Senior Engineering Leader for Final Mile Services and E&T Development Program

I built a successful career in engineering and leadership.

On paper, it checked every box. Strong income. Respect. Stability.

Stability can become a cage when the money is good, but the question of purpose won’t go away.

That’s why I help engineering leaders make a purpose-led next move in their careers.

I bring 30 years of experience leading teams, navigating complexity, and making high-stakes decisions. Now I apply that same clarity and structure to the decision you can’t ignore forever, what you want your next season of impact to be.

My 3-Step Process

1) Purpose Clarity - We translate what matters most into plain language, so you can stop spinning and start choosing.

2) Next Move Focus - We narrow your options to the few paths that actually fit you, your strengths, values, and desired impact.

3) Execution Plan - We build a practical plan you can run while still employed, so your next move is intentional, not impulsive.

If you're a leader who knows you're made for more impact, I’ll help you get clear on your purpose in 90 days or less.

DM me “PURPOSE” and I’ll send you the first step.

Tarek Taha

My wife and I got married at 22.

We lived in a 1 bedroom apartment with worn out furniture and brown shag carpet near campus.

We didn't have much because we were both in grad school.

But we were committed to building a great life together.

And sacrificing to make things work.

34 years later, we are living a life we never could have imagined.

Who you choose to marry is the single most important decision you will ever make.

It's more important than your:

- Job title
- Car you drive
- Vacations you take
- How you compare to your neighbors

Or really anything else when building your life or career.

You want someone who believes in you and who you believe in.

Someone willing to go through the highs and the lows.

And who you can enjoy life and dream with.

Choose your spouse wisely.
--
I created this tool to help high achievers realign their life/career with who they actually are: https://lnkd.in/ghmvDS_b

Engineering Leader-turned-Leadership Coach | I help Engineering leaders lead on purpose WITHOUT burning out | DM me “PURPOSE” to join my mastermind

18 years ago, my boss called me into his office.

He was the best boss I ever had.

I told him I'd received an offer from another company and was considering taking it.

He said, "How much are they paying you?"

I told him it was 40% more than my current compensation.

Instead of getting mad, he said he would support whatever decision I made.

I shared how this job would allow me to achieve my financial goals more quickly.

Even though he would be sad to lose me, he knew I needed to do what was best for my family.

It's your job to advocate for yourself and do what's right for you.

Sometimes you have to take emotions out of it.

By the way, I decided to stay and am so glad I did.

My boss and I are still friends today!

Do what's best for you and your family.

Don't settle.
--
I write about authentic leadership every Sunday: https://lnkd.in/g-rc8hvd

Engineering Leader-turned-Leadership Coach | I help Engineering Leaders lead high-performing teams WITHOUT killing culture | DM me “PURPOSE” to join my mastermind

My friend's entire department was eliminated while she was on maternity leave with her first child.

Her company gave their reasons for why this was necessary.

She lost sleep and was stressed out while trying to learn how to be a mom.

Thankfully she found a new job just as her leave was ending.

People think they have to be loyal to companies.

You don't.

Your company is not your family.

They will go on without you the moment you leave.

Make sure your family comes first.

Most hiring managers don't know how to hire great talent.


The worst one I witnessed would force rank resumes based on GPA.

Then he would ask for proof of their ACT score to break ties.

There was no assessment of the candidate's ability to:

- Collaborate with the existing team
- Solve real business problems
- Think on their feet

This resulted in hires that were intelligent on paper but couldn't translate it into real company value.

The best test takers may be your worst employees.

Some of the best I hired had lower GPA's but worked 3 jobs to pay for their degrees.

Hire for potential not for a score on a scoreboard.

Engineering Leader turned Leadership Coach | I help engineering leaders live on purpose, not on autopilot | DM me “PURPOSE” to join my mastermind

My boss told me it could take 10 years to make Director.

That was the moment I decided I wasn’t waiting around for someone else to validate my potential.

The very next day, I made it my job to find a role that challenged me, stretched my skills, and actually leveraged my talents.

Here’s the truth: we only get one life. Why waste years hoping the system will reward your loyalty?

Companies exist to serve investors. That’s not wrong, but it means you have to serve yourself too.

The great news? I landed a great role at a company that I stayed at for 21 years. 

I had the joy of leading a rotational program that helped 130 engineers launch their careers.

There are no bonus points for staying where you’ve stopped growing.

You have permission to move on.

