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.

Connector of Talent and Success 💼 | Empowering Businesses to Thrive through People | Culture Growth Strategist | Coach | Writer | HR leader | #1 LinkedIn Belgium | Top #150 LinkedIn 🌍

Who I help: Ambitious introverts and people-first companies

Problems: Visibility without burnout, quiet leadership, culture that enables deep work

Outcomes: Promotions, role transitions, retention, high-trust cultures

STRATEGIC HR LEADER AND COACH WITH HANDS-ON APPROACH AIMING FOR THE BEST EMPLOYEE/BUSINESS EXPERIENCE - INTROVERT ADVOCATE

International HR Executive passionate about the link between employee experience and business dynamics. Combining a strong focus on strategic thinking and planning with a structured and factual hands-on approach. A positive well connected team coach with a natural sense of empowering team members in a spirit of challenge, learning and mutual recognition. Sound decision making capabilities based on critical reflections within companies focusing on innovation, change, digital transformation and learning.

A. Group HR Director Alter Pharma (200 FTE - BE/IRL/US) – private equity backed firm defining & implementing HR strategy (from strategy to operations) including definition of mission/vision/strategy & values.
B. Global HR Business Partner BU Kerley international/Tessenderlo Group (+/-300 employees - 11 countries) developing/transforming key HR processes (talent resource planning, talent acquisition, performance management, competency management, learning, reward,..) - HR project lead new factory Rouen, France. 
C. Global HR Executive SWIFT (+/- 3.000 employees in +25 countries) transforming/coaching business and HR into new ways of (digital) working/thinking to improve the employee and business experience 
D. Global Head of Reward Tessenderlo Group (+/- 5.000 employees in +25 countries) - strategic development/transformation reward strategy
E. Development new holistic performance management framework for Tessenderlo Group, including full implementation recognition stream.
F. HR Project Manager : move of the Chiquita EME Headquarters from Belgium to Switzerland (social plan negotiations, c&b setup, recruitment, mobility, new policy/process design,...)

Professional coaching certification Better Minds at Work               2018 - 2019
Centre for Creative Leadership - senior leadership program           Q1-2 2018
Management Development Programme Vlerick (17 days)		  2010 - 2011
Strategic Compensation & Benefits Management, Vlerick 		  2007      
Master degree in Law&Taxation, Katholieke Universiteit Leuven    1997 - 1998

Steven Claes

Every setback felt like proof I was too quiet to succeed.
Every win felt like luck.

At 32, my boss pulled me aside.
“You're too quiet for executive leadership.”

I replayed that conversation for months.
Every meeting I stayed quiet.
Every presentation I let others dominate.
Every networking event I left early.

The feedback stung because I believed it.

The lateral moves? I blamed myself for not being louder.
The passed-over promotions? Thought I didn’t sell myself enough.
The struggling projects? Maybe I was too introverted to lead.

I carried those stories for years.
Like stones in my pocket.
Getting heavier with each new challenge.

Then something shifted.

The promotions I didn’t get kept me learning.
Now I lead with knowledge, not just ambition.

The struggling projects taught me to listen for what wasn’t being said.
That skill transformed every team I touched.

What introverts do differently with setbacks:
 • We don’t bounce back. We build back.
 • We don’t forget feedback. We mine it for truth.
 • We don’t perform resilience. We develop it quietly.

What others saw as mistakes:
 → Avoided office politics (built trust through work)
 → Skipped self-promotion (let results speak louder)
 → Stayed in roles too long (mastered depth)
 → Took time to process (while others rushed to respond)

Today I’m CHRO.
Still quiet.
Those “setbacks” were my education.

Every introvert I’ve hired has a similar story.
Told they were too quiet.
Too thoughtful.
Too slow.

Now they’re running divisions.
Transforming cultures.
Leading quietly.

Your setbacks aren’t failures.
They’re data points.
Your quiet processing isn’t weakness.
It’s how you turn feedback into fuel.

That boss who said I was too quiet?
He was half right.
I was quiet.
But I was building.

💬 What feedback once hurt but later helped you grow?

♻️ Repost if you've been underestimated for being quiet
📩 Free Weekly career strategies for Ambitious Introverts -> hit the newsletter button under my profile

Some introverts are prisoners of their wiring.
Others are architects of their growth.

