Co. Defined

Founder

When a company's leadership reimagines the long-term vision by reframing its perspective and how it can influence the future, the company, its employees and its clients can triumph in an ever-changing world.

I thrive on working with leadership teams to solve the challenges that broaden horizons and transform people and companies for the better. 

I focus on guiding the creation of internal development strategies that work to build a strong brand position, identity and culture directly related to the company's business strategy. 

These strategies serve as an organizational principle to: 

-Drive growth and create coherent signals that turn into exceptional experience, value perception, and genuine authentic relevance.

-Assure the business through sustained and supported knowledge sharing.

-Unify the company and its clients through a clear purpose and vision. 

-Activate an inspiring company culture that is a business advantage to attract and retain talent.

Internal Development Consultant

Andersen in Switzerland

Andersen in Switzerland is an independent tax firm with a worldwide presence through the member and collaborating firms comprising Andersen Global.

My role as Communications Manager overlaps with that of a Client Relationship Manager and I am chiefly responsible for maintaining solid internal partnerships to lead strategic communications that meet business goals; and building the positive and productive internal organisation relationships necessary for business growth. My success in the role is demonstrated by my strong, continuous track record of meeting business needs through proposing and customising existing business communication practices; and of managing and identifying key communication initiatives closely aligned with business strategy and goals.

Additional Responsibilities

• Developing an understanding of both client needs and short- and long-term departmental goals and planned initiatives.

• Scheduling regular internal meetings and discussions, and proposing initiatives to strengthen client relationships, communications and business objectives.

• Providing Partner support and handling business communications effectively and discussing business needs with Managing Partners and collaborating with internal teams to address internal and external needs.

• Maintaining up-to-date knowledge about Swiss and International service lines and ensuring the firm and employees adhere to global brand guidelines.

• Acting as a point of contact for complaints, and escalating issues with Managing Partners as appropriate.

Additional Achievements

• Ensured the timely and accurate handling of requests and addressed identified concerns promptly and professionally.

• Recommended new ideas and initiatives based on research.

• Informed internal and external stakeholders about Swiss, European and global organisation updates, guidelines, policies and procedures.

• Developed and proposed new strategies to improve client satisfaction.

Communications Manager

Assistant to the Partners

ScuoLaLingua Sagl

Offering Professional Business English Support, I was primarily responsible for assisting professionals and high-level executives with communication and documentation for business English needs.

Business English Support

Hirslanden Klinik

The Klinik Hirslanden is a modern, private clinic in Zurich which belongs to Hirslanden, the leading private clinic group in Switzerland.

In this role, I was responsible for a team of Radiation Therapists in the areas of treatment planning and simulation; and engaged with all areas of clinical practice including the review, creation and implementation of strategy and protocols at a high level.

Advanced skills in the area of team and knowledge development strategies have been the greatest asset having being heavily involved in advancing the training of staff and students.

Radiation Therapist

Kantonsspital Winterthur

Kantonsspital Winterthur is a hospital and health care company located in Winterthur, Switzerland.

In addition to the standard areas of clinical practice, at this institution I was strongly involved in Quality Assurance and the development of team and knowledge strategies in practical application of new technologies.

Mater Radiation Oncology

The Mater Hospital is an international leader in patient care.

In a Senior Radiation Therapist role, I oversaw Quality Assurance roles for patient planning and treatment, as well as engaged with all areas of clinical practice pertaining to Radiation Therapy. As the Clinical Educator, I developed team and knowledge strategies to support real-time training to colleagues in the clinical setting. Particular interest in creating supported knowledge harmony in the areas of patient care and well-being as well as staff education were motivation to initiate, develop and implement 3 major programs; 

• PartiKidz- a program for pediatric patients, their families and treating staff. 
• Patient Information & Education- a face-to-face and interactive program for patients and their families. 
• Manual Handling & OHS- a program for staff education and assessment.

Radiation Therapist and Clinical Educator

How often do you wonder why leading with humanity at work goes unnoticed?

You hold your team together, care deeply, and give your best. 

Yet your impact is easy to miss in a world that rewards something else.

