Unconventional Leadership Enthusiast | Creator and propagator of the "5E's of Leadership" | Empowering Leaders to Transform & Thrive in the Age of Change

When leaders face tough situations — turnarounds, post-acquisition chaos, leadership breakdowns, toxic culture, execution failures — they don’t need advice or frameworks.
They need someone who can step in, take ownership, and deliver results.

That’s what I do.

I bring 20+ years of senior HR and organizational leadership experience across EMEA, with 10+ large-scale transformation assignments. I embed with executive teams, stabilize situations fast (3–6 months), and build sustainable leadership and organizational capability over 12–18 months.

I work at the intersection of leadership, decision-making, and organizational systems — where strong individuals often struggle to operate as a coherent whole under pressure.

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Selected impact:

→ German manufacturing business in crisis
Leadership vacuum, toxic culture, massive talent exodus.
Turned €10M annual losses into breakeven within 12 months.

→ Three Italian plants operating as warring factions
No alignment, no shared priorities.
Built cross-plant leadership alignment; European product sales increased by ~25%.

→ Young leadership team blocked by entrenched resistance
Coached and supported them through a full transformation.
Order execution speed improved by 30%; complete business model turnaround within one year.

→ Severe labor availability crisis across Eastern Europe
Attrition reduced from 25% to 8%; seasonal staffing stabilized through leadership and HR mobilization.

→ Quality function collapse after global product recall
Rebuilt the function from scratch, replaced half of leadership.
All critical issues resolved within 12 months; quality records broken year after year since.

→ Commercial organization with toxic culture and recurring losses
Transformed into the fastest-growing commercial team in Europe within 18 months.

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How I work

Beyond classic interim leadership, I increasingly use facilitated business simulations to make leadership and decision-making dynamics visible under pressure.
They help executive teams see — within hours — patterns that often remain hidden in meetings for years.

This is not training and not theory.
It’s a way to surface how decisions interact, where responsibility concentrates or disappears, and why strong teams sometimes underperform as a system.

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Where I typically engage

• Crisis stabilization
• Post-acquisition integration
• Leadership transitions
• Culture and execution transformation

Scope: EMEA.

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Available for Interim CHRO / HR Director assignments and executive-level transformation work.
High travel is not an issue.


Mikhail Lvovskii

I used to introduce myself as an HR Business Partner.

Then a plant manager told me: I don't need a partner. I need someone who tells me what I don't want to hear.

That stuck.

See, "partner" sounds strategic. It sounds like you're in the room, working together, nodding along.

But in the real world, when a business is in trouble,
agreement is the last thing that moves the needle.

Leaders don't need another person cosigning their decisions.
They need someone who points out what everyone else is quietly ignoring.
Someone who's willing to be unpopular.
Someone who calls out the elephant, every single time.

That's what makes you valuable.
Not sitting at the table.
Not your seat on the org chart.

The best HR people aren't just partners.
They're mirrors. The kind that shows the full, messy picture,no matter who's looking.

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Happy New 2006 Year to everyone!
Best wishes to you and your closed ones!

Certified Transformational Coach

Global Professional in Human Resources (GPHR)

Change Management. Level 4. Change Trainer.

Coaching for Performance. Train the Trainer

Continuous Improvement and Lean Management

EQ 360 degrees feed-back coach

Efficient methods of recruitment and headhunting

Electrolux Leader

Electrolux Next Level Leader

HR Academy

Job Evaluation: Mercer's methodology

People management skills

People management training. Train the trainer

Preparation to GPHR certification

Samsung Leadership program

StoreWars business simulation

Storytelling

Interim HR leadership and transformation execution for organizations facing crisis, transition, or underperformance.

Short- to mid-term Organizational interventions to the teams with dysfunctions, in order to build high the basis for high performance.

Selected projects:

Pharma (multinational, CEE) – Reset the top team, introduced ambitious visioning and planning cadence, strengthened collaboration → positioned business for accelerated market growth.

Global Electronics producer – Advised on HR operating model redesign, aligning service delivery with business strategy → increased ownership by line managers, freed HR from admin.

Industrial Plant (Germany/Poland border, 900 employees) – Installed accountability ladder and reset leadership culture → productivity lifted by 20% in 3 months.

Law Firm (Poland, 400 employees) – Partnered with new HR Director after failed engagement survey → leadership reset, trust rebuilt, attrition slowed within 6 months.

Founder and Principal Consultant

Helping companies overcome challenges in the area of people, leadership and culture.
Helping to run organizational transformation: design, implementation, change management.
Transforming HR organizations to be true business partners and move them towards business drivers.

Chief Transformational Officer

Built HR function from scratch for international logistics company: strategy through execution, all processes, leadership team across 15 countries.

Led three major turnaround initiatives:

German Entity Turnaround (2023-2024)
Situation: German manufacturing entity in crisis — leadership vacuum, toxic culture, talent exodus. Running consistent losses (-10M EUR annually) despite major technology investment.
Action: Led leadership and culture reset. Addressed talent crisis through targeted interventions. Aligned leadership team around performance recovery. Reviewed and streamlined key functional processes.
Result: From -10M EUR annual losses to breakeven within 1 year. Organization stabilized, leadership aligned, underperformers exited.

Italian Operations Integration (2023-2024)
Situation: Three Italian plants operating as warring factions — fighting internally and resisting collaboration with European operations.
Action: Drove cross-plant alignment initiatives. Broke down silos between Italian entities and broader European organization. Built collaborative leadership culture.
Result: Italian product sales in Europe increased ~25%. Unified operations, established productive collaboration. Refreshed Italian management at top 2 layers.

