Russell Johnson & Associates

At Russell Johnson & Associates, we support our clients in attaining their full potential for fulfillment and self-actualization. Our methodology, tools, one-to-one consulting, and coaching are designed to meet the complex needs of executives and entrepreneurs. 

Our clients develop the clarity, strategy, tactics, mindset, skills, and confidence necessary to achieve objectives ranging from accelerated advancement to major career change. And we provide ongoing long-term support for further career growth.

WHAT WE STAND FOR

We are dedicated to empowering the individual because our world needs the full contribution of us all, and we all benefit from maximizing the value we create. 

Because services such as recruitment and outplacement are funded by employers, they perpetuate a distortion of the balance of power between the employer and the individual. Superficial services focused on employers' objectives leave countless high-potential people disempowered, unfulfilled, and not knowing why. Yet with career paths becoming ever more complex, we all need to see our career as our business and operate with the attributes of a successful business. 

We aim to help make this the ‘new normal’ rather than the rare exception.

WHAT WE DO

We help our clients develop the empowered mindset, vision, clarity, strategy, tactics, self-marketing skills, and confidence to achieve their full potential for contribution and self-actualization.

Our clients become free from the artificial constraints of the advertised job market. Whether they continue on their current paths, change direction, leave their jobs for self-employment, or vice versa, there’s a lasting difference. Through deepened awareness, clarity, and the skills to capitalize on these, they are no longer trapped in unsuitable careers. 

They work for purposes they want to serve and in roles where they can make their full contribution and enjoy the lives they want.

Founder and CEO

Empowered Careers

Empowered Careers helps people in early professional careers who find themselves stuck in unsatisfying roles to create fulfilling futures. 

Our philosophy corresponds to that of Russell Johnson & Associates, the firm through which we provide the extensive one-to-one support that senior-level clients need.

EPR Careers

I founded EPR Careers after a long search for career fulfillment when the experiences of a takeover at Arby's led me to acknowledge that I needed a new and more fulfilling career path than the corporate one I had been on. 

I was attracted to the autonomy of self-employment; however, I committed to supporting the transition to new ownership at Arby's and stayed on for two more years. Then, I left to devote full time to the search for the transformation I wanted.

I sought high-quality career support but was unable to find it in either the US or my home country, Australia. Recognizing that many executives and professionals needed such support, I established EPR Careers, initially with a partner whose experience in owning a recruitment business added another perspective to mine.
  
Over the ensuing 22 years, I developed a team with offices in Melbourne and Sydney, and we provided services throughout Australia and internationally. I led the development of EPR's services, continually refined our methodology, and built the firm into a global leader in its field. 

I focused on developing and refining our unique approach and we helped many thousands of self-funded clients to achieve their objectives. However, the business model needed more work. 

Others saw opportunities in this and the business was acquired in 2014 by a consortium of staff and former clients. They ultimately closed the firm in 2016. Meanwhile, I reflected on the lessons of my 22 years at the helm of EPR and subsequently launched a new firm incorporating those lessons.

Founder and Managing Director

Arby's

Founded in 1964, Arby’s was an established quick-service restaurant chain, part of the Fortune 500 and New York Stock Exchange-listed Royal Crown group. I joined the company as Director of Franchising with a mandate to expand the franchise system after a decade of stagnation and failed attempts to restart it. 

Over the next six years, I built a high-performing team and transformed the attractiveness of the franchise system and the strength of the Arby's brand. 

Led all franchising activities including planning, marketing, sales, administration, site selection and acquisition, financing, construction, fit-out of restaurant premises, franchisee induction and training, ongoing operational support, and relationships between the company and its franchisees. 

The chain was transformed from a laggard in the restaurant industry into one of the world’s largest and fastest-growing franchise systems and experienced its golden era. I advanced to Chief Franchising Officer and Senior Vice President, reporting to the CEO as equal number two executive of the company. 

Major Achievements:
•	Developed rigorous systems for franchisee support 
•	Quadrupled the number of franchisees
•	Achieved growth of well over 200 new restaurants annually, making the company one of the world’s largest and fastest-growing restaurant chains, employing over 50,000 people, with over 1,850 restaurants and more than 200 under development
•	Despite the turmoil of a takeover in 1984 and over a year without a CEO, the company was independently and repeatedly ranked in the top ten of the approximately 3,000 franchise systems in the U.S. at the time
•	With a new restaurant opening every 39 hours on average, Arby’s became recognized as the most significant turnaround of the period in the American restaurant industry, and one of the greatest franchising success stories of the era.

