I help international schools fix teacher training, recruitment, and leadership.

With 25+ years in education across Asia, I know what schools, teachers, and unis really need. I connect the dots between policy, strategy, and people — and get things moving.

Let's talk if you want to grow your teacher pipeline, build smarter CPD, or expand in Asia
.
My passion is to drive educational innovation, harnessing technology to enhance online and offline learning experiences. I hold an NPQH, a PGCE, and an M.Ed in Educational Leadership and Administration.

We also provide academic support to students planning to attend boarding schools in the UK, US, and Australia and help UK schools enter and succeed in the Chinese market.

John Woodberry

Trump is loudly “standing up” to partners.
Tariffs. Threats. Public spats.
Meanwhile, Xi just removed visa fees for Brits visiting China.

No press conference.
No chest-beating.
Just a simple signal: We are open for business.

That’s what modern power looks like.

Not shouting strength — just making yourself easier to engage with.

Soft power beats noise more often than we admit.

And while American politics obsesses over looking tough,
China is busy looking reasonable.

China 1 – 0.

Founder @ Red Dragon Education | International Teacher Training

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If you think leadership is about titles or authority...
You’re already missing the point.

Real leaders don’t pull rank.
They earn trust.

They protect people when no one’s watching.
They give credit, not commands.
They create safety, not fear.

The fastest way to lose followers?

Remind people you’re “the boss.”

The fastest way to gain them?

Act like a human first.

Leadership isn’t a position.
It’s a behaviour.

Be Human!

Agree or disagree? 👇

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Need to make a move?
Get in touch: https://linktr.ee/pgce

Not sure about your next move in 2026? 
Get in touch: https://linktr.ee/pgce

Want to lead others and get a great job? 
Get in touch: https://linktr.ee/pgce

Unsure where 2026 is heading for your teaching career? Internationally recognised teacher training might be the leverage you’re missing. https://linktr.ee/pgce

If 2026 feels vague, that's a signal, not a problem. 
Upskilling through international teacher training creates that. https://linktr.ee/pgce

Still seeking clarity on your next teaching move in 2026? 
QTS gives you control, not hope. https://linktr.ee/pgce

2026 won’t magically sort itself out. 
International teacher training is how smart teachers open doors globally. https://linktr.ee/pgce

Many teachers drift into 2026. The smart ones prepare. The International PGCE and QTS pathways matter. https://linktr.ee/pgce

Uncertain about your next step? 
Teacher training isn’t a detour; it’s a multiplier. https://linktr.ee/pgce

2026 rewards qualified, mobile teachers, not wishful thinking. 

International training changes the game. https://linktr.ee/pgce

If career momentum matters to you in 2026, invest in training that schools actually respect. https://linktr.ee/pgce

The question isn’t where you’ll be teaching in 2026. It’s whether you’ll be qualified to choose. https://linktr.ee/pgce

2026 rewards qualified, mobile teachers, not wishful thinking. International training changes the game. https://linktr.ee/pgce

PHASE Conference Presenter

TAE40116 Certificate IV in Training and Assessment

We offer a range of online courses designed to enhance the qualifications of aspiring teachers and leaders. In partnership with leading universities, we provide pathways for careers in international education.
IPGCE / IQTS / QTS / PGCE / MA Leadership / MA Education / NPQs

Helping teachers get qualified through the partner universities: IPGCE, IQTS, MA, QTS Assessment Only and IQTS. We've worked with over 1000 teachers to realise their dreams of finding a great job.

Co-Founder

Set up the company and worked with a range of local and international schools in providing education solutions including:

- Tutoring
- Academic support 
- Revision courses
- A-level lessons and examinations 
- Professional teacher placement 
- School tours
- Boarding school advice
- Entrance exam preparation

Founder

Director

My main focus was to help with the students' academic achievements across the secondary school. I was helping grow the school from 200 to 1200 students in 5 years of service. After joining the school I quickly assumed more responsibility and helped lead a tutor group team of 15 staff. 

