essential frameworks

LinkedIn creator posting daily and publishing a weekly newsletter.

Content Creator

Nicolson Law Group

Bodily injury defense litigation and trials.

Attorney | Team Leader

Demler Armstrong & Rowland, LLP

Attorney

Law Offices of James B. Kamanski

Bodily injury defense including catastrophic injury claims, professional liability and intellectual property litigation and trials, lawyer disciplinary defense.

Owner

Alcure

Leveraging knowledge of medicine and psychology from my law practice, we hired a group of doctors and co-founded a telehealth startup (100% bootstrapped) operating in 27 states at its peak.

Co-Founder | Team Leader

Carlson Calladine & Peterson LLP

Catastrophic injury and professional liability defense litigation and trials.

Partner | Team Leader

Kamanski Streltzer

Bodily injury litigation and trials. Jointly started and developed a firm with a friend and colleague from law school.

Partner

Breidenbach Buckley Huchting Halm & Hamblet

Legal malpractice defense litigation and trials.

Selman Breitman

Follow for insights on personal growth • Thomson Reuters ranked Super Lawyer 2012-2024 (top 5% in Southern California) • Click the link below and join my newsletter

I'm Jim, and I'm a lawyer.

But I don't write about legal topics.

I write about leadership and personal growth.

Why learn from me?

I bring an expertise you won’t find anywhere else online.

Besides leading teams in multiple law firms for years...

And starting two law practices from scratch...

In 2017 I branched out … I co-founded a telehealth website where we helped people overcome excess drinking through medication-assisted treatment and personal development coaching.

What’s the link to lawyering?

As a lawyer, I defend against injury cases that require a deep understanding of medicine and psychology. 

I’ve deposed over 300 doctors and mental health providers, diving into medical and psychological concepts at their level.

I transferred that skill set, along with years of solving problems for clients, into the wellness and personal growth space.

I applied my analytical skills, the same I use to dissect real-world medical and psychological concepts, to pick apart the science behind personal development.

I crafted not just medical solutions (through the doctors we contracted with) but also systemized, actionable, personal growth training for our patients.

And we didn’t just aim to restore patients to an average level of health...

We transformed their lives through growth-focused skills ⚡

Here are a few testimonials we received from patients that went through our program:

✅ “This program didn’t just change my habits - it gave me the confidence and clarity to control my life in ways I never thought possible."

✅ “Your support and coaching is invaluable. I’m so lucky to have you and Alcure. It has helped immensely.”

✅ “I especially wanted you to know that your videos alone were worth the first month. You do great work!”

✅ "Loved your videos on Life Hacks, Minimalism, and Gratitude.”

✅ “My future looks so much brighter! Thank you. I was skeptical, but now I’m proof that this approach works. I can’t wait to see where I go from here.”

After helping 400+ people (many during the pandemic) and generating over $500,000 in revenue, we wrapped up the project in 2023.

Now I’m onto new ventures.

Some more about me:

✅ Made over $500,000 in revenue with a telehealth website while maintaining a full-time law practice

✅ Thomson Reuters ranked Super Lawyer (2012-2025), top 5% in Southern California

✅ Invited speaker

⭐ Follow me and tap the 🔔 for my daily posts on clarity, growth and leadership 🔥

👁️ For deeper insights, sign up for my weekly newsletter, essential frameworks, below ⤵

Learn to lead yourself.
Learn to lead others.

James Kamanski

Hiring for experience feels safe.
Hiring for potential feels bold.

But only the second one drives long-term success.

Love this post from Rob Dance

Some of the best people I’ve worked with started in roles they weren’t “ready” for.

They didn’t check every box.
But they showed up ready to learn fast.
And that’s what separated them from the rest.

When you hire people who are hungry to grow:

+ You get new ideas, not recycled methods.
+ You get fresh energy, not burnout.
+ You get loyalty, not entitlement.

Because passionate people treat your mission like it’s their own.

