#1 Female Creator Worldwide 🌎 | CEO & Founder of BetterMe, Health Coach, Harvard Guest Speaker, Forbes 30 Under 30. On a mission to create an inclusive, healthier world

With an Executive Program from Stanford University Graduate School of Business, my journey has led me to become the CEO & Founder of BetterMe. At BetterMe, we've achieved global recognition by focusing on inclusive, affordable, and fun wellness solutions. My competencies in analytical skills, strategy, and market research have been pivotal in driving our mission.

The BetterMe team is dedicated to promoting a healthy lifestyle that is accessible to all, from individual users to entire organizations. Driven by my belief in the transformative power of inclusive wellness solutions, we’ve developed innovative programs like anywhere pilates, yoga, and stress relief workouts. 

BetterMe now extends these solutions to workplaces, empowering companies to foster healthier, more productive teams. We are committed to transforming lives and building a culture that values diverse perspectives and empowers our community to lead healthier, more balanced lives!

Victoria Repa

Never trade your nervous system for a salary.

Most people think job changes are mainly about money.

But over time, something else becomes obvious.
People move to places where work doesn’t feel like pressure.

Because a higher paycheck rarely makes up for:

↳ Sunday night anxiety
↳ fear of telling the truth
↳ a 11:40 pm “urgent” message
↳ the feeling of not being heard
↳ constant tension of “don’t mess up”

We often call it “being tired.”
But it’s actually a lack of safety.

That’s why peace of mind has become the new currency in the job market.

It looks simple, 
but it’s built every day:

• support instead of blame
• dialogue instead of silent tension
• respect for time instead of overtime
• meaning instead of endless “shoulds”
• clear expectations instead of guessing

People don’t leave because of hard tasks.

They leave the atmosphere where every task turns into stress.

So the question for every leader is simple:
Does your team feel calmer or more anxious because of you?

Because sometimes the strongest benefit isn’t a bonus.

It’s the ability to work without constant inner tension.

What creates “peace of mind” at work for you?
___

♻️ Share this if you believe strong results start with a calm, safe team environment.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

I used to think people changed jobs for money

Now I know they’re looking for peace of mind.

Victoria Repa
BetterMe

Here’s why most KPIs don’t work:

Many companies build their systems around numbers.
But not around people.

Because if people aren’t motivated and don’t feel safe, 
no metric will save the outcome.

The real KPIs are the small signals that keep a team moving:

→ Keep people invested in results 
when everyone knows what “winning” looks like.

→ Keep people inspired by purpose, 
so work feels meaningful, not automatic.

→ Keep people included in decisions, 
because ownership grows where voices matter.

→ Keep people in sync with priorities, 
so energy goes into the few things that actually move the business.

→ Keep people informed about change, 
because uncertainty kills focus faster than workload.

→ Keep people innovating without fear,
because fear stops initiative, and without initiative there’s no progress.

You can track revenue, retention, performance.

But if you don’t track the human system behind them, 
you’ll keep coming back to the same problems again and again.

So start measuring what keeps your team energized and engaged, 
and the numbers will follow.

Which of these KPIs has the biggest impact on your motivation to perform at your best?

_

♻️ Share this with someone who needs a different view on KPIs.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

KPI’s
KEY PERFORMANCE INDICATORS
KEEP PEOPLE INVESTED IN RESULTS
KEEP PEOPLE INSPIRED BY PURPOSE
KEEP PEOPLE INCLUDED IN DECISIONS
KEEP PEOPLE IN SYNC WITH PRIORITIES
KEEP PEOPLE INFORMED ABOUT CHANGE
KEEP PEOPLE INNOVATING WITHOUT FEAR

For more valuable content, follow me:
Victoria Repa 
BetterMe СEO & Founder

True leadership isn’t about being #1.

It’s about treating everyone like they’re #1:

↳ your team,
↳ your clients and audience,
↳ your partners and peers.

That’s why servant leadership is the new standard.

But most leaders confuse it with being convenient.
And that almost always ends with a loss of effectiveness.

Because a team doesn’t need someone who agrees with everything.

A team needs someone who protects what truly matters: 
growth and the ability to speak openly.

Because true service is about creating the conditions
where people can do their best work.

Servant leadership isn’t about:

• Avoiding conflict
• Pleasing everyone
• Saying “yes” to everything

Servant leadership is about:

• Lifting others up
• Supporting growth
• Empowering others
• Clearing roadblocks
• Leading from behind
• Amplifying quiet voices
• Coaching, not controlling
• Creating safety to speak up

Strong leaders don’t try to please everyone.
They transform:

→ Control → into coaching.
→ Politics → into clear agreements.
→ “I’ll decide” → into “I’ll help you decide.”
→ Fear of mistakes → into the courage to speak up.

