50 in 50 Challenge 

Building 50 projects in 50 weeks using only AI tools and vibe coding practices. Recording tutorials and creating resources for non tech founders to learn the fundamentals of Lovable, Supabase, Cursor and many other tools.

In first half of 2025 I've: 
- Built over 40 apps and publicly launched 17 of them, signing up more than 3,000 users
- Hosted dozens of bootcamps, a Hackathon, and did 4-5 AMA sessions on Vibe Coding
- Had over 500 students graduate a vibe coding course that I built with the help of Starter Story 
- Reached 100,000 views on my YouTube channel 

The second half of 2025 will be 100% focused on monetization of products and services, so stay tuned for my updates!

AI Vibe Coder

CitizenShipper

Mission: Work with the CEO to help oversee the company’s growing activities and operations while tackling all types of general operational initiatives and setting goals across the organization. Advise on employee performance, hiring, and termination, and help ensure that teams and projects run smoothly.

Goals:

- Monitor cross-company KPIs, and help the CEO manage the organization's operations
- Coordinate and collaborate with all departments and team members, communicating the CEO’s company vision across all levels
- Ensure the right strategy is constantly being executed - at the highest quality, and using actionable, data-driven insights
- Help CEO Manage business operations and set goals across the entire organization
- Coordinating and achieving goals, by selecting important tasks and administrative activities that employees must carry out within their departments. Developing strategic initiatives that can improve efficiency throughout business operations

Responsibilities: 

- Assist with the financial aspect of the business to make sure everything is running smoothly and recommend solutions that will improve profitability
- Collaborate very closely with C-level leadership to strategize and execute long-term plans that usher in new levels of productivity, efficiency, and success 
- Monitor and improve daily operations and address potential issues when they arise, proactively seek and capitalize on opportunities for operational improvements
- Measure the efficiency of systems and procedures
- Track business results, perform cost-benefit analyses, establish (production) KPIs, monitor them, and conduct quality assessments
- Ensure all systems operate smoothly 
- Coordinate with the People Operations department to ensure our hiring plans meet our business needs
- Take into account the needs of external and internal stakeholders and incorporate them into new strategic plans

VP of Business Operations

As Head of the Driver Team at CitizenShipper, my main objective is to ensure that drivers using our marketplace have the best possible support along their journey. We use multiple tools and techniques to achieve many of the results which I am proud of: 
- We grown our active driver community by over 5x in the last 2 years, with hundreds of drivers finding valuable work and generating income through CitizenShipper each month. 
- 6,000+ drivers completed our onboarding courses, resulting in over 30,000 completed shipments in the last 12 months
- We completed hundreds coaching calls to drivers with any sort of background and experience that resulted in creating full-time carriers, many of which can be read on our blog
- We have 3 driver onboarding dedicated communities with over 3,500 drivers being active members
- Drivers using our platform did over 1 million miles in the last 12 months, transporting pets and valuables across the US

Recently, I have taken upon myself to learn more about SEO and paid marketing with the help of my co-workers and our generous professional development stipend. I also look forward to our next video game night competition!

Head of Success

- Grew social media presence across multiple channels, increasing driver engagement.
- Established and managed driver communities, improving onboarding and job-winning rates, and reducing churn by 75%.
- Enhanced customer support efficiency, reducing response times by 50% and achieving a 97% response rate within 24 hours.

Social Media Community Manager

MARKET Protocol

MARKET Protocol allows users to trade the price of anything while leveraging the benefits of the blockchain. Trade stocks, cryptocurrencies, and traditional assets. You can currently experience the power of blockchain derivatives trading with MPX, our decentralized exchange (DEX) built on top of MARKET Protocol.

I have been a team member almost since its inception, with a priority focus on the marketing startegy and social media as well as community building and engagement. During my tenure, the founders have empowered me with a lot of knowledge on the derivatives industry and have had a lot of flexibility and acceptance for my ideas and initiatives, always being oriented towards testing and learning from our experiences. They have enabled me to grow as a person and a professional, and allowed me the freedom to represent our project in all the capacity I felt will best demonstrate the revolutionary idea we are working on. The biggest takeaway for me while working with the team was the quality of relationships we have established among ourselves despite the cultural, professional background and timezone differences. They have a great recipe of how to build a remote and distributed workplace.

Head of Marketing

White City Logistics

- Worked alongside the company owner to scale the logistics operations
- Fulfillment of over 1,000 trips with Amazon Inc. with excellent ratings

Fleet Manager

Centrotexnica 

- Led the procurement team, increasing procurement application efficiency by 300% through process optimization and supplier negotiations.
- Successfully managed contracts worth over $1 million, ensuring compliance with public procurement regulations.
- Implemented a new procurement management system.

Head of Procurement

- Former fleet, marketing and general manager, failed startup co-founder, currently a VP of Business Operations at CitizenShipper. 

- Nowadays I am on a mission alongside 40+ companions at CitizenShipper in building the future of long-distance pet, car, motorcycle, boat shipping and more! 

- Mastering AI before it masters me first. Successful graduate of the inaugural #100DaysOfAI challenge. 

