Luxury Branding for exclusive leaders that magnetically attracts high-end clients | Founder of Lisse Élégance™ | Follow for Luxury Branding & Quiet Leadership insights

Everyone wants a luxury brand, and I can show you 
how to build one that commands premium prices 
and magnetically attracts high-ticket clients. 

As a Luxury Brand Strategist & Visual Design Leader, 
I help CEO’s & C-Suite, Founders, and Entrepreneurs 
turn their business into an elegant, timeless brand 
that radiates trust, authority, and sophistication, 
building a luxurious lifestyle as a result. 

Results: 

➤ Featured in 2 prestigious global publications 
    alongside other high-end Luxury brands, 
    showcasing the power of luxury branding 
    as a business multiplier 

➤ Visual Design Leader for 500+ world-class accounts 
   (Charles Schwab, Fortune 500 companies, 
    Tech Startups) 

➤ Top 3% Creator Worldwide (Brand) 

Here’s how I can help you: 

- Craft a cohesive luxury brand system across all media 
- Position your business to command premium prices 
- Build a magnetic, heritage-driven brand world 
   that elevates trust and authority 

Beyond branding, I find balance in tennis, yoga, running, 
and long walks. Starting my day with a great cup of tea 
while listening to music, reading, and writing helps me 
sharpen clarity. These simple rituals remind me that 
true luxury is found in both stillness and legacy. 

If you’re ready to stop leaving money on the table, 
step into your next level of authority, and elevate 
your brand into a world of timeless elegance 
— welcome, you’re in the right place. 

Thank you for taking the time to visit! 🖤

Emily Rossetta

2026 POV: Claim your energy and win in business. 

This is one of the most crucial lessons 
I’ve learned in entrepreneurship along the way. 

Your mindset shapes your reality. 

And your energy is a direct result of your mindset. 

Protecting it is absolutely essential to succeed. 

Here are 8 ways I reset and tune out the noise. 
(And you can too) 

1/ Music 
2/ Travel 
3/ Reading 
4/ Sunlight 
5/ Running 
6/ Deep sleep 
7/ Walking in nature 
8/ Intentionally disconnecting 

What’s one way you claim your energy? 

I’d love to hear. 

Feel the same way? 
♻️ Repost and inspire others. 
➕ Follow Emily Rossetta for daily insights.

Luxury Brand Leader | Creating timeless brands that attract high-ticket clients | Founder of Lisse Élégance™ | Follow for Luxury Branding & Quiet Leadership insights

Most people chase more. Endlessly. 

They chase more without reflection. 
Without emotional intelligence. 
Without intentionality. 

But the real luxury? 

Feeling true contentment. 
Feeling inner calmness. 
Feeling peace. 

People who chase more… 

More money 
More elite career promotions 
More purely materialistic things 

Often ask themselves: “Now what?” 

The climb higher seems to never end. 

And burnout slowly but surely becomes a reality. 

(I learned this the hard way) 

It all starts with our consistent habits. 
They shape our lives. 

So now, here’s 7 ways I integrate peace 
into my life and brand: 

(And you can too) 

1 / Prioritize and protect your time 

▪️Schedule quiet hours to concentrate. 
     No distractions. Just space for deep thought. 

2 / Optimize and simplify everything 

▪️Remove any obstacles standing in the way. 
     1 clear message always wins 
      over 10 mixed ones. 

3 / Focus on what actually moves the needle. 

▪️Less is more. Choose fewer and better things. 

4 / Design for ease 

▪️Clear and elegant visuals = calm minds. 
      Create space for people to take in your brand 
      (at their own pace). 

5 / Delegate and automate the redundant things 

▪️Make space for the things that matter most. 
      It ultimately brings peace of mind.  

6 / Say “no” more often 

▪️Every “no” to chaos is a “yes” to peace. 

7 / Build boundaries 

▪️Live your luxurious life. Don’t just brand it. 


In a world obsessed with speed, 
the real power is stillness. 

Make peace your way of being. 


✨ Building a luxury brand can help you reach 
       this level of fulfillment. I’ll teach you how. 


Thanks for reading! 


Enjoy this? 
♻️ Repost + empower others to master EQ 
       and inner peace. 
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Image Credit: Respective Owner

The moment your name becomes a solution, 
you’ve won. 

People relate to people. 

Human to human. 

I was talking to an 8-figure entrepreneur 
about how to grow their brand and new business. 

They didn’t understand why their new business 
wasn’t converting leads. 

The main reason why? 

▪️ Confusion (unclear strategy) 

Their brand: 

✖ Lacked differentiation (too generic) 
✖ Lacked authenticity 
✖ Lacked cohesion 
✖ Lacked clarity 

So together we transformed their brand 
to magnetically attract people by: 

✔️ Commanding authority 
✔️ Making a meaningful impact 
✔️ Centering around a crystal clear vision 
✔️ Inviting people to join the brand’s mission 

All by building a cohesive world where 
people could experience real value 
and connection. 

And by being genuinely relatable. 