You are not imagining it.

Most workplaces simply are not built for human-first leadership, even though it is needed more than ever.


I know what it means to want more “human” at work while juggling real life and leading in a way that feels right.

I moved from working in oncology, where being human was the norm, into corporate, where it is rare. And as a mum to a five-year-old with autism, I live this commitment every day.


You do not have to toughen up or become someone else to be recognized.

You deserve to have your way of leading valued and supported, without burning out, without asking permission.

You also deserve a safe community to share and grow. That is exactly what I have built and continue to build for leaders like you. 

It is a zero-noise community for human-first leaders who are done being overlooked.

If you want your impact to be visible, your well-being to come first, and your leadership to create real results, I can help.


Here is how I help individual leaders like you:

- Translate your invisible work into business language and metrics others understand

- Provide practical tools to help you capture, share, and advocate for your real wins

- Support your well-being and growth, with steps that fit your life and energy


If you are ready to stop being overlooked and want practical, private support from someone who truly gets it, I invite you to connect.

Send me a DM with the word "UNIFIED" to start a real conversation about making your impact visible and your leadership sustainable. 

No permission needed. This is a space dedicated to your personal growth and well-being as a human-first leader.

Laurie Banfi

I stopped defending caring as "the right thing."

I accepted it without apology as who I am.

And the relief was immediate.


I'd been exhausting myself building cases.
Justifying every empathetic decision.
Apologizing for prioritizing people.

Always trying to prove caring had business value.

I was defending caring as right instead of translating it into results they could see.


Then I just... stopped arguing morality.

I accepted: I'm a caring leader.

I started showing the real results instead.


→ That's when my confidence shone.
→ That's when my clarity returned.
→ That's when I refused to accept anything less.


I made caring decisions without preamble.

Adjusted workloads when I saw burnout coming.

Protected boundaries without explanation.

Not because I convinced anyone.

Because I knew it was right. For me.


Here's what shifted:

When I stopped defending, 
↳ I relaxed.

When I led with inner confidence,
↳What mattered to me followed.

When I trusted myself,
↳ I started growing again. The way I wanted to.

The ROI appeared when I stopped trying to prove it.


Three steps that take guts at first, but you'll be so glad you did!:

1️⃣ Name it out loud: "I'm a caring leader."
Make it your daily mantra. Say it until you believe it.

2️⃣ Make one decision this week from that place.
No justification. No case-building. Just decide.

3️⃣ Notice what happens when you stop apologizing.
Track it. Your confidence changes everything.


Self-acceptance as a human leader where your inner power lives.


What would you do differently if you fully accepted your caring leadership style?


♻️ Repost for the leader done defending who they are.

💾 Save for when doubt creeps back in.

🔔 Human-First Leaders: Connect and Follow me, Laurie Banfi, for leadership grounded in self-acceptance, not approval.

I help human-first corporate leaders who are quietly cracking end the recognition gap | Build proof of your impact, advocate without exhaustion & decide (stay/grow/go) with peace | Oncology-trained. Corporate-tested.

What happens when you're building trust in a culture that only rewards charisma?


You become invisible to the people making decisions.

I've navigated this for years in corporate.

And like the leaders I work with, I've learned:
↳This is where translation actually matters.


1️⃣ First you watch charisma win.

→ The flashy leader gets included.
→ The loud voice gets the promotion.
→ How do I compete with that?

2️⃣ Then you realize you're building something different.

→ They come to me when things are actually broken.
→ My team tells me the truth, not what I want to hear.
→ Wait, isn't trust more valuable than performance?

At this point, some leaders accept being undervalued.
If not...

3️⃣ Then you think trust should speak for itself.

→ My work is solid.
→ My team would walk through fire for me.
→ Why do I need to explain this?

4️⃣ Finally, you realize translation gives YOU clarity.

→ "Strong team relationships" feels vague even to me.
→ "Team delivered €2M project ahead of time with zero escalations" 
→ Now I can see my own strategic value.
→ Translation isn't for them. It's for me to accept what I'm actually doing is valuable.


And on the other side, here's what happens to you:

✅ You finally stop fighting yourself.

