.
Endurance can't go on forever.

Awareness is what changes outcomes.

Before taking on that new assignment, or saying "Yes" to that job, pay attention to:
➙ How decisions are actually made
➙ Who has authority vs accountability
➙ What happens when someone says no
➙ How success is measured

If you’ve ever taken on an assignment or stepped into a role that looked like growth but wasn’t, you’re not alone.

I write about career strategies daily. Follow Sarah Baker Andrus.

A CMO asked this in a final-round interview... 

It caught my client off guard.
But not unprepared.

 "A co-worker and client are arguing loudly in a meeting.
What's your move?"

My client smiled, paused and said, "What a great question."

(If you've gotten an unexpected question in an interview, use my cheat sheet to prep for next time:  https://lnkd.in/eeRaevNz)

The truth was she hadn't prepared for it.
In fact, she'd never been in exactly that situation.

But she nailed her answer.

We had worked in depth on how to answer unexpected questions.
Here's the 5-step process I taught her.

1️⃣ Take control of the moment
↳ Say "That's a new question..."
↳ Smile, pause and breathe

2️⃣ Do you have an answer?
↳ Why they are asking this question?
↳ Do you have a relevant or related example?

3️⃣ Ask for clarification
↳ "Do you mean..."
↳ "Could you give me an example..."

4️⃣ Confirm understanding
↳ "The thing that stands out to me in this situation..."
↳ "Have I got that right?" Make it a conversation

5️⃣ Answer the question
↳ Share a similar or related situation
↳ OR share how you would handle it, highlighting you
understand the issues

Questions we don't expect are inevitable in the interview process.
The key to success with these is:
🌟 A deep of understanding of your skills, and ability to articulate them
🌟 5-10 stories that show how you have applied these skills in real life
🌟 Patience with yourself and a willingness to pause
🌟 Asking questions to learn more
🌟 Clarifying before answering a question you're unsure about

Remember:
Senior interviews aren’t about having the ‘right’ answer. They’re about showing how you think under pressure.

🔖 Save this to prep for your next interview.
🔔 Follow Sarah Baker Andrus for more career insights.

I’m done planning for “success.”

SMART goals? Just...ugh.

All the talk here about making 2026 our "Best Year Ever..." leaves me cold.

This truth is that 2025 was a tremendous "success" for my business. 

I got proof of concept, my clients got jobs, and the bottom line was good.

BUT...

No amount of revenue compensates for chronic exhaustion.

I'm in this for longevity.

So this year:
➙ I'm done with the hustle.
➙ I'm done with over-functioning.
➙ I'm done putting business before living.

Because, as my father used to say, "Some concessions have to be made to the shortness of life."

Instead, I'm prioritizing activities that will give me one thing I didn't have enough of in 2025:

ENERGY

I'm planning for:

💜 Joy
💜 Peace
💜 Laughter
💜 Satisfaction

The truth is that this past year as an entrepreneur felt just as unbalanced as my days in corporate life.

Sure, you're your own boss. You know who else is your boss? 

Your clients. 
And they deserve your very best.

For me, that means making time for things that restore my energy.

Things like spontaneous meetups with friends and family, reading a great book, curling up with some knitting, or going for a run in Delaware's beautiful state parks. 

If you don’t plan your energy, your business will plan your burnout.

Act accordingly.

♻️Repost for someone in your network who needs to hear this right now.
🔔Follow Sarah Baker Andrus for more insights on work/life balance.

"He quietly supported so many in our community." 

"He stayed in touch after my loss."
"He reached out when he heard I'd lost my job..."

These were among many things said at the funeral of a man I didn't know well.

In the days following, I kept hearing stories about how this quiet, unassuming man had made an impact on so many people.

One of the things I truly appreciate about funerals, memorials, shiva calls, and visiting people who've experienced a loss is learning more about their dear one.

It’s inspiring and a reminder of how much small, human actions matter.

This man who just passed? He was an energy-giver.

You know, one of those people who when you mention their name, everyone says, "Oh, I love him!"

They give others energy and make us feel good about ourselves. 

Seeing how people spoke about him reminded me of something simple but powerful:
The way we make people feel becomes our legacy.

Long after we’re gone, that’s what remains.

She wasn’t failing. She was just in the wrong room

My client knew she needed to leave her soul-sucking job.

