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

Talent opens doors.
Emotional intelligence keeps them open.

Emotional intelligence is not soft.
It is practical. And it shows up in daily behavior.

Here are 8 traits emotionally intelligent people consistently demonstrate ↓

1/ Self-awareness
→ They understand their emotions, strengths, and blind spots before those blind spots create problems.

2/Self-regulation
→ They manage reactions instead of letting impulses run the room.

3/ Motivation
→ They push forward because growth matters to them, not because someone is watching.

4/ Empathy
→ They listen to understand, not just to reply.

5/ Social skills
→ They build trust, handle tension, and maintain strong relationships.

6/ Optimism
→ They stay constructive, even when situations get difficult.

7/ Flexibility
→ They adapt quickly instead of resisting change.

8/ Strong communication
→ They say what needs to be said clearly and respectfully.

Emotional intelligence is not about being nice.
It is about being effective with people.

And people skills decide outcomes more often than technical ones.

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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

Protect your peace - like your life depends on it.
Because in many ways, it does.

A chaotic mind can’t focus.
Can’t create.
Can’t lead.

And it definitely can’t enjoy the journey.

So choose calm over chaos:

✅ Cut the noise.
✅ Step back from draining people.
✅ Set the boundary, even if it’s awkward.
✅ Say no, even if it disappoints.

You don’t need more stimulation.

You need more stillness.

Because clarity lives in quiet.

And your best ideas?
They only surface when your mind is calm enough to hear them.

Inner peace isn’t a luxury - it’s your foundation.

💬 What’s one thing that protects your peace?

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If you don’t own your story, someone else will rewrite it for you.

In your career.
In your relationships.
Even in your self-worth.

When you stay silent, others fill in the blanks.

That’s why owning your story isn’t just about confidence:
It’s about clarity, boundaries, and truth.

✔️ Say what shaped you.
✔️ Stand by what you’ve overcome.
✔️ Speak up for what you believe.

Because your story deserves to be told
and no one can tell it like you.

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Behind every productive person isn’t more time… it’s sharper attention.

You don’t need another hour in the day.
You need to stop leaking focus.

And I KNOW YOU FEEL IT TOO!

This is because you’re pulled by distractions.
This is because attention is your true currency.
This is because you confuse being busy with being effective.

While you think your calendar is the problem…

(Your real challenge is attention slipping through tiny cracks.)

Here’s how to fix it:

1/ Audit Your Attention
Where does your focus actually go? Not where you assume it goes.

2/ Set Daily Intentions
Choose 1–3 priorities that truly matter. Everything else is noise.

3/ Eliminate Low-Value Work
Cut busywork. Guard your calendar like it belongs to someone you respect.

4/ Create Focus Blocks
Silence the pings, shut the tabs, and protect your deep work.

5/ Guard Your Energy
A scattered mind drains faster than a full inbox. Choose clarity.

Because here’s the truth:
It’s not time you’re running out of - it’s focus.

If nobody else has reminded you today, I will:
+ You already have enough time.
+ Start protecting your attention.

Your best work is waiting.
↳ Every focus block adds up!

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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

Accenture and Snowflake just formed a joint business group. 5,000+ certified consultants dedicated to AI and data transformation.

That's not a partnership announcement. That's a statement about where enterprise AI is heading.

Reading between the lines:

- The big consultancies are betting hard on data infrastructure as the AI bottleneck
- 'AI transformation' is becoming 'data transformation with AI capabilities'
- If you don't have your data house in order, no amount of AI magic will save you

What this means for enterprise buyers:

The consulting giants are building massive practices around making AI actually work. They're not selling AI hype anymore - they're selling the boring stuff. Data quality. Governance. Integration. Infrastructure.

They learned something from the last 2 years: Executives buy AI demos. But they pay for data cleanup.

If Accenture is deploying 5,000 people to this, ask yourself: Is your organization investing anywhere close to proportionally?

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

Boomerang hiring is getting popular because companies are realizing something embarrassing:

They fired the wrong people.
And underpaid the right ones.