Worked in both the secondary and primary section of the school in the following disciplines as a classroom teacher:
- Geography
- PE
- Science 
- Economics

Deputy Head of School

Working across the high school in Geography and PE

Head of Geography

You don't hire teachers based on CVs.
You hire them based on how they show up on a Friday afternoon.

After hiring and working with international teachers across different countries, one thing is clear:

The best ones share the same rare traits.

Here are eight things I see in every great international teacher we hire 👇

1️⃣ Grit
They push through language barriers, cultural shifts, and tough classrooms — without quitting.

2️⃣ Relentless Resourcefulness
Different curriculum? Limited resources?
They always find a way to make learning work.

3️⃣ Optimism
They bring calm, positive energy into the classroom — even on hard days.

4️⃣ Constant Learning
The best teachers are students first.
They ask for feedback. They adapt. They grow.

5️⃣ Respect & Empathy
Great teachers don’t just teach content — they care about people.

6️⃣ Fun to Be Around
Students feel it. Colleagues feel it.
Energy matters more than credentials.

7️⃣ Growth Mindset
They see international teaching as an opportunity, not a sacrifice.

8️⃣ Ownership
They treat the classroom like it’s their own mission — not “just a job.”

🚩 Red flags we avoid
• Blaming past schools
• No apparent reason for job moves
• More focused on benefits than impact
• Complains more than they contribute

Skills can be trained.
Character can’t.

If you’re an international teacher who sees yourself in this — or a school leader who agrees —

What trait matters most to you when hiring or teaching abroad?

The teachers who deserve the most attention usually ask for the least. By the time someone resigns, you lost them months earlier; the resignation letter is just the paperwork.

The teachers who deserve the most attention usually ask for the least.

They stay late.
They absorb more than they complain.
They stop raising their hand.

And by the time someone resigns, you didn’t lose them that day.

You lost them months earlier.

The resignation letter is just the paperwork.

If you’re a leader, here’s the uncomfortable truth:

Silence is rarely loyalty.
It’s often exhaustion.

The people who care the most don’t always make noise.
They quietly decide when it’s no longer worth it.

Pay attention earlier.

Could you imagine this being written by a UK education secretary today?
I read a piece in The Straits Times this week and had to pause.

Not because it was flashy.
Not because it was controversial.

But because it was calm, evidence-based, and long-term in its thinking about teachers.

The author argues a simple idea:
👉 Teaching cannot work as a revolving door.

If you want better outcomes for students, you invest in teachers’ growth — over decades, not election cycles.

More trust.
More professional development.
More respect for experience.

Reading it, I couldn’t help asking myself:

Would we ever see a UK equivalent of this kind of writing from someone like Bridget Phillipson?

Less slogan.
Less short-term reform.
More system memory.

Singapore understands something many systems forget:
You don’t scale education by burning out the people who deliver it.

You scale it by helping them get better every year.

Credit to Wei Li — and to The Straits Times — for publishing a piece that thinks beyond the next headline and toward the next generation.

If we’re serious about education reform, this is the level of thinking we should demand.

What would change if we treated teaching as a long-term profession again — not a policy experiment?

Everyone sees it.
Almost no one names it.

Meetings keep moving.
Slides keep changing.
“Next steps” keep getting refined.

And the real issue stays in the room.

Unaddressed behaviour.
Broken incentives.
Fear of conflict dressed up as professionalism.

In education, we’re especially good at this.

We talk about strategy
while avoiding culture.

We talk about leadership
while protecting titles.

We talk about improvement
while refusing to confront what’s actually failing.

The elephant isn’t ignorance.
It’s avoidance.

Because once you name the real problem,
someone has to act.

And leadership isn’t the title in the room.
It’s who’s willing to say the thing everyone else is thinking.

So what’s the elephant in your classroom—or boardroom—right now?

In much of Asia, international schools don’t have a strategy problem.
How can these be solved via the 80/20 strategy? 

We’re incredibly strong at structure.
Less strong at the challenge.