But she was paralyzed with doubts.
And she so badly wanted to fit in.

Each disappointment felt like her fault, as though somehow she was falling short. So, she dug in and kept trying harder. 

Each time she'd work up the nerve to look for something else, her search would stall. Eventually, she realized she needed help, and reached out to me.

Before we worked together, Lisa was:
↳ Feeling trapped in a toxic workplace
↳ Inconsistent and inefficient with her job search
↳ Increasingly exhausted, mentally and physically

Just 4 months later she:
✨ Landed an exciting role with an employer that fit
✨ Negotiated a 15% salary increase + better benefits
✨ Had a new home in her dream city

How? Together, we worked through 6 steps:

✅Addressing her fears and limiting beliefs
✅Clarity on exactly what she needed from an employer
✅Cohesive branding across all touchpoints
✅Strategic targeting beyond job boards
✅Results-focused networking
✅Confidence-boosting interview prep

If she had any doubts, I was there. If she got stuck or stalled, we worked through it together.

If this feels familiar, you’re not broken, you’re just paying attention.
That's a good thing!

You can get the support you need to make a change in my newsletter.  (along with my free job search tracker): https://lnkd.in/e3JN95HF

🔔Follow Sarah Baker Andrus for career advice and job search strategies

There's a pattern with qualified, capable candidates.

“Doing everything right” isn’t working.
I see this every week, and there are no easy answers.

Trying everything and getting no interviews is demoralizing.

Even worse? Believing there's nothing else to do.

Yes, the job market is awful.

Also true: You are NOT out of options.

When I work with clients, we focus on identifying new strategies in these 3 areas:
(These are where you are most likely to get results)

➙ Access strategies (getting seen)
➙ Expansion strategies (new tactics)
➙ Energy strategies (sustaining momentum)

🗝️Access Strategies

1️⃣ Reach out to Career Services and Alumni offices

Why this works:
Most career services offices provide alumni support free of charge. And, alumni programs have regular events that can put you in front of new people. 

2️⃣ Go to local/regional career fairs

Why this works:
You'll meet recruiters face-to-face, bypass ATS, and learn about new opportunities.

3️⃣ Join community and professional associations

Why this works:
These groups open up a new world of networking opportunities. Member-only networks and private job boards = fewer applicants, more access.

🗝️ Expansion strategies

6️⃣ Search on niche job boards

Why this works:
Smart hiring managers don't want an onslaught of hundreds of resumes or the expense of big job platforms. They'll post on smaller job boards where they can target people with the precise skills they need.

7️⃣ Ask AI for new job titles

Why this works:
Upload your resume into ChatGPT, and ask it to identify job titles for your skillset. You may get new search terms and roles you hadn't considered.

🗝️Energy Strategies

4️⃣ Volunteer in your community

Why this works:
Volunteering restores energy, routine, and purpose, which directly affects your stamina.

5️⃣ Get support from a career coach

Why this works:
An expert who is tapped into the nuances of the hiring process can offer accountability, strategy, and keep you from spiralling or stalling.

Most people don't need more applications, they need better angles.

🔖Save this for the days when the job search feels hopeless.
🔔 Follow Sarah Baker Andrus for more career strategies.

When Doing Everything Isn't Landing Interviews

Playing it safe used to look professional.

In today’s job market, safe looks invisible.

Winning candidates are things others are too embarrassed to try.

You know, the things that make you think, “Is this too much?”

In competitive environments like we're in right now, the offers are going to candidates who stand out on purpose.

This isn't about being loud or fake. It's about being intentional.
It's about doing the thing that makes us "cringe."

Here are 6 cringy things that actually work:

Cringe #1: Make Recruiters Recognize You
Before you DM:
↳ Like their posts
↳ Comment
↳ Check out their profile

Why? You'll become familiar, they'll recognize your name. Maybe not why they know you, but subconsciously they are more likely to respond to people they "know."

Cringe #2: Be Bold in Your Headline
↳ Name your previous employers if they are well-known
↳ Say something the way you speak (e.g., I'm Alfred to your Batman)
↳ Own your skills shamelessly 

Why? You'll stand out, in a good way. And, recruiters search on skills, not just job titles

Cringe #3: Email Hiring Managers Directly
↳ Follow up on every application
↳ Express your enthusiasm for the role
↳ Ask for the interview

Why? Email gives you a chance to introduce yourself in a way you can't do in an application.

