Senior Manager Strategy & Transformation in the Financial Services | Strategic Leadership Coach | Speaker | Mentor | Leader, passionate about people and continuous organizational improvement | 2x LinkedIn Top Voice

Global Senior Manager with 15+ years' banking experience in areas of Enterprise Risk Management, Governance, Strategic Transformation Projects, and Change Management with a heavy focus on Executive Leadership Reporting. Demonstrated ability to cultivate strong relationships, influence others, and lead high performing teams that advance global priorities. 

Committed to continuous organization improvement, enhancing customer experience and delivering solutions to support strategic financial and business decision-making. 

As a persuasive communicator fluent in English and Spanish, I effectively engage with clients, regulators, stakeholders, management, and staff at all levels. My diverse background includes extensive experience in ERM frameworks, risk culture programs, control assessments, audits, capital structure optimization, and statistical modelling for risk management matters. Leader with a proven track record of leading large-scale projects, implementing change management strategies, and delivering cost savings through efficient project management methodologies.

Core competences include:
•Enterprise Risk Management •Governance & Compliance •Operational Risk •Internal Audit • Executive Leadership Reporting & Analytics •Project Management •Change Management •Data Risk •Model Risk •Strategic Risk •Coaching & Talent Development •SAS/SPSS/DWH •SharePoint & Power Apps •Power BI/Python/R •Copilot •Agile/ Waterfall •JIRA/Confluence •Six Sigma/Kaizen •Protiviti

Diana Lasso

Fear isn’t the enemy. 
Staying stuck is!

Comfort zones feel safe.
But they also keep us small.

You want more:
➟ Impact
➟ Fulfillment
➟ Confidence

Yet fear whispers: What if you fail?
Instead, ask: What if you don’t?

Every breakthrough starts with discomfort.
Every success story begins with a risk.

As Nelson Mandela said, 
"Courage is not the absence of fear, 
but the triumph over it."

You don’t need to take a giant leap.
Just one step forward.

P.S. What’s one change that helped you grow?

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What makes someone a Top Performer?
 → It’s not a title
 → It’s not a one-time win
 → It’s who you are, every single day!

In a company with 90,000 employees across 55 countries, 
standing out is hard.

→ The pressure is real.
→ The expectations are high.
→ And some days feel heavier than others.

But I’m here to tell you something important:
It is possible!

Yesterday, I felt deeply humbled and grateful
to receive the Best of the Best award
in the Top Individual Performance category.

Thank you to my Senior Leadership Team,
my team, my mentors, my mentees,
my LinkedIn community, and to you reading this.
This recognition belongs to all of you!

Thank you for the space, the trust, and
the support to live my purpose and 
show up as the best version of myself.

Leadership is a shared journey, and
I’m grateful to walk it with you.

Here are my 3 secrets:

1- Clarity of purpose:
 → Know exactly why you do what you do.
 → Turn that “why” into daily, intentional actions.

2- Commitment to growth:
 → Invite feedback, even when it’s uncomfortable.
 → See every challenge as a chance to evolve.

3: Consistency with heart:
 → Show up fully. especially on the hard days.
 → Deliver not only results but trust.

As Aristotle said,
"Excellence is not an act, it is a habit." 

Be the person who gets things done.
You already have what it takes!

P.S. What’s your go-to strategy to perform at your best?

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Good luck is a myth.
A story we tell ourselves.
A comforting tale that makes success look effortless.

But here’s the truth:
The master has failed more times
than the beginner has even tried.

This isn’t about luck.
 ↳ It’s resilience.
 ↳ It’s persistence.
 ↳ It’s showing up, again and again.

Think of Thomas Edison.
When asked about his thousands of failed attempts
before inventing the light bulb, he said:
“I have not failed.
 I’ve just found 10,000 ways that won’t work.”

Success is a collection of failures.
 
Failures that:
 ↳ Teach
 ↳ Shape leaders
 ↳ Build character

Leaders aren’t born.
They are forged through experiences,
especially the painful ones.

Mastery evolves every time you show up.
 ↳ Showing up builds resilience.
 ↳ Showing up strengthens your effort.
 ↳ Showing up reinforces your choice to grow.

So, the next time you see someone succeed, remember:
It wasn’t good luck.
It was good lessons learned.

The road to mastery is built on failures,
each one a stepping stone to something greater.

Your story is proof of your resilience. Own it!

P.S. What small win are you proud of today?

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Sometimes all you need is charisma
(and one moment taught me exactly why).

Five years ago, I walked into a meeting
already feeling rushed.

Too many tasks.
Too many tabs open in my mind.
Too many versions of me trying to keep it together.

I sat down, pretending to be fine.
Inside, I was overloaded.

Then a colleague looked at me
and gave me a simple, open, genuine smile.
I still remember it like it was yesterday.

We’ve all met someone like that.
Someone whose presence feels warm.
Someone who makes you feel good
before a single word is spoken.

In that moment, something shifted.
My shoulders relaxed.
My breath slowed.
I felt seen.

No words.
Just presence.
And the entire room felt different.

That moment taught me something powerful:
Charisma begins before you speak.
It’s the emotional message you send
When your inner world feels steady.

Charisma is not a performance.
It’s a practice.

Charisma is about:
→ Feeling aligned with yourself.
→ Connecting with warmth and intention.
→ Leaving people emotionally better.

If you want to lead well,
You must work on your presence.

When we train our presence, we:
→ Build trust faster.
→ Strengthen connection.
→ Create safer, warmer spaces at work.

Here are 5 simple ways to train your charisma every day:
→ Ground your energy before you enter a room.
→ Show warmth in small, genuine ways.
→ Keep your posture open and steady.
→ Listen fully, without rushing the moment.
→ Aim for people to feel lighter after talking to you.

As Brené Brown says,
“Connection is why we’re here.”

