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

Sargal Coaching

I  work with executives across diverse industries, equipping them with the skills and insights necessary to drive meaningful transformation and achieve their professional goals. My tailored coaching approach combines proven strategies with a deep understanding of human behavior, enabling leaders to navigate complex challenges with confidence and clarity.

Executive  and Leadership Coach

CPNE

Certification ISO 9001 version 2000: 
Identification, description and analyses of the different processes.
Implementation of continuous improvement programs.

Quality, Environment and Safety Manager

Philip Morris International

Development and launch of new product within  various EU markets
Definition of consumers need together with marketing team and establishment of a plan to reach the launch date, going through all project management steps : product prototyping, panel evaluation and final product selection.

New Product Development

Management of factories specifications, referring to resourcing program, portfolio review and cost saving projects.
Implementation and follow up of product monitoring program in the WEC factories, in order to keep our products within smoking figures tolerances.
Implementation of maintenance projects after prototyping, chemicals analyses and panel evaluation.

Cigarette Designer / Product Management

Manage Quality Assurance related activities, ensuring compliance of Products and Processes to PMI Policies and legal requirements, in order to achieve consumer’s quality expectations, speed to market on new launches and a safe working environment for QA employees.
Ensure the development of the QA team, 10 engineers and technicians, in line with the organization needs

QA Supervisor

Les Ciment du Sahel S.A.

Implementation of certification ISO 9001 version 2000: 
Identification, description and analyses of the different processes, 
Implementation of continuous improvement program: 
Management of interfaces between the different departments,
Realization of internal audits, analyses of global reports and proposal of improvement plans: 
Customers’ complaints treatment

QA Specialist

As an Executive and Leadership Coach, I am passionate about empowering leaders to unlock their full potential and create impactful, lasting change within their organizations. With a focus on emotional intelligence, I guide leaders to enhance their influence and cultivate a thriving team environment.

Over the years, I've partnered with executives across diverse industries, equipping them with the skills and insights necessary to drive meaningful transformation and achieve their professional goals. My tailored coaching approach combines proven strategies with a deep understanding of human behavior, enabling leaders to navigate complex challenges with confidence and clarity.

I firmly believe that effective leadership stems from the ability to connect on a personal level while inspiring others to excel. Whether you're looking to enhance your leadership skills, improve team dynamics, or drive organizational growth, I'm here to support your journey to success.

Sargal means celebrate in Senegalese, my country of origin. I believe we all have talents to celebrate.

Connect with me to discover how you can elevate your leadership impact and create a legacy of positive influence.

Fatou Seck Mathon

Your title does not make you a leader.

How you treat your team does.

Beautiful visual by my friend Dora Vanourek

Most leaders focus on instructions and perfect execution.

But they miss the most essential part.

Leadership isn’t about your words or actions alone.

It’s about the emotions you leave behind.

And the cost of ignoring this isn’t just lost performance:

↳ It drains your team’s motivation.
↳ It erodes trust in your leadership.
↳ It pushes your best people to leave.

Think about it:

❌ When you dismiss your team’s ideas
↳ You’re making them feel unimportant.

❌ When you focus only on results
↳ You’re making them feel like numbers, not people.

❌ When you never admit mistakes
↳ You’re making them feel like honesty is a weakness.

But when you lead with empathy:

✅ Your team brings their best ideas forward.
✅ People work with you, not just for you.
✅ They know you care about them, not just their output.

Break free by taking these steps:

✅ Listen more than you speak.
↳ Ask questions like: “How do you feel about this?”
↳ Let them share openly without fear.

✅ Admit your mistakes.
↳ Say: “I was wrong about that; let’s find a better way.”
↳ Show that vulnerability is strength.

✅ Express genuine appreciation.
↳ Recognize efforts, not just results: 
↳ Make them feel seen and valued.

Your job isn’t to be the smartest in the room.

It’s to make your team feel empowered and inspired.


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Executive Coach, helping senior leaders on their journey to VP+ level. Leadership Consultant for High Performing Organizations. Trusted by Fortune 500 leaders. Supporting clients globally in both English and French.

