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.

Management Consultant | Coaching managers to transition from middle management stagnancy to senior leadership flourishing | DM "CONSULT" to get started

You’re a mid-level manager doing everything right, but still watching others move into senior roles ahead of you.

The truth is, most mid-managers get stuck at the same place: doing great work, but still being seen as the executor, not the strategic leader. 
Not the one with vision. 
Not someone decision-makers view as executive material.

I’m Marija, and for almost 20 years, I’ve helped Fortune 500 management teams bridge the gap between "get the stuff done" and "trusted advisor". I’ve learned that breaking into senior leadership has very little to do with more credential and everything to do with how you're perceived.

That’s why I created the Pathway to Senior Leadership workshop. 

In it, I’ll show you:
	• The career mistakes that quietly keep managers stuck in the middle
	• How to advocate for yourself without waiting for permission
	• And how to lead with influence, so the right people champion your next promotion
	
If you're tired of being overlooked, this is the strategy you've been waiting for. 

A clear, actionable plan to help you move into senior leadership in months, not years.

Marija Stevanovic

Being confident doesn't mean you have to be loud.
Being humble doesn't mean you're unsure.
 
Great leaders strike that balance.
They lead with quiet strength, not ego.
 
But how do you know if you're truly growing into that kind of leader?
 
Here are 10 uncommon signs you’'e becoming a humble but confident leader:
 
1/ You say "I don’t know" without panic or pause
↳ That honesty creates space for collective problem-solving.
 
2/ You let your team make mistakes you'd rather avoid
↳ Trusting their growth matters more than short-term perfection.
 
3/ You celebrate the hard truths your team hesitates to share
↳ Because growth starts where comfort ends.
 
4/ You invest in your team's narrative more than your own
↳ Their wins become your legacy, not your trophies.
 
5/ You ask questions you don't already know the answers to
↳ Vulnerability fuels your curiosity, not insecurity.
 
6/ You're comfortable being the last to speak in the room
↳ Because you know the best ideas often come after thoughtful silence.
 
7/ You expect discomfort as the price of change
↳ And you stay steady when everyone else wants to sprint or freeze.
 
8/ You quietly prepare for resistance, not applause
↳ Your confidence grows from knowing your convictions will be tested.
 
9/ You monitor your ego carefully
↳ Not to suppress it, but to channel it when it can serve the team’s vision.
 
10/ You manage your energy, not just your time
↳ Knowing when to lean in, and when to step back, is leadership muscle.
 
💡 Pro Tip: The confident humility of a leader isn't a mask you put on.
It's the result of deep self-awareness and relentless practice.
 
If you're seeing these signs in yourself, you're on the right path.
 
What’s the most surprising sign of humble confidence you've seen in a leader?
 
Share your story below ⬇️

I used to think growth came from
chasing "More"
 
More meetings
More visibility
More projects
 
This led to decent results:
Promotions, pay raises, more responsibility.
 
But I still felt stuck.
Like I was moving, but not upward.
 
Something had to change.
 
Then I realized:
To become who I wanted to be,
I had to stop being who I was.
 
That shift is hard.
Because becoming someone new
means letting go of who's familiar.
 
5 actions that helped:
 
1/ Define your future self
Get specific. Who do you want to become in 3-5 years?
 
2/ Rewire your decision filter
Only say yes to what future-you would choose.
 
3/ Embrace the stretch
If it feels unfamiliar, you're growing. Stay with it.
 
4/ Audit your identity anchors
What habits, roles, or labels are keeping you small?
 
5/ Normalize internal discomfort
Every version upgrade starts with internal resistance.
 
Be patient with yourself.
 
You're not just changing roles.
You're becoming someone you've never been.
 
What version of you are you stepping into?
 
📍 Ready to lead from purpose, not pressure?
Join my Pathway to Senior Leadership workshop 
and align who you are with how you lead:
https://lnkd.in/dt2CBTQU

Image credit: @goldiealexx on Instagram

It rarely starts with a battle.
It starts with silence.
 
You report to someone
who's never done what you've done.
 
But they've got
- the degree
- the title
- the confidence.
 
So, you nod.
You comply.
You shrink.
 
Until one day you look up,
and you're reporting to someone you quietly resent.
 
But here's the part no one says out loud:
 
You let it happen.
 
Leadership gets weaker
when strong people stay silent.
 
