APEK.AI

Leading innovative tech company. APEK is a Virginia-based AI engineering and automation firm, specializing in the design, development, and deployment of advanced AI agents and enterprise automation solutions. With over 20 years of expertise, APEK empowers organizations and government agencies to transform operations, streamline workflows, and achieve measurable impact through custom AI systems and strategic advisory services.

CEO, Managing Partner

Voice2Me.ai

Voice2Me - owned by APEK.AI. Leading enterprise-grade AI voice technology innovation to transform customer experiences at scale. Pioneering multi-model AI architecture that delivers human-like conversations while handling thousands of concurrent interactions. Helping organizations reduce operational costs while enhancing customer satisfaction through voice intelligence solutions that bridge technology and humanity.

CEO, Chief AI Officer

Vector7.ai

As a founding council member of Vector7, I help shape an elite executive network uniting global leaders in AI, business, and policy. Vector7 provides a private, trusted arena where decision-makers exchange foresight, build influence, and remain relevant in the AI era.

Founding Council (Board Member)

The One 23 Group

Led post-M&A transformation and restructuring of government services platform company. Orchestrated migration to new ERP system in under 5 months while establishing GAAP and DCAA compliant business practices. Directed M&A due diligence activities and financial operations oversight.

Executive Vice President

Virtana Corp.

Driving operational transformation and strategic growth initiatives that resulted in 30% OPEX and 120% EBITDA improvement. Leading cross-functional teams to streamline business processes, establish corporate KPIs, and implement go-to-market strategies that improved ARR by 20%.

Executive Vice President of Operations

Siemens Government Technologies

Oversaw operational health of $500M+ federal IT portfolio serving USAF, DOD & DOE. Led execution excellence and compliance while building high-performing teams and establishing strategic partnerships.

Executive Director of Operations

General Dynamics Information Technology

Managed performance of $400M+ international portfolio across 50+ countries for USCIS. Built effective customer relationships while ensuring operational excellence and compliance in complex global environments.

Senior Director of Revenue Operations

Global Linguist Solutions, LLC

Led business account managers and program analysts overseeing $4.9 billion INSCOM international projects portfolio in the Middle East. Managed CONUS and OCONUS program functions and reporting.

Senior Operations & Strategy Advisor

Deltek

Led global SaaS software sales operations, driving team performance and quarterly target achievement through effective coaching and mentoring while growing company reputation through industry events.

Director of Sales Operations

Managed financial planning, compliance, and operational oversight for government contracting programs. Ensured contract compliance with federal regulations while optimizing program financial performance. Developed standardized reporting processes and implemented financial controls that improved program visibility and accountability across international operations.

International Program Coordinator

At 19, I left home and moved to another country with no money, no safety net, and no plan - just the belief that I was meant for more.

Since then, I’ve walked through fire more than once: divorces, parenting alone, financial struggles, personal losses, and making bold moves of leaving a successful corporate career, to rebuild my life totally from scratch…

Each chapter of this journey was not easy and sometimes terrifying, yet it became important stepping stones of who I am today.

It is what allows me to do what I do best - 
help leaders and organizations evolve through change with clarity, courage, and connection.

⭐️ Who I Am

I help organizations bridge human intelligence and artificial intelligence through agentic voice technologies, leadership enablement, and transformation strategy.

My mission: make AI adoption feel human, effortless, and profitable.

I’m CEO of APEK.ai, leading teams that build secure Agentic AI & Voice Solutions for Enterprise - helping organizations modernize operations and humanize their communication through intelligent automation.

With over 20 years in enterprise transformation, leadership strategy, and reinvention, I blend AI innovation with human insight to help people and businesses grow from the inside out.


⁉️Who I Help

	•	Enterprises ready to evolve beyond legacy systems and embrace secure, human-centric AI.
	•	Executives and founders navigating reinvention, burnout, or uncertainty about their next chapter.
	•	Leaders in transition who look successful on paper but quietly ask, “What’s next for me?”