Authenticity is powerfully undeniable. 

Your turn. 

Ready to join the movement and own your authority? 

To start, book a strategy call with me. 
(Link in my Featured Section) 

Cheers to personalizing your brand and business! 

Who’s with me? 


Enjoy this? 
➕ Follow Emily Rossetta for daily insights.

No alternative text description for this image

Most people don’t understand the tie 
between emotional intelligence and luxury branding. 

Contrary to popular belief, 
they are actually closely intertwined. 

Here’s one way they relate: 

“You need to have a vision of what you want 
  this world to be.” — Tom Ford 

Yesterday, I was reminded of a conversation 
I had with a 7-figure founder about how 
both faith and fear ask you to believe 
in something you can’t see. 

So does luxury branding. 

And emotional intelligence helps you 
know the difference. 

Faith whispers, “Go forward” and leads with hope. 

Fear warns, “Be careful” and leads with concern. 

You may not see emotions. 

But you feel their power in every room. 

A calm tone builds peace. 

A tense silence builds stress. 

Emotional intelligence helps you respond, 
not react. 

The smartest leaders don’t just read data. 

They read the room. 

Luxury branding is built on belief. 

People buy the feeling and the experience 
before they buy the product/service. 

You can’t see trust, but you can feel it. 

You can’t touch desire, but you can create it. 

You can’t measure presence, but you can embody it. 

Emotion is invisible, but unforgettable. 

And luxury brands use that to lead. 

Build what can’t be seen. 

Sell what can be felt and trusted. 

That’s the real power of luxury branding 
and emotional intelligence. 

Interested in learning more about how 
emotions tie into luxury branding? 

Reach out and I’ll teach you how 
human psychology plays a key role. 


Thanks for reading! 


Enjoy this? 
Save this for later to remind yourself. 

➕ Follow Emily Rossetta for daily insights. 


Image Credit: Respective Owner

Is your team losing great people? Are your best leaders totally burned out?

You're not broken.
Your system is.

High turnover is not just an HR problem. It is a culture problem.

I fix this. I help companies keep their people and help leaders get their energy back.

My clients discover how to:
✔ Build cultures where people want to stay and grow
✔ Turn daily conversations into engagement tools
✔ Lead with energy, empathy, and accountability
✔ Create measurable improvements in retention, quality, and patient experience

My Story:

Growing up, I kept hearing the same thing: "I hate my job."

I decided I would never feel that way. I would only do work that fascinated me. That's why I became a psychologist.

I am driven by one question: What makes people high performers? I coach leaders to clear their mind blocks and beat burnout.

It all connects to retention. I don't just treat burnout; I help companies stop it before it starts. I help you build a workplace where everyone is excited to stay and succeed.

How I Can Help You:

I teach your leaders a proven system called The Performance Habit.

This system gives your leaders 5 simple things to do every day to make your culture better. When leaders use these habits, teams are happier, performance goes up, and people stop quitting.

I can bring this method to your company or coach you personally.

Ready to Take the Next Step?

1️⃣ For Decision Makers: Do you want to know if your team is at risk for leaving? Find out here: https://retentionrisk.scoreapp.com/

 2️⃣ For Leaders: Curious what is draining your energy? Take my free Executive Burnout Quiz: https://executiveenergy.scoreapp.com

 3️⃣ For Meeting Planners: Need a keynote speaker to inspire your team? Book a time to talk about your next event: https://drsharongrossman.com/bookme

 4️⃣  For Free Tips: Get weekly leadership advice in my Executive Edge Newsletter: https://drsharongrossman.com/newsletter/

Sharon Grossman

Losing your best employees costs you 2.5x their salary.

Here's how to stop it:

You think turnover is a hiring problem.

It's not.

It's a retention crisis that's bleeding your budget dry.

Here's the brutal breakdown:

1. The Hiring Marathon
Job postings. Background checks. Multiple interview rounds.
The average hire takes 42 days and costs $15,000 in recruitment alone.
Your team works overtime covering the gap.
Burnout becomes your new normal.

2. The Training Black Hole
New hires need 6-12 months to reach full productivity.
That's 6-12 months of reduced output while you pay full salary.
Plus training costs, system access, mentor time.
You're paying double for half the results.

3. The Departure Domino
One star performer leaves.
Others start updating their LinkedIn profiles.
Exit interviews reveal the same patterns you keep ignoring.
Suddenly you're replacing 3 people instead of 1.

The real numbers:
A $75,000 employee actually costs you $187,500 to replace.
Multiply that by your annual turnover rate.
Now you see why your budget is hemorrhaging.

But smart leaders flip the script.

They pay market rate today instead of premium rates tomorrow.
They invest in culture before they're forced to invest in recruiters.
They treat retention like the business strategy it actually is.

Because here's the truth nobody wants to admit:

Every resignation is a failure of leadership.
Every retention is a win for the bottom line.

