The Business Growth Coach® | Forbes Mentor & Neuroscience-Based Scaling Strategist | Speaker | Wiley Author Dynamic Digital Marketing | Dawn of a New Era Podcast | 30K+ Clients & £45m Generated | Scale to £100k+ Months

Dawn McGruer FRSA FCIM APM APC

The Business Growth Coach® | Forbes Mentor | Multi–7-Figure Founder | Best-Selling Author & Speaker

I’m Dawn McGruer — a multi–award-winning entrepreneur, author, and strategist on a mission to help female founders and visionary leaders scale to £100K+ months and beyond through the fusion of neuroscience, psychology, and high-performance business strategy.

At just 21, I launched my first business — and by 33, I was mortgage-free. Since then, I’ve built four multi–7-figure ventures, including my marketing agency and Business Consort – The Digital & Social Media Academy, a CIM-accredited global study centre with over 30,000 graduates, a 99% pass rate, and a reputation for excellence in digital marketing education.

Over the past 25 years, my clients have collectively generated £45M+ in revenue — and I’ve been recognised among the top 1% of business coaches globally for helping women build profitable, purpose-driven empires without burnout or hustle.

As the creator of THE DREAMLIFE™ Method and The Millionaire Scaling Strategy™, I help entrepreneurs:
✨ Rewire their subconscious for success through neuroscience & quantum psychology
✨ Overcome performance plateaus & scale sustainably
✨ Build global brands, license their intellectual property, and step into iconic leadership

I’m proud to be a Forbes Business Mentor, Best Female Speaker (PSA), and Fellow of the Royal Society of Arts (FRSA) — and the host of Dawn of a New Era, a Top 3% Global Podcast exploring health, wealth, happiness, and high performance, with over 25K+ downloads per episode.

💼 Who I Work With

I partner with ambitious female founders already generating £20K–£50K+ months who want to scale to consistent £100K+ months — building freedom-driven, sustainable, and legacy-led businesses.

🚀 Client Results

🔥 On average, clients increase sales by 20% in 30 days
🔥 92% double their income within 60 days
🔥 Most triple recurring income within 90 days
🔥 Clients achieve ROI up to 2,900% in 6 months
🔥 87% reach £100K months within 7 months

💎 6-Month Guarantee: Double Your Money Back if You Don’t Profit.
Scale with zero risk — if you don’t make back your investment (and more) in 6 months, we’ll pay you double the difference.

🌍 Let’s Connect

If you’re ready to scale your business to 7-figures and beyond, build a global brand, or license your IP, I’d love to connect.

📩 DM me or visit www.dawnmcgruer.com
 to explore:

🔹1:1 Millionaire Mindset & Scaling Mentorship
🔹THE DREAMLIFE™ Mastermind (12 Members Only)
🔹Iconic Retreats in Barbados, Marrakesh & Mauritius

Dawn McGruer

Unicorn Summit 2026 — Orlando 
Hosted by Suneera Madhani , Founder of CEO School  

2 days.
250 powerhouse women.
Seven, eight and nine-figure conversations.

Here’s the Run of Show that made it iconic:

🎤 Opening Keynote – Suneera Madhani 
Vision. Scale. Legacy. What it truly takes to build a Unicorn CEO.

🔥 Mainstage Speakers
@Natalie Ellis – Audience growth & authority
Alli Webb  – Founder of @drybar
Dr. Romie Mushtaq, MD, ABIHM  – Neuroscience & high-performance
Kim Perell  – 9x Founder & Investor
Arlan Hamilton  – Venture Capital & access
Jen Gottlieb  – Visibility & personal brand
Sali Christeson – Founder of @argent 
@Tiffany Cohen – Scaling & energetic leadership

💎 Visibility Panel
Cate Luzio  
Mary Seats  
Allison Walsh, JD  
Deepika Sandhu  

🧠 Time & Wellness Panel
@thefitfatale 
Rajinder Rai PharmD  
Allison Germundson  
Erika Sinner  

💰 Dollar Panel: Beyond 8 Figures
Tiffany Pantozzi  
Vivian Gonzalez   
Pam Jordan  
And I had the honour of speaking on this panel sharing the neurological founder identity shift required to scale beyond 7 figures.