The relief is real. You accept quiet isn't broken. It's strategic.

Your confidence returns because you're not performing anymore.

✅ You reconnect with who you were before loud culture told you to change.

That leader is still there.

Still effective. Still building trust. Still you.

✅ You start growing again. The way you want to.

Not louder. Not performing.

Just leading from who you actually are with clarity about why it works.


Yes, translation feels completely uncomfortable at first.


But the human-first leaders I work with all say the same thing:

"Once I accepted quiet as strategic instead of their definition of broken, my confidence returned. That's when I started growing again. My way."


Which stage are you in right now?


♻️ Repost for the quiet leader navigating loud culture.

💾 Save for when trust feels invisible to decision-makers.

🔔 Human-First Leaders: Connect and Follow me, Laurie Banfi, for strategies that translate authentic leadership into recognition.

You hit the targets. 
You deliver above expectation.
You lead for your people, first.

Everything to be proud of.

So why does it feel meaningless?


I've been talking about this with several clients recently.

The pattern is eerily consistent:

→ They spent years putting the business first.
→ Doing what was right. For people. For the company.
→ Delivered the holy grail. The strategic milestone the exec team desperately needed.

And then... Absolutely nothing.

The business got the win.

And they're left. Empty. In a void of nothingness.

With this quiet panic: 

"If THIS wasn't enough, what will be?"



Here's what they finally understood:

The depletion isn't from the work itself.

It's from pouring everything into building success that the business couldn't even see - even as they benefited from it.

↳ They got their strategic outcome.
↳ They moved forward with what you built.
↳ They didn't understand the magnitude. Or value what made it possible.


And that realization? It's a blow.


It's time to get clear on what success means to YOU.

Here's the steps I took to find that clarity:


1️⃣ Name one achievement that left you feeling empty.

The strategic milestone. The crisis you solved. The outcome they needed.

Write it down. 

Let yourself feel the disappointment honestly.


2️⃣ Ask: Who was I building this for?

The exec team? The business strategy? The outcome everyone needed but no one saw?

The answer shows you where the misalignment lives. Not where you've failed.

This is the clarity that lets you choose differently going forward.


3️⃣ Identify what you were hoping this would give you.

Recognition? Visibility? Proof that your work matters at that level?

That's your real need underneath. Name it clearly.


4️⃣ Define what would feel meaningful if it was just for you.

Not impressive to leadership. Not strategic for the business. Just true.

What would you build, learn, or become? Start there.


5️⃣ Reflect: What has this taught you about YOUR version of success?

What does the nothingness reveal about what you actually need?

What can you learn right where you are about redefining what matters to you?

Let the answers guide what comes next.



My experience is:

Your spark doesn't come back by achieving more for them.

It comes back when your version of success gets a seat at the table too.



What would success look like if it only had to matter to you?



♻️ Repost for the human-first leader ready to redefine success.

💾 Save this before you chase another win that isn't yours.

🔔 Human-First Leaders: Connect and Follow me, Laurie Banfi, for honest conversations about leading on your terms.

Manager asks "What did you accomplish this week?"

Blank stare. Complete silence.


This is what I call Achievement Amnesia.

It happens to human-first leaders constantly.


Monday: You prevented a team crisis.

Tuesday: You coached someone through a breakdown.

Wednesday: You restructured priorities to support the business strategy pivot.

Friday when someone asks what you did? 

Nothing. 
Blank.


Your brain literally can't retrieve wins when you're focused on everyone else's progress.


What changed everything for me: 

My 10-Minute Weekly Win List.

Not for performance reviews.

Not for LinkedIn bragging.

For training your brain to notice and value my work while it's happening.


Here's my practice:

Every Friday at 3pm (before weekend mode kicks in), I open one doc and write:

1️⃣ What I solved (not just completed - what actually got fixed)

2️⃣ Who I supported (specific names, specific moments)

3️⃣ What I prevented (the crises that didn't happen)

Three categories. Three minutes each.

No filter. No polish. Just capture.


The shift isn't about documentation.