Because when there’s space to speak openly,
people don’t hold back.

They challenge.
They contribute.
They take ownership.

And that’s how effectiveness happens.

Which habit of a convenient leader do you see most often in teams?
__

♻️ Share this if you agree.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

These 7 types of leaders are remembered with gratitude.

(they change your life forever)

The leaders we remember don’t just deliver results.
They unlock your potential.

Years later, you may forget the project.

But you won’t forget who made you believe in yourself.

Made you feel like you’ll figure it out.
Made you feel seen.

Here are 7 types of leaders people remember for life:

1/ The one who challenged you to grow, even when it was uncomfortable.

2/ The one who showed up consistently, even on hard days.

3/ The one who celebrated your wins like their own.

4/ The one who believed in you before you believed in yourself.

5/ The one who never needed to be the smartest person in the room.

6/ The one who led with kindness, not fear.

7/ The one who saw potential where others saw limitations.

Leadership isn’t a title.
It’s a trace.

And one day you’ll realize:

Your leadership isn’t what you say.
It’s who people become after working with you.

It’s how they speak after working with you.

The standards they keep.
The confidence they carry into the next room.

Which type of leader shaped you the most and why?
_

♻️ Share this to build an environment where people unlock their potential.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

The fastest way to lose a strong team...

Not pressure.
Not competition.
Not even tough deadlines.

It’s the absence of kindness.

The most underrated superpower in leadership.

People do their best work where they feel safe, respected, and seen.

Because when kindness disappears, 
people don’t become stronger.

They become guarded:

→ they stop taking risks
→ they stop fully showing up
→ they stop sharing ideas early

Here’s what KINDNESS looks like in action:

K — Kick the ego 
Lead with humility. No one trusts a know-it-all.

I — Inclusion 
Invite diverse voices into every conversation.

N — Nurture 
Check in regularly, not just during performance reviews.

D — Decency 
Keep your word, even when it’s inconvenient.

N — Notice 
Celebrate small wins as often as big milestones.

E — Empathy 
Ask “How are you?” and listen without rushing.

S — Support 
Be someone people can talk to, not tiptoe around.

S — Soft strength 
Set boundaries with clarity and respect.

If you want a team that moves fast, speaks honestly,
and grows, start here.

Kindness isn’t a nice bonus.

It’s how you hold high standards without devaluing people.

What kind act from a leader changed how you saw them?
_

♻️ Share this if you believe kindness builds strong teams.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

89% of employees say kindness at work is a top priority.

(but it’s still missing in many teams)

The real question is:
Do teams know how to show kindness at work?

Kindness is a skill.
You’re not simply born with it.

You build it through small, intentional actions.
And when it becomes a habit, everything works better.

Here are 7 types of kindness that really matter in the workplace:

1/ Spiritual Kindness 
Strengthening meaning and belonging 

• Celebrate progress, not only results 
• Encourage others to pursue passions 
• Respect others’ boundaries and values

2/ Sensory Kindness 
Making the workspace feel comfortable 

• Keep shared areas tidy 
• Limit noise to a minimum 
• Ask before adjusting lights/temperature

3/ Social Kindness 
Helping people feel included 

• Include new people 
• Create moments to connect 
• Check in and ask how they are

4/ Creative Kindness 
Making it safe to try ideas 

• Brainstorm and build together 
• Support imperfect experiments 
• Share tools and helpful prompts

5/ Physical Kindness 
Supporting energy and well-being 

• Help with heavy items 
• Invite a colleague to lunch 
• Offer help when it’s appropriate

6/ Emotional Kindness 
Creating safety and support 

• Validate colleagues emotions 
• Be gentle with others’ mistakes 
• Thank people for specific effort

7/ Mental Kindness 
Helping others stay focused 

• Help solve problems 
• Suggest short breaks 
• Listen without quick judgments

You don’t need a “culture program” to start.

Pick one type.
Practice it today.
Repeat tomorrow.

Which one will you choose first?
__

♻️ Repost if this is the kind of workplace you want to build.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

Stop calling burnout “a busy season.” 

It’s a warning sign.

Burnout doesn’t start with exhaustion.
It starts with small compromises that feel normal.

One more late night.
One more “I’ll rest later.”
One more skipped meal.

Most people notice burnout too late
because they track productivity, not patterns.

But burnout shows up in behavior first.

Here are 8 stages of burnout you can no longer ignore:

1/ Excessive Drive 
Pushing yourself too hard, constantly striving for perfection.

2/ Ignoring Self-Care 
Skipping meals, exercise, hobbies, and sleep becomes a regular thing.

3/ Denial of Problems 
Ignoring signs of stress and convincing yourself everything is fine.

4/ Withdrawal 
Distancing yourself from friends, family, and colleagues.