Chief Franchising Officer and Senior Vice President

International Multifoods Corporation

Joined the Franchise Division of International Multifoods, a Minneapolis, MN-based Fortune 500 and New York Stock Exchange-listed company in a head office role. After gaining initial franchising experience, relocated to Atlanta GA, managing franchise development in the Southern region of the US. Subsequently declined promotion to Director of Franchising at head office and instead accepted a role at the same level but with greater potential at Arby’s Inc.

Managed development of fast food franchises in several regions of the U.S. and in Canada.
	Selected franchisees and sites
	Assisted franchisees in real estate, financing and construction negotiations

Regional Franchise Manager

Unfulfilling executive career? Transform it before it traps you.

At 14, I was pulled out of school to get my first full-time job by a family crisis.

That disruption sparked a long journey through many industries and layers of the working world.

From office work to construction and self-employment in Australia, study in the UK and ministry in Africa, then from sales to senior executive roles in the US.

At Arby’s, I advanced to Chief Franchising Officer and led its transformation to one of the fastest-growing restaurant chains globally. 

With a new location opening every 39 hours, we were rated in the Top 10 of over 3,000 franchise systems in the US. 

Then, a corporate takeover harmed the culture.

I resigned to find a meaningful new path, then stayed on for a nearly tripled income. 

Two years later, I resigned again, to buy or create a business aligned with my values.

A few months on, I realized I was lost. 

I sought high-level, values and vision-based career support, and couldn’t find that either.

But that experience led me to finally recognize my calling—to fill that market gap.

Since then, I have spent decades helping executives worldwide align their careers with their deeper values and awaken their dormant clarity, confidence, energy and impact.

My colleagues and I have guided thousands through critical transitions, enabling them to align their careers with who they truly are—and with what they most want to contribute. 

I do this work because I believe that society needs more leaders doing work they find personally meaningful. 

And that begins with taking charge of their careers, rather than surrendering them to systems that meet their lower needs but not their higher aspirations. 

If you’re ready to reimagine what your career can be, let’s explore what’s possible.

📅 Schedule a conversation: https://rjacareers.com/schedule-a-call-rj/

Russell Johnson

Stuck in career quicksand? 
 
It's not necessarily your fault. 
 
Consider this: Analysis paralysis is often seen as the villain, freezing us in our tracks. But what if it's actually your superpower? 
 
In a world obsessed with speed, taking your time to analyze might in fact be your edge. 
 
It’s a characteristic of thoughtful people who don’t settle too easily. 
 
Yet too much of a good thing can be harmful. The trick lies in finding the balance. 
 
Start by setting a 'decision deadline'. Give yourself the freedom to explore options, but with a clear end in sight. 
 
Next, embrace the 'good enough' principle. Perfection is an illusion. Aim for progress, not perfection. 
 
And recognize and implement the power of iteration. We are living in times of rapid change. We need to be nimble. 
 
Finally, tap into your support network. Sometimes, a fresh perspective is all it takes to break the cycle of overthinking. 
 
Your analytical mind is a gift. Use it wisely. 
 
Ready to turn your analytical inclination into your career superpower? 
 
Let's break free from the quicksand, together. 
 
Engage below if you're ready for a shift. 
 
~~ 
 
𝘐𝘧 𝘺𝘰𝘶 𝘧𝘰𝘶𝘯𝘥 𝘵𝘩𝘪𝘴 𝘩𝘦𝘭𝘱𝘧𝘶𝘭, 𝘤𝘰𝘯𝘴𝘪𝘥𝘦𝘳 𝘴𝘩𝘢𝘳𝘪𝘯𝘨 𝘪𝘵. 𝘈𝘯𝘥 𝘧𝘰𝘭𝘭𝘰𝘸 𝘮𝘦, Russell Johnson 𝘧𝘰𝘳 𝘮𝘰𝘳𝘦 𝘤𝘰𝘯𝘵𝘦𝘯𝘵 𝘭𝘪𝘬𝘦 𝘵𝘩𝘪𝘴. 