Charisma grows when you feel calm inside.
It expands when you lead with warmth.
And it becomes unforgettable
When your presence helps others breathe easier.

P.S. What’s one small action you'll practice today to grow your charisma?

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Your team needs a leader, not just a boss.
The difference changes everything.

Bad Leaders:
→ Focus on blame
→ Criticize in public
→ Avoid responsibility

Good Leaders:
→ Praise in public
→ Focus on solutions
→ Take responsibility

As Simon Sinek said,
"Bad leaders care about who's right, and 
Good leaders care about what's right."

Leadership is not about power. 
It's about empowering others!

Do the right thing, always. 
Be the leader you wish you had.

P.S. What's one quality you admire in a great leader?

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Anyone can lead when things are easy.
But the real measure of a leader?
How you treat people when things fall apart.

Kindness is often misunderstood.

It’s not:
 → Saying yes to everything.
 → Pretending everything is fine.
 → Avoiding the hard conversations.

Kindness is how you show up when it matters most.

→ It’s courage to make the right call.
→ It’s respect, especially when emotions run high.
→ It's clarity, even when the truth is uncomfortable.

As Brené Brown said, 
“Clear is kind. Unclear is unkind.”

Kindness costs nothing.
But its impact?
↳ Huge

Lead with heart and let that be your legacy.

P.S. What’s your go-to strategy to lead with kindness?

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Your next chapter starts with one simple step:
Understanding the one you just finished.

Most people rush into planning 2026:
→ New goals
→ New dreams
→ New intentions

But here’s the truth:
You can’t design your future 
If you don’t understand your present.

→ We forget our wins.
→ We magnify the hard moments.
→ We overlook the small things that made us feel alive.

As Stephen Covey said,
“Begin with the end in mind.”
And that starts by knowing where you’re standing today.

Here are 5 Tips to Create Intentional Goals for 2026:

1. Revisit your year:
✓ Review your calendar to remember what actually happened.
✓ Write down the top 3 moments that defined your year (good or bad)

2. Track the moments that made you happier:
✓ Identify where you felt most alive (places, people, activities)
✓ Highlight 3 things you want to feel more often next year.

3. Write down what worked, and what didn’t:
✓ Capture 3 wins you want to repeat in 2026.
✓ Capture 3 things you’re ready to leave behind.

4. Capture the lessons that shaped you:
✓ Write the 3 biggest lessons this year taught you.
✓ Turn each lesson into one simple action for 2026.

5. Notice what is changing around you:
✓ Acknowledge shifting priorities (family, health, values)
✓ Set one goal that honors the reality of where you are now.

2026 isn’t just another year.
It’s an invitation to create a life with clarity, intention, and truth.

And when you're ready, use the SMART method:

 S —  Specific: Clear and concrete.
 M — Measurable: With a number you can track.
 A —  Achievable: Realistic for your life today.
 R —  Relevant: Connected to your values and priorities.
 T —  Time-bound: With a deadline that creates momentum.

SMART makes your goals:
→ Real
→ Visible
→ Actionable

And here’s the best part:
When you gain clarity, your confidence returns.
When you choose with intention, your energy rises.
And when you design your year with truth, 
Your life begins to feel like it’s finally yours again.

Step into 2026 with clarity. Lead it with purpose.

P.S. What’s one insight from 2025 that will guide your goals for 2026?

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Your resume opens the door.
Your Power Skills decide if you stay in the room.

The game has changed.

Today, everyone has:
↳ Talent
↳ Credentials
↳ Experience

So, what makes you different
In a global, fast-moving world?

Your judgment.

Maybe you’ve felt it too,
you deliver, you show up, you care…
and still, growth feels out of reach.

Your next promotion isn’t about time in the company.
↳ It’s about how you interpret information,
↳ anticipate what’s coming,
↳ and make decisions with a human touch.

And the data is clear:
LinkedIn: Power Skills drive 89% of promotions.
McKinsey: Strong judgment improves decisions 3.8x.
IBM: Critical thinking and adaptability are CEOs’ top 3 priorities.
WEF: Cognitive flexibility is the #1 differentiator for 2030.
PwC: 72% of executives value judgment over technical expertise.

AI can give you all the data you want.
But your Power Skills
will define your future.

That’s why I created the 5-step MINDS Formula
to help you stand out in rooms where decisions are made.

M — Map:
→ Name the real problem in one sentence.
→ Identify the three elements that shape the outcome.

I — Investigate:
→ Look for the pattern behind the data.
→ Ask what’s missing, not just what’s shown.

N — Notice:
→ Picture the best and worst scenario.
→ Identify who will feel each choice.

D — Design:
→ Create two or three real options.
→ Test a small step before a big decision.

S — Sense:
→ Combine data, intuition, and ethics.
→ Choose what you can explain calmly a year from now.

As Albert Einstein said:
“Not everything that counts can be counted.” 

Leadership starts when you trust your own decisions.
Own your growth.
Own your judgment.
Own the leader you’re becoming.

P.S. Which step of the MINDS Formula speaks to you today?

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Use my 5-step MINDS formula to help you stand out by DL

Now that you’re back in person,
You feel more tired when you get home.

You are not alone
This has a name: Neurofatigue.

When your brain moves from a controlled environment
to noise, movement, conversations, fluorescent lights,
and constant social evaluation,
Its energy drains faster.

Deloitte found it in 2024:
↳ Emotional exhaustion rises by 52%

You’re not losing capacity.
You’re navigating overexposure.

But you can protect your energy.
You can also train your brain to adapt.

Here are 5 Simple Anchors to Stay Strong During In-Person Work:

1. Manage your brain’s load early:
↳ Simple mornings create stronger days.
➟ Pick one clear priority first.
➟ Delay non-urgent chats until after your focus block.

2. Give yourself small pauses:
↳ Tiny resets work wonders.
➟ Take a quiet 3-minute pause between tasks.
➟ Stand and walk every hour to release tension.