It's about rewiring your brain to register your impact as it happens.


My client did this for one month, and when asked what she'd achieved:

She didn't freeze.
She didn't minimize.
She didn't say "just keeping things moving."

She had actual examples. 

In 10 seconds, not 10 hours of memory excavation.

Best of all, she experienced sheer relief.


That's not arrogance.

That's refusing to let your work disappear into the daily blur just because you're too busy caring about everyone else's wins to notice your own.

Your brain needs weekly proof that what you do matters.

Otherwise, it stops registering it entirely.


Take away: 
You can't advocate for work your brain has already forgotten existed.

Will you try it?


♻️ Repost for the leader who goes blank when asked about their achievements.

💾 Save this for Fridays at 3pm 

🔔 Human-First Leaders: Connect and Follow me, Laurie Banfi, for practical ways to make your invisible work visible without changing who you are.

Every no came with three days of guilt.

That's not boundaries. That's exhaustion.

I'd set the boundary.

Then spend the next three days second-guessing myself.

Did I say it wrong?
Are they upset?
Should I have just said yes?


Here's what I finally understood:

Grace isn't about how you deliver the no.

It's giving yourself permission to move on after.

Without grace, my no became:
↳ Three days of mental rehearsal
↳ Checking Slack to see if they're cold
↳ Pre-emptive explanations in the hallway
↳ Sunday night spiral about whether I damaged the relationship

With grace, my no became:
→ Clear decision made
→ Clean conscience after
→ Full capacity preserved
→ Able to show up fully engaged for what I said yes to


The leaders I work with don't struggle to say no.

They struggle to stop carrying it.

That's what grace solves.


2 simple steps that makes it possible:

1️⃣ Name what you're protecting (not what you're declining)

Without it: "I can't. I'm just really busy right now."
(Vague. Feels apologetic. You'll question it for days.)

With it: "I can't. I'm protecting my capacity for the board papers due Friday."
(Specific. You know why. Clean conscience.)

When you're clear on what you're saying yes to, the no stops feeling guilty.


2️⃣ Close the loop in one sentence

Without it: "I can't right now, but maybe we can revisit?"
(Dangling. They'll follow up. You'll feel guilty saying no again.)

With it: "I can't. Talk to John. He's got context on this."
(Done. They have next step. You can move on.)

Open-ended nos create open-ended guilt.


Notice this:

They're not perfect words.

They're not conflict-free delivery.

But they do give you the ability to say no and actually have it work: 

✅ To protect capacity without paying for it in guilt.

Because a no that leaves you depleted with second-guessing didn't actually save you anything.


What helps you move on after saying no?


♻️ Repost for the leader who says no but can't stop thinking about it

💾 Save for the next time you need permission to move on

🔔 Human-First Leaders: Connect and Follow me, Laurie Banfi, for honest talk about protecting capacity that actually works.

Everyone's saying "people-first" now.

But if you're actually living it, you know.


The difference between saying it and living it:

Saying it gets you likes.

Living it gets you questioned.

Every budget conversation.

Every time you defend why development matters.

Every decision that prioritizes long-term people over short-term numbers.


That's not a hashtag.

That's genuine daily leadership.


And here's what matters:

The phrase became popular because it works.

And it works because leaders like you have been living it.
↳ Before it had a "name".


You already knew that investing in your team wasn't optional.

That retention starts with relationships.

That people do their best work when they're not just surviving.


The phrase caught up to what you've been doing all along.

That's not luck. That's leadership.


Thank you for your courage.


♻️ Repost for the leaders who were people-first before it was trending.

🔔 Connect and Follow me, Laurie Banfi, for more on human-first leadership.

You have all the data you need.

So why can't you decide?


It was a struggle I had for the longest time. 

Now:

Every Saturday, before I check my phone, 

I do what I call my Emotion Inventory.

Not just for big decisions. 

For whatever's been circling in my head all week.


Here's what it looks like:

→ Pick the thing that won't leave you alone.

→ Write down the options you're considering.

→ Then for each one, name the specific emotion.

Not "good" or "bad."

Actual words. Relief. Resentment. Excitement. Dread.