Here’s the 80/20 most leaders won’t say out loud:

Student outcomes
80% psychological safety and belonging 
20% programmes and pathways

School improvement
80% what leaders model under pressure
20% what leaders announce in meetings

Teacher effectiveness
80% permission to question and disagree
20% appraisal frameworks

Parent confidence
80% calm, honest communication
20% prestige signals and branding

Innovation
80% leaders make it safe to be wrong
20% “future-ready” initiatives

Leadership wellbeing
80% boundaries and moral courage
20% mindfulness sessions

The uncomfortable reality?

In many Asian contexts,
people wait for permission — not because they lack ideas,
but because leaders unintentionally train compliance.

We say we want initiative.
We reward alignment.

We say we want innovation.
We punish visible failure.

The highest-performing international schools in Asia don’t have more systems.
They have leaders who:

 Invite dissent without taking it personally
 Create safety without lowering standards
 Choose trust over control, even when reputation is on the line

If your staff are quiet, compliant, and “aligned”...
don’t assume buy-in.

Assume caution.

Nice list. Wrong focus.
This is not how hiring works in 2026.

Everyone memorises answers.
Very few demonstrate a signal.

“Tell me about a time...”
has become performance theatre.

Polished stories.
Tell-me-what-you-think-I-should-say answers.
STAR frameworks with no real stakes.

What actually matters now isn’t what you say.
It’s whether you can:

– Learn fast
– Think clearly
– Navigate ambiguity
– Work across cultures, tools, and time zones
– Adapt when the script breaks

In global, fast-moving workplaces,
there is no “perfect answer.”

There is only evidence.

Evidence you can solve unfamiliar problems.
Evidence you can communicate under pressure.
Evidence you can grow after feedback, not just talk about it.

If interviews still reward memorised stories,
they’re selecting for confidence — not capability.

And candidates know it.

The future of hiring isn’t better answers.
It’s better questions.

What do you think interviews should actually measure now?
👇 Curious to hear your take.

We're hiring experienced and passionate IB tutors. 
Know anyone who might be interested?
These opportunities span IB DP, MYP, and PYP, with roles matched by programme experience and phase.

Pressure doesn’t create failure.
It exposes preparation.
AFCON proved it.

Morocco.
Penalty in the 95th minute at 0-0.
A Panenka attempt.
Missed.
Not a talent issue.
A preparation issue.

We see the same thing in international school leadership.
When pressure hits, some leaders improvise.
They go for flair instead of systems.
That’s when things fall apart.

Great leaders don’t get creative under pressure.

They get predictable.
Because the work was done earlier.

Under pressure, leaders try a “T-cup” move:
• Improvising instead of planning
• Trusting instinct instead of systems
• Hoping experience will carry the moment

What in your leadership would break if real pressure arrived tomorrow?

International schools don’t need another strategy refresh in 2026.
They need focus.

• Keep good teachers instead of constantly replacing them
• Build leadership depth, not just titles
• Prioritise teaching quality over curriculum branding
• Take student well-being seriously. With structure, not slogans

Most schools already know this.
Very few will act on it.

That gap is where 2026 will be won or lost.

I didn’t plan to become an entrepreneur.
I accidentally fell into it back in 2009.

I followed the “right” path:
International schools.
Leadership roles.
Systems. Strategy. Structure.

From the outside, it looked successful.

Inside, I felt constrained.

I loved developing people and shaping culture.
I struggled with how slowly change could happen.

So I stepped off the ladder.

Not because I stopped believing in education.
But because I wanted to serve it differently.

Entrepreneurship gave me:
– Freedom to design solutions
– Speed to test ideas
– Impact across multiple schools, not just one

Here’s the truth we don’t say enough in education:

Leadership doesn’t end when the org chart does.
If you’re a school leader wondering, “Is there another way to lead?”

There is.
And it might look nothing like a straight career path.

👉 Have you ever considered leading beyond your school?

Be careful who you take advice from in 2026. 
They are probably an echo chamber.

Most school leaders don’t intentionally burn out their teams.
They do it by accident.

Especially in international schools.

Different cultures.
Different time zones.
Different expectations.

And suddenly... your best people are exhausted.

Here are 8 leadership mistakes I see burning out international school teams 👇

1️⃣ Expecting your team to be “always on”
Just because someone can reply at 10 pm doesn’t mean they should.