3. Use your social energy wisely:
↳ Connection fuels you. 
➟ Choose two meaningful conversations to invest in.
➟ Step away when everything feels too intense.

4. Protect the space where you think:
↳ Your attention is gold.
➟ Review emails in set time blocks.
➟ Turn off notifications during deep work.

5. Take care of your body:
↳ Physical comfort boosts mental clarity.
➟ Keep water at your desk and sip often.
➟ Add small stretches during the day to release tension.

As Maya Angelou said,
“You can’t pour from an empty cup.”

You may not shape every moment in the office.
But you can shape how you care for your energy.

You grow stronger when you honor your rhythm.
You gain clarity when you support your mind.
You protect your presence when you lead yourself first.

P.S. Which anchor will you practice today?

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Your work opens the door.
Your evidence keeps you in the room.

The competition isn’t the real challenge.
The lack of documentation is.

In a world where excellence is the baseline, everyone brings:
 ↳ Skill
 ↳ Ambition
 ↳ Performance

So, what truly sets you apart
in a fast-moving, global environment?
Your visibility.

Maybe you’ve felt it too…
 ↳ you deliver, you show up, you exceed expectations
and still, your growth moves slower than your impact.

Your next promotion isn’t about effort.
 ↳ It’s about what you can prove,
 ↳ how clearly you show your value,
 ↳ and the story your achievements tell for you.

Here’s the truth:
What isn’t documented gets lost.
What you capture becomes career capital.

That’s why I created the 7-step EVIDENT Formula
to help you make your results impossible to ignore.

E — Extract:
 → Capture the real outcome you created.
 → Name the problem you solved in one sentence.

V — Verify:
 → Collect numbers, emails, and indicators that prove impact.
 → Anchor your narrative in real data.

I — Illustrate:
 → Use the STAR method (Situation, Task, Action, Result).
 → Make your contribution unmistakable.

D — Document:
 → Keep a monthly log of actions, results, and insights.
 → Build a timeline of measurable growth.

E — Elevate:
 → Share wins with intention in meetings and updates.
 → Visibility with substance, not ego.

N — Normalize:
 → Make evidence a habit, not an exception.
 → Review it before interviews, evaluations, or negotiations.

T — Tell:
 → Turn your data into a compelling story.
 → Show how your impact moves the business forward.

As Seneca said:
 “Luck is what happens when preparation meets opportunity.”

Your achievements deserve a record.
Your career deserves visibility.
Your future deserves to be EVIDENT.

Leadership grows when your impact is seen.

P.S. Which step of the EVIDENT Formula speaks to you today?

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7-step EVIDENT formula to help you enhance your results

What my niece taught me about delegation 
(it transformed my team’s productivity since)

Last weekend, I decided to teach my 5-year-old niece
how to make the bed. 

Normally, it takes me just a few minutes. 
But she was excited to help, so I couldn’t say no. 

I showed her how to pull up the sheets, 
smooth out the blanket and arrange the pillows. 

She struggled a bit ... tugging the blanket unevenly
and getting the pillows all mixed up. 

We had to redo a few steps, and 
it ended up taking much longer than usual. 

In the end, it took nearly 20 minutes. 
But by the time we were done, 
she had learned something new 
and something to brag to her brother about!

Delegation is not just about offloading tasks.

Delegation is about:
→ Empowering others to learn and grow. 
→ Fostering a culture of capability and independence. 
→ Leveraging diverse strengths to achieve greater results.

When we invest our time in training and coaching others, we: 
→ Cultivate trust.
→ Build a stronger team.
→ Encourage innovation. 

As John Maxwell says,
“Leaders become great, not because of their power, 
but because of their ability to empower others.”

Delegation is an investment 
in someone else’s growth and confidence. 
Invest in your people today!

P.S. What’s one small responsibility you could delegate today to help someone grow?

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We all have days when you feel on top of the world. 
The next day, it’s hard to get out of the bed. 
But let’s be honest: motivation doesn’t last.

Here’s why you shouldn’t rely on it:
→ It’s Unpredictable: Motivation varies daily 
→ It Can Fade: Excitement diminishes over time
→ It Lacks Structure: No plan for sustained progress 

That’s where discipline comes in.

Discipline is like a muscle:
→ Provide Consistency: Ensures daily commitment 
→ Builds Strong Habits: Habits drive results 
→ Keeps You Accountable: Maintain focus on goals

As Aristotle said,
“We become what we repeatedly do.” 

So, the next time you rely on motivation, 
Remember: it’s your discipline that will carry you through.

In the end, Discipline is doing what needs to be done, 
even when you don’t want to.

P.S. What habit are you strengthening this week?

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People love the finish line.
Few see the grit it took to get there.

Because success isn’t built on luck.
It’s built on resilience, focus, and 
tiny steps that no one applauds.

For years, you might’ve believed:
↳ “Once everything aligns, I’ll move forward.”
↳ “If I had more time, I’d do better.”
↳ “When things calm down, I’ll start.”

Those beliefs once protected you.
Now, they hold you back.

Many high performers professionals lose momentum because:
❌ They wait for perfect conditions.
❌ They let setbacks define their pace.
❌ They forget that progress requires endurance, not ease.

Here’s the truth:
You don’t need a smoother road.
You need a stronger mindset.

Here are 5 Ways to Stay Strong When Growth Feels Slow:

1- Start before you’re ready:
↳ Courage grows through movement.
➟ One imperfect step beats endless planning.

2- Treat challenges as training:
↳ Pressure shapes character.
➟ Every hard moment prepares you for the next.

3- Focus on what you can control:
↳ Chaos is constant.
➟ Your focus is your anchor.

4- Protect your recovery:
↳ Your brain needs oxygen to think.
➟ Resilience depends on renewal.

5- Keep your “why” close:
↳ When you know your why, you can handle any how.
➟ One priority. One outcome. Real progress.