Cringe #4: Step Up Your LinkedIn Presence
↳ Post on LinkedIn to let people see who you are
↳ Aim for 3X/week (wins/milestones/challenges/random)
↳ Comment on others posts with personal insights

Why? LinkedIn scores your "likelihood of response" to recruiter inquiries based on your activity.

Cringe #5:  Get Personal In The Interview
↳ Share important aspects of yourself as a person
↳ Scrutinize LI profiles for details, and show you noticed
↳ Ask meaningful questions about them

Why? This isn't oversharing, it's making human connection. People hire people they connect with.

Cringe #6: Follow Up With Purpose
↳ Email and ask about your status when the timeline passes
↳ Express your interests and share more details on why the role is a fit
↳ Offer to provide more information if needed

Why? This keeps you top of mind and helps avoid ghosting. It also shows you are serious.

You're not overstepping.
You're becoming hard to ignore.

The candidates who win aren’t reckless. They’re intentional.
That difference matters.

🔖Save this for the next time you’re tempted to “tone it down.”
🔔Follow Sarah Baker Andrus for career and job search strategies

Playing it Safe Won't Get You The Offer

Staying humble is killing your career.
Here’s why…

Thanks to my friend Jill Avey for these insights. (Give her a follow, her stuff is brilliant and so is she!)

You've been delivering results for years.
But then a reorg hits or a new leader steps in, and no one knows you.

And at 3 am, your brain loops on the same question:
𝘞𝘪𝘭𝘭 𝘐 𝘴𝘵𝘪𝘭𝘭 𝘣𝘦 𝘴𝘵𝘶𝘤𝘬 𝘩𝘦𝘳𝘦 𝘯𝘦𝘹𝘵 𝘺𝘦𝘢𝘳?

Here's what's actually happening:

If senior leaders don't see you in action, your work won't compound into opportunity.

Your results stay local. Your impact stays invisible.

And others, delivering less but seen more, get the stretch roles and sponsor mentions.

Staying heads down feels like humility.
But at senior levels, it reads as low presence.

Because decisions at the top aren't made on effort.
They're made on narrative.

Without sponsor exposure, you're invisible to the people who control your next move.

Executive presence isn't optional. It's a skillset. 
And it's learnable.

I've helped people build their executive presence:
→ One client was underestimated by key leaders. We planned 1:1 meetings to share her wins and goals. She was given an interim promotion, and locked it in within 6 months.

→ Another was the "last woman standing" after a merger. No one knew her, her capacity, or track record. She turned vulnerability into becoming the insider and VP "whisperer," by focusing on relationships.

Jill Avey's SisterSmart 7-Step Framework for Executive Presence:

⓵ Your Leadership Foundation
➟ Knowing your purpose keeps you grounded when doubt says you don't belong

⓶ Your Expertise
➟ Deep knowledge shows you're a leader who deserves a seat at the table, not just a hard worker

⓷ Your Presence Under Pressure
➟ Staying calm under pressure proves you can handle bigger roles without changing who you are

⓸ Your Connection Style
➟Real relationships create the network and support you need to break through

⓹ Your Impact on Others
➟ Clear team results give you proof to back up your ask for promotion

⓺ Your Professional Image
➟ Showing up polished tells decision-makers you're ready for bigger responsibilities

⓻ Your Leadership Brand
➟ A clear brand makes the right people remember you when opportunities open up

Executive presence accounts for 26% of what gets you promoted.

If you're delivering but not advancing, it may be time to shift from doing the work… to being seen doing the work.
Executive presence isn’t about ego.

If you’ve ever been the most reliable person in the room, and the least remembered, this is for you.

It’s about making sure you, and your work, is visible.

Follow Sarah Baker Andrus for more career strategies.

7 Science Backed Ways To Increase Your Executive Presence

A lot of us are crazy busy but not advancing.

Hustle doesn't get us ahead.
Neither does taking on more work.

Career advancement requires the habit of pausing to reflect and pay attention.

But who has time for that?

(If this feels familiar, you can get the habits I share with my clients here: 
https://lnkd.in/e2ddciNi)

Surprisingly, it doesn't take much time, so cross that reason off your list.

