We help stagnant professionals fast track their careers for more impact, influence and income. DM me for a complementary strategy call.

I fast-track the careers of professionals who want to make more impact, influence, & income with a focus on authentic leadership with integrity.

✏️𝐓𝐫𝐲 𝐦𝐲 𝐟𝐫𝐞𝐞 𝐧𝐞𝐰𝐬𝐥𝐞𝐭𝐭𝐞𝐫- The Career Coffee Ledger. Kick off your week with essential tips, clever hacks, and lessons from my own missteps to fuel your journey to career success- minus delay. (It gets better with a hot chocolate or coffee ☕ https://tinyurl.com/careerfast

🔎 𝐒𝐞𝐞 𝐡𝐨𝐰 𝐈 𝐜𝐚𝐧 𝐡𝐞𝐥𝐩 𝐲𝐨𝐮 & 𝐚𝐩𝐩𝐥𝐲 𝐭𝐨 𝐰𝐨𝐫𝐤 𝐰𝐢𝐭𝐡 𝐦𝐞 𝐡𝐞𝐫𝐞: https://tinyurl.com/5n7hvy88

A certified RAPID Results coach with over 20 years of corporate experience who 𝐡𝐢𝐫𝐞𝐝, 𝐛𝐮𝐢𝐥𝐭 & 𝐦𝐚𝐧𝐚𝐠𝐞𝐝 𝐡𝐢𝐠𝐡 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐭𝐞𝐚𝐦𝐬 𝐚𝐜𝐫𝐨𝐬𝐬 15 𝐜𝐨𝐮𝐧𝐭𝐫𝐢𝐞𝐬, I graduated with a Doctorate in Science before entering the corporate world. 

𝐈 𝐧𝐨𝐭 𝐨𝐧𝐥𝐲 𝐬𝐞𝐜𝐮𝐫𝐞𝐝 𝐦𝐲 𝐟𝐢𝐫𝐬𝐭 𝐫𝐨𝐥𝐞 𝐛𝐮𝐭 𝐬𝐜𝐨𝐫𝐞𝐝 𝐚 𝐩𝐫𝐨𝐦𝐨𝐭𝐢𝐨𝐧 𝐛𝐞𝐟𝐨𝐫𝐞 𝐦𝐲 𝐟𝐢𝐫𝐬𝐭 𝐝𝐚𝐲 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞! Using the same techniques, my career moved fast, managing international teams within 2 years, and eventually served on the Board of Directors in an international organisation. During this time, I discovered my passion in helping people achieve their career goals through mentoring and championing their aspirations. 

Today, I consult for the corporate world and founded Align and Accelerate, a coaching business that helps many to achieve their goals at their own pace through a successful ‘rinse and repeat formula’ that helps secure and retain the role you have been coveting.

💬 𝐃𝐌 𝐦𝐞 𝐢𝐟 𝐲𝐨𝐮 𝐚𝐫𝐞 𝐬𝐭𝐢𝐥𝐥 𝐮𝐧𝐬𝐮𝐫𝐞 𝐚𝐛𝐨𝐮𝐭 𝐡𝐨𝐰 𝐭𝐨 𝐠𝐞𝐭 𝐲𝐨𝐮𝐫 𝐜𝐚𝐫𝐞𝐞𝐫 𝐮𝐧𝐬𝐭𝐮𝐜𝐤- 𝐧𝐨 𝐡𝐚𝐫𝐝 𝐬𝐞𝐥𝐥.

Ei-Ling Tan, Ph.D.

I help executives and private equity companies deliver transformation, strengthen compliance, and achieve operational excellence—turning strategy into measurable results.

With 17+ years in energy, chemicals, nuclear, manufacturing, and sustainability, I embed inside organizations to lead transformation, structure governance, and drive adoption for business-critical initiatives.

Who I Help:

 ✦ Executives without the bandwidth to coordinate cross-functional teams during change or scaling.

 ✦ CEOs of growth-stage and founder-led businesses building scalable delivery systems.

 ✦ Private equity operating partners integrating acquisitions or optimizing portfolio company performance.

 ✦ Leaders managing compliance risk, regulatory change, restructuring, or ESG commitments.

How I Deliver Results:

↳ Chief of Staff & Strategic Advisory: 
Drive mission-critical initiatives, enhance governance, and accelerate execution.