As Angela Duckworth said,
“Our potential is one thing. 
What we do with it is quite another.”

Don’t chase perfection. Build persistence.
Rome wasn’t built in a day
and neither is your growth.
You already have what it takes.
Trust your process, the results will follow.

P.S. Which step speaks to you the most?

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The moment you choose yourself…
your energy begins to return.

But burnout rarely starts with a big moment.
It starts with the tiny ones you ignore:

The moment you push through the headache.
The moment you answer one more email at 10 PM.
The moment you whisper, “I’ll rest later.”

And suddenly…
Later never comes.

According to Gallup,
1 in 5 professionals is experiencing burnout right now.

Not because they lack talent.
But because high-performing professionals tend to overgive.
Instead of reducing their load, they carry more.
And what begins as dedication slowly becomes depletion.

Burnout is a silent disease.

Maybe you’ve been there:
➟ You deliver
➟ You support
➟ You show up

And still, your body struggles.

Not because you lack discipline.
But because you stopped listening to yourself.

That’s why I created the 7-step RENEWAL Formula
to bring you back to the leader you are:

R — Reduce strain:
➟ Ask for clarity on deadlines.
➟ Cut one commitment that drains you.

E — Ease your nervous system:
➟ Practice 3–5 breathing twice a day.
➟ Take short pauses to reset your mind.

N — Nurture connections:
➟ Share pressure points early.
➟ Reach out to someone supportive weekly.

E — Establish daily limits:
➟ Protect recovery windows.
➟ Set a hard stop for the workday.

W — Withdraw from noise:
➟ Silence notifications before sleep.
➟ Reduce evening screen exposure.

A — Adjust your workload:
➟ Clarify what truly needs you.
➟ Redistribute tasks with your leader.

L — Live your core values:
➟ Write your top 5 values.
➟ Choose actions that honor them.

As Maya Angelou said:
“Nothing will work unless you do.”

Sustainable leadership begins the moment 
You choose your health as part of your success.

Honor your energy.
Honor your health.
Honor the life you’re building.

P.S. Which step of the RENEWAL Formula speaks to you today?

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Use my 7-step RENEWAL formula to bring you back by DL

Do you feel your team could achieve more?
The secret lies in investing in your people.

Last week, we celebrated the graduation of 
our HOLA Mentorship Program 2025.
What a journey it's been!

Leading this program has been a true honor.
Seeing 270 Mentors and Mentees 
grow has been truly inspiring.

A huge THANK YOU to our Mentors and Mentees
for believing in our team's growth. 
Your dedication and commitment make us stronger every day.

Special thanks to our allies in Mexico Adda Nelly Lopez Gallegos, Emmanuel Serrano Loza, Edgar Ricardo Araujo Alcántara and our HOLA Canadian team Ellis Mendez (MSc, MBA, PMP®, CSM®, CSPO®, ITIL®), Federico Yu, 
Andrea Alonso-Kuri and Pablo Cuevas. 
We couldn’t have done this without you.
Thank you for your collaboration and support.

Why invest in your team?

→ Growth
↳ Investing in your team fuels their personal 
and professional growth.
A growing team is an evolving team.

→ Retention
↳ People stay where they feel valued and developed.
Retention isn’t just about pay; it’s about purpose.

→ Innovation
↳ A well mentored team is an innovative team.
They bring fresh ideas and solutions to the table.

As John Quincy Adams said,
“If your actions inspire others to dream more, 
learn more, do more and become more, you are a leader.”

Your team’s growth reflects your leadership.

P.S. What’s your favorite strategy to help your team grow?

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If you only measured three things this week,
you’d transform your entire career.

Anyone can look busy.
But the real measure of a strategic leader?
What you choose to track.

Because productivity is often misunderstood.

It’s not:
 → Checking off tasks.
 → Going from meeting to meeting.
 → Replying to every email the moment it appears.

Productivity is how you direct your energy with intention.
 → It’s moving one strategic goal forward.
 → It’s solving the problem that actually matters.
 → It’s strengthening the relationships that elevate your influence.

For years, many professionals believed:
 ↳ “If I finish everything on my list, I’m performing.”
 ↳ “If I stay busy, I’m adding value.”
 ↳ “If I join every meeting, I’m leading.”

Those beliefs once helped you survive.
Now, they limit your impact.

Here’s the truth:
You don’t rise by doing more.
You rise by measuring what matters.

Here are the 3 metrics that can elevate your leadership:

1- Value (Impact Today):
What problem did you truly solve?
Real value comes from outcomes, not effort.

2- Progress (% Implementation):
How much did you move your quarterly goal?
One needle moved is worth more than tasks completed.

3- Relationship (Influence & Alignment):
Who did you align, support, or strengthen this week?
Leadership grows through trust, not titles.

As Peter Drucker said,
“What gets measured gets managed.”

 ↳ Lead with clarity.
 ↳ Measure with intention.
 ↳ And let your metrics tell the story your calendar never will.

P.S. Which of these 3 indicators is your favorite?

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Big goals don’t fail from lack of talent.
They fail from a lack of focus.

You don’t need more time.
You need fewer distractions.

The hard part isn’t setting the goal.
It’s protecting it.

Every ping, every scroll, every “just 5 minutes” 
chips away at the future you said you wanted.

Distractions aren’t harmless.
They’re expensive.
And they often wear the mask of productivity.

Answering one more email.
Rewriting the plan instead of executing it.
Saying “yes” to things that don’t move you forward.

Here’s the truth:
If everything matters, nothing does.

When you protect your goal:
➟ You move with intention
➟ You reclaim your energy
➟ You make progress faster

As James Clear said:
“You don’t rise to the level of your goals. 
You fall to the level of your systems.”

So, build systems that honour your focus.
And stop negotiating with your distractions.

P.S. What’s one small habit that helps you stay focused each day?