As leaders, our job isn’t to find the most “qualified” person.
It’s to create an environment:
→ Where people become more qualified every single month.

That’s what real leadership does:
→ It develops potential into performance.

So next time you’re reviewing applications,
look beyond the bullet points.

Ask yourself:
→ Do they light up when they talk about learning?
→ Do they take responsibility for growth?
→ Do they make me want to work harder just by being around them?

That’s the hire you make.

P.S. Who’s one person you’ve seen grow faster than their experience should’ve allowed? Tag them 👇

Helping professionals master clarity, growth and leadership • Created a research-backed personal development course that helped 400+ people transform their health, wealth and relationships • Follow me for daily insights

You do not need a title to lead.
You only need to care.

Leadership is not printed on a business card.

It is written in the way:
+ you listen 
+ you show up
+ you support others

A title may create authority, but genuine care creates influence.

Think back to the people you have truly followed in your own life.

It was rarely because of the position they held.

It was almost always because of how they made you feel, valued, respected, and capable of more than you imagined.

Leaders who rely only on authority:

→ Speak more than they listen.
→ Demand loyalty instead of earning it.
→ Treat people as resources rather than as humans.

Leaders who lead through care:

→ Build trust one conversation at a time.
→ Recognize effort, not just results.
→ Defend their people in moments of difficulty.
→ Give credit before they take it.

A title may get compliance.

Care inspires commitment.

People do not follow a job description.

They follow trust.
They follow empathy.
They follow those who help them grow.

True leadership is not granted by a role.
It is chosen every day by the people who decide to walk with you.

If you want influence, do not chase status.
✅ Show up with consistency.
✅ Lead with care.
✅ Earn loyalty through action.

That is the kind of leadership that endures.

♻️ Share this with others
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Everyone chases secrets.
Buffett mastered simplicity.

The habits that made him rich are the ones most people overlook.

→ Stay calm under pressure.
Reacting fast feels powerful. Responding wisely builds wealth.

→ Never stop learning.
Curiosity compounds faster than money.

→ Surround yourself with better people.
Environment shapes outcomes more than effort.

→ Say no often.
Focus multiplies results. Distraction divides them.

→ The boring stuff builds wealth.
Consistency is the real compounding strategy.

Buffett’s edge was never complexity - it was clarity.

He didn’t need to do everything.

He just needed to do the right things, long enough.

Credits: Jen Blandos

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Helping execs in new roles accelerate impact, build credibility fast and avoid costly transition mistakes | xIBM Consulting | xPwC | Certified Executive Coach

You’ve just landed your next big executive role -
congratulations!

Now comes the real challenge: making your transition a success.

The hard truth is, 40% of executive transitions fail within 18 months.
And the cost is staggering:

2.5x to 30x the executive’s salary in lost productivity, turnover, and disruption

Career damage for the executive that can take years to recover from

I help new executives thrive where 40% fail by guiding them through the high-stakes first year.

My coaching is confidential, personalized, and focused on helping you:

✔ Earn trust quickly and secure early credibility
✔ Navigate politics and hidden organizational dynamics
✔ Build and align your leadership team for quick wins
✔ Make high-impact decisions without costly missteps
✔ Lay the foundation for long-term success and legacy

🏆 Why Trust Me?
🔹 25+ years in Fortune 500 consulting, partnering with senior executives
🔹 Led $30M+ transformation portfolios and 250+ person practices at IBM
🔹 Reviewed $100M+ proposals and led strategic risk planning for complex transformations
🔹 Built and delivered IBM’s top global executive coaching programs
🔹 Certified executive coach with 300+ leaders coached

If you’re ready to accelerate your impact and avoid costly missteps,
Message me “Executive Transition” to start the conversation.

Dora Vanourek

Changing jobs doesn't mean you're unstable.

It means you're brave enough to admit you want more.

Too often, career moves are seen as betrayals.