Lithuania Leadership Transition (2022-2024)
Situation: Young leadership team installed after leadership reset, struggling to drive change in entrenched old-guard organization.
Action: Coached and supported new leadership team through transformation. Helped build credibility and change capability. Addressed resistance, aligned organization around new direction.
Result: Orders execution speed improved 30%. Complete business model turnaround from imports to local production within 1 year. Annual growth 15%.

European operations sold to strategic buyer in 2024 following successful stabilization.

Chief Human Resources Officer

Progressive HR leadership across EMEA Industrial Operations, with four major turnaround/transformation cases:

Quality Function Crisis Recovery (2018-2019)
Situation: Global quality scandal — mass product recall (dishwashers) causing massive financial losses and reputational damage. Quality function neglected for years: incompetent team, weak culture, no credibility.
Action: Partnered with new Quality leader to rebuild from ground up. Replaced more than half of leadership team. Redefined function's mission. Recruited high-caliber talent. Coached leader through confidence gaps.
Result: All critical quality issues resolved within 12 months. Historical quality records broken every subsequent year. Function transformed from liability to competitive advantage.

East Europe Manufacturing Labor Crisis (2018-2019)
Situation: By season 2018: zero applications for seasonal workers, significant drop in permanent worker inflow. No one wanted to join Electrolux factories.
Action: Gathered EMEA Manufacturing leadership to develop comprehensive solution. Introduced migrant workers approach despite strong stakeholder resistance.
Result: Decreased workers' attrition from 25% to 8% within months. Employee engagement improved 22 percentage points in Eastern Europe. Season 2018 sdtafed fully. YoY productivity and OEE targets over-achieved for first time in Eastern Europe.

Supply Chain Centralization (2014-2016)
Situation: Major organizational restructuring — centralizing Supply Chain operations across EMEA. Experienced plant managers losing power. Strong resistance, lack of trust, leadership vacuum.
Action: Deployed as embedded change agent. Bridged gaps between central leadership and local plant management. Ensured functioning of new structure during transition.
Result: New centralized organization successfully established and operational. Achieved strategic targets for product delivery at improving cost. New SC organization gained trust and demonstrated advanced capabilities.

HR Director Industrial Operations EMEA (from 2019 - Europe)

Commercial Organization Turnaround
Situation: Dysfunctional commercial organization with toxic culture, chronic underperformance, consistent losses. Managing Director terminated in week two of my arrival.
Action: Kept business running for 4 months while assessing team. Personally removed most toxic individuals. Rebuilt leadership culture around accountability. Supported onboarding of new MD and completed organizational reset.
Result: Transformed from loss-making unit to fastest-growing commercial team in Europe. Delivered significant sales growth and profit turnaround within 18 months. Built self-steering team capable of sustaining performance.

Regional HR Director (CIS counties + Baltics)

HR leadership for industrial gas operations including oversight of two M&A integration projects. Managed complex stakeholder environment, aligned cultures and systems across acquired entities while maintaining operational stability.
Assured stable business functioning along severe Financial crisis of 2008-2009, forcing mass redudancies and business restructuring. While making sure 2 entities acquired pre-crisis were integrating into the business wihtout performance loss.

HR Director

Regional HR leadership across CIS markets for consumer electronics business.
Establishing HR system from scratch along shaping new Global region in CIS.

CIS Region HR Manager

Post-merger integration of Business Consulting practice into IBM structure. Aligning processes, leadership practices and culture.

HR Manager. Business Consulting Services department (integration project)

Recruitment and development support for the pilot project for the emerging business model of dedicated software development centres.

Recruitment Manager

Interim HR Director/CHRO | Turnaround & Transformation Specialist | I stabilize broken organizations and rebuild dysfunctional teams

English

German

Polish

Russian

SHRM

Team effectiveness - from strategy to execution · Creator of QurumQ team behavior simulation · ex-Electrolux, Linde, Samsung, IBM, Luxoft

€50,000 blown on a leadership offsite.

Three months later, same problems.

Great facilitator. Gorgeous venue. Everyone left happy.

Nothing changed.

The offsite treated symptoms, not systems.
For a week, everyone played nice. Then reality snapped back.

One person still hogged decisions.
Old conflicts, still swept under the rug.
Alignment, still fake.

Feeling good together doesn't fix teams.
Seeing, then fixing, how a team actually works does. 

Most team building is a vacation from dysfunction.
Real development? Brutal. It's a mirror, not a retreat.

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A factory was bleeding money.

Everyone expected layoffs.

I started with something different.

I asked the shift supervisors what they'd do if they ran the place.

The answers were sharper than anything the leadership team had cooked up.

No management speak. No theory.

They named the broken machines, the wasted steps, and the dumb rules that slowed down every shift.

They didn't need a consultant or a strategy deck.

They needed someone to ask, listen, and act.

The people closest to the work had been watching the real problems for years. Nobody had bothered to ask.

The turnaround kicked off the day leadership stopped pretending they had all the answers.

You want a transformation? 

Before you start buying frameworks and hiring experts, try something radical.

Ask the people staring at the mess every day how they'd fix it.

Then actually listen.

She was one of our best.

On her last day, I asked why she was really leaving.

She said, "I've been leaving for two years. No one noticed."

That's the part no one wants to hear.

By the time someone resigns, the decision was made months ago.

You can track the trail if you bother to look.

First comes the silence in meetings. 
Then the suggestions that go nowhere.
After that, the missed promotion, or no feedback at all.

It's a slow fade.

Most companies don't see it, or pretend not to.

Then they schedule the exit interview, hoping for some honest insight.

But by then, it's just an autopsy.

The real work is upstream. If you want blunt truth, ask before people disengage. 

Stay interviews. Candid check-ins. Not the end, the middle.

Ask early. Ask often. Or get comfortable with good people silently slipping out the door.

You choose which kind of interview you prefer.

There are two types of team building.