Take the quiz to see if your team is at risk: https://lnkd.in/e6-cYur8

___

👋 Hi, I'm Sharon Grossman! I help organizations reduce turnover.
♻️ Repost to support your network.
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Keynote Speaker & Retention Strategist | I fix turnover by making leadership repeatable, not a personality trait.

0 Harsh Truths About Nurse Retention
(That Nobody Wants to Admit)

Your pizza parties aren't working.
Your "heroes work here" banners are collecting dust.
And your turnover is still bleeding money.

Time for some uncomfortable truths:

1. Your nurses aren't leaving because of money
They're leaving because they don't belong anywhere
(67% cite lack of team connection as their exit reason)

2. Your "years of service" awards are meaningless
Achievement isn't about tenure
It's about impact they can see TODAY

3. Your "open door policy" is a myth
When was the last time a nurse actually walked through it?
(Without fear of retaliation)

4. Your "wellness programs" are band-aids
Meditation apps don't fix toxic cultures
Neither do yoga sessions between double shifts

5. Your "team building" is forced
Belonging can't be manufactured in a 2-hour workshop
It's built in daily micro-moments of recognition

6. Your "feedback sessions" are monologues
Relevance comes from voice, not silence
(89% of nurses feel unheard in policy decisions)

7. Your "recognition program" is backward
Nurses don't need another badge
They need to see their impact on patient outcomes

8. Your "retention strategy" is reactive
You're fixing problems after they surface
Instead of building cultures that prevent them

9. Your "leadership rounds" are performances
Drive-by hellos don't create belonging
Daily, genuine interactions do

10. Your "exit interviews" are too late
The signs were there months ago
You just weren't looking

The $157,000 truth:
That's what each nurse departure costs.
But the real cost? 
Your culture of disposable talent.

The BAR Solution:
• Belonging: Create daily connection rituals
• Achievement: Make impact visible weekly
• Relevance: Give voice to front-line decisions

Because here's the final truth:
Nurses don't quit hospitals.
They quit cultures that make them invisible.

🚀 Want to find out if your team’s at risk for turnover?

Discover your nurse retention score:
✔ Free to use
✔ Takes only 3 minutes
✔ Based on a proven framework to boost results
Take the quiz now: https://lnkd.in/e6rtBXda 
___

👋 I help healthcare leaders build cultures worth staying for.
🔔 Follow Sharon Grossman for more retention reality checks
♻️ Share if your hospital needs this wake-up call

Want to sound like a weak leader?
Keep saying "Great job!"

Here's what top performers say instead:

After coaching 500+ executives and studying the language patterns of high-performing teams, I discovered something surprising:

12 phrases that separate exceptional leaders from average ones:

1. "What would you do differently?"
↳ Empowers innovation
↳ Shows trust in their judgment

2. "I was wrong about that."
↳ Builds psychological safety
↳ Makes it safe to fail forward

3. "Here's what I'm thinking, and why..."
↳ Creates buy-in
↳ Shows respect for their intelligence

4. "What support do you need?"
↳ Better than "Let me know if you need help"
↳ Makes it active, not passive

5. "I noticed the impact when you..."
↳ Specific praise hits different
↳ Links actions to outcomes

6. "Walk me through your thinking"
↳ No judgment, pure curiosity
↳ Develops critical thinking

7. "What's getting in your way?"
↳ Problem-solving focus
↳ Removes blame from the equation

8. "Let's experiment with..."
↳ Makes change less threatening
↳ Creates space for innovation

9. "I trust your judgment on this"
↳ Delegates authority, not just tasks
↳ Builds confidence

10. "What did we learn?"
↳ Turns failures into fuel
↳ Creates a growth mindset

11. "Here's the context behind..."
↳ Treats them like owners
↳ Builds strategic thinking

12. "I appreciate how you..."
↳ Specific recognition
↳ Reinforces key behaviors

The truth? 
Generic praise kills motivation.
Specific language builds champions.

Which phrase will you try first? Share below 👇

PS: Grab a copy of my 3Cs Leadership Playbook (how to contribute, coordinate, and cooperate in the age of AI): https://lnkd.in/e9dRsKfm
___

♻️ Repost to help good leaders become great ones
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I just read something that stopped me cold.

When nurse managers oversee 90+ staff, turnover hits 40%.

Drop that to under 45 staff? It falls to 27%.

This is from a recent AONL and Laudio report. And the math is brutal.

We're setting our managers up to fail. 
Then we wonder why nurses keep leaving.

Here's what nobody wants to admit:

❌ "Market competitive pay" isn't optional anymore
 ❌ Annual reviews aren't enough contact with your team
 ❌ Nobody can actually manage 100 humans well

But some units are getting this right. Here's what they do:

✔Make onboarding intentional. Those first two years shape everything. New grads need regular check-ins and real support.

✔Let nurses set boundaries. Work-life balance isn't soft. It's smart. They're playing the long game so they don't burn out in year three.

✔Make manager roles attractive. If your best nurses say "I don't want that job," your system is the problem.

40% of RNs plan to leave within five years. That's the reality.