↳ Organizational Agility & Change Enablement: 
Lead enterprise change, embed change management practices, and build alignment across teams for sustained adoption.

↳ Operational Excellence & PMO Leadership: 
Build operating models and infrastructure, design transformation offices, and streamline prioritization workflows.

↳ Technology, BI & AI Implementation: 
Deploy business intelligence, automation, and AI tools (Power BI, CoPilot, ChatGPT) to improve accuracy and decision-making.

↳ Compliance Capability & Culture Support: 
Translate regulatory, NGO, or stakeholder commitments into clear strategies, structured governance, and executable action plans that close gaps, build trust, and sustain accountability.

↳ Integration & Value Creation: 
Support post-merger integration, restructuring, and scaling initiatives to reduce risk, improve EBITDA, and create measurable business impact.

📬 Let’s Connect!

Visit www.morgan-davis.com for more information or DM me to discuss how I can help you.

🎤 Speaking & Sponsorship Inquiries: FlightofThePhx@morgan-davis.com

🌟 Flight of the Phoenix Community: A peer community for fractional leaders and transformation professionals.

 🔗 Join here: https://nas.io/flightofthephoenix

Morgan Davis

Change is emotional before it’s operational.

The Kübler-Ross Change Curve reminds us that people don’t just adopt change; they feel it.

Here’s what to look for—and what leaders need to do for each stage:

Stage 1: Shock
↳ Behaviors to look for: silence, confusion, withdrawal.
↳ What leaders should do: Create Alignment

➡ Explain the “why” clearly and repeatedly.
➡ Anchor change in the bigger purpose.

Stage 2: Denial
↳ Behaviors to look for: minimizing the impact, ignoring the change.
↳ What leaders should do: Create Alignment (double down—it’s the hardest step)

➡ Reinforce the vision consistently.
➡ Connect change to team and individual goals.

Stage 3: Frustration
↳ Behaviors to look for: anger, pushback, blaming others.
↳ What leaders should do: Maximize Communication

➡ Listen without judgment and acknowledge concerns.
➡ Communicate what you know—and what’s still uncertain.

Stage 4: Depression
↳ Behaviors to look for: low energy, disengagement, loss of confidence.
↳ What leaders should do: Spark Motivation

➡ Highlight small wins to build momentum.
➡ Involve the team in shaping how change happens.

Stage 5: Experiment
↳ Behaviors to look for: testing new ideas, cautious optimism.
↳ What leaders should do: Develop Capability

➡ Provide training, coaching, and tools.
➡ Encourage experimentation and learning.

Stage 6: Decision
↳ Behaviors to look for: commitment to the new way, rebuilding trust.
↳ What leaders should do: Share Knowledge

➡ Celebrate milestones and progress.
➡ Encourage peer-to-peer learning so change sticks.

Stage 7: Integration
↳ Behaviors to look for: new habits forming, change becoming “the norm.”
↳ What leaders should do: Integrate changes into systems

➡ Embed changes into culture, processes, and performance metrics.
➡ Recognize and reward consistent adoption.

Change leaders aren’t just architects of strategy—they’re guides through the human journey of transformation.

Which of these stages do you see teams struggle with most?

👇 Drop your thoughts in the comments.

♻️ Reshare to remind your network that change is a people journey.

➕ Follow Morgan Davis, PMP, PROSCI, MBA for actionable insights on leading organizational change.

Morgan Davis, PMP, PROSCI, MBA

There’s a moment most people don’t talk about.

It’s when you’re doing the hard work…

Showing up.
Practicing.
Learning.
Trying again.

Consistency rarely feels exciting.
But it compounds over time.

Sometimes all you have is your own commitment.

No validation.
No reassurance.
Just the choice to keep going.

Today is Friday.

Take a moment to clap for someone who’s been working hard this week — whatever that looks like.

Help them head into the weekend feeling seen and appreciated.

Sometimes being seen matters more than being celebrated.

Who are you clapping for today?

♻️ Reshare to inspire others to end the week on a positive note.

➕ Follow Morgan Davis, PMP, PROSCI, MBA for more leadership insights.

“It’s always been done this way.”

A phrase that often signals resistance to change—often rooted in comfort or established routines.

