Johnnie Perry

Ghost Built

Founder

VL Transform

Whenever you're ready, here's how I help you:

https://tinyurl.com/mpm90info

Fitness and Nutrition Coach

Vanderbilt Mortgage and Finance, Inc

•	Manage all elements of the AML Program which include day to day compliance, filing SARs and Form 8300s, and making policy/procedure updates
•	Review OFAC regulatory compliance and CIP/KYC/CDD
•	Knowledge and dissemination of GLBA, ECOA, and HIPPA laws communicated to company personnel for CFPB preparedness
•	Perform AML, Information Security, and Red Flags risk assessments
•	Perform company-wide AML training development and delivery on various topics relating to the mortgage industry and AML
•	Conduct origination, compliance, and servicing audits to ensure that the company is in accordance with industry standards and report findings to senior management
•	Cooperate with managers regarding improvements/enhancement of policies and procedures

AML Compliance Officer

•	Supervised a team of ten collectors
•	Managed team for approving extensions, repossessions, legal action, timesheets, and loan modifications.
•	Oversaw the training and improvement of newly hired account representatives on the team.

Collections Team Leader

I help hardworking men over 35 shed fat and build muscle so they can improve all areas of their lives | Join my free Fitness and Flow Newsletter ⬇️

Most content on LinkedIn falls into three categories:

1. Bland 
2. Cringe
3. Invisible

It makes you roll your eyes or scroll right past without a second thought.

You’re not posting yet. 

Or worse, 

You're losing clients because YOU ARE POSTING. 

Your brand messaging is weak.

Your posts aren’t building authority, they’re just adding to the noise.

No engagement.
No inbound leads.
No real business growth.

Best case scenario? You get a few likes from friends.

Worst case? You’re ignored entirely.

Now, imagine your content working for you.

People engage, not just because they like it, but because it speaks to them.

Your message is clear
Your brand stands out
The right people start paying attention

Your ideal clients reach out to YOU.

Sales calls feel like conversations, not pitches.

Your business grows because your personal brand is built on trust (not tactics).

"Okay, but how do I get there?"

That’s where I come in.

I’ve been writing content since 2019, and I’ve created a framework that does this FOR YOU. 

A method that saves you time, money (and embarrassment) 

The Signal Maker Framework

We're not worried about creating content that gets likes.

We use a unique content and Engagement Strategy to get you in front of your ideal clients.

We turn your brand messaging into something clear, powerful, and impossible to ignore.

And no...this isn’t another “post more” strategy.

I don’t do fluff
I don’t do filler
I don’t do content that feels like homework

You could talk to any of the gazillion "Personal branding specialists” on LinkedIn. 

They’ll build you a personal BLAND. 

Or you could discover a better way:  

Where we’ll help you become a Signal Maker. 

Want to learn more? 

Let’s have a quick chat to see if you are someone we can help. 

Book via my featured section before we get booked out for March.

Passion for learning and eager to explore and discover new things. Let’s grow together! 🚀

I’m a Senior IT Project/Program Manager and enterprise transformation leader with 15+ years of experience driving modernization, automation, and large-scale systems delivery across Fortune 50 and mid-market organizations.

I specialize in bringing order to complexity, designing operating models, eliminating friction, and turning high-stakes initiatives into predictable, repeatable execution at scale.

Over time, I’ve seen a consistent pattern:
high performers rarely stall because of execution gaps, they stall because their impact isn’t evaluated the way leadership actually makes decisions.

My work sits at the intersection of delivery and decision-making. I help translate execution into the signals executives look for: clarity, judgment, risk awareness, and enterprise-level impact.

My experience spans digital transformation, workflow automation, AI-enabled solutions, and enterprise system design, from modernizing legacy platforms to improving cross-functional alignment in complex, global environments.

I partner closely with executives, engineers, analysts, and operational leaders to strengthen governance, reduce churn, and accelerate decision-making as complexity increases.

Core strengths include:
• Designing and modernizing enterprise systems and workflows
• Leading multi-region, high-visibility programs
• Integrating automation, AI, and Power Platform solutions into existing ecosystems
• Building governance models that support faster, more confident leadership decisions
• Communicating with clarity at every level of the organization

Outside of work, I believe in pairing structured systems with personal rhythm. Dancing is my reset button and that same balance shows up in how I lead: steady, intentional, and centered under pressure.

