Entrepreneurs, Tech & Sales: Own Your Voice on LinkedIn | Social Selling and Personal Branding —> Increase Pipeline & Brand Awareness | LEGO Flower Power 🌻

You're not a content creator. (Phew!!) 

You're a business owner leveraging content to grow your business.

2 very different ways to approaching LinkedIn.

You don't need to post daily. 
Chase the algorithm. 
Or become someone you're not.

You need conversations that turn into relationships that turn into revenue.

I'm on LinkedIn to help you get off LinkedIn.
The platform isn't the point. The relationships are.

That's what fills my cup AND my bank account.

---

Hi, I'm Natasha. 🙌

New mom. Breadwinner. Introvert who hates cold outreach.

I built my business to half a million in 2 years. All because of how I show up on LinkedIn.

Not by being loud. Not by gaming the algorithm. Not by sending soul-destroying pitch slaps in the DMs.

By building real relationships.

I've been "doing LinkedIn" for 10 years - as a scrappy sales rep who hated cold calling, running sales at Forbes Books, to now growing my own business exclusively through this platform.

I teach founders and executives to do the same.

---

Who is this for?

6-figure founders who've built something real.

You're good at what you do. Clients stay, refer, and thank you.

But on LinkedIn? Oddly invisible.

Your competitors aren't better. They're just louder.

The issue isn't confidence. It's knowing what to say and who to say it to.

---

Through my REALationship Growth Method I help founders go from respected offline to recognized online - without becoming someone they're not.

No hacks. No volume tactics. No influencer cosplay. 👀

Real outcomes:

→ Josie closed 3x 12 month contracts from one event
→ Michelle landed two $30k speaking engagements in three months
→ Dr. Ashley secured two speaking gigs in two weeks plus a five-figure client

If LinkedIn feels like noise, performance, or a mild existential crisis...

You're exactly who this is for.

DM me "LFG" and let's chat. 💜

Natasha Walstra

It's LinkedIn official: I'm the Founder of the REALationship Growth Method.

After a decade of learning LinkedIn - as an SDR, sales leader, and now business owner - it turns out there's a method to my madness.

It's the REAL way to grow on LinkedIn.

I never set out to build a cohort + community. But that's exactly what this is.

I'm excited for what's to come. The doors that will open. The connections that will be made.

Endless opportunities are waiting for everyone who joins.

You just have to raise your hand and say, "I'm in!" 

DM me "LFG" for deets!

You’re not a content creator. Good. You don’t need to be | LinkedIn strategy for business owners, not influencers | Filling February cohort - ask me about it! 🙌

Hey LinkedIn... I'm one of the good guys! 

I just spent the weekend in LinkedIn jail for "automated activity." 

I'm a LinkedIn strategist who teaches people to show up authentically and build real relationships. 

Anti-automation is literally my thing.

And I’m getting flagged?!

Did I have too many tabs open because I actually view profiles before accepting connection requests? 

Did I send too many DM’s from the post I was tagged in with a bunch of other people?

No explanation. No appeal process. 
Just a 24-hour lockout and a vague warning.

Meanwhile, my DMs are flooded daily with actual bots, fake profiles, and automated sequences.

I'm all for enforcing the rules.

Go after the spammers.
Get rid of the fake engagement pods. 

But kicking someone out who's bringing more people TO this platform and teaching them to use it the right way? While the real offenders run wild? 

What in the actual pitch slap is happening here?

This is my business - how I provide for my family...

Make it make sense! (AND what I need to do to make sure this doesn't happen again?!)

P.S. This made me realize it's probably time I start paying attention to other platforms. Where else are y’all hanging out? Threads? Substack? Please don’t say Tik Tok….

You’re not a content creator. Good. You don’t need to be | LinkedIn strategy for business owners, not influencers | Filling APRIL cohort - ask me about it! 🙌

From 0 to a multi-6-figure business in 2 years.

That journey started with one Entreprenista meeting.

And today, I'm excited to host their Office Hours to share how members can turn LinkedIn into their best business growth tool, just like I did, just like dozens of my clients have.

When I joined Entreprenista in October 2023, I didn't even have a business yet. 
I was planning to maybe launch "someday."

But after my first Member Connect, I was so inspired by the incredible women I met, I started wondering:

"Why am I working for these idiots? I could totally do this on my own!"

A week later, literally, I signed my first client and never looked back.

This community has been everything and more:

— Professionally: I've 100+x'd my investment
— Personally: Made the best of friends

(And the only ones who truly get me and the crazy entrepreneurial + mamahood journey I'm on!)

Office Hours is member-only - so if you've been thinking about joining, today's the day! 🥳 

Here's the link to join: https://lnkd.in/ePXMQWXY

Would love to see you there! 

___

P.S. Last time I hosted this in March, I was SO nervous I had a migraine days before and days afterwards. This time? I'm just excited  (even though I just saw 319 people RSVP'd!! 🙈) - It's going to be FUN! Woop! Woop!

I had a vulnerability hangover after my last personal post/newsletter.

You know the feeling. Hit publish. 
Immediately think, "Sh!t. I can't believe I said that."
Wonder if you shared too much.

But, I'm glad I did.

→ Top performing post with 103 Profile views?!
→ More comments than ever
→ DMs from people I hadn't heard from in months
→ 20+ Email responses from my newsletter

Saying things like: how they feel seen, gave them hope, are in the thick of the same thing and now feel like they can get through it, too...strengthening those relationships. 

→ Oh, and I closed 2 clients directly from it..over the holidays..when I wasn't working.

Personal stories are essential to showing up on LinkedIn.

Even when it's hard.
𝘌𝘴𝘱𝘦𝘤𝘪𝘢𝘭𝘭𝘺 when it's hard.

My filter?

I always ask: Why should they care?

It doesn't have to relate to my business. But there has to be a reason for them to care.

If I can't answer that question, it probably does belong on Facebook (or more likely not on the internet at all!)

That's the difference.

Personal doesn't mean random life updates.
Personal means human connection with purpose.

___

This year, I'm really going to embrace this even more. I started to share more stories in the last few months and it's made such an impact on my business and relationships. 

In a 'sea of ai-generated sameness' your story is what makes you uniquely YOU.💜

Your "Great event!" post is a participation trophy.

And nobody cares about those.🙊

They care about what you learned. Who you met. 
What's changing because you were there.

But most people treat events like this:
Show up. Take photos. Post "So inspired!" Move on.

That's not a content strategy. 
That's proof of attendance.

