Jake Summerhayes

Kurogo

Head Of Client Services

We work with CEOs and Founders to build powerful personal brands. 

Why? Because reputation matters. 

- 82% of customers trust a company when their senior management members are active on social media

- Brand messages are shared 24x more on personal accounts compared to company accounts

- Customers are willing to pay 13.5x more for elite industry experts

As your personal brand manager, I oversee the planning and delivery of your personal brand strategy. From initial ideation through to full development in-line with your goals.

If this sounds like something you want to jump on board with, or even just have some general questions and curiosities about personal branding shoot me a DM. I'm always about for a chat 😊.

Personal Brand Manager

ReputationDefender

We believe that everyone has the right to be empowered online—whether that means controlling the spread of your personal information or the way you are portrayed to others. Our aim is to make sure people find quality, truthful information about our clients at the top of their search results.

I oversee the development of the online reputation management campaigns for my client base and as such I am the primary point of contact between themselves and the business. Day-to-day this includes regular reporting, search results monitoring as well as analysis of potential reputational threats and opportunities.

In this digital age the importance of a positive online presence is a necessity across industries and professions as such our client base is incredibly diverse. We work with private individuals, SME's, directors, multinational corporations and everything in between.

Account Manager

Uber

Bicycle Courier

L'Arche Internationale

L'arche supports those with learning disabilities, and their loved ones, to live in ways that allow them to be as independent as possible, while providing high-quality, person-centred, individually tailored care and support.

My primary aim as a Care Support Worker was to create a home for our service user and in doing so enable them to maximise their independence. Specific day to day task included:
• Supporting individuals in their leisure, social, practical, physical and spiritual needs
• Providing personal care with dignity and respect including supporting people with complex health and physical needs both in daily life and end of life care
• Helping people with physical needs including some aspects of moving and handling

Care Support Worker

Working with founders and business Leaders to craft powerful and authentic personal brands. 

Why? Because reputation matters. 

- 82% of customers trust a company when their senior management members are active on social media

- Brand messages are shared 24x more on personal accounts compared to company accounts

- Customers are willing to pay 13.5x more for elite industry experts

Yet only 1% of LinkedIn's 700 million users share weekly content. 

Our mission at Kurogo is to solve that.

Kurogo is derived from the Japanese ‘Kuroko’ referring to the black clad stagehands in traditional Japanese theatre.

The convention of wearing black implying the invisibility of the wearer on stage. 

We are your Kurogo. 

Directing, driving and delivering your personal brand from the background. 

Giving you the spotlight to excel in what you do best.

I’ll save you this morning’s LinkedIn scroll. Here’s what’s happening today:

– AI comment x1,802
– Infographic that is literally impossible to read
– 4 mirror selfies for a post on ‘authentic’ branding
– Personal branding is pretty important, it seems
– Someone’s worried about AI taking their job
– Someone else has automated their entire life with AI
– Hustle culture is… good? Bad? No one really knows
– The algorithm has changed… again, according to one study.
– Another AI comment
– Old man hates Gen Z
– Another company posted a job without a salary
– More culture stuff (A LOT more)
– Someone turned their morning coffee into a 7-step storytelling framework

Oooh another AI comment.

That’s all for now.

Ps. What’s your LinkedIn pet peeve?

Client Services Director @ Kurogo | We create thought leaders through Personal Branding

POV: You spontaneously video call your social media manager

Checking your next post after going 'viral'
109 Impressions
0 Likes
0 Comments
0 Reposts

I once spent 3 years trying to onboard a client who paid £6k but ghosted. 

In that time…

I moved house twice
We hired 3 different salespeople
I onboarded and ran 150+ other client campaigns
The entire company was bought, sold and restructured

I never did manage to get in touch with them.

Sometimes I lay awake at night and wonder where they are.

If there’s a client management lesson here, I don’t know what it is.

I don’t believe in conspiracy theories

Then a friend shows me that their account reach dropped 80% overnight, and then they started getting the option to boost their posts. Makes you wonder…

Genuine career advice:

Be easy to work with.

“You're right — thanks for catching that. Let me correct myself.”
“Thanks — want me to rewrite the whole thing with the right info?”
“Let me give you a corrected version that actually matches what you asked.”
“Good call — let me update my reasoning.”
“You’re absolutely right. I oversimplified that earlier.”
“Here’s the updated version — this is bulletproof”

What a week. 

Items taken offline: 8
Bases: Touched
Ducks: Aligned
Needle: Moved
Loops: Closed
Numbers: Run
Value: Added

Can’t wait to do it all again.

Good morning LinkedIn. 

Logging in for a productive week of touching base, circling back, getting our ducks in a row, blue sky thinking and moving the needle. 

Let’s have a good one 🫡

453 videos. 453 ideas. 453 attempts.