One asks, "Do we like each other?"
That's escape rooms, cooking classes, drinks after work.
Easy to buy, easy to deliver.
Zero impact on Monday morning.

The other asks, "How do we function when it matters?"
Now you're talking resource constraints, time pressure, clashing priorities.
You put the team in the fire. Watch what surfaces.
It's messy. It's uncomfortable. Most companies run the other way.

After 25 years, I've seen the same pattern.
- Teams that choose comfort stay stuck.
- Teams that choose the mirror, the hard look at reality, break through every time.

You want transformation?
Skip the trust falls.
Choose the mirror.

Forget teaching.

The fastest way to develop a team isn't to lecture, train, or hand them a new model.

It's to throw them into a real situation that reveals their default patterns, good and bad.

No slides. No expert diagnosis. Just a mirror.

Let them see the gap for themselves.

After 25 years of running all the types of workshops and interventions, I don't believe in top-down development.

People don't shift because someone tells them how.

They shift when they see what they're actually doing, together, in real time.

That discomfort? That clarity? It does the heavy lifting.

The hard part: engineering that moment without artifice or theater.

That's the edge I've been focused on. More on the method soon.

Networking w swiecie przedsiębiorców jest niezbędny.
Ale jak być jeżeli nie jesteś "stąd"?

Przeprowadziłem się do Wrocławia, no i do Polski, ponad 12 łat temu, po 37 łatach spędzonych w rodzinnym kraju i miejście.

Tak się stało ze długie łata skupiłem się na karjerze korporacyjnej tego pracodawcy który mi tutaj przywiózł. I nie myśliałem że poza ramami tego pracodawcy też jest życie. Nie budowałem sieci.

Tak się wydarzyło że 5 łat temu stwierdziłem że chcę kontynuować swoją drogę samodzielnie, prowadzić własny biznes. 
Ale się okazało że network który miałem był słaby. Jakość sieci po moim ocenam bardzo niska. Większość wartościowych kontaktów to jedna firma - mój były pracodawca.

Probowałem rózne sposoby, ale włąsnie nic nie działa lepiej niż spotkanie tet-a-tet i dzielenie się wiedzą.

Dzięki Martyna Lempert, z której się poznaliśmy z połtora tygodni chyba, już po raz drugi biorę udział w spotkaniu kameralnym przedsiębiorców Wrocławia. I to własnie jest wartość ludzkich relacji - poradzić, skierować, pomóc. 
Dzięki Martyna jeszcze raz!

O wydarzeniu:
Serial networkers Meetup - Wrocław!✅ 

Data: 6 marca 2026
Miejsce: Ace of Space Renoma, Świdnicka 40, Wrocław.
Czas: 16:00-21:00

Bilety: https://lnkd.in/drptwwBB

HR keeps buying what's easy to explain.

Quiz night? That one sells itself. It's cheap. Everyone joins in. No heavy lifting.

But try selling a simulation that shows which leaders choke, stall, or step up in real decisions.

Suddenly, it's too hard to pitch. The CFO gives you a blank stare.

So HR grabs the thing with the simple story. Entertainment wins. Real change loses.

Then they wonder why nothing sticks. Why leaders keep repeating the same mistakes.

The real blocker in corporate learning isn't a lack of ideas. It's a fear of anything that can't be explained in a single line.

If your solution is neat and fun, it lives.
If it reveals hard truths, it dies in the meeting room.

Real transformation isn't simple. The pitch shouldn't be either.

The CHRO wanted a succession plan.

I only asked one question:
Who on your team would you actually bet on?

Silence.

Not because they didn't know.
Because saying it out loud means facing the reality.

Most succession planning is corporate theater.
- Map names to boxes.
- Run assessments.
- Draft development plans.
Nothing happens.

The real questions never make the agenda:
- Who's truly ready?
- Who never will be?
- Who's here just because it's easy to keep them?

HR builds frameworks.
Leadership dodges decisions.

If your succession plan hasn't changed in six months,
 it's not a plan.
It's paperwork.

The best assessment I ever saw wasn't an assessment.

I used to roll my eyes at gamified anything. Always felt like a gimmick.

Then I watched a senior leadership team dive into a business simulation.

No assigned roles. No scripts. No "correct" answers.

Within an hour, everything flipped:

- The quiet one? Turned into the team's strategist. 
- The confident one? Tanked the business with reckless bets. 
- The supposed collaborator? Bulldozed every conversation.

They stopped performing. They just played.

That's when the real dynamics showed up.

You want to know how someone leads? 
Stop calling it an assessment.

Let them forget they're being watched. 
And see who actually shows up.

I watched 12 teams solve the same problem, with the same rules and the same time.

Not a single team did it the same way.

But some patterns stood out.

 Teams with one loud voice moved fast. They also got the worst results.

Teams that "wasted" time arguing every angle? They made fewer mistakes.

And when someone asked, "Wait, what are we optimizing for?", that team usually crushed the ones who just rolled up their sleeves and started working.

The kicker?
Teams that thought they nailed it weren't always the ones who actually did.

Especially under pressure, confidence and competence are two different signals.

If your team moves fast and sounds sure of themselves, you might want to check what they're actually delivering.

Sent hundreds of managers to leadership training.

Every feedback form was glowing.
"Eye-opening." "Very useful." "Will apply immediately."

But come Monday, nothing changed.

Took me years to see the gap.

Training tells you what good leadership looks like.
It never shows what your leadership actually is.

There's a world of difference between:
- Knowing you should listen more
- And watching yourself interrupt three people in a row when things get tight.

The first is advice.
The second is a mirror.

Most companies spend a fortune on advice.
Almost none bother with mirrors.

That's why so many "trained" managers never improve.

Most leadership teams think their collaboration is strong.

Surveys will back that up.