Entire event covered by Madison Hollimon  @madmarketinghouse 
brand experience by Lauren L’Heureux 

But the highlight?

My clients were there.
Speaking.
Attending.
Expanding.

This is what happens when women build in proximity.

If you attended — COMMIT to staying connected.
Follow each other.
Collaborate.
Expand.

The room you were in? That’s your next level.

Drop “UNICORN” if you were there 🦄 And follow to stay in touch as we scale into our icon era.

Dawn McGruer FRSA FCIM

Dawn McGruer FRSA FCIM APM APC – The Business Growth Coach® Forbes Mentor | 4 x Founder | Best-Selling Author & Speaker | 30,000 clients + Generated 45m | Scaling Clients to 100k months+

Linear thinking feels logical.
Step 1 → Step 2 → Step 3.

But linear thinking is designed for stability, not scale.

If you want predictable, modest growth… linear thinking works.

If you want exponential growth, category leadership, and £100K+ months, you need expansive thinking.

Because the most obvious path is usually the most crowded one.

The strategy that feels “sensible” to your brain is often the exact reason your business plateaus.

Why?

Because your brain is wired for safety and familiarity, not expansion.

This is where psychodynamics and neuroscience become powerful.

Expansive founders understand that scaling requires working with the mind, not against it.

They recognise patterns like:

• Temporal Discounting – the brain prioritises short-term comfort over long-term wealth. So founders avoid bold moves that create massive future returns.

• Cognitive Dissonance – when your current identity conflicts with the next level of success, your brain unconsciously sabotages progress to remove the tension.

• Status Quo Bias – the mind prefers what already exists, even if it’s limiting growth.

• Loss Aversion – psychologically we fear losing what we have more than we value what we could gain.

• Identity Thresholds – every founder has an internal “success ceiling” their nervous system is comfortable with.

This is why scaling isn’t just strategy.

It’s identity expansion.

The founders who reach the next level stop following the path…

They architect a new one.

They question assumptions.
They collapse timelines.
They think in possibilities, not probabilities.

And they train their brain to tolerate the discomfort of becoming someone bigger.

Because expansive thinking is the bridge between where you are and the version of you capable of building what’s next.

Think like a millionaire.
Scale like a CEO.
Expand like an icon.

No alternative text description for this image

As we enter March, you can feel it.

A shift.
A surge.
A spring awakening in business and belief.

Ideas flow faster.
Energy rises.
Momentum builds.

And here’s what we do know…

Business confidence and growth intentions tend to strengthen in the first half of the year.

Founders make bold decisions.
Teams move faster.
Revenue accelerates.

The next 90 days aren’t just another quarter.

They set the trajectory for the entire year.

This is the growth spurt for founder-led businesses.

These are the days that create life-changing results.

So let me ask you —

What would it feel like to add an extra £100K to your business in the next 90 days?

Now imagine doubling that.

If you already have a proven offer and traction, £100K isn’t outrageous.

In the right model, with the right moves, it can even be a 30-day play.

The real question isn’t “Is it possible?”

It’s — what’s stopping you?

When you look at founders who inspire you…

When you see the bigger rooms…
The bigger months…
The bigger impact…

What holds you back?

Because scaling is 80% mindset and 20% strategy.

Most founders don’t lack capability.

They lack clarity.
Precision.
Nervous system leadership.
And daily high-leverage actions.

If you had the exact daily actions mapped out — Would you execute?

If the answer is yes…

Then you’re ready.

And the next 90 days could change everything.

Let’s talk.

Eight years ago I hosted my first retreat.

I had no idea then how powerful these rooms would become… or how many lives would be changed inside them.

Today I’m on a flight to Barbados, preparing to host my 11th retreat.
And as I started writing this… I glanced at the clock.

11:11.

A quiet reminder that when something is aligned, the path keeps unfolding.

Because retreats are never just “events”.

They are intentionally curated spaces for transformation.

I keep them small — only 10 founders — because the work we do isn’t surface level. 

It’s deep, personal, and powerful. 

When the room is intimate, every voice is heard. Every story matters. Every breakthrough has space to emerge.

From the moment the women arrive, something shifts.

We spend real time together — in sessions, over long dinners, during walks, experiences, and quiet moments of reflection. The kind of time most founders rarely give themselves.