Because my body already knows something my spreadsheet doesn't.

This practice doesn't tell me what to decide.

It tells me what I'm actually deciding between.


Last month, I was circling decision for three weeks. 

Had all the data. Still felt unclear.

Saturday mornings. Named the emotions.

Option A: Relief
Option B: Anxiety and excitement

That's how I could see the pattern.

More importantly, I got really comfortable with it.


I wasn't choosing between two paths.

I was choosing between staying comfortable and taking a risk.


For me personally:

Clarity doesn't come from more information.

It comes from my emotional precision.


What decision has been circling in your head this week?

Try this!


♻️ Repost for the leader who needs this Saturday reminder.

💾 Save for next Saturday morning.

🔔 Human-First Leaders: Connect and Follow me, Laurie Banfi, for strategies that help you lead with clarity and confidence.

Your logic comes across hard and they can't hear you.

Hard to admit? - I know.


Here is the paradox I found myself in: 

Because you care, you want to fix it. 

So you bring the data, the plan, and the solution immediately.

And in return? 
→ You get the polite nod. 
→ Zero real acknowledgement. 
→ Zero forward movement.

It's a never ending exhaustion when it feels like you're speaking a different language.

And it's echoed by so many human-first leaders I talk to.


But neuroscience tells us that when your approach makes someone feel uneasy, their brain enters "threat mode." 

Logic bounces right off a threatened brain.

And by "uneasy" I don't mean you are an authoritarian pushing your approach.

I mean you are excellent at what you do. 

To you, their path is clear. 

But for them, they're surrounded by fog.


Here is what I learned working in Oncology about getting your thoughts across:

You don't need better arguments. 

You need to help their nervous system stand down so they can actually hear you.


My Attunement Toolkit to shift from "fixing" to "connecting" (so you can finally move forward):


3  simple scripts to "unlock" a stuck conversation today:

1️⃣ When they are venting/overwhelmed: 

Instead of: "Let's work out a prioritized list to help you." 

Try: "I can hear how heavy this workload feels right now. Before we solve it, what is the one thing causing the most noise for you?"


2️⃣ When they are resisting a change: 

Instead of: "Here are the reasons I've accepted this strategy is good for our team." 

Try: "I know this timeline shift is frustrating. It sounds like you’re worried about quality dropping. Is that right?" (Watch them exhale when you name their fear).


3️⃣ When the conversation is going in circles: 

Instead of: Re-explaining your point again. 

Try: "I feel like we are missing each other here. Let me pause. What is the most important part of this for you that I haven't acknowledged yet?"


Why this works: 

You aren't agreeing with them. 

You aren't caving in. 

You are signaling safety.

Once the brain feels safe (Attunement), 
the logic centers come back online (Solution).


My Formula: 

Safety first. Strategy second.

The Golden Rule: 

Spend the first 2 minutes validating the experience, so you don't spend the next 30 minutes arguing the facts.

Why? 

If you skip the first step, the second step will always feel like a battle.


Which of these scripts do you need most right now?


♻️ Repost to save a fellow leader from circular arguments. 

💾 Save this for your next high-stakes meeting. 

🔔 Human-First Leaders: Connect and Follow me, Laurie Banfi, for practical ways to lead without the burnout.

Remote HR Employee Experience & People Business Partner Consultant

Remote

Global Employment Operations & Compliance

Webhelp

Senior Global HR Operations Specialist

Teleperformance

Senior Human Resources Generalist

TIM Business

HR/People Partner

Adecco

Recruiter

HR Operations I Human Resources Business Partner in HR Tech I Ex- Remote I Leadership & Personal Growth for Linkedin

Hello, I'm Costas, a dedicated Senior HR Employee Experience - Culture Professional and Remote work advocate with a deep focus on HR processes, workplace culture and employee lifecycle management. 

My journey in this field has honed my expertise in the Labor Laws of EMA countries and in optimizing HR operations. Through the fast pace environment I've worked in, I have developed my ability to streamline onboarding and offboarding processes, which has led to significant time and resource savings. My approach is always employee-centric, ensuring that HR solutions not only meet organizational needs but also enhance employee satisfaction and engagement.

