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

Scarlet Monday

Scarlet is a growth consultancy that helps founders scale revenue and profit by building life-aligned businesses with future-of-work & org innovation (inc. AI & automation).

Scarlet is blunt, clear and strategic. It's all about making leaders maintain their commitments to themselves and their company to achieve growth targets.

Founder & CEO

Progressive Group Therapy Newsletter

Your trusted guide to progressive leadership mastery, startup scaling, cutting-edge tech, inclusive cultures, and personal transformation. Only progressive safe spaces build the legacies the best desire: this is the no-BS playbook for the brave.

Writer

Boardwave

The Boardwave network is a powerful community of Founders, CEOs, Chairs, Independent NEDs & their Investors from across Europe, representing companies at every stage of development.

Angel/ Mentor

AI Coach Scarlio

AI Coach Scarlio coaches humans to survive and thrive with AI. Powered by the collective wisdom of the world’s leading human experts and OpenAI’s powerful AI

Co-Pilot

ConstantMentor.com

Worried about not fulfilling your business’s potential, hitting your targets or achieving your strategic goals? Secretly feel like you and your business are stuck or blocked? Join the club. 

Constant Mentor software enables leaders to achieve any goals. Using proven goal setting techniques, we engineer your productive new habits by constantly chasing your commitments, holding you accountable and removing your blockers. A stand-alone product of Scarlet Monday with the underlying nudge technology now sold.

Madgex Ltd

Market leaders in the provision of job board software to global media companies like Newscorp, Financial Times, The Guardian, The Economist, Elsevier, Bonnier and Crain. Acquired in early March 2020 by Wiley, one of America’s oldest publicly-traded companies (John Wiley & Sons, Inc. (NYSE: JW.A and JW.B)). If you have applied for a job online in the last 20yrs, chances are you used a Madgex job board. Our mission is to be the most successful global provider.

Shareholder

Led growth of the business from £k software projects to multi-million £ global single-platform SaaS business, dominating our niche in most geographies we operate in.

Market leaders in the provision of job board software to global media companies like Newscorp, Financial Times, The Guardian, The Economist, Elsevier, Bonnier and Crain. Acquired in early March 2020 by Wiley, one of America’s oldest publicly-traded companies (John Wiley & Sons, Inc. (NYSE: JW.A and JW.B)). If you have applied for a job online in the last 20yrs, chances are you used a Madgex job board. Our mission is to be the most successful global provider.

Vinopolis

2.5 acre wine tasting based visitor attraction and corporate event venue in Borough Market, Central London. Sold to property developers Meyer Bergman after 16yrs of operation for a 9 figure sum.

Member of start-up team raising £25m equity/debt to launch wine tasting based visitor attraction and corporate event venue as part of Borough Market’s regeneration.

Head of Finance and Legal

Wired Sussex

As a board member I contributed to the strategy of this focused organisation, helping to develop the region's digital media businesses.

Non-Executive Director

Sainsburys

Finance lead role for launching/embedding TU clothing, Boots JV, Nectar/data warehouse and Accenture IT outsource projects

Head of Trading & Business Transformation Finance

Vinum Restaurants Company Limited

FD then Chairman for this restaurant and wine bar joint venture with Michelin award-winning restaurateurs Claudio Pulze (Aubergine, Zafferano & Brasserie St. Jacques) and Trevor Gulliver (St. John)

FD & Chairman

Progressive Business Coach for Founders, Teams & Rebels In Corporates | We boost profit & sanity beyond bureaucracy - with self-managing teams, systems & human-centric AI | $50M+ scale-ups & 9-fig exits | Keynote speaker

You’re the brave ones, with everything on the line.
Whether you’re starting out, flying solo, building a team, scaling to exit, or leading as part of the core team: you carry more vision, risk, and responsibility than most will ever understand.

Some clients are founders. Others are senior leaders in traditional orgs, quietly transforming how their team works. Even if the wider system can’t.

I help you scale profit (and sanity) in a world of AI, agents, and system-led growth. While still having a life.