#SelfActualizedLeadership #LeadWithPurpose #LeadershipDevelopment

Change Management Leader | Executive Director in Treasury Tech | 20+ Years in Banking Innovation | Keynote Speaker | Empowering Women to Lead & Thrive

I help banks navigate complex treasury transformations without breaking operations.

Most regulatory system migrations are disasters. Mine aren't.

Recently, I led a complete Treasury Regulatory Group Reporting overhaul at Standard Chartered Bank—new platform, new/upgraded applications, new regulations/policies, new processes. Result: zero business disruption, 100% compliance with regulatory deadlines, and stakeholders who were "pleasantly surprised" it went so smoothly.

That's what 20+ years of change management expertise looks like in practice.

What I do today

As Executive Director of Treasury Liquidity & IRRBB (Interest Rate Risk in Banking Books) Technology at Standard Chartered Bank, I design and implement strategic technology systems that keep operations running while we transform them.

Results that matter: • Led cross-functional teams and programs that reduced operational costs by $42M - optimizing yearly • Improved project completion rates by more than 90% and efficiency by 95% • Founded the CIO Scrum Master Community of Practice changing perception and increasing capabilities • Transformed 37 teams across 10 domains into New Ways of Working and much more.

Beyond the day job

I speak at conferences on change management and women's leadership. I've also coached 100+ professionals through major career transitions—because navigating change is what I do best.

Let's connect

Looking for a change management expert who delivers results without the drama? 
Let's talk: niraseethacristian@gmail.com

Seetha Cristian

𝗜 𝘄𝗮𝗶𝘁𝗲𝗱 𝘀𝗼 𝗹𝗼𝗻𝗴 𝗳𝗼𝗿 𝘁𝗵𝗶𝘀 𝗙𝗿𝗶𝗱𝗮𝘆 𝘁𝗼 𝗮𝗽𝗽𝗲𝗮𝗿.

It felt like waiting for rain in the dessert.

I sound dramatic. 
I am about to shut the laptop.
Hide it in a place that I cannot find 😜

Hello t-shirts, shorts and (Malay) ‘sarung’.

No make-up!

𝗧𝗵𝗲 𝗽𝗹𝗮𝗻 𝗶𝘀 𝘁𝗼 𝘄𝗮𝗸𝗶𝗻𝗴 𝘂𝗽 𝗹𝗮𝘁𝗲 𝗮𝗻𝗱 𝗹𝗮𝘇𝗲.
I just can’t describe the feeling enough.
Sounds desperate?

I am going on leave with family 💃

You have worked hard this year and did your very best.
Time to slow down and relax. Really relax.
Time to shift the attention to yourself and loved ones.

You deserve every moment to be happy.

👉 Reflect.
👉 Release.
👉 Realign.
👉 Re-centre.
👉 Reignite
👉 Reclaim.
👉 Reaffirm.
👉 Reinvent.
👉 Reevaluate.
👉 Rebalance.
👉 Reawaken.
👉 Reassure.
👉 Rejuvenate.

𝗥𝗜𝗦𝗘!

𝗧𝗮𝗸𝗲 𝘁𝗶𝗺𝗲 𝗼𝘂𝘁 𝗮𝗻𝗱 𝗿𝗲𝗳𝗿𝗲𝘀𝗵. 𝗜𝘁’𝘀 𝗢𝗞!

Have a great Friday and start of the weekend everyone.

This post was inspired by Khushboo Nangalia 🟢  Nangalia.
Thank you dear friend ❤️

Change Management Specialist | Zero-disruption regulatory transformations for banks & fintechs | I make complex treasury migrations look effortless | Executive Director & Speaker

𝗜𝘁'𝘀 𝘆𝗲𝗮𝗿 𝗲𝗻𝗱 𝗯𝘂𝘁 𝘁𝗵𝗲 𝗰𝗹𝗼𝗰𝗸 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗲𝘀 𝗺𝗼𝘃𝗶𝗻𝗴 𝗲𝗮𝗰𝗵 𝗱𝗮𝘆.

Q4 changes are ramping up. 

Anyone else feeling that tension between "I need a break" and "these new projects are actually exciting"?

Feel like being caught between emotional exhaustion and professional momentum.

Do the following 3 things, it works for me:

1. Protect the slow-down space brutally. I prioritize like my energy depends on it (because it does). If I can't keep a promise, I don't make it. 