- Currently building 50 Projects in 50 weeks using only AI tools. Watch my cringe demo videos here https://www.youtube.com/@50in50challenge

- Learning how to play golf! Happy to hear your tips on how to improve my driving distance!

Lazar Jovanovic

I'm starting to believe that we really need to rethink how we're build things. 

For example: 

- I don't think you need a CMS anymore, you can just build a blog on Lovable, clone and edit blog posts or landing pages in a single prompt, which is much faster than filling out text boxes. 

- Same goes for video editing and generation I guess - Whitney Menarcheck just showed us this is possible to do with Lovable too. 

- I built a chrome extension with Lovable recently even though it should not be technically possible. It just works.  

To those who say that the biggest bottleneck of development with AI tools will be hardware, memory, windows, models or anything else - I say that the biggest obstacle are actually our brains, which are hardwired to the old ways of thinking. 

Find a super bold and crazy idea, and try to build it. Who's to say it can't be done!

Slick! Amazing work Felix Haas Abey Thomas Joy Nad Chishtie Gustav Kjellin emil fagerholm Emil Ahlbäck Elliot Lindberg and everyone else in making this experience Lovable 😍

Digital Bauhaus!
Claymorphism?
Neumorphism...

And who can forget Glassmorphism 🔥  

I've been hearing of these and many more UI styles for a while now - but admit not always being sure what's the difference and how to replicate them. 

As usual, when I want to learn something new, I decide to build a Lovable project. 

And so, if you're like me, and you are not always sure that you know what these and many other mean or look like, or how to use them, my UI Style Guide is live! 

And yes, I included prompts that you can copy to apply any of these with ease 👀 

Like & Comment your favorite style and I will send you a link! 

Test it and let me know how I can improve it.

The designs!!! 😍 😍 🎁 

If you hesitated until now - you just have to try Lovable today!

Lovable now uses Claude Opus 4.5 as a core model for better designs. 

Early results show:
• 15% fewer mistakes
• 5% higher project success rate
• Noticeably better designs

All these upgrades come at no additional cost for Lovable users. Let us know what you think of it!

Read more here: https://lnkd.in/gtQnRHjJ

Vibe on the go from mobile for mobile is so underrated! 

One of my most productive build weekends in a while, I always love when I just vibe for the fun of it 😍 

Roast my builds please, tell me what to build next. 

And make sure to play around with Lovable next time while waiting for a bus, a meal, a friend!

Lovable users, we need your feedback! Please test and give my bro 🤖 Daniel Treviño Bergman some suggestions on how we can make this more Lovable ❤️ 

Ivan Zidov Marija Milosevic frattz ‎ Noan Borel Alex Cinovoj Erik Timm 🚀 André Teow Alexandre Messina

View 🤖 Daniel Treviño Bergman’s profile

Hello!

We’re testing new UX experiments for writing your first prompt.

This version gives you a live prompt score as you type:

 👉 https://lnkd.in/dmzrhcr5

I’d love your honest thoughts:
- What feels helpful?
- What feels confusing?
- What would make this genuinely useful?
- Anything else?

If you’d like to see other variations, I’m happy to book a quick 15-minute call to walk you through them. I’ll also send 50 Lovable credits as a thank you for your time and feedback.

Open article: Lovable - Prompt Score by promptscore.lovable.app

Everyone at Thanksgiving dinner watching football or TikTok, and all I want to do is vibe code. 

So grateful for what I get to do for a living 😍

For everyone in my network that want to hear me speak Italian (powered by AI of course), my course on Getting Started with Lovable in collaboration with Learnn is now available! 

https://lnkd.in/efyEvARt

Open article: Lovable & Vibe Coding by learnn.com

Another banger set of features drop on a Friday afternoon 😎 

This team never stops 🚢🚢🚢

Introducing Lovable Themes, Design View and AI Image Generation

1. Themes let you set brand standards and reuse them across your projects. You can create multiple themes and switch between them easily.

2. Improvements to visual edits. Select multiple elements and edit them together. Control margins, padding, fonts, and colors in the sidebar. Edit more text directly on the page. Adjust borders, shadows, and icons.

3. AI-powered image generation. Create and edit images with AI without leaving Lovable or hunting for stock photos. Describe the image you want and let Lovable create it for you.

You can find all these tools in a new design view that brings your visual editing tools into one place.

Now live for all Lovable users.

Every time I think I know it all, I get surprised. 

And I am starting to think that there's almost nothing left that Lovable cannot do. 

All you need is an idea. 

It just works!

Tech with a Heartbeat | Community @ Lovable

I just made an entire video with Lovable. I didn’t know this was possible…
I planned, created, and edited the whole thing using only Lovable!

Most people know Lovable as an AI app builder, but it’s quickly becoming a powerful way to create shareable content too—including videos. If you haven’t tried video creation in Lovable yet, consider this your sign.

SheBuilds on Lovable continues to surprise me in such great ways. The number of women applying, building, and shipping with confidence is rising fast! And with acceptances officially live and the countdown to the event underway, I put together this video to capture the latest stats and celebrate the momentum.

#SheBuildsOnLovable

Two massive milestones! 