I can’t tell you how many times I’ve heard this while addressing long-standing compliance issues or trying to move organizations toward new ways of doing business. 

And when I hear it, the hairs stand up on the back of my neck.

It was famously called “the most dangerous phrase in the language” by Grace Hopper, a U.S. Navy rear admiral.

Why?

Because it can hinder innovation, mask inefficiencies, and lead to stagnation—or serious risk—especially in safety-critical environments.

What sounds practical on the surface often creates the biggest blind spots.

👉 Why people say it:

↳ Stability & Familiarity: 
Offers comfort and a predictable environment. People naturally resist change.

↳ Perceived Efficiency: 
Established methods are often believed to be refined and effective—even as assumptions, risks, and environments change. People are biased toward what has worked before.

👉 Why it’s dangerous:

↳ Kills Innovation: 
Prevents new ideas and improvement.

↳ Hides Risks: 
Normalizes potentially unsafe practices, leading to incidents.

↳ Stifles Growth: 
Causes organizations to fall behind competitors who adapt.

↳ Creates Blind Spots: 
Dismisses new perspectives and early warnings.

👉 How to respond to it:

↳ Acknowledge: 
Validate the comfort of what’s familiar.

↳ Ask Curious Questions: 
Is it still working? Has anything changed? Do we like the results we’re getting? What could make it better?

↳ Introduce Change Intentionally: 
Suggest small experiments or pilots to trial changes and demonstrate benefits.

While routine can be efficient, this phrase often signals an unwillingness to question the status quo—something that can be detrimental to progress, safety, and long-term success.

So if you hear this phrase, treat it as a signal.

When you hear this phrase, what’s the first question you ask?

Drop your thoughts in the comments. 👇 

♻️ Reshare to equip leaders to surface resistance before it becomes risk.

➕ Follow Morgan Davis, PMP, PROSCI, MBA for practical insights on leading organizational change.

Not every squirrel deserves a chase. 🐿️

Leadership isn’t about eliminating squirrels.
It’s about managing them.

A squirrel is a shiny, urgent-looking distraction that pulls attention away from priorities.

The result?
Unfinished work, wasted resources, and lost momentum.

Before you know it, you’re chasing squirrels — and the infestation has taken over.

Here’s how to get focus back:

✅ Anchor the team to goals and the roadmap

↳ Clear objectives and a shared roadmap reduce distraction and align effort.

✅ Make priorities visible and set a WIP (Work in Progress) limit

↳ WIP limits ensure work is finished before new work starts — reducing half-done efforts and context switching.

✅ Design the environment for focus

↳ Set norms for collaboration versus deep-focus time. 
↳ Reduce noise through fewer notifications and intentional communication windows.

✅ Normalize “not right now”

↳ Visible boundary-setting from leaders makes disciplined prioritization safe across the team.

✅ Create an idea backlog

↳ Capture new ideas for later review instead of letting them hijack today’s priorities.

✅ Establish a clear operating rhythm

↳ Define where new work enters the system and how priorities are reviewed. 
↳ Route new requests into that forum to prevent ad-hoc disruption.

The goal isn’t to eliminate squirrels.
It’s to stop letting them dictate the work.

Which squirrel is stealing your attention this week?

Drop your thoughts in the comments. 👇 

♻️  Reshare to help teams find their focus.

➕ Follow Morgan Davis, PMP, PROSCI, MBA for more actionable leadership insights.

Having trouble making change stick in your organization?

According to John Kotter, 60–90% of change efforts fail—not because of bad ideas, but because execution misses one (or more) of these 8 critical steps.

Here’s a breakdown of Kotter’s 8-Step Change Model that every leader should have pinned to their wall 👇

1️⃣ Create a Sense of Urgency
↳ Make the case for change by tying it to real risks, timely opportunities, and a mission that motivates immediate action.

2️⃣ Build a Guiding Coalition
↳ Change isn’t a solo mission. Build a team of trusted, credible leaders who will champion and drive the effort forward.

3️⃣ Form a Strategic Vision & Initiatives
↳ Clarify the future state. Connect the vision to clear, actionable steps your people can rally behind.

4️⃣ Enlist a Volunteer Army
↳ Inspire broad participation by showing people how their contributions matter. Celebrate engagement at every level.