→ When titles matter more than proof
→ When politics outweigh performance
→ When you wait instead of act
 
And mid-level is the danger zone:
🔻 You're skilled enough to lead
🔻 Close enough to see the flaws
🔻 But stuck between safety + change
 
You either challenge it
or you become it.
 
Most choose comfort.
They stop pushing back.
They blend in.
 
But the cost is steep:
⛔ Talent that gets buried
⛔ Loyalty that breeds resentment
⛔ A system that rewards the wrong people
 
Here's a better way:
 
1️⃣  Stop being impressed by titles
Start being impressed by results.
 
2️⃣ Make truth more important than approval
You don't need to be liked to be respected.
 
3️⃣ Lead from the middle
You don't need permission to set a higher standard.
 
4️⃣ Don't inherit the script
Write your own version of how leadership should work.
 
5️⃣ If you're more qualified, act like it
Don't wait to be asked.
 
6️⃣ Refuse passive obedience
If you won't challenge it, don't complain about it.
 
👉 What's one moment you realized you had more to offer?
 
Drop it below, it might wake someone up.
 
📍 DM me "MIDDLE" if you're ready to stop playing small in a broken system.
♻️ Repost to remind others: silence is surrender

I used to think doing all the right things was leadership.
 
That if I worked harder, I'd get promoted.
That if I proved myself again, I'd finally be seen.
That if I was in every room, I was moving up.
 
But not every race leads where you think it does.
Some just run you in circles.
 
Because at some point, being the go-to stops being impressive
and starts becoming invisible.
 
If you're stuck solving, sprinting, and still not stepping up,
these 5 mindset shifts might help you exit the middle:
 
1/ Trade being needed for being known
Staying busy keeps you useful, but not necessarily visible.
 
- Who sees the impact of your work?
- Who can name what you're best at?
- Where are you known for insight, not output?
 
2/ Ask for direction, not just feedback
Feedback helps you adjust. Direction helps you ascend.
 
- What roles are above you, and what do they actually need?
- How are senior leaders evaluated?
- What would someone two levels up say about your leadership?
 
3/ Step out of your lane
You don’t grow by staying put. You grow by playing bigger.
 
- Take on projects that cross teams.
- Speak up in conversations that feel one level above.
- Get comfortable not being fully ready.
 
4/ Let go of being the fixer
Fixing earns points. But foresight earns trust.
 
- Track what keeps breaking.
- Raise the flag early, not after the fire.
- Shift from action to anticipation.
 
5/ Redefine leadership
Leadership isn't about being busiest, it's about building belief.
 
- Influence without title.
- Champion change before you're asked.
- Be the reason your team sees what’s possible.
 
Being great at your job won't get you out of the middle.
It'll keep you in it.
 
Want to grow?
Stop racing to prove you're ready.
Start leading like you already are.
 
Wanna know how? 
Register for the final 2025 edition of my Pathway to Senior Leadership workshop:
https://lnkd.in/dt2CBTQU

Image credit: @WisdomMadeEasy on Insta

You may never get the title you've earned
You may never lead the team you built
You may never drive the vision you shaped
 
But here's what you will get:
 
More tasks stacked on your plate.
More meetings run by leaders who don't listen.
More years watching others rise on your work.
 
Corporate is full of managers keeping things afloat
Yet somehow, they stay boxed in,
While those with less depth steer the ship.
 
Everyone tells you: "Be a team player" to get ahead.
But you're watching others skip steps, speak louder, and take the credit.
While you carry the weight and stay silent.
 
So you ask yourself: if you exceeded expectations,
Led through every fire,
And coached without recognition,
 
Why does progress feel blocked?
Why do others lead while you keep things running?
 
After watching this cycle repeat, I've learned the real story:
No one's coming to hand you your next chapter.
 
1/ Begin with hard truth
What are you allowing to continue?
Because quiet acceptance becomes your ceiling.
 
2/ Kill the fantasy of the perfect plan
There's no script that guarantees growth.
Only choices that demand clarity.
 
3/ Trade comfort for control
Growth at this level needs a leap.
Not more patience, but more power.
 
You're at the crossroads.
 
Keep holding up broken systems.
Or step into the leadership you've already earned.
 
You choose.
 
Register for my Pathway for Senior Leadership workshop:
https://lnkd.in/dt2CBTQU
 
New date:
December 3rd, 5-6 PM CET

Most mid-level managers aren't stuck because of effort.
They're stuck because of repetition.
 