Accomplishments:

-Achieved a 30% reduction in onboarding time and a 50% decrease in paperwork within 6 months, streamlining HR processes efficiently.

-Improved employee satisfaction rates by 35% and reduced query resolution time by 30% in one year, demonstrating my ability to handle employee relations and HR inquiries effectively in global teams.

-Specialized in multiple employment laws, significantly reducing legal risks and navigating complex HR situations with expertise.

-Collaborated cross-functionally with the Product team to design scalable processes, tools, and systems to enhance operational efficiency by 20%.

-Managed payroll and benefits for over 400 employees, maintaining 100% accuracy in payroll data and statutory filings.

-Enhanced HRIS administration, increasing user satisfaction by 50% through effective customization and training.

Costas K. G.

Degrees impress.

But self-education transforms.

Because:

1. Formal learning ends with a certificate.
- Self-learning never stops.

2. Traditional training sets the baseline.
- Self-education sets you apart.

3. Many wait to be taught.
- Few teach themselves.

That’s the real edge.

5 Methods to Grow Through Self-Education:

1. Turn downtime into growth time
- Replace 30 minutes of scrolling with one podcast or TED Talk.
- Small swaps compound over weeks.

2. Build your personal curriculum
- Pick 3 topics that excite you.
- Read books, watch videos, take notes.
- Curiosity makes learning stick.

3. Practice in real time
- Don’t just absorb, apply.
- Test new ideas in your projects, habits, or conversations.
- Knowledge without action fades.

4. Track your growth
- Keep a simple journal of what you learned this week.
- Reflection turns information into wisdom.
- Progress becomes visible.

5. Teach it forward
- Share what you’ve learned with a friend, colleague, or online.
- Explaining is the fastest way to master.
- Teaching multiplies impact.

Never underestimate an employee who invests in themselves.

They’re not just upgrading skills.
They’re reshaping possibilities.

Learn relentlessly.
Grow intentionally.
Lead boldly.

---

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Keynote Speaker I HR Operations I Human Resources Business Partner in HR Tech I Ex- Remote I Leadership & Personal Growth for Linkedin

A paycheck sustains you.

But leadership shapes you.

One funds your life.
The other defines it.

Because:

Work should build you... 
Not break you.

Leadership should protect you... 
Not drain you.

Here's the difference:

1. Bosses silence.
- Leaders listen.

2. Bosses demand.
- Leaders develop.

3. Bosses chase control.
- Leaders build trust.

4. Bosses call burnout “commitment.”
- Leaders call rest “fuel.”

5. Bosses use fear to get results.
- Leaders use belief to inspire them.

6. Bosses take credit.
- Leaders give it back.

7. Bosses see roles.
- Leaders see humans.

5 Things Great Leaders Do Differently:

1. They trust with autonomy
- Freedom replaces control.
- Decisions are shared, not dictated.
- Trust builds ownership.

2. They listen to understand
- Conversations flow both ways.
- Safe spaces welcome ideas.
- Listening becomes power.

3. They fuel your growth
- Development is a daily act, not a yearly formality.
- Support replaces anxiety.
- Growth becomes identity.

4. They protect your balance
- Rest is respected.
- Humanity comes before productivity.
- Balance keeps brilliance alive.

5. They honor your effort
- Progress gets noticed, not just results.
- Gratitude fuels consistency.
- Recognition builds belonging.

Leaders don’t build followers.
They build people.

And people build everything else.

---

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Leadership is about hero-making.

Hero-making because:

1. It builds belief in others.
- This is their courage.

2. Courage creates action.
- This is their breakthrough.

3. Breakthroughs spark growth.
- This is your legacy.

Not being the loudest voice.
Not having all the answers.

But seeing the gold in others...
Even when they don’t see it yet.

Think about the best leader you ever had...

They didn’t try to outshine you.
They made you feel like you could do anything.

That’s what great leaders do.
They pass the torch.
They build people, not egos.

When you lead like this, people don’t just follow you.