So many reasons to be joyful today as this amazing team celebrates reaching its first anniversary and hitting $200M!!! 

Happy Birthday Lovable 😍 🔥

We launched Lovable one year ago, and today we hit $200M ARR.

Here's our story:

We started with a small team in Europe in a co-working space. Almost no one knew who we were, and we didn’t know what was coming.

But that changed quickly...

We transparently shared everything that happened on social media, including product updates, metrics, and new team members. 

Then, thousands of people started sharing what they built with Lovable.

Now, we have one of the most active communities in tech, with over 70 community-run events happening this week alone. People all over the world build 100,000+ new projects on Lovable every day.

It’s not just Lovable that’s grown fast: our users have too...

Lumoo, Quicktables, and Plinq are all products built entirely on Lovable with $10k-$100k in MRR just months after starting.

Designers, PMs, and even developers inside large companies have grown into an important customer group: HCA Healthcare now focuses less on mockups and more on patient care, and Klarna ships weekly instead of quarterly using Lovable.

Today, we’re releasing multiple product updates (read more on our blog):

1. MCP servers: Linear, Jira, Notion, Confluence, n8n
2. Themes: set brand standards across projects
3. Improved visual edits: multi-select components & image generation

MCPs are live today. Themes & visual edits rolling out this week.

We're also opening offices in Boston and San Francisco and building a world-class leadership team. Year one proved it works. Year two is about scale.

To thank you all for this year: For the next 7 days, if you refer someone to Lovable and they publish a project you'll both get 50 credits (that’s 5x more than usual!).

We're looking forward to many more Lovable years ❤️

The best vibe coding companion! 

I can't believe I am about to cross 400k words dictated - and mostly done on Lovable and any relevant app that I would use for project planning. 

Any other wispr-ers out there? Show me your stats!

Students from all over the world, this is your chance to join something life changing before your career even started! 

What would I give to be 19 again 😍 

Tagging a few young guns in my network, spread the word out there with your peers Noan Borel Konstantin Sagidullin Ebrahim Basrai David Geddam Rufus Wågert Patricia Tani ❤️

Leading Community @ Lovable | Ex-Scale | fka “Alex at Outlier”

Lovable is recruiting our first cohort of Campus Leaders from top universities around the world! 🎓 

This volunteer-led program is designed for students who want to bring Lovable to their campuses by supporting events, leading hackathons, and strengthening our presence within student communities and on campuses.

We're looking for students who are:
- Highly active in student orgs, tech communities, or entrepreneurial groups
- Proactive self-starters who create opportunities rather than wait for them
- Strong communicators with the desire and ability to inspire their peers

The Lovable Campus Leaders program is highly selective. Accepted candidates will gain access to a suite of exclusive perks designed to accelerate their growth: deeper access to Lovable, real-world experience, mentorship, and dedicated support for campus initiatives.

If you or someone you know is interested in helping shape the path of one of the fastest-growing companies in the world, apply today:

https://lnkd.in/gMRBGcRe

Just bought the best gift I could for Christmas to my best friend. 

To be able to give something so valuable as the power to build anything in just a few clicks feels like sorcery. 

But it's possible! 

Give the most Lovable present this holiday season to your loved ones :)

The single most underrated Lovable feature by far.

When you are in chat mode, Lovable reads your codebase, past messages, your prompt and assumes a role of a technical co-founder, much deeper than being an engineer executing your orders. 

I am not a developer, so I need someone to step in, and quite often too. And even if you are technical, who hasn't experienced a mental block at 10 PM after hours of building. 

It sets the course, writes the plan, all you have to do is click to implement and let it cook 🥧

Everything I learned about vibe coding comes as a result of being a chat first builder!

Announcing Claude Opus 4.5 is now powering Lovable's chat mode.

Our most successful users plan their builds with Lovable’s chat mode before making edits. Better planning means better builds, it’s that simple.

Opus 4.5’s frontier-level reasoning takes planning to another level.

It’s live in Lovable through December 5th.

Dear Lovable ladies - do not miss this opportunity to have the greatest holiday season ever, and instead of waiting for Santa, make your own dreams come true and give yourself the best gift yet!

SheBuilds on Lovable buildathon applications are open again!!! A buildathon created for women, by women. Will you be there!!?

SheBuilds on Lovable is for every woman who’s had a product idea strike while feeding the kids, between meetings, on a run, during school pickup, and thought, “if only I had the skills, time, or help.”

Good news: The time is *now*. And no coding skills are required!

You will join hundreds of other women, get 48 hours, build your idea, and we give you unlimited credits to make it happen. Together. We will support you. We will lift you up. YOU. WILL. SHIP!

I want women shipping apps that solve real problems they care about. Tools that help your community, your household, your kids, your parents, you business (and yea, make money). 

🔥 Because when women build, world gets better. 

Ladies, let's go build something nobody saw coming 💃 

Important deets:
1. 48 hour buildathon is Dec 15-17
2. applications close in 48 hours, on Nov 26th.