When People Come to Me (and my team)

They come when success feels heavy, change feels impossible, or they’ve outgrown the version of themselves they used to be.
They come when transformation stops being a concept - and becomes personal.

💡 My Belief

True reinvention happens when technology and humanity evolve together.

That’s why my mission is to help people and organizations:
	•	Adopt AI intelligently.
	•	Reinvent fearlessly.
	•	Lead with voice, not noise.


Eva Karnaukh

Options To Grow

I help successful leaders become even better by measurably improving their leadership effectiveness.

I was trained by Marshall Goldsmith (#1 rated executive coach in the world). I use a unique method based on over 30 years of research. (Stakeholder-Centered Coaching)

How is it different from other forms of coaching? 

- Coaching happens in your job. It doesn't take much of your time. (As a former C-Level executive, I know how important it is to you.)
- You only pay me if you succeed. (I’m serious)
- Success is not defined by me but by your stakeholders. (You choose them) 

Curious? Contact me here. https://optionstogrow.com/11-executive-coaching/

#coaching #executivecoaching #careercoach #leadershipcoaching

Founder

Quadient

-Member of Quadient executive committee.
-In charge of the DACH & Italy P&I-350 people-100 m€ Revenue
-Aggregate more than 7 companies in different countries and business lines to create this new region.
-Launch strategical projects for Digital Transformation and core preservation.

#management #digitaltransformation #saas
#customerexperience #coo 
#ceo #executive

Chief Operating Officer DACH & Italy

-In charge of Switzerland & Italy P&I-130 people-40 m€ Revenue
-Create the region.
-Launch strategical projects for Digital Transformation and core preservation.

#management #digitaltransformation #saas
#executive #managingdirector

Managing Director Switzerland & Italy

-In charge of the Swiss P&I-60 people-20 m€ Revenue

#management #digitaltransformation 
#saas  #executive #managingdirector

Managing Director Switzerland

In charge of the Neopost indirect Channel for Europe, Middle East, Africa, Central and South America.

Director Emerging Markets

In charge of the development of Eastern Europe, Central Europe and Balkans states.

Export Manager

Product Manager

Sales manager

Senior Client Manager

Sales Representative

Accelerating C-Level Impact | Ran a 9-figure business | Executive Coach

What if leadership was your best lever for accelerating your important projects? 
 
You're talented, successful, and have high ambitions for your teams and yourself...
 
Your challenges are getting bigger and bigger. 
 
And you know that what got you here won't get you there. 

 
In theory, we all understand what good leadership looks like. 

→Seek first to understand, then to be understood. (Habit #5 in Mr Covey's famous book )
→Build a climate of trust.
→Avoid trying to win all the time...

But (let's face it), changing leadership behavior is hard.

Especially in the heat of the moment...

When you're juggling different appointments, preparing an important presentation, reviewing figures that aren't as good as expected...

Executing what we know in leadership theory seems impossible.

❇️How can I help? 

I work with you to identify a behavior affecting the team and replace it with one motivating the team. 

❇️What's going to happen? 

→ You continue to win and build with confidence your future success.
→ Positive energy increase in the team
→ Confidence rises

And your nights are better. :)

❇️How can I say that? 

Our coaching process is proven, measurable, used worldwide with over 11,000 leaders, and has a 95% success rate.

I didn't invent it (I wish I had 😀)

It was designed by Marshall Goldsmith, the world's #1 rated executive coach, who trained me. 

Over the past 30 years, this method has delivered exceptional results, earning the trust of more than 150 Fortune 500 companies, including Ford, IBM, Johnson and Johnson, Microsoft, Toyota, 3M, Apple, AT&T, Hermann Miller, KPMG, Intel, and many others.

❇️How is it different from other forms of coaching? 

→ Coaching happens in your job. It doesn't take much of your time. (As a former C-Level executive, I know how important it is to you.)
→ You only pay me if you succeed (I'm serious)
→ Success is not defined by me but by your stakeholders. (You choose them)

❇️Want to know more? 