You're showing up.
You're delivering.
But your thinking? Running in loops.
 
The brain loves familiarity:
→ Same habits
→ Same priorities
→ Same lens
 
It saves energy.
But it also limits your leadership.
 
Even high performers hit this wall.
The work gets done, but growth stalls.
 
That's when it's time for a shift:
 
Start thinking beyond execution.
Start thinking like a senior.
 
Here's how I guide clients through that shift:
 
1/ Audit your thinking
Are you solving bigger problems or just solving faster?
 
2/ Change your questions
Stop asking: "How can I get this done?"
Start asking: "What would a senior leader focus on here?"
 
3/ Protect white space
You can't lead strategically if you're stuck in back-to-back tasks.
 
Senior leadership isn't earned from years of tenure.
But from practicing that level of thinking before you get the title.
 
Your next step up doesn't come from working harder.
It comes from thinking bigger.
 
Let's lead like it.
 
👉 Which one of these do you need to practice more?
 
💜 Like if this resonates
♻️ Share with a mid-level manager who needs this
☑️ Follow me for more real talk about leveling up to senior leadership

The scariest place to be?
 
In the same position
while everyone else is growing.
 
You're fixing problems.
They're building futures.
 
You feel useful.
But also… stuck.
 
That was me for years:
The go-to fixer
The dependable one
The safety net
 
But not the one
moving forward.
 
Until I asked:
What would it look like
to build, not just patch?
 
That question changed everything.
 
Because no one promotes the firefighter
while the builders move on.
 
Here's how to stop it:
 
1/ Write down the version of your role today
2/ Write the one you want next year
3/ Ask if your current path gets you there
4/ Define the gap. Then close it yourself
5/ Remember: you are the architect. No one’s coming to upgrade it for you
 
Here's the truth that reframes everything:
 
Your "indispensable" role
might be what's keeping you in place.
 
Being useful is not the same
as being irreplaceable.
 
Build your career like you'd build a business:
with a path, not just output.
 
🔥 Save this if you've been stuck in the same seat too long.
 
👉 Step into the final 2025 edition of the Pathway to Senior Leadership workshop:
📆 November 24, 5 PM - 6 PM CET
🔗 Link to register: https://lnkd.in/dt2CBTQU

Stop calling yourself a leader if you're not leading with proof.
 
If you stand for something, show it.
Even when it's easier to stay silent.
Quiet ≠ credible.
 
The workplace is full of people wearing leadership titles.
But they don't model clarity.
They don't give direction.
They don't make decisions.
 
And it's not really due to lack authority.
It's because their values disappear under pressure.
 
But real leadership doesn't vanish when it gets inconvenient.
 
When you skip alignment with your values:
→ You confuse the people you're trying to lead
→ You build a reputation you can't live up to
→ You lose respect before you've earned authority
→ You stall your path to senior roles
 
The uncomfortable truth?
You don't earn leadership by pitching potential.
You earn it by living it daily.
 
Some managers rely on empty ambition.
They repeat buzzwords.
They say all the right things.
But they never show the receipts.
 
You're not them.
You're ready for senior leadership.
 
And the people who make it there?
→ They communicate with proof, not promises
→ They lead by example before asking others to follow
→ They back up every pitch with lived alignment
 
Stop using the title if you're not doing the work.
Stop hoping values are implied.
Stop mistaking ambition for leadership.
 
Be the leader.
Let your values speak before you do.
 
👉 Who needs to see you show up as the real version today?
 
Last chance to register for the next week's workshop:
https://lnkd.in/dt2CBTQU

Mid-manager: I feel stuck.
 
Me: What do you mean?
 
Mid-manager: I've done everything right. But I have no idea what's next.
 
Me: Do you want to be a Director?
 
Mid-manager: Maybe. I don't even know if that's the right move.
 
Me: Are you energized by what you're working on?
 
Mid-manager: Honestly? No. I'm just… coasting.
 
Me: Can I be real with you?
 
Mid-manager: Please.
 
Me: You're not stuck. You've just never had the space, or guidance, to define what success really means to you.
So you're climbing a ladder you're not even sure you want.
 
Mid-manager: That hits hard…

………….
 
This is the quiet crisis for high performers.
 
They do what they're told success looks like.
 
But inside, it feels flat.
 
Why? Because no one taught you how to lead with purpose.
 