I’ve coached enough quiet leaders to see the split happen in real time:

The stuck ones hold on to: "I'm wired this way. I can't change."
The ones who thrive? They know wiring is where you begin, not where you end.

I worked with a senior manager who kept saying:
"I was raised to stay quiet and not make waves."

Fifteen years. That one sentence kept her invisible.
Passed over for promotions.
Watching louder colleagues move ahead.

And yet. In those same fifteen years, she'd:

-Led 3 projects that saved millions
-Built relationships nobody else could unlock
-Spotted problems that stayed invisible to everyone around her

Her quiet upbringing gave her the ability to observe. 
Deep listening became strategy. 
Her stillness earned trust.

The prison wasn't her introversion.
The prison was her story about it.

Evolution for introverts isn't about becoming extroverted.
It's about updating your story.

Instead of avoiding tough conversations 
→ Use email to drive decisions

Instead of dreading all meetings 
→ Own your 1-on-1s where depth wins

Instead of staying silent 
→ Put your thoughts on paper first, then speak

That senior manager I mentioned?
She stopped apologizing for how she works.
Started using her strengths.
Promoted six months later.

Same person. Different story.

Here's what this work taught me:

Your nature doesn't need fixing. 
Your story about it does.

Your past shaped you. 
Your choices reshape your future.

Your quiet traits aren't a limitation. They're data.

Stop waiting for permission to evolve.
Start choosing which parts of your wiring serve you.

Which story kept you quiet this week?

♻️ Share this with introverts ready to rewrite their story

📩 Follow me (Steven Claes) for introvert career strategies

Stop trying to fix introverts.

In 20 years as an HR leader, I've seen companies burn millions trying to turn quiet leaders into loud ones.

It doesn't work. And it pushes your best people out the door.

Swipe through for what introverts need vs. what people think we need.

💾 Save/share this before your next 1:1. 

P.S. What would you add to this list?

li_at

JSESSIONID

Talks about #hr, #culture, #strategy, #leadership, and #management

What Workplaces Think Introverts Need vs What We Need

omnia khfagy

They told me to fix my introversion. 
I fixed my environment instead.

We're introverts. We're not broken, just wired differently.

I spent 20 years as a CHRO watching the same pattern play out. 
The loudest voices got heard while the deepest thinkers got ignored. 

Quick reactions got rewarded, and thoughtful strategies got buried under the noise.

That's when I realized something.

We don't need to compete on volume. No, we compete on depth.

We build fewer bonds but stronger connections. 
Not because we can't connect widely, but because we choose connection wisely. 

While others drain themselves chasing validation, we recharge in stillness. 
While they mistake noise for progress, we find power in pause.

This isn't weakness. It's strategy.

We're not hiding or afraid. 
We're protecting our energy for what actually matters.

The research backs what we've always known: 

• Introverted leaders see 40% higher team retention because we listen more than we talk 
• We outperform in complex problem-solving by 74% because we think before we act 
• Our deep work drives 3x more innovation because we focus on substance over speed

Depth beats width. Every time.

What I need you to understand:

➡️ Your need for constant stimulation isn't our problem. 
➡️ Your discomfort with silence isn't our emergency. 
➡️ And your definition of success isn't our blueprint.

If we let you in, you've earned it. 

Not through persistence or pressure, 
but through respect. 
Through substance. 
Through understanding that our boundaries aren't barriers, they're filters.

➡️ We're not antisocial, we're selectively social. 
➡️ We're not slow, we're thorough. 
➡️ We're not cold, we're careful.

In a world drowning in noise, that's not a limitation.

That's an advantage.

Stop trying to fix us. We were never broken.

What boundary have you set recently that protected your energy?

♻️ Share if you're proudly wired differently 
📩 Follow Steven Claes for more introvert truth

Research reveals the introvert paradox: 
More productive. Lower performance ratings. 

A 2024 study by SOAS University of London found: 
"Introverts are more productive despite displaying lower job performance than extroverts." 

I've watched this disconnect destroy careers. 

As a CHRO for 20 years, I saw the pattern repeat itself over and over again. 
Claire outperformed every metric. 
Yet her evaluation said "lacks presence." 

Thomas designed the entire system architecture. 
His review noted "could be more vocal in meetings." 