→DM me here on Linkedin. 
→Email me at Dror@optionstogrow.com
→Visit my website https://optionstogrow.com/11-executive-coaching/

Let's embark on this transformative journey, unlocking your leadership's and team's true potential.

Dror

Dror Allouche

Every elite leader has a secret weapon.

It's not what you think.

It's not charisma. Not experience. Not even intelligence.

It's how they make decisions under pressure.

Average leaders freeze when the stakes are high.
Elite leaders get sharper when everything's on the line.

The difference? They've weaponized their decision-making process.

Here are the 3 devastating consequences when you crack under pressure:

Your team loses confidence. 
You missed opportunities. 
You turn sparks into a raging fire.

Elite leaders master these 7 pressure decision-making techniques:

1️⃣The 10-10-10 Rule
↳ "How will I feel about this in 10 minutes?"
↳ "How will I feel about this in 10 months?" 
↳ "How will I feel about this in 10 years?"

2️⃣Information Sufficiency Threshold
↳ Set your decision deadline before you start analyzing
↳ Define exactly what data you need to proceed
↳ Act when you reach 70% certainty

3️⃣Pre-Mortem Analysis
↳ "If this decision fails, what went wrong?"
↳ Identify the top 3 failure scenarios
↳ Build specific safeguards for each risk

4️⃣Stakeholder Impact Mapping
↳ List every person affected by your decision
↳ Rank them by influence and importance
↳ Predict their reactions and plan accordingly

5️⃣Reversibility Assessment
↳ "Can I easily undo this decision later?"
↳ Reversible decisions need less analysis time
↳ Irreversible decisions deserve deeper scrutiny

6️⃣The Regret Minimization Framework
↳ "Which choice will I regret least at 80?"
↳ Focus on long-term impact over short-term comfort
↳ Choose the path that honors your values

7️⃣Pressure Breathing Protocol
↳ Three deep breaths before every major decision
↳ Slow your body to calm your mind
↳ Clear thinking requires controlled physiology

The best leaders don't avoid pressure.
They train for it.
They practice when nothing's at stake.
So when everything matters, they execute flawlessly.

Pressure reveals character.
Preparation reveals leaders.

Your next high-pressure moment is coming.
What decision-making technique has saved you under pressure?

♻️ Repost to help someone in your network lead under pressure
🔔 Follow Dror Allouche for more practical leadership insights

5 counter-intuitive habits that got me promoted 8 times in 19 years.

(You can implement them in 10 minutes a day)

Most career advice focuses on networking and working harder.

But these unexpected habits changed my trajectory:

1️⃣ I volunteered for the challenging problems
↳ Sought out difficult clients and failed projects
↳ Raised my hand for the chaos
↳ Habit:  identify the biggest unsolved problem in your department
↳ Offer to tackle them "I'd like to tackle this"

2️⃣ I became unreachable during peak hours
↳ Protected my most productive 2 hours like gold
↳ Delivered deeper, more impactful work
↳ Habit: Set phone to Do Not Disturb for your first 2 hours of work
↳ Check messages only at predetermined times (10am, 2pm, 5pm)

3️⃣ I stopped apologizing in professional communication
↳ Removed uncertainty from my language
↳ Stated my points with confidence
↳ Habit: Before sending any email, remove one apologetic phrase
↳ Replace "I think maybe" with "I recommend"

4️⃣ I said "no" to requests that didn't serve our priority 
↳ Protected my time for high-impact work
↳ Stayed focused on value-driving projects
↳ Habit: Before accepting any request, ask, "Does that help our big picture?"
↳ Practice declining low-value requests

5️⃣ I made decisions without waiting for approval
↳ Took initiative on solving problems
↳ Informed leadership after taking action
↳ Habit: Identify one decision you can make independently today
↳ Take action, then send an update email: "I've implemented..."

What seems counterintuitive often serves us well.
Which habit would challenge your current approach the most?