What actually works?
𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝘃𝗮𝗹𝘂𝗲 𝘁𝗼 𝘁𝗵𝗼𝘀𝗲 𝘄𝗵𝗼 𝘄𝗲𝗿𝗲𝗻'𝘁 𝗮𝘁 𝘁𝗵𝗲 𝗲𝘃𝗲𝗻𝘁.

Your network doesn't need to know you attended.
They need to know what they missed.

That's the difference between "look at me" and "let me share something valuable."

One gets scrolled past.
The other starts conversations.


P.S. The # has died on here...except for events!  Tip: search the event # days before the event to connect with other attendees, speakers, exhibitors etc. You'll go to the event and people will already know who you are.

P.S.2 Yes, I used to write about 3d printed digital dentures. #TalkDentureToMe 🦷 2018 baby.

You’re not a content creator. Good. You don’t need to be | LinkedIn personal branding & social selling for business owners & executives (not influencers) | Filling APRIL cohort - ask me about it! 🙌

This might sound bad.

But Tuesday was the first time I was excited for my cohort workshop. 🫣

Until this week, it's been: "I know I'll enjoy this once it starts!" 

This time, though?
An hour before the call, I caught myself thinking:
"𝘐 𝘩𝘰𝘱𝘦 𝘵𝘩𝘪𝘴 𝘩𝘰𝘶𝘳 𝘨𝘰𝘦𝘴 𝘧𝘢𝘴𝘵 𝘴𝘰 𝘐 𝘤𝘢𝘯 𝘴𝘦𝘦 𝘵𝘩𝘦 𝘤𝘳𝘦𝘸!"

Wait. What?! 👀

Some context:
I've already run a full cohort.
Started my second one.
And love this work.

But every single time before a call, I get nervous.
That tiny voice: "𝘐'𝘮 𝘯𝘰𝘵 𝘨𝘰𝘰𝘥 𝘦𝘯𝘰𝘶𝘨𝘩 𝘵𝘰 𝘳𝘶𝘯 𝘢 𝘤𝘰𝘩𝘰𝘳𝘵."

And then EVERY. SINGLE. TIME. afterwards?
"Oh right! This is why I do this!"
Energized. Pumped. 
Already looking forward to the next one.

My pre-call brain was lying to me. For months.
The nervous feelings were never the truth.

The post-call energy was.
It just took my brain a while to catch up.

So if you're dreading something you know you actually love once you're in it?

Keep showing up.
Your brain will eventually get the memo.

P.S. This applies to posting on LinkedIn, too. 
The dread before hitting publish? Probably a lie. 
The feeling after you do it? That's the truth.

I did it - I took the holiday break off LinkedIn.

And it was actually really hard.

Which probably sounds crazy to most of you, right?

(It does to me even, honestly).

But, how cool would it be to get to a point where instead of it being a challenge to post once a week...

You actually have to force yourself NOT to post?

Despite having days of content ready to go?
Despite being available to post?

I don't even consider myself a content creator. (I know, I'm in denial.)

But that's kind of my point.

With the right mindset, systems, and strategy - LinkedIn becomes second nature.

You stop dreading it.
You start craving it. (or for sure have major fomo)

And then you build a pipeline of people who already know, like, and trust you.

That's when the real magic happens.

Not when you post more.
When posting stops feeling like work.
That's when LinkedIn actually starts working for you.
___

P.S. If you’re ready to stop forcing your LinkedIn strategy, I’ll show you how to make it flow...I've got just a few spots left for my February cohort... wHaT sAy YoU? 👀

I've made 11 introductions in the last two weeks.

(want to be next? see below👇)

Those 11 intros don't even include: 

→ The ones still in "asking both parties" mode
→ The 2 podcast guest referrals I made
→ The connections happening organically in my community

Every single one is a trust deposit.  

This is what building a business actually looks like.

Not more followers.
Not more impressions.

→ Relationships.

"Your net worth is your network" isn't just a catchy phrase.
In this trust recession, I'd go as far as saying it's essential for business survival.

People don't trust ads anymore.
They don't trust cold outreach.
AI has made it hard to know what’s real. 

But they do trust referrals from people they already trust.

So I've got a challenge for you:
Make 5 introductions this month.
Be intentional about it. 

Think about:

→ Who in your network needs a service you know someone provides?
→ Who would genuinely vibe if they met?
→ Who's looking for exactly what someone else offers?

You probably already know these people.
You're just not connecting the dots for them.
So...start · connecting · those · dots...

Your network gets stronger. 
Their networks get stronger. 
Everyone wins.

That's the compound effect of real relationships.

And if you don't know the right person? Let's start here...

𝗪𝗵𝗼 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝗱𝗼?

Drop it in the comments. ⬇️

Let's start this week by expanding our networks right here!


_____

P.S. Seriously..do it! Tell us about yourself. 
Maybe you're exactly the person someone needs right now!

103 profile views from 1 post.

It wasn't a how-to.
It wasn't a framework.
It wasn't professional at all.

Why your "safe" content is holding you back.

(This is how you stand out in 2026 and bring new people into your orbit. 👇 )

AI killed the generic "5 Steps to do X" posts. Everyone can write professional content now. Which means no one stands out with it. So as I've been thi

Open article: 103 profile views from 1 post by Natasha Walstra • 2 min read

Before I post 𝘢𝘯𝘺𝘵𝘩𝘪𝘯𝘨, I ask myself:

"Could AI have written this?"

If yes, I delete it.

Everyone has access to the same AI tools now.
ChatGPT can "write" a "good" post in 30 seconds.
Your competitor used it this morning.

The how-to post is dead.
"5 ways to be more productive" 
"3 secrets to better leadership" 
"The framework that changed everything"

AI can generate those all day long.

What AI can't do:

Write about the time you hung up on a prospect twice and ran out of the office.
Describe the exact moment your brain went blank on a client call.
Share why you almost didn't show up to your own workshop.

Your mess is your message.
Your real experience is the only thing AI can't replicate.
That's your competitive advantage.

So here's the new rule:
If your content could have been written by someone who's never met you, it's not personal enough yet.

Use AI to amplify your voice, not replace it.

____

P.S. The posts I'm most scared to publish? Those are usually the ones that perform best. 

Fear is a signal you're onto something real.

4 months ago I was terrified to launch a group program.

(I launched anyway.)

Initially though, I couldn't stop the thoughts:

Who am I to lead a cohort?
What if no one signs up?
What if I mess it up?

(Got a 4-day migraine from the nerves.)

But, it rocked! 🪨

And today? Cohort 2 kicks off.

This time? Just excitement.

Funny what happens when you stop waiting to feel ready.

