Therese Miclot LLC

I'm all about helping leaders up their game. I offer skills and coaching that accelerate results. I provide dynamic, top-notch facilitation and I can deliver it in-person or virtual. I collaborate with my clients to create custom learning experiences that shift behaviors and mindsets for maximum impact.

Leadership Development Consultant

Proteus International

Director, Facilitation Excellence

I worked with organizations to ensure their employees have the skills and knowledge they need to succeed, by supporting clients to build and then deliver Proteus' practical, skill-based learning solutions.

Practice Director, Building Skills and Knowledge

Rockwell Automation

Manager, Global Learning & Development

Manager, HR Strategy & Planning

Manager, Talent Acquisition

Brilliant at the job. Struggling with leadership.
That’s the gap that stalls growth, burns out top talent, and slows execution.

I’m an executive coach for technical leaders who want to stop firefighting and start scaling.

For over 25 years, I’ve coached 4,000+ managers and executives across technology, SaaS, pharma, banking, media, and manufacturing. Most were promoted for technical excellence and left to figure out leadership on their own. That’s when performance dips, timelines slip, and teams get stuck reacting instead of driving growth.

I close that gap.

I help technical experts become strategic leaders who can:
• Communicate with influence in high-stakes rooms
• Build authentic executive presence (without pretending)
• Delegate effectively to remove leadership bottlenecks
• Lead through constant change without burnout
• Align technical and business stakeholders for faster decisions

This isn’t theory, it’s leadership development built through executive coaching, peer group programs, and facilitation skills pressure-tested in real rooms where leadership actually happens.

💡 Follow me here and subscribe to [The Shift], my weekly LinkedIn newsletter for practical strategies on:
• Turning technical experts into strategic leaders
• Building executive presence that sticks
• Delegation, feedback, and accountability that drive results
• Navigating high-stakes moments with clarity and calm
• Scaling leadership capacity in fast-growing companies

If your top talent is technically brilliant but struggling to scale their impact, let’s talk.
If you want tools and insights that make you a better leader every week, hit 🔔 and join The Shift.

Therese Miclot

Some programs deliver content.
 
This one delivers a shift. In voice. In presence. In what women believe they’re capable to do.
   
This was the third Rising Leaders EMEA cohort and I’m struck again by what happens when women have the space, structure, and support to lead on their own terms.
 
It’s a privilege to facilitate this program alongside my Proteus International colleague Marie Holive and to partner with The WICT Network Europe and The WICT Network who’ve made it their mission to grow not just women leaders, but transformational ones. 
 
These programs matter because they don’t ask women to lead like someone else.
 
They ask them to lead like 𝘵𝘩𝘦𝘮𝘴𝘦𝘭𝘷𝘦𝘴.
 
To the participants (tagged in comments), you reminded me what that looks like in action.
 
Here’s to cohort three and to many more to come!

I help technical experts expand their impact, across teams, functions, and priorities. Believer that work moves at the speed of influence. Executive Coach. Facilitator. Leadership Development.

She thought she was being a great manager.
Until her team started avoiding her.

The fix?
She stopped helping.

One shift.
Zero hand-holding.
Everything changed.

🎥 Watch the clip. You’ll see exactly what I mean.

They got the title.
The team.
The trust.

Now they’re floundering and no one wants to say it out loud.

This week’s edition of The Shift is about what happens after the fast promotion when momentum fades, and confidence goes quiet.

He was the obvious choice. Promoted fast. Trusted to lead a large product team. Known for getting things done. The one leadership always counted on to

Open article: When Fast Promotions Backfire by Therese Miclot • 2 min read

It wasn’t a breach.
It wasn’t an incident.
It wasn’t a tool rollout or a long-awaited reorg.

The biggest unlock came from one cybersecurity leader who decided to show up differently.

Here’s what changed:

For 30 days, he practiced one simple habit:
→ Slow down before stepping in.

And as he did, he started noticing things he normally missed:

• Was I reacting, or actually leading?
• Did I explain the “why,” not just the “what”?
• Did I adjust to how others think, not just how I think?
• Did I move the work forward or just move it faster?