I’m a PwC-trained Chartered Accountant and former CFO who’s led scale-ups, exits, and leadership transitions. I don’t just coach it, I’ve lived it.

I get the humans behind the business, not just the numbers. 

My no-BS, emotionally intelligent coaching unlocks both individual potential and business performance by clearing the mental, emotional, and operational blocks that hold you back.

I run practical, unfiltered programmes for leaders ready to disrupt, or simply lead differently.
Whether you're rewriting the rules or quietly changing how your team plays the game, I’ll help you scale what works.

I call out the bullsh*t, push where others won’t, and hold you to growth. Without losing the big picture.
Whether you lead a company, a department, or a cross-functional squad, how you lead shapes everything around you.

How we do it:

🧱 Fundamental Hygiene: Lock in purpose, culture, empathy, systems & cash. Even the best AI won’t save you without these.

🌱 Inclusive Culture: Build environments that harness diversity, fuel innovation, and drive sustainable growth — across teams or solo systems.

🤖 AI & Automation: Use smart tools to grow revenue, cut costs & scale.

🌐 Holistic Growth: Bridge big-picture vision with practical steps — blending financial clarity with emotional intelligence.

My mission is simple:
Remove the blockers holding you back and propel you toward exponential, sustainable success.

How can I help? You choose:

🔔 Follow for daily no-BS takes on leadership, AI, org design & the emotional side of growth.

📨 Subscribe to Progressive Group Therapy for disruptive strategies & raw, real-world stories.

🎤 DM for keynotes that challenge corporate fluff.

💬 1:1 coaching using a clear framework — tailored to unlock performance across your business.

🏢 Company-wide programmes with proven modules fusing AI, cashflow, and practical coaching.

Ordinary leadership won’t cut it.

Your revolution — personal and professional — starts here.

Si Conroy

10 visuals that define GREAT Management
 
(Every employee and manager needs to see these)

Thanks to the amazing Roberto Ferraro for the images.

The most underrated growth engine in business?

Middle managers.

Not leadership. Managers.

I’ve spent years championing self-management and system-led teams.
But here’s the truth: when managers are used right - not as gatekeepers, but as multipliers - they’re one of the most powerful forces in any organisation.

Because TSR (Total Shareholder Return) follows great middle management.

McKinsey found that companies with a higher share of top-performing middle managers outperform financially.

And yet… they’re the most overworked, under-designed layer in most companies.

Here’s the plain, practical playbook:

1) Find the sweet spot
 ↳ Managers should multiply, not gatekeep.
 ↳ Delegate well. Support well. Balance both.

2) Kindness is the best ROI
 ↳ People value respect over perks.
 ↳ Be supportive. Develop talent. Results follow.

3) Culture beats strategy
 ↳ Great plans fail in bad cultures.
 ↳ Managers make culture real through rituals and feedback.

4) See the real problems
 ↳ Get close to the work. Observe, don’t assume.
 ↳ Set clear decision rights. Measure what matters.

5) Stop micromanaging
 ↳ Remove low-value admin.
 ↳ Right-size spans and layers.
 ↳ Coach for outcomes, not updates.

6) Autonomy drives growth
 ↳ Set intent and constraints.
 ↳ Let people do the job you hired them to do.
 ↳ Review learning and improve.

7) Build high-performing teams
 ↳ Sequence: purpose → trust → reliability → clarity → healthy conflict → results.
 ↳ Teach the skills: structured problem-solving, crisp communication, real coaching, execution.

8) Management needs balance
 ↳ Know when to step back, step in, or step aside.
 ↳ Balance attention across people, work, and system design.

9) Redesign, don’t flatten
 ↳ Cutting the middle without redesign kills confidence and retention.
 ↳ Treat management as a profession - hire, develop, and reward it on purpose.

10) Make management modern
 ↳ Managers are your AI adoption engine.
 ↳ Keep the role simple - focus on a few value-creating responsibilities.
 ↳ Capability beats charisma every time.

In self-managed systems, roles replace hierarchy.
In traditional ones, managers make the system work.