You build the thing. 
You learn as you go. 
You watch it become something you never expected.

I set out to teach LinkedIn strategy.

Turns out I accidentally built a community.

Business owners connecting. Referring each other. Celebrating wins together.

That's the part I didn't plan for.

And it's the part I love most.

I’ve got 2 spots left for my February cohort. 

Last round at founding member pricing (and the next cohort won’t be until April).

If I’ve peeked your curiosity even slightly, might be time we talked. 

What say you!? 👀

Let's chat: https://lnkd.in/ecAKhTAq

You're not a content creator.

You're a business owner leveraging content to grow your business.

These are two very different approaches to LinkedIn.

One will drain you.
The other will energize and empower you.

Content creators focus on:
→ The algorithm
→ Posting daily
→ Going viral
→ Impressions and reach
→ Likes and comments
→ Growing followers

Business owners leveraging content focus on:
→ Starting conversations
→ Building relationships
→ Attracting the right people
→ Turning visibility into revenue
→ Getting OFF LinkedIn and into real conversations

One is a hamster wheel.
The other is a growth engine.

One leaves you wondering "is this even working?"
The other fills your calendar with people who already trust you.

You don't need to go viral.
You don't need to post every day.
You don't need to chase the algorithm.

You need content that starts conversations.
And conversations that turn into clients.

That's it.

Don't force yourself into being a content creator.
Focus on building your business.


___

P.S. Phewww we made it through  the first real Friday of January! Great week but, TGIF, amiright!? 

How are y'all feeling about the start of the year so far?!

Don't expect inbounds on LinkedIn.
 
But with the right system? They'll come. 
 
My client was skeptical of all this. 

And honestly, I get it - he's in construction. 
Not exactly the industry you'd expect to crush it on LinkedIn.
 
But here's what we did:
 
1. We optimized his profile 
→ to speak directly to his ideal clients. 

2. He started creating content 
→ that showcases expertise, social proof, and a little personal touch. 

3. He began engaging with the right people 
→ to build relationships and get visibility.
 
It's chef's kiss.
 
Now he's becoming "the guy to talk to" in his space.
 
This is what good looks like. 
 
The crazy part? He just got started. 
He's only posted a few times AND 1-2x/week.
 
Imagine what happens when he's been doing this consistently for a year.
 
How many more opportunities do you think will come his way then?
 
The system works. 
Even in construction. 
Even when you're skeptical.
(𝘈𝘤𝘵𝘶𝘢𝘭𝘭𝘺, 𝘐 𝘬𝘪𝘯𝘥𝘢 𝘭𝘪𝘬𝘦 𝘪𝘵 𝘸𝘩𝘦𝘯 𝘺𝘰𝘶'𝘳𝘦 𝘴𝘬𝘦𝘱𝘵𝘪𝘤𝘢𝘭, 𝘴𝘰 𝘐 𝘤𝘢𝘯 𝘱𝘳𝘰𝘷𝘦 𝘺𝘰𝘶 𝘸𝘳𝘰𝘯𝘨! ;)
 
You just have to trust the process long enough to see it.

____

P.S. This is exactly what I mean by, "I'm on LinkedIn to get off LinkedIn." 

When you embrace that, real magic happens here, just like it did for my client.

Want help building YOUR system?

DM me "Skeptic" for deets.

Feeling skeptical about LinkedIn?

You're not alone.

"I don't have time to post every day."
"I hate social media."
"LinkedIn doesn't work for my industry."
"I've tried it. Nothing happened."

Most of my clients said the exact same thing.

Now they're booking calls, closing deals, and getting speaking engagements.

Same people. Same skepticism. Different results.

The difference? The right system.

Today's newsletter breaks down:

→ The 4 biggest objections I hear (and why they're wrong)
→ Real results from real clients who didn't believe it either
→ The 3 P's that make LinkedIn actually work

Check out this week's, Own Your Voice! 

P.S. A little skepticism is good...we're in a trust recession! People are getting burned left and right. I get it. Good luck trying to sell me something right now 🙊. But what gets me trusting people more? Real stories, real results. Take a peak for those wins! 😎

(So do 99% of my clients) Most of my clients are skeptical when we start working together. Last week I had three calls where I could literally see the

Open article: Feeling skeptical about LinkedIn? by Natasha Walstra • 3 min read

On Wed, we had our first guest speaker at the REALationship Growth Method 

(Yep, we're having experts come in now.)

Melissa Glick joined us to talk about her ACED method for sales conversations.
And let me tell you - the energy in that room!

We had a full house, I invited cohorts 1, 2, AND 3 (which doesn't even kick off until next month!).
Plus my 1:1 clients.

Yes, sales is my background.
But my 𝘦𝘹𝘱𝘦𝘳𝘵𝘪𝘴𝘦 is business development and personal branding.

So bringing in someone like Melissa who lives and breathes sales conversations?
20+ years in sales. $50 million closed in her lifetime.
Built and sold a multi-million dollar tech company.

I'm not holding that back from my people.

There was so much good stuff, I almost feel like it's a crime to share it publicly.
(So you should maybe check out her next cohort kicking off in March!)

But what I 1000% agree on:
Sales shouldn't feel like sales. It should feel like coffee with a friend.

Can sales actually be fun?
Yes. Yes, it can.

Oh, and guess where I met Melissa?
LinkedIn. In the comments. 2 years ago.
That led to DMs. Then a call. Then my podcast. Then collaborations.
Now she's teaching my community.

This is what building real relationships looks like.

_____

P.S. Curious to learn more about the REALationship Growth Method?

DM me "LFG" for deets.

There's no playbook for building relationships through screens.

We're the first generation doing this. 
It's no wonder it feels awkward.
But, fortunately, you might not actually need new skills. 
You just need to translate the ones you already have.

We're writing the playbook now. 
This week's newsletter is a chapter.

Check it out 😎

Before we dive in, I have a favor to ask. This past weekend I was thrown in LinkedIn jail. (Read more here.) It was unsettling for a lot of reasons - 

Open article: The skill you need to not feel salesy on LinkedIn (+ a favor to ask!) by Natasha Walstra • 3 min read

The skill you need to not feel salesy on LinkedIn (+ a favor to ask!)

Have you found your LinkedIn QR code yet? 

I found it once. Then took weeks to find again.

It's not intuitive...at all. (like most things on here ; )

But if you're going to any event, conference, or networking thing, you should have this handy! 

Because idk about you, but I don't even have a business card. 

Hasn't been an issue because everybody just asks for your LinkedIn
(and that way you connect on the spot!)