But watch them try to split a shrinking budget in real time.

That's where the truth shows up.

I once ran a survey for a leadership team. 90 percent rated their collaboration as strong or very strong.

Then I watched them actually work together.

It took 30 minutes for two people to bulldoze every decision. One person checked out completely. The rest held their ground but never moved the conversation forward.

Nobody lied on the survey. They honestly thought they were a high-performing team.

But self-perception is not data.

If you want to know how your team works, stop asking. Start watching.

Observed behavior is the only data that counts.

Everyone thinks they know how their team works.

They don't.

I've spent 25 years inside boardrooms, factory floors, crisis war rooms. Seen the same thing play out, everywhere.

What people say in surveys, workshops, performance reviews , irrelevant.

When the clock's ticking and stakes are real, most teams have no idea how they behave.

So I built something that shows them.

It's called QurumQ.

Not a training. Not a game.

A two-hour simulation that drags team behavior into the open. Real decisions, real pressure. No scripts, no right answers, no place to hide.

10 simulated years in 2 hours.
Physical cards. Digital engine. Electronic dice.
Crises, dilemmas, career moves, deals, betrayals. All of it.

Leadership appears or vanishes.
Risk-takers and risk-dodgers reveal themselves.
You see who actually listens, and who's just waiting to talk.

It's a mirror. Brutal, clear, unfiltered.

Suitable for offsite setting, fully online version for remote teams, multi-days marathon with short daily intervention and deepest level reflection.

I'm running beta sessions now. Looking for 10-15 companies in Europe ready to find out how their team really works under pressure.
Nice discounts guaranteed!

If you own team dynamics, decision-making, or leadership development, Id love to show you exactly what this simulation looks like. 
Scheduling link in a first comment. Or just DM me to agree for a demo.

A CFO once told me, "HR talks about people like they're a religion, not a business."

I was offended. For about ten seconds.

Then it clicked. He was right.

We say "talent is our greatest asset" but can't put a number on it.

We say "culture drives performance" but can't measure it.

We say "engagement matters" but never connect it to revenue.

Then we act shocked when we're left out of real decisions.

HR has a language problem. We preach. The business does math.

The answer isn't to ditch the human element. It's to translate it.

If you can't prove your work moves a number your CFO checks, you're not strategic. 
 You're just decoration.

A leadership team spent three months debating a senior hire.

In the end, they picked the safest candidate, someone exactly like them.

Here's what most leaders won't admit, even to themselves.

Hiring decisions expose what you actually value, not what you claim to value.

Every time someone gets labeled a "culture fit," take a closer look. Sometimes it's alignment. More often, it's just comfort.

You can paste values on the wall and talk about innovation, but the real test is in the room when a decision needs to be made.

Your hires are your culture.

Look at your last five. What did you really optimize for?

Be honest. That's the only way things change.

The worst team conflict is silent.

I've seen leadership teams who brag about "alignment." No debates. Quick decisions. Lots of nodding.

Looks smooth. Until you see the mess underneath.

Three strategies pulling in opposite directions. Secret alliances. One person overloaded while the rest jockey for status.

The show of harmony was just that, a show.

Healthy teams fight in the room, then walk out aligned. 
Dysfunctional teams nod in the room and undercut each other later.

If your meetings never get heated, don't kid yourself. That's not alignment.
 
That's avoidance.

Every meeting was polite. Every decision was unanimous.

And the company was slowly dying.

Here's the hard truth. If your leadership team never argues, you don't have trust. You have silence.

Real teams fight. They call out bad ideas before they turn into layoffs. They push each other, because they care more about the business than about looking agreeable.

When you see nothing but smiles and nods, it doesn't mean you've built a great team. It means the real issues are hiding in the hallway, whispered behind closed doors, or ignored until it's too late.

It's not complicated. People avoid conflict when they don't believe it's safe. That's how bad decisions get made, quarter after quarter, until there's nothing left to save.

If your leadership meetings feel comfortable, something important isn't being discussed.

I've sat in on dozens of teams tackling the same problem.

The outcome is set in the first three minutes.

Not by strategy. Not by intelligence. By something simpler.

Who asks a question before proposing a solution?

Teams that start with "What are we actually dealing with?" beat teams that start with "Here's what we should do." Every time.

The uncomfortable part? The teams that rush to solutions feel better. They look decisive. They act confident.

They just end up being wrong, more often than not.

Speed of decision is not quality of decision.

But put any team under pressure, and almost all of them confuse the two.

Retrospectives are everywhere.

But most are a waste of time.

People obsess over what went wrong, what could be improved, what the team should do next time.

Nobody asks the only question that matters: How did we actually make that decision in the first place?

Everyone remembers missing the deadline.
So they say, plan better next time.

But nobody rewinds to the meeting where someone flagged the risk, got ignored, and the group charged ahead.

The real mistake? The way the room made decisions. Not the plan itself.

By the time you get to the retrospective, everyone's already changed the story in their head.

You can't fix a process you never saw.

Stop asking what went wrong.

Start asking: what happened in the room when it mattered, and why did nobody stop a bad call in real time?

That's where the real answers are.

Nicky Price

Break through subconscious patterns to unlock your true potential |High Performance Transformation Therapist & Coach |PQ Positive Intelligence | #anxiety #Impostorsyndrome #publicspeaking #moneyblocks

You’re not stuck. Your identity just hasn’t caught up with your potential yet — and that’s what I help women in business change.

Hi, I’m Nicky 👋

If you’re an ambitious woman in business who knows you’re here for more, but something inside still holds you back, you’re not alone. You’ve done the strategy, the mindset work, maybe even the healing… but you're frustrated because you haven’t yet been able to step into the visibility, confidence or impact you know you’re meant for.