Either way - someone must own the feedback loop end-to-end: set direction, turn it into work, review outcomes, and feed the learning back into the plan.

Stop starving the middle - if there has to be one.
Start designing for it.

Build managers who multiply performance.

Tag someone below who you think needs to see this 🙏🏽

Progressive Business Coach for Founders, core teams & corporate radicals | We boost profit & sanity beyond bureaucracy - with self-management, systems & human-centric AI | $50M+ scale-ups & 9-fig exits | Keynote speaker

10 Visuals That Define Great Management

6 Sunday Reflections: 
The smartest people I know aren’t faster thinkers.
They’re slower feelers.

They’ve learned that most of life’s chaos isn’t about intelligence — it’s about awareness.

And that emotional clarity outperforms mental speed every single time.

Here are 6 tiny shifts that quietly change everything:

🧠 Introverts must remember to speak; extroverts must remember to think.
↳ Different defaults: introverts need to voice it; extroverts need to pause and think.
Do this: Add a beat: introverts schedule “say it out loud”; extroverts add a 5-second pause before speaking.

🚀 Cynics are loud but few—most success comes from those who try.
↳ Noise ≠ truth; builders outnumber naysayers in real outcomes.
Do this: Ignore cheap cynicism; bias to builders, not detractors.

🎯 We obsess over trivia while what truly matters is small and overlooked.
↳ Attention distortion hides the signal.
Do this: Daily trim: list top 3 outcomes; drop or delay the rest.

🧩 Thoughts → words → actions → habits → character → destiny.
↳ Tiny upstream inputs compound into life outcomes.
Do this: Change one upstream lever (self-talk or a daily cue) to tilt the whole chain.

⚡ Overthinking soaks the energy; only action moves you forward.
↳ Analysis eats momentum unless capped.
Do this: Set a “minimum viable step” you can do in 10 minutes: work, then iterate.

🧭 Fixating on one wrong piece hides the fuller, mostly-good reality.
↳ Negativity bias shrinks perspective.
Do this: After any review, note 3 things that worked before 1 thing to improve.

The world doesn’t reward noise.
It rewards clarity, curiosity, and consistency.

Start there — and watch the rest compound quietly.

Tag someone below who you think needs to see this 🙏🏽

Images by Roberto Ferraro

Six Sunday Reflections

The first time my calendar was empty, I panicked.

“Am I even earning my salary?”

Every hour used to be proof of my value.

If I wasn’t in a meeting, I wasn’t leading.
If I wasn’t busy, I wasn’t useful.

But then I realised I'd got it back to front.
That emptiness was the first sign I’d actually done my job.

Because “doing more” doesn’t mean doing everything.
It means doing more of what actually matters – clarity, trust, design, and courage.

That’s the kind of work that empties your calendar… and fills your culture.

Here are 7 things you can do now to make that happen 👇

1. 🗓 Audit your calendar.
 ↳ Delete every meeting where you’re not a decision-maker or bottleneck.

2. 🧭 Replace control with clarity.
 ↳ Document decisions, boundaries, and principles so your team can act without asking.

3. 💬 Institutionalise feedback.
 ↳ Create recurring rituals for reflection instead of spontaneous interruptions.

4. 🤝 Redistribute authority.
 ↳ Implement an 'advice process' (where anyone can make a decision, as long as they’ve first sought input from those affected and those with expertise)
 ↳ This shifts power from permission to shared responsibility.

5. 🧘 Model stillness.
 ↳ Let your quiet confidence become permission for others to step up.
 ↳ Praise in public. Feedback in private.

6. 📖 Open the operating system.
 ↳ Default-to-open metrics, roadmaps, and decision logs. 
 ↳ Close only for legal or privacy.

7. 🧪 Run the vanish test.
 ↳ Write the “if I disappeared for 30 days” playbook, then trial it for one week. 
 ↳ Fix what breaks.

When your calendar is empty of the 'wrong' things...
that might just be evidence of you doing the right things.

Where are you guilty of 'busyness'?👇🏼

🔔 Follow Si Conroy and ♻️ Share if you like this.