Here's how to find it (*from your phone app):

1. Open the LinkedIn app
2. Tap the search bar at the top (don't type anything)
3. Look to the right, below the search. Bam! There's your QR code

That's it. Two taps.

But nobody knows it's there.

Pro tip for when you're going to an event:
Screenshot your QR code and set it as your lock screen.

Now when someone asks to connect, you just flip your phone around.
No fumbling. No spelling out your name. 
No "I'll find you later."

And then when you connect, screenshot their profile so you save their 'business card," too.

You're welcome. 😇


____

P.S. I'm thinking about my next workshop...something around maximizing event ROI through LinkedIn personal branding. Who'd be interested in this??

Paul Upton

Want to get to your next Career Level? Or into a role you'll Love? ◆ We help you get there! | Sr. Leads ► Managers ► Directors ► Exec Directors | $150K/$250K/$500K+ Jobs

"With no exaggeration- Paul and the LeaderUP program changed my life!" – James
(See more in recommendations)

👉 Message me on LinkedIn

Why Senior Leads, Managers, Directors & VPs choose to work with me:
▶️ You want to break into your next leadership role, get promoted, or move to a promotional opportunity. Maybe you are seeking to break into your next level or senior leadership.

▶️ You're stuck in your current role, not much company growth, or growth opportunities. Or you do not like your current company/role and want to find a better one and level up your career to the one you deserve!

▶️ You're in a job search, you know you are good, but something is missing, you are not getting interviews, or are not getting offers!

▶️ You're tired of being frustrated & wasting time!

𝐀𝐛𝐨𝐮𝐭 𝐦𝐞: I've spent the last 14+ years working at top Fortune 100 companies.
◾️ 10+ jobs over this time and 2 highly competitive leadership programs
◾️ 7 times promoted/found promotional opportunities (often they found me)
◾️ Most recently an executive director at a telecom leading an organization of 150+ people.

𝐈𝐧 𝐭𝐡𝐢𝐬 𝐭𝐢𝐦𝐞 𝐈'𝐯𝐞 𝐥𝐞𝐚𝐫𝐧𝐞𝐝:
◾️ What it really takes to stand out in the Top 1% of leaders
◾️ How to be a great leader and more importantly how to develop this in others
◾️ How to hire the best, I've done over 500+ interviews and hired multiple high performing 10X teams

I am one of the few career coaches who has leadership/hiring manager experience and knows what they are looking for!

𝐍𝐨𝐰 𝐈 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐡𝐞𝐥𝐩 𝐘𝐎𝐔 𝐚𝐜𝐡𝐢𝐞𝐯𝐞 𝐌𝐎𝐑𝐄 𝐒𝐔𝐂𝐂𝐄𝐒𝐒!

I have put these learnings together and have created the 𝐋𝐞𝐯𝐞𝐥𝐔𝐏 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐓𝐨𝐩 1% 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐏𝐫𝐨𝐠𝐫𝐚𝐦 to help leaders and aspiring leaders reach the next level and land their dream jobs/promotions. 

Are you someone who wants...
✅Wants more MONEY, TIME, FLEXIBILITY, and GROWTH?
✅Gets multiple offers and CHOOSES the best one for them?

And would rather...
✅Follow a proven step-by-step process that works!
✅With the 1:1 support, you need along the way!
✅That takes 70% less time & effort and 99% less frustration!
✅And finally, get that dream job that they deserve and are excited to jump out of bed for?

► LeaderUP Job Offer System & Coaching Program -  Reach out to learn more!

👉 Learn more: message me!

Founder, CEO & Chief Career Officer - Career Expert | Career Success Coach | Leadership Coach

👉 Message me on LinkedIn

I am one of the few career coaches who has Fortune 50 leadership & hiring manager experience. This gives me the perspective to know exactly what hiring managers (not just recruiters) are looking for in a Manager, Director, VP+, how to stand out, and what it really takes to be a top 1% Leader & Candidate!

I have partnered with recruiters, HR leaders, hiring managers, and leaders to understand and distill the most important qualities and traits of successful leaders and how to find these in candidates and develop them in leaders. 

Through all this and hundreds of interviews, I have learned what the Top 1% of candidates do and built a system that works to help leaders, aspiring leaders, and high performers learn these skills and get the jobs & opportunities they really deserve!

► I help YOU master YOUR resume + LinkedIn so you STAND OUT and get NOTICED

► I help YOU learn how to ROCK your interviews and build real, memorable connections with hiring managers & GET OFFERS!

► I help YOU learn the skills to negotiate like a PRO to get the best total compensation package possible

► I really care. My sole reason for LeaderUP is to help YOU find success and fulfillment in your career. Success YOU DESERVE and have earned by working harder, learning more, and putting in the effort to SUCCEED!

I have created the LevelUP Leadership Top 1% Candidate Coaching Program to help leaders get promoted and land their dream jobs using Top 1% Applicant Strategies, leveraging the top SECRETS learned from Expert Resume Writers, Recruiters, Hiring Managers, Leaders, and Top Candidates, as well as many failures, successes, and continuous improvement!

► LevelUP Leadership Top 1% Candidate Coaching Program

MESSAGE me on LinkedIn to learn more and how I can help you!
Email me at Leaderup.Program@gmail.com

I don’t believe in dream jobs.
I believe in leaders who build trust, respect, and great workplaces.

A dream job means nothing if the culture breaks you.

Every day, I see workplaces that:

❌ Hurt mental health
❌ Damage relationships
❌ Block real career growth

But I also see how the right leader can change everything.

Bad leadership looks like this:

❌ Keeping secrets
❌ Ignoring feedback
❌ Forgetting to praise
❌ Avoiding tough talks
❌ Letting bullying happen
❌ Not helping people grow
❌ Showing bias and losing trust
❌ Thinking only about their own gain
❌ Making random choices that confuse
❌ Playing favorites and dividing teams
❌ Giving too much work and burning people out

Great leaders do the opposite:

✅ Set clear goals
✅ Act with honesty
✅ Put well-being first
✅ Cheer for new ideas
✅ Listen and show care
✅ Stay open and honest
✅ Accept people as they are
✅ Share feedback that helps
✅ Give real trust and freedom
✅ Make everyone feel included

✅ Work together and lead by example

I have spent years leading teams and hiring top talent.

What I know is simple:

People stay for respect, growth, and peace of mind.

If you are searching for a new role,
Pray for a leader who lifts you up,
Not a title that sounds good on paper.

Everyone deserves a workplace where they can thrive.

♻️ Share this with someone who needs to see what leaders can do.
➕ Follow me for more on leadership and career growth.