I'm too old to change careers.

I hear this from my clients every week.

Society tells us:

❌ It's too late.
❌ It's too risky.
❌ It's too irresponsible.

But here's what they don't tell you:

70% of successful career shifters are over 40.

You have an incredible advantage.

You're not starting from zero:

✅ Your experience is your superpower
↳ Every setback taught you something valuable.
↳ Every role gave you skills you can transfer.

✅ Your judgment is sharper
↳ You know what truly matters.
↳ You can spot real opportunities.

✅ Your network is gold
↳ You have connections across industries.
↳ You understand how to build relationships.

Try this plan:

1. Start small
↳ Test your new path while keeping your job.
↳ Build skills during lunch breaks.

2. Leverage your past
↳ Find connections between old and new.
↳ Use your unique perspective.

3. Connect strategically
↳ Follow leaders in your target field.
↳ Share your journey openly.

The best careers are built on experience.
And you have plenty of it.

Start writing your next chapter.

You may love your new story even more.

What career change are you dreaming of? Drop it below!


Repost to inspire someone who needs this
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Everyone sees the results.

Almost no one saw 

what it took to get here.

They see the title, not the timeline.
The confidence, not the self-doubt.
The success, not the sacrifices that built it.

No one saw the mornings you questioned everything.
The nights you worked in silence while others slept.
The moments you failed, learned, and kept showing up anyway.

That’s not luck.
That’s work.
That’s discipline when no one’s watching.

People love to say “you’re lucky.”
But luck is just effort nobody noticed.

So if you’re still putting in the work and wondering when it’ll pay off,
keep going.

Because one day, someone will call you “lucky.”

And you’ll know it wasn’t chance.

It was choices.

Image credit : femalempire on IG

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Strong teams aren't built in meetings.

They're built in everyday moments,

Where trust is built and real bonds form.

When a team lacks genuine connection:

❌ Projects fall apart at the first challenge.
❌ Your best people leave, one after another.
❌ Politics take over, and teamwork fades.

Failure isn't the hardest part.

Watching your team's performance drop is.

7 unconventional ways to build a stronger team:

1. The Morning Circle
↳ 15 minutes, no distractions.
↳ Share one challenge you need help with.

2. The Growth Hour
↳ Weekly learning sessions led by team members.
↳ Share skills, not just tasks.

3. The Connection Coffee
↳ Random team pair-ups each week.
↳ No work talk, just honest conversations.

4. Failure Fridays
↳ End the week by sharing mistakes and lessons.
↳ Normalize setbacks and learn from them.

5. Silent Strategies
↳ Everyone writes ideas before speaking in meetings.
↳ It gives quieter voices a chance to be heard.

6. Reverse Mentoring
↳ Junior team members mentor senior leaders.
↳ Gain fresh ideas and new perspectives.

7. Bridge Time
↳ Set aside 30 minutes daily for casual chats.
↳ Strengthen relationships beyond work.

Great teams aren't built with rules.

They're built with trust.

What's the strongest team you've ever been part of ?

♻️ Repost to help a leader build a great team.
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Our deepest wounds aren’t from others’ words.

They’re from the stories we tell ourselves.

In the early months of my coaching practice, I questioned whether I could support Directors, VPs, or CXOs.

Because I’d never held those titles myself.

I was certified by one of the world’s most prestigious Ivy League universities, but I still doubted my abilities.

This happens more often than people want to admit.

65% of senior leaders say they’ve experienced imposter syndrome. The percentage among women executives is even higher, up to 75%.

Not because they lack skill.

Because they’ve tied their worth to external validation.

Here’s what I’ve learned since:

When you forget your value, it changes how you lead:

↳ You overwork to prove what’s already true
↳ You shrink your voice in rooms where you belong
↳ You rely on status to feel valid, instead of owning your impact

And it shows, even when your intentions are good:

❌ Over-explaining your value
↳ Sends the message you’re not sure you have any

❌ Avoiding visibility
↳ Keeps your work unseen, no matter how good it is

❌ Downplaying your achievements
↳ Teaches others to overlook them, too

Here’s how to reconnect with yourself:

✅ Own what you’ve earned
↳ You don’t need permission to take up space

✅ Speak your truth without shrinking
↳ Say it clearly. Say it fully.