3. APPLY HERE: ➡️ https://lnkd.in/gpzsUR-R ⬅️ 
(if you've applied before, apply again!) 
-> you must have a Lovable account to apply

4. we’re selecting ~200 participants across 3 categories: business app, consumer app, and social impact 

5.  prizes: 5K lovable credits, mentorship from me, memories to last a lifetime, and a community that will absolutely change your trajectory

Season 1 was a blast. Season 2 is going to be even better. Don’t miss it!

P.S. Who runs the world???

#lovable #womenintech

Share the love with everyone you know and give them the most valuable gift this holiday season - ability to make their dream app/store/website/tool/project come to life! 

And you also get 50 credits each! 

Hurry up, only 3 days left 🎁

A few days left to join the Lovable Yearbook and get 50 credits per person you refer to Lovable!

Over 2,000 people have already participated. Here's how you can too:

1. Go to Lovable and click the gift icon to find your referral link
2. Add it to your Yearbook submission here: https://lnkd.in/dw9P2nvV
3. Share your Yearbook photo on social and get 50 referral credits anytime someone signs up and publishes a project through your link

The yearbook referral bonus runs through Tuesday, November 25th.

One of the coolest things I saw this Black Friday was Stripe City, and got knocked out of my chair seeing Lovable on the main square! 

Link to the video on how it was made in the comments 🙂

Favorite Sunday read 🤩 can't wait for the next update!

This is what we improved to Lovable last month:

1. Improved agent context so the AI understands projects and edits more reliably.
2. Shopify integration so you can build full online stores just by chatting with AI.
3. Added clearer controls for managing your Cloud & AI usage.
4. Smoother custom domain setup and management.
5. Choose a primary domain and automatically redirect all others to it.
6. Added domain ownership validation before a domain goes live.
7. Ability to request access when opening a private project you're not part of.
8. "Workspace-only" publishing to restrict access to your workspace members.
9. Option to disconnect a project from GitHub if you need to move it elsewhere.
10. Ability to send files or images only, without text, as prompt.
11. Desktop notifications when long-running builds finish.

Peoplyst

As CEO of Peoplyst, I lead the company’s vision, strategy, and operations, ensuring we deliver high-impact solutions in hiring, leadership, workforce training, HR technology, and business growth. I manage our team, drive business development, and work directly with companies to help them build stronger, more engaged workforces.

Key Responsibilities & Impact:

Company Strategy & Leadership – Setting Peoplyst’s vision, growing the business, and leading a high-performance team.

Talent Acquisition & Hiring Solutions – Helping businesses attract, hire, and retain top talent through optimized recruitment and workforce planning.

Leadership & Workforce Training – Leading Peoplyst in delivering scalable leadership development and workforce performance programs that improve engagement and retention.

HR Compliance & Technology – Advising companies on HR tech selection, implementation, and compliance strategies to streamline workforce operations.

Business Growth & Change Management – Helping organizations scale effectively by aligning leadership, workforce strategy, and culture with long-term goals.

Client Partnerships – Working directly with business owners and HR leaders to develop customized people strategies that drive measurable results.

Author & Speaker | Workforce Strategy & Leadership

Beyond Peoplyst, I am an author and keynote speaker, sharing insights on hiring, leadership, and workforce strategy. My book, The Vanguard Edge, provides a framework for building high-performing teams, and I speak at conferences and leadership summits on solving workforce challenges and creating people-first cultures.

Through Peoplyst and my thought leadership, I help businesses turn people problems into competitive advantages, ensuring they build stronger teams, improve engagement, and optimize performance.

Chief Executive Officer

Marshall Goldsmith Stakeholder Centered Coaching

As a Marshall Goldsmith Certified Executive Coach, I work with senior leaders, executives, and business owners to enhance leadership effectiveness, strengthen executive presence, and drive measurable improvement. Using the Stakeholder Centered Coaching model, I help leaders develop key behaviors that improve performance, engagement, and team dynamics—without taking valuable time away from their day-to-day responsibilities.

Proven, Measurable Leadership Coaching

Guaranteed & Measurable Results – 95% of leaders using this method show documented leadership improvement, based on direct stakeholder feedback.

Leadership Growth Without Disruption – Coaching integrates seamlessly into a leader’s workflow, ensuring growth happens on the job, in real time.

Behavior-Based Leadership Development – Focuses on accountability, feedback-driven improvement, and sustained behavioral change.

Stakeholder Involvement – Engages key team members in the coaching process to create lasting cultural impact and team-wide improvement.

Global Leadership Insights – Certified to deliver the Global Leader of the Future 360 Evaluation, a premier assessment tool used to identify high-impact leadership strengths and growth areas.

I have coached executives, senior leaders, and high-potential professionals across industries, helping them drive business results, improve leadership effectiveness, and build high-performing teams.

This proven coaching system is designed for successful leaders who want to be even more successful—leveraging direct feedback, structured accountability, and strategic coaching to ensure measurable growth.

Executive Coach

American Challenger Development Corporation

As the Chief People Officer for Bank Cache, a startup bank, I was responsible for designing and implementing the entire HR function from the ground up, ensuring compliance with regulatory requirements and aligning workforce strategy with the bank’s business goals.