No alternative text description for this image

70 interviews. 0 offers.
Next 10 interviews. 7 offers.
Here's what I changed...

Same person.
Different approach.

Here’s what changed:

- I stopped searching for that “right” answer
- I realized every hiring manager wants something different
- I focused on building real conversation, not rehearsed responses

The truth is:

- No one is perfect
- No answer is perfect
- Most people interview well enough to get in the room

But what makes you stand out?

It’s connection.

Hiring managers remember who understands their pain
Who listens
Who asks the right questions
Who shows they care about the work

Here’s how I flipped the script:

→ I listened first
→ I spoke honestly about my experience (no buzzwords)
→ I asked what frustrated them most about the role
→ I shared how I could help solve those headaches

Winning interviews are not about being the “ideal” candidate.

They’re about being real.
Being relatable.
Showing you want to solve real problems.

If you want more job offers—work on building trust, not perfect answers.

How do you approach tough interviews?
Has connection helped you stand out?

Comment "Connect" below if you want to learn how to build relationships that get results.

Stop waiting for your boss to decide you’re ready. Start acting like the market already has. 

Same talk.
Different year.

“You’re doing great work... but not ready yet.”

Next year:

“Love your impact... need more time in role.”

Year three:

“Keep doing what you’re doing... almost there.”

Meanwhile:

• “Not ready for VP” but you lead VP-level initiatives  
• “Need more experience” after you deliver $2M in results  
• “Work on visibility” while you train executives in every town hall  

You are not “not ready.”

You are not their priority.

The truth is:

• Readiness is subjective  
• Promotions are political  
• Gatekeeping hides behind “development feedback”  

You sit in calibration meetings as a fly on the wall.

They say:

“Let us see one more year.”  
“Who would back this promotion?”  
“Can we afford to lose them if they leave?”  

Those decisions say more about their risk and budget than your talent.

Here is your permission statement:

You do not need their permission to know your worth.  

You do not need one more “stretch assignment” to prove what you already do.  

You do not need to stay stuck in “almost ready” while others leapfrog you.  

The moment I started working with someone outside my company who could look at my skills without politics or history, everything changed.

We mapped my real scope.  
We priced my value to the market.  
We built a story that matched my impact, not my title.

Offers showed up from places that saw me as already ready.

You are not asking for a favor when you level up.

You are correcting an outdated view of your value.

How many years have you been “almost ready”?

Exceeded all goals.
Still got “Meets Expectations.” That’s not feedback, that’s politics.

My performance review made no sense.
Until I realized it was not about performance.

Here is what it said:

- “Exceeded all goals” → Rating: Meets Expectations
- “Strongest quarter in 3 years” → “Room for improvement”
- “Led the most successful launch” → “Needs more visibility”
- “Team retention at 95%” → “Work on leadership presence”

Director title.
Top results.
Blocked promotion.

Every time I asked what to do next, the answer changed.

One quarter it was: “You need more cross functional impact.”
I did that.

Next quarter it was: “You need more executive presence.”
I did that.

Next cycle: “We need to see this level sustained longer.”

When the goalposts keep moving, you are not playing the game.
You are the game.

The truth is: that review was not about my growth.
It was about their needs.

They needed:

- My numbers high
- My team stable
- My cost in the same box

Working with a career strategist was the shift.

They helped me see the pattern:
They needed me performing, not promoted.

Once I saw that, everything changed.

I stopped chasing vague feedback.
I stopped waiting for permission.
I built a plan to get to a place that matched my value.

If your review says “excellent work” but your rating says “stay in your lane,” that is data.
Not about your worth.
About their priorities.

Has your feedback ever contradicted your results?

Imagine training someone for 6 months.

Then hearing they’re your replacement for the VP role you fought for.

That is what happened to a Director before they started coaching with us.

12 years in one company.
Top reviews.
Clear promise of “You’re next for VP.”

Then leadership came with a “development opportunity.”

“Can you mentor our new hire? Great exposure for you. A chance to show your leadership.”

For 6 months, they poured everything into that person:

- Strategy
- Stakeholders
- Politics
- How to run the team when things go bad

Late nights. Extra calls. Deck reviews. Shadowing meetings.

Then the town hall.

“We’ve decided to go in a different direction for the VP role.”

The “direction” was the person they had trained.
Announced as VP.
Public praise.

No warning.
No honest talk.
No path forward.

They smiled, clapped on camera, then went home and broke down.

Here is what changed everything:

Working with a strategic career coach helped them see patterns they had been blind to for years.

- Loyalty did not lead to growth there
- They were already acting like a VP
- The market would pay for that level of impact

We rebuilt their story.
Repositioned their experience.
Targeted true VP roles.

In a few short months, they landed a VP position at a new company that valued their leadership.

40% pay increase.
Real authority.
Real respect.

Same person.
Different employer.

Sometimes the people holding you back are not your competition-they are your employer.

Has this happened to you?

HR: We're promoting someone else to Director.

Her: I've led this department for 3 years. We hit 147% of target.

HR: You're a strong performer, but we don't think you're ready for leadership.

Her: Who did you select?

HR: Someone from outside. He has "executive presence."

Her: What does that mean?

HR: He interviews well.

---

She trained that external hire for 4 months.

He asked her how she built the systems that made the team successful.

She smiled and said nothing.

4 months later with LeaderUP's help,
So she could "interview well" too.

She accepted a Senior Director role elsewhere.

$65,000 more.
Direct reports: 34.
Scope: National.

Three weeks into her new role, her old company called.

"The new Director didn't work out. Would you consider coming back?"

Her answer: "No thank you."

---

If your company can't see your value, stop trying to convince them.

The right company will compete for you.

Not make you compete for recognition you've already earned.

Would you have waited—or walked?

♻️ Repost to help someone stuck in the same situation.

They reality was she was leading the entire department.

If a reorg already has a deck and you never saw a draft,
you’re not being “aligned.” You’re being moved.

It is never “just a reorg.”
Someone benefits.
Someone loses.

A Senior Director I spoke with led a 15-person team.
High performer. Strong results. Great reviews.

Then one Friday: “Strategic restructure to drive efficiency.”

By Monday:
• Team cut from 15 to 3
• Scope reduced by 60%
• New org chart already in a polished slide deck

They were told: “You are still valued here.”

But here is what changed:
• Their “consolidated” team now sat under a less experienced leader
• Their title stayed the same, but the work got smaller
• They now reported to a former peer
• Key responsibilities were “redistributed” with no discussion
• The announcement went out before they even had a 1:1

The uncomfortable truth:
Reorgs are decided in closed rooms.
If you are surprised, you were not in the room.