The quiet frustration builds. 
The talent gets overlooked. 

The problem isn't your output. 
It's the visibility of your output. 

Introverts lose in three predictable scenarios: 

1. The visibility trap 
Your deep work happens in silence. 
Your contributions lack witnesses. 
Your impact goes unrecognized. 

2. The documentation gap 
Your wins stay in your head. 
Your progress lacks a paper trail. 
Your patterns remain invisible. 

3. The credit vacuum 
Your ideas travel. 
Your name gets left behind. 
Your influence goes unmeasured. 

But smart introverts don't try to become extroverts. 
They create systems to show their natural strengths. 

Four systems that actually work: 
1. Create your visibility rhythm 

→ Monday: Share your weekly focus (3 bullet points) 
→ Friday: Send a 5-minute wins report to stakeholders 
→ Monthly: Connect your work to company priorities 

2. Build your evidence file 

→ Capture metrics from your deep work sessions 
→ Save positive feedback verbatim 
→ Track resources saved through your solutions 

3. Set deep work boundaries 

→ Block 90-minute uninterrupted focus blocks 
→ Create canned responses for interruptions 
→ Set "office hours" for questions/collaboration 

4. Use strategic presence 

→ Speak once early in every meeting 
→ Send one thoughtful follow-up after discussions 
→ Ask one question that shows your listening depth 

When I coached Sarah, an introverted finance director, she started sending a weekly "impact email" every Friday at 4pm. 
Five bullet points. 
Three minutes to write. 

Her boss forwarded it to the C-suite every single week. 
She went from "too quiet" to "indispensable strategic partner" in six months. 

The only thing that changed? 
Her system, not her personality. 

Your introversion isn't the problem. 
Your strategic approach is the solution. 

Want to advance without exhaustion? 

Get the exact templates, scripts, and systems that helped thousands of introverts without burning out in the free A+ Introvert Newsletter (link in featured section). 

💾 Save this for when your impact feels invisible.

🔁 Repost if you believe quiet professionals deserve loud recognition.

Introverts don't need fixing.
Your workplace culture does.

I spent 20 years watching companies try to "fix" introverts.

Presentation skills workshops.
Open offices.
Loud happy hours.

Meanwhile, they ignored the real problems:
• Meetings that reward whoever talks most
• Brainstorms that silence deep thinkers
• "Collaboration" that means constant interruption

At 32, a VP told me:
"You need to speak up more. This quiet thing is career suicide."

I tried to be louder.
Until I realized: the mold was broken, not me.

Today I'm CHRO.
Still quiet. Still succeeding.
Because I stopped fixing myself and started fixing the system.

👇 This carousel breaks down what actually works.

♻️ Share if you believe quiet leadership deserves more respect and save for later.

Introverts Don't Need Fixing (Your Workplace Culture Does)

I thought I was too quiet to lead.
Turns out, I was just introverted.

These 10 TED Talks helped me stop overthinking,
start showing up, and build a career on my terms:

Skip the Small Talk by Kalina Silverman
https://lnkd.in/dDJhrm_U
→ Permission to skip surface-level conversations

The Art of Being Yourself by Caroline McHugh
https://lnkd.in/dvqjsPzP
→ Stop performing. Start being.

The Secret Shame of Introverts by Monica Parkin
https://lnkd.in/ddgjTnk5
→ Why your quiet nature isn't a weakness

The Mind Behind Linux by Linus Torvalds
https://lnkd.in/dgnNDY-C
→ Proof that introverts build world-changing things

Stop Screwing Yourself Over by Mel Robbins
https://lnkd.in/dsVzu2MJ
→ The 5-second rule that bypasses overthinking

Your Body Language Shapes You by Amy Cuddy
https://lnkd.in/dayBXPnF
→ Power poses for when confidence feels fake

My Year of Saying Yes by Shonda Rhimes
https://lnkd.in/dUsR6Jxz
→ An introvert's guide to selective courage

Who Are You, Really? by Brian Little
https://lnkd.in/dF6Dp4Ks
→ Why acting out of character serves your goals

The Power of Vulnerability by Brené Brown
https://lnkd.in/dnVNdWnR
→ Leading with authenticity, not armor

The Power of Introverts by Susan Cain
https://lnkd.in/drHJYhyD
→ The talk that started a quiet revolution

After 20 years as CHRO, I know this:
Your quiet leadership style isn't the problem.
The world just hasn't caught up yet.