♻️ Repost if you know someone who needs to hear this message.
🔔 Follow Tarek Taha for more.
—
Here is a free tool I built to determine how authentically you are living your life: https://lnkd.in/ghmvDS_b

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TAP plug

https://open.substack.com/pub/tareksblog/p/when-life-strips-away-your-control?r=2kw56y&utm_campaign=post&utm_medium=web&showWelcomeOnShare=true

Helping multi six-figure earners make a purpose-led next move without quitting first | Sr Engineering Leader | DM me “NEXT” to setup a call

I went to Kuwait against my will my junior year of highschool.

My dad was a professor and decided he would take a sabbatical there.

I was resentful and missed my friends.

The first few weeks of school were very hard.

But I slowly began to connect with people from all over the world.

Sweden. Jordan. Syria. The Netherlands. France.

We got to travel all over Europe.

We visited our family in Egypt and even did a cruise on the Nile river.

That year helped shape who I am today.

I think of the countries we visited.

I think of the wonderful people I met who taught me so much.

There were so many moments when I wanted desperately to return home.

But I'm glad I didn't stay home.

What childhood difficulty helped shape who you are today?
—
Realign your life with who you really are: https://lnkd.in/ghmvDS_b

I had coffee with my daughter every Saturday for 10 years.


We'd sit at the same table.

She would order the vanilla latte.

I would have black coffee.

The time you spend with your kids matters more than your:

- Job title
- The respect of your peers
- Business model
- Growth strategy

Or pretty much anything else you build in your life.

There is no shortcut to impacting your children's lives.

I never regret one moment I spent with her.

Spend the early years with your kids intentionally.

The days are long, but the years are short.

Make them count.

--
Join a mastermind with leaders who want to live on purpose: https://lnkd.in/gYz5MgeY

High performers stay stuck longer than everyone else.

Not because they lack courage.
But because they overthink their options.

I saw this clearly the day I was asked to build yet another presentation for a senior leader.

It was my job.
It was the “right” thing to do.
And I knew it would have zero measurable impact.

That’s when it hit me.

I wasn’t being strategic.
I was avoiding a move I already knew I needed to make.

High performers don’t get stuck from lack of information.
They get stuck waiting for certainty while putting their purpose on the shelf.

Security feels responsible.
Comfort feels earned.
Logic feels safe.

Clarity doesn’t come from more thinking.

It comes from taking the next right action that’s aligned with who you are.
And that doesn’t always mean quitting your job.

Sometimes it just means getting honest about the decisions you’re avoiding.

Engineering Leader-turned-Entrepreneur + Leadership Coach | DM me “NEXT” to discover your purpose

My friend just put in his 2-week notice.

His manager:

- Publicly called him out in meetings in front of his peers.
- Regularly sent late night texts with random to do's in the middle of the night.
- Demoted him recently while saying "You're doing a great job" for months

He had been losing sleep for months because of his job.

But specifically because of his boss.

Even though he doesn't have a job lined up, he decided his mental health was worth protecting.

People quit jobs for all kinds of reasons.

But the most common reason people pick if they're being honest is because of bad bosses.

Engineering Leader-turned-Entrepreneur + Leadership Coach | DM me “PURPOSE” to join my mastermind

I sent my first newsletter to 5 friends.

That was back in 2023.

I had ideas to share, but I was afraid of what others would think.

I had shared my ideas with my peers at work, but never with the world.

I began adding readers and gaining confidence as positive comments would come in.

I now have 836 people reading my newsletter.

That number would get my attention if I were speaking to them in person.

Last week, I got a note from a reader who told me she started writing because of my posts.

What a gift to know that I helped someone else begin their journey.

I believe everyone reading this was born on purpose and for a great purpose.

The best advice I can give you is just to start.

Only then will the way forward reveal itself to you.

I wrote more in today's newsletter: https://lnkd.in/gMYJSpCC

Me before life-saving surgery:


I will do everything I can to climb the corporate ladder.

Me after surgery:

I will do everything I can to live out my purpose.

We can always get more money

But we can't get more time

Prioritize what matters.

👉 Authentic purpose mastermind starts soon. DM me "PURPOSE" for more

Most people let others set their own ceiling.

I did too.

Then I stopped waiting for permission.

Started reading books by people like John Maxwell and Mel Robbins. 
Mentors decades ahead I'd never meet.