If you’re building ambitious transformation programs or strengthening enterprise delivery, I’m always open to connecting.

Vanessa M Diaz

Promotions aren’t rewards for what you did.

They’re bets on how you’ll think next.

High performers think promotions reward past results.

They don't.

Promotions are a bet on your future judgment.

When leadership considers you for the next level, they're not just reviewing what you've delivered.

They're asking a different question:

"Would I trust this person with a bigger, messier problem?"

That shift changes everything.

Because past performance proves you can execute.

But future judgment proves you can think.

It shows you understand:

• When to push back vs. when to align
• How to navigate ambiguity without constant guidance
• Which problems matter and which don't
• How your decisions ripple across teams

Most people optimize their work to look good in reviews.

The ones who get promoted optimize their work to build trust in their judgment.

They make leadership's decision obvious.

Not by doing more.

By showing they can handle what comes next.

The gap between "strong performer" and "ready for promotion" isn't about output.

It's about demonstrating judgment before the title requires it.

Start making decisions like you already have the role.

That's when progression stops being a question.

What signals do you think leadership uses to decide someone is ready for the next level before the title ever changes?

Vanessa M Diaz PMP

IT Project Manager | Executive Performance & AI Leverage | Translating Execution into Strategic Impact

At senior levels, execution is assumed.

What gets evaluated is judgment and most PMs never surface it.

Senior PMs don't plateau because they can't execute.

They plateau because they optimize execution while leadership evaluates judgment.

Here's the difference:

Execution answers: "Did the plan run smoothly?"

Judgment answers: "Did we choose the right plan given our constraints?"

Most senior PMs stay invisible at the decision level.

They ship features on time.
They unblock teams efficiently.
They run flawless sprints.

But leadership never sees their thinking.

The work speaks, but the reasoning stays silent.

And that's the problem.

When promotion conversations happen, leadership asks:

"Can they make the hard calls?"
"Do they see around corners?"
"Can they navigate ambiguity?"

If your judgment isn't visible, the answer defaults to "we don't know."

The fastest way to change how leadership sees you isn't doing more.

It's making your thinking visible at the decision level.

Show the tradeoffs you weighed.
Explain why you chose path A over path B.
Surface the constraints that shaped your call.

Execution gets you to senior.

Judgment gets you past it.

When leadership talks about your impact, are they recalling your decisions or just your delivery?

The higher you go, the less clarity you get.

And that’s not a bug in senior roles.
It’s the job.

One of the hardest truths about senior roles:

They don't reward you for having answers.

They reward you for navigating ambiguity.

Here's what nobody tells you about climbing the ladder:

Junior roles optimize for execution.

Senior roles optimize for judgment.

The shift?

Early career:
• Clear problems to solve
• Defined success metrics
• Structured feedback loops

Senior career:
• Messy, undefined problems
• Competing priorities with no right answer
• Success measured in months, not days

I used to think being promoted meant having more certainty.

It meant the opposite.

The higher you go, the less clear the path becomes.

Your job isn't to find the perfect answer.

It's to make the best decision with incomplete information.

That means:
• Sitting with uncertainty instead of rushing to action
• Weighing trade-offs that all feel wrong
• Making calls that won't show ROI for quarters

Most people stall because they're waiting for clarity.

But clarity doesn't come first.

Judgment does.

Senior leaders don't have better answers.

They're just more comfortable not having them.

They focus on:
• What we're optimizing for
• What we're willing to sacrifice
• How we'll know if we're wrong

Your value at senior levels isn't expertise.

It's the ability to move forward when the path isn't clear.

At your level, are you being evaluated on certainty or on how you move when certainty doesn’t exist?

Most promotions are decided long before the review ever happens.

Promotions don't fail at review time.

They fail months earlier.

Quietly.

When leadership hasn't formed confidence in your judgment yet.

That confidence doesn't appear overnight.

It's built through repeated patterns:

• Making calm decisions when everything's on fire
• Framing tradeoffs clearly instead of hiding complexity
• Communicating predictably when nothing is certain

Most high performers don't stall because they can't do the work.

They stall because no one taught them what leadership actually looks for.

The gap isn't capability.

It's understanding how readiness gets evaluated.

Leadership watches how you handle pressure.
How you simplify complexity.
How you show up when the path isn't clear.

These patterns build trust long before titles change.

And trust is what unlocks the next level.