2️⃣ Being unclear about what you actually want
Vague priorities = constant stress. Clarity is kindness.

3️⃣ Ignoring your team’s strengths
When people are misaligned with their strengths, disengagement follows.

4️⃣ Avoiding tough conversations
Unspoken tension drains energy faster than well-handled conflict.

5️⃣ Punishing people for mistakes
Fear kills innovation — especially in diverse, international environments.

6️⃣ Keeping all decisions to yourself
Ownership disappears when trust does.

7️⃣ Ignoring stress and burnout signals
Silence doesn’t mean everything is fine.

8️⃣ Forgetting to show appreciation
Recognition travels further than you think — across borders and cultures.

The hardest truth?

👉 Most burnout isn’t caused by workload.
👉 It’s caused by leadership habits we never stop to question.

If you lead in an international school, this matters.

Because healthy staff = stable schools = better student outcomes.

Which one do you see most often in schools today?

I’m usually a fan of Simon Sinek.
But this one is a double fault.

Anyone who’s competed in sport at a serious level knows this:

You remember the wins fondly.
But the losses?
They burn themselves into your brain.

That’s not a weakness.
That’s how standards are built.

If Andy Murray were watching, he’d probably laugh.
He spent an entire career berating himself and poor mother — out loud — and still became world No.1.

High performers aren’t fueled by feel-good memories.
They’re sharpened by the moments they never want to repeat.

Pressure + self-criticism isn’t the enemy.
For some people, it’s the engine.

Curious — in your experience, what actually drives excellence in high-performing schools?

International education is heading into one of its most disruptive periods in years.

AI is changing how we teach, assess, and support learning.
Parents are behaving more like informed consumers than ever before.
Visa and regulatory environments remain unpredictable.
And affordability is becoming a deciding factor, not a secondary one.

What’s striking is that none of these forces exist in isolation.

AI accelerates expectations around value.
Cost pressures amplify parental scrutiny.
Regulatory shifts reshape demand almost overnight.

For schools, universities, and education providers, the challenge isn’t choosing which disruption matters most.

It’s building systems flexible enough to respond to all of them at once.

The institutions that will thrive in 2026 won’t be the ones chasing every trend.
They’ll be the ones that:

– Communicate clearly with families
– Design learning with integrity and adaptability
– Invest in people, not just tools
– Plan for volatility as the norm, not the exception

I’m curious to see where this community lands.

Which force do you think will have the biggest impact on international education in 2026? 👇

What will be the biggest disruptive force in international education in 2026? 

Looks balanced.
But are you actually a leader in deficit or surplus?

Most leadership models only show assets.
Vision.
Empathy.
Resilience.
Innovation.

Rarely do they show the liabilities.

Delayed decisions.
Micromanagement.
Avoidance dressed up as “being busy.”
Poor communication is hidden behind good intentions.

And that’s the problem.

Because leadership failure isn’t dramatic.
It’s cumulative.

Small withdrawals.
Unaddressed issues.
Energy taken from teams without reinvestment.

You can have strong values
and still be running a deficit.

You can inspire
and still exhaust the system around you.

The real question isn’t
“How good are my leadership assets?”

It’s this:

If your team audited you today, would you be in surplus—or quietly underwater?

👇 Worth an honest look.

This below on “setting boundaries” looks reasonable. But in international school leadership, boundaries aren’t about protecting comfort.

They’re about protecting standards.

You don’t set boundaries, so leadership feels lighter.
You set them so the school gets better.

Real boundaries in international schools look like this:

• Clear expectations that don’t shift with pressure
• Follow-through when it would be easier to let things slide
• Accountability that challenges people without humiliating them

Yes, leaders need rest.
Yes, burnout is real.

But schools drift not because leaders work too hard —
they drift because boundaries around quality, behaviour, and consistency become negotiable.

Strong leaders don’t avoid hard conversations.
They time them well.
They hold them respectfully.
And they don’t outsource them to policy documents.

The healthiest schools I’ve seen weren’t “low stress.”

They were clear.

Clear roles.
Clear standards.
Clear lines between support and excuse-making.