When you see these signs, you are not paranoid. You are being messaged.

You are being told:
• “We want your knowledge, not your power.”
• “We want your name on the slide, not your voice in the room.”
• “We want you to exit yourself so we do not have to.”

Strategic leaders see the pattern early,
rebuild their story, and move to roles where their scope grows again.

They stop asking, “Why is this happening to me?”
They start asking, “How do I position myself before the next move hits?”

Have you ever been blindsided by a “strategic restructure”?

Dear Manager-turned-Job-Seeker:
The Applicant Tracking System (ATS) wasn’t built to find talent.
It was built to eliminate humans at scale.

Reality check
• 75% of your résumé never meets human eyes.
• “Must have 10 years of GenAI experience” = recruiter copy-paste, not a real requirement.
• Perfect keyword match? You just joined a digital cattle herd 300 deep.

Want interviews?
⭐ Bypass the bot. Get warm intros.
⭐ Solve a visible problem before you apply.
⭐ Talk to the budget owner—not the HR gatekeeper.
⭐  Position yourself in a compelling way.

Swipe left on the algorithm. Swipe right on real conversations.
Tag someone still obsessing over ATS scorecards.

Leaving after 1–2 years is not “job hopping” anymore.
It is risk management in 2026.

Markets shift fast. Reorgs hit fast. Layoffs hit fast.
You are not “unstable” for:

• Leaving after a Reorg that quietly erased your path to promotion
• Moving when your scope explodes but your title and pay stay flat
• Exiting a “stretch role” that stretches only your stress, not your skills
• Walking away when “next cycle” becomes the answer for the third year in a row
• Choosing a company that values your impact over one that values your silence

The uncomfortable truth:
They have a strategy for their org chart.
You need a strategy for your career.

From what I see with $150K–$500K leaders every week:

Leaders who stay “loyal” to the wrong company get:
• 2–3% bumps and vague promises
• More work, same title
• A slow leak in confidence and energy

Leaders who move with intention get:
• 25–30% pay jumps
• Real Director/VP scope
• Leaders who can state their value in one clear sentence

I lived this in my own path.
Every time I moved with a clear target and story, my career jumped.
Every time I waited “one more year,” growth stalled.

The new loyalty is this:
Loyalty to your future.
Loyalty to your health.
Loyalty to the leader you are becoming.

Companies that deserve you:
Build real paths, pay for impact, and treat you like a grown adult.

Companies that shame “job hoppers”:
Use guilt, low raises, and fear to keep strong people stuck.

Your career is not a lifetime sentence.
It is a series of strategic moves you make on purpose.

If you’re not being developed, paid, and positioned…
𝘀𝘁𝗮𝘆𝗶𝗻𝗴 𝗶𝘀 𝗮 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝘁𝗼𝗼.

So choose one today:
A) Secure the internal path (with dates + scope)
B) Start the exit plan (quiet + intentional)

Comment “PLAN” and I’ll share the exact formula I use with $150K–$500+K leaders.

carousel.pdf

He asked to leave early for his kid’s school event. Then he started to give me all the reasons. I told him, “You don’t need to explain. Just go.”  

Work from home? Fine.  
Come in late after a doctor’s visit? Fine.  
Block 2 hours mid-day for therapy, gym, or rest? Fine.  

I don’t need a full story for every calendar change.  
I need clear outcomes and honest communication.  

Here is what I care about as a leader:  
You deliver what you own.  
You keep your word.  
You support the team and the client.  

How you do that in a week will look different for everyone.  
Some move fast in the morning.  
Some hit their stride at night.  
Some need space in the middle to be a present parent or to take care of their health.  

The truth is: top talent does not stay where they feel watched.  
They stay where they feel trusted.  

When leaders obsess over chairs and clock time, they lose:  
Creative energy  
Real loyalty  
Their best people  

When they focus on impact and trust, they gain:  
Better decisions  
Stronger ownership  
Leaders who grow faster  

You are not a time-stamp.  
You are a leader delivering real results in a real life.  

The future of leadership is not “butts in seats.”  
The future is flexible work with clear expectations and real trust.  

How long will you keep treating grown leaders like kids who need a hall pass to live their lives?

HR: We would like to make you an offer of $265,000 plus a 30% annual bonus.

Candidate: Thanks. I'd like to have a deeper discussion. What does work-life look like on this team?

HR: It is a high-visibility role. Leaders here are expected to be “all in.”

Candidate: Can you be specific? What does that mean week to week?

HR: Most leaders are online late. Weekends happen when needed. We look for people who go the extra mile.

Candidate: Are there some clear boundaries around evenings, weekends, and vacations?

HR: At this level, we expect leaders to do what it takes to meet the goals.

Candidate: Then I will have to pass.

-

This is the shift I see every day with strong leaders.

They are not only asking:
“How much does it pay?”

They are asking:
“What will this cost my health?”
“What will this cost my family?”
“What will this cost my future self?”

Money is important.
Scope is important.
Title is important.

But so are:
Sleep.
Time with people you love.
Work you actually believe in.
Leaders who respect your limits.

The truth is:
Your next offer is not just a number.
𝗜𝘁 𝗶𝘀 𝗮 𝗹𝗶𝗳𝗲𝘀𝘁𝘆𝗹𝗲 𝗰𝗼𝗻𝘁𝗿𝗮𝗰𝘁.

You are not only negotiating salary.
You are negotiating 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗹𝗶𝘃𝗲.

How long have you been saying yes to roles that cost you more than they pay you?

You prepare for the snow.
But do you prepare to enjoy your life?

Over the last few days, we had a lot of snow.
As the storm came in, we did what most people did.

We prepared.

• Bought salt for the driveway and sidewalk
• Stocked up on food and water
• Picked up a stack of library books in case we lost power

Lists, tasks, "need to do" items.
All important. All smart.

I saw how easy it was to stop there.
To only plan for problems.
To only prepare for what could go wrong.

But life is not only about clearing the driveway.

Life is also about the snowman.

In the middle of everything, we went outside.
We felt the cold air.
We rolled snow into big, heavy balls.
We built a snowman.

Simple joy.
Zero productivity.
High return.

Here is what many high performers forget:

• You prepare for risk, but not for joy
• You plan for work, but not for play
• You protect your time, but not your energy

In careers, it looks like this:

• You update the resume
• You grind for the promotion
• You say yes to more work

But you forget to design a life you enjoy living.