5️⃣ Remove Barriers
↳ Eliminate blockers—whether they’re outdated systems, siloed structures, or limiting mindsets.

6️⃣ Generate Short-Term Wins
↳ Early wins build momentum. Celebrate them publicly to reinforce belief in the mission.

7️⃣ Sustain Acceleration
↳ Keep up the pace. Use wins to expand change, train others, and go after deeper challenges.

8️⃣ Institute Change
↳ Make transformation stick. Embed new behaviors in your systems, culture, and leadership practices.

What’s the biggest blocker you’ve faced when leading change?

Drop it in the comments below. 👇 

♻️ Reshare to equip more leaders with the tools to lead lasting change.

💬 Need support embedding lasting change in your organization?

Let’s talk. Contact Morgan Davis, PMP, PROSCI, MBA for expert strategy and execution support.

Kotter's 8 Step Change Model

Due diligence isn’t just about proving compliance — it’s about understanding risk.

Many leaders responsible for due diligence genuinely don’t know what’s expected. I routinely get asked:

“What does good look like?”

This one-page checklist is a great starting point I use to calibrate leaders on where to look first.

👉 Here’s how I use it:

↳ Pull a real issue or event and follow how it was corrected.

↳ Pull a compliance-related preventive maintenance task and trace the full line of inquiry — from vendor recommendations to the work performed.

↳ Write down what you find.

👉 Then ask:

↳ What risk does it pose?

↳ Do we need to look at more samples?

Then share the findings with the leadership team and the team doing the work — not to assign blame, but to engage the team in closing gaps in controls, guidance, and visibility.

The more items that surface on this checklist, the higher the likelihood of an event — because these are signals that barriers and controls have gaps.

When that happens, the people closest to the work — who carry the most risk — often don’t have the visibility, information, or guidance needed to deliver the standard.

🚩 Want a downloadable PDF copy?

Get it here: https://lnkd.in/d5vzBwaf

♻️ Reshare to help other leaders strengthen due diligence before issues become events.

➕ Follow Morgan Davis, PMP, PROSCI, MBA for practical insights on achieving operational excellence.

Not everyone gets a snow day.

With severe winter storms across the U.S., many communities are under emergency conditions today.

Thank you to the snowplow crews and utility workers working through the storm to keep communities safe.

Grateful for a cozy day with family, and especially grateful for those out there taking care of the rest of us.

♻️ Reshare to thank the crews keeping your community safe today.

Most leaders don’t fail because they don’t care.

They fail because they don’t check.

Due diligence isn’t just a checkbox. It’s a leadership discipline—and one that often gets overlooked until it’s too late.

In 2023, the EPA issued over $1.2 billion in penalties, many tied to failures in documentation, oversight, and follow-through.

And yes—some executives were held personally liable.

The truth?

“I didn’t know” is not a defense.

Regulators operate under a “should have known” mindset—meaning leaders are expected to ask questions, verify, and understand the information they’re certifying.

If you’re a certifying official, VP, or Plant Manager—this responsibility sits with you.

That’s why leaders need to be clear on what due diligence really requires in practice.

What you need to know:

✅ What is Due Diligence?
↳ A leader’s role in ensuring data integrity and compliance.

✅ Why It Matters
↳ Failure to perform due diligence is treated as a leadership failure—with personal consequences.

✅ Where It’s Required
↳ Environmental, safety, financial, and cybersecurity areas all require due diligence.

✅ Language in the Fine Print
↳ Certification language “adequate due diligence” means you are expected to verify—not assume.

✅ The Cost of Ignoring It
↳ Legal risk, reputational damage, and regulatory penalties—for both the organization and the individual, all the way up to the executive level.

✅ What Good Looks Like
↳ Evidence-based verification through workforce interviews, record reviews, and system checks.

✅ Culture of Diligence
↳ Effective leaders turn due diligence into a routine leadership rhythm—not a one-time task.

✅ Due Diligence Systems
↳ Dashboards, logs, and audits are tools—leaders must use them to surface issues, drive action, and close gaps.

You get what you check. Your oversight sets the bar.

What are some methods you use for due diligence in your organization?

Drop your thoughts in the comments. 👇 

Follow Morgan Davis, PMP, PROSCI, MBA for practical insights on achieving operational excellence.