You were taught to:
📍 Get the job
📍 Climb the ladder
📍 Check the boxes
📍 Wait to be noticed
 
But here's what creates clarity and momentum:
 
1/ Get honest about what drives you
2/ Define what "success" looks like for you
3/ Audit your current role for alignment
4/ Discover the kind of leadership you're wired for
5/ Identify strengths you've been underutilizing
6/ Shift from autopilot to intentional choices
7/ Build a vision worth working toward
8/ Use that vision to shape your next step
 
When you lack direction, everything feels heavy.
Work becomes mechanical. Promotions feel empty.
 
But when you clarify purpose?
↳ You stop comparing yourself to peers
↳ You reconnect with confidence
↳ You become known for something that matters
↳ You create momentum that feels like you
 
Your next level is about alignment
with the work, the mission, and the version of you you’re becoming.
 
Wanna learn more?
Register to my Pathway to Senior Leadership workshop:
https://lnkd.in/dt2CBTQU
 
Re-scheduled for:
December 3rd, 5-6 PM CET

Not every breakdown is loud.
Some happen in silence, right in the middle.
 
Mid-level managers carry the most invisible weight.
 
And over time, even the strongest glue breaks
when stretched without direction.
 
They're balancing three forces every day:
📍 Leadership's evolving priorities
📍 Their team's ground-level realities
📍 Their own career momentum
 
And beneath all of it, a quiet question grows louder:
"Am I still aligned with where this company is going?"
 
I've seen high performers stall not from burnout,
but from a slow drift into misalignment.
 
One feels exhausted.
The other feels lost.
 
Misalignment doesn't just lower performance.
It fractures belief.
 
Your strategy may be crisp.
Your slides may be clear.
But if your mid-leaders can't see themselves in the future you're building
they won't build it with you.
 
Ultimately, people stay when they grow with the company,
not just inside of it.
 
Where in your business is clarity missing from the middle?
 
👋 DM me if you're ready to become the clarity-driven decision maker 
your people can rally behind.

Your reliability is your real job security.
And most mid-managers spend years protecting the wrong things.
 
Adam Grant said it best:
"The best way to gain job security is not being the most knowledgeable person in the room. It's being the most reliable person in the room."
 
He's not talking about output.
He's talking about predictable leadership.
 
Here's what I'm learning working with mid-managers:
 
At the senior level, knowledge gets you into the room.
Reliability is what keeps you there.
 
Some managers are smart.
Others are steady, consistent, trusted, and those are the ones executives bet on.
 
Pay attention to that.
 
My framework for reliability-based job security:
 
1/ Trust the aftermath
→ What happens after you commit?
→ Do people feel calmer, clearer, and more confident because you're leading it?
 
2/ Audit your leadership habits quarterly
→ Are you predictable in your follow-through?
→ Are you the person who brings clarity when others bring chaos?
 
3/ Signal reliability before you speak
→ Senior leaders promote the people whose presence lowers uncertainty.
→ Make your preparation, communication, and decision-making undeniable.
 
Here's what nobody tells mid-managers about senior leadership:
 
It's not the smartest person who gets pulled up.
It's the person whose behavior reduces risk.
 
The wrong habits make you look busy.
The right habits make you look inevitable.
 
Your value isn't just in what you know.
It's in how reliably others can build on you.
 
Choose reliability as your edge.
 
Share this with someone who's ready to trade being the "go-to executor" for being the leader others depend on.

Image and quote credit: Adam Grant
 
➕ Follow Marija Stevanovic for more on growing from mid-management into senior leadership.

Mid-management isn't a milestone.
It's a transition phase, with an expiration date.
 
In consulting, I learned this early:
 
Projects end.
Roles shift.
And the next opportunity?
You don't wait for it.
You lead your way into it.
 
Your career should work the same way.
 
But too many get stuck perfecting their current role
when they should be preparing for the one ahead.
 
But here's where the real stall begins, quietly, and without warning:
 
You can be the most reliable person in the room and still get passed over.
You can deliver flawlessly and still feel invisible.
You can lead quietly and still watch others leapfrog you.
And execution alone stops working at this level.
 
That's how high performers get trapped in the middle
mainly since they never learned how to be seen as senior.
 
Here's how to stop circling the middle:
 
📍 Shape perception as intentionally as performance
📍 Lead beyond your title, own business outcomes
📍 Control your narrative before someone else does
 
If you've started to think of mid-management as "where you are"
get ready to stay there.
 
