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, complex legal cases, 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

Everyone has a timeline in their head.
Most of that pressure comes from comparing your path to someone else’s.

But life does not unfold on a schedule.
Growth shows up at its own pace.

You can be:
+ lost at 22
+ broke at 28
+ unsure at 31
+ starting over at 35
+ finally rising at 38
+ finding your purpose at 42
and unstoppable at 47.

None of that means you failed.
It means you’re still becoming the person you’re supposed to be.

Progress is not linear.
Purpose takes time.
And greatness grows quietly before anyone else notices it.

✅ Trust your pace.
✅ Trust your path.
✅ You are not behind.

You’re building something worth waiting for.

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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

Retention is cheaper than replacement.
Every time.

Hiring feels expensive.
But replacing great people costs far more.

Here’s what replacement actually includes ↓

→ Lost knowledge and context
→ Months of reduced productivity
→ Hiring fees and onboarding time
→ Team morale taking a hit
→ Leaders stretched thin filling gaps

Most exits do not happen because of money alone.
They happen because people feel unseen, unsupported, or exhausted.

Treating people well is not a perk.
It is a strategy.

✅ Fair pay.
✅ Respect.
✅ Room to grow.
✅ Clear expectations.

Do that consistently and your best people stop looking elsewhere.

The cheapest talent decision you can make is keeping the people who already believe in the work.

Credits: Rob Dance

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The most underrated career skill?
Taking tough love without taking it personally.

Knowledge is everywhere.
Feedback is rare.

Because once people realize you can’t handle the truth,
they stop telling you the truth.

That’s when growth stops.

The people who rise the fastest aren’t the ones who know it all:
They’re the ones who can hear hard things and use them well.

They ask instead of defend.
They listen instead of react.
They improve instead of argue.

If you want to grow fast, don’t chase praise.
Seek honesty - even when it stings.

That’s where real development begins.

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Credits: Adam Grant

Global Data Office - Head of EY.ai Simulation Labs

Spearhead strategic development and market positioning of Tax AI - driving its adoption and success through innovation, education, and community.

Global Tax AI Labs - Strategy Lead, Simulations & Synthetic Data

CDP provides a platform where professionals can develop technical skills, ideate on ways to improve internal and client work processes, and build re-usable tools for anyone in the firm.

From cultivating an innovative mindset within the community to leading product development and market reach, the vision is to share the tools to automate repetitive work and have professionals focus on more purposeful, needle moving work.

Americas Innovation - Crowdsourcing Development Platform (CDP) Product Manager

Research and build innovative, robust, and flexible financial analysis and modeling solutions to provide insight into client decisions for strategic planning, investment valuation, financial forecasting, and M&A transactions.

Decision, Modeling & Analytics Senior Manager

The Real Estate Tax technical liaison with the Tax Technology and Transformation team on the development of the "next-generation" technology for the partnership/fund tax compliance process.

Led the way for the automation and redesign of numerous tax workpapers and processes for partnerships and corporations for multiple engagement teams.

Selected as the Senior Manager Sponsor for EY's counseling family -- providing emotional and work support, facilitating coaching and career development discussions, and organizing events for team bonding.

Real Estate Tax Senior Manager

Oversaw tax compliance and advisory engagements for both domestic and international real estate firms. 

Experience with federal, state and international tax issues, including year-end K-1 reporting, quarterly estimates/withholding, REIT compliance, REIT due diligence, and transactional planning in complex partnership structures.

Real Estate Tax Manager

Deloitte

Advised Fortune 500 companies worldwide regarding tax opportunities on inbound and outbound operations. 

Designed, collaborated, and reviewed various tailored tax models using large data sets to quantify and measure the impact of tax planning strategies on clients' tax profile. Modeling support ranged from complex tax attribute projects to M&A and global restructuring transactions.