♻️ Reshare to educate leaders on due diligence expectations.

Due Diligence: The Leadership Blindspot

The sweat.
The setbacks.
The people who told us no.
The moments that didn’t turn out the way we hoped—but quietly closed one door while opening another.

This is where habits matter more than motivation.

Motivation fades when you’re tired.
When you’re disappointed.
When you’re unsure.
When quitting feels easier.

Most people start with a clear north star—but the path to it rarely unfolds the way we expect.

Habits are what help you process new information, check assumptions, adjust course, and keep moving forward.

Success is hard.

It requires repetition—the willingness to put in the reps.

Behind every successful person are habits that carry them through hard things.

👉 Which habit has helped you do hard things consistently?

Follow Morgan Davis, PMP, PROSCI, MBA for practical insights on operational excellence and sustainable growth.

2025: A year of visibility and reinvention.

This time last year, I wrapped up my MBA at UNC and stepped into the unknown — launching my own practice.

That decision sparked a chain reaction:

📊 178 posts. +8.5K new followers. Ranked #13 in Project Management on LinkedIn.
🎤 Spoke on both international and regional stages — sharing insights on portfolio strategy, business building, and personal branding.
👩‍🔬 Told my story as a woman in STEM — and the realities of hitting a glass ceiling.
💡 Entered brand partnerships as a micro-influencer, blending strategy with creativity.
🔥 Launched a growing community for professionals ready to reinvent their careers through personal branding and fractional work.

And the most powerful part of becoming more visible this year?

I got to see how others perceive my impact.

This year, analytics platforms gave me a few titles:

 “Purpose-Driven Pioneer.”
 “Corporate Rebel.”

 Apparently, I’ve got a bit of a reputation.

They summarized my personal brand with statements like:

“You’re not just breaking glass ceilings… you’re building new ones.”
 “Disrupting old systems with bold solutions.”
 “Empowering women in leadership and change.”

That kind of reflection doesn’t just validate my journey — it fuels the next chapter in growing others.

I’ve shared my challenges with juggling motherhood and leadership in male-dominated spaces — and I’ve been overwhelmed by the messages from women who feel seen in that journey.

2025 was the year I found my voice.
2026 is the year I help others find theirs.

As industries evolve and traditional roles shift, this is more than a moment of change — it’s an opportunity to redefine how we work, lead, and grow.

To those who’ve supported me this year: thank you.

And if you're ready to grow with me in 2026…

Join the FREE Flight of the Phoenix Community → https://lnkd.in/gq9qQsZA

Wishing you a successful and prosperous 2026!

➕ Follow Morgan Davis, PMP, PROSCI, MBA Davis for actionable insights on career reinvention.

Most organizations are still planning for stability.

But we’re not in that world anymore.

We’re living through the most volatile decade on record — shaped by geopolitical tensions, climate changes, economic swings, and rapid technological disruption.

Certainty is no longer a given.

Organizations clinging to static plans are being tested — and many are failing.

Volatility is exposing a critical flaw —

Too many organizations are planning for stability when they should be strategizing for change.

Strategy vs. Planning: What’s the Difference?

Strategy:
✅ Defines direction, even when the path keeps shifting

✅Aligns teams around outcomes and goals — not step-by-step activities

✅Builds on synergy between means, money, market, and meaning

✅Encourages check-and-adjust operating models— built for dynamic environments

Planning:
❌ Assumes a defined start and end state

❌ Focuses too heavily on task-level detail, limiting adaptability

❌ Works in static environments with minimal change

❌ Struggles to hold up in volatile environments.

In a world of constant disruption, the best plan won’t win.

It’s the organizations that can rally their teams around strategy — and embed systems to share information, adapt quickly, and stay aligned.

Is your organization struggling to deliver results in today’s volatile environment? 

👉 Maybe it is time to shift your operating mindset and align your organization to a strategy.

Need support leading through disruption? Let’s connect — Morgan Davis, PMP, PROSCI, MBA.

♻️ Reshare to empower leaders to lead with strategy.

You have skills, knowledge, and experience — yet income feels capped and opportunities feel limited.

Ready to explore how to monetize your experience?