But here's the hope: When managers get real support, they pass it down. 

When they're drowning, everyone else drowns too.

Your turnover problem isn't a nurse problem.
It's a manager support problem. 💡

Want to know if your team is at risk? Take the quiz and see where your gaps are before it's too late. 

DM NURSE and I’ll send it to you directly.
Or grab the link from my profile or the comments below. 

What's the ONE change your managers need most to keep their team together?
_______

👋 Hi, I’m Sharon Grossman! I help organizations reduce turnover.
♻️ Repost to support your network.
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Copying Elon Musk's 120-hour weeks won't make you Elon Musk.
It'll just make you exhausted.

Musk's achievements are extraordinary. His work habits? Not so much.

Here's what happens when genius meets sleep deprivation:

Tesla's "production hell" in 2018:
Musk worked 22-hour days. Slept on factory floors.
Result? Production delays, quality control failures, stock dropped 40%.
The human cost? Musk later called it "excruciating" and admitted to near-breakdown.

SpaceX's early disasters:
2006-2008: Three consecutive launch failures.
Musk was running on 100+ hour weeks, making critical decisions on no sleep.
Cost? Nearly $100 million. The company almost died.

Twitter's $44 billion meltdown:
Mass layoffs without planning. Key systems breaking down.
Musk admitted "working crazy hours" and making decisions too fast.
Revenue dropped 50% in months.

The research is brutal:
• After 55 hours per week, productivity crashes (Stanford)
• 120-hour weeks = operating at 25% capacity
• 17+ hours awake = decision-making of someone legally drunk
• Sleep-deprived leaders make 50% more risky financial decisions (Harvard)

Your brain chemistry doesn't care about your ambition.
Cortisol floods your system. Executive function shuts down.
You're not grinding. You're self-destructing.

Musk's real competitive advantage?
World-class teams. Massive capital access. Learning from failures fast.
None require destroying your health.

What to copy instead:
✓ His hiring standards (brilliant people solve problems faster)
✓ His willingness to pivot when wrong
✓ His long-term thinking (decades, not quarters)

What NOT to copy:
✗ Sleeping at the office
✗ Making major decisions while exhausted
✗ Wearing burnout as a badge

Stop romanticizing exhaustion.
Start optimizing for sustainable excellence.

This week: Track your productive hours vs. total hours worked.
You might be shocked by the math.

And take the 3-min quiz to see how your energy is doing.
(see comments below or look in my profile for the link)
___

👋 Hi, I'm Sharon Grossman! I help organizations reduce turnover.
♻️ Repost to support your network.
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Your confidence is killing your company.

You think projecting certainty makes you look strong.
You have all the answers.
You never admit doubt.

But here's what's really happening:

Your team sees through the act.
They know you're guessing.
And when your "certain" decisions blow up?
You've shattered their trust forever.

The strongest leaders in volatile times aren't the most certain.
They're the most honest about uncertainty.

Here's what they do differently:

→ They say "I don't know, but here's how we'll find out"
→ They build teams that thrive in chaos through transparency
→ They create resilience by modeling honest leadership

False certainty breeds fear.
Honest uncertainty builds trust.

Your team doesn't need a fortune teller.
They need a leader brave enough to navigate the unknown together.

Sign up for the Executive Edge newsletter for more: https://lnkd.in/eK7KywDw

_______

👋 Hi, I’m Sharon Grossman! I help organizations reduce turnover.
♻️ Repost to support your network.
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10 Mindset Shifts That Will Truly Transform How You Lead and Live

(These are the principles I share with my clients as both a psychologist and executive coach.)

1. Write to Clear Your Mind
 ↳ Putting thoughts on paper reduces mental clutter and lowers stress.
 ↳ Writing down your goals gives your brain a roadmap and keeps you focused.

2. Redefine Leadership as Service
 ↳ Leadership isn’t about authority—it’s about creating the conditions where others thrive.
 ↳ The most effective leaders elevate their team, not themselves.

3. Listen With Presence
 ↳ Listening to understand changes relationships, builds trust, and prevents burnout.
 ↳ Give others the gift of your full attention instead of preparing your response.

4. Reframe Failure as Feedback
 ↳ Failure is information, not identity.
 ↳ Every misstep carries the seed of growth—if you’re willing to extract the lesson.

5. You Can’t Do It All (And That’s Okay)
 ↳ Burnout comes from chasing everything. Focus comes from choosing what matters.
 ↳ Protect your energy by saying “no” to what doesn’t align with your values.

6. Compare Yourself Only to Yesterday’s You
 ↳ Your journey is unique.
 ↳ Progress, not comparison, is the true measure of success.

7. Invest in Yourself Relentlessly
 ↳ Personal growth isn’t indulgence—it’s the foundation for leading others well.
 ↳ Keep learning, evolving, and strengthening your resilience.

8. Clarify Your Priorities
 ↳ Without clarity, everything feels urgent.
 ↳ With clarity, you channel energy into what moves you forward.