Your next level won't invite you.
You have to initiate it.
 
And if you're tired of doing everything right and still not moving up?
If you're ready to stop waiting and start rising?
 
This is exactly what we unpack inside my Pathway to Senior Leadership workshop.
 
🔗 Register here: https://lnkd.in/dt2CBTQU
 
💜 Like if this re-centered your path
♻️ Share with a leader stuck in the waiting room
☑️ Follow for more career strategy that breaks the ceiling

The wrong move is often the most useful one.
You've probably had one.

The role that promised growth, but left you questioning your own value. 
I know I did, and it changed everything.
 
It looked like a step up.
Talked like a big opportunity.
Came wrapped in praise and promise.
 
But inside six months, I knew:
 
I didn't grow, I shrank.
My edge dulled.
My clarity blurred.
And the version of me I'd worked hard to build?
She started to vanish.
 
Here's what I wish I knew then:
 
The wrong move isn't a failure.
It's your fastest path to knowing what right looks like.
 
Because inside every misaligned role, you gain:
 
🔹 Proof that title ≠ alignment
🔹 A masterclass in leadership you’ll never emulate
🔹 A list of non-negotiables you now defend fiercely
🔹 The language to name red flags in seconds
🔹 The self-respect to walk away before you're erased
 
These aren't setbacks.
They're strategy.
Developed in frustration.
Sharpened in silence.
Built in the brutal middle, between who you were and who you're becoming.
 
If you’re mid-career and mid-questioning, stop asking:
 
👉 Did I mess up?
Start asking:
👉 What wisdom did I earn?
 
Because senior leadership isn't a prize for perfect moves.
It's the result of strategic recovery from the wrong ones.
 
Want to turn detours into direction?
 
Join my Pathway to Senior Leadership workshop.
We'll decode your missteps and turn them into momentum.
 
https://lnkd.in/dt2CBTQU

They told me to "toughen up" if I wanted to lead.
 
So I tried:
- Be calm, not reactive
- Be logical, not emotional
- Be strong, not soft
 
But underneath?
 
I still felt everything.
 
Frustration when decisions lacked context.
Guilt when I pushed too hard.
Empathy I couldn't turn off, even when the deadline couldn't move.
 
At first, I thought: "This must be a flaw."
 
But I was wrong.
 
The emotion I carried wasn't a weakness.
 
It was the signal I was built to lead, just differently.
 
The real shift into senior leadership didn't happen when I shut it down.
 
It happened when I learned how to hold it all, without losing direction.
 
Here are 10 emotional shifts that mark the real move into senior leadership:
 
1/ You feel the weight of decisions and move forward anyway
↳ Responsibility doesn't paralyze you. It clarifies you.
 
2/ You notice when others hold back around you
↳ And you adjust to invite, not intimidate, their best thinking.
 
3/ You recognize frustration as signal, not sabotage
↳ Emotions become inputs, not irritants.
 
4/ You carry others' uncertainty without absorbing it
↳ You hold emotional space while holding the line.
 
5/ You let guilt inform, not define you
↳ Some emotions are invitations to realign.
 
6/ You initiate emotional conversations
↳ Because unresolved tension costs more than tough dialogue.
 
7/ You don't take every reaction personally
↳ You lead beyond your ego, not through it.
 
8/ You stop reshaping yourself for approval
↳ Authenticity becomes your leadership posture.
 
9/ You prioritize calm over control
↳ Influence deepens when your presence feels safe.
 
10/ You stay steady in conflict
↳ Not because it's comfortable, but because you've trained for discomfort.
 
What I learned:
 
It's not about knowing more.
It's about feeling more, without getting lost in it.
 
Emotional depth, with discipline, becomes your quiet differentiator.
 
If you're sensing more, carrying more, and questioning if that disqualifies you:
 
It doesn't.
 
It means you're getting closer to the work that truly matters.
 
Which of these shifts have you felt most recently?
 
💜 Like if this unlocked something for you.
🔁 Share with someone ready to rise, but still stuck in the middle.
☑️ Follow for honest guidance on moving from manager to senior leader.

We live in a world driven by extreme ambition.
And I see it everywhere, from my daughter's ballet class to boardrooms.
 
Everyone's pushing for growth.
But few pause to ask: have we built the foundation for it?
 