Not a checklist. A 30-day habit.

Here’s what shifted around him:

✅ Alignment happened early, instead of after the fact
✅ Fewer escalations, fewer interruptions
✅ Decisions held, even as new information came in
✅ His team stopped managing him and started managing the work

In his words:
“I finally created the clarity my team needed to stop spinning.”

This is what happens when a technical leader stops jumping into the weeds
and starts leading at the level their team actually needs.

Because when senior technical leaders stay stuck in execution:

• Teams overwork the wrong priorities
• Cross-functional efforts drag
• Rework multiplies
• Progress slows, even when the people are talented

Multiply that by 3, 5, or 12 leaders...
and the system slows down from the inside.

I’ve coached dozens of high-performing technical and security leaders through this exact shift. It’s not magic.
It’s a behavioral reset that drives real business outcomes.

If 2026 needs to move faster than 2025, make sure your top people aren’t unintentionally slowing the system.

👇 Where do you see leadership habits costing your team clarity or speed?

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Your leadership program isn’t broken.
It’s just allergic to pressure.

In the room? Everyone agrees on what “good leadership” looks like.
But when the tension hits:
👻 Feedback vanishes
🧹 Conflict gets swept
🧍🏻♂️ Silence wins

We fixed that.
Not with more frameworks.
With one habit, repped daily, under real heat.

👇 Here’s how it worked.

YuR2ZJMnv

A leader once told me, “I’m never wrong about people.”
That was my first red flag.

Ever feel like you’re shouting into the void after flagging a risk to stakeholders?

You raise the red flag.
Everyone nods.
Then, nothing.

Crickets.
No next step. No reply.
But the problem is still sitting in your lap.

Here’s the line to crack the silence (steal this):

"Appreciate the convo, [Name]. I’ll sketch a quick summary with options impacts, something you can gut-check. Let me know if I’ve missed the mark."

Why does this work?
→ It keeps things light, but moves the ball forward
→ Shows you’re a partner, not a nag
→ Makes it simple for them to take action (or at least say yes/no)

In security, the real power move isn’t escalation.
It’s making the next step painless, so people want to say yes.

Stakeholders aren’t ignoring you on purpose.
Most are just overloaded and allergic to friction.

So next time the thread goes quiet, drop this line.
Watch the conversation pick back up.

Got your own magic line?
Share it below.

Cyber Leadership Coach | Security work moves at the speed of influence, not expertise | Helping Directors & future CISOs lead across teams, functions, and priorities.

I had a three-second cringe moment.
It stayed with me for hours.

Here’s why it matters and what it taught me about leading in high-pressure environments.

👇 Read this week's edition of The Shift

I had a moment this week. A small cringe. Barely a half-second long. But enough to follow me into the night. At 3:07am, my brain hit replay. Again. Ag

Open article: The 3am Leadership Trap by Therese Miclot • 2 min read

He was getting everything done, except what mattered most.

A technical leader I coached was known for execution.

🚩 And that was the problem. 🚩

He’d become essential for output, not for leadership.
People came to him for answers, not alignment.
He was solving problems, not shaping direction.

I’ve seen this pattern across the technical leaders I coach:
When their impact plateaus, it’s rarely a capability issue.
It’s an altitude issue.

So we focused on one habit over 30 days:
→ Set the altitude. Then lead from there.

That meant:
•Zooming out before weighing in
•Leading cross-functional conversations early, not reacting late
•Getting clear on the business priority before deciding on the team activity

He didn’t need more tools. He needed a shift in how he showed up.

And here’s what changed:
✅ Buy-in came faster
✅ Resistance dropped
✅ His own words: “Collaboration across peers got easier and faster.”

I work with fast-moving technical orgs to help high-performing leaders shift from doing to driving.

Because execution won’t scale your business. Leadership will.

If you’re watching someone on your team work twice as hard to have half the impact, they’re not underperforming. They’re just leading from the wrong altitude.

👇 Seeing this in your org? DM me and I’ll send you the habit we started with.

li_at

JSESSIONID

Talks about #leadershiptips, #leadershipskills, #executivepresence, #facilitationskills, and #presentationskills

You could feel it, even if no one dared to say it.