That’s 5 YEARS of constant trial and error.

Most people post 5 times and give up.
Almost nobody lasts until 453.

They think success should come in 30 days.
They tell themselves, “the algorithm is against me.”
They think if they don’t go viral in a month, it’s not meant for them.

If you’re not seeing the results you’d like, here’s my advice:

See every post like a rep in the gym. 

A single rep won’t make you ripped.

But every rep does make you better.

You just only notice it after 6 monts.

Remember:

→ Your first post won’t be your best post.
→ Your first 100 won’t be either.
→ But somewhere between 101 and 453, everything changes.

You’ve got this.

♻️ Like this? Repost it to remind someone to keep going.

--

I'm Jake 👋 I head up client services at Kurogo - Personal Branding Agency

I post about building your reputation and the realities of working in marketing.

LinkedIn ‘Experts’:

- Comment on 20 posts a day.
- Post selfies to “build connection.”
- Spend 3 hours engaging before posting.
- Be chronically on LinkedIn for 8+ hrs per day.
- Use productivity carousels as inspiration (steal them).

Me: 

- Fuck that.

Here’s the 6-step blueprint to follow instead:

1) Position yourself as an expert in your industry.
↳ Define what you want to be known for, the market won’t do it for you.

2) Engage with the right people, not just anyone.
↳ Quality > quantity. Especially when it comes to engaging.

3) Create a repeatable posting cadence.
↳ So you don’t have to spend more than 5 mins for an idea.

4) Post only 3 types of content inside clear pillars.
↳ Growth → To get seen by new people.
↳ Authority → To build trust & authority.
↳ Conversion → To generate opportunities.

5) Turn your lived experience into content.
↳ If anyone else could’ve written it, don’t post it.

6) Make your profile an inbound sales page.
↳ Your profile is your digital real estate.
↳ If optimised, it’ll sell before you even speak.

You don’t have to take every guru’s word as gospel.
Otherwise we’d all be full-time linkedinfluencers.
You just have to do the right things consistently.

Focus on what actually moves the needle.

Everything else is just fluff.

ps. What’s the worst LinkedIn Influencer take you’ve heard?

—

Find this useful?

💾 Save it to come back to later
♻️ Repost it to help your network

People do not buy from strangers. 

They buy from people they trust.

And trust starts (or ends) at your profile.

I have seen world-class founders lose deals because their profile looked like it was built in 2017 and left to rot.

The reality:

→ A blurry photo ruins credibility
→ A cluttered banner confuses your message
→ A headline with no value prop or proof gets ignored
→ A featured section with random links does nothing for you

Your profile is not a CV. 

It is the first “yes” or “no” in your buyer’s head.

Here is my simple framework to audit your profile today:

1️⃣ Promise: Does your headline show what you deliver, for whom, and why you?
2️⃣ Proof: Do you show numbers, case studies, or clear wins? (If not, why should anyone believe you?)
3️⃣ Packaging: Is your story clear, your experience relevant, and your next step obvious?

If your profile fails any of these, you are leaking leads daily.

The best personal brands I’ve built did not start with fancy content. They started with a profile that did the selling for them-before a single DM was sent.

Check your profile right now. If you were a prospect, would you trust you?

If not, fix it before you post again.

ps. Want the exact checklist we use to optimise profiles? 

1600 people already viewed it, but this is your last chance to join them for free. 

https://lnkd.in/eQUeqAc5

Next week, this won’t be free…

Seeing a lot of waffle about this…

So how we ACTUALLY build personal brands for CEOs ↓

(realised I’ve been doing this for 6 years...)

🗓️ Week 1: Kick Off
- Turn sales notes into delivery brief
- Brief all team members involved
- Interview client
- Research competitors
- Set up internal systems

This is all about setting us up for success.
We use G-Suite, Notion and Fathom.

🗓️ Week 2: Positioning Strategy
Take everything in week 1 to create a strategy.
- Build the client's positioning
- Map out their target audience
- Identify key industry & company events
- Define their pitch & promise
- Tone analysis and refinement
- This is the key to true authority

We run the client through this in a deck.

🗓️ Week 3: Content Strategy
- Now we translate Positioning into Content.
- Define content pillars & subtopics
- Agree content cadence and strategy
- Build content calendar and tagging system
- Create 20-30 ideas under each pillar
- Draft 2 weeks of posts to review

Pro tip: Your content should:
A. Reflect your positioning
B. Nurture strangers into opportunities
Stick to that and you’ll win.

