Redfish Technology

My role encompasses recruiting top-notch candidates for our clients, overseeing multiple recruiting teams, and driving strategic business development initiatives at Redfish Technology. We specialize in recruiting talented professionals within the tech industry, spanning across sales, marketing, engineering, and customer success domains. Collaborating with startups nationwide, we excel in rapidly and effectively building out their teams.

Established in 1996, we pride ourselves on upholding the highest standards of integrity, excellence, and performance in recruitment. Personally, I am deeply passionate about technology and dedicated to attracting the best and brightest talent to contribute to our clients' success.

Specializing in  Edtech, Fintech, AI, Enterprise Software, Ad tech, Big Data, Security, Mobile, SaaS, Wireless, E-Learning, CRM, Marketing Automation, Computer Vision and Networking.

Chief Revenue Officer

As the leader of a dynamic 6-person team, we specialized in sourcing rare talent within the tech sector. 

Recognized as a 2011 top Executive Search Firms of the U.S. by Leading Providers

Managing Director

Executive Recruiter, High Tech Talent Division

Chaparral Broadcasting

Chaparral Broadcasting 
Kech 95.3, KSKI 103.7, KYZK 107.5, KMTN 96.9, KSGT 1340 AM, KJAX 93.3, KZJH 95.3
 
•	Sold advertising and marketing plans across 6 radio stations
•	#1 Account Executive in hunting new business and building new territories
•	Consistently in top 5 sales reps across the company
•	Clients included advertising agencies and direct buys from businesses
•	Managed existing accounts, met with clients and prepared marketing campaigns
•	Inserted ad schedules on a daily basis
•	Built an account base from zero
•	Account management of existing clients
•	Managed multiple marketing campaigns and coordinated remote events

Account Executive

CRO @ Redfish Technology || Providing Disruptive Tech Companies w/ Talent || 24k Followers || Forbes Next 1000 || Girl Mom

Forbes 2021 - Next 1000 Honoree


Chief Revenue Officer at Redfish Technology, where I lead with empathy, strategic insight, and a commitment to building strong relationships. 

As Viola Davis once said, "My dreams are bigger than my fears."

Our Work

Helped a new VP of Sales at an Enterprise AI Client hire the first 3 members of his Sales Team: Our team consulted with the VP to identify the profiles he needed, researched and built a list of target companies to source from, then reached out nationwide to over 350 AEs in our network, interviewed/screened over 70, submitted 30 to the VP for review, and he hired 3 - saving 100’s of man-hours in the process.

We've built out sales and engineering teams with the top 30 Edtech startups across the country.

Placed Director of Growth at a Fintech Startup: After hiring the Director of Growth, we were asked if we could help with two PM roles, they were struggling with filling. We did so in about 5 weeks for both a Platform PM and Mobile PM. This led to an introduction to their Design team, where we have helped them hire 3 Sr. Product Designers.

Leah Scarnegi

If you’ve identified a rockstar candidate, chances are others have too. 
 
Imagine this: You’re in need of a Salesperson and find the perfect fit. But your hiring process drags. By the time you’re ready to make an offer, they’re already onboarded somewhere else. A missed opportunity! 
 
Delays in hiring aren’t a sign of being thorough—they’re a risk. The longer your process, the more likely top candidates will slip through your fingers. 
 
To stay competitive: 
 
Streamline resume reviews 
Speed up interview scheduling 
Make offers promptly 
Don’t lose the perfect candidate due to unnecessary delays. Move fast, hire smart, and secure the best talent for your team! 
 
#RecruitmentStrategy #HiringTips #TopTalent #EfficiencyMatters #DontMissOut

Leah Scarnegi 

CRO @ Redfish || Scaling Startups with the Right People || Blaine County Board of Education || Forbes 2021 - Next 1000 Honoree

How to Ask for More Money When Negotiating an Offer

Negotiating an offer can feel uncomfortable—but it doesn’t have to be. One simple shift can make all the difference:

 you’re asking for more, clearly state that you’ll commit if the company meets your request.

Too often candidates say, Can we increase the salary? without signaling that saying yes gets the deal done. This leaves hiring teams unsure whether the ask will actually close the loop—or if they’ll approve the increase only to learn the candidate is still undecided.

Here’s a better approach:

Be specific about what you need
“I’m very excited about the role. If we can adjust the base to $X, I’m ready to sign.”

Show you’re serious.
Linking your ask to a commitment builds trust and reduces risk for the employer.


Negotiation isn’t about being demanding—it’s about alignment. When you make it clear that meeting your request = you’ll accept the offer, you streamline the process and strengthen your position.

#joboffers #jobsearch

Want Faster, Smoother Hiring? Fix the Intake Meeting.

When I talk about an *intake meeting*, I mean something very specific:

The kickoff call between the recruiter and the hiring manager where the search is defined, aligned, and set up for success.

It’s not a casual chat.
It’s not a repeat of the job description.
It’s the strategic planning session that determines whether the search will run smoothly or fall apart later.

But here’s the issue:

Only a portion of intake meetings actually cover BOTH the decision flow and the criteria — and that’s where delays, misalignment, and lost candidates begin.

Here’s what should happen in an intake meeting:

1. Decision Flow

This is where you map out:

* Who interviews
* In what order
* What each interviewer is responsible for assessing
* Who makes the final call
* How fast decisions can be made

Without this, you end up with last-minute panel changes, inconsistent feedback, and stalled candidates.

2. Offer Criteria

This includes:

* Salary range
* Equity/bonus structure
* Approval process
* Timeline to extend an offer
* Where the team has flexibility (or not)

If this isn’t aligned upfront, you hit friction at the finish line — or lose candidates to faster teams.

www.redfishtech.com

#hiring #recruiting #hiringtips

Open article: IT & Tech Recruiters and Executive Search | Redfish Technology by redfishtech.com

IT & Tech Recruiters and Executive Search | Redfish Technology

The Resume Format That Actually Helps Gets Engineers Hired (Part 3)

Your skills section is giving you away.

Every engineer lists Python, React, Docker, AWS.
But the strongest resumes do something different:

✅ 1. Keep Skills Tight & Honest

Only list tech you can talk about for 30 minutes without sweating.
A tight list reads senior.
A bloated list reads desperate.

✅ 2. Show How You Used the Tech

This is the real differentiator.

Instead of a laundry list, your experience should show application:

"Deployed LLM pipelines using LangChain + Ollama on GPU instances"

“Built distributed ransomware detection using Kafka + PostgreSQL + Spring Boot”

“Architected CI/CD for Airflow + PostgreSQL using Jenkins & Docker”

Your stack isn’t just what you know — it’s how you apply it.

#resumetips #engineering #resume

Hiring Managers: How to Spot a Quality Recruiter

Not all recruiters are created equal — and the right one will save you time, elevate your hiring bar, and protect your brand.

Here’s how to screen for quality:

✅ They ask smart, detailed questions in the intake.
If they’re not digging into decision flow, offer criteria, success metrics, and deal-breakers, they’re not setting you up for a smooth search.

✅ They push back (professionally).
A great recruiter won’t just take orders — they’ll challenge unclear requirements and help you refine what you actually need.

✅ They communicate consistently and transparently.
No guessing games. No disappearing. They set expectations and hold everyone accountable — including you.

✅ They present fewer candidates, but better ones.
Quality recruiters curate, not spam. Every candidate should feel intentional.

If a recruiter does these four things, you’re in good hands. If not... keep looking.

www.redfishtech.com

#hiring #recruiting #hiringmanager

The Resume Format That Actually Gets Engineers Hired (Part 5 — Final)
This is how you get read in 6 seconds.

✅ 1. Make It Scannable

Hiring managers skim — they don’t read.
Your resume should use:

consistent formatting

short bullets

white space

bolded roles/companies

no colors, text boxes, or templates that break ATS

Clear beats clever. Every time.

✅ 2. Keep It to One Page (Unless You’re Highly Senior)

Under 15 years experience? One page is perfect.
Over 15 years or deep research/architecture work? Two pages is totally fine.

✅ 3. Show Seniority Through Ownership

Seniority isn’t years — it’s impact.
The strongest resumes highlight:

Systems you designed

Pipelines you architected

Teams you mentored

Migrations you owned

Scale, performance, reliability, security

Ownership > job title. Always.

#resumes #engineering

The Resume Format That Helps Gets Engineers Hired (Part 1)

What every engineer should fix today.

If you want a recruiter or hiring manager to read your resume — start with the basics that almost everyone gets wrong:

✅ 1. 𝙺𝚎𝚎𝚙 𝚝𝚑𝚎 𝙷𝚎𝚊𝚍𝚎𝚛 𝚂𝚒𝚖𝚙𝚕𝚎

No paragraphs. No summaries. No mission statements.
Just:

Name

Email

Location (or “Remote”)

LinkedIn

GitHub

Portfolio (optional but 🔥)

Clean. Scannable. Professional.

#resumetips #resume #engineering

The Resume Format That Actually Helps Engineers Hired (Part 2)

This is the difference between forgettable and unforgettable.

Most engineers write bullet points that look like:
❌ “Worked on APIs”
❌ “Responsible for front-end performance”

These aren’t helping you.

✅ Instead: Use This Formula

Strong verb → what you built → the tech you used → measurable impact

Examples from real placed candidates:
✔ Optimized API endpoints to handle 20,000+ TPS with 175ms latency
✔ Built peak detection algorithms with >99.9% accuracy
✔ Processed millions of assets in under 10 seconds

Numbers = credibility.
Impact = seniority.
Specificity = interviews.