5/ Behavioral Changes 
Increased irritability, impatience, and quickness to anger.

6/ Depersonalization 
Feeling disconnected from your own emotions and body.

7/ Apathy 
Constantly feeling empty and lacking purpose.

8/ Depression 
Persistent sadness, hopelessness, and feeling overwhelmed by all areas of life.

If you recognize yourself in stages 1–3, 
take it seriously.

Because early burnout often looks like “high performance.”

But it’s actually the moment your body starts billing you for your ambition.

What can help:

→ Put the basics back on the calendar (sleep, food, movement).
→ Reduce the load before your energy is gone.
→ Talk to someone you trust.

Don’t wait until stage 8 to start caring about yourself.

Which stage have you noticed most in yourself lately?
__

♻️ Repost to help someone spot burnout earlier.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

1 in 2 employees have left a job to get away from their boss.

Think about this before you accept the offer.…

Most people choose a job.
But they forget to choose the person they’ll become next to that manager.

And that choice can shape your confidence, your standards,
and your career path for years.

A strong manager doesn’t just manage tasks.

They build people.

Here’s what a great manager does, and it changes everything:

• notices effort, not only outcomes
• brings clarity before the pressure hits
• challenges you without humiliating you
• creates ownership instead of micromanagement
• fixes systems instead of looking for someone to blame
• protects focus instead of rewarding constant availability

And here’s the red flag many people ignore:

If you constantly have to pretend you’re fine,
you’re not in a healthy environment.

The role can look perfect on paper. 
But if the manager is wrong, the job becomes heavy.

↳ They can shrink your ambition.
↳ They weaken your self-confidence.
↳ They make you doubt your true skills.

Don’t pick only a role. 
Choose the leader you’ll grow under.

Because the right manager doesn’t just manage work.

They expand your confidence, your standards, and your career.

So when you’re choosing your next role, 
ask yourself:

Will this leader make me stronger or smaller?

The right one can change your life.

What did a great manager do for you that stayed with you forever?
__

♻️ Repost if you also believe choosing the right leader is the best career decision.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

A principle I wish I’d known 8 years ago:

Working more is the worst strategy for better results.

Most people try to hack the system and get fast outcomes.

High performers build systems that make results inevitable.

They don’t wait until they “feel ready.”
They don’t rely on motivation alone.
And they don’t confuse being busy with being effective.

They change the way they think.

Because mindset drives what you do when you have no energy.

Here are 7 mindsets of high performers:

1/ Be consistent
Small daily steps beat occasional bursts of effort.

2/ Keep learning
Build skills continuously and apply them right away.

3/ Own the outcome
Take responsibility for results and don’t make excuses.

4/ Protect your energy
Sleep, recovery, and boundaries are productivity tools.

5/ Pick your priorities
Choose the few things that create the biggest impact.

6/ Embrace feedback
Use critique and data to improve fast, as a habit.

7/ Stay clear-minded
Manage emotions and think clearly in stress.

You don’t need a “perfect” routine or 24/7 work.
You need these mindsets on repeat.

Talent helps you start.
Mindset turns effort into results.

Which one do you need to strengthen the most right now?
_

♻️ Share this if you believe mindset shapes results.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

90% of managers ignore the power of introverts.

Translation:
They miss the best ideas and the most consistent execution.

Introverts do not need to get louder to deliver results.
They need the right environment.

Because most workplace cultures reward visibility, 
not value.

↳ The loudest voice gets remembered. 
↳ The fastest reply gets counted as contribution. 
↳ The person who talks the most looks “engaged.”

And quiet people learn one thing fast. 
To perform, they first have to fight the culture.

That is wasted talent.

A simple formula for consistent introvert performance:

1/ Basic needs: 
quiet focus time and space to recharge solo 

2/ Safety: 
clear expectations, steady routines, predictable check ins 

3/ Belonging: 
small group connection and easy ways to contribute 

4/ Esteem: 
recognition in a comfortable format and time to prepare ideas 

5/ Self-actualization: 
autonomy, meaningful work, and expertise-driven growth.

When those conditions exist, 
introverts become a team superpower:

→ they raise quality through care
→ they catch small mistakes early
→ they reliably finish what they start
→ they reduce tension without drama
→ they listen deeply and hold context
→ they show up with prepared solutions

The question is not “How do we make them talk more?”

The question is “How do we make it easier for them to contribute?”

A few leadership moves that change everything:

• Reward outcomes, not volume.
• Send the agenda before the meeting.
• Ask for input after the call, not only during it.
• Create smaller discussion spaces, not only big rooms.
• Share updates in a message and document decisions in writing.

Because motivation for introverts is not loud words.
It is autonomy, clarity, and space for deep work.

Quiet people do not need to become louder.

They need the right conditions to do their best work.