♻️ Repost to help someone in your network get promoted
🔔Follow Dror Allouche for more practical leadership insights

Your best talent leaves during transformation.

Not because of the change itself.
Because of how you lead through it.

Most leaders obsess over systems and processes. 
Effective leaders obsess over people and connection.

Here are 10 ways to retain talent during transformation:

1️⃣ Share the destination, not just the journey.
↳ Paint the picture of their role in the future state.
↳ Connect daily tasks to long-term vision.
💡 Clarity eliminates fear.

2️⃣ Turn learning into career currency.
↳ Make new skills visible on their internal profile.
↳ Create advancement paths through transformation skills.
💡 Growth becomes opportunity.

3️⃣ Honor what's working before changing it.
↳ Acknowledge the value in current methods.
↳ Explain why change is necessary, not just what's changing.
💡 Respect builds trust.

4️⃣ Make wins immediate and personal.
↳ Celebrate individual contributions to progress.
↳ Connect team success to personal achievement.
💡 Recognition fuels motivation.

5️⃣ Let teams design their own adaptation.
↳ Give guidelines, not rigid procedures.
↳ Ask "How can we make this work for you?"
💡 Ownership prevents resistance.

6️⃣ Shield them from transformation overload.
↳ Sequence changes thoughtfully.
↳ Protect core work from constant disruption.
💡 Focus drives results.

7️⃣ Model the learning mindset.
↳ Share what you're discovering and struggling with.
↳ Show curiosity over certainty.
💡 Vulnerability creates safety.

8️⃣ Preserve cultural anchors.
↳ Keep meaningful rituals and relationships intact.
↳ Maintain what makes your team unique.
💡 Stability enables risk-taking.

9️⃣ Increase face time during uncertainty.
↳ Double your one-on-one frequency.
↳ Listen for concerns, not just status updates.
💡 Connection conquers chaos.

🔟 Reward courage over perfection.
↳ Celebrate attempts, not just successes.
↳ Make experimentation safe and valued.
💡 Encouragement drives innovation.

Leading through transformation isn't about managing change.
It's about guiding people through their own evolution.

Your talent will stay for leaders who help them grow, not just adapt.

Which of these has made the biggest difference in your transformations?

♻️ Repost to help leaders keep their best people
🔔 Follow Dror Allouche for more practical leadership insights
📩 Accelerate Your C-Suite Path? Join My Newsletter: https://lnkd.in/eAQnNsWB

Stop chasing approval.
Start building authentic influence.

The difference? Approval-seekers bend to every opinion.
Authentic influencers shape them.

Here's what authentic influence looks like in practice:

1️⃣ You share your perspective even when it's unpopular.
↳ Approval-seekers: "I agree with whatever you think."
↳ Authentic influencers: "I respectfully disagree. Here's why."
💡 Your conviction gives others confidence to follow.

2️⃣ You prioritize long-term relationships over short-term comfort.
↳ Approval-seekers: Avoid difficult conversations.
↳ Authentic influencers: Address issues directly with care.
💡 People trust those who tell them what they need to hear.

3️⃣ You stand firm on your values while staying open to feedback.
↳ Approval-seekers: Change positions based on who's in the room.
↳ Authentic influencers: Consistent core values, flexible on methods.
💡 Consistency builds credibility over time.

4️⃣ You focus on being useful, not likable.
↳ Approval-seekers: "How can I make everyone happy?"
↳ Authentic influencers: "How can I add real value here?"
💡 Usefulness creates lasting respect.

The result?

Authentic influence attracts the right people.
It repels those who only want yes-men.

Both outcomes work in your favor.

Stop asking "Will they like me?"
Start asking "Am I being useful?"

What's one area where you'll choose influence over approval this week?

♻️ Repost to help someone in your network build authentic influence
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Decision velocity (not perfection) is what separates C-Suite executives from everyone else.

Most managers obsess over making the "right" decision.
C-Suite leaders obsess over making the "right-timed" decision.

