I coach leaders to free up 20+ hours a month and implement systems that boost team performance by 20%

I help leaders and organizations scale effectively by turning strategy into results.With 7+ years as a founder and growth leader, I’ve led transformations that:	•	Increased change adoption by 30% during a digital strategy rollout	•	Redesigned customer operations for a 45-member team under high pressure	•	Consistently improved team performance by 20–50% across B2B clientsMy focus:	•	Building high-performing leadership teams	•	Increasing Revenue (Targeting precisely, Demonstrating Value, Fair Pricing, High Performance)	•	Streamlining operations to cut costs and boost efficiency	•	Guiding organizations through growth, restructuring, and changeAt ANIMA, I partner with leadership teams to create clarity, structure, and accountability — so strategy isn’t just designed, it’s executed.👉 For leaders who want a place to connect, share, and grow, I’ve built the Growth Leaders Community. Inside you’ll find the Growth Leadership Program (v1), workbooks, and peers to help you boost team performance, cut costs, and grow your business.Join here: https://www.skool.com/growth-leadership-7027Open to advisory, interim leadership, and collaborations that enable impactful transformation.

Soufiane Hamdaoui

Every week your hidden loops run. The cost compounds. I stop that.

I work with leaders responsible for execution.

The ones carrying deadlines, scope, and accountability that never ease up. It often looks like Founders, VPs, Directors, or Product and Project Leads.

But the role is not what matters, the weight is.

The problem is not effort. The problem is loops you cannot see.

They look responsible in the moment but they drain time, slow decisions, and eat into the trust you’ve earned.

You know the signs:

• A decision pushed off until the opportunity is gone
• A hire delayed until the best candidate walks
• Work you delegated pulled back onto your plate

These aren’t small habits.

I do not coach in the way you think of coaching. I cut the loop at the source so it stops running you.

My clients walk out with:

• Decisions made in hours instead of weeks
• Teams that move without being pushed
• Projects delivered instead of delayed
• Opportunities secured before they slip away

We do not polish symptoms. We cut the loop.

No journaling.
No endless talk.
No drawn-out processes.

You can read what my clients say in the "Recommendations" section below.

Roshan Chander

Some leaders mistake urgency for progress.

The day fills with problems that need immediate attention. Something breaks. Someone needs a decision. A fire pops up that cannot wait. The leader stays busy. The system stays alive but nothing actually moves forward.

The business stays in maintenance mode.

I see this loop when leaders become the default router for every issue. The work feels important because it is urgent, and the constant adrenaline feels productive.But the business keeps returning to the same baseline. 

The pipeline does not advance. The structure does not strengthen. The same fires come back.

The misread is simple. Urgency feels like work that matters. It keeps the system running. It does not build the next version of it.

This loop is expensive. Time burns on returning things to normal instead of moving them ahead. Delegation breaks because everything flows back to one person. 

The leader stays busy while the business stays in place.

When this loop gets cut, the pace changes without adding effort. Fires stop defining the day. Decisions move before they become urgent. The leader steps out of reaction and back into direction.

If your weeks are full but the business keeps resetting instead of advancing, it is usually this loop running underneath everything.

I Fix Decision Loops That Slow Execution | Structural Fixes, Not Motivation Work

One of the hardest moments for experienced professionals is not failure. It’s the moment when the system that used to close decisions disappears.

For years, the environment handled a lot of invisible work. A promotion path signaled which projects mattered. A manager filtered which requests deserved attention. Quarterly reviews closed out what wasn't working. When that structure is removed, everything reopens at once.

What to pursue, how much risk to take, which options deserve energy, what is worth the cost now.

This moment is often misread as an identity issue or a search for meaning. It isn’t. It’s a decision-closure problem.

Too many viable paths stay open at the same time. There is no clear mechanism to shut one without second-guessing the others. Energy spreads across parallel options that should have been sequenced. 

Capable people start circling, not because they lack discipline or skill, but because the rules that used to end decisions are gone.

Until new closure rules are established, progress feels unreliable. Nothing is wrong with the person. The system that once decided for them is simply no longer there. 

Rebuilding decision closure comes first. Direction follows.

taplio

The Battle

Soufiane Hamdaoui

Roshan Chander

Followers

Posts

Engagements

Likes

Performance ScoreRoshan Chander's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Soufiane Hamdaoui

Roshan Chander

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);}Roshan Chander's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreRoshan Chander's LinkedIn Performance