And that’s when the magic happens.

The unconscious mind begins to unlock.
Barriers soften.
Ideas expand.
Dreams that once felt distant suddenly feel possible.

There are moments of epiphany, moments of laughter, moments of peace, and moments where someone realises their life and business will never be the same again.

Because every part of these retreats is designed with intention.

Every session.
Every conversation.
Every environment.

All created to help founders rethink what is possible.

To unlock the mind.
To dissolve the barriers.
To create space for expansive thinking.
To build new neural pathways of belief.

And when belief shifts, identity shifts.

And when identity shifts…
everything changes.

The most beautiful part?

The bonds that form in these rooms last far beyond the retreat itself.

Friendships. Partnerships. Support systems.

Women who truly see and champion each other.

Eight years.
Eleven retreats.
Hundreds of breakthroughs.

And I still feel the same excitement boarding the plane every single time.

Because I know somewhere over the next few days, someone is about to have a moment that changes everything.

And there is nothing more powerful than witnessing that.

Barbados… here we come. 🌴

Your business can only scale to the level your nervous system feels safe holding.

That’s why some founders plateau…
even when their strategy is correct.

Because scaling isn’t just about better systems, smarter marketing, or a new sales funnel.

Those things matter. 
Of course they do.

But what most people don’t talk about is this:

Your physiological and psychological state shapes the decisions you make every single day.

When your nervous system is dysregulated…

Your brain moves into protection mode.

You overthink.
You hesitate.
You second guess.
You avoid the bold moves that actually create expansion.

And then you try to solve it the only way founders are taught to solve problems…

Push harder. 
Work more. 
Do more.

But pushing from pressure rarely creates scale.

It creates burnout.

Real scaling happens when your brain and body are operating from clarity, safety, and expansion.

When your nervous system is regulated, something powerful happens:

• Your thinking becomes sharper
• Your decisions become faster
• Your messaging becomes clearer
• Your leadership becomes more magnetic

Opportunities appear that you literally couldn’t see before.

Because your brain isn’t in survival mode anymore.

It’s in creative, strategic, visionary mode.

This is why the founders who scale the fastest don’t just master business strategy.

They master their internal state.

Their physiology.
Their psychology.
Their energy.

Because scaling isn’t just systems.

It’s nervous system capacity, energetic alignment, and the ability to stay in flow while building something extraordinary.

So if your business feels stuck right now…

Before adding more strategy, ask yourself one powerful question:

What state am I operating from?

Because your next level might not require more effort.

It might require more regulation, more expansion, and more trust in the capacity you’re building.

Think like a Millionaire.
Scale like a CEO.
Expand like an Icon.

Enterprise transformation executive with 20+ years leading complex global transformation portfolios across manufacturing, packaging, technology, and SaaS. Accountable for €50M+ multi-country programs spanning ERP modernization, operating model redesign, and enterprise platform transformation across US, EMEA, and Switzerland. I partner with CEOs, CIOs, and COOs to restore execution discipline, embed governance architecture, and deliver sustainable value realization at scale.

At Zoltan Szabo Advisory, I advise executive leaders on transformation portfolios of €20M–€80M, applying generative AI to strengthen PMO automation, executive reporting, and decision support, enabling scalable, organization-ready transformation for global enterprises.

As Strategic Advisor at Salesforce in Zurich, I advised leaders at Nestlé, ABB, and Hitachi Energy on governance and delivery assurance across global SaaS programs. At Auticon, appointed by the CEO to lead a Swiss market turnaround in Zurich, I redesigned operating model accountability, embedded KPI governance, and restored execution discipline and financial performance.

As CIO EMEA at Amcor, I led a €50M+ ERP and digital transformation across 58 sites, overseeing SAP ECC/HANA modernization, post–go-live stabilization, and enterprise platform integration across EMEA. I designed regional governance frameworks and decision rights that reinforced execution transparency and cross-functional alignment.
Earlier at Amcor, I led digital workplace transformation across 195 sites, managed $1.5B in global spend, and built the global PMO governing $300M+ in value realization. At AGCO in Schaffhausen, I designed a forecasting model covering 689K SKUs, reducing inventory by $30M and supporting $1.2B sales.