This free webinar is sponsored by Graphy Inc. and designed for professionals, creators, and entrepreneurs who want clarity on what actually turns expertise into sustainable income.

In this session, you’ll learn:

👉 Why talent and experience alone no longer guarantee growth

👉 The most common reasons people stay stuck financially

👉 How to identify what your audience will actually pay for

👉 Simple ways to package and monetize your expertise

👉 The mindset shifts required to move from potential to profit

👉 Practical paths to create income without burning out

👉 How to move from confusion to consistent action

📅 January 27, 2026
 11:00 AM (Central Time – US & Canada)

Join me for a panel discussion with:
 • Stephanie Loewenstern
 • Gabby Rosely
 • Bryan McDonald

👇 Registration details below.

♻️ Reshare with your network to help someone explore how to monetize their expertise.
 
➕ Follow Morgan Davis, PMP, PROSCI, MBA for actionable insights on building a fractional business.

Morgan Davis, PMP, PROSCI, MBA and 90 other attendees

Why do clients choose you?

Because they trust you.

Research shows it takes 7 meaningful touchpoints before a potential client trusts you.

That means your success doesn’t just depend on being good at what you do—it depends on how effectively you create opportunities for people to engage with your expertise and see your value.

This was a recurring theme in the monetization panel I participated in yesterday: trust is built before the sale ever happens—through repeated, intentional touchpoints.

Here are 7 powerful ways to build trust with potential clients:

✅ Referrals
Still the #1 most trusted source of new business. According to Nielsen’s Global Trust in Advertising research, referrals from people you know are the most trusted source of influence.

✅ Public Speaking
Share your expertise through keynotes, workshops, or webinars. It builds authority and signals you’re a trusted voice in your industry.

✅ Newsletters
Consistently deliver value through insights, tips, and thought leadership. A newsletter nurtures your audience over time.

✅ Social Media
Share written and video content that showcases your knowledge, process, and personality. Consistency builds credibility.

✅ Case Studies
Turn your wins into stories. Case studies show how you solve real problems—and help clients envision working with you.

✅ Strategic Networking
Get in the room. Attend events where your ideal clients, collaborators, or referral partners spend time.

✅ Endorsements & Testimonials
Don’t let happy clients stay quiet—ask for testimonials and LinkedIn endorsements. Ask right after a clear win or milestone.

Which one has worked best for you?

Drop your thoughts in the comments. 👇 

♻️ Reshare this to help your network build brands people trust.

Want to learn more?

🐦‍🔥 Join the Flight of the Phoenix Community for tools and frameworks on turning expertise into income. Link is below.

https://lnkd.in/gq9qQsZA

For a long time, stability meant one thing: a good job and a steady paycheck.

In a world of constant disruption, that definition doesn’t hold the way it used to.

More experienced professionals are realizing that real stability doesn’t come from a single role — it comes from having more than one way your experience creates value and income.

I get aspiring solopreneurs, freelancers, and fractional professionals coming to me with the same question: 

“I know I’m good at what I do… but how do I actually turn that into income?”

If you’re thinking, “I don’t even know where to begin,” I get it.
I was once you.

Here’s what I’ve learned from monetizing my own experience:

↳ Make your experience visible and start testing

– Pursue speaking opportunities with conferences and organizations.
– Share insights on LinkedIn and pay attention to what resonates.

👉 Visibility allows opportunities to find you.

↳ Check, adjust, and repeat

– Monetization comes from testing, adjusting, and learning what people are actually willing to pay for.

↳ Don’t put all your eggs in one basket

– Income diversity de-risks your future. If one stream slows or disappears, others can carry you.

Below are the most common ways I see experienced professionals monetize their expertise. 

You don’t need all of them — start with one and let demand guide what comes next.

This approach doesn’t require quitting your job. You can stay in a corporate role and still diversify your income over time.

Want to learn more?

I’m hosting a FREE panel discussion tomorrow on monetizing experience. Details are in the comments.

Join the Flight of the Phoenix Community for more tools and resources to help you on your journey. Link is in the comments.

♻️ Reshare to help your network learn how to monetize their experience.

taplio

The Battle

Ei-Ling Tan, Ph.D.

Morgan Davis

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The Battle

Ei-Ling Tan, Ph.D.

Morgan Davis

Followers

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Engagements

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

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