9. Lean Into Discomfort
 ↳ Growth requires stretching beyond the familiar.
 ↳ What feels uncomfortable today is often the skill you’ll master tomorrow.

10. Shift From Managing to Leading
 ↳ Managers control. Leaders inspire.
 ↳ True leadership sparks innovation, trust, and sustainable performance.

💬 Which of these resonates most with where you are right now?
Let me know in the comments below ⬇
_______

👋 Hi, I’m Sharon Grossman! I help organizations reduce turnover.
♻️ Repost to support your network.
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Decision fatigue is killing your leadership: 
8 micro-choices that drain you by noon

You're not indecisive.
You're making 35,000 decisions per day.
And most of them happen before 9am.

I used to think I was weak for feeling exhausted by lunch. 
Then I learned about decision fatigue.

Every choice you make drains your mental battery. Even the tiny ones.

Here's what's stealing your energy before you even start work:

1. 🧥 What to wear
Standing in your closet for 10 mins every morning? 
That's energy you could use for strategy. Not shirts.

2. ☕ What to eat for breakfast
Staring into the fridge deciding between yogurt or eggs? 
Your brain is already tired. And you haven't done anything yet.

3. 📧 Which email to answer first
You open your inbox and freeze. 47 unread messages. 
Where do you even start? Decision paralysis sets in.

4. 🚗 Which route to take to work
GPS or back roads? Leave now or wait 5 mins? 
Small choices add up fast.

5. ☕ Coffee order variations
Regular or decaf? Oat milk or almond? Hot or iced? 
Every morning. Same mental drain.

6. 📱 When to check your phone
Should I look now? Can it wait? What if it's urgent? 
You're deciding about deciding. Exhausting.

7. 🗓️ Meeting order shuffling
Can I move this call? Should I push this back? 
Your calendar becomes a puzzle you solve daily.

8. 💬 How to respond to Slack messages
Reply now or later? What tone should I use? Does this need a meeting? 
Death by a thousand pings.

Here's what most leaders don't realize:

By the time you get to the big decisions, you're already running on empty.

Steve Jobs wore the same thing every day. Not because he lacked style. Because he understood the science.

Every decision costs energy. Protect it like cash.

Here's how I automated my mornings:
🔹 Same breakfast every day - No thinking required
🔹 Uniform of 3 outfits - Grab and go
🔹 No phone for first hour - Can't decide if you can't see it
🔹 Email only at set times - 10am, 2pm, 4pm
🔹 Pre-planned meeting blocks - Same time slots every week

The best leaders I know aren't smarter. 
They're more intentional about what deserves their mental energy.

You have a limited supply. Stop wasting it on things that don't matter.

Want to know where else you're bleeding energy? 
The Executive Energy Scorecard shows you in 3 minutes.
👉 https://lnkd.in/eNKE_kaJ 

What's ONE decision you could automate starting tomorrow?
_______

👋 Hi, I’m Sharon Grossman! I help organizations reduce turnover.
♻️ Repost to support your network.
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"I don't have time to take breaks."
"I need to be available 24/7."
"I can't say no to this project."

After coaching 100+ executives, I can tell you: You don't have a burnout problem. You have a boundaries problem. 🎯

Here's what I discovered:

1. The Pleaser Trap 🤝
→ You say yes to prove your worth
→ You take on others' problems
→ You put everyone else first
Result? Your own priorities suffer.

2. The Caring Curse ❤️
→ You're invested in outcomes
→ You feel responsible for everything
→ You can't let go
Result? Emotional exhaustion becomes your normal.

3. The Proving Pattern 💪
→ Working late to show dedication
→ Taking on more to demonstrate value
→ Never saying no to opportunities
Result? Your health becomes collateral damage.

But here's the truth:
Your worth isn't measured by your availability.
Your impact isn't counted in hours worked.
Your value doesn't decrease when you say no.

The Solution?
Start with micro-boundaries:

• Block 30 minutes daily for deep work
• Turn off notifications during focus time
• Practice saying "let me check my calendar"
• Set auto-replies for your off hours

These insights (and more) are from my new book "The Burnout Solution" - launching August 5th. It's everything I've learned about breaking free from the burnout cycle.

💭 Which pattern do you recognize in yourself: Pleaser, Carer, or Prover? 
Drop it below 👇

---
♻️ Share this if you know someone struggling with boundaries
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Every 6 minutes.

That's how often knowledge workers check email or messaging apps.

Gloria Mark studied this at UC Irvine in 2012.
Her findings should terrify every CEO.

When someone gets interrupted, it takes 23 minutes to return to their original task at full concentration.

Do the math:
Checking every 6 minutes means never reaching deep focus.
Ever.

Your entire organization is operating in permanent fragmented attention.

Companies see the immediate benefits:
Fast response times.
Constant availability.
The appearance of productivity.

But here's what you're really getting:

→ Creativity dies when thinking stays shallow
→ Complex problem-solving becomes impossible
→ Strategic thinking gets replaced by reactive task-switching
→ Innovation stalls while everyone stays "busy"

Then leadership wonders why their best people burn out.
Why top performers leave for "less demanding" roles.