This hits especially hard for mid-managers stepping into senior roles.
 
You're asked to lead bigger...
Without ever being shown how to lead better.
 
Here's why strong foundations matter more than you think:
 
1️⃣ Clarity beats speed
↳ If your team doesn't know the goal or the why, they're just staying busy, not growing.
 
2️⃣ Growth needs friction removed
↳ You can’t build momentum when every win comes with 3 blockers. Clear the path first.
 
3️⃣ Trust powers autonomy
↳ Without deep trust, you're micromanaging. With trust, your team takes ownership.
 
4️⃣ Feedback builds direction
↳ No consistent feedback = no consistent growth. People need to know what to improve and how.
 
5️⃣ Enablement multiplies effort
↳ Teams with the right tools, context, and support don't just execute, they evolve.
 
If you want to grow into senior leadership,
Stop sprinting toward outcomes.
 
Start by building the foundation that lets your team, and you, thrive.
 
Here's your chance to learn how:
Pathway to Senior leadership workshop
December 3rd, 5-6PM CET
 
👉 Register here: https://lnkd.in/dt2CBTQU

Everyone's thinking about who to 𝘣𝘦𝘤𝘰𝘮𝘦 in 2026.
Start thinking about who to 𝘭𝘦𝘢𝘷𝘦 behind.
 
You don't need another:
Time to level up plan.
 
You need an honest goodbye.
 
What you release will unlock more than what you chase.
 
Stuck isn't always a skill problem.
More often an identity one.
 
The version of you that got here
is blocking the version that wants to go further.
 
Here are 7 things to let go of before 2026:
 
1️⃣ Being the fixer
↳ You built trust by solving.
↳ But now it's keeping you small.
 
2️⃣ Waiting for recognition
↳ You're still hoping someone sees your value.
↳ Start showing it, out loud.
 
3️⃣ Over-identifying with your last win
↳ You're more than one good project.
↳ Let it go. Build what's next.
 
4️⃣ Playing it safe
↳ The middle seat feels secure.
↳ But it rarely moves forward.
 
5️⃣ Leading like your old boss.
↳ Their voice is still in your head.
↳ Lead in your own.
 
6️⃣ Avoiding conflict to stay likable.
↳ Growth comes with friction.
↳ Respect beats approval.
 
7️⃣ Defining yourself by who you were.
↳ Old roles. Old habits. Old validation.
↳ None belong in your next chapter.
 
The version of you that leads in 2026
can't be managed by the 2016 mindset.
 
The longer you grip it, the longer you stall.
 
I'm spending December not planning who to become,
but what to stop carrying.
 
If you feel stuck, start there.
 
Let it go.
Lightness moves faster.
 
📍Still carrying who you used to be?
DM me "MIDDLE" if you're ready to drop the weight and lead forward.
 
♻️ Repost to remind others: growth starts with letting go.

A reminder every mid-level manager needs:
 
You are your most important client.
 
You're trained to deliver for your team,
your boss,
your stakeholders.
 
But when was the last time
you delivered for you?
 
Most managers are high-performers for everyone,
except themselves.
 
↳ You drop everything to fix team issues
↳ You stay late to hit someone else's deadline
↳ You put growth off because "now's not the time"
 
But here's the reality:
 
If you neglect the relationship with yourself,
everything else starts to crack.
 
You'd never treat a key client like this:
 
⛔  Ignoring their long-term goals
⛔  Pushing off their development
⛔  Overloading their plate with no support
 
So stop doing it to yourself.
 
It’s time to shift:
 
Treat yourself like your top internal client.
 
➡️ Block time for your career, not just tasks
➡️ Protect your energy like it's billable
➡️ Set clear KPIs for your own development
 
That's how you grow with the business,
not just behind it.
 
Your team looks to you for leadership.
But you lead best when you're grounded,
developing,
and accountable to your own progress.
 
The work starts here:
📍 Build trust with yourself
📍 Reinvest in your future
📍 Show up like you matter
 
Because you do.
 
👉 What's one promise you've made to yourself this year?
 
💜 Like if this hits a nerve 
♻️ Share with a manager who needs this reminder

Most mid-managers believe they're being evaluated on performance.
 
They're not.
Not at senior levels.
 
They're being measured by something far harder to spot:
 
How quickly they evolve when everything shifts.
 