#resumetips #engineering #resume

The Resume Format That Actually Helps Gets Engineers Hired (Part 4)
Your projects section can elevate you... or expose you.

Strong projects follow the exact same structure as your work experience:

- What you built
- The technologies you used
- The outcome or impact

Examples from real placed candidates:
✔ Built a cloud encryption app in Rust + Tauri used for managing S3/Google Drive files
✔ Developed a course planner using a custom topological sort algorithm
✔ Built a video-search CV tool using OpenCV + PyTorch + SAM

Projects should prove engineering judgment — not just that you completed assignments.

#resume #engineering #resumeformat

CEO/CXO coach. I help people move from confusion to clarity. I can help you identify what is coming in the way of your or your team's success, work on it, and realize your true potential.

I coach senior leaders through their toughest challenges.

What I do:

For CEOs/CXOs (1:1 Coaching): 
I'm your confidential thinking partner when you're facing big decisions, feeling stuck, or navigating leadership challenges that you can't discuss with anyone else.

For Leadership Teams: 
When your CXOs work in silos, avoid difficult conversations, or struggle to align - I help you function as a real team with shared goals.

For Groups of Leaders: 
I bring together leaders facing similar challenges (like CXOs dealing with CEO expectations) to learn from each other in a structured coaching environment.

For Co-Founders: 
Before you start a venture together (or if you're already struggling), I help you understand if you're truly compatible as business partners.

For Conflict Resolution: 
When relationships between senior leaders break down, I help rebuild communication and find workable solutions.

I have worked with leaders from 100+ companies, including:
- Large companies like Adobe, Cisco, Barclays, Wells Fargo, Salesforce.com, Disney, Reliance, TVS, Indian Oil
- Growth-stage businesses like 91mobiles.com, Finzly, River Law, Intoglo
- Institutions like ISB, IIT, Great Lakes Institute of Management

My approach: 
• Practical, not theoretical 
• Confidential and judgment-free 
• Focused on real outcomes

Background: 
• Certified executive coach and team coach (CFI), trained in depth coaching (IIT Madras), and NLP 
• MBA from ISB, Gold Medalist from DCE 

Ready to talk? 
The first conversation is always confidential and clarifying.

DM me with what's on your mind, and let's explore what's possible.

Ramkumar R

I was a Senior Vice President.
My father was dying.
And I couldn't answer one question.

In 2015, I sat in hospitals watching children undergo chemotherapy.
Watching others suffer. Watching him die.

The question that kept repeating:
𝘞𝘩𝘢𝘵 𝘢𝘮 𝘐 𝘥𝘰𝘪𝘯𝘨 𝘸𝘪𝘵𝘩 𝘮𝘺 𝘭𝘪𝘧𝘦?

Good pay. Senior title. Building new offerings from scratch.

None of it mattered in that hospital room.

My son was 2 years old.
I was missing his childhood for work that wouldn't remember me.

In 2017, I left.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗜 𝘄𝗮𝘀𝗻'𝘁 𝗹𝗲𝗮𝘃𝗶𝗻𝗴 𝗮 𝗷𝗼𝗯.
𝗜 𝘄𝗮𝘀 𝗹𝗲𝗮𝘃𝗶𝗻𝗴 𝗮 𝘃𝗲𝗿𝘀𝗶𝗼𝗻 𝗼𝗳 𝗺𝘆𝘀𝗲𝗹𝗳 𝘁𝗵𝗮𝘁 𝗻𝗼 𝗹𝗼𝗻𝗴𝗲𝗿 𝗳𝗶𝘁.

I became an executive coach.

1000+ sessions later, here's what I've learned:

Almost every senior leader who comes to me has the same question I once had.

"I've achieved everything I was supposed to. Why does it feel hollow?"

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗵𝗮𝘁 𝗵𝗼𝗹𝗹𝗼𝘄𝗻𝗲𝘀𝘀 𝗶𝘀𝗻'𝘁 𝗮 𝗯𝘂𝗴.
𝗜𝘁'𝘀 𝗮 𝘀𝗶𝗴𝗻𝗮𝗹 𝘆𝗼𝘂'𝘃𝗲 𝗼𝘂𝘁𝗴𝗿𝗼𝘄𝗻 𝘆𝗼𝘂𝗿 𝗰𝗼𝗻𝘁𝗮𝗶𝗻𝗲𝗿.

𝗜𝗳 𝘁𝗵𝗮𝘁'𝘀 𝘆𝗼𝘂 - 𝘆𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝗯𝗿𝗼𝗸𝗲𝗻.
𝗬𝗼𝘂'𝗿𝗲 𝗿𝗲𝗮𝗱𝘆 𝗳𝗼𝗿 𝗮 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻.

I'll be sharing more about what that conversation looks like this week.

💬 What moment made you question everything you'd built?

Executive coach to 100+ CEOs/CXOs | Turning leadership struggles into success stories

No alternative text description for this image

𝗦𝘂𝗻𝗱𝗮𝘆 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻

Two thousand flights cancelled in five days.

Not because of storms. Not because of strikes.
Because an airline believed its past would protect its future.

IndiGo had two years to prepare for new pilot rest rules.
Other airlines adapted. IndiGo held to what made them great - lean efficiency.

Then November arrived, and their strength became their weakness.

They weren't caught by surprise.
They were caught by certainty.

In those airport terminals were people missing funerals. Weddings. Last goodbyes. 
All because an organization confused momentum with permanence.

We all have our IndiGo moment coming.
That moment when the thing that built us breaks us.

The discipline that becomes rigidity.
The focus that becomes blindness.
The efficiency that becomes fragility.

Success doesn't whisper warnings. It just stops working one day.

Sometimes I wonder if our greatest strength isn't ability or intelligence.
Maybe it's knowing when to let go of what got us here.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗸𝗻𝗼𝗰𝗸.
𝗜𝘁 𝗷𝘂𝘀𝘁 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 𝘁𝗵𝗲 𝗹𝗼𝗰𝗸𝘀.

𝗔𝗻𝗱 𝘁𝗵𝗲 𝗸𝗲𝘆 𝘁𝗵𝗮𝘁 𝗼𝗽𝗲𝗻𝗲𝗱 𝗲𝘃𝗲𝗿𝘆 𝗱𝗼𝗼𝗿 𝘆𝗲𝘀𝘁𝗲𝗿𝗱𝗮𝘆
𝗯𝗲𝗰𝗼𝗺𝗲𝘀 𝘁𝗵𝗲 𝘄𝗲𝗶𝗴𝗵𝘁 𝘁𝗵𝗮𝘁 𝗱𝗿𝗼𝘄𝗻𝘀 𝘆𝗼𝘂 𝘁𝗼𝗺𝗼𝗿𝗿𝗼𝘄.

💭 𝗪𝗵𝗮𝘁 𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝘁𝘆 𝗶𝘀 𝗺𝗮𝗸𝗶𝗻𝗴 𝘆𝗼𝘂 𝗯𝗹𝗶𝗻𝗱 𝘁𝗼 𝗻𝗲𝗰𝗲𝘀𝘀𝗮𝗿𝘆 𝗰𝗵𝗮𝗻𝗴𝗲?

She was the expert on the call. They spoke to me.

Not because I was leading the meeting.
Not because I had more expertise.
Just... default.

My colleague was right there.
Someone I look up to. 
Someone I learn from every time we talk. 
Someone who's fixed what most leaders didn't even know was broken.

They finished what they wanted to say.
Then she spoke.

And suddenly, she existed.

After the call, she said quietly:
"This happens often."

I sat with that for a while.

Here's someone who's been doing this work since before LinkedIn existed.
And she's still waiting to be heard!

Not erased completely. 
Just... invisible until proven otherwise.

It's 2025.
And brilliant women are still announcing themselves into existence.

𝗦𝗵𝗲 𝘀𝗵𝗼𝘂𝗹𝗱𝗻'𝘁 𝗵𝗮𝘃𝗲 𝘁𝗼 𝘀𝗽𝗲𝗮𝗸
𝘁𝗼 𝗽𝗿𝗼𝘃𝗲 𝘀𝗵𝗲'𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗿𝗼𝗼𝗺.

💭 𝗪𝗵𝗼 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗻𝗼𝘁 𝘀𝗲𝗲𝗶𝗻𝗴?

𝟱𝟬𝟬,𝟬𝟬𝟬 𝘄𝗼𝗺𝗲𝗻 𝗹𝗲𝗳𝘁 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝘁𝗵𝗶𝘀 𝘆𝗲𝗮𝗿.
𝗠𝗼𝘀𝘁 𝗖𝗘𝗢𝘀 𝘁𝗵𝗶𝗻𝗸 𝘁𝗵𝗲𝘆'𝗿𝗲 𝗰𝗵𝗮𝘀𝗶𝗻𝗴 𝗲𝗻𝘁𝗿𝗲𝗽𝗿𝗲𝗻𝗲𝘂𝗿𝗶𝗮𝗹 𝗱𝗿𝗲𝗮𝗺𝘀.

They're not.
They're escaping your culture.

A CEO came to me six months ago.
Three female VPs had resigned to "start consulting firms."

"Good for them," he said. "Entrepreneurial spirit."

"Call one of them," I suggested. "Ask how it's going."

He did. She was honest:
"I'm making ₹40K a month. Was making ₹6 lakhs.
But at least nobody steals my ideas anymore."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂𝗿 𝘁𝗼𝗽 𝘁𝗮𝗹𝗲𝗻𝘁 𝗶𝘀𝗻'𝘁 𝗹𝗲𝗮𝘃𝗶𝗻𝗴 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴.
𝗧𝗵𝗲𝘆'𝗿𝗲 𝗹𝗲𝗮𝘃𝗶𝗻𝗴 𝘁𝗼 𝗲𝘀𝗰𝗮𝗽𝗲 𝘀𝗼𝗺𝗲𝗼𝗻𝗲.