I bring governance architecture, transformation leadership, and AI-enabled execution to organizations navigating complex, high-stakes change. My approach embeds decision rights, portfolio discipline, and KPI-driven performance management that builds lasting capability across matrixed global organizations.

Based in Basel, I focus on enterprise transformation, turnaround leadership, and global program governance roles where operating model redesign, delivery assurance, and AI-enabled PMO capabilities create measurable business impact. Whether recovering stalled ERP programs or rebuilding C-suite execution confidence, I bring the strategic alignment, rigor, and judgment that complex global transformation demands.

Zoltan Szabo

Your boss calls the company a family.

That's when you should start looking for the exit.

I've seen this play out in three Fortune 500 companies. The "we're family here" line always precedes the same pattern.

Here's what actually happens when work pretends to be family:

You're expected to give more than you're compensated for.
The company wants loyalty that goes beyond your job description. But families don't pay salaries. Employers do.

Declining extra work feels like you're letting everyone down.
The guilt becomes unbearable. You can't say no without feeling like a traitor. That's not culture. That's manipulation.

Criticism cuts deeper than it should.
When your workplace is "family," constructive feedback turns into personal wounds. Colleagues become enemies over disagreements that should stay professional.

The truth most leaders won't admit:

Calling your team a family is a control tactic dressed up as culture.

Real healthy workplaces don't need the family metaphor. They operate on something better:

Boundaries that actually exist.
Work-life balance isn't a poster on the wall. It's protected and practiced daily.

Respect instead of forced intimacy.
You can trust your colleagues without pretending they're your siblings. Professional respect builds stronger teams than fake family bonds.

Perspective that stays intact.
Work matters during work hours. Life matters more when you leave. Nobody confuses the two.

Here's the difference:

Family loves you no matter what. Team members collaborate toward shared objectives with mutual respect.

One is unconditional. The other is transactional.

And that's perfectly fine.

I talk to leaders at Fortune 500 companies every week.

And I keep hearing the same story.

"Our best people are leaving. We don't know why."

Here's what I know:

Your top performers aren't leaving because of broken systems or messy processes. 

They can handle that.

They're leaving because they gave everything and got nothing back.

And most leaders don't see it happening until the resignation letter hits their desk.

Here's how it plays out:

You take them for granted. 
Their effort becomes invisible because it's consistent.

You reward their hard work with more work. 
They watch mediocre performers coast while they drown.

You tolerate low performance from others. 
They start wondering why they bother showing up.

You pay new hires more than loyal employees. 

Nothing kills morale faster.

You ask for their feedback, then ignore it. 

Eventually, they stop offering it.

The truth most leaders miss:

Loyal employees don't quit suddenly. 
They stop caring quietly. 
Then they're gone.

If you want to keep them, stop waiting for annual reviews to notice effort. 

Promote from within before posting externally. 
Pay them fairly before they have to ask.
And show them a future worth staying for.

Because once they stop believing in that future, no counteroffer will bring them back.

Character isn't built in months.

It's built on years of struggle.

Ego? That takes one lucky break.

Here's the difference:

When you climb slowly, every setback teaches you something.

You learn patience.

You develop resilience. You understand that failure isn't fatal.

When you rocket to the top, you skip the lessons.

You start believing you're untouchable.

You confuse luck with skill.

The person who struggled for 10 years knows how fragile success is.

They protect it.
They stay humble.
They remember what it felt like to have nothing.

The person who made it in 6 months?

They think they cracked the code.
They get reckless.
They assume it'll last forever.

Slow success forces you to build systems.
Fast success lets you coast on momentum.

Slow success surrounds you with people who believed in you when you had nothing.

Fast success attracts people who only care about what you have now.

You can't rush character. 

You can only earn it through repetition, failure, and time.

The real question:

Are you chasing success or building the character required to sustain it?

Your job search strategy is broken.

You're networking. Posting updates. Waiting for someone to notice.

Meanwhile, recruiters are filling roles you'd crush. But they're not finding you.