Next time you prepare for the storm, ask yourself:
Where is the snowman in your plan?

What would change in your career if you prepared not only to survive, but to enjoy your life too?

5 things you say in interviews that kill your chances. Stop making these mistakes.

“Thanks, I think we covered everything. I don’t have any questions.”

As a hiring leader, when I hear this, my brain says:

“Pass.”

The truth is: your words in an interview sell you or sink you. Fast.

Here are 5 phrases that quietly kill offers - and what I want to hear instead. ➡️

1) “I don’t have any questions.”

To me this says: low interest, low prep.

Say instead:
• “What are the top goals for this team in the next 6–12 months?”
• “If someone excels here, what do they do differently?”

Curious people win.

2) “I’ll take any job right now.”

I know the market is hard. I get it.

But desperation makes me think you say yes to any offer, any culture, any job.

Say instead:
• “I am focused on roles where I can use my strengths in X and Y.”
• “Here is why this role and company fit what I want next.”

Clear focus beats desperation.

3) “Autonomy is really critical for me.”

As a leader, I need people who can take input and still own strategy and results.

Say instead:
• “I value clear direction at the start, then space to execute.”
• “Helpful feedback from my leader helped me do X and Y.”

Coachability is a MUST at $150K, $250K, $500K+ levels.

4) “I don’t have any weaknesses.”

When I hear this, I hear: low self awareness.

Say instead:
• Name one real gap.
• Show how you work on it.
Example: “I used to avoid hard talks with my team. I worked on it by doing X. Now I do Y.”

Owning your growth is a green flag. ✅

5) “I'm looking for a challenge.  My last company didn’t really challenge me.”

I may agree with you inside, however, it sounds dismissive rather than driven.

Say instead:
• “I’m looking for a role that pushes me to learn faster and take on bigger challenges — your team’s projects sound like the perfect environment for that.”
• “I learned a lot there, but now I’m ready for bigger challenges to stretch my skills.”

If you’re ready to elevate your interview game and position yourself as a top performer — connect or DM me.  Let's get you the offer, not just the interview.

Yesterday, you said “after this reorg.”
Last quarter, you said “after bonus.”
Last year, you said “when the market calms down.”

There is nothing more painful than watching your career stay smaller than your potential.

7 brutal truths about staying stuck in the wrong role:

1. You “research” but never commit  
↳ Reading job posts is not a search. It is scrolling.

2. You update your resume more than your strategy  
↳ Resumes without a clear target are just decoration.

3. You wait for the “right timing”  
↳ Timing does not rescue you. Positioning does.

4. You have “reasons” your company will change  
↳ Hoping your boss wakes up one day is not a plan.

5. You fear a no more than you fear wasting years  
↳ A no is short term. A stalled career is long term.

6. You wait for confidence before you move  
↳ Confidence follows action, not the other way around.

7. You know this role is done for you but you stay  
↳ You do not need more signs. You need a decision.

The market is shifting with or without you.
Reorgs are planned with or without you.
Your title, pay, and peace move only when you do.

How long will you keep paying the hidden tax of waiting for “later” instead of building the role and life you actually want?

Share this with someone who has outgrown their role but is still on the fence about their next move.

The hardest problem is the one you keep avoiding. I used to waste years on easier wins.

In my career and in business, I learned to “optimize” everything.

New projects.
New tools.
New ideas.

But I was avoiding the real work.

The truth is:
Your biggest risk is not one stupid decision.
Your biggest risk is spending years on the second, third, and fourth best moves.

I saw this first as a leader.

We had teams that were “fine.”
Leaders who were “okay.”

But “fine” was the problem.

The real issue was culture and talent.
Fixing that meant hard talks, new standards, and turning people who were not a fit.
Morale dropped before it got better.

Six months in, it looked worse, not better.
But it was still the right decision.

The same pattern shows up in careers.

You:
• Tweak your resume again
• Take one more “safe” internal role
• Say yes to more work without more pay

All smart moves on paper.
All easy wins.

But you avoid the hardest problem:

• Your company will not grow with you
• Your boss will not promote you
• Your role will never match your potential

Real growth feels heavy.
Real growth feels slow.
Real growth can hurt before it helps.

Here is what I learned:

→ Name the hardest problem
→ Remove every distraction that keeps you from facing it
→ Give your solution time to work, even when it feels worse at first

Many of you have half-built bridges in your career.
You were one hard year away from a new level.
You quit in month one.

How long have you been avoiding the hard move that would finally change your career?

You are not “playing it safe.”
You are paying a secret tax for every 6 months you stay stuck.

You tell yourself you are “thinking about” your next move.
You read job posts, watch the market, update your resume a little.

But you do not have a clear strategy.
You are not moving with a plan.

In this economy, that has a cost.

Here is what 6 more months of “testing the waters” with no strategy often looks like:
• Same title
• Same pay
• Same manager
• Same stress

On the outside, nothing looks wrong.
On the inside, you feel it.

You start to pay a slow tax every 6 months:
• Confidence tax → you start to think you are “not ready yet”
• Energy tax → Sunday night feels heavy every week
• Health tax → your body is at home, your mind stays at work
• Money tax → you push back higher pay and bonuses
• Market tax → the market moves, your skills and story do not

I paid that tax in my own career.

I said: “I will move when the timing feels right.”
“I will wait and see what happens after this quarter.”

I watched postings.
I “thought about” moves.
I stayed passive.

Fast forward one year.
Nothing changed for me.
The market changed around me.

Here is the truth I had to face:
I did not have a career problem.
I had a strategy problem.

In a strong economy, you might get away with passive waiting.
You send a few random applications, take a call or two, and something lands.

Today that does not work.

Hiring managers want:
• Clear story
• Clear value
• Clear direction

If you are not clear, they move on fast.

What changed everything for me was when I stopped “thinking about it” and built a real plan.

Here is what I did:
• I chose the exact roles and levels I wanted
• I got clear on the impact I bring in numbers
• I mapped the leaders and companies I wanted to target
• I aligned their needs to my core strengths
• I set weekly actions for outreach, networking chats, applications, and interviews

Once I had the right strategy, doors moved faster.
Not slower.

Recruiters reached out.
Leaders saw me as a top 1% candidate.
Promotional offers showed up that matched my value.

The uncomfortable truth:
Waiting feels safe.
Passive “thinking” feels safe.

But with no strategy, you are not safe.
You are stuck.

In this economy, safety comes from:
• Clear direction
• Clear story
• Consistent action

Not from staying in place for “one more quarter.”

If you feel stuck in a role you have outgrown, you do not need 6 more months of thinking.
You need 6 months of focused strategy.