🗓️ Week 4: Content Roll Out
- Final feedback and approval
- Explain the content calendar to the client
- Review first 2 weeks of drafts together
- Probe client around remaining ideas
- Book in bi-weekly content calls

Getting feedback on these first 2 weeks is key
Saves us wrifrom ting in the wrong tone later on

🗓️ Week 5-17:
- Amplify their ideas to 100,000s of people
- Usually we start with LinkedIn
- Sometimes we might go cross-channel
- Or even include some PR/podcasting
- But most people should just nail LinkedIn first
- Clients average 130,000 impressions/month (2025 data)

NB: Performance varies depending on a number of factors.

🗓️ Week 18:
- Review the first 3 months.
- Analyse raw data on performance
- Assess performance by topic and type
- Cross-reference against campaign goals
- Also check against platform trends
- Update strategy accordingly

By this point we have enough data to draw conclusions.
We take signals before this point but not big strategy changes.
🔂 Repeat Monthly

🗓️ Quarterly:
Campaign reviews, considering:
- Do we need new conversion systems?
- Is it the right time to launch lead magnets?
- Should we introduce other channels/PR?

About 30 SOPs, a lot of circling back and 6 base-touches in between that.

But I’ve got character limits, and you’ve got stuff to do.

Hope this helps ✌️

Ps. I think waffles are better than pancakes.
--
I'm Jake 👋 I head up client services at Kurogo - Personal Branding Agency

I post about building your reputation and the realities of working in 
marketing.

If you like that stuff, give us a follow. If you don’t, we’ll probably never speak again.

I’m 29. I’ve spent 10 years managing clients.

Here’s what I wish I knew in 2016: 

- happy clients leave all the time
- the customer is not always right
- clients pay you to have an opinion
- traffic light your clients every week
- being a yes-man ruins your authority
- confront any negative sentiment head on
- every great campaign needs uncomfortable convos

Most people spend years chasing client happiness. I chased it too. Then learned that clarity, honesty, and authority are the real keys to retention.

If you build your reputation on being a “yes” person, you become replaceable.

If you build it on clarity and leadership, you become essential.

Ps. I once chased a client for 4 years who paid £6K to start and then ghosted us. Wild.

It’s crazy that you can turn the internet into career insurance… 

How? By using the Personal Brand Advantage:

→ Top talent wants to work for you
→ Opportunities at your fingertips
→ Attracting a high-value network
→ Strangers are receptive to you
→ Ability to charge higher fees
→ Increased conversion rates
→ Events want you to speak
→ Your industry values you
→ Immediate credibility

A strong reputation is an unfair advantage.

Should probably build yours intentionally… Try this:

1. Understand how you need to be positioned
2. Publish content that reflects your expertise
3. Associate with industry leaders
4. Appear in the media
5. Create a digital footprint of ‘proof’

Want 40+ pages of this personal brand sauce? 

We put it all in our ultimate guide to personal branding. 

It’s literally free, like £0…

Hit repost and I'll share it with you ♻️

In light of the UK budget being announced today I will be staying away from LinkedIn for the next 24 hours.

To those that stay, good luck 🙏

Jitender Girdhar ↗️

3 TEDx Talks | Bestselling Author | Entrepreneur | Columnist | I help founders and leaders 10x their impact | Follow for No-Nonsense insights on Leadership, Growth, and Mindset

I coach leaders to 10x their clarity, confidence, and influence; so they lead with authority, drive results, and create lasting impact.

As a Leadership & Influence Coach, I work with professionals and founders who want to rise above noise, lead decisively, and be seen as the go-to leader in their space. 

Whether you're stuck in self-doubt, unclear communication, or inconsistent team outcomes, I help you make confident, high-trust leadership your default mode.

I also partner with companies as a Culture Coach, helping leadership teams build high-trust, people-first workplaces. From cultural misalignment to poor retention, I help solve the root problems that impact performance and morale.

I’ve delivered 3 TEDx Talks, written a bestselling book on right thinking, and built three ventures as an entrepreneur. I also write as a columnist and was named the #1 Creator in Workplace Wellbeing for my practical, no-fluff insights on leadership and culture.

Who I work with:
• Mid to senior leaders seeking more influence, clarity, and executive presence
• Founders and CXOs looking to align and energize their teams
• Organizations ready to fix culture drift and build high-performing environments

My style is direct, practical, and grounded in real-world experience; not theory or motivation fluff.

If you're ready to grow your leadership influence, build long-term credibility, and lead with clarity that scales; let's connect.

Open to 1:1 coaching, team workshops, and consulting engagements.

Author

Jitender Girdhar

7 Signs your Manager is a RARE GEM 💎 
 
If you have them, thank your lucky stars. 
 