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Visual: VisualsbyMelodi🙏

You can ask for a raise all year…
and still walk out with nothing.

Because compensation isn’t about effort.
It’s about value, demonstrated with clarity.

For years, you believed:
↳ “If I show how hard I work, they’ll see it.”
↳ “If I’ve been here long enough, I deserve more.”
↳ “If others earn more, I should match them.”

Those beliefs once helped you survive.
Now, they’re hurting your strategy.

Many high performers fail in negotiations because:
❌ They negotiate from efforts, not impact.
❌ They compare themselves to others and create friction.
❌ They speak from emotion instead of measurable results.

But here’s the truth:
You don’t need more justification.
You need more evidence.

Here are 5 ways to negotiate your salary like a Strategic Leader:

1 — Know your impact before you ask:
↳ Confidence comes from data.
➟ List your top wins and estimate your results.

2 — Speak in outcomes:
↳ Effort is invisible. Results are undeniable.
➟ Turn your work into numbers, savings, or improvements.

3 — Build a simple business case:
↳ A raise is an investment, not a favor.
➟ Show how your contributions strengthen the future of the team.

4 — Think in total compensation:
↳ Growth has many forms.
➟ Explore bonuses, stock, certifications, or development programs.

5 — Choose your moment wisely:
↳ Timing gives you leverage.
➟ Ask after a win, a success, or a visible achievement.

As Peter Drucker said,
“What gets measured gets managed,
and what gets measured gets rewarded.”

You don’t earn a raise with hours.
You earn it with impact.
Visible. Measurable. Irrefutable.
And it all begins with one step: own your value.

P.S. Which of these steps will you apply in your next negotiation?

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➕ Need support? Send me a DM
🔔 Follow Diana Lasso for more Strategic Leadership Insights

You can work hard all day…
and still feel like you didn’t move anything forward.

Because productivity isn’t about doing more.
It’s about directing your mind with intention.

For years, you believed:
↳ “If I keep multitasking, I’ll get ahead.”
↳ “Jumping between tasks means I’m fast.”
↳ “Being busy means I’m productive.”

Those beliefs once helped you survive.
Now, they’re draining your clarity.

Many high performers lose impact because:
❌ They overload their brain with constant switching.
❌ They stay in reaction mode all day.
❌ They confuse activity with progress.

But here’s the truth:
You don’t need more speed.
You need more focus.

Here are 5 ways to work smart when your mind feels overloaded:

1- Choose one task at a time:
↳ Your brain performs better with one target.
➟ Single task. Full presence.

2- Cut distraction triggers:
↳ Noise kills clarity.
➟ Fewer tabs. Fewer apps. Fewer pings.

3- Protect your deep work:
↳ Focus is a boundary.
➟ Block time. Close doors. Own your attention.

4- Reset your mind often:
↳ Your brain needs oxygen to think.
➟ Step away. Take breaks. Breathe.

5- Pick your “one win” for the day:
↳ Impact comes from direction, not volume.
➟ One priority. One outcome. Real progress.

As Cal Newport says,
“Focus is the new superpower.”

You can’t multiply your brain.
But you can multiply your impact when you protect your attention.

P.S. Which habit will you reset today?

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What my high school nuns taught me about managing energy 
(It transformed my leadership style and my team's effectiveness)

At high school, I was juggling basketball, volleyball, and homework, often feeling drained by the end of the day.

No matter how organized I was, 
The exhaustion never seemed to go away.

One afternoon, one of the nuns looked at me and said:
“You don’t need to manage your time.
You need to manage your energy.”
That sentence stuck with me for life.

Here’s what I learned over the years:

1- Set a clear goal: 
Such as ending your day feeling energized.

2- Identify your why: 
Like being present for your family and pursuing your passions.

3- Implement a plan: 
Simple changes like regular breaks and 
focusing on energizing tasks can make a big impact.

Managing energy keeps you going when the tasks seem endless. It allows you to show up as your best self.

As Oprah said:
“You can’t be a source for others if you’re running on empty.”

So, if you feel drained, pause and reassess.

Ask yourself not just what you need to do, 
but how you want to feel while doing it.

Your energy is your most valuable resource.

P.S. What’s your goal for energy management?

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Bridge2Wellbeing

As an executive coach, with over 10 years of professional coaching experience and close to 30 years of corporate experience, I am a bridge for individuals on their journey to achieving peak performance without sacrificing their wellbeing.

My corporate experience expands across various roles, industries and with geographic cultures. I have lead teams of 100+, managed portfolios over 100 million and had the responsibility for employee engagement programs for organizations with thousands of people. 

Masters in Positive Psychology and Coaching, Professional Coach Certification from the International Coaching Federation with over 600 hours in one on one coaching for individuals from manager to VP levels. As a coach I have been called the "Queen of Feedback" providing radical candor while at the same time elevating a person's confidence to surpass their own expectations. 

Deep experience in group facilitation and leadership development, leveraging real world consulting experience, human centric design thinking skills and training as a positive psychology and coaching psychology practitioner.

My diverse background of experience enables a unique appreciation for my clients perspectives and challenges; allowing us to co-create a courageous future you and your company that is founded in both science and experience.

Founder, Leadership Coach and Workplace Wellbeing Consultant

The Coaching Studio 

As a Leadership Consultant, providing experiences to unlock organization’s drive, innovative thinking and agility by adding a coaching mindset to your leadership culture.

Leadership Consultant

Brothers Who Care

I have been honoured to provide leadership coaching and collaboration with the brilliant leaders from Brothers Who Care as they bring thought leadership to the black community around vital topics such as mental health and financial health.

LEG-UP Coach & Facilitator

Executive coach for leaders desiring to be their best and create environments where teams can flourish. Senior Consultant and Program Executive with over twenty years experience across multiple industries.

Program Executive / Senior Consultant / Executive Coach

Provided Mental Health subject matter expertise in collaboration with the IBM Canada Corporate Health & Safety and HR teams since 2018. Led the establishment of the first-ever mental health employee group for IBM Canada in 2021.