Here's what actually works:

1. Add your target job title to your LinkedIn headline

2. List specific skills recruiters search for in your About section

3. Turn on "Open to Work" privately so only recruiters see it

4. Update your profile with keywords from job descriptions you want

5. Connect with 10 recruiters in your industry every week

6. Comment on posts from hiring managers at target companies

7. Send 5 direct messages to recruiters with relevant roles

8. Apply directly on company sites, not just LinkedIn

9. Follow up 3 days after applying with a short message

10. Track every application and follow-up in a spreadsheet

Most job seekers wait for their network to save them. That's passive.

Recruiters find candidates through search filters and keywords. If your profile doesn't match what they're typing into LinkedIn Recruiter, you don't exist.

Your network sees your posts. Recruiters see your profile optimization.

Stop waiting. Start showing up where recruiters are actually looking.

You're delivering flawlessly.

But you're not getting promoted.

Here's why: High performers stall not from lack of competence, but lack of executive altitude.

Research shows promotion into executive ranks is driven by strategic framing, enterprise thinking, and influence behavior. Not operational execution alone.

Ten shifts that change everything:

1. Translate metrics into business value

Stop: "We delivered Phase 2."
Start: "We reduced churn exposure by 18% and protected $6.2M in recurring revenue."

Executives think in outcomes, not activities.

2. Frame everything as enterprise risk

Stop: "The API is delayed."
Start: "If unresolved in 30 days, we risk $4M revenue recognition delay."

Executives manage exposure. Speak their language.

3. Communicate in forward time horizons

Stop: "Here's what we did last week."
Start: "Here's how our risk profile shifts over the next 90 days."

Delivery leaders speak in "yesterday". Influential leaders speak in trajectory.

4. Build strategic pattern recognition

Stop: "This project missed the deadline."
Start: "This is the third capacity bottleneck in Q1. We need structural investment in infrastructure."

Executives reward people who see trends, not just tasks.

5. Increase emotional intelligence

Stop: "Engineering won't prioritize this."
Start: "Engineering's concerned about technical debt. I'm proposing a phased approach that addresses stability first."

Executives promote people who navigate tension, not create it.

6. Adopt transformational behaviors

Stop: "I completed my deliverables."
Start: "I restructured the release process to cut cycle time by 40%. Three other teams have adopted it."

Executives elevate people who improve the system, not just work within it.

7. Align everything to strategy

Stop: "This feature improves user experience."
Start: "This directly supports our push into enterprise accounts, our top strategic priority."

Executives invest in people who connect dots to the company direction.

8. Build cross-functional influence

Stop: "I run my team well."
Start: "I partnered with Sales and Finance to redesign our forecasting model. It's now used across the org."

Executives need people who can lead beyond their silo.

9. Demonstrate learning agility

Stop: "I've always done it this way."
Start: "I tested three new approaches last quarter. One failed fast, one's scaling, one's still in pilot."

Executives bet on people who adapt, not repeat.

10. Signal responsible leadership

Stop: "We hit our numbers."
Start: "We hit our numbers while reducing team attrition by 12% and mentoring two high-potentials into leadership roles."

Executives promote people who build capability, not just results.

Your pre-meeting audit:

Am I speaking in business impact?
Am I framing enterprise risk?
Am I projecting forward?
Am I aligning to strategy?

If not, you're still operating tactically.

Execution gets you credibility. Influence gets you promoted.

From Delivery Leader to Enterprise Leader

Most leaders don't burn out alone. 

They burn out their teams first.

And it usually starts with one habit: never saying no.

Every "yes" you give without thinking is a "yes" your team has to carry. 

Over time, that weight breaks people.

Saying no is not a weakness. 

It's one of the most protective things a leader can do.

But to say no well, you need a system.

4 smart decision models:
1. The Priority Matrix ranks tasks by urgency and long-term value. 
Not everything urgent is important.

2. The 80/20 Focus Rule 80% of your results come from 20% of your efforts. Protect that 20% fiercely.

3. The 3-Minute Action Rule: If it takes less than 3 minutes, do it now. 
Clear the noise so you can focus on what matters.

4. The Essential 3 Rule: Pick 3 goals that truly matter this week. 
Let the rest wait.

Remember: Most leaders don't respond well to a flat no. 

It can feel like defiance, damage the relationship, or put you in an uncomfortable position. 

Use kind language as your shield. 

It lets you hold your ground without burning the bridge.