McKinsey research confirms: Companies with fast, quality decisions outperform peers by up to 2X.

Your slow decisions are killing your career potential. Here's the fix:

1️⃣ Apply the 70% confidence rule
↳ Make decisions when you have 70% confidence
↳ Waiting for 100% means you've missed the opportunity
↳ Leaders who delay decisions are really deciding by default

2️⃣ Know which decisions deserve time
↳ For easily reversed decisions: move fast
↳ For permanent decisions: move deliberately
↳ Always ask: "If wrong, can we recover quickly?"

3️⃣ Delegate to the right level
↳ Organizations with fewer decision layers are 6.8X more likely to outperform competitors
↳ Decisions should be made by those closest to the information
↳ When you hold all decisions, you become the bottleneck

4️⃣Stop seeking universal agreement
↳ You don't need everyone to agree
↳ You only need commitment to execute
↳ Decision quality × commitment beats perfect decisions with low buy-in

5️⃣ Convert meetings into decision factories
↳ End every meeting with: What did we decide? Who owns it? What's next?
↳ Your calendar is filled with discussions, not decisions
↳ Your team isn't leaving only with insights. They're leaving with actions

What decision are you currently delaying that should be made today with 70% confidence?

Share below 👇

♻️ Repost this to help others accelerate their decision velocity
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Your attention deficit is costing you the C-Suite.

Most leaders try to pay attention to everything.
C-Suite leaders are masters at paying attention to the right things.

I made this mistake often at the beginning of my career. I still do it sometimes. 
Because it's less a question of understanding than of practice

My problem wasn't time management.
It was attention management.

Here are 7 ways to weaponize selective attention for C-Suite success:
(with actionable tools in the carousel)

1️⃣ Practice ruthless information triage.
↳ Scan for signals, not noise.
↳ Ask: "Does this information change my decision or action?"
↳ If not, file it or forget it.

2️⃣ Defend your cognitive bandwidth.
↳ Batch similar tasks into focused blocks.
↳ Close all communication channels during deep work.
↳ Research shows every distraction costs 23 minutes of refocused effort.

3️⃣ Maintain strategic ignorance.
↳ Deliberately remain uninformed about details that don't need executive input.
↳ Trust your teams to handle operational minutiae.
↳ Focus only on what needs your unique perspective.

4️⃣ Identify attention hijackers.
↳ Track what consistently pulls you off-task.
↳ Notice when anxiety drives you toward low-impact work.
↳ Try the worst-case scenario: 'What are my options if the worst happens?'

5️⃣ Create attention boundaries.
↳ Set clear expectations about response times.
↳ Define what warrants an interruption vs. what can wait.
↳ Communicate these boundaries clearly to stakeholders.

6️⃣ Practice selective listening in meetings.
↳ Filter for insights rather than comprehensive details.
↳ Listen for patterns and contradictions across conversations.
↳ Ask clarifying questions only when information impacts decisions.

7️⃣ Train your team on what deserves attention.
↳ Coach others to filter information before escalating.
↳ Congratulate them when they achieve the desired result.
↳ Model the attention habits you want to see.

Every time I learned to manage this process better, 
I accelerated the careers of my teams and my own in the meantime. 

Your attention isn't just currency. It's your competitive advantage.
Invest it where the highest-value decisions live.

Which of these practices would most transform your leadership effectiveness?

♻️ Repost to help someone in your network improve their selective attention
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Stop being a spotlight. Start being a laser

Most employees work for performers disguised as leaders.

They deliver polished presentations about "our people-first culture."
Then act disrespectfully toward a collaborator in public.

Real leaders? You can spot them in the small moments.

Here's how to tell the difference:

1️⃣ They admit ignorance instantly.
↳ Performers: "Let me circle back with the team on that strategy."
↳ Authentic: "I have no idea. Sarah, you've dealt with this before. What's your take?"
↳ They make not-knowing safe for everyone else.