Usually you.

Women 40-50 are a fast-growing entrepreneur group.
Sounds empowering.
It's not.

Of the 100+ CEOs I've coached, many have lost senior women this way.
Same pattern:
Passed over for promotion. Again.
Boss took credit for their strategy. Again.
Asked to mentor everyone but lead no one. Again.

They don't start businesses from vision.
They start them from exhaustion.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗘𝘅𝗵𝗮𝘂𝘀𝘁𝗶𝗼𝗻 𝗺𝗮𝗸𝗲𝘀 𝗮 𝘁𝗲𝗿𝗿𝗶𝗯𝗹𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗽𝗹𝗮𝗻.
𝗕𝘂𝘁 𝗶𝘁'𝘀 𝗯𝗲𝘁𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝗶𝗻𝘃𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆.

That CEO did something smart.
He called all three former VPs.
Asked one question:
"What would've made you stay?"

Same answer from all three:
"Let me build something that mattered."

Not more money.
Not better title.
Just ownership of outcomes.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Stop the exodus before it starts.

Ask your top performers one question:
"If you could launch any initiative here, what would it be?"

Blank stare = They're already gone.
Instant answer = You've found your retention strategy.

Create "founder roles" inside your company:
- They own the P&L
- Build their own team 
- Their name on the success
- They get the credit

One CEO I work with implemented this last year.
Used to lose 3-4 senior women annually.
This year? Lost zero. 

New revenue from their initiatives? ₹18 crores.

The women who left to consult?
Two came back as advisors.
Running initiatives they designed.
Inside the company that finally saw them.

Your female talent isn't leaving for freedom.
They're leaving because freedom looks better than frustration.

Even when it pays less.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘀𝗼𝗺𝗲𝘁𝗶𝗺𝗲𝘀 𝘁𝗵𝗲 𝗼𝗻𝗹𝘆 𝘄𝗮𝘆 𝘁𝗼 𝗯𝗲 𝘀𝗲𝗲𝗻
𝗶𝘀 𝘁𝗼 𝗱𝗶𝘀𝗮𝗽𝗽𝗲𝗮𝗿.

💬 How many "entrepreneurs" on your team are just exhausted executives planning their escape?

🔁 Share this for the CEO who thinks their talent is leaving for opportunity.

🔔 Follow Ramkumar R for mirrors that show you what you're really losing.

𝗪𝗵𝗲𝗻 𝗜 𝗯𝗲𝗰𝗮𝗺𝗲 𝗦𝗩𝗣, 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗰𝗼𝗻𝗴𝗿𝗮𝘁𝘂𝗹𝗮𝘁𝗲𝗱 𝗺𝗲.

When I quit?
Silence.

𝗧𝗵𝗲 𝘀𝘆𝘀𝘁𝗲𝗺 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲𝘀 𝘆𝗼𝘂 𝗳𝗼𝗿 𝗷𝗼𝗶𝗻𝗶𝗻𝗴.
𝗧𝗵𝗲𝗻 𝗽𝘂𝗻𝗶𝘀𝗵𝗲𝘀 𝘆𝗼𝘂 𝗳𝗼𝗿 𝗹𝗲𝗮𝘃𝗶𝗻𝗴.

When you climbed, everyone cheered.
When you leaped, they asked "what happened?"

But here's what took me years to understand:

𝗧𝗵𝗲 𝗮𝗽𝗽𝗹𝗮𝘂𝘀𝗲 𝘄𝗮𝘀 𝗻𝗲𝘃𝗲𝗿 𝗮𝗯𝗼𝘂𝘁 𝘆𝗼𝘂.

Every congratulation for your promotion 
was someone validating their own path.
"See, the system works. Keep climbing."

Every silence after your exit 
was someone protecting their own choice.
"Don't make me question what I'm doing."

Your success made them feel safe.
Your exit made them feel exposed.

We do this everywhere.

Celebrate weddings. Go quiet during divorces.
Cheer new babies. Whisper about the childless.
Congratulate home buyers. Avoid the ones who sold everything to travel.

𝗘𝘃𝗲𝗿𝘆 𝗰𝗵𝗼𝗶𝗰𝗲 𝘁𝗵𝗮𝘁 𝗳𝗼𝗹𝗹𝗼𝘄𝘀 𝘁𝗵𝗲 𝘀𝗰𝗿𝗶𝗽𝘁 𝗴𝗲𝘁𝘀 𝗮𝗽𝗽𝗹𝗮𝘂𝘀𝗲.
𝗘𝘃𝗲𝗿𝘆 𝗰𝗵𝗼𝗶𝗰𝗲 𝘁𝗵𝗮𝘁 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗶𝘁 𝗴𝗲𝘁𝘀 𝘀𝗶𝗹𝗲𝗻𝗰𝗲.

Not because people don't care.

But because your leap asks a question 
they're not ready to answer.

So they stay quiet.
And hope you fail.
So they never have to wonder.

𝗧𝗵𝗲 𝘀𝗶𝗹𝗲𝗻𝗰𝗲 𝘄𝗮𝘀𝗻'𝘁 𝗶𝗻𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲.
𝗜𝘁 𝘄𝗮𝘀 𝗳𝗲𝗮𝗿.

💬 𝗪𝗵𝗮𝘁 𝗰𝗵𝗼𝗶𝗰𝗲 𝗱𝗶𝗱 𝘆𝗼𝘂 𝗺𝗮𝗸𝗲 𝘁𝗵𝗮𝘁 𝘄𝗮𝘀 𝗺𝗲𝘁 𝘄𝗶𝘁𝗵 𝘀𝗶𝗹𝗲𝗻𝗰𝗲?

🔁 Share this for someone who leaped and landed alone.

🔔 Follow Ramkumar R for mirrors that show what applause really means.

𝗔 𝗖𝗘𝗢 𝗰𝗮𝗹𝗹𝗲𝗱 𝗵𝗶𝘀 𝟴 𝗔𝗠 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀 "𝗳𝗮𝗶𝗿."
"Everyone has the same 24 hours."

While his single mom employee was up at 4 AM.
Making breakfast. Packing lunches. School drop-off.

She left at 3:30 PM for pickup.
He called her "uncommitted."

Never mind she closed 40% of the quarter's deals.
She wasn't in the 5 PM "strategy session."

So she got passed over. Again.

"Same expectations for everyone," he insisted.

"Same childcare?" I asked.

Silence.

"Same spouse handling dinner? Same parents not needing care?"

More silence.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗣𝗿𝗶𝘃𝗶𝗹𝗲𝗴𝗲 𝗶𝘀 𝗶𝗻𝘃𝗶𝘀𝗶𝗯𝗹𝗲 𝗳𝗿𝗼𝗺 𝗶𝗻𝘀𝗶𝗱𝗲.

Like fish explaining water doesn't exist.
They've never been dry.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗵𝗼𝘀𝗲 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲𝘀
𝗴𝗲𝗻𝘂𝗶𝗻𝗲𝗹𝘆 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝘁𝗵𝗲𝘆 𝗱𝗼𝗻'𝘁 𝗵𝗮𝘃𝗲 𝘁𝗵𝗲𝗺.

Not lying. Just blind.
Advantages feel normal when you've always had them.

That 8 AM meeting? Easy with a stay-at-home partner.
Impossible when you're doing school runs.

Weekend retreats? 
Simple without aging parents.
Career suicide as the primary caregiver.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Stop confusing equal with equitable.
- Core hours that work for caregivers
- Flexibility for same output
- Results over face time

We moved his meetings to 10 AM.
That single mom? Top performer within 6 months.
Promoted twice since.

She was always brilliant.
Just needed a field that wasn't tilted against her.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗵𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝗵𝗮𝗿𝗱𝗲𝘀𝘁 𝗽𝗶𝗹𝗹:
𝗬𝗼𝘂𝗿 "𝗺𝗲𝗿𝗶𝘁𝗼𝗰𝗿𝗮𝗰𝘆" 𝗶𝘀 𝗷𝘂𝘀𝘁 𝗽𝗿𝗶𝘃𝗶𝗹𝗲𝗴𝗲 𝘄𝗶𝘁𝗵 𝗯𝗲𝘁𝘁𝗲𝗿 𝗯𝗿𝗮𝗻𝗱𝗶𝗻𝗴.

💬 Which of your "performance standards" actually just measure privilege?

🔁 Share this for the leader who thinks hard work is why they're on top.

🔔 Follow Ramkumar R for mirrors that show what water looks like to fish.

𝗔 𝟰𝟮-𝘆𝗲𝗮𝗿-𝗼𝗹𝗱 𝗖𝗘𝗢 𝗯𝗿𝗮𝗴𝗴𝗲𝗱 𝘁𝗼 𝗺𝗲 𝗮𝗯𝗼𝘂𝘁 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝟳𝟮 𝗵𝗼𝘂𝗿𝘀 𝘀𝘁𝗿𝗮𝗶𝗴𝗵𝘁.

"No breaks. Pure hustle. That's commitment."

His board member sitting next to him nodded.

I didn't.
"Show me what you built in those 72 hours," I said.

He opened his laptop. Three half-done strategies.
Two broken partnerships. One resignation letter from his best VP.

"Now show me your hospital bills," I said.

Confused look.