Here's what I mean:
 
✅ Last year's smartest leadership move? Might be useless now.
✅ Your hardest skill? Could be quietly depreciating.
✅ Your playbook? Built for a version of the business that no longer exists.
 
And senior leadership sees that long before you do.
 
I've watched brilliant mid-managers stay stuck
mainly because they kept polishing what used to work
instead of preparing for what's next.
 
They optimize today.
But they don't anticipate tomorrow.
 
And that's the gap.
 
The leap to senior leadership isn't about doing more.
It's about thinking further.
 
📍 Seeing the system, not just the task
📍 Reading shifts before they become storms
📍 Letting go of mastery to pursue relevance
 
Senior leaders aren't the best executors.
They're the fastest adaptors.
 
They evolve before they're forced to.
They adjust before they're asked.
They stop over-relying on what once worked and start building what will make them essential.
 
So if the work that once felt expansive now feels small, don't ignore that tension.
 
That's not burnout.
That's not boredom.
That's evolution.
And it's asking for your attention.
 
📍 Ready to turn that tension into traction?
Join my Pathway to Senior Leadership workshop and start rewriting your next chapter with clarity, confidence, and presence.
https://lnkd.in/dt2CBTQU
 
👇 What's one leadership habit you’ve outgrown this year?

Ever had this moment?
You're the one holding everything together…
but your career still feels held in place.
 
That was me too.
 
The moment that changed my career didn't come with a title, a raise, 
or even a thank you.
 
It came when a project went sideways.
 
The assigned leader was overwhelmed.
The team was drifting.
Everyone was avoiding the mess.
 
Then someone said, almost casually,
"Can you help clean this up?"
 
No promotion.
No spotlight.
Just a problem no one wanted.
 
So I stepped in.
I created clarity.
I aligned people.
I removed the noise.
 
And suddenly, leadership could breathe again.
 
A few weeks later, I found myself in rooms I'd never been invited into before.
 
Same job title.
Same org chart.
But a completely different level of trust.
 
That's when it clicked:
 
You don't "earn" senior leadership by doing more.
You get recognized for thinking differently.
 
Executives don't move you up because you're helpful.
They move you up because you reduce uncertainty.
 
They quietly watch for:
✔ Who brings order when things get chaotic
✔ Who speaks in priorities, not tasks
✔ Who sees the consequences before they hit
 
This is the shift we build inside the Pathway to Senior Leadership workshop.
 
Not more tasks.
Not more pressure.
Not more "executive presence theatre".
 
But the real, practical work of becoming the person senior leaders turn to when it matters.
 
We dig into:
✅ How to lead with influence before you have authority
✅ How to reposition yourself from dependable doer to strategic partner
✅ How to create trust signals that decision-makers can’t ignore
 
And here's the truth no one admits:
 
Your work isn't the ceiling.
Your positioning is.
 
Change how you're perceived,
and suddenly the rooms that felt closed
start opening on their own.
 
We start soon.
20 spots.
Last edition in 2025.
 
👇
https://lnkd.in/dt2CBTQU

"Why fit a mold that was never built for you?"
 
That question got louder every time I heard:
 
"Stop making waves."
"Keep your head down."
"Just be grateful."
 
But I wasn't being difficult.
I was being honest.
 
Because what they called stability
felt more like stillness.
 
And what they called patience
felt more like postponement.
 
So I stopped chasing approval and started doing this instead:
 
1️⃣ Use the silence
Silence isn't empty, it's a signal.
It gives you space to ask better questions and plot smarter moves.
 
2️⃣ Feel stuck in your role?
Use the stall.
Try new skills. Build side projects. Reclaim your momentum.
 
3️⃣ Watch others leap ahead?
Don't copy, study.
What worked for them might not work for you.
But their moves are still data.
 
4️⃣ Criticism stings?
That's normal.
But the sting is often insight in disguise.
Let it sharpen you, not shut you down.
 
5️⃣ Feel alone in how you think?
That's a clue.
Leaders don't emerge in crowds. They grow in solitude.
That discomfort? It means you're on the edge of becoming.
 
You don't rise by playing it safe.
You rise by staying true when it's hardest to.
 
📨 Join leaders who read Leadership Bits and Pieces every Saturday
For leadership moves that challenge the system.
👉

Open article: Ready to transition from middle-management? by leadership-bits-and-pieces.kit.com

Ready to transition from middle-management?

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The Battle

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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);}Laurie Banfi's LinkedIn Performance

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