Built HR From the Ground Up – Designed and launched all HR functions, including talent acquisition, workforce planning, compensation, benefits, compliance, employee relations, and training.

Hired the Team – Led full-cycle recruiting, hiring all employees across multiple departments.

Developed Compensation & Benefits Strategy – Created competitive salary structures, pay plans, and benefits programs to attract and retain top talent.

Established HR Compliance & Policies – Built HR governance frameworks aligned with banking industry regulations and labor laws.

Implemented HR Technology & Systems – Integrated HRIS, payroll, learning management, and benefits administration platforms for streamlined workforce operations.

Led Workforce Transition & Closure – Managed the wind-down process, ensuring compliance, employee offboarding, and operational wrap-up as the last employee.

This experience reinforced my ability to build scalable HR functions, develop compensation strategies, hire top talent, and navigate complex business transitions—expertise I continue to bring to organizations today.

Chief People Officer

Acosta

Led global HR operations, talent acquisition, payroll, HR technology, and learning & performance systems for a workforce of 30,000 employees across multiple countries. Designed and executed workforce strategies that improved hiring efficiency, HR service delivery, employee engagement, and global HR technology integration.

Key Responsibilities & Impact:

Global Talent Acquisition Strategy – Led hiring for 25,000+ roles annually across domestic and international markets, ensuring alignment with long-term business objectives.

HR Technology & Process Optimization – Launched a new human capital management system that unified multiple subsidiaries and countries onto a single, scalable platform.

Cost Savings & Efficiency Gains – Reduced cost per hire by 22% by streamlining talent acquisition roles and processes in partnership with internal and external stakeholders.

Learning & Development Systems Transformation – Harmonized three learning management systems into one common platform, leading the selection process, learning consulting, and change management.

HR Operations & Employee Experience – Improved HR Call Center and Help Desk outcomes, reducing cost to serve by 18% while enhancing employee support across multiple locations.

Employee Engagement & Workforce Insights – Administered an employee engagement survey for 30,000+ employees, leading post-survey action planning and execution.

This role strengthened my expertise in global workforce strategy, talent acquisition, HR technology implementation, employee experience optimization, and operational efficiency, ensuring scalable and measurable HR solutions for enterprise-level organizations.

SVP, Head of HR Operations & Talent Acquisition

Led HR operations, payroll, and employee service functions for a global workforce, ensuring efficiency, compliance, and improved employee experience. Partnered with key stakeholders to enhance HR service delivery, workforce communications, and performance management across multiple countries.

Key Responsibilities & Impact:

Global Payroll Leadership – Managed a global payroll team processing nearly 1 million paychecks annually across five countries, ensuring compliance, accuracy, and efficiency.

HR Technology & Employee Communications – Implemented new digital platforms to improve how employees access HR information, creating a more responsive and accessible HR experience.

Performance Management & Leadership Development – Redesigned and launched a new performance management process focused on continuous employee engagement, succession planning, and coaching to develop top talent.

This role deepened my expertise in HR service delivery, payroll management, workforce communication, and performance optimization, ensuring a scalable and technology-driven approach to HR operations.

VP, Head of HR Operations and Services

EverBank

Led the transformation of talent strategy, leadership development, and organizational effectiveness for a workforce of 4,000+ employees across multiple U.S. locations. Oversaw the Talent Acquisition, Learning & Development, and Organizational Development functions, ensuring alignment with business strategy and workforce needs.

Key Responsibilities & Impact:

Leadership & Manager Development – Built programs to strengthen executive, managerial, and emerging leader capabilities, driving business performance.

Talent Acquisition Optimization – Reduced cost per hire by 42% ($1.5M savings in 18 months) by coaching the Talent Acquisition team and refining hiring processes.

Hiring Process Improvement – Decreased time to fill by 26% and candidate days in process by 28% through recruiter cross-training and hiring manager coaching.

Employee Engagement & Culture – Achieved 91% participation rate in a new annual employee engagement survey, driving actionable workforce insights.

Diversity & Inclusion Initiatives – Led D&I efforts in leadership training, hiring strategies, community outreach, and employee communications.

Workforce Communication & Engagement – Launched internal communication initiatives, including newsletters, electronic handbooks, site posters, and digital messaging via internal TV networks.

This role strengthened my expertise in leadership development, talent acquisition strategy, employee engagement, culture transformation, and organizational effectiveness, ensuring companies build high-performing, engaged, and diverse teams.

VP, Head of Talent and Organizational Development

Led the enterprise-wide learning and development strategy, ensuring leadership readiness, workforce capability building, and organizational effectiveness. Designed and implemented high-impact management training, risk assessment education, and customer experience development programs that drove measurable business outcomes.

Key Responsibilities & Impact:

Leadership & Management Training – Designed and launched the Foundations of Management Program, a 13-course voluntary leadership development program that increased promotion rates and improved performance scores across the organization.

Enterprise Risk Training – Developed and delivered Risk Control Self-Assessment training for all risk control owners, including executive team members, ensuring compliance and proactive risk management.

Customer Experience & Service Training – Designed and delivered client focus training for the Mortgage Servicing team, leading to significant, sustained increases in net promoter scores (NPS) and customer satisfaction.