"The ones coming in 3 years when your body invoices you for this stupidity."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝗮 𝗵𝗲𝗿𝗼 𝗳𝗼𝗿 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝟳𝟮 𝗵𝗼𝘂𝗿𝘀.
𝗬𝗼𝘂'𝗿𝗲 𝗮𝗻 𝗮𝗺𝗮𝘁𝗲𝘂𝗿 𝘄𝗵𝗼 𝗰𝗮𝗻'𝘁 𝗺𝗮𝗻𝗮𝗴𝗲 𝗲𝗻𝗲𝗿𝗴𝘆.

Stanford research: After 50 hours per week, productivity drops to near zero.
Microsoft study: Decision errors increase when sleep-deprived.

But sure, post your exhaustion trophy on LinkedIn.
Watch the applause roll in from people destroying themselves too.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗵𝗲 𝗺𝗼𝘀𝘁 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝗽𝗲𝗼𝗽𝗹𝗲 𝗜 𝗸𝗻𝗼𝘄 𝗮𝗿𝗲 𝗶𝗻 𝗯𝗲𝗱 𝗯𝘆 𝟭𝟬 𝗣𝗠.

A ₹2,000 crore CEO I coach works 6 hours daily.
"My superpower?" he told me.
"I make three decisions a day. The right ones."

Meanwhile, that 72-hour hero?
Making 300 micro-decisions while exhausted.
290 of them wrong.

The other 10? He won't remember making them.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

𝗥𝗲𝘀𝘁 𝗶𝘀 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲.

- 90-minute deep work blocks (not 9-hour marathons)
- 8 hours sleep (non-negotiable, not weakness)
- Walking meetings for creative problems
- Email bankruptcy at 6 PM sharp

That CEO who worked 72 hours straight?
We restructured his schedule:

Morning: One big problem. Fresh brain.
Afternoon: Execution. Clear tasks.
Evening: Family. Full stop.

One year later:
Finally hit his growth targets. Working 40 hours weekly.
Best part? His VP withdrew that resignation.

"I get more done by noon than I used to in three days."

Because exhaustion isn't dedication.
It's just poor planning with better PR.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲 𝗱𝗶𝗿𝘁𝘆 𝘀𝗲𝗰𝗿𝗲𝘁 𝗼𝗳 𝗵𝘂𝘀𝘁𝗹𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗲?
𝗜𝘁'𝘀 𝗻𝗼𝘁 𝗮𝗯𝗼𝘂𝘁 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗵𝗮𝗿𝗱.
𝗜𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝗮𝘃𝗼𝗶𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗵𝗮𝗿𝗱 𝘄𝗼𝗿𝗸 𝗼𝗳 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴.

Easier to stay busy than ask: "Is this even worth doing?"

💬 What are you using exhaustion to avoid confronting?

🔁 Share this for the CEO who thinks sleep is for the weak.

🔔 Follow Ramkumar R for mirrors that turn hustle addiction into strategic excellence.

li_at

JSESSIONID

Talks about #coaching, #mentoring, #leadership, #mentalhealth, and #leadershipdevelopment

"𝗜'𝗺 𝘁𝗿𝘆𝗶𝗻𝗴 𝘀𝗼 𝗵𝗮𝗿𝗱. 𝗬𝗲𝘁 𝗻𝗼𝘁𝗵𝗶𝗻𝗴 𝗶𝘀 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗼𝘂𝘁."

I hear this in so many conversations.

I get it. I really do.

But here's what I tell them:

Akshaye Khanna vanished from lead roles for years.
Dhurandhar brought him roaring back.

Bobby Deol faded to forgettable side roles.
Animal reignited his career.

Michael Jordan was cut from his high school basketball team.
Went home and cried. 
Became the greatest player of all time.

Sylvester Stallone was so broke he sold his dog for $40.
Slept at a bus station.
Rocky grossed $225 million.

Mary Kom punched her way through poverty.
Olympic medal silenced every doubter.

Mirabai Chanu bombed at Rio. Zero lifts recorded.
Tokyo silver proved her steel.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗧𝗵𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝘄𝗵𝗼 "𝗺𝗮𝗱𝗲 𝗶𝘁" 𝘄𝗲𝗿𝗲𝗻'𝘁 𝗷𝘂𝘀𝘁 𝘄𝗮𝗶𝘁𝗶𝗻𝗴.
𝗧𝗵𝗲𝘆 𝘄𝗲𝗿𝗲 𝗴𝗿𝗶𝗻𝗱𝗶𝗻𝗴 𝘄𝗵𝗲𝗻 𝗻𝗼 𝗼𝗻𝗲 𝘄𝗮𝘀 𝘄𝗮𝘁𝗰𝗵𝗶𝗻𝗴.

None of them had timing on their side.
They had something better: refusal to quit.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗶𝗺𝗲 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗵𝗲𝗮𝗹 𝗮𝗹𝗹 𝘄𝗼𝘂𝗻𝗱𝘀.
𝗧𝗶𝗺𝗲 𝗿𝗲𝘃𝗲𝗮𝗹𝘀 𝘄𝗵𝗼 𝗸𝗲𝗽𝘁 𝘀𝗵𝗼𝘄𝗶𝗻𝗴 𝘂𝗽.

If things aren't going your way right now:
You're not behind. You're in the middle of your story.

That chapter where it feels impossible?
That's the one people will talk about later.

Because here's what nobody tells you:
𝗧𝗶𝗺𝗲 𝗳𝗹𝗶𝗽𝘀 𝘀𝗰𝗿𝗶𝗽𝘁𝘀.
𝗦𝗲𝘁𝗯𝗮𝗰𝗸𝘀 𝗯𝘂𝗶𝗹𝗱 𝗰𝗵𝗮𝗺𝗽𝗶𝗼𝗻𝘀.
𝗬𝗼𝘂𝗿 𝘀𝘁𝗼𝗿𝘆 𝗿𝗲𝘀𝘁𝗮𝗿𝘁𝘀 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝗱𝗼𝗻'𝘁 𝘀𝘁𝗼𝗽.

One more round. Victory waits.

💬 What's one setback you're still working through?

🔁 Share this for someone who needs to hear it today.

🔔 Follow Ramkumar R for mirrors that remind you why you started.

𝗔 ₹𝟱𝟬𝟬 𝗰𝗿𝗼𝗿𝗲 𝗖𝗘𝗢 𝘀𝗮𝘁 𝗮𝗰𝗿𝗼𝘀𝘀 𝗳𝗿𝗼𝗺 𝗺𝗲, 𝗵𝘆𝗽𝗲𝗿𝘃𝗲𝗻𝘁𝗶𝗹𝗮𝘁𝗶𝗻𝗴.

"I can't breathe. Every decision feels like life or death.
3,000 families depend on me."

"What's your company's global market share?" I asked.

He did the math. "0.00001%"

"So you're having a panic attack over a rounding error?"

Long pause.

"Shit. That's... actually helpful."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂'𝗿𝗲 𝘁𝗵𝗲 𝗺𝗮𝗶𝗻 𝗰𝗵𝗮𝗿𝗮𝗰𝘁𝗲𝗿 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗺𝗼𝘃𝗶𝗲.
𝗬𝗼𝘂'𝗿𝗲 𝗮𝗻 𝗲𝘅𝘁𝗿𝗮 𝗶𝗻 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗲𝗹𝘀𝗲'𝘀.

To your employees? You're everything.
To the universe? You're nothing.

Both true. Both liberating.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗬𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝘄𝗼𝗻'𝘁 𝗲𝘅𝗶𝘀𝘁 𝗶𝗻 𝟭𝟬𝟬 𝘆𝗲𝗮𝗿𝘀.
𝗦𝗼 𝘀𝘁𝗼𝗽 𝗼𝗽𝘁𝗶𝗺𝗶𝘇𝗶𝗻𝗴 𝗳𝗼𝗿 𝗳𝗼𝗿𝗲𝘃𝗲𝗿.

I've coached 100+ CEOs through this paradox.

The ones who get it? Move faster.
Make bolder bets. Sleep better.

When nothing matters eternally,
what matters is impact now.

One told me:
"I stopped asking 'What if this ruins my legacy?'
Started asking 'What if this helps one customer today?'"

His business transformed. Not because strategy changed.
Because fear left.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Your insignificance IS your competitive advantage.

Amazon won't remember you.
Your competitor is also a rounding error.
The market doesn't care about your ego.

So take the risk.
Launch ugly.
Fail fast.

That hyperventilating CEO?
Six months later:

"Launched our riskiest product.
Failed spectacularly.
But the failure taught us what customers actually wanted.
Next product? Our biggest hit."

"Still losing sleep?" I asked.

"Only when my newborn cries.
The company stuff? Just math now.
Not mythology."

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗵𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗻𝗼𝗯𝗼𝗱𝘆 𝘁𝗲𝗹𝗹𝘀 𝗖𝗘𝗢𝘀:

The weight you feel isn't responsibility.
It's imaginary importance.

Your job isn't to matter forever.
It's to matter right now to the people who chose to follow you.

💬 What decision would you make TODAY if you accepted your cosmic insignificance?

🔁 Share this for the CEO mistaking pressure for purpose.

🔔 Follow Ramkumar R for mirrors that turn existential weight into execution speed.

𝟭𝟬 𝘁𝗿𝘂𝘁𝗵𝘀 𝗳𝗿𝗼𝗺 𝗜𝗦𝗕 𝗪𝗜𝗦𝗘 𝘁𝗵𝗮𝘁 𝗵𝗶𝘁 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁.

Rujuta Diwekar dropped the first bomb: 
"I love money so much that I care how I make it."

That stopped me cold. 
Because your bank account has no memory. You do.
And that memory compounds harder than any interest rate.

Then Kirthiga Reddy said something that challenged everything:
"Do at least one thing just because. Let the dots connect."