Specifically:
• Blocked 90 minutes every morning for reading
• Took notes in a simple Google Doc
• Applied one idea per week to my actual work

Six months in, others asked where the new ideas were coming from.

I wasn't smarter. I just had different inputs than everyone else in the room.

Here's what actually works:
1. Pick one skill gap holding you back right now
2. Find the best book or course on it
3. Study 30-60 minutes daily before your inbox owns you
4. Test one thing from it this week

That's it.

No one can limit you when you refuse to stop learning.

Control your inputs, control your ceiling.

♻️ Repost if you know someone who needs to hear this message.
🔔 Follow Tarek Taha for more.

Engineering Leader-turned-Entrepreneur + Leadership Coach + Substack writer | DM me “NEXT” to discover your purpose

The only people who matter are the ones who will carry your coffin.


Yet people sacrifice SO much for status that means absolutely nothing.

Your teammates you're too scared to leave?
They'll forget your name in a month.

That toxic friend you keep texting?
They won't even come to your funeral.

Your company that "feels like family"?
You are only a line on a P&L.

Meanwhile...

Your parents are waiting for a call.
Your real friends don't know if you're alive or dead.
You worked late (again) instead of connecting with your kids.

We overfocus on relationships that don't matter.

And underfocus on the ones that do.

Stop pretending.

Call your mom and dad.
Talk to your real friends.
Leave the job that's sucking the life from you.

The people who will carry your coffin deserve your best.

Everyone else can wait.

Your clock IS ticking

Every Sunday, I share practical lessons on how to live on purpose. 

👉  https://www.tareks.blog

Thanks Noah Little for the inspiration.

Most college graduates: It's not fair that a company won't give me a job after I paid 1000's of dollars for my college degree.

Smart college graduates: I have a side hustle to diversify my income, learn valuable business skills, and support myself while I look for a job.

You have more control than you think.

You just have to think differently.

Accountability for your future is your responsibility alone.

I was the last one to realize the promotion I had waited two years for was never coming.

I used to think hard work spoke for itself.

Nope.

Progress didn’t come from being patient.
It didn't come from staying silent.
It didn’t come from hoping someone noticed.

It came from realizing one thing.

My manager was not thinking about my career.
They were thinking about their own challenges.

That’s when things started to change.

Your career won't move forward on effort alone.

It moves forward when you finally take ownership.

Ownership looks like:
Not waiting for a tap on the shoulder.
Asking for what you want.
Asking what needs to change to get it.
Walking away if it’s not on the table.

Your career isn’t your manager’s responsibility.
It’s yours.

If you’re feeling stuck right now…
Stop waiting.
Get in motion.

That’s when things finally shifted for me.

♻️ Repost if you know someone who needs to hear this message.
🔔 Follow Tarek Taha  for more.

I failed the Professional Engineering exam. Twice.


I spent hours preparing.

Relearning concepts I hadn't thought about in years.

Passing this test would have opened new doors for me.

Instead, I failed and I pivoted.

I took a job with a logistics company.

I built a successful 30-year career.

My employers didn't give a rip about P.E. certification.

If you're dealing with rejection right now:
↳ A test you didn't pass
↳ A job you didn't get
↳ A promotion that went to someone else
↳ A career path that didn't work out

It might feel like the end.

But that rejection is just redirection.

It's never too late to become who you were always meant to be.

♻️ Repost to remind someone who needs this
🔔 Follow Tarek Taha for more

THIS is why I write transparent LinkedIn posts.


It can be a bit scary to put yourself out there.

- I don't write perfectly
- I don't always get everything right
- I don't know all the answers

But I share my ideas in my own way so others might be inspired to do the same.

My advice for anyone doubting why they should post about themselves and their career journey:

You don't have to change the entire world to have a lasting impact.

If you change the world for one person

It is worth it.

Your legacy matters.

Thanks Matt Barker for the inspiration.

I spent three years preparing for a move I could’ve made sooner.

Those years weren’t wasted.

They were filled with personal growth, conferences, books, podcasts, and long walks where I tried to think my way into clarity.

That’s the responsible thing to do, right?

In reality, it was familiar.
Planning was the method I used my entire career.

Corporate life rewards certainty, data, and proof.

Purpose doesn’t work that way.
You find it by getting in motion.

At some point, I realized:
• I wasn’t uncommitted
 • I wasn’t unqualified
 • I wasn’t lacking information

I was applying the corporate rulebook to a major life decision.