But here's the truth.  You can’t create your next level of success with the same thoughts, beliefs and identity that built your current one. Your strategy isn’t the problem — you’ve hit an internal identity ceiling.

That older identity was shaped a long time ago — and it can’t yet hold the success, visibility, income and fulfilment you’re trying to create.

That’s why you may still:

- Dim your voice, or find yourself playing small

- Question yourself and your expertise

- Overgive, undercharge or undervalue yourself

- Hit ceilings in visibility, income or confidence

- Get close to breakthroughs… then stall

You think you need a better strategy.
But what you actually need is an identity upgrade.

When your identity shifts, everything else follows — naturally and permanently.

🌟 What I Do: 

I help women in business get out of their own way and step into the visibility, confidence and impact they’re capable of, by rewiring the subconscious patterns that silently limit success.

My work blends:

✅  Identity-level rewiring

✅  Subconscious repatterning

✅  Behavioural and emotional integration

This isn’t surface level mindset work.
It’s identity evolution at the subconscious level — the root of lasting change.

✨ What Clients Often Say

“I finally feel like I can do this.”
“I’m being seen and heard — without forcing it.”
“I can hold more — more income, more visibility, more ease.”

You don’t have to choose between your success, impact, wellbeing, or connection and relationships.
You get to have it ALL— AND be the woman who can hold it.

💫 Ways to Work With Me

✨ 1:1 Identity Upgrade Sessions
✨ 6-Month ‘Here For More’ Program
✨ Hybrid Therapy + Coaching Deep-Dive
✨ Speaking & Workshops on Identity, Visibility & Confidence

If you can feel your next-level self calling you forward,  but feel like you're sabotaging yourself — you’re just ready for an identity upgrade.
Message me or take a look at this introductory video.  https://mebutfree.com/LI

Founder

Overcoming limiting beliefs in the workplace is often referred to as "mindset" work - yet our conscious mind is a very small part of what shows up for us in day to day life.  It is our sub-conscious mind that is running the show as it accounts for around 90-95% of our daily actions.  
I am passionate about helping my clients to ignite their full potential in their business or career by removing impostor syndrome, anxiety, money and confidence blocks, but I also love sharing how it is possible to live a calmer, happier, more abundant and stress free life with more intimate connections  by understanding a little about how your mind works. 

As an Advanced RTT therapist and Accredited coach,  I am able to FREE my clients from all sorts of limiting beliefs and behavioural patterns using my unique 5 step freedom formula for cognitive change. 

The results are transformational.  All sessions are done either face to face locally or via private video conferencing around the world.  
Whilst I can help with pretty much any block or unwanted behaviour patterns - my specific area of expertise is helping my clients to work through impostor syndrome, anxiety, confidence and self worth issues in their business, their relationship with money and with their partner relationships.

==> Looking for a speaker? - I am available for speaking events and have 3 signature talks around how our mind works to enable us to achieve happiness and fulfilment in our life. 
Podcaster or Broadcaster?  - Check out my radio interview:
https://www.mixcloud.com/radiowoking/roys-happy-hour-with-guest-nicky-price-7th-january-2020

Send me a private message to find out more or visit my website:
https://www.MeButFree.com
#RTT #RapidTransformation #hypnosis #therapy #Neuroplasticity #mindfulness #happiness #mentalhealth #personaldevelopment #speaker #lifecoach

Today I’m taking the day off.
No clients
No calls
No “just quickly checking emails.”
(And this post was written yesterday 😊 )

Because today it’s my daughter’s birthday.
She’s currently signed off recovering from a mini operation, and her boyfriend is on a posting in Norway, so this year looks a little different… but it’s still a day that matters.

And as I was moving things in my diary, I had one of those quiet moments of gratitude.

Because for all the conversations I have about burnout, money blocks, visibility fears and the pressures of running a business — this is one of the parts we don’t talk about enough.

Choice (and freedom!)

The ability to say:
Today, I’m not available
Today, I’m fully present with my daughter
Today, this comes first.

Running your own business isn't always easy.
But it does give you something incredibly powerful when it’s built well

And that is, the ability to rearrange my work around what's important to me, and NOT have to do it the other way round  - it matters to me and always has done. 

There are many downsides to entrepreneurship.
But this isn’t one of them.

And that’s something I don’t take lightly.
Because success that costs you presence, or peace of mind, and happiness isn't real success for me. 

So let's celebrate the truly great aspects of having your own business.
What’s the real reason you started your business in the first place, and are you honouring that right now?

(Photo from a few months ago in Italy)

Nicky Price 

Unlocking the Subconscious Patterns Capping Income & Growth │ Identity-Level Rewiring for Female Founders │ Speaker & Workshop Facilitator

You don’t wake up one day and lose ambition.

You only start questioning it when
growth feels heavier than it should.

At first, you love what you’re building.

Then, it expands.

→ More visibility
→ More pressure
→ More responsibility

And suddenly, you’re procrastinating.

Overthinking.

Wondering if you even want it anymore.

Not because you’ve lost drive.

But because your nervous system sees expansion as a threat.

So, it protects you.
It slows you down.

It makes success feel overwhelming.

By instinct, you try to fix it with discipline:

→ More structure
→ More strategy
→ More pushing

But the problem isn’t effort.

It’s a capacity ceiling.

And that ceiling is shaped
by subconscious patterns.

If success doesn’t feel safe, you will always shrink to match what feels familiar.

You can’t outwork that pattern.

But you can rewire it.

That is exactly what I’m teaching inside my FREE workshop on March 16th:

→ How to more forward when visibility triggers doubt
→ How to feel safe earning more without questioning your worth
→ How to rewire subconscious patterns keeping you stuck at the same level

This is the work I do with women in business
who are done fighting themselves to grow.

DM me CHANGE and I’ll send you a personal invite.