If you don't do this for yourself, who will?

2. Feed the creative side when motivation drags. A favorite blueberry muffin or learning something new. The best thing is stepping away from managing change.

Do something you really like!

3. Switch from execution mode to strategy mode. This year has been all about delivering. Now I'm carving out time to learn and strategize for what's next. 

Why not? No one can stop you.

Sometimes the biggest change we need to manage is our own energy.

(Repost for your network ♻️)

𝗣.𝗦. 𝗪𝗵𝗮𝘁'𝘀 𝗸𝗲𝗲𝗽𝗶𝗻𝗴 𝘆𝗼𝘂 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗲𝗱 𝗮𝘀 𝘄𝗲 𝗵𝗲𝗮𝗱 𝗶𝗻𝘁𝗼 𝘁𝗵𝗲 𝗳𝗶𝗻𝗮𝗹 𝘀𝘁𝗿𝗲𝘁𝗰𝗵 𝗼𝗳 𝟮𝟬𝟮𝟱?

People think mentoring shapes futures.

The real surprise is how it reshapes cultures.

Many people talk about mentoring as if it is only about growth for one person.

A new role.
A better skill.
A clearer path.

But the real change does not sit in those moments.
It sits in the responses that follow.

When a person feels seen, they stop carrying fear into the room.

When they feel safe to speak, the room itself starts to change.

When they learn to hold steady, the people around them begin to breathe again.

A small shift in one person can set a new tone for how others behave.

Meetings feel calmer.
Thoughts are shared without worry.
People pause before reacting.

And slowly, the space becomes more open than it was before.

This is why mentoring is not a straight line from problem to progress.

It moves through many layers that no one writes down.

It touches silent habits, hidden doubts, and old patterns that shape how people show up every day.

The real power of mentoring is not in the change others can see.

It is in the quiet reset that spreads through teams, choices, and moments that look small but carry weight.

P.S. What is one shift you believe can change the way people feel at work?
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Follow Seetha Cristian for expert insights and practical tips on Leadership & Change Management.

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The proudest transformation stories aren’t about projects.
They’re about people.

A while ago, I worked with someone who joined a project with strong skills but low trust in herself.

She always did her work well.
But she avoided giving opinions.
She never stepped forward unless someone asked her to.

One day, during a review, I asked her something different:

Not about the tasks.
But about, What part of you do you want to grow in this journey?

She paused.
And that pause stayed with her longer than the question.

Over the next few weeks, small shifts began to show.

She spoke up once.
Then twice.
Then she took the lead for a conversation the team had been avoiding.

Soon she wasn’t the silent contributor anymore.
She became the person others turned to when things got unclear.

The project improved, yes.
But she improved more.

And this is the truth many leaders forget.

A process can fix a workflow.
But a person who grows can shift an entire culture.

Projects end.
Systems reset.
Metrics fade.

But when someone finds their voice, it changes how they think, how they act, and how they influence everyone around them.

That is the real transformation.

Because real progress is not how fast we move the project.
It’s how deeply we move the person who is driving it.

So here’s a question for you:

What is one transformation in a person that changed the way you lead?
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Follow Seetha Cristian for expert insights and practical tips on Leadership & Change Management.

I once led a change project that hit every target on paper.

But the room felt silent… and that silence told me the truth.


That day I learned something important.
Transformation has two layers.
One that leaders measure.
And one that actually matters.

Most leaders only track the outer layer.
Numbers.
Deadlines.
Outputs.

But the inner layer is where the real shift begins.
And this layer has no charts.

I call it the “feel of the room.”

It shows up in tiny ways that most reports never catch.

When people stop rehearsing their thoughts before they speak.
The room feels lighter.

When someone disagrees without fear of judgment.
The room feels safer.

When two teams that once avoided each other now share a small win.
The room feels connected.

These moments are not “soft signs.”
They are early proof that the culture is learning a new way to exist.

Because people change from the inside first.
Behavior changes after.
And performance changes last.

This is why I always tell leaders:
If you want to measure transformation, don’t look at what people deliver first.
Look at what they allow themselves to feel in the room.

If trust rises, performance will follow.
If trust drops, performance will break no matter how strong your numbers look today.

Transformation is not a number shift.
It is a room shift.

And the room always tells the truth.