This role strengthened my expertise in leadership development, workforce training, risk management education, and customer experience transformation, ensuring employees at all levels were equipped to lead, manage risk, and enhance client interactions.

VP, Head of Learning & Organizational Development

Wells Fargo

Advised and coached managers on human performance improvement (HPI/HPT methodologies) to address performance gaps, enhance team effectiveness, and resolve workplace challenges. Partnered with leaders to develop structured interventions, coaching strategies, and performance management solutions that drove measurable workforce improvements.

Key Responsibilities & Impact:

Manager Coaching & Performance Strategy – Counseled leaders on identifying and addressing employee performance gaps, ensuring successful outcomes through structured coaching and corrective action plans.

Human Performance Improvement (HPI/HPT) – Applied proven methodologies to analyze performance barriers, design targeted interventions, and enhance individual and team productivity.

Conflict Resolution & Behavioral Coaching – Guided managers in handling sensitive workplace issues, including behavioral concerns, team conflicts, and engagement challenges, ensuring alignment with company values and HR policies.

This role strengthened my expertise in performance consulting, leadership coaching, workplace conflict resolution, and human performance improvement strategies, helping organizations build more engaged, high-performing teams.

VP, Performance Consultant

JPMorgan Chase - Learning and Performance Solutions

Led and managed a team of 75 HR and learning professionals across the U.S., overseeing the planning, execution, and evaluation of learning programs for 14,000+ employees in Mortgage Banking Borrower Assistance. Ensured training initiatives were delivered on time, at scale, and in alignment with compliance and business needs while applying change management strategies to enhance adoption and effectiveness.

Key Responsibilities & Impact:

Enterprise Learning Strategy & Execution – Delivered 350,000+ learner hours and developed 500 unique courses for 14,000+ employees in just five months.

Regulatory Compliance Training – Designed and implemented 270+ training deliverables to meet OCC Consent Order requirements within 120 days.

Stakeholder Collaboration – Partnered with Policy & Procedure, Legal, Compliance, and Business teams to improve training consistency and client satisfaction.

Curriculum Development & Continuous Improvement – Evaluated training effectiveness, implemented enhancements, and created reusable learning solutions that aligned with evolving business needs.

Change Management & Large-Scale Learning Initiatives – Applied structured change management practices to ensure seamless training execution and organizational readiness.

This role strengthened my expertise in corporate learning strategy, compliance training, large-scale training delivery, and organizational change management, ensuring training programs were efficient, scalable, and business-aligned.

Vice President, Training Director

Led a team of 35 instructional designers across the U.S., overseeing the design, development, and implementation of mortgage banking training materials. Focused on enhancing learning effectiveness, developing leadership talent, and optimizing instructional design processes to support enterprise-wide training initiatives.

Key Responsibilities & Impact:

Instructional Design Leadership – Managed a team responsible for creating and delivering mortgage banking training programs, ensuring alignment with business goals and compliance requirements.

Mentorship & Leadership Development – Identified and developed high-potential instructional designers, resulting in three internal promotions into supervisory and management roles.

Training Content Optimization – Ensured the quality, consistency, and effectiveness of training materials to drive learner engagement and retention.

This role strengthened my expertise in instructional design leadership, talent development, mortgage banking training, and workforce learning strategy, ensuring scalable and high-impact learning solutions.

AVP, Training & Instructional Design Manager

Unison Industries / GE Aviation

Designed and developed education and training materials for diverse audiences, ensuring effective knowledge transfer and skill development. Worked across all stages of technical content development, supporting enterprise training initiatives through instructional design best practices and innovative learning solutions.

Key Responsibilities & Impact:

Instructional Design & Content Development – Created technical training materials across multiple learning formats, ensuring clarity, effectiveness, and alignment with business needs.

Template & Learning Framework Development – Assisted in designing standardized instructional templates and elements to enhance consistency across training materials.

Multi-Modal Learning Design – Developed content for various delivery modes, including instructor-led training (ILT), eLearning, and blended learning solutions.

This role strengthened my expertise in technical training design, instructional content development, and learning framework standardization, ensuring training programs were scalable, structured, and impactful.

Instructional Design Consultant

I help businesses solve people problems.

Solving People Problems. Driving Business Success.

At Peoplyst, we help businesses solve workforce challenges with solutions that get it done - and keep it done. Whether it's hiring, leadership, compliance, or organizational change, we create and implement strategies that improve performance and simplify people operations.

With decades of experience in talent acquisition, workforce strategy, leadership development, and HR technology, I’ve helped companies from startups to Fortune 50 firms build stronger teams, improve engagement, and scale effectively.

Where Companies Struggle (And How We Fix It)

Talent & Hiring
Finding and keeping the right people shouldn’t be a struggle. We help businesses align hiring with growth, improve candidate experience, and optimize onboarding to retain top talent.

Workforce Performance
A high-performing team isn’t built by chance—it’s built with strategy. We create engagement, leadership, and accountability systems that turn employees into a company’s greatest asset.