Not just performance.
Not just results.
Trust in your judgment when stakes are high.

Start building that confidence now.

Not six months before you want the promotion.

What signals are you intentionally sending about your judgment, long before promotion conversations start?

The fastest way to stall your career?

Make yourself impossible to replace.

Most high performers learn this one the hard way.

One of the hardest career lessons:

Being indispensable doesn't make you promotable.

It makes you stuck.

Here's what I learned after years of being "the person who knows everything":

Leadership doesn't promote people they can't replace.

They promote people who make themselves replaceable.

The difference?

Indispensable people:
• Hold all the context
• Become single points of failure
• Create dependency

Promotable people:
• Document their thinking
• Build systems that scale
• Transfer judgment, not just tasks

I used to think being the go-to person proved my value.

It didn't.

It proved I was building a job, not a career.

The shift happened when I stopped asking "How do I make myself essential?" and started asking "How do I make my impact essential?"

That meant:
• Writing down my decision frameworks
• Teaching others to think, not just execute
• Creating clarity that outlasted my presence

Leadership wants people who reduce cognitive load.

Who anticipate second-order effects.

Who create systems that work without them.

Your value isn't in being irreplaceable.

It's in making your judgment scalable.

Are you being rewarded for being essential or for making your impact scalable?

Perfect status updates are how PMs quietly cap their careers.

Most PMs think their job is to report status.

That's why they stay stuck at the IC level.

Senior PMs understand something different:

Your job is to frame decisions.

Let me show you what I mean.

You're launching a feature with incomplete data.

Most PMs say: "We're 80% done. On track for next sprint."

Senior PMs say: "We're shipping with known gaps in analytics. I'm accepting this risk because delaying costs us 3 weeks of learning. If usage drops below 20%, we'll roll back."

See the difference?

One reports progress.
The other owns the outcome.

Decision framing does three things:

• Shows you understand the tradeoffs
• Proves you've mapped the downside
• Demonstrates you're accountable for results

This builds trust faster than any status update ever will.

And trust is what unlocks senior roles.

Your stakeholders don't need another progress report.

They need to know you're making sound choices with incomplete information.

Stop telling people what happened.

Start showing them how you think.


Are you being evaluated for your judgment or just your updates?

Busy PMs report tasks. Promotable PMs report decisions.

The fastest way to get stuck as a "doer PM"?

Report what you did instead of the decisions you made.

Most PMs default to activity updates:
• Shipped feature X
• Ran 5 user interviews
• Updated the roadmap

Senior leaders assume execution. What they evaluate is judgment.

Here's the shift:

Stop saying: "We shipped the new onboarding flow"

Start saying: "We prioritized onboarding over retention features because new user drop-off was costing us 40% of signups. The tradeoff: existing users wait another quarter for their top request."

One sounds like execution.
The other sounds like leadership.

The work is identical.
The framing changes everything.

When you frame decisions, you show:
• You understand tradeoffs
• You own outcomes, not just outputs
• You think like an executive

This is how trust gets built at senior levels.

Not through doing more.
Through showing you can decide what matters.

Start framing your next update as a decision, not a status report.

Watch how the conversation shifts.

When was the last time your update changed how leadership thought about a decision, not just a deliverable?

Leadership doesn’t trust confidence.

They trust composure when certainty disappears.

Leadership doesn't trust the loudest voice in the room.

They trust the PM who stays calm when everything's on fire.

I've watched this play out across dozens of complex programs.

The people who earn real trust aren't the ones with the slickest updates or the fastest answers.

They're the ones who:

• Pause before reacting to bad news
• Surface uncomfortable truths before they become crises
• Don't oversimplify risk just to sound confident

Here's what most PMs get wrong:

They think leadership wants certainty.

What leadership actually wants is honest judgment.

They'd rather hear "I don't know yet, but here's how I'll find out" than a confident answer that falls apart two weeks later.

The PMs who build lasting credibility understand this.

They know that staying calm under pressure isn't about having all the answers.

It's about being honest about what you know, what you don't, and what you're doing about it.

Polished optimism might get you through one meeting.

Calm, honest judgment builds trust that lasts years.

When things get uncertain, does your leadership see your confidence or your judgment?

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The Battle

Johnnie Perry

Vanessa M Diaz

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taplio

The Battle

Johnnie Perry

Vanessa M Diaz

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);}Vanessa M Diaz's LinkedIn Performance

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