P.S. What is one “feel of the room” signal you trust when you want to know if real change has started? 
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The most dangerous myth in leadership today is this:
“Transformation needs more speed.”

But the real shift taking place is this.
Change is not getting faster.
It is getting deeper.

Many teams are moving quick.
Very few are going deep.

And this is why people feel tired, mixed or a little lost.
Speed looks good on the outside.
But speed hides the real work on the inside.

It hides quiet fears.
It hides confusion that people do not want to show.
It hides small breaks in trust that later grow bigger.

The leaders who guide the future will not be the fastest.
They will be the ones who slow the room
so everyone can think with honesty
and not with fear.

Depth is simple.
It means real listening.

Real truth.
Real understanding.

It gives people the space to unlearn.
To question old patterns.
To speak with an open heart.
To sit with discomfort long enough to see what is true.

Here is one small shift that opens a door.

Instead of asking
“How do we speed this up?”

Ask
“What truth are we not seeing because we are in a hurry?”

This one question brings the team back to what matters.
And often the slow step becomes the turning point.

P.S. What part of this hit you the most?
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🔔Follow Seetha Cristian to stay updated on my insights around leadership, transformation and change management.

The way you end the year says everything about how you’ll begin the next.

Most people rush in December.

They try to finish fast.
Clear tasks.
Close loops.
Tick boxes.

But rushing is not closure.
And closure is not speed.

One December, I noticed something small.

I was ending the year the same way I began it.

Busy.
Reactive.
Missing the part that actually mattered.

So I created a tiny ritual.
Nothing fancy.
No ten-page reflection workbook.

Just one question I sit with every December.

It’s a simple question.

“What did I learn this year that I wasn’t ready to learn before?”

This question shows me something that normal reflection never does.

It shows me the pattern behind my growth.
It shows me what shaped me quietly.
It shows me the lesson that waited for me to be ready.

And here is the funny thing.
This one question slows me down just enough to see the year clearly.

When you see the year clearly, you don’t end it in a rush.

You end it in awareness.

And awareness is the best starting point for any new year.

So before the year closes, try asking yourself:

What part of you grew quietly this year?

Your answer might help someone else notice what they almost missed.
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🔔Follow Seetha Cristian to stay updated on my insights around leadership, transformation and change management.

One moment in a meeting showed me why most change fails before it even begins.


A company I worked with wanted to move from a reactive style to a proactive one.

Everyone said yes.
Everyone agreed.
But when it was time to act, the room went quiet.

So we rebuilt the whole shift with my 4C Model for Change That Sticks.

✅Clarity
✅Courage
✅Collaboration
✅Consistency

Here is how all four showed up in this one change.

We started with Clarity.
Not long notes.
Not a big plan.
Just one clear line on what “proactive” would look like in real daily steps.
Once people saw the same picture, the confusion went away.

Next was Courage.
The leaders went first.
They made small early moves without waiting for the perfect moment.
The team followed because they saw action, not talk.

Then came Collaboration.
We brought people from different levels into one room.
They spoke honestly.
They saw gaps they never saw before.
This eased the push and lowered fear.

The last piece was Consistency.
No big jumps.
Only small steady steps each week.
Slowly the new habits became normal.

This is why the 4C Model works.
It keeps change simple and real.
People feel sure.
Leaders stay steady.
And the change stays strong even when no one is watching.

P.S. Which C do you see most leaders forgetting?
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Everyone talks about good mentors.
No one talks about how easily a mentor can block someone’s growth.

It often happens in small ways.

A fast answer.
A strong suggestion.
A quick step in.

Slowly, the other person begins to wait for your voice.
Not their own.
And once that gap opens, dependence starts quietly building inside them.

Most people think support means stepping in.
But real support is helping someone stay awake in their own mind.

True mentorship does not create followers.
It creates people who can stand steady without looking over their shoulder.

Here are three deeper shifts that help mentors empower without creating silent pull.

1️⃣ Move from “Let me show you the way” to “Let me protect your space to think.”

Most people already have answers inside them.
What they need is space to hear those answers.
A mentor protects that space instead of filling it.

2️⃣Move from “Tell me the problem” to “Show me how you see.”

Tasks change.
Patterns stay.
When you understand how someone sees the world, you help them unlock their own clarity.

3️⃣Move from “Use my clarity” to “Grow your compass.”