✅ Lead from who you are
↳ That’s where your power has always been

Don’t ever shrink yourself.

You are more than capable.

📌 Get actionable tips to accelerate your career growth. 
Join my newsletter here : https://lnkd.in/evuiYzex

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People don’t quit companies.

They quit feeling invisible.

It doesn’t happen overnight.

It happens slowly.

- When effort goes unnoticed.
- When good work becomes expected.
- When people start to wonder if it still matters.

That loss of recognition changes everything: 

engagement, energy, and culture.

60% of employees don’t feel valued at work.

And when people feel invisible, motivation fades fast.

Recognition isn’t just kindness.
It’s a core leadership habit.

Because when leaders make people feel seen, performance follows:

✅ Recognized employees are 4.6× more likely to be engaged.
✅ High recognition boosts productivity by 10–20%.
✅ Recognition reduces turnover by 28%.

In my coaching work, I’ve watched whole teams shift
after a few genuine words:

“I appreciate your work. Thank you.”

It takes seconds, but it sticks.

Here’s how to make recognition work:

1. Make it specific
Call out actions that move the team forward.

2. Be timely
Say it when it happens. That’s when it matters most.

3. Personalize it
Some like public praise. Others prefer a private thank-you.

Recognition costs nothing.
Ignoring it costs engagement, trust, and loyalty.

Because when people feel valued,

They give their best.

Image credit : Rob Dance

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I used to shrink myself to make others comfortable.

To take up less space,

and make sure no one thought I was “too much.”

But shrinking doesn’t make you easier to work with.
It makes you forget who you are.

I realized something powerful:

When you shrink to be more “manageable,”
people start believing that’s your actual size.

Stop editing yourself to fit small expectations.

You are not a pond.
You are an ocean.

If someone can’t handle your depth,
They can stay in the shallows.

You weren’t meant to be manageable.

You were meant to take up your space entirely.

Here’s how to start showing up as the ocean:

1. Speak up, even when your voice shakes.
Silence won’t protect your ideas; sharing them will.

2. Ask for what you’ve earned.
Recognition isn’t arrogance. It’s accountability.

3. Hold your boundaries.
You can’t pour depth into people if you’re running on empty.

4. Celebrate your wins out loud.
You give others permission to do the same.

5. Keep growing, even if it makes others uncomfortable.
Their comfort isn’t your calling.

Growth doesn’t happen by fitting in.

It happens by showing up fully, even when it stretches others.

The world doesn’t need a smaller version of you.
It needs your depth, your courage, and your full voice.

Be the ocean.

Let them learn to swim.


♻️ Repost to help your network stop shrinking.
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Speaking like a leader is easy.

Listening like one is harder.

Most teams don’t lack opinions; they lack ears that really hear them.

We spend hours crafting the right message,
but far less time creating space for honest feedback.

It’s a quiet mistake.
And one that costs growth, trust, and great ideas.

Because people stop speaking up
When they realise no one’s really listening.

Here’s what great leaders practice:

- Ask before advising.
- Respond to ideas, not egos.
- Listen for meaning, not just answers.
- Leave pause: silence often tells you more than words.

The best leaders I know don’t just make people listen.

They make people feel heard.

That’s what builds loyalty and progress.

What’s harder for you: speaking up or really listening?


♻️ Repost to help leaders in your network.
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We expect too much from leaders.

Not enough from employees.

We ask leaders to be empathetic, calm, kind, and clear.

But culture isn’t built by one person.

It’s built by everyone inside it.

Yes, leaders have a huge responsibility in creating a positive work culture and leading by example.

But no team stays healthy if people gossip, disengage, or look away.

And no leader can build trust when employees only take, complain, or compete.

We’ve all seen that colleague, maybe even been them.

- Taking credit.
- Talking down.
- Complaining instead of helping.

Culture isn’t just a leadership problem.
It’s a shared responsibility.

And it changes when responsibility spreads.