📩 Weekly sanity in my Progressive Group Therapy newsletter: https://lnkd.in/eTZq6A5D

I don’t care if I make you feel uncomfortable.

I don’t care if I keep you.

I care that I bring out the brilliance you may not see in yourself.

Because real leadership isn’t about me - it’s about you.

Here’s 7 signs you have an Anti-Boss:

⚡ 1. They Make You Uncomfortable (In the Best Way)
↳ They push you past your limits, challenge your thinking, and force growth.

🔄 2. They Fire Themselves (Constantly)
↳ They build teams that don’t need them, hand over control, and create leaders.

🎓 3. They Don’t Want to Keep You Forever
↳ They coach you to outgrow them, open doors, and celebrate when you move on.

🚀 4. They Give You Scary Opportunities Before You Feel Ready
↳ They see your potential first, throw you in the deep end, and help you rise.

🤯 5. They Let You Disagree (And Sometimes Lose to You)
↳ They welcome push-back, admit when you’re right, and change their mind.

🛑 6. They Protect You From Yourself
↳ They call out burnout, self-doubt, and perfectionism before they slow you down.

🪞 7. They Are Shockingly Transparent (Even When It Hurts)
↳ They tell the truth, share the hard stuff, and make sure you always know where you stand.

If you work for an Anti-Boss, don’t take them for granted.
Because when you leave, you’ll realize how rare they were.

Ever worked for someone like this? Tag them below 👇🏼

🔔 Follow Si Conroy and ♻️ Share if you like this.

📩 Weekly sanity in my ‘Progressive Group Therapy’ newsletter: https://lnkd.in/eTZq6A5D

7 Signs You Work for an Anti-Boss

85% of leaders say they live their purpose.

Only 15% of their team say the same.

That’s not a purpose gap.
It’s a contact gap.

You can’t cascade purpose from a corner office.
You can only transmit it through presence.

Because culture isn’t what you say at offsites.
It’s what people feel on shift.

This photo of Obama pausing to fist-bump a team member —
That’s how leaders make purpose real: show up. Notice. Recognise.
Not breezing past the people who keep the place running.

Why this matters:

💬 Recognition = resilience: 
↳ Employees who are regularly recognised are far more likely to say their company cares about their wellbeing – a powerful predictor of retention and performance. (Deloitte)

🧠 Human skills drive results: 
↳ Leaders who practise social and emotional intelligence create measurable performance lifts – because emotions spread faster than strategy. (Harvard Business Review)

⚡ Frontline aspiration gap: 3 in 4 frontline workers want promotion, but less than 1 in 4 actually advance. That’s wasted energy and unrealised insight. (McKinsey)

5 daily habits for founders & CEOs to make frontline teammates seen:

1. Floor walk + two questions (10 mins)
 ↳ Ask: “What helped you today?” and “What got in your way?”
 ↳ Capture friction. Close the loop within a week.

2. Specific, public recognition (3 a day)
 ↳ Name the person, the behaviour, and the impact.
 ↳ Make praise timely and concrete.

3. Skip-level micro-coffee (1 a day)
 ↳ Rotate through non-managers; listen for patterns, not anecdotes.

4. Decision receipts
 ↳ For any decision you sign, add one line: “Frontline signal that informed this.”
 ↳ Teach your business that voice → action.

5. Frontline stint (weekly)
 ↳ Handle tickets, calls, or shifts to keep your strategy tethered to reality.

Leadership isn’t about status.
It’s about understanding the work and the people doing it.

When leaders stay close to the people who make things happen, advancement goes up, purpose feels real, and retention holds.

Start with one real conversation on the floor today.
Turn it into a weekly habit tomorrow.

🔔 Follow Si Conroy and ♻️ Share if you like this.

📩 Weekly sanity in my ‘Progressive Group Therapy’ newsletter: https://lnkd.in/eTZq6A5D

An Impromptu Greeting - 2016-07-15 - President Obama & Cleaning Team - Official White House Photo Pete Souza

Where are you on the problem mindset ladder?

Are you actually part of the problem?

I often meet founders and CEOs who fail to recognise what they do.