Nothing external changed.

The only difference was deciding to stop waiting for certainty that will never arrive.

Corporate rewards following the rules.
Purpose responds to action.

👉 If you’re in that “not ready” loop, DM me NEXT and I’ll help you take the first step, without quitting first.

I used to think leadership started once you had the glass office.

Titles.
Offices.
Recognition.

It isn’t.

Leadership is choosing to serve.

True leaders don’t stand on a mountaintop waiting to be recognized.
They reach back to pull others up with them.

Here’s what leading through service actually looks like:
1. Put people before position
 ↳ Your role is to elevate others
 ↳ Influence is earned, not granted

2. See the unseen
 ↳ Notice the quiet contributors
 ↳ Treat every voice as valuable

3. Lead with empathy
 ↳ Assume unseen battles
 ↳ Respond with patience, not judgment

4. Model sacrifice
 ↳ Own mistakes when things break
 ↳ Give credit when things work

5. Teach by example
 ↳ Show the standard
 ↳ Let actions lead

6. Build trust through humility
 ↳ Admit mistakes
 ↳ Invite feedback

7. Serve first
 ↳ Put the team before ego
 ↳ Lead beside people, not above them

Serving others isn’t a strategy.

It’s your responsibility.

I don’t know how to rest.

A few days into my first week without a corporate job, my wife pointed this out.

After leaving a 30-year corporate career, my calendar was empty, but my mind wasn’t.

Coffee done. Workout done. Journaling done.

Then I caught myself building a to-do list that didn’t exist.

Because when I’m not checking boxes, I feel less valuable.

Maybe you can relate.

There will never be enough boxes to check.

So I’m asking a new question.

What if I optimized for peace instead of productivity?

Get the free Authentic Life Audit when you join my newsletter: https://lnkd.in/gipJQXPP

Helping multi six-figure earners make a purpose-led next move without quitting first | Sr Engineering Leader | Former JB Hunt | DM me “NEXT” to setup a call

Most mid-market companies lose revenue every day because sales and operations teams are buried in manual work.
Leads aren’t followed up fast enough. Inbound calls slip through the cracks. CRM updates are inconsistent.

That’s where I come in.

I run the AI-Powered Business Ops Accelerator, a done-for-you program that helps $5M–$50M companies automate lead generation, sales calls, and workflow processes in just 90 days — without adding headcount.

With my background as a Senior Business Analyst and Data Quality Leader (P&G, Zimmer Biomet, Medtronic, Canary Medical, Quanta Services), I combine deep data governance expertise with hands-on AI agent development. My systems cut admin time by up to 40% and increase conversions by ensuring no lead goes untouched.

📌 What we deliver:
→ AI agents for lead gen email campaigns, inbound/outbound calls, and CRM updates
→ Automated reporting and data governance workflows
→ Done-for-you setup, training, and 90-day ROI guarantee

If you’re leading sales or operations at a mid-market company and want to scale without scaling payroll, DM me “AI” here on LinkedIn.

Ogechukwu Okoh
Founder | AI-Powered Business Ops Accelerator
📍 Houston, TX | Working with clients globally

#AI #Automation #SalesOps #BusinessAnalysis #DataGovernance #RevenueEnablement

Ogechukwu Okoh

Hiring for perfection is lazy leadership.

Not because the talent isn’t there.
But because expectations are unrealistic.

I’ve seen companies reject great people over:

– Not having the perfect background
– Missing one tool on a job description
– Coming from the “wrong” industry
– Needing a little ramp-up time

Meanwhile…

The role stays open for months.
Work piles up.
The team burns out.

The uncomfortable truth:

Most roles aren’t hard.
They’re just unfamiliar.

Skills can be taught.
Tools can be learned.
Processes can be documented.

What can’t be trained?

✅ Curiosity
✅ Work ethic
✅ Accountability
✅ Willingness to learn

The best hires I’ve seen weren’t “plug-and-play.”
They were given trust, context, and room to grow.

And they outperformed the “perfect-on-paper” candidates every time.

90% of jobs are teachable.
Give someone an opportunity.

Founder, Genius Tech AI | Practical AI Integration for Business Operations.

Micromanagement is just a fancy way of saying: “I don’t trust you.”

The truth is, no one thrives under a microscope.

When leaders hover, second-guess, and nitpick every detail, it doesn’t create excellence; it creates fear.
Fear of taking risks.
Fear of making mistakes.
Fear of being authentic at work.