One leader’s communication style had quietly reshaped how the whole security org operated.

He never said “my way or the highway." He didn’t have to.

❌ He jumped in with answers before the team finished their thought.
❌ He re-wrote decisions at the last minute.
❌ Always had the sharpest take in the room.

So the team adjusted:
 •Escalated every decision
 •Softened every update
 •Spent more time managing his reactions than managing the business

From the outside? It looked like high performance.
Incidents handled.
Audits passed.

But under the surface:
 •Decision quality dropped
 •Cross-functional meetings doubled
 •Trust quietly dried up

We spent 30 days building a single habit:
→ Lead from the right altitude.

He stopped jumping in to solve.
Started asking better questions.
Stopped being the exception everyone had to work around.

What changed?
✅ Faster incident response
✅ Tighter alignment across IT and business units
✅ Meetings ended with decisions and not more questions

His words:
“I thought I was protecting the org. I was actually limiting it.”

In security, the cost of invisible influence is real:
👉Latency
👉 Burnout
👉 Risk exposure

If you’re the technical expert everyone trusts, make sure you’re not also the bottleneck everyone’s tiptoeing around.

High-performing leaders don’t stall because they’re unmotivated.
They stall because the system lets them stay siloed.

One org brought me in when it became clear:

“We’re not having the conversations we need to have.”

The issues weren’t obvious at first.
But under the surface?
 • Priorities kept misaligning
 • Decisions were getting reworked
 • And leaders were busy, not connected

So we tried something simple and different:

🟢 Each person chose one visible leadership behavior to practice
🟢 They got paired with a peer for accountability
🟢 They tracked their progress weekly, in real conversations, not hypotheticals

Here’s what happened:

✅ 70% made a clear commitment
✅ 100% with an accountability partner followed through
✅ Those who worked on “flexing” saw an 80% behavior shift

But what mattered most?

Their teams felt it.
 • Meetings moved faster
 • Direction got clearer
 • Less time spent decoding leaders who didn’t know how to adjust

This is the gap most leadership programs miss.
You don’t just need smarter leaders.
You need them to build new habits that the org can feel and trust.

👇 If your leaders are still being rewarded for speed, but not for how they lead, you’re not building capacity. You’re burning it.

🟢 I build behavior systems inside high-pressure orgs so leaders don’t stall growth.
If that’s what you need in 2026, DM me.

If you’re praising all-nighters, you’re rewarding your own broken system.

Watch this before your next ‘hero’ story goes viral inside the company.

Cyber leadership changes quietly.
 
 
One day, what got you promoted
 
is no longer what you’re evaluated on  and no one tells you the rules changed.

Accuracy Trap_Dec 15

Most high performers don’t burn out from the work.
They burn out from being the only one who can do the work.

Grateful to Teresa Conroy-Roth for inviting me into a conversation on why over-performance often makes leaders invisible and how to change that narrative.

This one’s for anyone feeling stuck between doing the work and leading the work.

Trusted Advisor - Board Member - Executive Engagement - Coach

⚡ Lightning Leadership - Therese Miclot - “Is Excellence Limiting Your Leadership?”
Therese challenges a belief many CIOs and senior executives hold: that excellence always accelerates your career. But what if being exceptional is actually making you invisible?

Far too many high performers become the “go-to super-doer”—the person who quietly carries the weight of the organization, delivers flawlessly, and solves every problem… often at the cost of being seen as a leader rather than a workhorse.
 🔹 Why excellence can become a trap—and how over-performance hides your strategic value
 🔹 The turning point when being indispensable actually limits influence, growth, and opportunity
 🔹 How overwhelmed high achievers can step out of execution mode and step into leadership identity

Therese offers one powerful step you can take today:
 👉 Stop saying yes automatically.  Create space—mental, emotional, and strategic—by pausing before you commit. Leadership requires capacity, clarity, and the ability to operate above the work, not inside it.

This episode is a must-listen for CIOs, executives, and emerging leaders navigating the tension between excellence and elevation.
#LightningLeadership #ExecutivePresence #CIOLeadership #HighPerformance #LeadershipGrowth

You look at your team and think,
“They’re good. But are they ready?”