These talks taught me to stop apologizing for thinking before speaking.
To stop forcing extroversion.
To start leading from my strengths.

💾 Save this for later, and repost it to spread some value to your network.

📩 Follow Steven Claes for introvert career strategies that keep you authentic.

54% of employees are quietly breaking down.
You won’t see it until it’s too late.

Your best people aren’t quitting.
They’re not burning out.
They’re breaking. In silence.

And your quietest ones?
They’re drowning.

👉 Swipe to spot the signs before they disappear.

💾 Save this to revisit the warning signs.

♻️ Share it to support someone who's quietly cracking.

Warning Signs Everyone Misses (Means breaking)

They told us to "speak up more."
Turns out silence was our strategy.

As a CHRO who spent 20 years being called "too quiet," I've lived these traits. 

These are not personality quirks.
They're high-performance systems.

5 Weird Traits That Actually Drive Introvert High Performance:

1. Staying silent in meetings
↳ Builds strategic thinking muscle
↳ Catches critical details others miss
↳ Preserves mental energy for decisions that matter
↳ Creates space for deeper analysis

2. Preferring solo lunch breaks 
↳ Prevents decision fatigue before afternoon meetings
↳ Recharges cognitive batteries
↳ Maintains peak performance levels
↳ Protects creative thinking time

3. Pausing before responding 
↳ Delivers thoughtful responses instead of impulsive reactions
↳ Prevents costly communication mistakes
↳ Signals executive presence naturally
↳ Builds trust through consistency

4. Reviewing work multiple times 
↳ Catches errors before they compound
↳ Creates visible excellence standards
↳ Builds reputation for reliability
↳ Eliminates rework downstream

5. Requiring quiet time daily 
↳ Sparks breakthrough solutions
↳ Processes complex problems effectively
↳ Maintains competitive edge
↳ Protects sustainable performance

The brutal truth?

What they called weaknesses were actually our operating system. 

And once you own that system instead of apologizing for it, everything shifts.

Because here's what most companies miss: introverts are not broken. Extroverts don't need fixing. 

They're different processors who need different conditions.
Give them those conditions and watch what happens.

📩 Get weekly insights via the A+ Introvert Newsletter: https://lnkd.in/e2Yn259g

♻️ Share this for every introvert who's been misunderstood

Overthinking costs you more than you realize.

Not in time.
In opportunities you never take.

Introverts know this trap better than anyone. Analysis becomes avoidance.

Five ways to close that gap:

1. The 5-Second Rule

Mel Robbins nailed it. You have an instinct to move? Count down 5-4-3-2-1 and go.

Your brain will talk you out of it otherwise.
That window closes fast. Five seconds. Use them.

———

2. The Two-Minute Rule

Takes less than two minutes? Do it now.
Don't add it to a list. Don't schedule it. Don't think about it.

David Allen's point: tracking a small task takes longer than finishing it.
Stop managing. Start finishing.

———

3. Brain Dump Before You Decide

Too much noise in your head? Set a timer for ten minutes. Write it all down.
No filter. No structure. Just out.

Once it's on paper, patterns appear. Priorities get clear.
You can't organize chaos while you're drowning in it.

———

4. Externalize the Problem

Stop saying "I'm an overthinker."
Say "Overthinking is here again."

See the difference? You're not the problem. The thought pattern is.
You're not the storm. You're the one watching it pass through.

———

5. The "If-Then" Plan

Vague intentions don't work. Automatic actions do.

Try this:
"If it's 7am, then I write for 20 minutes."
"If I feel resistance, then I count 5-4-3-2-1 and start."

Peter Gollwitzer's research backs this. It doubles your success rate.
Pre-decide so you don't have to re-decide every time.

———

The truth more introverts need to hear:
Knowing what to do means nothing if you don't do it.

Your move.

♻️ Share this with someone who needs it.
👤 Follow me (Steven Claes) for more on ambitious introverts

A 23-year-old intern dismantled my entire hiring strategy with one question:

"But what if they're not comfortable talking about themselves?"

She was talking about introverts in interviews.

I'd been screening out brilliance for 5 years and had no idea.

I used to defend every view.
Debate every point.
Need to be right.