In my 20+ years of working, 
I've realized great managers are like unicorns 🦄 
 
Here are 7 signs you've found one: 
 
1.They don't wait for you to ASK for a promotion Instead, 
they're already building your case 
That's what real support looks like 
 
2. During failures: "It's on me" 
During success: "My team did it" 
No stealing credit, only sharing glory 
 
3. They are always available for those 1:1s 
Even when their calendar is CRAZY, and when you are SCARED that they won’t have time for you. Because your growth > their busy-ness ⏰ 

4. You hear stories about them FIGHTING for your salary 
But never from them That's class 
 
5. Office politics? 
What office politics? 
They're your human shield from corporate drama 🛡️ 
 
6. Their Feedback hits hard but heals deep 
Always in private 
Always for growth 
Never to show power 🎯 
 
7. Your wins get attention 
Your work reaches the RIGHT people 
They market YOU like their own product ⭐ 
 
Most managers take, some give, and a rare few fight. 
 
If you have one of these managers, 
value their influence, 
learn from their actions, 
and aim to lead with the same conviction. 
 
Tag a manager who fights for their team! 🙏 
 
♻️ Repost to spark conversation about rare great leaders 
➕ Follow Jitender Girdhar for more

7 Signs your Manager is a RARE GEM

Your title doesn't make you a leader.

How you choose to treat your team does.

9 Type of Managers who change your career forever.

Not the ones with the loudest voices,
the ones who quietly shaped who you became.

Here are the managers people never forget:

1. The manager who made you feel safe
↳ They listened without judgement and made honesty feel easy.

2. The manager who trusted you early
↳ They gave responsibility before you believed you were ready.

3. The manager who corrected you with respect
↳ They showed you how to improve without making you feel small.

4. The manager who celebrated your progress
↳ Your small wins mattered because your growth mattered.

5. The manager who defended you in tough rooms
↳ They protected your effort even when it was inconvenient.

6. The manager who saw your potential
↳ They spotted strengths you didn’t notice in yourself.

7. The manager who made work feel human
↳ Family, health, and life always came before deadlines.

8. The manager who pushed you with care
↳ High expectations, delivered with support; not fear.

9. The manager who gave grace
↳ Mistakes weren’t weapons. They were lessons.

These managers don’t just lead teams.
They shape careers, confidence, and entire lives.

👉 Which one did you have, or wish you had?

♻️ Repost to celebrate the managers who truly make a difference
 ➕ Follow Jitender Girdhar for more

9 Managers who change your career forever.

Most managers manage. Few lead.

The ones who risk it all for the team, are rare.

A title doesn’t make someone a leader, courage does.

Especially the courage to challenge upwards when it’s the right thing to do.

Here’s what true leadership looks like:

1. They speak truth to power
↳ Even when silence is safer.

2. They shield their team from unfair pressure
↳ Taking the heat themselves instead of passing it down.

3. They fight for resources
↳ So their team can do great work without burning out.

4. They protect their people’s dignity
↳ No one gets humiliated on their watch.

5. They challenge bad decisions
↳ Not to rebel, but to protect the bigger picture.

6. They put principle over politics
↳ Choosing what’s right over what’s easy.

7. They own mistakes, even ones they didn’t make
↳ Because real leaders carry responsibility, not excuses.

A manager like this earns loyalty money can’t buy,
and builds a team that will go through fire for them.

💬 Have you ever worked for a manager 
who would risk their own career for you?

♻️ Repost to remind leaders what true leadership means
➕ Follow Jitender Girdhar for more

“We’re a family” sounds nice.
Until you’re replaced in two weeks.

The family lie at work.
They say, “We are a family.”
It sounds warm, but it hides the truth.

Because workplaces aren’t families, 
and pretending they are only sets people up for disappointment.

Here’s what families never do, but workplaces often do:

1. They fire you when numbers drop
↳ Families don’t cut ties over performance.

2. They replace you in two weeks
↳ Loyalty in families isn’t conditional.

3. They measure your worth in KPIs
↳ You’re valued for being, not producing.

4. They ignore your health for deadlines
↳ Care isn’t negotiable in a family.

5. They call loyalty “low performance”
↳ Dedication isn’t turned against you.

6. They celebrate sacrifice only when it benefits them
↳ True families value effort, not just outcomes.

Companies aren’t families.
They’re workplaces.
And respect should be enough.

👉 Have you ever worked at a company that sold the “family” narrative?

♻️ Repost to remind others respect matters more than slogans
➕ Follow Jitender Girdhar for more

Stop falling for a Family Narrative

Insecure managers fear talent.
Secure leaders grow with it.

The smartest teams aren’t built by knowing everything.
They’re built by recognising what others know better.

A strong leader doesn’t hide in the spotlight.
They widen it.

A weak leader feels replaced.
A strong leader feels reinforced.

Smart colleagues do more than complete tasks.
They raise standards.
They push thinking.
They challenge comfort.
They make the whole team sharper.

Threat comes from ego.
Growth comes from collaboration.

If someone knows more than you, learn from them.
If someone works faster than you, study their method.
If someone thinks deeper than you, expand your perspective.