Boundaries aren’t about saying “no” more often.
They’re about saying “this matters” — and meaning it.

What boundary, when held consistently, has made the biggest difference in your school?

Nice story. Wrong lesson.
This is not how international education works.

For bamboo, patience is enough.

For international students, educators, and institutions?
Patience without power is just waiting.

Waiting for visas.
Waiting for recognition.
Waiting for policies to catch up.
Waiting while timelines, money, and futures are on the line.

We love telling people:
“Growth takes time.”

But in international education, growth takes systems.

Clear pathways.
Stable policy.
Institutional accountability.
Support that shows up before things break.

When success looks “sudden,” it isn’t magic.
It’s the moment the system finally worked.

If we keep praising patience,
we avoid fixing the structures that make patience necessary.

And that’s the real lesson we keep missing.

So what matters more in global education—patience, or better systems?

👇 I’d love to hear your take.

International schools don't have a teacher development problem. They have a problem with teacher alignment. PD days are packed. Budgets are spent. Certifications are collected.

And classrooms look... basically the same. 

If you're leading PD in an international school, try this instead of another "whole-staff training day":

𝗧𝗵𝗲 𝟯𝟬–𝟲𝟬–𝟵𝟬 𝗧𝗲𝗮𝗰𝗵𝗲𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 𝗖𝘆𝗰𝗹𝗲
Week 1: pick 1 micro-skill (e.g., checking for understanding)
Weeks 2–4: teacher rehearses it + gets one targeted observation
Weeks 5–8: peer walkthroughs + student work review (quick protocol)
Weeks 9–12: evidence of impact + share the "how" with the team

Same time.

More transfer.

Less fatigue.

Co-founder & CEO at Flash Pack 🌏 Social adventures for solo travelers. Follow for daily posts on building a career and life with purpose.

On a mission to create 1 million meaningful friendships using the power of travel. 

In 2014, I founded a boutique adventure company called Flash Pack that connects solo travellers aged 30-49 across the globe. 

I was in my 30s:
 
➤ Stressed with work. 
➤ Not quite nailed what I wanted to do. 
➤ Friends were busy, getting married & having kids

I wanted to get away for some fun & an adventure. 

But when I researched the market, there was nothing for me, just: 

a) Party packages for budget backpackers in their 20s.
b) Slow but luxurious options for retirees in their 60s. 

I wanted something in between:

✨ A dynamic adventure. 
✨ People at my stage of life. 
✨ A boutique hotel, not a hostel! 

And Flash Pack was born 🌏 

Fast forward 10 years… 

🗺️ We offer all the classics, as well as bucket list trips. 
🗺️ From Portugal, to Japan, Australia, and beyond! 

Our trips are 100% hassle-free. We sort the incredible people, handpick the experiences, hotels & guides. And we OBSESS over  the group dynamic, ensuring those connections feel natural. All you need to do is turn up! 

So far, we’ve created: 

✨100,000 friendships
✨With 80% of travellers staying connected after trips. 

But the journey has been FAR from linear. 

Diwali 2020: COVID forced us to close the business & we lost everything. 
Diwali 2021: we relaunched Flash Pack 2.0. 

Today, we’re stronger than ever. 

↳ A global team of 90.
↳ A +400k strong community. 
↳ A £7.5M raise to expand our mission. 

What took us 4 years pre-COVID, has taken 2. And we’re just getting started!

Follow for more of the journey, as I scale Flash Pack 2.0 - sharing the mistakes & the lessons, whilst championing the importance of human connection, women’s empowerment & diversity in entrepreneurship 🩵

Want to explore our life-changing trips? ⤵ 
🌐 Head to FLASHPACK.COM 

– 

For media, press or speaking inquiries: radha@flashpack.com

For soul-warming content ⤵
📽️ @flashpack on Instagram 
📽️ @flashpacktravel on TikTok

Radha Vyas

A lot of people my age don’t want to say this…

But getting a job is not the same as it was 10 years ago.

Things have changed. 