But the real betrayal to yourself is staying
somewhere that no longer serves your growth.

5 signs it's time to make your move:

1. Your work has lost its meaning
→ You go through the motions, but the spark is gone

2. You've outgrown your role
→ What once challenged you now feels like autopilot

3. You know you're wasting your potential
→ That nagging voice keeps saying "you're capable of so much more."

4. Sunday night dread has become your reality
→ The anxiety starts earlier each weekend

5. You don't feel seen or valued
→ Another quarter, another "great job" that leads nowhere

Loyalty isn't about staying in one place.
It's about staying true to your potential.

Choose growth over comfort.

You'll never regret betting on yourself.

♻️ Repost to inspire someone
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The moment you choose to lead…

You sign up for criticism, rejection, and isolation.

An incredible reminder from my friend Ani Filipova 🔥
(Give her a follow)

Because leadership isn't about making popular decisions.

It's about carrying their consequences when everyone else has gone home.

Here's what they don't tell you in leadership training:

- You'll be misunderstood by the exact people you are fighting for
- You'll be criticised for having the courage others lack
- You'll face opposition even when everyone privately agrees with you
- You'll be accused of motives you've never had
- You'll be rejected for refusing to bend

That's not the side effect.
That's the job description.

Leadership is lonely by design.

It will test parts of you that you didn't know existed.

If you need constant validation, find a different path.

But if you can handle the heat, here's your survival guide:

1️⃣ Stop waiting for thank-you notes
→ Your job isn't collecting likes.
→ It's creating change. Tattoo this on your mind.

2️⃣ When the noise gets loud, get quiet
→ Return to your why. Your values. Your mission.
→ Let them be louder than any critic.

3️⃣ Build your board of advisors
→ Find 3-5 people who'll tell you the truth and remind you of your strength.
→ Leadership is lonely, not solitary.

The right thing rarely gets a standing ovation.

Do it anyway.

Because somewhere, someone needs exactly the leader you are becoming.

♻️ Repost to help your network
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Most leaders get this backwards.

They trap people with fear instead of leading them with care.

Leadership isn't about control.

It's about trust, respect, and empowerment.

And about how leaders treat people -
not just when things go well,
but when things go wrong.

7 ways to build a people-first workplace:

1. Make it safe to fail 🛡️
↳ Share your own mistakes and focus on learning

2. Notice the small wins ⭐
↳ Recognize daily efforts, not just quarterly results

3. Trust people with their time ⏱️
↳ Stop questioning when someone needs a personal day

4. Respect energy levels 🔋
↳ Stop scheduling heavy meetings at 4PM

5. Give time for side projects 💡
↳ The next big innovation starts as an experiment

6. Let people choose their projects 💪
↳ Passion drives better results than assignments

7. Value people first 🫶
↳ Kindness and respect create loyalty money can't buy

When you take care of your people,
they take care of everything else.

Tag a leader who leads this way 🌟

♻ Repost to help your network
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Your title doesn't make you a leader.

How you treat your team when no one's watching does.

After 25+ years helping leaders retain talent, 
I've seen the same pattern:

Great employees will tolerate bad systems and broken processes.

But there's one thing they won't forgive:

A manager who stopped caring.

5 ways leaders lose their best people:

❌ Taking people for granted
↳ Not feeling valued is a top reason people disengage and leave

❌ Rewarding high-performers with more work
↳ Watch them burn out and leave for other companies

❌ Tolerating low performance from others
↳ High performers feel like their efforts don't matter

❌ Not matching salaries for loyal employees with those of new hires
↳ This disrespects your loyal employees and damages trust

❌ Ignoring employee feedback
↳ Dismissing insights signals that their voices don't matter

How to keep your best people:

✅ Recognize impact and contributions
↳ Build a habit of consistent, genuine appreciation

✅ Provide growth opportunities
↳ Before hiring externally, see if you can promote from within

✅ Help them connect the dots
↳ Discuss how they can grow and advance to the next level

✅ Ask for their input when making decisions
↳ Listening to their opinions and feedback lets them know they matter

✅ Ensure fair compensation
↳ Regularly review and adjust compensation and benefits

Be the leader you wish you had.