But that one quiet question changed everything.

It taught me something 10 years as CHRO hadn't:

Wisdom isn't about having the best answers.
It's about hearing the questions you never thought to ask.

Now when someone speaks, whether it's my CEO or my nephew, I do something different.

I pause.

Not to plan my response.
But to understand their world.

The 3-Question Framework I Use to Listen Deeper

1. What am I defending?
Before responding, name the ego or assumption you're protecting.
Then let it go.

2. What's their 10%?
Even if you disagree with 90%, find the 10% that's true.
There's always something. Start there.

3. What would I think if I were them?
Not with your experience. With theirs.
Not with your context. With theirs.
This is where breakthroughs live.

This shift changed how I lead:

→ I stopped mistaking volume for value
→ Started finding insight in silence
→ Learned that understanding > being understood

The data backs it up:

Teams with psychological safety where every voice matters are:

✔️ 76% more likely to engage
✔️ 50% more productive
✔️ 27% less likely to leave their jobs

But we still reward:

❌ Quick answers over thoughtful questions
❌ Confident assertions over curious pauses
❌ Debate winners over bridge builders

Your quietest team member isn't checked out.
They're checking angles you haven't considered.

That junior employee questioning your process?
Might be your next breakthrough.

Growth doesn't come from adding more of what you already know.
It comes from seeing what you've been blind to.

Perspective isn't just power.
It's the only path to wisdom that matters.

Try these 3 questions in your next meeting. Watch what shifts.

And tell me this:

💬 When did listening to someone completely different from you change everything?

♻️ Share this if you believe the quietest voices often hold the deepest insights

I stopped pretending to be an extrovert.
My career exploded.

Because showing up everywhere wasn't commitment. 
It was fear wearing a name tag.

The truth?
You don't advance by being everywhere.
You advance by managing yourself.

What drains introverts in leadership
and what drives career growth instead 👇

1. Performing extroversion kills energy
Self-management creates sustainability.
→ Forcing constant visibility? You burn out.
→ Strategic presence? You grow faster.

2. Saying yes to everything stalls growth
Saying no with boundaries accelerates it.
→ Nearly half of introverts in extroverted roles report burnout compared to a quarter of extroverts.
→ Protecting your energy isn't selfish. It's strategic.

3. Constant meetings drain focus
Delegation multiplies impact.
→ Being in every conversation limits your team.
→ Empowering others to lead is 5x more effective at avoiding burnout.

4. Loud leadership demands attention
Quiet leadership earns respect.
→ Empathetic leadership isn't about volume. It's about making space.
→ Inclusive leadership recognizes people recharge differently.

5. Networking everywhere scatters influence
Showing up intentionally builds it.
→ Career advancement for introverts: be present where it matters, invisible where it doesn't.

6. Chasing visibility creates exhaustion
Managing energy creates resilience.
→ I went from performing to leading authentically and my impact multiplied.
→ The shift? Self-management became non-negotiable.

7. Ignoring rest kills performance
Protecting solitude fuels it.
→ Introverts need quiet to recharge. Ignoring that is running on empty.
→ Real leadership models rest, not just productivity.

You can build a career through constant performance.
Or sustainable success through intentional leadership.

One burns you out by Wednesday.
The other grows even when you step back.

♻ Repost to help introverts: visibility isn't everything. Intention is.

📬 Want deeper strategies like these?
I write a weekly newsletter on quiet leadership and career growth for introverts: https://lnkd.in/e2Yn259g

Your star performer left at 5 PM every day.

That wasn't a red flag.
That was a roadmap.

I used to stay until 8.
Sent emails at midnight.
Wore exhaustion like a badge.

Then I noticed something.

Sarah, our top analyst, packed up at 5 PM.
Every. Single. Day.

The execs whispered about her "lack of commitment."
Some people labeled her not a team player.

But six months later?
She delivered more value than our entire always-on team.

What they missed:
She wasn't coasting. She was focused.

• No 47-email chains about nothing
• No staying late just to be seen
• No 3-hour meetings that could've been an email
• No pretending to work while scrolling LinkedIn

Just deep, meaningful work.

After 5?
She recharged. Unplugged. Came back clearer.

While others ran on fumes.