Great leaders don’t compete with their team.
They elevate their team.

Surrounding yourself with impressive people
is not a risk.
It’s a strategy.

And here’s the irony:
Leaders who fear smart people
eventually lose them.

Leaders who value smart people
attract more of them.

Choose the second path.
It’s the only one that scales.

💬 Have you ever worked with someone who made you better just by being around them?

♻️ Repost to remind leaders: talent is an asset, not a threat.
➕ Follow Jitender Girdhar for more

We are Family" is the biggest lie at work.

People need Respect and not emotional manipulation.

Employees don’t need a family at work.

They need a professional, respectful environment.

Let’s stop romanticizing the idea of “we’re all one big family.”

Workplaces aren’t families, they’re systems of mutual value and trust.

What employees truly need:

1. Clear Communication
↳ Confusion kills performance. Clarity builds confidence.

2. Fair Treatment
↳ Consistency in rules and respect, not favoritism or bias.

3. Trustworthy Leadership
↳ Someone who leads by example and keeps their word.

4. Support in Challenges
↳ Backing your team when times get tough isn’t optional, it’s leadership.

5. Recognition of Effort
↳ Even a simple “thank you” can fuel morale and loyalty.

6. Growth Opportunities
↳ Stagnation drives talent away. Growth keeps them inspired.

7. Healthy Boundaries
↳ Respect for time, space, and personal life is a must.

People don’t want a work family. 
They want a work culture built on respect, fairness, and growth.

💬 What do you value most in your workplace?

♻️ Repost to shift focus from “family” to "fairness"
➕ Follow Jitender Girdhar for more

7 Ways a Boss can Kill your Career 
(Without Firing You)
#3 hurts the most.

The worst bosses don’t need to fire you.
They just quietly kill your growth.

Not every career ends with a resignation letter or a pink slip.

Sometimes, it’s death by a thousand cuts,
quiet actions from the person you report to.

Here’s how bosses hold people back 
without ever saying the words “you’re fired”:

1. By constantly micromanaging
↳ You don’t learn, you just follow orders.

2. By denying growth opportunities
↳ No training, no exposure, no projects that stretch your skills.

3. By blocking your visibility
↳ When your name is never mentioned in rooms that matter.

4. By taking credit for your work
↳ Nothing kills motivation faster than stolen recognition.

5. By discouraging your ideas
↳ “That won’t work”, repeated until you stop trying.

6. By withholding feedback
↳ No clarity, no direction, no chance to improve.

7. By making you too comfortable
↳ Promotions and raises never come where stagnation feels safe.

The hardest part? 
Many employees don’t realize it’s happening until years are lost.

A boss can be the biggest multiplier of your career, or its biggest barrier.

Have you ever experienced any of these silent career killers?

♻️ Repost to help more professionals spot these early
➕ Follow Jitender Girdhar for more

7 Ways a Boss can Kill your Career  (Without Firing You)

Some people clap when you win, 
others clap because they expected you to lose.

Not everyone who smiles at you will root for you.

That’s why your circle matters more than your network.

Surround yourself with people 
who speak your name when you’re not in the room.

The kind who advocate for you even when there’s nothing in it for them.

Here’s what true supporters look like:

1. They celebrate your wins without envy
↳ Their applause is genuine, not strategic.

2. They mention your name in rooms you haven’t entered yet
↳ Because they believe opportunity should multiply, not compete.

3. They correct you privately but defend you publicly
↳ Loyalty isn’t loud; it’s consistent.

4. They push you toward growth, not comfort
↳ Real friends don’t flatter; they sharpen.

5. They remind you of your worth when you forget it yourself
↳ That’s what real encouragement sounds like.

You don’t need a big circle, just the right one.

Because one genuine advocate is worth more than fifty silent spectators.
Who’s that one person who always speaks up for you?

♻️ Repost to appreciate the people who root for others
➕ Follow Jitender Girdhar for more

When you feel lost, don’t panic.
You’re just walking into the next version of you.

Feeling lost doesn’t mean you’ve failed.
It often means you’re growing beyond the map you once knew.

We’re taught to fear uncertainty, 
but it’s in those confusing, unplanned moments that we discover who we really are.

When you feel lost, remember:

1. Feeling lost doesn’t mean you’re broken
↳ It means life is pushing you toward a new version of yourself.

2. Confusion is a sign of growth
↳ You’re outgrowing what no longer fits you.

3. Stillness is not wasted time
↳ Sometimes the pause helps you hear what you’ve been ignoring.

4. The right path isn’t found, it’s built
↳ Every wrong turn adds a piece to the map.

5. Clarity comes after chaos
↳ But only if you keep moving, one small step at a time.

Feeling lost is not a setback.
It’s a sign you’re meant to find something new.

When was the last time getting lost led you to something better?