Because loyal employees don't leave companies.

They leave managers who stopped caring.

♻️ Repost to promote healthier workplaces
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Companies obsess over retention.

Then promote the managers driving people out.

They spend millions on recruitment.
Thousands on exit interviews.
Hours in retention meetings.

Yet the same managers who make people leave get promoted, protected, and praised.

Good people don't leave companies.

They leave managers who:

- Never admit mistakes
- Push people to burnout
- Take credit for their work
- Never face consequences
- Create toxic environments
- Play politics and favouritism
- Micromanage every decision

Stop asking why good people leave.

Start asking why bad managers stay.

Look at turnover patterns. 
Hold leaders accountable for culture. 
Promote people skills, not just performance.

Your people deserve better.

Be the leader you wish you had.

♻️ Repost if this hits home
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Your boss can be your biggest risk.

Or your greatest life upgrade.

An incredible carousel from my friend Alec Rickard 🔥
(Give him a follow)

Bad bosses make you question your worth.

Great ones make you discover it.

Here are 11 bosses we never forget:

1/ The boss who stood up for us
↳ They gave you trust and responsibility
↳ But had your back when things went wrong

2/ The boss who truly listened
↳ They pushed you to do your best work
↳ But also cared about what you needed to succeed

3/ The boss who recognized effort
↳ They set the bar high with tough goals
↳ But celebrated every milestone you hit

4/ The boss who showed integrity
↳ They led by example every single day
↳ But also kept you accountable to the standard

5/ The boss who sparked leadership in you
↳ They challenged you to think of the team first
↳ And inspired you to lead one yourself someday

6/ The boss who believed in you
↳ They saw your doubts and insecurities
↳ And built your confidence step by step

7/ The boss who valued family
↳ They asked for hard work and commitment
↳ But reminded you that family always comes first

8/ The boss who opened doors
↳ They encouraged you to take charge of growth
↳ And gave access to opportunities you couldn’t reach alone

9/ The boss who gave second chances
↳ They told you when you fell short
↳ But gave you room to make it right

10/ The boss who told us to try again
↳ They let you fail and learn for yourself
↳ And pushed you to stand up and try again

11/ The boss who let us grow and move on
↳ They were proud of your progress
↳ And supported you when it was time to leave

Be that kind of boss for someone else.

What do you think makes a great boss?
Drop your thoughts below 👇

♻ Repost this if it resonated with you
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11 Bosses We Never Forget

The summit changes nothing.

The climb changes everything.

Success isn't about arriving.
It's about who you become along the way:

→ The habits you build
→ The strength you discover
→ The lessons you learn in the struggle

I've stood on the highest mountains of 4 continents.

And every time, it wasn't the summit that changed me.

It was the climb:

→ The months-long preparation
→ The resilience when things went wrong
→ The people who became family along the way

The same goes for our careers:

We chase the promotion.
The salary.
The title.

But transformation happens in the daily grind:

→ The hard feedback you deliver when it's easier to stay quiet
→ The team member you develop even when it slows you down
→ The credit you give away when you could take it
→ The project you push back on when everyone expects a yes

These habits aren't glamorous.

Nobody celebrates your 100th day of showing up.

But that's where the real transformation happens.

When you fall in love with success, 
the process wears you down.

When you fall in love with the process,
success follows.

What habit did you resist at first 
but now can't live without?

♻ Repost to help your network
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Leadership isn’t earned with a title.

It’s built when people feel safe.

Safe to speak up.
Safe to fail.
Safe to rest.

Build a culture where taking time off doesn’t come with guilt.