Here are 7 new rules I'm teaching my daughter: 

❌ Your degree determines your career trajectory 
✅ Skills matter more than formal education

❌ Only technical skills matter 
✅ Soft skills ARE skills (especially in the age of AI)

❌ Follow rigid career ladders 
✅ Carve unconventional paths that leverage strengths

❌ Wait for permission to lead 
✅ Leadership comes from initiative, not titles

❌ Let your work speak for itself 
✅ You must advocate for yourself

❌ Stay off social media for work
✅ Your online profile can help your career

❌ Stay at one job forever
✅ Strategic job-hopping can accelerate your career

The world of work has evolved (thank goodness?) 

Job-seekers and employers...

Your approach must too 🤷🏽♀️


🍀 Agreed? What would you add?
—
👋🏽 I’m Radha Vyas, CEO & Co-Founder of Flash Pack. We connect solo travellers on life-changing social adventures.

Follow for regular posts on the journey!

What people THINK a career break is:

→ Laziness masked as "finding yourself" 
→ A sign you can't handle the pressure 
→ Career suicide that you'll never recover from 
→ An expensive way to avoid responsibility 
→ Something only privileged people can do 
→ A massive gap in your CV that needs explaining 
→ Running away from your problems

What it ACTUALLY is:

→ A chance to reset your mental compass 
→ Space to rediscover what truly drives you 
→ An investment in your long-term growth 
→ Time to develop new skills and perspectives 
→ Permission to prioritise your wellbeing 
→ A catalyst for significant life changes 
→ An opportunity to broaden your worldview 
→ The clarity you need for your next chapter

A break isn’t a setback.

It’s a setup for something greater.

Agreed?

🔄 Repost if this resonates
_
👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack, connecting solo travellers on life-changing social adventures.

Follow for daily posts on the journey!

The most confident person in the room is usually the least qualified.

I used to watch certain people in meetings speak with absolute certainty and think: they must know something I don't.

They didn't.

Cornell University psychologists proved that incompetent people physically lack the cognitive hardware to realise they're failing. They can't see the complexity of the task. So they radiate confidence.

Meanwhile, the people actually paying attention to nuance? They hesitate. They second-guess. They feel like frauds.

Corporate culture rewards the loudest voice, not the smartest mind.

So if you're a woman sitting in a room full of confident men wondering why you feel like you don't belong, consider this:
You're not failing to keep up.
You're just the only one who can see what they're missing.

🍀 Repost if you've ever mistaken someone's ignorance for leadership capability.
-
👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack. We connect solo travellers on life-changing social adventures.

Follow for daily posts on the journey!

"You have a young child, how can you run a global company?"

I get this question often. 

And it baffles me that people still assume: 

Family should be a woman's priority more than a man's
Mothers can't be fully dedicated to their careers
Children need their mother present 24/7

These assumptions make me feel:

→ Frustration at the outdated thinking
→ Determination to prove the doubters wrong
→ Pride in showing my daughter what's possible

But let's think about what actually matters...

What does successful parenting look like?

I believe:

1. Showing your child what's possible
2. Being present when it matters the most
3. Having a partner who shares the load

My husband Lee and I are 50/50 partners:

→ Some days I work late
→ Some days he works late
→ We both read bedtime stories
→ We both do school runs

For me, this is modern-day parenting. 

With proper support and priorities, a woman can be both a mother AND build a killer career. 

So when people ask how I do it all?

I remind them I'm not doing it all alone.

I'm doing it with an equal partner who believes in me.

And showing my daughter that ambition has no limits.

♻️ Repost if you think this could help someone in your network. 
—
👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack, connecting solo travellers on life-changing social adventures.

Follow for regular posts on the journey!

People-pleasing is a form of lying. Your team knows it.

When I first started Flash Pack, I used to think the nicer I was, the harder people would work for me.

Turns out I had it backwards.

What I called "nice" was actually avoidance. I didn't want to be the difficult boss. The demanding one. The woman who makes people uncomfortable.

So I let things slide. Said "great job" when I meant "this needs work." Smiled through missed deadlines.

Then came the reckoning. Six months of feedback I'd been sitting on. Six months of things I should have said but didn't.

And you know what happened?

They weren't grateful. They were furious.