Made me think - the best networkers I know? They don't network.
They just stay curious about people. 
The connections happen anyway.
Not everything needs an ROI. 
Some things ARE the ROI.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂'𝗿𝗲 𝘀𝗼 𝗯𝘂𝘀𝘆 𝗰𝗮𝗹𝗰𝘂𝗹𝗮𝘁𝗶𝗻𝗴 𝗥𝗢𝗜
𝘆𝗼𝘂 𝗳𝗼𝗿𝗴𝗼𝘁 𝘁𝗼 𝗰𝗮𝗹𝗰𝘂𝗹𝗮𝘁𝗲 𝗥𝗢𝗟 - 𝗥𝗲𝘁𝘂𝗿𝗻 𝗢𝗻 𝗟𝗶𝗳𝗲.

The other 8 truths? 

Including Srishti Behl's question that silenced the room.
And Vishal Karungulam's AI insight that nobody saw coming.
Why Ashni Biyani's take on respect changed how I see leadership.

All 10 truths are in the carousel.
With what they said. And what I learned.

Swipe through. 
Pick the truth that stings most.
That's your work for next week.

💬 Which truth from the carousel are you taking home?

🔁 Share this for someone who needs these mirrors but wasn't in that room.

🔔 Follow Ramkumar R for wisdom that turns conferences into conversions.

Indian School of Business ISB Alumni Madan Pillutla D N V Kumara Guru Parul Khullar Kaumudi Goda Sireesha Yadlapalli Shifa Soomar Bhargavi V. Dr. Manisha Gudka Mahima Garg Himanshu Arya Deeksha S. Priya Y. Sandhya Balakrishnan Mukti Hariharan Maulshree Kalothia Kanksha Sood Naman Sharma

CEO & Co-founder, OptimizeGEO.ai & Verix.io | Ex-SoftBank Investment Partner | Founding MD Meta India & South Asia

Strategic Entertainment Leader | Building Starfish Stories | Ex-Netflix India Director | Former Phantom Films CEO | Content Incubation & Company Building

Product Leader / Educator | Microsoft | Google | Indian School of Business

Co-Founder- FoodStories |Founder - Think9 | ET 40 Under 40 | Fortune India’s Most Powerful Women 2019 | Business Today’s India’s Rising Stars

Indian School of Business

ISB Alumni

Dean and Professor at Indian School of Business

#ConnectingtheDots at Indian School of Business

#Building impactful & trust based ecosystems, Indian School of Business

People, Leadership & Culture Executive | Global L&D & DEI Executive | Organizational Development | Culture Transformation & Ethical Leadership | Executive Coach (ICF PCC) | EMEA/APAC/US | Board Director & C-Suite Advisor

CEO, Pharmatech Associates Inc (A USP company) | Helping Pharma & Biotech Companies Launch Faster & Stay Compliant | Regulatory, Quality, & CMC Consulting

In-Store Payments @ Pine Labs • Founding Member @ ISB Women • Chapter President @ ISB Alumni Association • Enthu Cutlet @ Life

Founding Partner @ Java Capital | Investing in Climate and Deep-tech startups

Human | CS | ISB | DBA | Family Business & Family Office Advisor | Learner

Digital Sales Lead - South Asia at Amazon Web Services (AWS)

Alumni Strategy • Events • Community Building @ ISB | MBA (Marketing)

Senior Associate, Indian School of Business

Corporate Leader turned Yoga Entrepreneur

Chief Financial Officer, Coca-Cola, India and South West Asia | Board member | CSR committee chair

Lead @ Parag, Tata Trusts

Alumni Engagement at ISB | Aspiring Business Analyst | BBA Graduate | Specialized in Business Analytics by EY

Combining Creativity in Marketing I Assistant Manager@ISB I UBS Graduate

Top 10 Learnings from ISB WISE 2025

𝗔𝘁 𝟮𝟱, 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝗽𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗴𝗼𝗮𝗹.
𝗔𝘁 𝟯𝟱, 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝗿𝗲𝘃𝗲𝗻𝘂𝗲 𝗶𝘀 𝘁𝗵𝗲 𝗴𝗼𝗮𝗹.
𝗔𝘁 𝟰𝟱, 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝗹𝗶𝗳𝗲𝘀𝘁𝘆𝗹𝗲 𝗶𝘀 𝘁𝗵𝗲 𝗴𝗼𝗮𝗹.

Then you hit 50 and realize the goal was never the goal.

A CXO messaged me last week.
"Finally got the corner office. Feel emptier than when I was an analyst."

"My kids don't know me," he said.
"I'm in board meetings all day planning a future I won't enjoy."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝖸𝗈𝗎 𝖽𝗈𝗇'𝗍 𝗇𝖾𝖾𝖽 𝖺𝗇𝗈𝗍𝗁𝖾𝗋 𝗍𝗂𝗍𝗅𝖾 𝗍𝗈 𝖿𝖾𝖾𝗅 𝗏𝖺𝗅𝗂𝖽𝖺𝗍𝖾𝖽.
𝖸𝗈𝗎 𝗇𝖾𝖾𝖽 𝗆𝗈𝗋𝖾 𝖽𝖺𝗒𝗌 𝗍𝗁𝖺𝗍 𝖿𝖾𝖾𝗅 𝗐𝗈𝗋𝗍𝗁 𝗅𝗂𝗏𝗂𝗇𝗀.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝖳𝗁𝖾 𝗀𝗈𝖺𝗅𝗉𝗈𝗌𝗍𝗌 𝗇𝖾𝗏𝖾𝗋 𝗌𝗍𝗈𝗉 𝗆𝗈𝗏𝗂𝗇𝗀.
𝖴𝗇𝗅𝖾𝗌𝗌 𝗒𝗈𝗎 𝗌𝗍𝗈𝗉 𝖼𝗁𝖺𝗌𝗂𝗇𝗀 𝗍𝗁𝖾𝗆.

Get the promotion? Want the CEO chair.
Hit ₹3 crore? Want ₹5 crore.

Playing a game where winning means needing more.

I've coached 100+ CEOs through this exact trap.
Chase the next level thinking it'll complete you.
Get there. Feel the same. Chase harder.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

𝗗𝗲𝘀𝗶𝗴𝗻 𝘆𝗼𝘂𝗿 𝗱𝗮𝘆𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘆𝗼𝘂𝗿 𝗱𝗲𝗰𝗮𝗱𝗲𝘀.

What does a perfect Tuesday look like?
Not vacation. A working Tuesday.

Work backwards from there.

Most never do.

One CEO I coach built a ₹500 crore company.
"My biggest mistake?" he told me.
"I built a prison and made myself the warden."

Now he works 4 days a week.
Resigned from 3 boards. Joined his son's startup.
Making less money. Making more memories.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗶𝗺𝗲 𝗱𝗼𝗲𝘀𝗻'𝘁 𝘄𝗼𝗿𝗸 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗳𝗮𝘃𝗼𝗿
𝘄𝗵𝗲𝗻 𝘆𝗼𝘂'𝗿𝗲 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗿𝗼𝗻𝗴 𝗱𝗶𝗿𝗲𝗰𝘁𝗶𝗼𝗻.

Stop chasing the next decade.
Start designing tomorrow.

The titles will matter less when the days matter more.

💬 What are you chasing that's actually chasing you away from happiness?

🔁 Share this for the executive who needs permission to want less.

🔔 Follow Ramkumar R for mirrors that turn ambition into alignment.

𝗠𝘆 𝗜𝗦𝗕 𝗪𝗜𝗦𝗘 𝗰𝗮𝗿𝗼𝘂𝘀𝗲𝗹 𝗵𝗮𝗱 𝗮 𝗽𝗮𝗴𝗲 𝗿𝗲𝗽𝗲𝗮𝘁𝗲𝗱.

Still got reactions. Still got comments.
Still worth more than the 100 perfect posts I never published.

Ten years ago at WNS, Yogendra (Yogi) Goyal, our Chief Sales Officer, told me:
"You're doing incredible work. You should write about it on LinkedIn."

I spent the next 6 months "preparing."

Reading every viral post. Analyzing every framework.
Three hours daily consuming content about creating content.
30 minutes would have been enough to actually write.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗜 𝘄𝗮𝘀𝗻'𝘁 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘁𝗼 𝘄𝗿𝗶𝘁𝗲.
𝗜 𝘄𝗮𝘀 𝗮𝘃𝗼𝗶𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗽𝗼𝘀𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗼𝗳 𝘄𝗿𝗶𝘁𝗶𝗻𝗴 𝗯𝗮𝗱𝗹𝘆.

Now? I write every working day.
With typos. With mistakes. With repeated carousel pages.

And discovered something nobody tells you:
My worst posts taught me more than any course.
My mistakes got me more clients than my masterpieces.

Because people don't connect with perfect.
They connect with progress.

A client told me last week:
"I've attended 47 webinars on scaling this year.
My revenue hasn't moved."

We all have that one habit.
The one that feels like work but isn't.

Mine was "research mode."
Yours might be "planning mode."
Or "learning mode."

All sophisticated ways to avoid the thing that scares us:
Doing the work badly until we do it better.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗬𝗼𝘂𝗿 𝗳𝗮𝘃𝗼𝗿𝗶𝘁𝗲 𝗱𝗶𝘀𝘁𝗿𝗮𝗰𝘁𝗶𝗼𝗻 𝗶𝘀 𝘆𝗼𝘂𝗿 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝗳𝗲𝗮𝗿 𝗶𝗻 𝗱𝗶𝘀𝗴𝘂𝗶𝘀𝗲.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Ship daily with mistakes.
Not when you're ready.
Not when it's perfect.
Daily.