Here’s how to raise the bar as an employee:

1. Take ownership, even without authority.
You can’t fix everything, but you can do your part.

2. Speak up with respect.
Say what’s true, but say it kindly.

3. Bring solutions, not noise.
Don’t just share problems, help move things forward.

4. Protect your colleagues.
Sort tension in private. Celebrate people in public.

5. Be kind and clear.
Kindness builds trust. Clarity keeps it.

When we show up this way, it gets better for everyone.

People listen more, help faster, and trust deeper.

Be the change you want to see at work.

Be the colleague you wish you had.

That’s how a positive work culture is created.

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Undervaluing your work isn’t modesty.

It’s self-sabotage.

Early in my career, I believed staying humble would speak for itself.

❌ So I didn’t speak up.
❌ I stayed quiet, out of the spotlight.
❌ I avoided sharing my achievements, even when they were strong.

After working closely with female leaders in my coaching practice,

I’ve seen this pattern repeatedly.

Women are 28% less likely to promote their work, especially in senior roles.

Not because they lack ability, but because they question whether it’s “worthy” of attention.

It shows up in subtle, costly ways:

↳ You downplay your success in meetings because “it’s not a big deal.”
↳ You stay silent about your wins so no one thinks you’re bragging.
↳ You pass on opportunities because you don’t feel 100% ready.

The truth is, if you keep undervaluing your contributions, it doesn’t just affect your confidence.

It changes how others perceive your leadership.

Here’s what to do instead:

✅ Talk about your success with pride, not apology.
✅ Advocate for yourself; your work deserves recognition.
✅ Celebrate your wins; they show others what’s possible.

Being humble doesn’t mean hiding.

Own your work. Speak up.

You deserve to be recognized for your impact.

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9 sentences that quietly kill your confidence.

(And what to say instead)

Confidence doesn't mean being loud or bold.

It's about how you speak to yourself and others.

Your words can either build you up or break you down.

Here are common phrases that quietly hurt your confidence.
(And what to say instead.)

1. "I don't know why they chose me."
It invites imposter syndrome to take the lead.
✅ "I'm grateful for the opportunity and ready to deliver."

2. "I'm probably wrong, but…"
It undercuts your idea before you've even shared it.
✅ "Here's my perspective on this…"

3. "Sorry, I'm not very good at this."
It tells people to doubt you before they even do.
✅ "I'm still learning, but here's my approach."

4. "I just got lucky."
It dismisses your effort and skill.
✅ "I worked hard for this, and it paid off."

5. "I'm not the expert here, but…"
It creates distance between you and your value.
✅ "Here's what I've seen work from experience."

6. "This might be a dumb question…"
There are no dumb questions, only unasked ones
✅ "Here's something I've been wondering about…"

7. "Whatever works for you."
It hides your preferences and voice.
✅ "Here's what I'd prefer...what do you think?"

8. "Sorry, I talk too much."
It apologizes for taking up space.
✅ "Thanks for listening; I appreciate the time."

9. "I know I'm not the best at this…"
It reinforces self-doubt even when unnecessary.
✅ "I'm working on this and getting better every day."

Your words shape your confidence.

Choose ones that reflect your worth.

Which one do you catch yourself saying?


Repost to help a friend talk more confidently.
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9 Sentences that quietly kill your confidence

A mindset every leader needs, but few truly master.  

The Autumn Rule. 

Every year, trees release what once gave them life.

Leaves that captured light for months fall away, not because the tree is dying,

But because it needs to survive and prepare for the next growth cycle.

Leadership is no different.

We often cling to what worked: old habits, structures, even parts of our identity that once made us successful.

But growth demands renewal.

And renewal always begins with letting go.

When leaders refuse to shed what’s outgrown,

teams stagnate, innovation slows,

and burnout takes root where curiosity used to live.

The best leaders I’ve worked with know when to release.

They don’t mistake control for consistency.

They understand that every season has a purpose.

The Autumn Rule teaches us three essential truths:

Letting go isn’t a loss: it’s leadership. You make space for new energy when you release what no longer serves you or your team.

Rest is part of progress: Even nature takes time to recover before the next burst of growth. Take care of yourself.