♻️ Repost to remind someone that feeling lost means evolving
➕ Follow Jitender Girdhar for more

75% people quit their jobs because of bad bosses 

59% of employees feel micromanaged at work.

They call it culture to make it sound warm.
They call it family to make it sound safe.
They call it care to make it sound human.

But what you actually feel is control, pressure, and fear.

Because somewhere along the way, “culture” became compliance.
“Care” became control.

And “family” became favoritism.

Here’s how toxic cultures disguise themselves:

1. They call overwork “commitment”
↳ But it’s just burnout in a nicer font.

2. They call silence “respect”
↳ But it’s fear of speaking up.

3. They call control “guidance”
↳ But it’s micromanagement wrapped in concern.

4. They call chaos “flexibility”
↳ But it’s poor leadership without accountability.

5. They call loyalty “ownership”
↳ But it’s blind obedience rewarded over truth.

A healthy culture doesn’t need clever words.
It shows up in how people feel when no one’s watching.

Have you ever worked in a place that called itself “family” but felt the opposite?

♻️ Repost to remind everyone that culture is felt, not framed
➕ Follow Jitender Girdhar for more

Respect isn’t a reaction to status.
It’s a reflection of who you are when no one is watching.

They speak politely to someone senior.
They become formal with someone influential.
They stay neutral with peers.

And they become dismissive with juniors or support staff.

Same person.
Different tone.
Different energy.

That’s not professionalism.
That’s hierarchy disguised as behaviour.

Respect is not something you offer after checking someone’s job title.
Respect is not something you tailor based on influence.
Respect is not selective.

The truth is simple.
The way you speak to people who can’t “benefit” you
reveals more about your character than anything on your résumé.

Everyone deserves dignity.
Everyone deserves patience.
Everyone deserves a kind tone.
Everyone deserves to be treated as human first.
And when respect becomes a habit, things shift.

People feel safe.
Teams become easier to work with.
Trust grows without force.
Communication becomes honest.
Workplaces feel lighter.

Titles change.
Positions change.
Qualifications change.
Character doesn’t.

Respect is free.
Respect is powerful.
Respect is always the right choice.

💬 Have you seen someone being treated differently because of their title?

♻️ Repost to inspire others
➕ Follow Jitender Girdhar for more

7 Reasons most people can't quit toxic jobs

Despite the daily pain, stress, and loss of respect.

Quitting feels harder when survival is on the line.

The real reason most people don’t quit toxic jobs immediately.
It’s not weakness,
it’s fear, debt, and false hopes.

It’s the invisible chains that hold people down,
stronger than any office rule.

Here are the chains that keep employees stuck:

1. Financial pressure
↳ Paycheck-to-paycheck life makes escape feel impossible.

2. EMIs & loans
↳ Debt becomes the silent jailor of many careers.

3. Family responsibilities
↳ Kids, parents, and dependents tie decisions to stability.

4. Fear of uncertainty
↳ Better the devil you know than the unknown that scares you.

5. Career stagnation fear
↳ “What if no one else hires me?” haunts them.

6. Social pressure
↳ Society calls quitting weakness, not wisdom.

7. Hope it’ll change
↳ The most dangerous chain is false hope.

The hardest chains to break are the invisible ones.
But once you do, freedom feels unstoppable.

👉 What’s the biggest chain that keeps people stuck in toxic workplaces?

♻️ Repost to remind others why leaving isn’t always easy
➕ Follow Jitender Girdhar for more

7 Reasons most People can't Quit Toxic Jobs

If you don't defend your team, you don't deserve to lead.

Real leaders protect, bosses abandon.

Managers who protect their teams are the real leaders.

Leadership isn’t about power; it’s about protection and empowerment.

The best managers shield their teams from toxic work environments that drain energy and kill motivation.

7 Toxic Workplace issues Great Leaders Guard Against:

1. Unrealistic Expectations
❌ Constant pressure to overdeliver leads to burnout.
✔️ They set achievable goals that balance ambition with well-being.

2. Micromanagement
❌ Controlling every detail crushes creativity and trust.
✔️ They empower their team to take ownership and make decisions.

3. Blame Culture
❌ Fear of failure stifles innovation and team morale.
✔️ They focus on solutions, not finger-pointing.

4. Unnecessary Distractions
❌ Endless meetings and interruptions drain productivity.
✔️ They respect focused work time and streamline communication.

5. Unclear Communication
❌ Confusion leads to mistakes and frustration.
✔️ They provide clear directions and ensure alignment on expectations.

6. Office Politics & Drama
❌ A toxic atmosphere creates stress and divides teams.
✔️ They promote transparency, fairness, and mutual respect.

7. Lack of Recognition
❌ Feeling undervalued leads to disengagement.
✔️ They regularly appreciate contributions and celebrate wins.