HR Compliance & Technology
HR should work for you, not against you. We streamline operations, implement the right HR tech, and ensure compliance so businesses reduce risk and stay efficient.

Change & Growth Strategy
Growth is good—when it’s managed well. We help companies navigate transitions, scale effectively, and align leadership and culture with their long-term vision.
If your people aren’t thriving, your business isn’t either. Let’s fix that.

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Bryan Howard

"Why does our top performer get the worst reviews?" the VP asked me.

I was reviewing their annual performance data.

"Show me," I said.

She pulled up the ratings.
Diana: 2.8 out of 5.
Below average on "collaboration."
Low marks for "team player."

"What's her actual performance?" I asked.

"Exceeded every target.
Landed our biggest client.
Trained three new hires."

"So why the low scores?"

"Her peer reviews are dragging her down."

I scanned the comments.
"Too direct."
"Challenges ideas too much."
"Not supportive enough."

"Let me talk to Diana," I said.

"I used to give honest feedback," Diana told me.
"Said our pricing model was broken.
Got dinged for 'negativity.'"

"What happened with the pricing?"

"They finally fixed it six months later.
After we lost two major accounts."

"What else?"

"I questioned why we needed 
eleven approvals for a simple contract change.
Manager said I wasn't being collaborative."

"Are you still giving feedback?"

"No. I learned my lesson.
Now I smile. Nod. Say everything's great.
My reviews are improving."

"But nothing's actually improving?"

"We're making the same mistakes.
Just with better vibes." She chuckled.

I went back to the VP.

"Your review system doesn't measure performance," I said.
"It measures compliance."

"That's not true."

"When was the last time someone
got promoted for challenging bad ideas?"

Silence.

"When did someone get rewarded for preventing a mistake?"

More silence.

"You've trained your best people to stay quiet.
And your mediocre people to stay nice."

A few months later, they redesigned the system.

Added a category: "Constructive Challenge."
Points for identifying problems early.
Rewards for preventing costly mistakes.

Diana got promoted.

"What changed?" I asked the VP.

"We stopped confusing agreement with alignment.
Stopped mistaking silence for harmony."

"And?"

"Turns out our 'difficult' people
were our most valuable.
They actually cared enough to speak up."

Here's the truth about performance reviews:

Most companies don't reward performance.
They reward performance theater.

The person who says the meeting was great
beats the person who says it wasted an hour.

The person who agrees with bad ideas
beats the person who prevents disasters.

You think you're measuring contribution.
You're measuring conformity.

And your best people?
They've already figured out the game.

They're just deciding whether to play it
or find somewhere that values truth over comfort.

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Simple, proven systems to turn workforce potential into high performance. People problems, solved. | Recruiting, Leadership & Employee Development, HR Tech and Change Management

"She's toxic, but she's our top performer," the director said.

I'd been brought in to diagnose their retention crisis.
Forty percent turnover in operations.

"Define toxic," I said.

"Brilliant. But brutal.
Makes people cry in meetings.
Takes credit for everything.
Undermines anyone she sees as competition."

"How long has this been happening?"

"A few years."

"And you've addressed it?"

He shifted. "We've tried everything."

"Show me everything."

He opened his laptop.

"We moved her team to a different floor."

"So she couldn't terrorize them in person?"

"We restructured. Put a buffer manager between her and the team."

"Who quit after four months?"

"We sent her to leadership coaching."

"Did she go?"

"Twice. Said it was beneath her."

"What else?"

"We created a special projects role.
No direct reports."

"And?"

"She poisoned three cross-functional teams.
Two project leads transferred.
One quit."

I looked at the org chart.
Twelve people had reported to her.
Nine were gone.

"You haven't tried everything," I said.
"You've tried everything except the one thing that would work."

"We can't lose her expertise."

"You've already lost nine people's expertise.
How much expertise is one person worth?"

"She delivers half our revenue."

"By herself? Or through the team she destroys?"

Silence.

"Let me guess," I said.
"Every time someone quits, she absorbs their best accounts.
Claims she's saving the company.
Becomes more 'indispensable.'"

His face told me I was right.

Three months later, he called.

"We finally did it."

"What happened?"

"She screamed. Threatened to take clients.
Said we'd fail without her."

"And?"

"Two clients followed her.
Twenty stayed.
Her old team is thriving.
Revenue is up 30%."

"How?"

"Turns out people perform better
when they're not terrified.
Who knew?"

"What really changed?"

"Everything.
People share ideas now.
They collaborate instead of compete.
They actually show up wanting to work."

"The ones who quit?"

"Three came back.
Said they loved the company.
Just couldn't work with her."

Here's the truth about toxic high performers:

They don't deliver in spite of their behavior.
They deliver because of it.

They create the chaos.
Then position themselves as the only solution.
They burn out the team.
Then claim they're carrying everyone.

You think you can't afford to lose them.
But you can't afford to keep them.

Because every day you protect the destroyer,
you lose another builder.

And eventually, you're left with one toxic star
and a graveyard of what could have been.

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Solving People Problems | Recruiting, Leadership & Employee Development, HR Tech and Change Management

"Everyone agreed in the meeting," the CEO told me.
"So why did the initiative fail?"