Mental Health Practitioner

Oversight for Employee Engagement program for IBM Global Business Services (GBS) Canada. Responsible to design and lead initiatives to increase employee engagement and create high performing team.

Employee Engagement Program Manager for Global Business Services Canada

Responsible for Panorama Program team that spans across three countries with over 100 team members. We provide Sustainment, Product Development and Implementation Services for the IBM Global Asset for Public Health Disease Surveillance & Outbreak Management System. Deep understanding of operational processes, procedures and tools essential for Application Management. I take great pride in putting the client first and truly listening to what they have to say without trying to force my agenda. Creating an environment of strategic and innovative thinking... asking the thought provoking questions such as “What is the legacy you want to leave?”, “What is stopping you?” and “What is it costing you to not do it?”.

Program Executive

As the Practice Leader all project managers and executives reported directly to me. My responsibility was to support and lead them to balance the demands from both our clients and internal business metrics while taking care of our larger practice team of over 100 employees who provided AMS for Oracle products PeopleSoft, JDEdwards, eBusiness, Hyperion, etc.

Oracle Application Managed Services Canadian Practice Lead

Various roles including program executive, project manager, transition manager, technical consultant, functional consultant, team leader and developer.

Oracle Consultant

Helping Leaders Recover from Toxic Cultures | Leadership Coach | MSc Positive Psychology | xIBM | xPwC | 💚 to Travel

Too many brilliant leaders are stuck in survival mode.
Managing teams. Navigating politics. Fighting fires.
And silently wondering… “Is this what leadership is supposed to feel like?”

I coach executive-level leaders who are ready to build collaborative, high-performing teams — without sacrificing their values, energy, or mental clarity.

With almost 15 years of corporate coaching and leadership development - 30 years in Tech, 20+ years as a Senior Leader/Executive, 5000+ hrs leadership education, including an MSc in Applied Positive Psychology and Coaching

My clients are Directors, VPs, Chiefs of Staff, and mission-driven execs who want to lead with systems thinking, not guesswork. They’re passionate about creating workplaces where people can actually thrive, not just hit KPIs.

Over the last 15 years, I’ve helped leaders:
• Rebuild trust across siloed or dysfunctional teams
• Design operating rhythms that reduce reactivity and increase clarity
• Create feedback-rich cultures without fear or power plays
• Align leadership habits with the culture they say they want
• Step into their next role with confidence and executive presence

My signature program, The Executive Systems Lab, is a 6-month private coaching experience designed to help you lead smarter, scale your impact, and reclaim your bandwidth.

You don’t need another productivity hack.
You need a thinking partner who can help you see the whole system of your team — and optimize it.

📌 Want to build a team that thrives?
Let’s talk. Book a call using the link in my Featured section.

Julie Foxcroft MSc

You’re not outdated—just underutilized.
The future still needs your wisdom.

The fear is quiet. But relentless.
"What if I’ve peaked?”
“What if I’m being left behind?”

Not for lack of ambition.
Not because you stopped caring.
But because everything around you is evolving—and you're not sure if you're still evolving with it.

You used to know how to win.
Now you’re not even sure how to stay relevant.

Let’s name the pressure.
🧠 AI is changing everything.
🚀 Startups are moving faster than entire departments.
💻 Skills that once made you elite are now… baseline.

And if you're mid-career, you’re likely feeling the squeeze:
You’re far enough away from the day-to-day to feel disconnected.
But not far enough removed to feel secure in your seat.

That sinking feeling?
That’s stagnation whispering: “They don’t need you anymore.”

But here’s the truth:
What keeps you relevant as a leader is not your technical skill.
It’s your coaching skill.

The people doing the work? They need guides.
They need mirrors.
They need someone who can see their potential—before they do.

Not more expertise.
More expansion.

The leaders who stay in demand do one thing exceptionally well:
🧭 They coach.

They make others better.
They create space for growth.
They know how to turn chaos into clarity—by asking, not telling.

The leaders who will thrive in this next era?
They aren’t the ones who know the most.
They’re the ones who know how to make others feel most seen.

Want to build that skill? Start here.
📚 5 books every mid-career leader should read to level up their coaching:

Positive Leadership – Learn how to shift from managing tasks to inspiring excellence.

The Trillion Dollar Coach – Step into the mindset of Silicon Valley’s most trusted advisor.

Coaching for Performance – Master the frameworks used by elite coaches worldwide.

The Five Dysfunctions of a Team – Decode the interpersonal patterns killing your team's performance.

Quiet Leadership – Learn how to influence with presence, not pressure.

Read one. Practice daily. Relearn how to lead.

The world doesn’t need more know-it-alls.
It needs wise guides who coach others to rise.

The leaders who matter most in the future...
Are the ones who know how to grow others now.

PS: Which of these coaching books is on your shelf—or should be?

5 Books on Coaching for Leaders

You assumed he was disengaged.
You didn’t realize he was surviving.

I see this situation time and time again with my clients.

A new leader steps in.
The team they inherit is already labeled.

→ “Julie doesn’t have the skills.”
→ “Mike’s never engaged.”
→ “Zola is smart, but she’s difficult.”

These aren’t objective truths.
They’re reputations shaped by environmental neglect.

But most leaders forget this:
You can’t evaluate people in a vacuum.

The environment they came from matters just as much as their performance.

As a leader, you want to act quickly.
You’re under pressure to deliver.
You want to trust what others say.

But you forget a crucial truth.
You’ve inherited a system you didn’t build.
You’re hearing about symptoms, not root causes.

Maybe the last leader was:
👻 A ghost — never present for mentoring
💣 A bomb — exploding over every issue
📣 A cheerleader — praising mediocrity to avoid tough conversations

What you’re seeing today might be the result of:
No standards
No feedback
No safety


Before making big decisions, pause and get curious.