They believe in themselves.
They try harder.
They grow faster.
They become the kind of teammate others trust.

Leadership is not self-referential.
It is service-driven.

7 Ways to Lead like that:

1. Give ownership, not just tasks.
- Let your team take charge of real projects.
- Trust them to make decisions.
- Mistakes? They’re part of growth. Support, don’t micromanage.

2. Teach critical thinking, not following.
- Ask, “What do you think?” instead of always giving answers.
- Let them solve problems before stepping in.
- Critical thinking builds confident leaders.

3. Show the way.
- Be the example they follow.
- Show integrity, resilience, and empathy daily.
- Leadership is caught, not just taught.

4. Be their mentor.
- Share your wins, and your failures.
- Give real feedback that helps them improve.
- Great leaders invest in others.

5. Inspire with vision.
- Help them see the bigger picture.
- Show them why their work matters.
- Leaders don’t just complete tasks; they drive purpose.

6. Create opportunities for growth
- Give them a chance to lead a project, or a meeting.
- Growth happens outside comfort zones.
- The more they step up, the more they believe in themselves.

7. Celebrate leadership initiatives.
- Recognize when someone takes initiative.
- Highlight leadership actions, not just performance.
- What gets celebrated, gets repeated.

Managing tasks keeps a business running.
Developing people makes it thrive.

Because leadership isn’t about being the hero.
It’s about creating a team of heroes.

Make your leadership about them.
Not yourself.

---

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Ego blocks growth.

Teachability unlocks it.

You don’t need to know everything.
You just need to stay open.

Because:

1. Being smart helps you today.
- Being teachable shapes who you become tomorrow.

2. Knowledge can run out.
- Curiosity never does.

3. Being “right” wins arguments.
- Being teachable wins opportunities.

The real leaders aren’t the loudest in the room.
They’re the ones still willing to learn.

And in leadership, the difference is massive:
- Bosses want to be right.
- Leaders want to get it right.

5 Signs You’re Actually Teachable:

1. You listen to understand, not reply
- You pause instead of defend.
-  You absorb instead of react.
- Feedback feels like fuel, not an attack.

2. You admit what you don’t know
- No pretended expertise.
- No fear of looking inexperienced.
- Humility becomes your advantage.

3. You change your mind when new truth appears
- Stubbornness drops.
- Flexibility rises.
- Growth replaces ego.

4. You seek mentors, not mirrors
- You welcome challenge.
- You want perspective, not validation.
- You’d rather learn than be praised.

5. You’re willing to unlearn
- Old habits don’t run the show.
- Outdated beliefs get questioned.
- You evolve at every level.

Being teachable doesn’t make you weak.
It makes you unstoppable.

The world changes fast.
The people who grow with it…
Are the ones who stay open.

Stay curious.
Stay humble.
Stay teachable.

Lead with openness.

---

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Positions can be refilled.

Trust can’t.

Because:

1. You can replace a role.
- But not the bond behind it.

2. You can fill a desk.
- But not the belief that once lived there.

3. You can rehire talent.
- But not the loyalty that left with it.

That’s where many leaders stumble.

They see people as functions, not foundations.
They confuse presence with loyalty.
They think, “We’ll just replace them.”

But trust doesn’t reboot.
And loyalty doesn’t grow back once it’s broken.

10 Habits That Make People Stay:

1. Notice the unseen effort
- Results get applause.
- Effort gets ignored.
- What goes unnoticed, eventually disappears.

2. Protect reputations fiercely
- Back your people when rumors rise.
- Silence speaks louder than gossip.
- Loyalty grows in defense, not distance.

3. Guard their well-being
- Overwork isn’t pride, it’s pain.
- Rest is part of performance.
- Energy is your team’s most valuable currency.

4. Celebrate their evolution
- Don’t cling when they’re ready to rise.
- Growth is proof you led well.
- Wings were meant to fly.

5. See the human, not the title
- Job descriptions don’t tell their story.
- Care about the person behind the task.
- Belonging starts with being seen.

6. Make feedback a safe space
- Truth without empathy wounds.
- Empathy with truth builds.
- Growth lands softer when it feels human.