Every growth-stage company hits this point:
The business scales faster than the leaders.

And suddenly, you’re stuck managing the people who were supposed to help you scale.

This edition of The Shift is for the founders, CEOs, and execs who’ve locked in next year’s budget but are staring down a bigger question:

Who’s actually ready to carry this?

Most leaders set goals to do more.
The smart ones set goals to be different.

If you’re mapping development goals for yourself or your team,
this question will change the conversation
and that’s exactly the work I help leaders do.

Marie Holive

Proteus is a global 30-year-old consulting firm supporting companies to transform, strengthen leaders and build skills and knowledge. We make it easier to clarify and move toward your hoped-for future.

COO, CMO & Coaching Practice Director

Chief Operating Officer & Transformation Practice Director

Transformation Practice Director and Senior Advisor

Senior Advisor

Forbes Business Council

Honored member of the Forbes Business Council—an invitation-only community that vets senior executives for proven track records in leadership, revenue growth and innovation. The Council provides a peer network of top industry minds and the opportunity to share insights directly on Forbes.com.

Forbes Business Council Member

Team Internet

Team Internet (LSE AIM: TIG, OTCQX: TIGXF) is a leading global internet solutions company headquartered in London. The company operates in two highly attractive markets: high-growth digital advertising (Search, Performance, Comparison businesses) and domain name management solutions (Online). Team Internet has been recognized as one of the top-50 tech industry companies in the FT 1000 list and has also been included in the FTSE AIM UK 50 and AIM 100 indices.
NED, Chair of the Audit & Risk Committee, Member of the Remuneration & Compensation Committee

Board Member, Independent director/NED, Audit & Risk Committee Chair

GDEV

GDEV (NASDAQ: GDEV) is an international game development company. Thanks to its hit games like Hero Wars, Throne Rush, and others, it has reached over 200 million installs worldwide, built a team of 800+ inspired game developers, and become one of the top five independent mobile game companies in Europe.
Independent Board Director, Chair of Audit & Risk Committee, Member of the Remuneration and Nomination Committee

Board Member, Independent Director/NED, Audit & Risk Committee Chair

ESG.AI

ESG.AI combines the power of artificial intelligence with real-time data to highlight opportunities to maximise ESG scores along with actionable insights informed by industry trends, analytics, and dynamic modelling. Leverage ESGai's products to capture current ESG data, calculate up-to-the-minute ESG scores, receive guidance based on planned improvements, and estimate the impact of ESG initiatives. Our unique platform simplifies the visualisation, modelling, and planning process, enabling interim reporting as well as the efficient creation of customised, targeted ESG strategies. ESG.AI signed a partnership with LSEG in 2023!

Board Member, Audit & Risk Committee Chair

WomenExecs on Boards 

WomenExecs on Boards (WEoB) is a global network of courageous women who are breaking barriers, advancing knowledge, and supporting members. We are committed to assuring that more women reach the boardroom and the C-Suite by demonstrating how women and minorities in leadership positions improve corporate performance.

Member

Transpire - Global Director Network

The Transpire Global Director Network is a distinguished community of over 200 members across more than 20 countries and four continents, with a broader network exceeding 2,000 subscribed members in over 40 countries and five continents. Since its inception in 2013, Transpire has become a globally recognized brand, with its community members serving on over 1,000 boards worldwide, including listed businesses, SMEs, start-ups, charities, and social enterprises. The network offers members access to thought leadership from 20 globally recognized practicing NEDs and Chairs, as well as preferential services from trusted partners. With over 50 annual events, Transpire provides ample opportunities for professional development and networking, empowering directors and senior leaders to drive innovation and sustainability across various industries.

ICAEW

Mentor & Coach (ICF PCC), Guest Speaker

INSEAD

MBA Coach (ICF PCC)

Marie Holive LTD

Executive Coaching, Senior Advisory Board and Consulting Services.
Partnering with London Business School for Alumni and MBA coaching, programmes and speaking engagements:
• Mentored LBS Alumni on career transitions, portfolio careers, job promotions and overall performance
• Delivered keynote speeches on storytelling, how to get your first board, portfolio career, career transition and navigating corporate politics.
• Collaborated with Alumni to secure board roles and excel in diverse sectors and positions.