My repeated carousel page taught me about attention to detail.
The 100 perfect drafts in my folder taught me nothing.

Yogi was right 10 years ago.
I had stories worth sharing.
I was just too scared to share them imperfectly.

Now I know: Preparation is procrastination with a better resume.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗵𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝘂𝗻𝗰𝗼𝗺𝗳𝗼𝗿𝘁𝗮𝗯𝗹𝗲 𝘁𝗿𝘂𝘁𝗵:
𝗕𝘂𝘀𝘆 𝗶𝘀 𝘀𝗮𝗳𝗲. 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀 𝗶𝘀 𝘁𝗲𝗿𝗿𝗶𝗳𝘆𝗶𝗻𝗴.

Choose terrifying.

💬 What are you researching to avoid doing?

🔁 Share this for someone stuck in preparation mode.

🔔 Follow Ramkumar R for mirrors that turn hiding into shipping.

𝗠𝘆 𝗰𝗹𝗶𝗲𝗻𝘁 𝗴𝗼𝘁 𝗳𝗶𝗿𝗲𝗱 𝗳𝗼𝗿 𝗱𝗼𝗶𝗻𝗴 𝗮𝗰𝘁𝘂𝗮𝗹 𝘄𝗼𝗿𝗸.

A VP Sales called me in tears.

"I stopped attending the daily sync.
Started visiting clients instead.
Closed ₹3 crores in new business last month.
HR just put me on a PIP for 'not being collaborative.'"

"How many meetings did you miss?" I asked.

"Twenty-two."

"How many deals did you close?"

"Four."

"So you traded 22 hours of talking for ₹3 crores?"

"But nobody knows about those deals except my two team members."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂𝗿 𝗯𝗲𝘀𝘁 𝘄𝗼𝗿𝗸 𝗶𝘀 𝗶𝗻𝘃𝗶𝘀𝗶𝗯𝗹𝗲 𝘂𝗻𝗹𝗲𝘀𝘀 𝘆𝗼𝘂 𝗺𝗮𝗸𝗲 𝗶𝘁 𝘃𝗶𝘀𝗶𝗯𝗹𝗲.
𝗔𝗻𝗱 𝘆𝗼𝘂'𝗿𝗲 𝘁𝗼𝗼 𝗯𝘂𝘀𝘆 𝗱𝗼𝗶𝗻𝗴 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸 𝘁𝗼 𝗺𝗮𝗿𝗸𝗲𝘁 𝗶𝘁.

I see this pattern everywhere:
The quiet achiever wondering why they're overlooked.
The meeting regular who contributes nothing but gets promoted.

One CEO told me honestly:
"I promoted Rajesh because I see him every day.
Priya closed our biggest deal, but I found out three weeks later.
In my mind, Rajesh is always working. Priya? I don't know what she does."

"But Priya delivered ₹5 crores last quarter."

"I know that NOW. But perception happens daily.
Results get reported quarterly."

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗬𝗼𝘂𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗿 𝗶𝘀𝗻'𝘁 𝗶𝗴𝗻𝗼𝗿𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗿𝗲𝘀𝘂𝗹𝘁𝘀.
𝗧𝗵𝗲𝘆 𝗷𝘂𝘀𝘁 𝗱𝗼𝗻'𝘁 𝗸𝗻𝗼𝘄 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲𝗺.

Your manager has 200 emails daily.
15 meetings.
3 escalations.

Your quiet excellence? It's competing with loud mediocrity.
And loud usually wins.

Not because companies are stupid.
But because humans are wired to notice presence over performance.

I've coached 50+ executives who discovered:
- High performers spend 8 hours/week in meetings
- But only 10 minutes/week communicating wins
- Low performers? 27 hours in meetings
- Which means 27 hours of visibility

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

The 10-minute visibility system:
- Monday: 5-bullet email on last week's wins
- Wednesday: One Slack message about progress
- Friday: Quick corridor update to your boss

Total time: 10 minutes weekly.
Total impact: Massive.

That VP Sales?
We didn't change her work style.
We just made her work visible:
- Created a "Deals Closed" Slack channel
- CC'd leadership on client thank-you emails
- 2-minute video updates instead of hour-long meetings

PIP withdrawn in 3 weeks.
Why? Same results. Different visibility.

"Nothing changed except everything," she told me.
"I'm doing the same work.
But now people know I'm doing it."

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗵𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝘂𝗻𝗰𝗼𝗺𝗳𝗼𝗿𝘁𝗮𝗯𝗹𝗲 𝘁𝗿𝘂𝘁𝗵:
𝗬𝗼𝘂𝗿 𝘄𝗼𝗿𝗸 𝗱𝗼𝗲𝘀𝗻'𝘁 𝘀𝗽𝗲𝗮𝗸 𝗳𝗼𝗿 𝗶𝘁𝘀𝗲𝗹𝗳.
𝗬𝗼𝘂 𝗵𝗮𝘃𝗲 𝘁𝗼 𝘀𝗽𝗲𝗮𝗸 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸.

💬 How much time do you spend doing vs. communicating what you've done?

🔁 Share this for the quiet achiever who deserves to be seen.

🔔 Follow Ramkumar R for mirrors that show why being good isn't good enough.

𝗬𝗼𝘂𝗿 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝗱𝗼𝗻'𝘁 𝗰𝗮𝗿𝗲 𝗶𝗳 𝗔𝗜 𝗵𝗲𝗹𝗽𝗲𝗱.
𝗧𝗵𝗲𝘆 𝗰𝗮𝗿𝗲 𝗶𝗳 𝘆𝗼𝘂 𝘀𝗼𝗹𝘃𝗲𝗱 𝘁𝗵𝗲𝗶𝗿 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗮𝗻𝗱 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝗲𝗱 𝘁𝗵𝗲𝗶𝗿 𝘁𝗿𝘂𝘀𝘁.

A CEO messaged me last week.
"Should I tell clients we're using AI for strategy work?"

"Are you using their confidential data?" I asked.

"No, just market analysis."

"Then they care about results, not your research tools."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗧𝗵𝗲𝗿𝗲 𝗮𝗿𝗲 𝘁𝘄𝗼 𝗔𝗜 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀.
𝗬𝗼𝘂'𝗿𝗲 𝗽𝗿𝗼𝗯𝗮𝗯𝗹𝘆 𝗵𝗮𝘃𝗶𝗻𝗴 𝘁𝗵𝗲 𝘄𝗿𝗼𝗻𝗴 𝗼𝗻𝗲.

The first: "Look how innovative we are with AI!"
Nobody cares. AI is table stakes now.

The second: "Here's how we protect your data while delivering faster results."
Now you're talking business.

Your client with the ₹500 crore revenue plateau?
They don't care if AI analyzed trends.
They care that revenue hit ₹750 crores.

But feed their customer list into ChatGPT without asking?
You just became their biggest problem.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗔𝗜 𝗱𝗶𝘀𝗰𝗹𝗼𝘀𝘂𝗿𝗲 𝗶𝘀𝗻'𝘁 𝗮𝗯𝗼𝘂𝘁 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆.
𝗜𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝘁𝗿𝘂𝘀𝘁 𝗯𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀.

Public information + AI = Your competitive advantage
Client data + AI = Requires consent

Simple as that.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Know your boundaries:
- Market research = Your toolkit
- Client data = Full transparency required
- Regulated industries = Compliance first

Wrong conversation: "We use cutting-edge AI"
Right conversation: "We deliver results 5x faster"

AI is like having 20 junior analysts.
You wouldn't brag about team size.
But you'd disclose if they handled confidential data.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗿𝘂𝘀𝘁 𝗶𝘀𝗻'𝘁 𝗮𝗯𝗼𝘂𝘁 𝘁𝗲𝗹𝗹𝗶𝗻𝗴 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴.
𝗜𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝗻𝗲𝘃𝗲𝗿 𝘃𝗶𝗼𝗹𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀.

💬 Where's the line between your tools and their trust?

🔁 Share this for the professional navigating AI ethics without the handbook.

🔔 Follow Ramkumar R for mirrors that show you what actually matters.

"𝗪𝗲'𝗿𝗲 𝗳𝗹𝗮𝘁𝘁𝗲𝗻𝗶𝗻𝗴 𝗼𝘂𝗿 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲. 𝗠𝗶𝗱𝗱𝗹𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗶𝘀 𝗱𝗲𝗮𝗱 𝘄𝗲𝗶𝗴𝗵𝘁."
Three CEOs told me the same thing this month.

I've heard this from 12 CEOs in the last quarter alone.
All saying the exact same thing. Almost word for word.

One showed me his org redesign:

"Look - AI handles reporting now. Junior folks execute.
My senior management make the strategic calls. 
Why do I need translators in between?"

Another was more blunt:
"I'm paying ₹50 lakhs for someone to forward emails
and schedule meetings my calendar app can handle."

The third? She actually showed me the math:

"22 middle managers three years ago. Now we have 8.
Revenue up 40%. Efficiency soared."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗮 𝗺𝗶𝗱𝗱𝗹𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗿,
𝘆𝗼𝘂𝗿 𝗖𝗘𝗢 𝗶𝘀 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗽𝗹𝗮𝗻𝗻𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗲𝘅𝗶𝘁.

They just haven't figured out the timing yet.

Meanwhile, on LinkedIn:
These same middle managers posting about "building culture"
and "mentoring the next generation."

While their CEOs are in board meetings
drawing org charts without them.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗵𝗲 𝘀𝗮𝗻𝗱𝘄𝗶𝗰𝗵 𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗯𝗲𝗶𝗻𝗴 𝘀𝗾𝘂𝗲𝗲𝘇𝗲𝗱 𝗼𝘂𝘁.