Borrowed clarity fades fast.
Inner clarity stays.
A mentor’s power lies in helping someone trust the compass within them.

When a person trusts their own compass, dependence disappears.
Leadership rises.

P.S. Which shift feels the most missing in today’s mentoring style?
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2026 will not challenge leaders with new problems.

It will uncover the old questions they never slowed down to ask.

The year is about to turn.
And the leaders who guide real change will be the ones who look deeper into the way their teams think, act and choose.

Here are 5 questions every transformation leader should ask before 2026.

1️⃣What part of our success today has stopped us from seeing what is coming next
↳ Success creates patterns.
↳ Patterns create blind spots.

2️⃣Which small shift inside our team today can create a big move next year
↳ Large outcomes begin as tiny signals.
↳ The early signs often sit in plain sight.

3️⃣What fear inside our system is slowing the next move
↳ Teams move with more strength when fear is named.
↳ Silence grows the problem. Clarity shrinks it.

4️⃣Where are we choosing quick action instead of clear action
↳ Speed can cover confusion for a while.
↳ Clarity removes it for good.

5️⃣What truth have we avoided because it will change our path
↳ Every system has a truth that sits quietly in the corner.
↳ Facing it early unlocks the next step.

Real transformation is not about the next big plan.
It is about the next brave question.

The leaders who rise in 2026 will be the ones who create space for slow thinking, honest talk and simple truths that guide hard choices.

Because change does not begin with action.
It begins with awareness.

P.S. Which of these questions speaks to your team the most right now and why?
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🔔Follow Seetha Cristian to stay updated on my insights around leadership, transformation and change management.

The best decisions I made this year came after the hardest pauses.

Not the planned ones.
The quiet ones no one noticed.

There was a project moving along.
Meetings were booked.
People were aligned.
Everything looked fine.

So I kept going.

But somewhere inside, I felt a small pull to slow down.
Nothing was wrong.
Nothing was broken.
Still, I stopped pushing.

I did not explain it to anyone.
I did not call it a pause.
I just stopped rushing things.

One meeting got pushed back.
One decision stayed open longer than usual.
One follow up never went out.

From the outside, work continued.
Inside, things became quiet.

That quiet helped me see more.

I noticed who spoke with real care.
Who agreed quickly just to move on.
Who stayed silent when a question mattered.

I heard things between the words.
Doubts hidden behind polite nods.
Support that sounded right but felt unsure.

If I had kept pushing, we would have finished faster.
And paid for it later.

The pause did not give me clear answers right away.
It showed me what we were not ready to face.

That changed the decision.

Not the goal.
Not the intent.
But the timing and the way forward.

When we started again, the work felt lighter.
Still serious.
But more real.

This year reminded me of something simple.

Good leadership is not always about moving.
Sometimes it is about staying still long enough to see clearly.

Pausing does not waste time.
It saves you from fixing the wrong things later.

P.S. When did slowing down help you notice something important?
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🔔Follow Seetha Cristian to stay updated on my insights around leadership, transformation and change management.

For many leaders, the biggest disruption is not AI.
It is the speed at which their old playbook is becoming useless.

Many leaders still look at tools and think that is where the danger sits.

But the real shift is inside the way leadership now works.
The world no longer rewards the style that once felt safe.

Traditional leadership taught leaders to:
↳ Protect what is working
↳ Stay away from risk
↳ Move slow
↳ Wait till things look clear

But the new world asks for a very different style.
It asks leaders to:

↳ Change while things keep moving
↳ Make choices even when half things are unknown
↳ Guide people through uncertainty
↳ Create new paths when old ones stop working

This is where many leaders feel stuck today.

Not because they do not know enough.

But because they cannot reshape fast enough while the world keeps shifting around them.

Here is the truth that most people avoid:

AI is not replacing leaders.
Change is replacing leaders who cannot grow with it.

In a world that keeps turning faster, knowledge is not the winning point.
The winning point is how quickly you can learn again.

Adaptability is the new form of intelligence.

The leaders who grow with change will stay ahead.
The ones who hold on to the past will fall behind even if they are skilled and smart.

P.S. What is one old habit in leadership that you believe should end now?
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Follow Seetha Cristian for expert insights and practical tips on Leadership & Change Management.

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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);}Russell Johnson's LinkedIn Performance

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Performance ScoreRussell Johnson's LinkedIn Performance