🧭 1. Validate the patterns — but challenge the narratives.
Yes, Mike is disengaged.
But why? When did it start? With whom did he thrive before?

🧪 2. Design short-term experiments.
Change the conditions.
Give them clear outcomes.
Say: “Here’s how we’re measuring growth — together.”

🧠 3. Set boundaries with clarity.
This isn’t a blank slate.
Be clear about what happens if things don’t change.

🎉 4. Celebrate progress loudly.
Reinvention is possible when people feel seen, safe, and supported.

𝐘𝐨𝐮’𝐫𝐞 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐥𝐞𝐚𝐝𝐢𝐧𝐠 𝐩𝐞𝐨𝐩𝐥𝐞.
𝐘𝐨𝐮’𝐫𝐞 𝐥𝐞𝐚𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐞𝐜𝐨𝐬𝐲𝐬𝐭𝐞𝐦 𝐭𝐡𝐞𝐲 𝐰𝐨𝐫𝐤 𝐢𝐧.

Change the culture — and the people just might surprise you.

PS: Who gave up on you before asking what you needed?

No alternative text description for this image

You're not bad at it.
You're just uncomfortable using it.

We've been taught to fix our weaknesses.
But the real fix?
Is to feel safe experimenting with them.

Your go-to strengths?
Like your favorite hoodie: comforting, reliable, effortless.
You wear them often, and they fit like second skin.

Your bottom-ranked strengths?
They're not flaws.
They're like formal shoes—unworn, a bit stiff, maybe even itchy.
But here's the thing:
You might still look really good in them.
You just don't feel confident wearing them yet.

So here's the shift:

Improvement isn't always about skill-building.
It's about expanding the number of safe situations where you feel confident using that strength.

Take cooking.

You might be great at it when you're alone in your kitchen.
The growth isn't in the recipe.
It's in the room.

Cook for one friend.
Then three.
Then host a dinner party.

As comfort increases, confidence rises.
Then you can layer in learning:
A YouTube video.
A new knife.
A spicy new recipe.

But without real-world experimentation, all that learning?
It never sticks.

𝗛𝗲𝗿𝗲'𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 '𝘁𝗶𝗴𝗵𝘁-𝗳𝗶𝘁𝘁𝗶𝗻𝗴 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀':

𝟭. 𝗦𝘁𝗮𝗿𝘁 𝘀𝗺𝗮𝗹𝗹. Use the strength in low-stakes environments.
𝟮. 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 𝗼𝗳𝘁𝗲𝗻. What made it uncomfortable? What surprised you?
𝟯. 𝗚𝗲𝘁 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸. Ask someone you trust how they experienced you.
𝟰. 𝗦𝘁𝗮𝗰𝗸 𝘀𝘂𝗽𝗽𝗼𝗿𝘁. Add learning (books, courses, mentors) once you have a baseline of use.
𝟱. 𝗥𝗮𝗶𝘀𝗲 𝘁𝗵𝗲 𝘀𝘁𝗮𝗸𝗲𝘀 𝘀𝗹𝗼𝘄𝗹𝘆. Don't jump to mastery. Expand the context gradually.

This is how confidence is built—
Not in theory, but in motion.

𝗬𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝗯𝗿𝗼𝗸𝗲𝗻. 𝗬𝗼𝘂'𝗿𝗲 𝗷𝘂𝘀𝘁 𝘂𝗻𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝗱.
𝗚𝗿𝗼𝘄 𝗯𝘆 𝘂𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵—𝗻𝗼𝘁 𝗵𝗶𝗱𝗶𝗻𝗴 𝗶𝘁.

PS: What's one itchy strength you've been avoiding? Try it this week in one low-stakes moment and see what happens.

You can’t lead well if you're 𝐁𝐞𝐥𝐨𝐰 𝐓𝐡𝐞 𝐋𝐢𝐧𝐞.

But 𝐀𝐛𝐨𝐯𝐞 𝐓𝐡𝐞 𝐋𝐢𝐧𝐞 leadership isn’t soft — it’s skilled.

There’s a moment — right before a hard conversation —

Where a leader has to choose:
React from ego, fear, and pressure
Or
Respond from intention, values, and clarity.

I call it The Line.
And what happens next determines everything.

In my 25 years of coaching leaders —
This is the one concept they never forget.

Even years later, they’ll say:
“I still ask myself before every meeting...
Am I Above The Line or Below The Line?”

Because it works.

Not just in theory — in real, high-stakes leadership moments.

🔻 Below The Line (Drama Triangle):
You blame or rescue
You avoid ownership
You collapse or overreact
You operate from fear, reactivity, and scarcity

🔺 Above The Line:
You pause and observe
You lead from values
You take responsibility
You respond with curiosity and courage

But it’s not easy to stay ATL.

Toxic culture makes BTL your default.
Your nervous system gets hijacked.
You’re constantly in fight, flight, or freeze.
You react — not because you’re weak,
But because your environment is unsafe.

You need a leadership practice.
Start with 10 seconds.
Ask yourself:
🧠 “What do I need to do to get Above The Line?”

Leaders I coach use this:
✅ Before tough performance conversations
✅ Before delivering bad news to clients or execs
✅ Before entering a high-stakes team meeting

Eventually, it becomes common language:
“I’m Below The Line — can you help me reset?”

Teams start coaching each other.
This isn’t just mindset — it’s culture-shaping.

Here’s how to practice Above The Line leadership:

1️⃣Notice your default triggers
What situations make you defensive, avoidant, or aggressive?

2️⃣ Pause and breathe
This interrupts the emotional reflex.

3️⃣ Label the moment
“I’m Below The Line right now.”

4️⃣ Get curious
Ask: “What do I really want here?”
Not just what feels urgent.

5️⃣ Re-enter with intention
Values over ego. Purpose over protection.

Above The Line isn’t about being nice.
It’s about being grounded, honest, and brave.