AI from below. Cost pressure from above.

Too expensive to keep. Too experienced to retrain.

Too proud to pivot. Too visible to panic.

One CEO confided:
"My 45-year-old directors make ₹60 lakhs
to do what a 28-year-old with ChatGPT does better.
The math stopped working."

Another admitted:
"I feel bad. These are good people.
But sentiment doesn't show up on P&L."


𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Stop being a messenger. Start being a maker.
- Own outcomes, not org charts
- Create value, not slide decks
- Build revenue streams, not reporting lines
- Solve problems AI can't define
- Become indispensable, not intermediate

The CEOs keeping middle managers?
Only the ones who generate more than they cost.

The harsh calculus: If your job is translating up and down,
you're already obsolete.

Your Sunday truth:
If you're explaining someone else's strategy to someone else's team,
start building your own value proposition.

Before someone else explains why you're redundant.

💬 What unique value do you create that can't be automated or eliminated?

🔁 Share this for the middle manager who needs this wake-up call.

🔔 Follow Ramkumar R for uncomfortable truths your CEO won't tell you.

"𝗜 𝗽𝗿𝗼𝗽𝗼𝘀𝗲𝗱 𝘁𝗮𝗿𝗴𝗲𝘁𝗶𝗻𝗴 𝗺𝗶𝗱-𝗺𝗮𝗿𝗸𝗲𝘁 𝗰𝗹𝗶𝗲𝗻𝘁𝘀. 𝗚𝗼𝘁 𝗰𝘂𝘁 𝗼𝗳𝗳 𝗺𝗶𝗱-𝘀𝗲𝗻𝘁𝗲𝗻𝗰𝗲.
𝗧𝘄𝗲𝗻𝘁𝘆 𝗺𝗶𝗻𝘂𝘁𝗲𝘀 𝗹𝗮𝘁𝗲𝗿, 𝘁𝗵𝗲 𝗖𝗙𝗢 𝘀𝗮𝗶𝗱 𝘁𝗵𝗲 𝗲𝘅𝗮𝗰𝘁 𝘀𝗮𝗺𝗲 𝘁𝗵𝗶𝗻𝗴.
𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗹𝗼𝘃𝗲𝗱 '𝗵𝗶𝘀' 𝗶𝗱𝗲𝗮."

A 38-year-old COO sat across from me, exhausted.
This happens every executive committee meeting.

"How many women in that room?" I asked.

"Just me and one other. Out of twelve."

There it was.

She wasn't imagining it.
Men interrupt women 33% more often than other men.
In mixed meetings? 46 out of 48 interruptions come from men.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝘁𝗼𝗼 𝗾𝘂𝗶𝗲𝘁.
𝗬𝗼𝘂'𝗿𝗲 𝗯𝗲𝗶𝗻𝗴 𝘀𝗶𝗹𝗲𝗻𝗰𝗲𝗱.

"Watch what the Obama White House women did," I told her.

They created 'amplification':
When one woman made a point, another would repeat it.
"Sarah's insight about X is critical because..."
A third would build on it.

They stopped letting their ideas get stolen.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗪𝗼𝗺𝗲𝗻 𝗱𝗼𝗻'𝘁 𝘀𝗽𝗲𝗮𝗸 𝗲𝗾𝘂𝗮𝗹 𝘁𝗶𝗺𝗲 𝗶𝗻 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀 𝘂𝗻𝗹𝗲𝘀𝘀 𝘁𝗵𝗲𝘆'𝗿𝗲 𝟴𝟬% 𝗼𝗳 𝘁𝗵𝗲 𝗿𝗼𝗼𝗺.

When outnumbered, women use only 72% of their fair share of speaking time.

"So what do I do?" she asked.

"Three things," I said.

"First, find that other woman. Make her your amplifier.
When you speak, she repeats and credits you.
When she speaks, you do the same."

"Second, change your physics.
Men lean in 40% more often in meetings.
Lean forward. Both hands on table. Hold eye contact.
Your body claims space before your words do."

"Third, use verbal anchoring.
Start with: 'I have three points to make. First...'
When interrupted: 'I'll take questions after I complete my three points.'
They can't steal what you haven't finished saying."

She took notes. Then looked up.

"What if they still interrupt?"

"Name it. Calmly. Directly.
'I've been interrupted three times. I'd like to complete my point.'
Most men don't realize they're doing it.
The data shows they genuinely don't."

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

1) The Amplification Alliance: Find one person. Just one.
2) Physical Presence: Lean in. Hands visible. Eyes locked.
3) Verbal Anchoring: Number your points. Control the flow.
4) Data Shield: Lead with numbers. They can't interrupt facts.
5) Name the Pattern: Call it out. Without emotion. With precision.

The boardroom doesn't need women acting like men.
It needs women using strategies that actually work.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲 𝗴𝗮𝗽 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝗯𝗲𝗶𝗻𝗴 𝗵𝗲𝗮𝗿𝗱 𝗮𝗻𝗱 𝗯𝗲𝗶𝗻𝗴 𝗶𝗴𝗻𝗼𝗿𝗲𝗱?
𝗜𝘁'𝘀 𝗻𝗼𝘁 𝘆𝗼𝘂𝗿 𝘃𝗼𝗶𝗰𝗲.
𝗜𝘁'𝘀 𝘆𝗼𝘂𝗿 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆.

These exact strategies are being explored at ISB WISE conclave's Boardroom Ready roundtable on Nov 29.
Because knowing the rules changes the game.

💬 Which strategy will you try in your next meeting?

🔁 Share this for the woman who needs these tools today.

🔔 Follow Ramkumar R for mirrors that turn interruption into influence.

𝗬𝗲𝗮𝗿-𝗲𝗻𝗱 𝗿𝗲𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗶𝗻𝗴 𝗶𝘀 𝗵𝗲𝗿𝗲.
TCS slashed nearly 20,000 jobs in Q3 2025.
Amazon cut 14,000 corporate roles in October.
Verizon dropped 15,000 in November.
US firms announced 71,000 layoffs that month.

A business head reached out to me six months ago.

"I built the digital business from scratch.
₹200 crores in revenue. My team delivered it.
But I'm hearing whispers about restructuring.
And I'm never in the room where decisions get made."

"Who presents your numbers to the leadership team?" I asked.

"My boss. He calls it 'team effort.'"

"Who does senior leadership know by name?"

"Not me. I'm always traveling when they visit."

"Who will speak for you when the restructuring list is made?"

Silence.

We spent the next three months fixing that.

She stopped saying yes to every client trip.
Started being present when leadership visited.
Asked her boss if she could present her division's results at the next town hall.

Restructuring hit last month.
Her role wasn't touched.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗿𝗲𝘃𝗶𝗲𝘄𝘀 𝗺𝗲𝗮𝘀𝘂𝗿𝗲 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝗲𝗱.
𝗥𝗲𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗶𝗻𝗴 𝗹𝗶𝘀𝘁𝘀 𝗺𝗲𝗮𝘀𝘂𝗿𝗲 𝘄𝗵𝗼 𝗸𝗻𝗼𝘄𝘀 𝘆𝗼𝘂 𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝗲𝗱 𝗶𝘁.

Different games. Different survivors.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
When restructuring hits, nobody pulls out your performance review.
They ask: "Who do we know? Who do we need?"

If nobody in that room knows your face,
your numbers won't save you.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

- Be present when leadership visits. Skip the client trip.
- Ask to present your results at the next town hall.
- Make sure your numbers have your face attached to them.

𝗬𝗼𝘂𝗿 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 𝗱𝗼𝗻'𝘁 𝘀𝗽𝗲𝗮𝗸 𝗳𝗼𝗿 𝘁𝗵𝗲𝗺𝘀𝗲𝗹𝘃𝗲𝘀.
𝗬𝗼𝘂 𝗵𝗮𝘃𝗲 𝘁𝗼 𝘀𝗽𝗲𝗮𝗸 𝗳𝗼𝗿 𝘁𝗵𝗲𝗺.

💬 Who's speaking for your results when you're not in the room?

🔔 Follow Ramkumar R for mirrors that show what meritocracy actually looks like.

graphical user interface, diagram, application

"𝗜 𝘄𝗶𝗹𝗹 𝟭𝟬𝘅 𝘆𝗼𝘂𝗿 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲!"
"𝗜 𝗵𝗲𝗹𝗽 𝗰𝗼𝗮𝗰𝗵𝗲𝘀 𝘀𝗰𝗮𝗹𝗲 𝘁𝗼 𝟲 𝗳𝗶𝗴𝘂𝗿𝗲𝘀 𝗺𝗼𝗻𝘁𝗵𝗹𝘆."

But you don't know my practice.
You don't know my clients.
You don't know if I even want 10x.

A lead generation expert messaged me.
Same template every coach on LinkedIn gets.

I replied: "Which coach did you help achieve that?"

Silence.
Then: "That's confidential"

Translation: The success stories are still in beta.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂'𝗿𝗲 𝘀𝗲𝗹𝗹𝗶𝗻𝗴 𝗮 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻
𝘁𝗼 𝗮 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗜 𝗱𝗼𝗻'𝘁 𝗵𝗮𝘃𝗲.

Some coaches want 100 clients.
Some want 5.
Both are right.

But assuming everyone wants scale?
That's like assuming every restaurant wants to be McDonald's.

Some of us chose to be the small place
with a three-month waiting list.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝟭𝟬𝘅 𝘁𝗵𝗲 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 = 𝟭𝟬% 𝗼𝗳 𝘁𝗵𝗲 𝗱𝗲𝗽𝘁𝗵.