Founder & Managing Director

3X Board Member (NASDAQ: GDEV, LSE: TIG, ESG.AI), COO of Proteus International and 3X Audit & Risk Committee Chair. 

25 years of leadership experience in blue-chip companies in the Media / Tech / Consulting Services / Healthcare / Energy industries. Previous roles include: CEO and CFO of Comcast NBCUniversal International Networks Business ($0.7bn and 750 employees) / operations leader and senior audit manager at General Electric / M&A project at McKinsey & Company.

Special expertise in Board Governance / Audit & Risk / Sustainability / AI / Cyber as well as in digital, commercial, and international strategies that deliver double digit profit growth.

Board Education: 
MIT Executive Education: Artificial Intelligence, implications for business strategy (2024-2025)
Competent Boards - Climate (2024), Sustainability & ESG (2024-2025)
Financial Times Non-Executive Director Diploma (2022)
Harvard Business School: Succeeding as a Corporate Director Harvard Business School (2017)
Member - WomenExecs on Boards: https://womenexecs.memberclicks.net/
Member - Transpire Global: https://transpireglobal.com/
Member - Chapter Zero: https://chapterzero.org.uk/about/

Looking to expand Independent Board Member portfolio with US and UK publicly listed companies

Email me at: marie@marieholive.com 

SKILLS HIGHLIGHTS

•	Vision and Strategy
•	CFO/Audit/Risk
•	Sustainability/AI/Cyber
•	Revenue/Profit Amplification
•	Digital Transformation
•	Change Management
•	Crisis Management 
•	Internationalisation
•	Remuneration/Succession/DEI

Engineering MSc and MBA at Columbia Business School and London Business School

Executive Coaching, Senior Advisory and Board Membership services across the TMT sector (Technology, Media & Telecom), Industrial businesses, Financial Services. Supports big corporations, middle-sized companies, scale-ups and start-ups.

It’s always a delight when an emerging woman leader suddenly sees a new future for herself.

It’s not a vague, momentary realization that disappears the next day at the office. Instead, she finally understands how she operates as a leader. How she can build an authoritative yet authentic executive presence. And how she can apply her leadership transformation in practice.

These are the “aha” moments I look forward to seeing this week at the WICT Rising Leaders Programme - International here in London.

After 18 years of partenership between Proteus International and The WICT Network helping 2000+ of rising women leaders, we’re excited to see what transformation the third year of this international programme will lead to!

Fellow Protean Therese Miclot and I are facilitating a week of sessions, focusing on mindset, social styles, politics, power and influence dynamics, listening and giving feedback, delegation and executive presence, …

Each year, we hear from attendees about those moments when they saw a different future for themselves.

When they realized how they could tailor their style to connect in new ways with their team.

When something they’ve been working on, like executive presence, suddenly clicks.

When they share their experiences with others and know they’re not alone in their day-to-day experiences.

When they say and truly believe, “I feel like I’ve transformed into a new leader.”

I look forward to seeing these true transformations this week! 

Thanks to Maria E. Brennan for making this long term partnership and WICT Rising Leaders Europe possible and her outstanding leadership over the last 16 years!!!

While I don’t celebrate Thanksgiving here in the UK, I’ve always loved the spirit behind it. 

A pause in the calendar to reflect, to appreciate, to say ‘thank you.’

Gratitude is something I carry with me year-round, and I truly believe it’s the secret ingredient to happiness. Not just in life, but in leadership, too.

So, in the spirit of this season, I’m feeling especially thankful for the people who make my life and work so rich and meaningful:

🔆 My family and friends, who are my grounding force.

🔆 The incredible Proteus International team, who inspire me daily.

🔆 My coachees, who show up with courage and curiosity.