Real leaders create a workplace where people feel 
- safe, 
- supported, and 
- valued.

💬 Do you agree?

♻️ Repost to encourage better leadership.
➕ Follow Jitender Girdhar for more

People don’t Quit Jobs

(They Quit these 9 Leadership Failures)

It’s not the work that drives people out, it’s the way they’re treated.

People don’t leave jobs, they leave cultures that fail them.

1. Lack of Recognition 
↳ Employees feel undervalued when their efforts go unnoticed.

2. Micromanagement 
↳ Excessive control kills motivation and trust.

3. Poor Communication 
↳ Lack of clarity leads to confusion and frustration.

4. No Growth Opportunities 
↳ Stagnation drives talent to seek better prospects.

5. Toxic Work Environment 
↳ Negativity and politics drain morale and productivity.

6. Lack of Trust 
↳ Employees won’t stay where they feel unsupported or doubted.

7. Unclear Expectations 
↳ Ambiguity leads to stress and inconsistent performance.

8. Ignoring Employee Well-being 
↳ Overworking staff without care leads to burnout.

9. Playing Favorites 
Unfair treatment breeds resentment and disengagement.

Great leaders don’t just fill positions; 
they create workplaces where people thrive.

Retention isn’t about offering perks, 
it’s about creating an environment where people want to stay.

What’s the biggest reason you’ve seen people leave a job? 

♻️ Repost to help build better workplace culture
➕ Follow Jitender Girdhar for more

Being an introvert doesn’t make you less of a leader,
your impact is what defines you.

Introverts aren’t quiet in leadership.
They’re powerful in a different way.

You don’t need to be the loudest voice in the room to lead.
Introverts often win trust through depth, not noise.

Their strength lies in focus, empathy, and thoughtful action.

Quiet people have the loudest minds
Introvert leaders speak volume without noise.

You can be an introvert and still:

1. Lead a team successfully
↳ Leadership is about guidance, not volume.

2. Speak up in meetings
↳ When you talk, your words carry weight.

3. Build strong relationships
↳ You connect deeply, not superficially.

4. Share bold ideas
↳ Thoughtful ideas can shake the room.

5. Influence decisions
↳ Insight often beats influence through force.

6. Stand your ground
↳ Quiet confidence is still unshakable.

7. Thrive in leadership roles
↳ Presence isn’t measured in decibels.

You don’t need volume to inspire respect.
Quiet leadership can shake the room.

Being introverted doesn’t limit leadership.
It can make it stronger, more intentional, and more human.

💬 Which of these points resonates most with you?

♻️ Repost to challenge leadership stereotypes
➕ Follow Jitender Girdhar for more

7 Reasons Introverts make Unstoppable Leaders

Burnout impacts 77% of employees

A great leader is the ultimate cure for burnout.

A great salary and perks can’t fix a toxic work environment.

Your manager has a greater impact on your health than your doctor.

Here’s what good leaders do differently:
1. Set Clear Expectations
2. Respect Work-Life Boundaries
3. Provide Support, Not Just Criticism
4. Create Psychological Safety
5. Offer Growth Opportunities
6. Lead by Example
7. Genuinely Care About Employees

People don’t need perks to overcome burnout.
People just need leaders who:

❌ Don’t: Ignore signs of stress.
✔️ But: Actively care for their team’s mental health.

❌ Don’t: Value overwork more than well-being.
✔️ But: Encourage balance, both at work and at home.

❌ Don’t: Demand more than they give.
✔️ But: Create environments where people feel supported.

❌ Don’t: Treat performance as the only measure of value.
✔️ But: Recognize the whole person and their well-being.

❌ Don’t: Let burnout go unaddressed.
✔️ But: Treat it as a serious issue that requires attention and care.

For healthy, engaged teams, burnout isn’t an option, 
it’s a signal to lead better.

The deeper question:
Are we creating work environments that heal, 
or ones that burn people out?

♻️ Repost to highlight the importance of great leadership
➕ Follow Jitender Girdhar for more

When Effort > Growth, people quit.
When Growth > Effort, people stay.
That’s the real equation behind every resignation.

People don’t quit jobs.
- They quit the imbalance.
- They quit when they give more than they get.
- They quit when the scale tilts too far on one side.
- They quit when the system takes, but doesn’t return.
- They quit when progress stops showing up.

Imbalance looks like:
⚠️ Heavy workload, zero learning
⚠️ Big expectations, small appreciation
⚠️ Long hours, no support
⚠️ Constant stress, unclear direction
⚠️ Endless loyalty, no growth path

Balance looks like:
✔️ Fair effort
✔️ Visible progress
✔️ Respect that’s consistent
✔️ Growth that’s real
✔️ Leaders who show up

People aren’t asking for perfection.
They’re asking for a fair exchange.