Now they want the “safe hire” back - proven, fast ramp, no surprises.

But you don’t get boomerangs if you treat exits like betrayal and loyalty like a discount.

If someone is worth rehiring later,
they were worth keeping (or paying) earlier.

10 AI Predictions for 2026:

1. Gemini will quietly become the default AI model — not because it's best, but because it's baked into Google Workspace and enterprises buy whatever comes with the contract.

2. AI agents will be the buzzword of 2026, but 90% of enterprise "agents" will just be fancy if-then workflows with a chatbot wrapper.

3. Middle management will shrink faster than anyone expected. If your job is routing information between people, start upskilling now.

4. LinkedIn will be flooded with AI slop, which will make authentic human writing easier to spot and more valuable.

5. The companies that win with AI won't have the best models — they'll have the cleanest data and fastest approval pathways.

6. Most "AI transformations" announced in 2025 will be quietly walked back, rebranded, or buried in footnotes.

7. Copilot will be on every enterprise desktop, but 80% of employees will use it the same way they use Excel — poorly and rarely.

8. The Chief AI Officer title will peak and then quietly disappear because nobody figured out what it was supposed to do.

9. Prompt engineering will stop being a job title and become a baseline skill, like knowing how to Google.

10. The people who actually ship AI in 2026 will be the same ones who shipped software in 2016 — builders who know that technology is 20% of the problem.

Everyone keeps saying, “AI needs better foundations.”

That’s true.
But it’s not the part people think.

KPMG isn’t warning about missing tech.
They’re warning about missing discipline.

Most enterprises want AI to move fast
on top of systems that were never designed to be trusted.

Bad data.
Unclear ownership.
Processes built for humans to patch gaps with judgment.

So when AI breaks, leaders don’t ask:
“Why was this workflow fragile to begin with?”

They say:
“AI isn’t ready.”

AI doesn’t fail in enterprises because it’s too powerful.
It fails because it refuses to hide the mess underneath.

Foundations aren’t glamorous.
They don’t demo well.
They don’t win internal applause.

But without them, AI just scales dysfunction faster.

The companies that actually win with AI won’t be the loudest adopters.
They’ll be the ones willing to do the unsexy work first:
clarify ownership, clean data, redesign workflows, define accountability.

Everyone else will keep running pilots —
and blaming the tech when reality shows up.

Enterprises keep saying “AI upskilling.”

Then they quietly change the pyramid.

AI is now cited in layoff plans
as a literal reason code.

Not “restructuring.” Not “macro.”
AI.

Meanwhile, the firms selling AI work
are bragging about bookings, not jobs.

That’s the tell.

The bottom of the org chart
is where the inefficiency lived.

Junior analysts doing prep work
that never should’ve taken 40 hours.

Tax, audit, close, controls testing.
All the work that exists
because nobody wanted to delete data
or kill a template.

Now AI compresses the doing.

So leadership does what leadership does.
Protect the narrative.
Shrink the leverage.

The doers feel it first.
The deciders call it modernization.

Most companies don’t hire talent.
They hire job descriptions.

And then they’re shocked when they end up with average people doing average work.

Cursor does the opposite.
They don’t ask “What role do we need?”
They ask “Is this person undeniable?”

If the answer is yes, they bend the org around them.
They don’t wait for headcount approvals.
They don’t debate leveling.
They don’t hide behind process.

They move.

Because:
> Elite talent is rarer than clean org charts.
> Process is cheap. People aren’t.

Most companies optimize for order.
The best ones tolerate chaos to secure leverage.

If you hire roles first, you get replaceable people.
If you hire people first, they create roles you didn’t know you needed.

That’s how you build an org of superstars.
Not by perfect hiring processes but by having the courage to recognize greatness
and act before it’s gone.

Goldman’s CEO said AI can now do 95% of an S-1 in minutes.

Everyone keeps asking what happens to the jobs.

That’s the wrong question.

The real question is:
What is the 5% that still matters?

It’s not formatting.
It’s not drafting.
It’s not models, footnotes, or precedent decks.