International Tax - Quantitative Consulting Services Manager

Managed the development of the Integrated International Tax Reform Model to help companies quantify the potential impact of various tax reform provisions and its interplay, including transition tax, global intangible low-taxed income, foreign derived intangible income, base erosion and anti-abuse tax, and interest expense limitation. 

Developed a Global Funds Model focused on global real estate and infrastructure funds to help assess fund structuring alternatives, tax reform planning considerations (e.g., impact of 163(j), 100% expensing), and other tax structuring considerations (e.g., internal leverage, withholding leakage, exit considerations, etc.)

International Tax - Quantitative Consulting Services Senior

Manage and led staff on year end compliance process, which involves review of tax basis balance sheets and capital accounts, partner allocations in accordance with 704(b) regulations, review of partnership agreements for allocations, and Schedule K-1 reporting.

Selected by Directors and Partners to participate in various committees: (1) Quality and Risk Management Committee, (2) Campus Recruiting, (3) Google Guide and (4) Market Tax Technology Team.

Real Estate Senior Associate

Prepared and reviewed federal, international, state and local, partnership and corporate tax returns for clients in the Real Estate industry. She took the initiative to streamline repetitive, manual processes via automation using technologies such as Visual Basic and JavaScript.

Real Estate Tax Associate

Ernst & Young

National Tax Technology Group

Real Estate Tax Intern

Goldman Sachs

Federal Tax Intern

Empire State Development

Accounts Payable Intern

Macy's

Human Resource Staffing Intern

I Help Corporate Professionals Gain Career Clarity & Fulfillment | Founder @Amplify Your Home | Global AI Tax Copilot Strategist @EY

Don't be fooled by my appearance. Quiet, Asian, tiny girl.

In the last decade, I've...

Successfully navigated the corporate giants: Goldman Sachs, PwC, Deloitte and EY.

Built communities, tax and financial models, and automations. (Excel wizard here)

Empowered employees to own their damn careers,

Challenge their norms to do something special.

That's when Problems become Opportunities,

Strategies into Actions.

You are not Alone.

Ready to redefine your career? Let's make it happen.

Mary Fung

Everyone’s racing to adopt AI.
No one’s stopping to ask what it’s supposed to mean.

The irony?
AI won’t save broken systems. It’ll just expose them faster.

The question isn’t “How fast can we adopt AI?”
It’s “What problem is worth automating in the first place?”

li_at

JSESSIONID

Talks about #culture, #wellness, #community, #automation, and #careergrowth

Own Your Damn Career | Founder @Amplify Your Home | Head of Synthetic Data & Simulations @EY

Hakeem M.

PwC says it can’t find tech talent.

Reality: They can’t find unicorns willing to be underpaid.

The best people don’t sit in hiring queues.
They leave quietly when they realize their impact is being priced like a commodity.

If you’re struggling to fill a role, it’s usually not a talent shortage.
It’s a value mismatch.

You’re either asking for too much
or paying too little.

And the people who could actually do the job?
They already quit.

Here’s what employees actually hear when you say “AI transformation”:

“Do more with less” → Your role is shrinking.
“Automate the boring work” → We never valued that work to begin with.
“Upskill” → Figure it out yourself or you’re gone.

You might mean innovation.
They hear elimination.

That’s the real disconnect slowing enterprise AI rollouts.

Not the tools.
Not the tech.
Not the budget.

It’s fear. It’s mistrust.

It’s silence in meetings where everyone nods but no one says what they’re really thinking:

“Will I still matter when this goes live?”

For years, power favored the loudest voice in the room.
The extroverts, the natural sellers, the people who could command attention.

AI flips that.

It gives leverage to the quiet operators -
the ones who think deeply, build patiently, and let their work speak louder than they do.

In the age of AI, introverts don’t need to pull the cart anymore.
They build the engine.

If your job is just tasks, you’re not an employee.
You’re a cog.

That’s what Jensen meant when he said:
“Your job has to be more than the task.”

Because the task is the part AI eats first.
The checklist.
The template.
The handoff.
The thing anyone could do with enough time and instructions.