Here are 6 kind ways to say no (without guilt):

1. Mention current priorities
"Before I take this on, I want to make sure, should this replace something on my current list, or are you comfortable with [Project X] being delayed?"

2. Offer an alternative form of help
"I can't own this fully right now, but I could do the initial research and hand it off to someone with more bandwidth."

3. Set limits clearly
"I can give these two hours this week. If it needs more than that, we may need to revisit my current workload together."

4. Decline with kindness
"I want to be upfront with you, if I take this on right now, I won't be able to give it the quality it deserves."

5. Keep it short and polite
"I want to be honest, my plate is full. Can we talk about what to deprioritize so I can do this properly?"

6. Show appreciation
"I appreciate the confidence you have in me. To protect the work we already agreed on, I'd need to pause something else first."

Protecting your team starts with protecting yourself. 

No is a leadership skill. 

Use it. 

Which one are you trying this week?

Jack Dorsey just cut 40% of Block's workforce.

Not because the business is failing. Because AI changed the math.

He said it plainly: "Intelligence tools paired with smaller teams are enabling a new way of working."

Translation: Companies can do more with fewer people.

Klarna's CEO already said the same thing. Their workforce dropped from 7,000 in 2022 to a projected sub-2,000 by 2030.

This isn't a blip. It's an emerging pattern.

Here's what you can do:

Stop waiting for your company to train you. They won't. Learn AI tools now. ChatGPT, Claude, Midjourney. Use them daily in your work.

Build skills AI can't replace yet. Strategic thinking, relationship building, creative problem solving. The work that requires judgment.

Create optionality. Side income, freelance clients, a personal brand. Don't rely on one employer for 100% of your security.

Network aggressively. Most opportunities come through people, not job boards. Especially when hiring slows.

The World Economic Forum predicts 92 million jobs displaced by 2030, but 170 million new roles created.

The gap between those numbers? Your ability to adapt.

You can't control what companies decide. But you control whether you're ready when they do.

AI Workforce Collapse

Your ERP project isn't failing because of the software.

It's failing because of you.

Here's what most executives get wrong:

They treat ERP as an IT project. Hand it to the CIO. Show up for kickoff. Disappear until go-live.

Then wonder why it derails.

ERP doesn't fail technically. It fails because leaders abdicate eight critical responsibilities:

1. Business ownership

If your CFO and COO aren't visibly accountable, you've already lost. ERP touches operating models, decision rights, and KPIs. When IT owns it alone, design decisions disconnect from business outcomes.

2. Data discipline

Data issues cause most pre-go-live delays. Not because the data is hard. Because no one owns it until it's too late. Assign business data owners now. Track data readiness like a board metric.

3. Scope control

Every late addition compounds complexity across integrations, testing, and training. Enforce change control. Require ROI for customizations. Make de-scoping a strategic decision, not a panic reaction.

4. Change adoption

Technology doesn't fail. Adoption does. If you're not actively managing resistance, communicating impact, and reinforcing new behaviors, your ERP becomes shelfware. Change management isn't HR's job. It's yours.

5. Decision governance

Without clear escalation paths and decision rights, your project stalls in endless debate. Define who decides what. Empower your steering committee to make binding calls. Kill consensus-driven paralysis.

6. Realistic testing

Most organizations test happy paths and call it done. Then production breaks under real-world complexity. Allocate time for true end-to-end scenarios. Include your messiest edge cases. Let business users break it before customers do.

7. Organizational capacity

Your team is already running the business. Now you're asking them to redesign it. Without backfill, training time, or reduced workload, something breaks. Plan for capacity. Protect your core team from burnout.

8. Executive visibility through stabilization

Most executives vanish after go-live. That's when the real work starts. The first 90 days post-launch determine success. Stay visible. Reinforce priorities. Clear blockers. Don't declare victory and disappear.

The pattern is clear:

ERP succeeds when leaders own alignment, governance, and change. It fails when they delegate accountability and show up only for status updates.

Which leader are you?

Strategic ERP Transformation

Block just cut 40% of their workforce.
Reason? AI.
This isn't a distant threat anymore. It's happening now.
I wrote about how to protect your job in the AI shift.
Read the article here:
https://lnkd.in/eT-DFzek

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