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Your past isn’t running your business.

Your nervous system is.

You’re not stuck because you’re incapable.

You’re stuck because old experiences are still shaping what feels safe for you to receive.

You’re not your:

→ Last failed launch.
→ Years of under earning.
→ One client who burned you.
→ Childhood stories about money or self worth.

Those were just experiences.
Not your identity.

What most women don’t realise is this:

Past conditioning lives in the nervous system.

And when it’s unresolved,
it limits your success.

→ How safe do you feel being visible?
→ Does earning more feel threatening?
→ Do you self sabotage after a big win?

That pattern isn’t random.
And it’s not a readiness issue.

It’s your nervous system protecting an old version of you.

One that kept you safe.
But now keeps you small.

Growth isn’t about becoming someone new.

It’s about releasing who
you no longer need to be.

The woman you’re becoming gets to choose again.

This time, choose:

→ Safety in expansion.
→ Self trust, not self doubt.
→ Receiving without overgiving.

That choice changes everything.

This shift isn't always easy.
But it’s not optional.

It’s a learnable process.

And it’s exactly what I’m teaching inside my free workshop on February 10th.

DM MORE and I’ll send you a personal invite.

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Burnout doesn’t start with exhaustion.

It starts with misaligned belief.

For most women in business, burnout isn’t abut poor time management.

Or lack of discipline.

It’s about safety.

→ Does slowing down make you uncomfortable?
→ Does success feel like more pressure?
→ Does support feel risky?
→ Does rest feel earned?

Those patterns aren’t random.

At some point, your nervous system learned that:

→ Doing more = safety
→ Overgiving = worth
→ Striving = value

And once that link is created,
peace becomes conditional.

→ You rest when you’ve achieved enough
→ You slow down when things are handled
→ You ask for help after you’ve proven yourself

But the milestone keeps moving.

And survival mode doesn’t know how to stop.

Real change doesn’t come from pushing harder.

It comes from helping your system feel safe enough to expand without expecting burning out.

I’m breaking this down in my free workshop on March 16th.

We’ll look at:

→ Why burnout keeps repeating
→ How subconscious identity drives overworking
→ How to build success that feels safe instead of stressful

If you’re ready to grow without it costing your peace,
DM me ‘CHANGE’ and I’ll send you a personal invite.

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5 Burnout Lies that Steal Your Peace

Female founders who’ve hit income plateau:
You don’t need another strategy ❌
You need to remove THIS block 👇

→ You can watch 100 YouTube videos.
→ You can pay £10k for coaching.

But if your subconscious is blocked,
you’ll be spinning your wheels forever.

I’ve been helping women overcome
subconscious money blocks for 8+ years.

I’ve seen the cycle hundreds of times:

→ Undercharging leading to overworking
→ Working harder but not earning more
→ Having a great launch, then letting things crash

These patterns are caused by your subconscious.

And no strategy change will fix it.

The solution is rewiring your internal beliefs.

→ Understanding your worth
→ Learning that you deserve more
→ Rewiring your thoughts around money

And that’s exactly what I’m teaching in my free online event.

Join me tomorrow (Feb 10th) for a live session where we’ll:

→Understand what causes money blocks
→ Learn 3 powerful shifts to break the income ceiling
→ Do a live 20 minute activation hypnosis to rewire your mind

Here is the link to sign up: https://lnkd.in/esqEQqEi

For a long time:

My income felt like a roller coaster 👇

A £10k month 🎉

Then a huge drop.
Then another spike.
Then back down again.

I kept thinking:

→ I need a better strategy
→ I need to do more
→ I need to fix this

So, I pushed harder.

But nothing really changed,

But through the work that I do, I realised this:

It wasn’t procrastination.
Or lack of discipline. 
Or motivation.

It also wasn’t a marketing problem.

It was me hitting my upper limit.

And we all have an upper limit. 
Locked away in our subconscious.

And when I looked at my average income over 12 months.

I realised it was almost identical
to my old corporate salary.

Different business.
Different effort.
Same number.

My nervous system decided that was safe.

Anything above that
created discomfort.

Underneath that discomfort was an old belief:

That having “more than enough” was greedy.

And greed wasn’t acceptable in my family.

So, my system kept me at “just enough"

Enough to survive.
Enough to prove I was capable.

But not enough to feel safe having more.

That pattern wasn’t logical.
It was protective.

When I started noticing money coming in,
instead of allocating it immediately,
or bracing for it to disappear,
I did something different.

I sat with it.
I let it stay.

I let my body adjust to having more.

That’s when things started to stabilise.

If something in your business keeps bothering you:

Don’t assume it’s a strategic issue.

Pause and ask:

“What is this feeling trying to protect me from?”

It’s not asking you to work harder.

It’s asking you to feel safer expanding.

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When I quit ❌ corporate after 30 years:
Growing a business didn’t scare me.

But being seen differently did 👇

It was a whole shift of identity.

→ Putting myself out there
→ Speaking on stages
→ Hosting webinars

I remember thinking:

Who am I to do this?
Why would anyone listen to me?

I had massive imposter syndrome.

I thought confidence would arrive first…
Then I’d show up.

But it doesn’t work like that.

Confidence is built
after you show up.

Not before.

Through the work that I do, I learned this:

The fear wasn’t proof I was incapable.

It was proof it’s just unfamiliar.

My nervous system reacted
to visibility as if it were danger.

Because being seen can mean being judged or criticised.

And at some point in the past,
that didn’t feel safe.

Fear isn’t always your intuition saying “don’t do this.”

Often, it’s your system saying:

“I haven’t done this before.”

I started reframing nerves as excitement, not a threat.

Suddenly everything changed:

→ More focus
→ More clarity
→ Less fight or flight

And I realised:

I have so much value to share.