Not at the feedback itself. At the fact I'd known for months and said nothing.

One person told me: "You let me fail in slow motion."
That landed.

Here's what I've learned since:
👉  Honest feedback isn't unkind. Withholding it is.
👉  People don't need you to protect them from the truth. They need you to respect them  enough to share it.
👉 Being liked is not the same as being trusted.
👉  And trust is built in the uncomfortable conversations you're avoiding right now.

🍀 Repost if you're learning that kindness sometimes looks like honesty.
-
👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack. We connect solo travellers on life-changing social adventures.

Follow for daily posts on the journey!

A perfect CV is a red flag.

Here's what I look for instead.

A gap. A failure. A moment where everything fell apart and they had to rebuild.

Professional scar tissue.

Apple call it "distance travelled." The candidate with straight-A grades and prestigious internships has a short distance. They started near the top and stayed there.

But the candidate who failed, got knocked down, and clawed their way back? They've travelled miles. They've got scars.

That's what I'm hiring for.

Because I need people who can handle a new category launch imploding the day before. Or scaling into a market when nothing goes to plan.

A polished CV doesn't tell me how you'll react when that happens. Scar tissue does.
So, stop hiding the mess.

Your scar tissue might be the most valuable thing on your CV.

🍀 Repost if your path wasn't a straight line either.
-
👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack. We connect solo travellers on life-changing social adventures.

Follow for daily posts on the journey!

Not all “high performers” are good for your company.

Some quietly destroy trust, morale, and culture - and hide behind their results to get away with it.

Here are 6 toxic behaviours to watch for:

1/ Shifting blame when things go wrong. 
2/ Hoarding information to stay indispensable. 
3/ Performing for leadership while creating chaos. 
4/ Relentless critique without offering solutions. 
5/ Saying what leaders want to hear, not what's needed. 
6/ Quietly undermining colleagues’ credibility.

And when you call them out?

"It's just how I get results." 
"You're being too sensitive." 
"They’re just not a fit for our culture."

The truth:

You can’t build a great culture if you protect toxic behaviour.

No matter how good someone’s numbers look.

Culture is shaped by what you reward AND what you tolerate.

Agreed?

♻️ Share to protect teams.
—
👋🏽 I’m Radha Vyas, CEO & Co-Founder of Flash Pack. We connect solo travellers on life-changing social adventures.

Follow for regular posts on the journey!

Not all “high performers” are good for your company.

What's the point of "making it" if you can't enjoy it? 

True success isn't just business metrics.

It's having energy for your loved ones.
It's feeling present in your own life.
It's creating space for joy and rest.

We glorify the hustle culture.

But at what cost? 

The real goal is sustainable high performance. 

In your career AND your wellbeing. 
In your ambitions AND your happiness. 
In your business AND your relationships. 

Success without wellbeing?

Its just exhaustion with a fancy title! 

And who wants that, right? 

🔄 Repost to remind your network! 
_
👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack, connecting solo travellers on life-changing social adventures.

Follow for regular posts on the journey!

Being the only brown woman in the room comes with a specific kind of exhaustion.

You're already scanning for whether you belong.

Then imposter syndrome walks in and sits on your chest.

It's a double weight. The external question of "do they think I should be here?" layered on top of the internal one: "should I be here?"

But here's what I've had to learn:
The Dunning-Kruger research shows that the people who feel like frauds are usually the ones whose brains are sophisticated enough to detect their own gaps.

The people who are actually unqualified? They don't feel it. They can't. They lack the cognitive hardware.

So if you're a woman of colour leading something and the imposter feeling never quite leaves - it might not be because you don't belong.

It might be because you're paying attention in ways others aren't.

Your doubt isn't proof you're behind.
It might just be proof you're ahead.

🍀 Repost if you've carried the double weight and kept going anyway.
-
👋🏽 I'm Radha Vyas, CEO & Co-Founder of Flash Pack. We connect solo travellers on life-changing social adventures.

Follow for daily posts on the journey!

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John Woodberry

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The Battle

John Woodberry

Radha Vyas

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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);}John Woodberry's LinkedIn Performance

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