A consultant friend scaled to 50 clients.
"I became a human chatbot," she told me.
"Same advice. Different faces. Zero breakthroughs."

She's back to 5 clients now.
Makes more money. Works less. Loves Mondays again.

In 8 months with one CEO, we turned around his ₹200 crore company.
That doesn't happen with 50 other clients competing for attention.

It happens when you go deep enough to find what's actually broken.
Not the symptom. The source.

My best referral source this year?
A CEO whose business I helped transform.
Years later, still sending me clients.
That's the compound interest of depth.

You can't 10x that.
You can only earn it.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Know what you're optimizing for.

Empire builders need systems.
Impact creators need depth.
Freedom seekers need boundaries.

All valid. All profitable.
None requiring a templated DM.

The coaches who actually need help scaling?
They're getting warm introductions.

From clients whose businesses they transformed.
Not whose inboxes they invaded.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝗴𝗿𝗼𝘄𝘁𝗵 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆
𝗶𝘀𝗻'𝘁 𝗺𝗼𝗿𝗲 𝗰𝗹𝗶𝗲𝗻𝘁𝘀.
𝗜𝘁'𝘀 𝗱𝗲𝗲𝗽𝗲𝗿 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻𝘀.

𝗧𝗵𝗲𝘆 𝗰𝗿𝗲𝗮𝘁𝗲 𝘁𝗵𝗲𝗶𝗿 𝗼𝘄𝗻 𝗺𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴.

💬 What are you optimizing for - volume or value?

🔁 Share this for the entrepreneur who needs permission to stay small.

🔔 Follow Ramkumar R for mirrors that show you what growth actually looks like.

𝗧𝗵𝗲 𝗜𝗦𝗕 𝗪𝗜𝗦𝗘 𝗰𝗼𝗻𝗰𝗹𝗮𝘃𝗲 𝗯𝗲𝗴𝗶𝗻𝘀 𝗶𝗻 𝗺𝗶𝗻𝘂𝘁𝗲𝘀.

All week I wrote about the problems.
The ₹800 crore deal maker accepting 40% less pay.
The COO whose ideas get stolen in meetings.
The CMO choosing excuses over execution.

Today? We stop documenting the problem.
We start becoming the solution.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗘𝘃𝗲𝗿𝘆 𝘄𝗼𝗺𝗮𝗻 𝗵𝗲𝗿𝗲 𝗸𝗻𝗼𝘄𝘀 𝘁𝗵𝗲 𝘀𝘁𝗮𝘁𝘀.
𝗧𝗼𝗱𝗮𝘆 𝘁𝗵𝗲𝘆 𝗴𝗲𝘁 𝘁𝗵𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀.

200+ women leaders. NSE Mumbai. One afternoon.
Four roundtables that change everything:

𝗕𝗢𝗔𝗥𝗗𝗥𝗢𝗢𝗠 𝗥𝗘𝗔𝗗𝗬
Turn interruptions into influence. Get heard without raising your voice.
Because 46 out of 48 meeting interruptions come from men.
Time to flip that script.

𝗗𝗘𝗦𝗜𝗚𝗡𝗜𝗡𝗚 𝗔 𝗟𝗜𝗙𝗘 𝗧𝗛𝗔𝗧 𝗪𝗢𝗥𝗞𝗦
Stop choosing between success and sanity.
Build boundaries without apology.
43% higher burnout rates? Not anymore.

𝗔𝗜 𝗙𝗢𝗥 𝗛𝗨𝗠𝗔𝗡𝗦
Close the 25% AI adoption gap.
Make technology work for you, not intimidate you.
Because falling behind isn't an option.

𝗠𝗢𝗡𝗘𝗬 𝗖𝗜𝗥𝗖𝗟𝗘𝗦
"I want more" becomes standard vocabulary.
Track wins like evidence. Negotiate like you mean it.
64% wealth gap? We're coming for it.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗵𝗲 𝗴𝗲𝗻𝗱𝗲𝗿 𝗴𝗮𝗽 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗰𝗹𝗼𝘀𝗲 𝘄𝗶𝘁𝗵 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀.
𝗜𝘁 𝗰𝗹𝗼𝘀𝗲𝘀 𝘄𝗶𝘁𝗵 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗶𝗼𝗻𝘀.

From accepting to negotiating.
From silenced to strategic.
From overwhelmed to optimized.
From left behind to leading edge.

Recording every breakthrough moment.
Because evidence beats anecdotes.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘄𝗵𝗲𝗻 𝘄𝗼𝗺𝗲𝗻 𝘀𝘁𝗼𝗽 𝗮𝘀𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗮 𝘀𝗲𝗮𝘁 𝗮𝘁 𝘁𝗵𝗲 𝘁𝗮𝗯𝗹𝗲
𝗮𝗻𝗱 𝘀𝘁𝗮𝗿𝘁 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗼𝘄𝗻?

The entire game changes.

💬 Which strategy are you implementing Monday morning?

🔁 Share this for the woman who needs these tools but couldn't be here.

🔔 Follow Ramkumar R for real-time updates from where transformation happens.

ISB Alumni Indian School of Business D N V Kumara Guru Parul Khullar Mukti Hariharan Shifa Soomar Dr. Manisha Gudka Sireesha Yadlapalli Mahima Garg Kaumudi Goda Himanshu Arya Deeksha S. Kanksha Sood Sandhya Balakrishnan

Global Head, Consulting, Brillio

𝗔 𝟰𝟴-𝘆𝗲𝗮𝗿-𝗼𝗹𝗱 𝗖𝗠𝗢 𝘀𝗮𝘁 𝗮𝗰𝗿𝗼𝘀𝘀 𝗳𝗿𝗼𝗺 𝗺𝗲.
"𝗜 𝗵𝗮𝘃𝗲 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗜 𝘄𝗼𝗿𝗸𝗲𝗱 𝗳𝗼𝗿. 𝗦𝗼 𝘄𝗵𝘆 𝗱𝗼 𝗜 𝗳𝗲𝗲𝗹 𝗹𝗶𝗸𝗲 𝗜'𝗺 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 𝗶𝗻 𝗰𝗶𝗿𝗰𝗹𝗲𝘀?"

₹1.5 crore package. Board meetings. 500-person org.
And completely lost.

"When did you last feel alive at work?" I asked.

Silence. Then: "2008. When I was nobody. Just building."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝗵𝗮𝘃𝗶𝗻𝗴 𝗮 𝗺𝗶𝗱-𝗹𝗶𝗳𝗲 𝗰𝗿𝗶𝘀𝗶𝘀.
𝗬𝗼𝘂'𝗿𝗲 𝗵𝗮𝘃𝗶𝗻𝗴 𝗮 𝗺𝗶𝗱-𝗹𝗶𝗳𝗲 𝗮𝘄𝗮𝗸𝗲𝗻𝗶𝗻𝗴.

I've coached 100+ executives through this exact moment.
Same age bracket. Same success markers. Same emptiness.

They come thinking they need a new job.
They leave knowing they need a new relationship with themselves.

"Tell me three things," I said to that CMO.
"What you're world-class at.
What pisses you off daily.
What you'd do if nobody was watching."

Twenty minutes of word vomit.
Then we found it.

Her superpower wasn't marketing.
It was translating complexity into clarity.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗦𝘂𝗰𝗰𝗲𝘀𝘀 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗺𝗲𝗮𝗻𝗶𝗻𝗴 𝗳𝗲𝗲𝗹𝘀 𝗹𝗶𝗸𝗲 𝗳𝗮𝗶𝗹𝘂𝗿𝗲 𝗶𝗻 𝘀𝗹𝗼𝘄 𝗺𝗼𝘁𝗶𝗼𝗻.

That CMO? Three sessions. Three breakthroughs.

Found her real values (not the corporate poster ones).
Identified two opportunities already in front of her.
Built a 90-day experiment plan.

She didn't quit. Didn't take a pay cut.
Started a learning lab inside her company.
Same title. Different energy.

Six months later, she messaged me:
"I haven't felt this alive since 2008."

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Stop asking "What's next?"
Start asking "What's true?"

- What lights you up? (Not what pays well)
- What problems make you angry? (Not your KPIs)
- What would you do for free? (Not what you're paid for)

You don't need another degree.
You don't need to burn it all down.
You need clarity on who you actually are.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗮𝘁 𝗿𝗲𝘀𝘁𝗹𝗲𝘀𝘀𝗻𝗲𝘀𝘀 𝘆𝗼𝘂 𝗳𝗲𝗲𝗹?
𝗜𝘁'𝘀 𝗻𝗼𝘁 𝗮 𝗰𝗿𝗶𝘀𝗶𝘀.
𝗜𝘁'𝘀 𝘆𝗼𝘂𝗿 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰 𝘀𝗲𝗹𝗳 𝗿𝗲𝗷𝗲𝗰𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗰𝗼𝘀𝘁𝘂𝗺𝗲.

Time to find out who's underneath.

💬 What truth about yourself are you avoiding because it doesn't fit your role?

🔁 Share this for the executive who needs permission to want more than success.

🔔 Follow Ramkumar R for mirrors that turn mid-life crisis into mid-life clarity.

taplio

The Battle

Leah Scarnegi

Ramkumar R

Followers

Posts

Engagements

Likes

Performance ScoreLeah Scarnegi's LinkedIn Performance

Performance ScoreRamkumar R's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Leah Scarnegi

Ramkumar R

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Leah Scarnegi's LinkedIn Performance

Performance ScoreRamkumar R's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreLeah Scarnegi's LinkedIn Performance