🔆 The board colleagues I get to collaborate with: thoughtful, purpose-driven people committed to making a difference. GDEV Inc. ($GDEV) Team Internet ESG.AI

🔆 The communities I am part of: WomenExecs on Boards Harvard Business School, The DCRO Institute, Transpire Global, London Business School, Centrale Lyon, Association des Centraliens de Lyon (ACL), Alumni Centrale Lyon

Gratitude isn’t just a personal virtue, it’s a powerful leadership skill. 

The ability to notice and celebrate progress, to recognize the efforts (big and small) that move us forward, to lift others up… these moments build momentum. They build culture. They build trust.

Wherever you are, whatever you're celebrating, what are you feeling grateful for this year, in work or in life?

Are you driving AI innovation in your company, or is AI driving you?

Sometimes we forget that humans are still in control of how, where, and when we use AI in the teams and businesses we manage.

When we feel like we have less control, AI appears more like a threat. But when we feel we have more control over AI, anxiety drops, and curiosity and confidence go up.

That’s the big insight from the latest episode of The Proteus Leader Show, where I discussed human agency in relation to AI with Todd McLees of humanskills.ai, an organization that helps teams build “human‑first AI habits that scale.”

Todd thinks incredibly deliberately about how humans can have more agency in our new AI reality, from top-level strategy down to better ways to prompt.

We discussed:
🔆 How to develop more agency so that AI anxiety turns to control, confidence, and curiosity.
🔆 The top capabilities needed to thrive with AI, including critical thinking and ethical discernment.
🔆 More efficient ways to prompt AI that rely on providing the right amount of context.
🔆 Why we need to build AI habits around having “humans at the heart” rather than just “in the loop.”
🔆 How Stanford’s new Human Agency Scale helps us better understand where to implement AI into tasks and where to leave things human.

Todd, thank you for encouraging us all to approach this increasingly AI-driven world in human-first ways!

📺 Watch on YouTube: https://lnkd.in/esTWk3hS 

🎧 Listen on Spotify: https://lnkd.in/ezCVQCtf 

🎧 Listen on Apple Podcasts: https://lnkd.in/eWrHQkpi 

At Proteus International, we help leaders navigate AI initiatives with clarity and awareness of how to keep humans driving the change, not technology. 

From analyzing workflows for the right amount of AI integration, to fostering communication that brings your workers and teams into the vision, we know that real AI transformation takes place at both the process and people levels.

If you’re ready to drive AI innovation in your company, we’d love to talk.

What does it take to drive true transformation in the pharmaceutical industry, where the pressure is high, regulations are many, and the potential for impact is massive?

In the latest episode of The Proteus Leader Show, I sat down with Kelsey Achenbach, VP of Pharmaceuticals at dsm-firmenich, President of DCAT (Drug, Chemical & Associated Technologies Association), and my dear friend and classmate from Global EMBA London Business School and Columbia Business School to discuss exactly that.

Kelsey brings a rare blend of engineering, ops, and commercial expertise, and she’s using it to drive real change and innovation with purpose at the center.

We cover:

🔆 How leadership presence through change builds confidence and resilience.

🔆 How to lead through the messiness of mergers without losing your people.

🔆 The role of AI in transforming everything from R&D to patient outcomes, and what still depends on human leadership.

🔆 Why mistakes aren’t the enemy of transformation, they’re part of the fuel.

🔆 How purpose can guide clear decisions in fast-moving, high-stakes environments.

Kelsey, thank you for bringing your candor and clarity to this conversation. It was a joy.

📺 Watch on YouTube: https://lnkd.in/ezM9ZNM5
🎧 Listen on Spotify: https://lnkd.in/e4gQFzvs
🎧 Listen on Apple Podcasts: https://lnkd.in/egAMTqFK

At Proteus International, we believe real transformation doesn’t come from a playbook, it comes from how leaders show up, and how they help others move forward.
• Through Coaching, we help leaders grow the mindset, skills, and presence to lead change with clarity and heart.
 •Through Change Consulting, we help organizations align people, strategy, and execution, so change actually sticks.

If you’re working to lead real change, reach out. We’d love to help you make it happen.

De-risk the Leap: Build a Portfolio of Revenue Streams

Thrilled to contribute to Forbes Business Council's latest piece, “20 Experts Share Advice For Aspiring Entrepreneurs.” (Link to the full article in comments.)