Some default to identifying problems and apportioning blame.
Others identify problems and then fail to do anything through either optimism or pessimism. 

The true leaders - regardless of title - default to extreme ownership (go deep on this with the amazing Jocko Willink & Leif Babin's book of the same name)

Here’s how mindsets evolve when faced with a problem:

Cynicism: We have a problem, but they don’t want to solve it.
 ↳ A mindset stuck on finding fault, not fixes.

Pessimism: We have a problem, but we can’t solve it.
 ↳ Sounds rational, but it’s just giving up.

Optimism: We have a problem, and we can solve it.
 ↳ Good attitude, but no ownership yet.

Responsibility: We have a problem. Can I help solve it?
 ↳ Ownership begins here.

Initiative: We have a problem. Here’s how I’m solving it.
 ↳ Taking ownership without being asked.

Progressive businesses don't run on giving permission.
They reward initiative – not hierarchy.

And large corporate research supports this way of working:

According to McKinsey & Company, when companies involve 21–30 % of employees in owning initiatives or milestones during transformation, they see the highest total-shareholder returns (TSR).

Yet many organisations only engage ~2 % of employees. 

How are you going to change your problem mindset, and that of your organisation?

🔔 Follow Si Conroy and ♻️ Share if you like this.

📩 Weekly sanity in my Progressive Group Therapy newsletter: https://lnkd.in/eTZq6A5D

8 quick techniques I use to help clients reduce anxiety — fast (grounded in neuroscience, not fluff)

The endless notifications.
The unread messages.
The feeling that you’re always slightly behind.

That’s not weakness.
That’s a nervous system doing its best in an always-on environment.

Gallup frames stress and anxiety as existential business risks:

📉 High stress and disengagement lead to burnout, absenteeism, and turnover.
💰 The productivity cost is staggering: global disengagement cost US$438 billion in 2024 alone.

Here are 8 fast, home/office-friendly resets to stop the spiral before it starts:

1. Micro-Grounding Moments
🖐️ Replace: Overstimulation
→ Name 3 things you can see, 3 you can hear, 1 you can feel.
= 30 seconds to return to your body.

2. The 90-Second Reset
⏱️ Replace: Emotional overwhelm
→ Deep, conscious breathing for 90 seconds.
= That’s how long emotions take to peak and settle.

3. The Posture Check-In
💺 Replace: Unnoticed tension
→ Uncross legs. Drop shoulders. Unclench jaw.
= Physical openness signals safety to your brain.

4. Desk Stretch Routine
🧘 Replace: Static stress
→ Neck rolls. Shoulder shrugs. Wrist circles.
= Movement drains adrenaline and resets focus.

5. Focus Box
📋 Replace: Cognitive overload
→ Choose one task. Silence notifications. Set a 20-minute timer.
= Completion creates calm.

6. “Name It to Tame It” Journaling
🖊️ Replace: Mental clutter
→ Label the emotion. Write one small action.
= Externalising quiets the limbic system.

7. Sensory Anchors
☕ Replace: Disconnection
→ Keep a grounding cue nearby - warm mug, scent, or texture.
= Familiar sensations bring you back to safety.

8. Social Co-Regulation
💬 Replace: Isolation under pressure
→ 2-minute chat with someone you trust.
= Human connection regulates faster than self-soothing alone.

❌ Anxiety thrives in silence and speed.
❤️ These small rituals bring you back to slowness and signal safety.

What’s one technique you’ll try next time your mind starts racing?

🔔 Follow Si Conroy and ♻️ Share if you like this.

📩 Weekly sanity in my ‘Progressive Group Therapy’ newsletter: https://lnkd.in/eTZq6A5D

We can't control how the world and other people treat us—but we can control how we respond. 
So put your energy where it counts:

Global engagement is collapsing.
79% of global employees are not engaged.
If they were, US$9.6 trillion in productivity would be added to the global economy.

That’s the combined GDP of the UK, France, and Italy – currently lost through disengagement.

So what’s behind the slide?
Manager breakdown.