And by not sharing it, I was keeping people from the transformation they deserve.

If your business feels scary,
don’t assume you’re not ready.

Ask yourself:

Is the fear saving me from disaster?

Or am I only scared because it’s new?

Growth will always feel unfamiliar before it feels natural.

And unfamiliar doesn’t mean incapable.

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Growth rarely stalls because of strategy.

It stalls because the nervous system underneath isn’t ready to hold more.

When the nervous system isn’t regulated:

→ Your self trust stays low
→ Your identity operates from protection
→ Your decisions are driven by fear, not alignment

No amount of strategy can fix that.

You’ll keep hitting the same income ceiling.
Burning out at higher levels.
Or sabotaging right before things take off.

These KPIs track what most people ignore:

→ Safety
→ Identity
→ Capacity

Because your business can only grow to the level your internal system feels safe sustaining.

Shift that, and results start to feel natural instead of exhausting.

That’s exactly what I’m teaching inside my FREE workshop on March 16th.

DM MORE and I’ll send you a personal invite.

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 7 KPIs Every Female Business Owner Should Track

Stop believing working hard under
pressure is the price of growth.

You can’t scale your business by staying stressed.

You’re literally fighting your own biology.

And biology always wins.

Operating from stress will shift your brain to survival mode.

Its only priority?

To keep you safe.

→ Not innovate
→ Not take risks
→ Not think creatively

Because to your brain, creation is optional.

Survival is not.

If you feel things are heavy right now,
it’s not a motivational issue.

It’s a regulation issue.

An unsafe nervous system will resist expansion.

Because growth feels like a threat.

You can outsmart that with better strategy.

But you can work with it through better regulation.

Sometimes, you can do it in 90 seconds:

→ Pause
→ Breathe slowly
→ Notice your surroundings
→ Bring yourself back to the present

But, if stress is your default,
one reset won’t cut it.

Aim for 3-5 daily resets:

→ Walk
→ Move
→ Dance
→ Music
→ Nature

When your body finally feels safe:

→ Ideas flows easier
→ You can think straight
→ You stop overthinking every move

Growth doesn’t require more pressure.

It requires more capacity.

I’m showing how to expand that capacity in my free workshop on March 16th.

DM me CHANGE and I’ll send you a personal invite

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Your business isn’t limited by strategy.
It’s limited by your nervous system.

Your nervous system doesn’t just run your body.
It also runs what you think you deserve.

For many women in business,
this isn’t about skill or resources.

It’s about old beliefs that once kept you safe:

→ To earn more you have to overdeliver
→ Saying no means you’re incapable
→ Wanting more is greedy

Those patterns were protective.
They used to work.

But now, they block your growth.

Growth and visibility feels risky.

So, you:

→ Procrastinate
→ Self sabotage
→ Overthink

It’s not laziness or lack of willpower.

It’s your system protecting an old version of you.

When your nervous system feels safe, everything shifts:

→ You respond instead of reacting
→ You make decisions from clarity
→ You trust your capability
→ You accept your worth

You don’t have to prove yourself anymore.

I’ll show you how to expand your capacity to feel safe in growth in my FREE workshop on March 16th.

DM me MORE and I’ll send you a personal invite.

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There's a pattern I see consistently with high achieving women....

They set some big goals.
They've got a coach.
They have a strategy.
And they're working it 

And they've had some success
But the next month it just seems to stop working for them.

So they work harder 
But they seem to keep hitting an invisible barrier.

And it's not that their strategy was no good.
And it's 𝘥𝘦𝘧𝘪𝘯𝘪𝘵𝘦𝘭𝘺 not because they weren't working hard enough

It's because their 𝒊𝒅𝒆𝒏𝒕𝒊𝒕𝒚 hasn’t caught up with their ambition.

Your identity is simply the collection of thoughts, beliefs, and subconscious assumptions you hold about who you are, and what you’re allowed to have.

So 𝘤𝘰𝘯𝘴𝘤𝘪𝘰𝘶𝘴𝘭𝘺, they want the next level.
But subconsciously, their mind still sees themselves as:

– The one who can’t earn “too much”
– The one who survives, but isn't worthy of thriving
– The one who has to work twice as hard to be noticed
– The one who feels safer to stay out of sight and play small

You see, your subconscious mind will never allow you to outperform your own core Identity.

Your nervous system will always pull you back to what feels familiar — even if it’s frustrating.

Working harder won’t fix a ceiling built by who you believe you are.
You don’t need more effort.
You need expansion.

It’s about becoming the woman who feels 𝘴𝘢𝘧𝘦 at that level.

And that’s 𝘪𝘯𝘵𝘦𝘳𝘯𝘢𝘭 work — not another productivity hack.

You don’t need more discipline.

You need more capacity.

Most growth doesn’t stall because of strategy.

It stalls because your nervous
system sees expansion as pressure.

→ More visibility feels exposing
→ More responsibility feels heavy
→ More money feels overwhelming

So, you hesitate.

And then the self sabotage begins:

→ You undercharge
→ You procrastinate
→ You overwork to “deserve” it

Not consciously.
Protectively.

And no amount of strategy can fix a nervous system that doesn’t feel safe with success.

Sustainable growth isn’t
built by pushing harder.

It’s built by expanding your capacity to hold more.

On March 16th, I’m teaching you exactly how to increase your capacity so success feels safe, not stressful.

To join my free workshop, DM me CHANGE

and I’ll send you a personal invite.

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You don’t struggle with hard things.

You struggle with what they represent.

You don’t avoid the:

→ The call
→ The launch
→ The visibility
→ The difficult conversation

You avoid it because at some point,
something familiar felt unsafe.

For many women in business,
“hard” is unconsciously linked to:

→ Rejection
→ Judgement
→ Getting it wrong
→ Being seen and criticised

So your nervous system steps in.