But when trust exists?
Confidence grows.
Productivity soars.

And people start showing you what they’re truly capable of.

The best leaders don’t micromanage.
They set clear expectations, give the tools, and then step back.

If you want your team to thrive, trade control for trust.

Things I don’t care about when evaluating people:

→ Your age
→ Gaps on your resume
→ Whether you took time off
→ If you changed careers
→ How “linear” your path looks
→ The exact length of your resume
→ Titles you no longer hold

None of that tells me how you’ll actually perform.

What I do care about:

✅ How you think
✅ How you learn
✅ How you respond to feedback
✅ How you show up when things get hard

I’ve seen people with “perfect” resumes struggle.
And people with unconventional paths outperform everyone in the room.

Talent isn’t rare.
Opportunity is.

Most companies don’t have a hiring problem.
They have a filtering problem, optimizing for comfort instead of potential.

Most jobs can be taught.

Give people a chance.

Most people don’t burn out because they’re lazy.

They burn out because they’re never fully off.

They work during work hours…
but also check Slack at dinner.
Think about emails on Sunday.
Replay meetings in their head at night.

So they’re never really working.
And never really resting.

That’s not discipline.
That’s mental clutter.

High performers aren’t “always on.”
They’re intentionally on and intentionally off.

When they work, they focus.
When they rest, they disconnect, without guilt.

Because rest isn’t a reward.
It’s part of the system that makes great work possible.

Grinding nonstop doesn’t make you consistent.
It makes you sloppy, resentful, and tired.

Sustainable performance comes from rhythm, not pressure.

You shouldn’t go hard 24/7.

Work when you work,
rest when you rest.

One of the quickest ways to plateau in your career?

Believing you’ve already figured it out.

I’ve watched highly capable people stop progressing, not because they weren’t smart,
but because they stopped being curious.

They started:

- Defending their opinions instead of testing them
- Confusing past success with permanent competence
- Treating feedback like a threat instead of a tool

Eventually, growth slowed.
Then it stopped.

The most effective professionals I know operate differently.

They:

✅ Ask uncomfortable questions
✅ Invite disagreement early
✅ Update their thinking when new data shows up

Not because they lack confidence,
but because they’re serious about improving.

Progress doesn’t come from being right all the time.

It comes from staying open long enough to learn something you didn’t expect,
especially when it challenges what you already believe.

That mindset compounds faster than talent ever will.

Be teachable.
You don't know everything and you're not always right.

One of the fastest ways to stall your career?

Thinking you already have it figured out.

I’ve seen incredibly smart people hit a ceiling,
because they stopped being teachable.

They:
- Defended their ideas instead of testing them.
- Protected their ego instead of improving their work.
- Confused experience with infallibility.

The best professionals I know do the opposite.

They:
✅ Ask better questions.
✅ Invite pushback.
✅ Change their minds when new information shows up.

Not because they’re unsure of themselves,
but because they’re committed to getting better.

Growth doesn’t come from being right all the time.

It comes from being open long enough to learn something new.
Especially when it’s uncomfortable.

Be teachable.
You don't know everything and you're not always right.

Hiring looks active.
But commitment is low.

Roles get posted.

Interviews get scheduled.

Recruiters say “we’re moving fast.”

Then:
 • The role gets paused
 • Budgets change mid-process
 • Decisions drag for weeks
 • Candidates get ghosted

“Open” no longer means “real.”

What’s actually happening:
Companies are testing the market without committing to it.
They want optionality without accountability.
Perfect hires with zero risk.

And the cost is real:
• Strong candidates disengage
• Trust erodes
• Top talent opts out entirely

A market full of motion,
with very little follow-through.

If you’re interviewing right now, don’t confuse activity with intent.

And if you’re hiring, understand this:

The fastest way to lose great people
is to make them wait while you decide.

Most people think promotions come from working harder.

They don’t.

They come from working visibly on the right things.

I’ve seen incredibly smart people stay stuck for years because:
- They execute perfectly… on low-impact work
- They solve problems no one is asking about
- They confuse effort with leverage

Meanwhile, others move up faster because they:
- Understand what leadership actually cares about
- Tie their work to business outcomes
- Speak in impact, not tasks
- Make it easy for decision-makers to advocate for them

Being great at your job is the baseline.

Being great at the right job is the differentiator.