What to do as a leader:

✅ Be a role model for taking time off:
↳ Take time off - and talk about it. Normalize rest

✅ Recognize efforts: 
↳ Acknowledge achievements that promote well-being rather than appreciating health sacrifices

✅ Encourage flexibility: 
↳ Trust your team to deliver in ways that work for them

✅ Prevent post-vacation overload: 
↳ Plan ahead to make returning from time off manageable

✅ Conduct meaningful check-ins: 
↳ Make 1:1s safe spaces to talk about well-being and workload

What to avoid as a leader:

❌ Praising work while sick:
↳ "Thank you for working even though you don't feel well" 
↳ This sends the wrong message about your company's values

❌ Neglecting feedback: 
↳ Ignoring employee feedback about workload and stress

❌ Discouraging time off:
↳ Making employees feel guilty for taking breaks

❌ Setting unrealistic goals: 
↳ Targets that require overwork are unsustainable

❌ Promoting an "Always On" culture: 
↳ Expecting 24/7 availability, even on weekends or vacations

Be the leader you wish you had.

♻️ Repost to promote healthier work cultures
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Image credit: Adam Grant

Self-doubt kills more careers than
bad bosses ever could.

It paralyzes talented people into inaction.

And pushes many of us into traps like these:

❌ Waiting to feel confident before starting
❌ Seeking perfection before launching
❌ Taking "one more certification" before applying

But perfect circumstances never come.

A year ago, I left my 25+ year corporate career.

And what made it possible  
was writing on LinkedIn.

For over a year, I only thought about writing.

Who am I to give career advice when my career isn't perfect?

So I waited. And overthought.

Until one day, I just hit post.

That single decision changed everything.

Writing here opened doors I didn't even know existed:

New people. New projects. New possibilities.

If you're where I was - overthinking, waiting, doubting - start anyway.

The hardest part was taking that first step.

If I'd had a tool like Stanley back then, I would've started sooner.

What I love about Stanley is how it works as an AI LinkedIn coach:

- It learns your voice
- Gives you ideas when you're stuck
- Makes consistency easier

My posts created with Stanley outperform my others by 35-40%.

Try a free trial of Stanley today: https://lnkd.in/g9nvAJzJ

#stanleypartner

Your job title isn't your identity.
Most people learn this too late.
I spent 20+ years at IBM attaching my identity to my job.

Then I watched the layoffs hit.

Talented people didn't just lose their jobs.

They lost themselves.

That could've been me.

That's when I realized:

When you anchor yourself to external things, you lose your power.

So I decided to build something that no one could take away.

The moment I opened LinkedIn to write, I had my doubts:

"Who am I to share advice?"
"I am not ready."
"What will others think?"

Most of us feel this way.

But waiting to feel ready means never starting.

Here's what worked:

→ Start with what you know
Your experience is someone's breakthrough

→ Share your struggles
People connect with real stories, not perfection

→ Write like you talk - no corporate speak
Use the words you'd use with a friend

My biggest challenge when I started?

Coming up with ideas.

Now I use Stanley (Your Content Coach) to help me think through:

- new angles on topics I've covered before
- what's actually resonating vs what I think should
- patterns I miss when I'm too close to my content

The results?

I spend 80% less time staring at blank screens.

My posts that start with Stanley brainstorms outperform my others by 35-40%.

It's the tool I wish I had when I started.

Your employer owns your title.
You own what you build and share.

Don't wait to feel ready.

Start today.

Try Stanley here: https://lnkd.in/g9nvAJzJ

#stanleypartner

People won't remember your job title.

They'll remember how you made them feel.

Because true happiness at work isn't about being employed.

It's about feeling valued.

The best leaders live by this.

They don't just manage tasks.
They empower people to grow.
They appreciate them genuinely.