2️⃣ They own failures in public, celebrate wins in private.
↳ Team meeting: "This project failed because I didn't give you clear direction."
↳ One-on-one: "That client renewal happened because you caught my mistake early."
↳ Their ego takes the hit. Your reputation gets protected.

3️⃣ They make decisions without perfect data.
↳ While others wait for the "full analysis"
↳ They move forward with 70% confidence
↳ Better to course-correct than stand still

4️⃣ They remember what you told them last week.
↳ "How's your mom doing after the surgery?"
↳ "Did you hear back from that prospect you mentioned?"
↳ They treat you like a person, not a resource.

5️⃣ They fight invisible battles for you.
↳ Pushing back when executives demand weekend work
↳ Arguing for your promotion in closed-door meetings
↳ Protecting your budget when cuts come down

6️⃣ They change direction without saving face.
↳ "I was wrong about the timeline. We're extending it by two weeks."
↳ No justification. No blame-shifting.
↳ Just honest adjustment when reality hits.

The ultimate test? Watch them during crisis moments.

Performers worry about looking good upstairs.
Authentic leaders worry about their team surviving downstairs.

Which type of leader do you work for right now?

♻️ Share this if someone in your network needs better leadership
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11 questions that transform difficult conversations.
(From my playbook managing 1000+ tough meetings)

We all dread them.
The tense negotiation, the project post-mortem, the tough feedback session.

Our instinct is to prepare for a fight, to gather our arguments, to win.

But the best leaders don't enter these meetings to win.
They enter to understand. And that shift changes everything.

Here are 11 questions that move you from conflict to connection:

1️⃣ "What does 'done' look like for you?"
↳ Most conflict comes from misaligned expectations about the final outcome.
👉 This question forces clarity on the destination before you argue about the path.

2️⃣ "Can you help me understand your perspective?"
↳ This isn't a question. It's an invitation. It replaces judgment with curiosity.
👉 You can't change someone's mind until you know where their mind is.

3️⃣ "What's the real challenge here for you?"
↳ Moves past the surface-level complaint to the core issue.
👉 Often, the problem being discussed isn't the real problem.

4️⃣ "If we were successful, what would that look like?"
↳ Shifts the energy from the present problem to a shared future success.
👉 It's easier to find common ground when you're looking at the same horizon.

5️⃣ "What are the assumptions we're both making?"
↳ Uncovers the hidden beliefs that are driving the disagreement.
👉 Challenges aren't solved by debating facts, but by questioning assumptions.

6️⃣ "What's one thing we can agree on right now?"
↳ Every difficult conversation has a point of alignment. Find it.
👉 This small point of agreement becomes the foundation to build on.

7️⃣ "How can we make this a win for everyone?"
↳ Reframes the conversation from "me vs. you" to "us vs. the problem."
👉 Turns adversaries into partners.

8️⃣ "Walk me through your thinking."
↳ Shows you respect their process, not just their conclusion.
👉 People are more flexible on their position when they feel their reasoning is respected.

9️⃣ "What's at stake here if we get this wrong?"
↳ Forces both parties to acknowledge the shared risk and importance.
👉 Reminds everyone that you're on the same team.

🔟 "What's a small step we could take right now?"
↳ Breaks a big, emotional deadlock into a small, logical action.
👉 Momentum is the best antidote to paralysis.

1️⃣1️⃣ "What have we learned from this?"
↳ Ends the conversation with a focus on growth, not blame.
👉 Turns a difficult conversation into a productive lesson.

Stop trying to win the argument.
Start trying to solve the problem, together.

♻️ Repost this to help your network have more productive arguments.
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You're not getting promoted because you haven't built your replacement.

The #1 hidden blocker to your C-Suite path isn't your performance.
It's your inability to identify and develop future executives.

Most leaders accumulate their best talent, thinking it makes them indispensable.
Elite leaders aggressively develop successors, making themselves promotable.

After 8 promotions and more than 25 years in business, I've observed a pattern:
Those who develop others get promoted much faster than individual performers.