What happened next changed how I led:

• The "lazy" analyst got promoted to Director
• One team member hit a wall and had to step back
• The always-on manager made critical mistakes

I learned something:
8 focused hours beat 12 exhausted ones.
Real productivity happens in bursts, not marathons.
Your best ideas come after rest, not during it.

I started telling my team:
→ Your best work happens when you're fresh
→ Creativity needs room to breathe
→ Burnout helps no one

The outcomes?

The exec who doubted her? Stress leave.
The always-on manager? Critical mistakes cost us a major client.
Sarah? Running the department.

Her worth was never in the hours.
It was in the outcomes.

♻️ Repost if you believe boundaries create better teams
📩 Join thousands of ambitious introverts building sustainable success: https://lnkd.in/e7xQPNtn

Gary Brown

Your best introvert is planning their exit. 
They just haven't told you yet.

Micromanaging says three things: 

"I don't trust you." 
"I need control more than results." 
"Your process scares me because it's not mine."

For introverts, this kills retention faster than anything else.

We need deep work. 

Focus without constant interruption and mental space to think through complex problems.

Micromanaging destroys all three, and it's why your quiet top performers leave first. 

No drama, no warnings. 
They're just gone.

In 20 years as a CHRO, I've watched this pattern play out dozens of times.

One company I worked with broke the cycle with a simple shift. 
Outcome accountability instead of process control. 

Leaders set the goal, and teams chose how to get there.

The impact was immediate. 

Turnover among introverted leaders dropped 60%. 
Same deadlines, better quality, and zero hand-holding required. 

Because when you trust people to do the work their way, they deliver.

Great leaders trust, then step back. 
Micromanaging says everything about the manager and nothing about you.

How have you handled micromanagers without burning bridges?

♻️ Share if you care

Your meetings are killing your best talent.

I was the quiet one for 10 years.
Invisible. Passed over.
Watching others get promoted for my ideas.

Now I'm the one changing the room.

Here's what introverts hear when you say:
"Why are you so quiet?" → "Why are you broken?"
"Just jump in!" → "Is this worth my battery?"
"Let's go around the table." → Time to update LinkedIn.

The math is simple but more leaders miss it:
- 50% of your workforce = introverts
- 90% of your meetings = built for extroverts

You're designing meetings that push your brightest people out.

I made 10 script swaps to save your talent.

Small changes in how you run meetings. 
Big difference in who stays engaged.

Swipe through. Change the words. Keep your people.

Quiet isn't disengaged.
It's brilliant.

♻️ Share and save this before your quiet talent becomes your competition

📩 Follow the A+Introvert Newsletter for more bite-sized career insights

What to Say (and not say) To Support Introverts in meeting

Most introverts nail the interview.
Then burn out in 90 days.

After 20 years as a CHRO, I've seen it happen too many times. 

Brilliant introverts accepting roles that drain them because they didn't ask whether the company actually values different working styles.

73% of employees leave due to poor cultural fit. 
Introverts feel this more, scoring 10% lower in workplace well-being.

The interview isn't just them sizing you up. 
It's you sizing up whether this company respects how you work best.

Swipe through for the 9 questions every introvert should ask before saying yes.

Your energy isn't up for negotiation. Neither is your environment.

💾 Save this for your next interview
♻️ Share with an introvert who needs this

Most Introverts Nail The Interview (Then Burn Out)

My first raise request took 45 minutes.
It failed.

My last one took 8 minutes.
It got me $35K more.

What changed?

I stopped trying to sound confident.
I started showing the numbers instead.

Swipe through for the exact 8-minute structure that did it →

Most introverts think a raise conversation means you need to sell yourself.
Walk in. Perform. Be louder.

That's not it.

It means building a case your manager can take upstairs and defend.

Extroverts walk in and improvise.
Introverts prepare a document and present it.

And in raise conversations, the document wins.

I've reviewed hundreds of raise requests as CHRO.
The ones that worked: short meeting, clear data, exact number.
The ones that didn't: long stories about teamwork and going the extra mile.

Your manager doesn't need a performance.
They need ammunition.

Numbers they can repeat.
Wins they can cite.
A case they can defend when you're not in the room.

Your quiet preparation isn't the problem.
It's the solution.