There are deeper reasons most of us don't pause to reflect:
➙ We may not want to see what's there
➙ We don't know how to make reflection useful

Reflection can be uncomfortable. I’ve been there.
But it’s almost never as bad as we imagine.

Reflection isn't about thinking harder.
It comes down to habits.

I'm coaching my clients to build these 5 reflection habits ⬇️

1️⃣ Career CEO Time
Run your career like a business, not a to-do list. 

❓Ask: (15-30 mins/weekly)
↳ What actually moved the needle this week? 
↳ What drained me that shouldn’t continue? 
↳ What needs a decision, not more effort? 

2️⃣ Document Impact in Real Time 
Careers stall when people can’t prove their value in high-stakes moments. 

📈Track: (15-30 mins/bi-weekly)
↳ Problems solved 
↳ Decisions influenced 
↳ Outcomes (time, money, risk, quality) 

3️⃣ Relationship-First Networking 
Opportunities don’t come from mass outreach. They come from warm proximity. 

🤝Connect: (30-60 mins/monthly)
↳ Make 1–2 intentional touchpoints
↳ Focus on near-peers and adjacent roles
↳ No ask attached, just get to know people

4️⃣ Energy Protection as a Skill 
Burnout isn’t a personal failure. It’s a system design flaw. 

🗒️Note: (15-20 mins/weekly)
↳ What work depletes vs fuels you 
↳ When your best thinking actually happens 
↳ Where weak boundaries are costing you

5️⃣ Skill + Market Calibration
Titles lag but skills lead. 

🔍Benchmark: (30-60 mins/quarterly)
↳ What’s increasing in demand in my field? 
↳ Which of my skills are aging or underused? 
↳ What proof do I have that I can apply them? 

Do this regularly, and you'll see dramatic change.

Your career is already being shaped by habits.
The question is whether they are intentional, or accidental.

These 5 habits move you:
From reactive → intentional. 
From effort → evidence. 
From stuck → resilient. 

🔖Save this to make 2026 feel more intentional than reactive.
🔔Follow Sarah Baker Andrus for practical career and job search strategies.

Job hunting is just plain awful. 

Some people compare it to dating.
But it's emotional impact can be far worse.

For example, if you want to eat and pay your mortgage, you can't just "take a pause," in your job search.

And sadly, at least in our culture, our work is our identity.

Please know that if you are:
➙ Reeling from constant rejection
➙ Constantly questioning your moves
➙ Dissecting every email for some insight
➙ Rolling a roller-coaster of excitement and giving up

Of course you are! 
Nothing is wrong with you.

This is what uncertainty does to the brain.

Here’s how I help people reduce the emotional damage a long job search can have, without getting into toxic positivity:

1️⃣ BREATH
(Good for a spike in strong emotions)
Breathe: Practice breathing techniques like box breathing and alternate nostril breathing
Reframe the situation: Take negative thoughts and ask, “Do I know that’s true?”
Express your feelings: Speak to a friend or therapist. Write your thoughts down.
Acknowledge your feelings: Name them. Embrace them as you would a child.
Tension exercises: Tense the muscles in your body. Begin with your feet, and release. Continue to your face.
Help: Get some professional help and support if you are suffering.

2️⃣ Time Blocking
(When stress causes procrastination)
➙ Identify a minimum of 10 hours in your week on your calendar
➙ Block them as "busy"
➙ Schedule time for research, making connections, networking chats, and applications
➙ Share the schedule with others to hold you accountable

3️⃣ RAIN
(For managing strong emotions, inspired by Tara Brach)
Recognize the thoughts, feelings or sensations that are present in the moment.
Allow the experience with no judgement. Feel and name the emotions.
Investigate the experience with curiosity. Examine why you are feeling this way.
Nurture yourself with compassion and kindness. Be a good friend to yourself.

4️⃣ Take a BREAK
(When you are facing overwhelm)
Break up your
Routine and 
Engage in 
Activities that
Keep your energy high

Job searching isn’t a sprint.
It’s emotional endurance.

Most people don’t fail because they lack skill.
They burn out before they get the yes.

💜If you need support, send me a DM. I'll do my best to help.

🔔 Follow Sarah Baker Andrus for more career insights and job search advice.

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The Battle

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