Every ending is a beginning in disguise: The leaves fall, but the roots remain, stronger than ever.

So if it feels like things are falling away right now 

a strategy, a role, or even an old version of yourself 

Remember: this isn’t failure.

It’s preparation for your next growth chapter.

Which “leaves” are you ready to release this season?

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I used to think hard work was enough.

Then I learned it’s not what gets you seen.

You can hit every KPI. Deliver results. Exceed every goal.

And still be invisible when opportunities appear.

Meanwhile, others move ahead
not because they’re better,
but because they make their impact visible.

I learned this the hard way:

Effort means nothing if no one sees its effect.

When your work isn’t seen:
– Growth stalls.
– Recognition fades.
– Motivation quietly dies.

When people see your impact:
– You earn trust.
– You gain influence.
– Your career accelerates naturally.

That’s the difference between meeting KPIs
and mastering your K.P.I.

K: What people Know about your work
→ Share progress often. Don’t assume results speak for themselves.

P: What people Perceive about your value
→ Connect your work to strategy, not just tasks.

I: What people Involve you in
→ Visibility grows when people trust you with bigger opportunities.

KPIs measure performance.

K.P.I. builds reputation.

And reputation opens doors when you’re not in the room.

Which part of your K.P.I. needs more attention right now?

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This simple principle completely changed my life.

And it will change yours too.

It taught me to pay attention to small actions.
The ones that don’t look important until they are.

I used to think growth meant big steps,
big plans and big wins.

But it turns out, it’s the small actions, taken daily, that move your life forward.

The Butterfly Effect:

When a butterfly flaps its wings, it creates a small movement of air 
barely visible, almost silent.
Yet that movement can set off a chain of changes that grow over time.

Life works the same way.
The small choices you make today often become the turning points you only recognize years later.

The butterfly knows that tiny actions matter, 
even when no one notices.

It knows that big change rarely starts with a big moment,
But with a quiet one.

A message you were afraid to send.
A meeting where you finally spoke up.
A simple act of consistency, repeated over time.

The Butterfly Effect reminds us that progress is built through small, steady movement.

It knows that doing something, even small,
is better than waiting for perfect timing.

And it knows that transformation takes time.
Before wings, there’s the cocoon.

Finally, it knows one simple truth:
You can’t cause change from stillness.

You have to move 
even a little 
to create your next wave of momentum.

What small action changed everything for you?


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The Butterfly Effect

What drains your peace and focus isn’t what you think.

Most people never realize it. 

Until it’s already too heavy.

Mental clutter is the invisible load your brain carries:

- Unanswered messages.
- Unfinished tasks.
- Undone plans.

It builds quietly until even small decisions start to feel exhausting.

When your attention is scattered across too many things,
You lose the mental space to think, create, and recharge.

Because growth doesn’t come from doing more.
It starts with a mind that’s clear, calm, and focused.

3 steps to make mental space for growth:

1. Empty your mind before it feels too heavy.
Write everything down. Seeing it on paper turns invisible noise into visible tasks you can manage.
↳ Instant relief follows once your brain stops holding all the details.

2. Simplify what stays.
Circle what truly matters. Drop or delegate the rest.
Your mental space is limited, so protect it.
↳ The fewer things you hold, the more energy you have.

3. Create a reset ritual.
Spend 30 minutes each Friday finishing all pending tasks:
Send that message. Delete old notes. Pay that bill.
↳ Make it a habit, not a reaction, start each week lighter.

When your mind is clear, calm returns.

And from calm comes clarity, focus, and better decisions.

Because growth starts from within.

Save this for your next reset.

What’s one small thing you’ll clear today before you head into the weekend?
_ _ _

📌 Get actionable tips to accelerate your career growth. 
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I have the title, the salary, and the company name.

But I feel empty inside.

That's what a woman director from a global tech company told me in our first session.

And I've heard it too many times to ignore.

On paper, everything looks perfect.

But inside? It's quiet frustration and disconnection.

It's the hidden struggle of high-achieving leaders.