💾 Save this before your next raise conversation

♻️ Repost if you know an introvert who needs to hear this

The 8-Minute Strategy that got me a $35K Raise

I thought I was too quiet to lead.
Turns out, I was just introverted.

But it took me 15 years of forcing extroversion to figure that out.

These 10 books helped me stop apologizing for who I am
and start building a career that actually fits me.

1. Quiet by Susan Cain
The book that redefined what it means to lead with calm and conviction

2. The Introverted Leader by Jennifer B. Kahnweiler
A step-by-step guide to leading without faking extroversion

3. Deep Work by Cal Newport
Why focused thinkers are becoming the most valuable people in any room

4. The Introvert's Edge by Matthew Pollard
Sales isn't about charm. It's about process. Introverts win with both

5. The Introvert Advantage by Marti Olsen Laney
The science behind why you need depth, not noise

6. Quiet Influence by Jennifer B. Kahnweiler
Six strengths that help introverts lead lasting change

7. Networking for People Who Hate Networking by Devora Zack
Real strategies for building relationships without working a room

8. Self-Promotion for Introverts by Nancy Ancowitz
How to get noticed without having to shout

9. The Powerful Purpose of Introverts by Holley Gerth
You're not flawed. You're wired this way for a reason

10. The Introvert Entrepreneur by Beth Buelow
How to build something big without pretending to be loud

After 20 years as CHRO, here's what I've learned:
Your quiet style isn't the problem.
The workplace just hasn't caught up yet.

These books reminded me that:
✔ Listening in 1-on-1s created more trust than speaking at 100 all-hands
✔ My written strategy docs moved projects faster than any meeting pitch
✔ Deep thinking in solitude solved problems committees couldn't crack
✔ Building three strong relationships beat networking with 300 strangers

Half the population is introverted.
It's time we stopped treating that like a disadvantage.

If you're tired of being told to "speak up,"
this list is your permission to double down on your quiet strength.

Which of these books speaks to your current challenge?

💾 Save this for when you need it

🔁 Share it with a quiet professional who deserves to feel seen

PS. Follow the Free A+Introvert Newsletter for weekly bite-sized career insights (link in my profile).

Today I turn 52.
At 25, I hid in bathroom stalls before meetings.
Now I lead them as CHRO.

The same traits that made you second‑guess yourself at 25
are the ones that can make you impossible to replace
at 25, 52, or whatever comes next.

But only if you stop apologising for them.

I knew that in my head a long time ago.
I just didn’t have the guts to say it out loud.
That part took years.

I hope you don’t wait as long as I did.

25: The Breaking Point

I was the quiet one faking loud.

Forced networking until 2am. 
Performed enthusiasm I didn't feel. 
Dominated meetings that drained me by noon.

I sat in my car after another leadership summit thinking: 
"I'm in the wrong career."

Then a mentor said eight words that changed everything: 
"Stop playing their game. Start playing yours."

52: The Breakthrough

Today, I lead differently.

I skip 80% of networking events. 
Build five deep relationships instead of fifty shallow ones. 
Speak less but land every word.

Not despite being quiet. Because of it.

This is what I finally understood:

That overthinking? Catches problems before they explode. 
That selective socializing? Builds unbreakable loyalty. 
That need for quiet? Where real strategy happens. 
That careful processing? Why people trust my decisions.

At 25, I thought leadership meant being everywhere. 
At 52, I know it means being fully present where it matters.

I protect my mornings for deep work. 
Take walking meetings when I need to think. 
Leave events before I'm drained, not after.

The same traits that made you doubt yourself at 25 will make you irreplaceable at 52. 
But only if you stop apologizing for them.

You don't rise by volume. 
You rise by depth.

To every introvert who thinks they need to change: The world has enough performers. It needs more thinkers.

What "weakness" from your 20s became your superpower?

♻️ Share this if you're done apologizing for how you're wired. Not as an admission, as a declaration.

PS. Who dares to guess the age at this picture? :)

Exhaustion isn’t a badge of honor.
It’s a sign of poor energy management.

I was close to burnout before I turned 35.
Today, I’m a CHRO.

Still introverted. Never drained.

These seven tactics helped me stay energized,
lead effectively without pretending to be an extrovert,
and build a sustainable career on my terms.

Your energy is currency.
Spend it wisely.

♻️ Share this for introverts running on empty

💾 Save it for future reference

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