The reality?
Digital exposure makes people exhausted while feeling less effective.
Not more efficient.

Your executives aren't underperforming.
They're cognitively drowning.

🚀 Want to find out what's draining your executive energy?
I built a diagnostic tool that reveals your energy drains - and the fastest way out.

✔ Free to use
✔ Takes only 3 minutes
✔ Already used by 800+ professionals to gain clarity

Take the quiz now: https://lnkd.in/eNKE_kaJ

__

👋 Hi, I'm Sharon Grossman! I help organizations reduce turnover.
♻️ Repost to support your network.
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PS: Exhausted? Overwhelmed? Get my book, The Burnout Solution: https://amzn.to/40SEB11

Someone just handed in their notice.

You're sitting there thinking about posting the job, updating the org chart, maybe dividing their workload among the team for now.

But here's what's actually happening to your bottom line:

You're looking at 50-75% of their annual salary in replacement costs. 
If they made $80K, that's $40-60K walking out the door with them.

The recruiting fees alone will hit $15-20K. 
Your hiring manager will spend 40+ hours screening and interviewing. 
Then there's the signing bonus, relocation costs, and 6 months of onboarding just to get them functional.

And here's the part that really stings: 
It'll take 1-2 years before they're performing at the level of the person who just left.

Meanwhile, your team is covering the gap. 
Overtime costs are climbing. 
Quality drops because everyone's stretched thin. 
Those client relationships your departing employee spent years building? Gone. 
The institutional knowledge about how things really work around here? 
Walking out the door with them.

And the ripple effects keep spreading.

Your remaining team sees the workload increase. 
Morale drops. 
Two more people start updating their LinkedIn profiles. 
Projects get delayed. 
Your reputation in the industry takes a hit when clients notice the service gaps.

Here's the question you need to ask yourself:

Is this the first person to leave recently, or part of a pattern?

Because if people keep walking out your door, you don't have a replacement problem. 
You have a turnover problem.

And that means the real issue isn't who you hire next. 
It's what's driving people away in the first place.

Take this quiz to find out if your team is at risk: https://lnkd.in/e6-cYur8

Because addressing turnover before it becomes a pattern? 
That's the difference between solving a problem and managing a crisis.

___

👋 Hi, I'm Sharon Grossman! I help organizations reduce turnover.
♻️ Repost to support your network.
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Every executive wants to predict the unpredictable.

They hire more analysts.
Buy better forecasting software.
Demand three-year strategic plans.

Wrong approach.

Navigating uncertainty isn't about seeing the future more clearly.
It's about building organizations that can handle multiple possible futures.

The companies winning right now do this:

1/ Optionality over optimization
 ↳ Flexibility costs efficiency, but inflexibility costs survival

2/ Early-warning sensing systems
 ↳ Detect change before it shows up in quarterly numbers

3/ Rapid iteration cycles
 ↳ Test and learn faster than the environment changes

4/ Distributed decision-making
 ↳ Don't bottleneck response speed through executives

5/ Cultural comfort with ambiguity
 ↳ "I don't know yet" is acceptable, "let's figure it out" is the default

Most leaders are building organizations for the world that was.
Smart leaders are building for the world that could be.

Take the Retention Quiz to find out if your team is in trouble: 
https://lnkd.in/e6-cYur8

👋 Hi, I'm Sharon Grossman! I help organizations reduce turnover.
♻️ Repost to support your network.
🔔 Follow me for more leadership truth bombs

Lies Executives Tell Themselves About Success 

“If I just work harder, I’ll stay ahead.”
“If I push through, I’ll prove I can handle it.”
“If I rest, I’ll fall behind.”

Sound familiar?

I hear this from almost every executive I coach.

And it works… until it doesn’t.
→ Health crashes
→ Family life suffers
→ Performance dips when you need it most

Here’s the truth no one tells you:

Exhaustion doesn’t make you a better leader.
It makes you a weaker one.

The best leaders aren’t the most exhausted.

They’re the most intentional.
They protect their energy like capital.
They focus strategically, not endlessly.

That’s exactly what the Executive Energy Scorecard reveals.
✔️ Pinpoint your #1 hidden energy drain (Energy, Mindset, or Focus)
✔️ Get a personalized action plan to fix it
✔️ Learn how to lead with more clarity, presence, and impact
✔️ Free up hours without losing performance

Already used by 800+ executives who wanted clarity before burnout hit.

When you know where the leaks are, you can stop them
and lead at your full potential without burning out.

📩 DM me ENERGY and I’ll send you the link.
_______

👋 Hi, I’m Sharon Grossman! I help organizations reduce turnover.
♻️ Repost to support your network.
🔔 Follow me for more leadership truth bombs

I’ve been working on something quietly for a long time.

Today, it’s finally real.

My new book, Don’t Buy Their Lunch, Buy Their Loyalty, is officially live on Amazon.