Here are 5 counterintuitive signs of executive potential hiding on your team:
(with actionable tools in the carousel)

1️⃣ They challenge your thinking without challenging your authority.
↳ Average talent says "yes" to everything you propose.
↳ Future executives ask "What if we considered..."
↳ Action: Identify who makes your decisions better, not easier.

2️⃣ They're obsessed with systems, not symptoms.
↳ When others battle recurring issues, they redesign the process.
↳ They fix root causes while peers address surface problems.
↳ Action: Note who solves problems permanently, not temporarily.

3️⃣ They translate complexity into clarity.
↳ They explain difficult concepts in simple, actionable terms.
↳ They can simplify without oversimplifying.
↳ Action: Watch who non-technical people turn to for explanations.

4️⃣ They recover from setbacks faster than peers.
↳ They take ownership without self-pity or blame.
↳ They're already implementing solutions while others process failure.
↳ Action: Track resilience, not just performance.

5️⃣ They operate at the next level before being promoted to it.
↳ They think about business impact, not task completion.
↳ They spontaneously connect daily work to the company strategy.
↳ Action: Identify who's already solving tomorrow's problems today.

Your executive development playbook:

• Assign them to fix chronic organizational problems.
• Put them in front of senior stakeholders regularly.
• Give feedback on executive presence, not just performance.
• Create opportunities for cross-functional leadership.
• Teach them to develop others (the multiplier effect).

You climb the leadership ladder by building a strong bench behind you.
No one gets promoted into a vacuum.

Which of these hidden signs do you see in your top performers right now?

♻️ Repost to help leaders build stronger succession pipelines
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The fastest way up is to help others climb

It took me 25 years of experience to learn these 7 lessons.
You can get the summary in the next 2 minutes.

Here are the 7 biggest ideas from this week that will change the way you lead:

1️⃣ Email Language
↳ The Idea: Your email language is either building your authority or destroying it with every message you send.
↳ The Action: Before sending your next email, find and remove one weak phrase like "Sorry to bother you."

2️⃣ Deep Work
↳ The Idea: Small, constant interruptions are secretly stealing hours of productive time from your day.
↳ The Action: Protect one 90-minute "deep work" block tomorrow. No phone, no email, zero exceptions.

3️⃣ Meeting Authority
↳ The Idea: Weak, hesitant words in meetings make you sound like a follower, not a leader.
↳ The Action: In your next meeting, replace "I think maybe we should..." with the more decisive "My recommendation is..."

4️⃣ Counter-Intuitive Promotions
↳ The Idea: The habits that get you promoted often go against popular advice, like saying "no" more often and being less available.
↳ The Action: Instead of avoiding problems, raise your hand for the biggest, messiest challenge your team is facing right now.

5️⃣ Decision Velocity
↳ The Idea: Making the "good enough" decision now is more powerful than waiting for the "perfect" decision too late.
↳ The Action: Make your next reversible decision when you have 70% confidence, not 100%.

6️⃣ Authentic Influence
↳ The Idea: Stop trying to be liked and start focusing on being useful. Lasting respect comes from the value you add, not from pleasing everyone.
↳ The Action: In your next discussion, focus on the question "How can I be most useful here?" instead of "Will they agree with me?"

7️⃣ Difficult Conversations
↳ The Idea: The goal of a tough conversation isn't to win the argument, but to understand the other side and solve the problem together.
↳ The Action: In your next disagreement, shift the dynamic by asking, "Can you help me understand your perspective on this?"

Your career isn't changed by one giant leap.
It's built by the small, consistent steps you take every day.

♻️ Repost this to help your network catch up on the week's best lessons.
🔔 Follow Dror Allouche for more practical leadership insights.
📩 Accelerate Your C-Suite Path? Join My Newsletter: https://lnkd.in/eAQnNsWB

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Dror Allouche

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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);}Dror Allouche's LinkedIn Performance

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Performance ScoreDror Allouche's LinkedIn Performance