7. Feed their future
- Stagnation suffocates potential.
- Challenge them before comfort does.
- People stay where they can still evolve.

8. Give their voice real weight
- Input isn’t inclusion, impact is.
- Let their ideas shape outcomes.
- That’s ownership, not observation.

9. Honor life, not just labor
- Remember milestones, not just metrics.
- Humanity is the strongest retention strategy.
- People stay where they feel celebrated.

10. Ask. Don’t assume.
- Needs shift as people do.
- Listening once isn’t enough.
- Care means checking in again and again.

Numbers fade.
Deadlines vanish.

But how you made people feel...
that’s what stays.

Lead through care.
Lead through trust.
Lead through presence.

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Costas K. Gian

Bosses manage.

Leaders transform.

Because:

Power doesn’t make you a leader.
How you treat people does.

A manager may direct your work.

But a real leader…
They change your world.

One manages tasks.
The other unlocks people.

Bosses:

- Use fear instead of trust.
- Treat people like roles, not humans.
- Demand output without giving support.
- Take more than they give.


This builds stress.
Not strength.

Performance, maybe…
But without passion.
Without motivation.

True leaders:

- Bring calm when chaos surrounds you.
- Believe in your potential before you do.
- Push you to dream bigger, then stand with you to chase it.
- Share credit, carry blame, and grow with you.
- Make you feel seen, capable, and unstoppable.


This kind of leadership…
It never leaves you.

Because it doesn’t just change your career.
It changes your confidence.

Your choices.
Your life.
Titles fade.

Leaders are remembered for how they made you feel:

Safe. 
Brave. 
Believed in.

The power of leadership isn’t control.
It’s the gift of elevating:

Dreams
Minds
Futures


Be that leader.

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Fixed is stuck.

Growth is fluid.

Fixed needs to prove.
Growth wants to improve.

Fixed avoids challenge.
Growth gets curious.

The difference is everything:

1. Fixed says “I can’t.”
- It closes the door before trying.

2. Growth asks “How can I?”
- It finds a way forward.

3. Fixed fears mistakes.
- It sees them as failure.

4. Growth uses mistakes.
 – It turns them into fuel.

6 Mindset Shifts that will change your life:

1. “I’m giving up” → “I’m changing direction”
 - Letting go isn’t failure , it’s wisdom.
 - Better to shift now than stay stuck climbing the wrong hill.

❌ “I’ve put in too much to stop.”
✅ “It’s time to use what I’ve learned and try a new path.”

2. “I’m not ready” → “I’m ready to begin”
 - Waiting to feel ready is the fastest way to stay stuck.
 - Progress starts when you do, not when it feels perfect.

❌ “I need more time.”
✅ “I’ll learn more once I start.”

3. “That was a rejection” → “That was redirection”
 - Every “no” is a nudge toward a better fit.
 - It might hurt now, but it’s helps you find where you truly belong.

❌ “I guess that path is now blocked for me.”
 ✅ “Maybe that path wasn’t meant for me. I’m still moving forward.”

4. “What if I fail?” → “What if I grow?”
 - Fear makes you imagine the worst.
 - But growth comes from doing it anyway, even if you wobble at first.

❌ “What if it goes wrong?”
✅ “What if this takes me to the next level?”

5. “I always mess this up” → “I’m still learning this”
 - You’re not bad at it. You’re just not done yet.
 - Mistakes are part of getting better.

❌ “I suck at this.”
✅ “I’m still getting the hang of it.”

6. “I hope it works out” → “I’ll make it work”
 - Hope is a feeling. Ownership is a decision.
 - Take the wheel. Build the outcome.

❌ “Let’s see what happens.”
✅ “I’ll do what it takes to figure it out.”

Growth begins when your thinking shifts.

If you don’t build thoughts that serve you...
You’ll live with ones that hold you back.

Choose them. 
Shape them. 
Grow through them.

---

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The Battle

Laurie Banfi

Costas K. G.

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taplio

The Battle

Laurie Banfi

Costas K. G.

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);}Laurie Banfi's LinkedIn Performance

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