You've done what you were told would lead to success:

✅ Hit the goals
✅ Climb the ladder
✅ Collect the achievements

But somewhere along the way, you have lost yourself.

You stopped asking: What do I actually want?

That's not a luxury question. It's a leadership one.

Because when your work isn't aligned with who you are:

❌ You lose confidence in what you do.
❌ You overperform to prove your worth.
❌ You silence your needs to avoid "being ungrateful".

So what can you do?

Start here ↓

1. Audit your energy
→ Track what lights you up vs. what drains you
→ Do this for 5 days. Patterns will emerge.

2. Rewrite your rules
→ Define success by fulfillment, not status
→ What would "success" look like to YOU?

3. Reclaim your voice
→ Start saying "no" to what doesn't serve you
→ Your boundaries are your leadership brand

This doesn't always mean quitting.

It means reconnecting with yourself.

And making your career feel like yours again.

What would change if your work reflected who you are?

👉 Ready to feel aligned in your career again?
Send me a message if you want to create a version of success that finally feels right for you.

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We all have blind spots.
They don’t just affect how we see.
They shape how others see us.

The truth is, most leaders don’t lose influence overnight.

They slowly chip away at it 

through patterns they don’t even notice.

After two decades in corporate and now coaching senior leaders, here are a few blind spots I have seen often (and fallen into myself) :

1. Talking more than listening:
It feels productive to speak with clarity. But influence often comes from the questions you ask, not the answers you give.

2. Confusing confidence with certainty.
Certainty closes doors. Confidence keeps them open, it says; I’m willing to be wrong if it helps us get it right.

3. Reacting instead of responding
When you lead from urgency, you lose perspective. Pausing for 10 seconds can save you 10 hours later.

4. Assuming trust equals alignment.
People might respect you, but that doesn’t mean they’re clear on your direction.
Trust is emotional, alignment is operational. You need both.

5. Trying to show you know everything.
The moment you stop learning from your team, your leadership stops evolving. Always stay teachable.

Influence isn’t built on having all the answers.

It’s built on awareness: of yourself, your team, and your impact.

Which of these blind spots do you notice most in leaders around you?

♻️ Repost to help your network notice their blind spots,
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Blind Spots That Sabotage Your Influence

Yesterday, I experienced something wonderful on the plane.

I was flying back from Senegal, feeling tense as usual.

Every bump made me hold my breath,

and I caught myself gripping the armrest a little too tightly.

Then we hit a thick layer of clouds.

It was dark and bumpy.

That uneasy kind of turbulence where you realise you’re not in control.

And just as the fear started to rise, we broke through.

The view was spectacular.

The light came back. The sky opened up.

And those same clouds that felt heavy,

suddenly looked soft, bright, and so peaceful.

It reminded me how often life feels the same way:

When you’re inside the storm, it’s hard to see that it won’t last forever.

Here’s how you can rise above your own clouds:

↳ Breathe through the turbulence
When things feel unstable, focus on the next small step.
Clarity comes faster when you stop fighting the discomfort.
You don’t need to see the full sky; stay steady until it clears.

↳ Change your altitude
Sometimes the solution isn’t doing more, it’s stepping back.
A short walk, a pause, or a journal page will shift your entire view.
Perspective turns confusion into understanding.

↳ Look for the light
Even on the hardest days, something is still working.
Name one thing you’re grateful for.
That’s how the light starts to break through again.

If you’re in the clouds right now, keep going.

Above them, the sky is still blue.

♻️  Repost to help your network rise above the clouds.
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Above the clouds, the sky is still blue

Many talented women leaders feel like they’re doing everything right, yet their career progress stalls.

Before creating new tools and trainings, I’d love to hear from you.

Your perspective will help me create more focused content and programs to support your leadership journey.

Thank you for your contribution.

P.S. If you’re experiencing other challenges, please share them in the comments.

As a woman leader, Sr Manager to VP+, what’s currently the biggest challenge slowing down your career growth?

The author can see how you vote. Learn more

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Fatou Seck Mathon

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The Battle

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Fatou Seck Mathon

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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);}Fatou Seck Mathon's LinkedIn Performance

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