What is one change your team could make to help introverts thrive?
_

♻️ Share this with anyone who’s building a calmer, smarter culture.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

👉🏻 I Help Healthcare Executives Lead High-Performing Teams Using Realistic Strategies and Proven Systems | Emergency Physician 🚑 | High-Performance Coach 🚀

► HERE’S HOW I HELP NEW AND EMERGING LEADERS👇

As an executive, you know the weight of leadership in today's landscape. The relentless cycle of daily urgencies, the mounting pressure of staff retention, and the complex challenge of expanding your organization's regional impact– these are more than just daily hurdles; they're obstacles standing between you and the visionary leadership your organization needs.

I partner with executives to transform these challenges into opportunities through my proven Plan, Process and Perform framework. Think of it as your roadmap to modern leadership, where emotional intelligence meets strategic thinking, and where sustainable results aren't just possible – they're predictable.

_______________________________________________

► WHAT SETS MY APPROACH APART?

As an emergency physician, former Medical Director, and Certified High-Performance Coach, I understand that exceptional leadership isn't just about managing today's crisis; it's about building tomorrow's legacy. Through targeted assessments and strategic planning, we'll:

Create crystal-clear priorities that align with your organization's vision and your leadership purpose

Develop robust systems that optimize your time, energy, and team performance

Build sustainable momentum through proven frameworks for influence, communication, and team alignment

My mission is to help you evolve from reactive management to proactive leadership. Together, we'll build the foundation for a high-performing organization that doesn't just meet today's challenges – it anticipates tomorrow's opportunities.

_______________________________________________

► WANT TO CHAT IT OUT? 📞

Let’s have a chat to see IF or HOW this can work for your business. Book a time that suits you, and we’ll jump on a call.  https://calendly.com/harrykarydes/virtual-meeting

Harry Karydes

You’re doing exactly what your old boss did.
It’s the same thing you swore you would never do…

You’re running the same broken meetings again and again.

Giving the same vague feedback while at the same time avoiding the same hard conversations.

You fit in perfectly. Congrats.

You became exactly the leaders you used to complain about.

Here’s what happened:
1/ You got promoted
2/ You studied the senior leaders
3/ You modeled their behavior.
4/ You adopted their vague priorities.
5/ You conformed

And now you’re stuck in the same broken system that frustrated you before you were promoted.

Here’s how to spot a broken system:
1/ The meetings never end with a decision or an owner
2/ People get rewarded for looking busy, not getting any results
3/ Feedback flows down but never up

Here’s what to do about it:
-Stop conforming and start leading.
-Don’t copy what your senior leaders do.
-Do what actually works.
-Build a different culture on your terms for the sake of your team.
-Even if the rest of the organization is broken, your team doesn’t have to be.
-Build alliances with others who want to fix things, not just fit in.

The system is only broken until someone fixes it.
That someone is you.

♻️  Repost this with your network. Someone is undoubtedly conforming to a broken system right now.

 📌 Follow Harry Karydes I teach leaders to communicate so people want to follow.

👉🏻 I Help New Leaders Communicate with Clarity and Confidence to Move Projects Forward | Executive Communication Coach 🚀 | Emergency Physician 🚑

The conversation you're avoiding is the one your team is already having...without you.

In the break room.
In the Slack DMs.
On the walk to their cars.

They're talking about the underperformer you won't address.

They're discussing the dysfunction you won't name.

They're analyzing the decision you won't explain.

And with every day you stay silent, they're drawing their own conclusions:

"Leadership doesn't care."

"That behavior is acceptable here."

"Speaking up doesn't matter."

You think you're protecting the relationship by avoiding the conversation.

You're actually destroying trust.

Here's what avoidance actually costs:

→ Your high performers lose respect for you
→ Your struggling team members don't get the clarity they need
→ Your culture erodes one avoided conversation at a time
→ Your credibility disappears while you're "keeping the peace"

The conversation doesn't get easier with time.

It compounds.

The issue gets bigger.
The resentment grows deeper.
The consequences multiply.

And everyone on your team knows you're avoiding it.

The cost of avoiding hard conversations is higher than you think:

It's not just the 15 minutes of discomfort.

It's the top performer who leaves because you wouldn't address the problem.

It's the team that stops bringing you issues because they know you won't handle them.

It's the culture that learns standards don't matter.

It's the trust you lose every single day you stay silent.

The leaders who build the strongest teams?

They're not the ones who avoid conflict.

They're the ones who run toward it.

They know that hard conversations are the price of high performance.

They understand that temporary discomfort is better than permanent dysfunction.

They have the conversation before their team has it without them.

The cost of avoiding hard conversations is higher than you think.

What conversation are you putting off right now?

♻️More new leaders need to see this, share it with your network
➡️ Follow Harry Karydes  for daily communication tips

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