Match effort with growth.
Match commitment with clarity.
Match responsibility with support.

Fix the imbalance
and people stay longer than any offer can tempt.

💬 Have you ever left a job because the scale tipped against you?

♻️ Repost to remind leaders: retention begins with balance.
➕ Follow Jitender Girdhar for more

Growth has one rule.
You can’t carry everything into your next chapter.

Life doesn’t deny growth.
It just keeps checking if you’re ready to let go.

Most people think they’re stuck because nothing is changing outside.
But the real pause usually happens inside.

Growth asks for space.
But space only appears when something is released.

- Let go of old habits that keep you small.
- Let go of the roles you’ve outgrown.
- Let go of relationships that drain more than they give.
- Let go of fears you’ve rehearsed for years.
- Let go of versions of yourself that no longer match who you’re becoming.

Life keeps sending the same situations
not to punish you
but to check if you’re done repeating the same response.

- Nothing new fits into a mind full of old patterns.
- Nothing better arrives when you’re holding onto what’s familiar.
- Nothing grows in soil that refuses to be turned.

Letting go is not loss.
It’s preparation.

Every breakthrough you want
is on the other side of something you still cling to.

Life isn’t delaying your growth
It’s waiting for you to free the space for it

Ask yourself today:
What do I need to release so I can grow?

💬 What’s one thing you had to let go of to move forward?

♻️ Repost if someone you care about needs this
➕ Follow Jitender Girdhar for more

9 Signs your Boss is Holding you Back

(and how to deal with that)

1. Shuts Down Your Growth Opportunities
↳ If every project feels like a rerun, your career’s on pause.

2. Steals the Spotlight on Your Work
↳ Your boss shines, while you’re left in the shadows.

3. Keeps You Out of Important Circles
↳ Blocked from key meetings? Your influence is getting boxed in.

4. Shoots Down Your Ideas Constantly
↳ When every suggestion gets squashed, it’s a red flag.

5. Sabotages Your Promotions or Transfers
↳ "You're too valuable here" is code for "stay where you are."

6. Controls Every Move Instead of Guiding
↳ Micromanagement isn’t mentorship, it’s a power play.

7. Refuses to Acknowledge Your Wins
↳ Silence on your achievements speaks volumes.

8. Withholds Real Feedback
↳ No advice means no growth, keeping you right where you are.

9. Keeps You Comfortably Stuck
↳ When “steady” becomes stagnant, it’s time to consider an exit.

If any of these sound familiar, it may be time to question 
if your boss is invested in your growth or just their own.

10 Steps to Grow Your Career 
(Even When Your Boss isn’t Supporting You)

1. Assess Your Strengths and Weaknesses
2. Seek Feedback from Trusted Colleagues
3. Identify Skill Gaps and Upskill
4. Build a Network Outside of Work
5. Start Documenting Your Achievements
6. Set Clear Career Goals
7. Develop a Personal Branding Strategy
8. Volunteer for High-Impact Projects
9. Develop Soft Skills
10. Stay Resilient and Open to Change

Which of these signs resonated most with you and why?
What do you expect from your leader?

♻️ Repost to promote great workplace culture
➕ Follow Jitender Girdhar for more

9 Signs your Boss is Blocking your Growth

We all get the same 24 hours.
But how we think decides how far we go.

The 1% don’t chase balance.
They build habits that make balance unnecessary.

Here’s what separates motion from mastery:

1. Normal: Wait for motivation | Top 1%: Rely on discipline
↳ Motivation fades. Discipline builds momentum.

2. Normal: Fear failure | Top 1%: Learn from failure
↳ They fail fast, learn faster, and move again.

3. Normal: Chase quick results | Top 1%: Trust compounding
↳ They know small wins multiplied over time beat overnight success.

4. Normal: Avoid discomfort | Top 1%: Seek discomfort
↳ Growth starts where comfort ends.

5. Normal: Quit when bored | Top 1%: Win through repetition
↳ They don’t need excitement, they need results.

6. Normal: Think short-term | Top 1%: Think long-term
↳ Vision turns daily effort into lasting success.

Same 24 hours.
Different mindset.
Different life.

You don’t need more time.
You need a stronger mindset.

👉 Which mindset are you building this year?

♻️ Repost to help someone shift from average to exceptional
➕ Follow Jitender Girdhar for more

taplio

The Battle

Jake Summerhayes

Jitender Girdhar

Followers

Posts

Engagements

Likes

Performance ScoreJake Summerhayes's LinkedIn Performance

Performance ScoreJitender Girdhar's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Jake Summerhayes

Jitender Girdhar

Followers

Posts

Engagements

Likes

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);}Jake Summerhayes's LinkedIn Performance

Performance ScoreJitender Girdhar's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreJake Summerhayes's LinkedIn Performance