Be that leader:

- Listen without judgement
- Provide stretch assignments
- Genuinely ask, "How are you?"
- Be kind, even on the tough days
- Open doors to new opportunities
- Acknowledge their unique strengths
- Empower others to explore and learn
- Share feedback that helps others thrive
- Invite input in decisions that impact others
- Show appreciation - it means more than you know
- Believe in someone before they believe in themselves

Leadership isn't just about budgets or targets.

It's about kindness, respect, and leaving people better than when you met them.

Have you had a great leader?
Tag them to thank them ⬇️ 

♻️ Repost to inspire your network
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Walking through the wrong door is human.

Staying stuck there is a choice.

You know you need to leave.

The job that's draining you.
The career path that stopped fitting.

The hardest part isn't the decision.

It's the gap between:

"I know I should leave"
and
"I know exactly how."

I've stood at that door.

Leaving my corporate role was the right move.

But getting from "I want to be my own CEO" to "here's my plan" felt paralyzing.

That's the gap Xmind's new AI-powered project management closes.

You give it your massive, scary goal:

"Leave my job and become my own CEO"

Xmind's AI Work Breakdown turns it into actionable steps.

You see them as a mind map.

Or switch to Gantt chart - structured and timeline-based.

Every step becomes a trackable task straight from the mind map.

From "I want to leave" to "Here's what I do Monday" in minutes.

What I love about Xmind: it doesn't feel like project management.

It feels like organized creativity.

You're allowed to change your mind.

You're allowed to choose again.

Try the new Xmind free: https://lnkd.in/dZzGkGBQ

#Xmindpartner

Reputation isn’t what you say about yourself.

It’s what others say when you’re not around.

And it’s your most valuable asset.

An incredible resource from my friend Jen Blandos 🔥
(Give her a follow)

If you want a reputation that earns trust, respect, and opportunity, remember:

Status, success, or title don't give anyone
permission to treat people poorly.

Everyone deserves respect - regardless of position.

Here's what matters most:

1. Listen more
→ Ask questions before giving opinions

2. Choose integrity
→ Do the right thing even when no one's watching

3. Speak directly
→ Say what you mean without the fluff

4. Master silence
→ Stop filling every pause with words

5. Celebrate others
→ Share their wins publicly

6. Protect your people
→ Defend them in rooms they're not in

7. Honour your commitments
→ Do what you said you'd do, when you said you'd do it

8. Be consistent
→ Show up the same way every day

9. Show gratitude
→ Thank people specifically for their contributions

10. Stand firm on values
→ Say no to opportunities that compromise them

11. Give feedback carefully
→ Start with what's working, then improve what isn't

12. Own mistakes
→ Apologize without excuses, then fix it

13. Treat everyone equally
→ Give the intern the same respect as the CEO

14. Deliver excellence
→ Review your work one more time before sending

15. Beat the clock
→ Arrive 5 minutes early to everything

16. Pause before you react
→ Count to 6 before responding to criticism

17. Put team first
→ Give credit away, take blame yourself

Your reputation takes years to build.
And minutes to destroy.

Choose wisely.

Which one are you working on right now?

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Your past success is your biggest threat.
Not from failure -
but from overusing what used to work.

Starting strong in a new role isn't about doing more.

It’s about reading the room - before rewriting the rules.

7 mistakes leaders make in the first 100 days:
(and what to do instead)

1. Misreading the Culture 🏢
↳ You see surface behaviours but miss deeper values
↳ Schedule listening tours with employees at all levels

2. Bringing the Old Playbook 📚
↳ Forcing familiar fixes onto problems creates resistance
↳ Ask "Why is it done this way?" to understand

3. Neglecting Key Stakeholders 🤝
↳ Focusing only on direct reports misses critical support
↳ Map all stakeholders and build an engagement plan

4. Moving Too Fast on Team Changes 👥
↳ Misreading team dynamics creates unnecessary instability
↳ Assess systematically before making changes

5. Underestimating Organizational Politics 🎭
↳ Overlooking hidden alliances leads to blindsided resistance
↳ Map informal networks before launching initiatives

6. Failing to Renegotiate Unclear Mandates ⚖️
↳ Not clarifying conflicting expectations from stakeholders
↳ Renegotiate KPIs and budgets

7. Energy Depletion 🔋
↳ Pressure to prove yourself while well-being slips
↳ Remember: your energy, not just time, is your scarcest resource

Success isn't about your track record.