Not to sabotage you.
But to protect you.

That’s why pushing yourself
rarely creates lasting change.

Pressure activates protection.
But safety creates expansion.

When you:

→ Regulate first
→ Shrink the task
→ Update your identity
→ Change the language

You’re not forcing growth.

You’re teaching your system
that you can handle more.

And when your nervous system feels safe,
hard things stop feeling threatening.

They start feeling possible.

And when that happens

→ You stop overthinking
→ You stop procrastinating
→ You stop fighting yourself

Because the issue was never capability.

It was capacity.

If you’re ready to expand without burning out or forcing it:

I’m teaching this inside my
FREE workshop on March 16th.

We’ll explore how:

→ Subconscious patterns that holds you back
→ Identity shapes your visibility and confidence
→ Your nervous system sets your income ceiling

DM me CHANGE and I’ll send you a personal invite.

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7 Ways to Train Your Brain to Do Hard Things

Healing doesn’t happen
when you “decide” to let go.

It only happens when your body
feels safe enough to.

→ You can journal about it
→ You can understand the pattern
→ You can talk about it in therapy and coaching

But if your nervous system still believes
holding on is protection…

It won’t release it.

This is why so many women in business
stay stuck in cycles like:

→ Overworking
→ Overthinking
→ Underearning

It’s not a mindset gap.

It’s a safety gap.

Because at some point:

→ Pushing harder kept you safe
→ Staying small kept you accepted
→ Holding everything together made you valuable

Your system learned that expansion comes with risk.

So, even when your mind is ready for more…
your body resists it.

You can’t talk your way out of a feeling.

You have to help your system feel safe enough
to choose differently.

When safety comes first:

→ Visibility feels acceptable
→ More money stops feeling threatening
→ Success stops triggering self-sabotage

Healing isn’t about forcing change.

It’s about creating enough internal safety
that change becomes possible.

This is exactly what I’m teaching inside my FREE workshop on March 16th.
We’ll explore how:

→ Subconscious patterns holds you back
→ Identity shapes your visibility and confidence
→ Your nervous system sets your income ceiling

DM me CHANGE and I’ll send you a personal invite.

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Overthinking is often perfectionism in disguise.

It looks like analysis.
It feels like productivity.

But underneath, it’s usually this:

→ Trying to avid judgement
→ Trying to prevent rejection
→ Trying to guarantee the “right” outcome

The mind searches for certainty
so you don’t have to feel discomfort.

Overthinking isn’t a personality flaw.
It’s a protection strategy.

You’re not bad at decisions.
Your nervous system is trying to protect you.

That’s why logic alone doesn’t solve it.

You don’t need more push.
Or more discipline.

You need regulation.

When your system feels safe, clarity follows.

Overthinking weakens when your body no longer feels under threat.

That’s exactly what I’m going to teach in my FREE workshop on March 16th.

We’ll cover how:

→ Subconscious patterns hold you back
→ Identity shapes your visibility and confidence
→ Your nervous system sets your income ceiling

DM me CHANGE and I’ll send you a personal invite.

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Most people see self-sabotage as a flaw.

As something to fix.
Something to be ashamed of.

But self-sabotage is rarely the problem.

It’s actually a signal your nervous system learned to use
when something didn’t feel safe.

How this usually shows up:

1/ You pull back when visibility increases
→ Because being seen once felt unsafe

2/ You overwork instead of raising your prices
→ Because effort feels safer than receiving

3/ You procrastinate on things that would level you up
→ Because success brings pressure your system isn’t ready for

When you shift from:

“What’s wrong with me?”

to

“What is this trying to warn me about?”

Everything changes.

→ You stop forcing growth
→ You stop fighting yourself
→ You start removing what’s blocking progress

Because growth doesn’t happen when you’re at war with yourself.

It happens when your system finally feels safe enough to move forward.

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7 Signs You’re Self-Sabotaging Yourself

When someone reacts strongly to you.

It’s easy to take that personally.

To wonder if you were too much.
Or if shrinking yourself would make things better.

Often, their reaction isn’t about you at all.

It’s about something they’re struggling to accept in themselves.

But here’s what usually gets missed:
Your reaction holds information too.

If these feelings ever come up for you:
Envy, anger, guilt, shame.

That’s not a sign you’re failing.

That reaction is your nervous system responding,
trying to protect something that once felt unsafe.

So instead of asking:
“What’s wrong with me?”

Ask this:
“What feels unsafe right now?”

That question interrupts self doubt
and brings your system back into safety.

It creates just enough space
to respond instead of spiral.

That’s how you stop letting someone else’s reaction define your worth.

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Most people think business growth is about doing more.

→ Smarter plans
→ Better strategy
→ More discipline

That’s what I believed too.

What I didn’t understand yet
was safety and capacity.

When your nervous system is in survival mode,
you don’t make better decisions.

You make protective ones.

When the system doesn’t feel safe:

→ You overthink
→ You push instead of adjust
→ You confuse pressure with progress

That’s why growth often stalls
even when the strategy looks right.

Regulation isn’t just a self care.
It’s how capacity is built.

Because when your system feels safe:

→ You stop second guessing decisions
→ You stop sabotaging the next level
→ Your energy becomes consistent

And regulation doesn’t have to be complex.

Sometimes it looks like:

→ Practising gratitude to remind what you already have
→ Slowing down your breath so your body feels safe
→ Moving your body to release held tension

These aren’t about “feeling better.”

They help to bring your nervous system out of survival and back into creation.

That’s when strategy starts working again.

That’s when action stops feeling forced.

Because growth doesn’t come from pushing harder.

It comes from building the capacity
to hold more without burning out.

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Nicky Price

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The Battle

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Nicky Price

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Engagements

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

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