My advice: before you quit, prototype a portfolio of revenue streams (advisory, fractional leadership, coaching, etc.) so you test demand, protect cash flow, and scale what works.

This is how I built my most recent transition:

Small experiments → signed retainers → confidence to scale.

Swipe the carousel for a simple, do-this-week framework.👇

Question: If you added one new revenue stream next quarter, which would it be and why?

Design Multiple Revenue Streams

Feeling overwhelmed by AI? You’re not alone.

But here’s the truth: you’re still in control.

When leaders feel more agency over how, where, and when to use AI, fear fades and confidence, curiosity, and innovation rise.

That’s what I explored in the latest episode of The Proteus Leader Show with Todd McLees (see link to podcast in comments). And now, I’ve gone one step further.

📖 In this follow-up blog, I introduce a simple framework that shows you exactly where AI can have the most impact in your organization and where human leadership should stay at the center.

👉 Read the blog: https://lnkd.in/ew7JDjJ6

At Proteus International we help executives lead AI transformation with strategy, clarity, and confidence. Because the future isn’t about AI replacing humans, it’s about empowering humans to lead with AI.

Open article: Here’s How a Simple Framework Can Show You Where AI Will Be Most Effective in Your Organization - Proteus International by proteus-international.com

Here’s How a Simple Framework Can Show You Where AI Will Be Most Effective in Your Organization - Proteus International

🎯 What makes a business event truly unmissable?

It’s not just logistics. It’s not just great content.

It’s co-creation with your audience.

I was honored to contribute to this recent Forbes Business Council article on organizing successful events. 

My tip?
 👉 Create an attendee advisory panel.

60 days before your event, invite past and prospective participants into the planning process. Ask them:

 “What would make this a can’t-miss experience?”

When you build the event with the audience in mind (not just for them) and we aimed at doing that every time at Proteus International, you gain sharper insights, stronger engagement, and far smoother execution.

This is how we approach event design at Proteus International, deeply listening to the people we serve, then building experiences that match their needs, decisions, and aspirations.

📰 Check out the full article below.

📊 Swipe through for my tip on how to make your next event unforgettable.

Have you thought about an event advisory panel?

Sometimes process redesign has to begin with a mindset redesign.

The media industry has been witnessing a huge change in customer behavior over the last decade. Linear TV is quickly becoming an outdated concept with the rise of streaming and on-demand across a variety of devices.

But that’s not just a technology shift. It’s a customer behavior shift.

In my time at NBCUniversal overseeing Networks International, we knew that to keep up with customer demand, we needed to stay ahead of these new technological changes. We needed to redesign our processes to rise to new demand.

But first, we needed to redesign how we thought about the ways in which people consumed content. That was the starting point. Because you can’t reform your processes if you’re stuck in old ways of thinking.

This is how we work with media companies to produce both mindset and process redesign:
1. We start with Discovery, where we ask questions and listen to uncover a company’s unique challenges. This includes outdated mindsets as well as process bottlenecks.
2. Together, we Design an approach that addresses both outdated mindsets and inefficient processes.
3. Then, we help you Deliver as you shift mindsets and roll out new processes that will better serve and support your customers.

If you’re a media company struggling to keep up with changing customer behaviors, reach out to learn more about how our Process Excellence offering can help.

Mindset redesign

AI Is Reshaping Careers… Let’s Bring Back Apprenticeships

Thrilled to contribute to Forbes Business Council’s new piece on how AI is changing the traditional career ladder. My take: as entry-level busywork disappears, the on-ramp to leadership should be paid rotations and apprenticeships—real projects, real accountability, real mentoring.

Early in my career, I went through GE HealthCare’s rotational program: four placements in two years across sourcing, manufacturing and engineering, with scoped projects and leader shadowing. That skills-first apprenticeship built judgment and adaptability that AI can’t replace.

Swipe the carousel for a simple blueprint any company can pilot in a quarter. 👇

Question: If you designed one rotation for 2026, which teams would you include—and why?

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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);}Therese Miclot's LinkedIn Performance

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Performance ScoreTherese Miclot's LinkedIn Performance