Promotions don’t go to the busiest people.

They go to the people who align their work with what moves the business forward.

Bad consistency:
• Doing the same work every day without questioning it
• Measuring effort instead of outcomes
• Staying busy to feel productive
• Saying “at least I’m consistent” while feeling drained
• Burning energy on work that doesn’t move anything forward

This is how people burn out quietly.

Good consistency:
✅ Repeating work that creates real impact
✅ Reviewing what’s actually working (and what’s not)
✅ Saying no to motion that doesn’t lead to progress
✅ Staying disciplined about direction, not just effort
✅ Protecting energy by focusing on outcomes that matter

This is how people last.

Burnout isn’t always a workload problem.

It’s often an alignment problem.

You’re not tired because you’re lazy.

You’re tired because your consistency isn’t connected to results.

Don’t aim to be consistently busy.

Aim to be consistently aligned with outcomes that matter.

It’s easy to be impressed by the surface.

Big titles.
Big salaries.
Big followings.
Impressive resumes.

But I’ve learned those things tell you very little about who someone actually is.

I’ve met people with all the credentials
and no character.

And others with no spotlight at all
who show up with honesty, empathy, and quiet strength.

Those are the people you want to work with.
Build with.
Trust.

Because when things get hard, status disappears.
Character doesn’t.

Don’t be impressed by money, followers, degrees, and titles.

Be impressed by kindness, integrity, humility, and generosity.

I’ve worked with people who had
20+ years of experience.
Impressive titles.
Long resumes.

And still struggled with the basics.

Talking down to others.
Dismissing ideas.
Creating fear instead of trust.

Experience didn’t make them effective.
It just made them louder.

I’ve also worked with people who had far less time on paper,
but knew how to listen.
How to give feedback without ego.
How to make others feel safe enough to do their best work.

Those are the people teams follow.
Those are the people others grow under.

Because no amount of expertise can compensate for poor character.

And no role is senior enough to excuse disrespect.

No matter how many years of work experience you have,

if you don't know how to treat people, it's worthless.

Most leaders confuse visibility with control.

Just because you can see everything
doesn’t mean you should.

Slack pings.
Status dashboards.
Daily check-ins.
“Just keeping an eye on things.”

That’s not leadership.
That’s anxiety disguised as oversight.

Bad leaders want constant proof of activity.
They ask for updates that don’t change decisions.
They measure motion instead of progress.

Good leaders do the opposite.
They set clear outcomes.
They check in at the right moments.
They trust people to work without performing productivity.

Visibility isn’t the problem.
Insecurity is.

The best teams aren’t monitored,
they’re aligned.

Visibility should create clarity.
Not anxiety.

I once asked a high performer why they’d stayed at the same company for over a decade.

I assumed the answer would be money.
Or title.
Or equity.

It wasn’t.

They told me about a moment most companies never see on a retention slide.

A personal emergency.
No paperwork.
No scrutiny.
No “keep us posted” messages.

Just one response from their manager:

“Handle what you need to. We’ve got you.”

That was it.

No Slack monitoring.
No pressure to prove commitment.
No guilt layered on top of an already hard situation.

That single moment created loyalty no raise ever could.

Because retention isn’t driven by perks.
It’s driven by how people feel when things go wrong.

You can offer free snacks, modern offices, and wellness programs all day.

But people stay where they feel trusted.
Where they’re treated like humans, not headcount.
Where support shows up when it actually matters.

Leadership isn’t about control.
It’s about restraint.

It’s knowing when to step back and say, “I trust you.”

People don’t stay for policies.
They stay for how you show up when it counts.

Hard truth:

Sometimes the problem isn’t your performance.

It’s the room you’re in.

I’ve watched incredibly capable people burn themselves out trying to earn approval in environments that were never built for them.

They worked longer hours.
Tried harder.
Second-guessed themselves.
Dumbed down their instincts.

And still felt “not enough.”
Not because they lacked skill.

But because the culture rewarded conformity over contribution.
Politics over progress.
Control over trust.

Then those same people changed environments.

Same effort.
Same intelligence.
Same work ethic.

Completely different result.

Their ideas were heard.
Their input was valued.
Their presence actually mattered.

That’s when it clicks:

If you have to constantly prove your worth, you’re probably in the wrong place.

The right environment doesn’t drain you.
It multiplies you.

In the wrong place, even if you give your very best, it will never be enough.
In the right place, your mere presence will be celebrated.