If that’s your identity at work, you won’t survive this wave -
not because you're not smart,
but because the system never asked you to be anything more.

AI exposes that.

It shows you exactly where you’ve been replaceable all along.

The future belongs to the people who stop being the task and start being the reason the task exists.

Everyone says Gen Z is screwed.

I think they’re being forced out of the rat race.

The old deal was simple:
> Climb the ladder.
> Wait your turn.
> Do the busywork.
> Get promoted.

That ladder is breaking at the bottom.

Entry-level jobs are frozen.
Training pipelines are gone.
AI eats the grunt work that used to justify “paying your dues.”

So Gen Z doesn’t get a seat.

That’s not a death sentence.
It’s an escape hatch.

They’re being pushed to:
> build instead of wait
> learn by doing, not by permission
> create leverage instead of chasing titles
> work for outcomes, not approval

The system no longer guarantees safety.
But it also no longer traps them inside it.

Gen Z isn’t screwed.
They’re just the first generation that doesn’t get to hide in the machine.

And that might end up being their biggest advantage.

Everyone’s sharing AI “tips.”
No one’s sharing AI use cases that actually make money.

Because the people who’ve found them don’t have an incentive to share.
If AI can replace 80% of your job, why would you publish the proof?

So what we get instead are demo reels and productivity hacks - not the deep workflows where AI is already transforming value creation.

The irony?
The AI revolution isn’t waiting for new models.
It’s hiding inside the quiet use cases no one will talk about.

Most AI projects fail quietly.
Not because the tech isn’t good enough
but because the people using it don’t push it far enough.

Too many teams still treat AI like software automation.
It’s not.

Software automates tasks.
AI automates capabilities.

The question isn’t “What can this tool do?”
It’s “What would a person do here and can AI now take that on?”

That’s how you uncover real transformation.
By testing the edge of what you think is possible - not confirming what already works.

You don’t find the limits of AI by playing it safe.
You find them by thinking like a builder, not a bystander.

Everyone’s trying to sell “cutting-edge AI.”
But that’s not what enterprise buyers want.

MIT asked 153 execs with enormous AI budgets what they actually look for in a partner.

Not a new model.
Not a revolutionary platform.

They just want someone who:
• Understands their actual workflows
• Minimizes disruption
• Builds trust
• Evolves with them over time

The irony?

Most AI vendors want to transform the enterprise...
but the ones who’ll win are the ones humble enough to fit into it first.

AI isn’t being driven by people who need to justify budgets.
It’s being driven by people who think losing this race means irrelevance.

That’s why Big Tech keeps spending while others keep debating.
They’re not chasing profits. They’re chasing permanence.

If you’re still running an ROI analysis while the world rewires itself...
you are already late.

Are leaders supposed to be storytellers?

Yes.

Not because it’s “nice to have.”
Because leadership without narrative is just management.

You don’t lead people with tasks.
You lead them with meaning.

Can storytelling be learned or is it natural?

Both.
Some people have instinct.
Most can learn the mechanics.

But here’s the part people miss:
Great storytelling isn’t about charisma.
It’s about clarity of thought.

If someone understands:
• why the work matters
• who it’s for
• what problem it solves
• what tradeoffs were made

They can learn to tell a good story.

If they don’t understand those things, no training will save them.

And if you find a real storyteller inside your org?

You should protect them.

Because they’re doing invisible work:
• aligning teams
• translating strategy
• preventing confusion
• making decisions legible

When they leave, nothing “breaks” immediately.
Things just start drifting.
Misalignment creeps in.
Momentum slows.
Trust erodes.

Storytellers aren’t soft skills.
They’re force multipliers.

And yes, if you find one?
You should value them more.
Pay them more.
Give them air cover.

Because in a world flooded with content and AI output,
the scarcest skill is making people care and move in the same direction.

That’s leadership now.

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The Battle

James Kamanski

Mary Fung

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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);}James Kamanski's LinkedIn Performance

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