I'd been brought in to diagnose why their transformation stalled.

"Show me the meeting notes," I said.

Perfect alignment. No objections.
Everyone nodding. Unanimous decision.

"Now show me what happened after."

He pulled up emails and messages.
Three different interpretations.
Four competing workstreams.
Several people actively undermining it.

"They all said yes in the meeting."

"No. They said nothing.
There's a difference."

I interviewed his leadership team.

"I knew it wouldn't work," the CFO told me.
"But the CEO was excited. Why fight it?"

"The plan was flawed from day one," said the COO.
"But I wasn't going to be the bad guy."

"We tried this three years ago," the VP of Sales said.
"Failed then. But nobody wants to hear that."

"Where did you share these concerns?" I asked each one.

"Coffee with my team."
"Side conversations with peers."
"Venting sessions over drinks."

Never in the room where it mattered.

I went back to the CEO.

"You don't have consensus," I said.
"You have compliance."

"But they all agreed..."

"They performed agreement.
Then held their real meetings.
The ones where they spoke honestly."

"What real meetings?"

"The ones at the coffee machine.
The ones in private offices after.
Where they undo everything you just decided."

He looked defeated. "Every big decision ends like this."

"Because you've made disagreement dangerous."

"I encourage open dialogue..."

"You encourage polite silence.
People know what happens to dissenters."

I showed him the pattern:
"Someone raises concerns.
Gets labeled 'not strategic.'
Learns to keep quiet.
Saves their truth for safer spaces."

"How do I fix this?" he asked.

"Make dissent mandatory."

A month later, new rules:

No decision without documented objections.
Every proposal needs a designated skeptic.
"What will fail?" goes before "What will work?"
Anonymous concerns get priority discussion.

First meeting with new format:
Chaos.
Real arguments.
Actual problems surfaced.

"This is uncomfortable," the CEO texted me.

"Good. Comfort was your enemy."

The result?
First successful transformation in three years.
Saved them $4M in failed initiatives.

Why?

The hidden objections became visible.
The real concerns got addressed upfront.
The sabotage stopped.

Because people don't undermine decisions they helped shape.
They undermine decisions they pretended to support.

Here's the truth about organizational alignment:

If everyone agrees immediately,
no one's being honest.

Real consensus is messy.
It's uncomfortable. It's loud.
It happens in the open, not in whispers.

Your biggest threat isn't the person who argues with you.
It's the one who nods along
then builds a competing strategy in secret.

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.

"I have five mentors," the rising star told me.
"But I'm still stuck at senior manager."

I was helping her company figure out why top talent kept leaving.

"What about sponsors?" I asked.

"What's the difference?"

"Mentors tell you how to navigate the game.
Sponsors change the game for you."

She looked confused.

"Your mentors give great advice?"

"Amazing advice. Coffee chats. Career planning. 
They help me see what I'm missing."

"Ever get promoted based on their advice?"

Silence.

"Let me guess. They tell you to be patient.
Build your skills. Wait for the right opportunity."

"Exactly."

"Meanwhile, who's getting promoted?"

"People with half my experience.
But their boss fights for them in talent reviews."

"That's a sponsor."

I pulled up her company's last promotion cycle.
87% of promotions had one thing in common:
A senior leader who advocated in the room.

Not a mentor who gave advice.
A sponsor who took action.

"My mentors genuinely care about me," she said.

"I'm sure they do.
But caring doesn't get you promoted.
Power does."

I talked to her mentors.

"She's brilliant," one said.
"I tell everyone how talented she is."

"Do you advocate for her in succession planning?"

"That's not my place. I'm not her manager."

"When her name comes up for opportunities?"

"I'm not usually in those discussions."

There it was.
Five mentors. Zero power.
All advice. No advocacy.

I went to the CHRO.

"Your mentorship program is failing," I said.

"We have 200 mentor-mentee pairs."

"How many mentees got promoted last year?"

She pulled the data. "Eight."

"Out of 200?"

"The program is about development, not promotion."

"Development without advancement is just busy work."

We dug deeper.
The eight who got promoted?
They all had sponsors, not just mentors.

Someone who didn't just give advice.
Someone who put their reputation on the line.

Six months later, new program:
Every high-potential gets a sponsor.
Not someone who meets for coffee.
Someone who owns their advancement.

Sponsors had skin in the game:
Their performance review included
their sponsee's career progression.

The result?

Promotion rate for sponsored talent: 73%.
Promotion rate for mentored-only talent: 11%.

The rising star from earlier?
Her sponsor got her promoted twice in 18 months.

"What changed?" I asked her.

"My mentor taught me how to fish.
My sponsor made sure I got in the boat."

Here's the truth about career advancement:

Mentors open your mind.
Sponsors open doors.

Mentors share wisdom.
Sponsors share power.

Mentors tell you what you need to know.
Sponsors make sure the right people know you.

Your best employees aren't looking for another coffee chat.
They're looking for someone who'll fight for them
when they're not in the room.

Because in most companies,
talent alone doesn't get you promoted.
Advocacy does.

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.

Happy Thanksgiving to you and your families! I'm thankful for you all.

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