The Sunday Scaries aren’t a sign you need to work harder.

They’re a signal.

I used to feel that pit in my stomach every Sunday night.
And I told myself the same lie many people do:

“Just push through.”
“Everyone feels this way.”
“Once things slow down, I’ll feel better.”

But things never slowed down.

The hours got longer.
The pressure got heavier.
And my energy kept draining.

I wasn’t unmotivated.
I wasn’t lazy.
I wasn’t failing.

I was misaligned.

No amount of “grinding” fixes:

- Unclear expectations
- Constant rework
- Leaders who change direction midstream
- Work that never feels finished or valued

That feeling wasn’t weakness.
It was awareness.

Your body notices misalignment long before your calendar does.

If Sunday night fills you with anxiety:
Don’t ignore it.
Don’t normalize it.
Don’t shame yourself for it.

The problem isn’t your work ethic.
It’s the system you’re working in.

Most people aren’t lost.

They’re just overwhelmed by noise.

Noise from timelines.
Noise from expectations.
Noise from other people’s definitions of success.

So they keep searching for clarity…
More advice.
More plans.
More opinions.

But clarity doesn’t come from adding more.

It comes from removing interference.

When you slow down enough to listen,
you usually realize this:

You already know what feels wrong.
You already know what drains you.
You already know what needs to change.

The problem isn’t direction.
It’s disconnection.

So if you don’t know what to pursue right now,
don’t chase a title, a role, or someone else’s path.

Pursue alignment.

Get healthier.
Get calmer.
Get more honest with yourself.
Strengthen the parts of you that don’t depend on external validation.

Because when you’re aligned internally,
you stop asking for permission to move.

Clarity doesn’t come from finding the path.
It comes from becoming someone who can walk it.

Most leaders think performance improves when they can see everything.

More dashboards.
More check-ins.
More “just circling back” messages.

That’s not leadership.
That’s surveillance.

And surveillance doesn’t create excellence.
It creates safe behavior.

When people feel watched, they don’t take risks.
They don’t think creatively.
They wait for approval instead of taking ownership.

High performers don’t need supervision.
They need clarity and trust.

The best teams aren’t tightly controlled.
They’re tightly aligned.

Clear outcomes.
Clear expectations.
Then space to execute.

If you feel the need to monitor everything, ask yourself why.

Because control is usually fear in disguise.

People don't give their best when they're watched.

They give their best when they're trusted.

Not every closed door is a setback.

Some are protection.

I used to take rejection personally.
Missed opportunities felt like failure.
Detours felt like delays.
Roadblocks felt unfair.

Now I see it differently.

Every door that didn’t open saved me from something I wasn’t ready for.
Every detour forced me to build skills I would’ve skipped.
Every roadblock kept me from a life that looked good on the outside, but wasn’t right.

Some opportunities don’t close because you’re not capable.
They close because they would’ve cost you too much.

Clarity doesn’t always come with green lights.
Sometimes it comes with resistance.

And the people who end up where they’re meant to be
are usually the ones who stop fighting the reroute.

Be thankful for closed doors, detours & roadblocks.

They protect you from the paths & places not meant for you.

Your energy doesn’t lie.

The right work gives more than it takes.
Not because it’s easy.
Not because you’re great at it yet.
But because it lights something up in you.

I’ve worked just as hard in two places:
One left me drained after every email and meeting.
The other made me want to keep going, even when it was hard.

Same effort.
Same hours.
Completely different energy.

Most people ignore this signal.
They stay where they’re exhausted because the pay or title looks good.

Then they wonder why they’re burned out.

Pay attention to what gives you energy.
It’s often pointing you to what actually fits.

Hard work isn’t the problem.
Direction is.

Most people aren’t lazy.
They’re exhausted from pushing in the wrong direction.

Busy doesn’t mean valuable.
Effort doesn’t equal impact.

When people don’t understand:

- Why their work matters
- How it connects to the bigger picture
- What “good” actually looks like

They burn energy… not momentum.

Clarity changes everything.

The same workload feels lighter when:

✅ The goal is clear
✅ The outcome matters
✅ Progress is visible

People don’t need more motivation.
They need alignment.

Energy returns when work has meaning.

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Ogechukwu Okoh

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taplio

The Battle

Tarek Taha

Ogechukwu Okoh

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);}Tarek Taha's LinkedIn Performance

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