You don’t have to master it.
You just have to notice it.

Above The Line leadership doesn’t just change your work.

It transforms who you are under pressure.

PS: What’s one moment this week you could’ve used ATL?

Staying Above The Line and out of the Drama Triangle

Everyone rushed the field.
Two men quietly walked back.

This weekend I watched one of the most incredible playoff wins I’ve seen in years.

My home team, the Vancouver Whitecaps, defeated LAFC after two exhausting 15-minute overtimes and a nerve-wracking penalty shootout.

But the real leadership?

It didn’t show up in the stats.
It showed up in the shadows.

Here’s what happened:

In the moments before the shootout, the bench players linked arms—shoulder to shoulder—on the sideline.

All but one.

Halbouni, who had been injured earlier in the match, was missing.

Instead of getting lost in the hype, Brian White noticed the absence.
He left the huddle.
He grabbed a box for Halbouni to sit on.
Then brought him to the front line—so he could belong again.

Then came the win.

Chaos.
Celebration.
The entire team rushed onto the field.

Except one.

Thomas Müller took five steps to join them…
Then paused.
He turned around.
Walked slowly back to Halbouni.
And embraced him.

This is what real leadership looks like.

Not just in high-stakes plays.
But in quiet, unseen acts of care.

In that moment, two leaders didn’t chase glory.
They chased belonging.

They made sure no one was left behind—especially someone who couldn’t run forward on their own.

They reminded us:
Great leaders don’t just show up when it’s easy.
They show up when it’s human.
When people are hurting.
When the rest of the world forgets to look back.

If you want to lead—don’t just look ahead.
Look around. And look back.

𝐓𝐫𝐮𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐝𝐨𝐧'𝐭 𝐣𝐮𝐬𝐭 𝐥𝐞𝐚𝐝 𝐟𝐫𝐨𝐦 𝐭𝐡𝐞 𝐟𝐫𝐨𝐧𝐭.

𝐓𝐡𝐞𝐲 𝐫𝐞𝐚𝐜𝐡 𝐛𝐞𝐡𝐢𝐧𝐝 𝐭𝐨 𝐜𝐚𝐫𝐫𝐲 𝐨𝐭𝐡𝐞𝐫𝐬 𝐟𝐨𝐫𝐰𝐚𝐫𝐝.

PS: Who’s someone who made you feel like you belonged?

4 out of 5 workplace conflicts are avoidable.
You’re arguing over stories — not reality.

Most people think conflict comes from disagreement.

But Gervase Bushe’s research across 15 years tells a different story:

80% of workplace conflict isn’t about what happened.

It’s about the stories we make up to explain what happened.

You read that right.

You’re not arguing over facts.
You’re arguing over your experience — the assumptions, interpretations, and emotions that 
live beneath the surface.

And the truth is, everyone is having a different experience.
Even in the same room.
Even in the same conversation.

Let me show you what this looks like:

A colleague makes a request.
You decline.
They go quiet. Later, they mutter a sarcastic comment.
You assume they’re annoyed about your “no.”
You reject their next request. More tension.
Eventually, you snap — and now they’re shocked.

The conflict?
It didn’t start with malice.
It started with the story each told themselves.

And that’s why we need a better tool — not just better intentions.

🎯 Enter the Experience Cube.

A 4-part framework to decode what you’re actually reacting to — and how to talk about it.

At any moment, your experience is made up of:
🧩 Observation — What you saw or heard
🧩 Thought — What you told yourself about it
🧩 Feeling — What you felt in your body or emotions
🧩 Want — What you needed or hoped for

Most people don’t pause to notice all four.
They just react from the thought or emotion — and miss what’s underneath.

In healthy teams, this is how conflict transforms into clarity:
1. Check your own Story Using the Cube.
Before reacting, ask: What did I observe, think, feel, and want?

2. Share your Story Using the Cube.
Use language like:
“Here’s what I noticed… What I made up was… I felt… I wanted…”

3. Listen to theirs. Fully.
Don’t interrupt. Don’t correct.
Reflect back the summary of their Story, still using the Cube, before sharing yours.

This doesn’t just defuse tension.
It builds trust.
It re-patterns how your team communicates.

And it brings everyone back to shared understanding — the foundation of collaboration.

You’re not fragile for being reactive.
You’re human.

But you can build a habit of catching the story before it becomes a fight.

Start using the Experience Cube.
Your future self will thank you.

PS: What’s one story you made up recently that turned out to be wrong?

Only 9% of employees believe their leaders encourage curiosity and imagination.

73% of executives say these traits are critical for success.

That gap isn't a communication problem. It's a behavior problem.

Most organizations say they want innovation. Then they punish the people who try it.

You get hired for your ideas. Then trained to follow the process.

You get praised for thinking differently. Then sidelined when your approach doesn't match the template.

You get told to take risks. Then watched like a hawk when you do.

The issue isn't that leaders don't value curiosity. It's that they value predictability more.

And predictability always wins when the two conflict.

This shows up in small ways that compound:

The meeting where someone's unconventional idea gets dismissed without discussion.

The promotion that goes to the person who executed flawlessly, not the one who experimented boldly.

The budget that funds proven methods over promising experiments.

The performance review that penalizes the miss more than it celebrates the attempt.

You can't build a culture of curiosity by talking about it. You build it by changing what you reward.

If you lead a team, try this:

When someone brings you an idea that makes you uncomfortable, sit with that discomfort before responding.

Celebrate the questions your team asks, not just the answers they deliver.

Share your own failed experiments openly. Make it normal to try things that don't work.

Give people permission to challenge the way things have always been done.

Hire people who see patterns you miss, not people who think like you do.

The organizations that survive complexity aren't the ones with the best processes. They're the ones where people feel safe enough to question those processes.

What would actually change in your workplace if curiosity stopped being a value on the wall and started being a behavior you reward?

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