For years, I’ve watched leaders lose great people and assume it was about money, perks, or “generational differences.”

It’s not.

Turnover is predictable.
Burnout is structural.
And loyalty is built the same way performance is.
Daily.

This book lays out the system I’ve been teaching inside organizations for years.

A simple, 900-seconds-a-day habit structure that helps leaders fix the real drivers of disengagement:

Not motivation.
Not personality.
Not grit.

But the inputs leaders control.

In five days, I’ll be stepping on a TEDx stage to talk about the core ideas behind the book. But you’re getting the first look.

If you care about retaining great people, protecting your culture, or building teams that don’t quietly fall apart, this is for you.

The paperback is live now.
The Kindle version is coming soon.

Grab your copy today (see link in comment below):

This one means a lot.
Because the teams who stay.
Perform.

And it starts with the habits leaders practice every single day.

You arrive at 7:30 AM.
Your boss notices.

You stay until 8 PM.
Your boss notices.

You skip lunch to attend another meeting.
Your boss notices.

But here's what your boss doesn't see:
You've accomplished nothing meaningful in those 12 hours.

For over a century, we've confused presence with performance.

Who arrived earliest?
Who stayed latest?
Who never took vacation?

That became our definition of "dedication."

We built a workplace theater.
And everyone's performing.

You're checking emails at 11 PM.
Not because anything urgent happened.
But because someone might notice the timestamp.

You're sitting in meetings you don't need.
Because absence gets questioned.
Presence gets praised.

You're exhausted by Wednesday.
Burned out by Friday.
And somehow feeling guilty about it.

Meanwhile, your actual work?
The creative thinking?
The strategic planning?
The deep focus that drives results?

It's suffocating under the performance.

Here's what happened when Shopify stopped the show:

In 2022, CEO Tobi Lütke eliminated all recurring meetings.
Cleared everyone's calendars.
Asked people to rebuild based on actual value.

The result?
Thousands of hours freed up.
People organized around deep work.
They took walks. Picked up kids. Hit the gym.

And Shopify's productivity INCREASED.

Because when you stop performing commitment.
You start delivering results.

Your energy matters more than your attendance.
Your impact matters more than your office hours.

🚀 Want to find out what's draining your executive energy?
I built a diagnostic tool that reveals your energy drains - and the fastest way out.

✔ Free to use
✔ Takes only 3 minutes
✔ Already used by 800+ professionals to gain clarity

Take the quiz now: https://lnkd.in/eNKE_kaJ

_______

👋 Hi, I’m Sharon Grossman! I help organizations reduce turnover.
♻️ Repost to support your network.
🔔 Follow me for more leadership truth bombs

Sign up for my free newsletter, the Executive Edge: https://lnkd.in/eND4yx9U

Why Smart, High-Achieving Leaders Burn Out Faster Than You Think
The people I coach aren’t slackers.

They’re the ones every team leans on.
The ones who say, “I’ve got it” — even when they’re drowning.
You’d think the smartest leaders would be immune to burnout.

In reality:
They’re often the first ones to hit the wall.

Why? Three hidden reasons:
1️⃣ They take on more than their share. Because they can.
2️⃣ They have unrelenting standards. Good enough never feels good enough.
3️⃣ They’re emotionally invested. Work isn’t just work — it’s identity.

And here’s the twist:
High-achieving leaders are also great at hiding it.
By the time they admit they’re burned out, the damage is already done.

The real risk isn’t just exhaustion.
It’s making decisions from a place of depletion — which affects everyone around you.

That’s why in my 7-step burnout solution, Step 1 isn’t about working less.
It’s about building self-awareness first:
• Spotting your triggers early.
• Managing your emotional energy.
• Learning where you lose power — and how to get it back.

High-achievers don’t need rescuing.
They need recalibrating.
Because if you burn out, so does your team.

What’s ONE sign that tells you you’re heading toward burnout — before it gets bad?

👇 Drop yours below — let’s build some collective wisdom.
_______

👋 Hi, I’m Sharon Grossman, author of The Solution to Burnout (coming out August 5th).
♻️ Repost to support your network.
🔔 Follow me for leadership, burnout, and retention strategies

Your phone buzzes at 9:47 PM.

Then again at 11:23 PM.

You check it both times.

Because that's what executives do, right?
We stay connected.
We're always available.
We never truly disconnect.

But here's what nobody talks about:

This always-on culture is killing your leadership effectiveness.

You think constant availability makes you a better leader.
In reality, it's making you a worse one.

When you're always "on," your decision-making deteriorates.
You start approving budgets you should reject.
You hire the wrong people because you rushed the interview.
You miss strategic opportunities because you're buried in tactical fires.

Your creativity dies when you're always in reactive mode.
Your team starts mirroring your frantic energy.
Your family gets the exhausted version of you.

And the cost?
It compounds daily.

You're running on fumes but calling it "dedication."
You're confusing motion with progress.
You're sacrificing tomorrow's vision for today's urgency.