It's about learning the rules where you are now.

♻ Repost to help your network
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7 Mistakes Leaders Make in the First 100 Days

Being a high performer isn't enough.

Sometimes, it's exactly what's holding you back.

7 ways high performers trap themselves:
(without realizing it)

1. They make everyone else look bad
↳ Working at 150% becomes the new baseline
↳ When you win, name who helped

2. They say yes to everything
↳ Promotions go to those with capacity, not those already maxed out
↳ Block time for strategic work

3. They fix problems quietly
↳ The value you create is invisible to senior leaders
↳ Visibility isn't ego - it's evidence

4. They avoid "office politics" like it's beneath them
↳ You think great work should speak for itself
↳ Identify the 3 people whose opinion matters most for your next move

5. They're too good at being the expert
↳ You're seen as a "brilliant doer," not a future leader
↳ Stop talking about HOW you'll do things - talk more about business impact

6. They don't ask for what they want
↳ Your silence means you're happy where you are
↳ Don't wait for annual reviews - ask about your promotion path

7. They don't build their own replacement
↳ Leadership can't afford to move you up
↳ You're assessed on who you grow, not just what you deliver

The person who gets promoted isn't always the best.

They're the one who made their value impossible to overlook.

Be that person.

♻️ Repost to help your network
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7 Things High Performers Do that Keep Them Unpromotable

75% of people fear public speaking more than death.

Yet it's the no. 1 skill that accelerates careers.

Glossophobia, the fear of public speaking, held me back for years.

I avoided roles where I'd need to speak a lot. 

Declined podcast invitations.

Fear was costing me too much.

Then I found Ultraspeaking

Here are the 8 techniques that transformed how I speak:

📌 Save these for later.

1. The Accordion Method 
→ Compress your talk to 60s, then 30s, then 15s 
→ Expand back, keeping only what matters 
→ Forces you to find your actual point

2. The Bow & Arrow 
→ Your Arrow = the ONE thing to remember 
→ Your Bow = supporting evidence

3. The Power Pause 
→ Stop for 3-5 seconds after key points 
→ Gives your audience time to absorb 
→ Silence is powerful, not awkward

4. The 2-3 Word Bookmark 
→ Create 2-3 word triggers, don't memorize scripts 
→ "Customer save" → your problem-solving story

5. Never Break Character 
→ Don't apologize for nervousness or mistakes
→ Your anxiety is invisible until you reveal it 

6. The Pushback Pivot 
→ Pause and acknowledge: "That's an important point" 
→ Reframe: "Here's how I see it..." 
→ Use challenges to strengthen your message

7. Use Clarity Prompts when Stuck
→ "The most important thing is..."
→ "If you remember one thing..."

8. The Opening Rule 
→ Rehearse your opening 3x more than the rest 
→ Early confidence will carry you through

These 8 techniques are just the beginning.

Ultraspeaking is different: 
live practice, speaking games, and real-time feedback from world-class coaches.

If communication is holding you back, 
join this FREE executive workshop (only 9 spots):
https://lnkd.in/gVibVu3G

#Ultraspeaking

taplio

The Battle

James Kamanski

Dora Vanourek

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Performance ScoreJames Kamanski's LinkedIn Performance

Performance ScoreDora Vanourek's LinkedIn Performance

Ready to grow your LinkedIn presence?

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The Battle

James Kamanski

Dora Vanourek

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);}James Kamanski's LinkedIn Performance

Performance ScoreDora Vanourek's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreJames Kamanski's LinkedIn Performance