The 5% is:
• deciding what risk actually matters
• knowing what to leave out
• framing the story regulators and investors will believe
• understanding where this deal breaks under pressure
• making judgment calls no template can defend

The 95% was always execution theater.
The 5% was always the job - it was just hidden behind process and headcount.

AI didn’t remove human value.
It stripped it down to the part you can’t fake.

If your role was built on producing the 95%,
you weren’t senior...you were insulated.

Now the insulation is gone.

What’s left is judgment, taste, and accountability.
And that’s the part most people were never trained for.

That’s the real disruption.

Will large enterprises ever lose their ego?

Most still design products in isolation
and assume the market will adapt.

They don’t co-build.
They don’t listen deeply.
They ship… then push.

That’s not innovation.
That’s arrogance with a roadmap.

The next generation of winners won’t “educate the market.”
They’ll build with it.

Talk to users.
Co-create.
Stop assuming demand exists just because you funded a solution.

Product-market fit isn’t something you force.
It’s something you earn by letting go of ego first.

How to Position Yourself for AI-First Roles:

> Stop learning tools. Start solving problems. Anyone can take a ChatGPT course. Few people can articulate how AI solved a specific business problem with measurable results.

> Document everything you build. That workflow you automated? That analysis you accelerated? Screenshot it. Write it up. Your future employer can't see what you don't show them.

> Get uncomfortable with ambiguity. AI roles live in the gray zone between 'definitely possible' and 'completely impossible.' If you need clear requirements to function, this isn't your path.

> Learn to speak two languages. Technical enough to evaluate AI capabilities. Business enough to translate them into ROI. The people who bridge this gap are absurdly valuable.

> Find the AI skeptics. The person in your company who thinks AI is overhyped? Befriend them. They'll show you every gap in your thinking and make your pitches bulletproof.

> Build a public track record. LinkedIn posts about AI projects. GitHub repos with experiments. A portfolio site showing what you've built. Hiring managers are tired of 'AI enthusiasts' with nothing to show.

> Apply before you're ready. The AI field moves so fast that job requirements are wishlists, not checklists. If you meet 60% of the requirements, you're qualified. They'll teach you the rest.

Most “agentic AI” projects fail for the same reason most corporate transformations fail:
people mistake motion for progress.

McKinsey looked at 50 real agentic AI builds.

The failure wasn’t the models.
It wasn’t the prompts.
It wasn’t the talent.

It was ego.

Teams built impressive agents instead of fixing broken workflows.
They layered AI on top of chaos and called it innovation.

Users don’t need Copilot to be visionary.
They need it to be boringly correct.

Once it earns trust, then it can become transformative.

But this is exactly why Copilot keeps disappointing:
the people building it aren’t the people living in Word, Excel, Outlook, and PowerPoint all day.

They don’t feel the cost of a small error.
They don’t feel the “I now have to double-check everything” tax.
So the product ships features… before it ships trust.

And Satya stepping in as PM won’t magically fix that.

This isn’t a leadership-attention problem.
It’s a proximity problem.

Until the builders are forced to live in the workflow and be judged on accuracy, not demos
Copilot will keep being impressive… and optional.

Trust first.
Then transformation.

5 Things I Learned Implementing AI at Enterprise Scale:

1. Your data problem is bigger than you think. Every executive says 'our data is pretty clean.' It never is. Plan for 60% of your timeline to be data work.

2. The pilot trap is real. Successful POCs die in production because nobody planned for security reviews, compliance checks, and the 47 stakeholders who need to approve everything.

3. Change management eats AI for breakfast. The technology works. The humans resist. Budget 3x more time for training, communication, and handling the 'but we've always done it this way' crowd.

4. Start with the boring use cases. Everyone wants the sexy AI chatbot. The real ROI is in automating the mind-numbing document processing that costs you 200 hours/week.

5. Your AI strategy needs an AI exit strategy. Models change. Vendors pivot. Build for portability or you'll be rewriting everything in 18 months.

i won't be surprised if this number 10x by now

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