Manager engagement dropped from 30% to 27% — a sharper fall among younger managers (down 5 points) and female managers (down 7 points) year over year.

Gallup defines engagement as the emotional commitment that drives effort, ownership, and growth, and finds that 70% of a team’s engagement depends on the manager.

When managers are unsupported or burned out, engagement — and performance — decline across teams.

Manager capability also drives team engagement.

But here’s the upside:

Only 44% of managers have ever had formal training.

When you coach them properly:
⚡ Active disengagement halves
📈 Performance jumps 20–28%
🌱 Manager thriving rises to 34% (→50% with ongoing development)

Stop treating “manager development” as a once-a-year workshop.
Make it a weekly practice that strengthens people and performance.

Where to start?

Start with a 4-week Manager Minimum Viable Programme (MVP):

Week 1  – Clarity
↳ Every manager runs a role clarity sprint: who owns what, and what success looks like.
↳ Clarity drives engagement because people can’t commit to what they don’t understand.

Week 2 – 1:1s
↳ Teach 15-minute clarity loops: listen, unblock, align.
↳ Track how many team members say “I know what’s expected of me.”

Week 3 – Recognition
↳ Require 3 pieces of meaningful recognition per manager, per week.
↳ Recognition converts clarity into motivation.

Week 4 – Block Removal
↳ Identify the top 2 recurring blockers and remove them publicly.
↳ Managers model psychological safety when they narrate the fix.

Then layer two simple loops:
🗣️ Peer coaching: every manager has a partner for 90 days.
🎛️ Instrumentation: measure clarity, progress, and recognition weekly.

When managers get the right support, engagement improves fast across teams — reversing the global decline that started with their burnout and disengagement.

Small changes create big results.

Growth isn’t about a new strategy or plan — it’s about helping managers build better daily habits that drive team performance.

Question for you:
If you could only fix one manager behaviour this quarter – which one would change your organisation most?

🔔 Follow Si Conroy and ♻️ Share if you like this.

📩 Weekly sanity in my Progressive Group Therapy newsletter: https://lnkd.in/eTZq6A5D

Source: Gallup State of the Global Workplace 2025. 160+ countries; 227,347 employed respondents (5,490,517 since 2009)

Chaos hates calendars.

Plan the smallest next step.

Your brain’s spinning. Your body’s buzzing.
You're chasing deadlines, timelines, and everyone else’s priorities.

But you're not prioritising the self-care that enables self-control.
Instead leaving that to a tomorrow that never comes.

Here’s your Friday reset: 

8 interventions to help you take control of your life:

1. Start With the Body.
 ↳ Unhappy? Move. Eat. Breathe.
 ↳ It’s not always mindset.

2. Start Late. Start Anyway.
 ↳ The clock is fake.
 ↳ Momentum matters more than timing.

3. Everything Is Made Up.
 ↳ The rules? Invented by people no smarter than you.
 ↳ Make better ones.

4. Nobody’s Thinking About You.
 ↳ They’re wrapped in their own story.
 ↳ So stop performing. Start living.

5. Live a Life They Don’t Understand.
 ↳ You weren’t built to be understood.
 ↳ You were built to be free.

6. Fear Nothing.
 ↳ You’re stardust riding a rock.
 ↳ Most of this... doesn't matter.

7. The Universe Is On Your Side.
 ↳ Pronoia: the belief it’s all working for you.
 ↳ What if it is?

8. You’ll Get Your Six.
 ↳ The dice are still rolling.
 ↳ Cheer others. Don’t count yourself out.

You don’t need to push harder this weekend.
You need to come home to yourself.

Less pressure. More presence.
You’re doing just fine.

♻️ Share this to help someone you know exhale.

🔔 Follow Si Conroy for founder clarity and recalibration.

📩 Get this in your inbox via Progressive Group Therapy: nhttps://lnkd.in/eTZq6A5D

Amazing Images Credit by Drex on X. Please follow 🙏🏻

taplio

The Battle

Eva Karnaukh

Si Conroy

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The Battle

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Si Conroy

Followers

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Engagements

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

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