How would your career look 6 months from now if you stopped testing the waters and started moving with a real plan?

"We just cannot change the comp band. This is the max for your level."

After 6 years of “exceeds expectations” and extra projects, that is what their manager told them.

No real talk about scope.
No clear path to promotion.
No honest data on their market value.

So they stayed.
They told themselves it was safe.
They told themselves next year would be different.

Inside, something started to break.

Confidence dropped.
Energy dropped.
Self-worth dropped.

They stopped asking “What am I worth in the market?”
They started asking “Maybe this is all I get.”

Then a friend pushed them to get the help they needed and to test the market with a clear story and role target.

Four and a half months later, they had three offers:
• Same scope the company said was “too senior” for them
• $42,000 more than they thought was even possible
• Leaders who could explain their value in one clear sentence

That changed everything.

They did not just resign from a company.
They resigned from a low view of their own value.

Here is the truth I see every week with strong leaders:

• They accept “next cycle” instead of checking their real market value
• They wait for a title instead of acting like the owner of their career
• They tie their worth to one manager’s opinion and one pay band
• They do Director-level work while letting self-doubt grow

Your value does not start with a resignation letter.
Your value starts the day you decide to measure yourself by impact and market, not by one company’s limits.

You take control when you:
• Get clear on the roles and level you really want
• Put numbers to your wins so you see your own impact
• Test your story with real leaders, not just job boards
• Decide that “safe” is not safe if it shrinks who you are

The uncomfortable truth:
If you wait until you are broken to move, you carry that damage into your next role.

If you upgrade your view of yourself first, you upgrade every choice after.

How long have you been letting one company define your value?

The next promotion wave is not about more effort.
It’s about clearer positioning.

Here is what I am seeing with Managers, Directors, VPs right now:

They are not getting stuck because of skill.
They are getting stuck because nobody can clearly see where they fit next.

Emerging pattern:

• High performers keep stacking responsibilities
• Titles stay flat for 3–5 years
• Reviews say not “obvious next-level leader”

The shift in companies:

They used to reward loyalty and effort.
Now they reward leaders who are:

• Easy to “place” in the org chart
• Easy to “sell” to senior leadership
• Easy to “explain” in one sentence

In an AI, automation, and layoff-heavy market, your value must be simple and clear.
“Hard worker” is too vague.

What works now:

• Clear target: “Next 12–18 months I aim for Director of X / Head of Y”
• Clear brand: “I lead enterprise transformations that convert complexity into clarity—and strategy into measurable results.”
• Clear proof: 3–5 business outcomes you repeat everywhere, not a long task list

The uncomfortable truth:
If senior leaders cannot explain you in one sentence, they will not fight for your promotion.

In LeaderUP, when clients tighten their positioning, two things happen:

• More direct outreach from hiring managers
• More “You are exactly what we need” conversations in interviews

Not more hustle.
More clarity.

What would change in your career if everyone in your org could explain your value in one simple sentence?

If you never question your choices, you wake up one day and wonder: how did I get here?

Wrong company.
Wrong boss.
Wrong partner.
Wrong life.

You did not choose it.
You drifted into it.

I see this with leaders all the time.

They work like crazy.
They say yes to every ask.
They accept pressure at work and pressure at home.

Then one day they crack.

The truth is:
You do not end up here by one big decision.
You end up here by a thousand small ones you never question.

You say yes to the role you do not want.
You say yes to a culture that drains you.
You say yes to a life you did not design.

You stop asking:
What do I want?
Does this thing help me get it?

High agency starts there.

High agency is:
- Choosing your career on purpose
- Choosing your partner and friends on purpose
- Choosing your rest on purpose

Low agency is:
- Taking the job because “everyone would kill for it”
- Staying in a company that burns you out
- Letting others decide when you are “allowed” to rest

As a leader, you also shape agency for your team.

Your hard workers watch you.
If you never unplug, they will not unplug.
If you never say “take the day, unplug,” they will not feel safe to stop.

Support at home.
Support at work.
Clear choices about what you want.

That mix is where history gets made in your career.

Not by luck.
By design.

How long have you been living on default instead of design?

You don’t need another certification.
You need a clear target, a message, and a strategy.

A tech leader told me:
“I need more time. I want to prepare, refresh, study. Then I start my search.”

Six months later:
No offer.
More courses.
Same result.

Here is what I see with many smart leaders.

They say “I am getting ready” but they:
• Fear a no
• Hide behind more learning
• Hope the perfect role appears

Preparation feels safe.
𝗔𝗰𝘁𝗶𝗼𝗻 𝗳𝗲𝗲𝗹𝘀 𝘀𝗰𝗮𝗿𝘆.

The truth is:
More skills do not fix a weak story and a random search.

You can add:
• New tools
• New methods
• New cloud certs

If leaders do not see you as a clear solution, you stay a name on a list.

The leaders who land fast think in a different way.

They do not ask “Am I ready?”
They ask “𝗔𝗺 𝗜 𝗰𝗹𝗲𝗮𝗿?”

Here is what they lock in:

1) Clear target

→ One level
→ One main lane
→ One type of company

Not “any senior tech role.”
More “Director of Platform Engineering in B2B SaaS, 200–2000 staff.”

When you get this clear, you know who to speak to.

2) Clear message

Your value story sounds like a business case, not a job title.

Not “I manage teams and projects.”

More:
“I lead engineering teams that cut waste in the stack and unlock new revenue. I turn slow, costly systems into fast, lean platforms that pay for themselves.”

Short. Strong.
Money and impact in one line.

Leaders care about:
• More profit
• Less cost
• Less risk
• Faster delivery

Your message must say:
“I help you win here.”

3) Clear strategy

You stop hiding in job boards.
You start moving toward real people.

You:
• Reach out to hiring leaders
• Build warm links in your lane
• Treat interviews as talks about business, not school tests

You show how you solve their pain today, not how many things you know in theory.

You do not need six more months of “getting ready.”

You need a few focused weeks to choose your lane, sharpen your value story, and move with a real plan.

What would change in your career if your message spoke money and impact as clearly as your skills speak tech?

taplio

The Battle

Natasha Walstra

Paul Upton

Followers

Posts

Engagements

Likes

Performance ScoreNatasha Walstra's LinkedIn Performance

Performance ScorePaul Upton's LinkedIn Performance

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taplio

The Battle

Natasha Walstra

Paul Upton

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);}Natasha Walstra's LinkedIn Performance

Performance ScorePaul Upton's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreNatasha Walstra's LinkedIn Performance