Most executives don't realize they're burned out until they make a catastrophic decision.
Or their top performer quits.
Or their spouse starts planning conversations they keep postponing.

I spend my days coaching executives who thought constant availability was their competitive edge.
Until it became their biggest liability.

The pattern is predictable:
High achiever → Always-on mentality → Decision fatigue → Costly mistakes → Burnout

The solution isn't working harder.
It's working with intention.

𝗧𝗮𝗸𝗲 𝟯 𝗺𝗶𝗻𝘂𝘁𝗲𝘀 𝘁𝗼 𝗱𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝘄𝗵𝗲𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗹𝗹𝘆 𝘀𝘁𝗮𝗻𝗱.

The Executive Energy Quiz reveals the hidden drains that cost you clarity, creativity, and control—like the perfectionism that keeps you reviewing emails at midnight, or the boundary issues that have your team texting you on weekends.

✔ Free to use
✔ Takes only 3 minutes
✔ Already used by 800+ professionals

𝗧𝗮𝗸𝗲 𝘁𝗵𝗲 𝗾𝘂𝗶𝘇 𝗵𝗲𝗿𝗲: https://lnkd.in/eNKE_kaJ

Your decisions are only as good as your energy.

👋 Hi, I'm Sharon Grossman! I help executives recover from burnout.
♻️ Repost to support your network.
🔔 Follow me for more leadership truth bombs

Your 2025 retention numbers are in.
They're not good.

You spent millions on perks and pizza parties.
You hired consultants who promised culture transformation.
You rolled out wellness programs and flexible work policies.

And people are still leaving.

The truth?
You can't motivate your way out of a systems problem.

The real issue isn't that people need more inspiration.
It's that your leadership structures create the exact conditions that drive burnout.

Your managers don't know how to have retention conversations.
Your promotion criteria reward the wrong behaviors.
Your workload distribution punishes your best performers.

Each departure costs you $75,000 minimum.
Multiply that by your turnover rate.
Now you're looking at real money.

This is why I don't do feel-good keynotes.

When event planners book me for 2026, they're not buying a standing ovation.
They're investing in frameworks that actually change retention rates.

My audiences leave with:
→ A shared language for identifying burnout patterns before they become turnover
→ Specific systems for redistributing workload without killing productivity  
→ Tools for having the conversations that keep your high performers engaged
→ Implementation roadmaps they can execute the following Monday

The work doesn't end when I walk off stage.
Real change happens in the weeks after, when your leaders start using what they learned.

That's how you measure a keynote's success.
Not by the applause.
By the retention rates three months later.

Planning 2026 programming?
Ready to stop throwing money at symptoms and start fixing the systems?

Message me. I'll show you what actually works.
__

I help organizations reduce turnover through leadership system redesign.
Repost to support your network.
Follow for more retention truth bombs.

You stay late to finish work your team should be doing.

Because "it's faster if I just do it."

You carry the weight of every decision.
Every outcome.
Every failure that wasn't even yours to own.

And when someone suggests you delegate?
You panic.

Because control feels like safety.
Even when it's killing you.

Here's what I see with every executive client:

They're not just working too much.
They're carrying too much.

The patterns are always the same:

↳ Doing work that should belong to someone else because "it's faster if I just do it"
↳ Feeling responsible for outcomes they don't fully control
↳ Equating leadership with personal sacrifice
↳ Holding roles long after they've outgrown them out of guilt or loyalty
↳ Staying in unhealthy situations because leaving feels irresponsible
↳ Confusing control with safety
↳ Feeling anxious when things are calm because calm feels unfamiliar

The breakthrough moment?

When they realize that true control means knowing what to let go.

Leadership isn't about doing everything.
It's about enabling everything.

If you're burned out, it's probably because you're trying too hard to control it all. DM me for a free consult to go from Exhausted to Extraordinary.

___

👋 Hi, I'm Sharon Grossman! I help executives recover from burnout.
♻️ Repost to support your network.
🔔 Follow me for more leadership truth bombs

25 tips for dealing with a micromanaging boss
(without losing your job)

1. Stay proactive
2. Show initiative
3. Focus on results
4. Align on priorities
5. Provide reassurance
6. Ask what builds trust
7. Provide status reports
8. Know when to walk away
9. Set reasonable boundaries
10. Schedule regular check-ins
11. Anticipate and address concerns
12. Build confidence through competence
13. Frame autonomy as mutually beneficial
14. Provide regular updates proactively
15. Over-communicate early in projects
16. Match their communication style
17. Set clear expectations upfront
18. Ask for structured feedback
19. Suggest efficient workflows
20. Negotiate realistic deadlines
21. Understand their concerns
22. Maintain professionalism
23. Share industry insights
24. Keep meetings focused
25. Document meticulously

Micromanagement stems from anxiety and insecurity.
These strategies can help, but sometimes, the best solution is to move on (#8).

P.S. Which strategy would you add to the list?
Let me know in the comments below ⬇
_______

♻️ Repost this to your network to help others deal with their bosses.
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