#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

Most people stay in “good enough” jobs for years.

And I used to be one of them:

I used to have a stable 9-to-6 office job. 
With a good salary and comfortable conditions.

Nothing was pushing me to change jobs.
Except my desire for something more.

So, I left a great job for a risky startup with no guarantees.

Sometimes, the hardest part is letting go of what’s familiar.
But starting over can lead to something more fulfilling.

Here’s why:

1) New Beginnings = Fresh Perspectives

Letting go allows you to approach challenges with renewed energy and a clear mind.

2) Resilience Over Perfection

Reinventing yourself strengthens resilience and adaptability.

3) Embrace Change

Every new chapter is a chance to redefine what success and happiness mean to you.

99% of people never leave “good enough” jobs for risky dreams.
But it’s never too late to become who you want to be.

Your next story might be the one you love the most. 🙏

♻️ If this resonates with you, share this post.

☝️ And follow me, Victoria Repa, for more.

Only about 36% of people in the world are emotionally intelligent.

But that’s what turns an employee into a leader.

We often think it’s about staying calm or being empathetic.
But it’s much more than that.

Here are 12 small but powerful steps to strengthen your emotional intelligence every day:

1/ Pause before you react.
The space between impulse and action is where wisdom lives.

2/ Name what you feel.
Emotions lose power when they’re recognized, not suppressed.

3/ Listen to understand, not to reply.
Most people hear. Few truly listen.

4/ Ask for feedback.
Growth begins where your blind spots end.

5/ Practice gratitude daily.
It trains your brain to focus on abundance, not lack.

6/ Take responsibility, not blame.
Owning your part builds trust. Shifting blame breaks it.

7/ Set boundaries.
That’s how you protect your energy and self-respect.

8/ Learn to say “no” calmly.
Peace often begins with a confident “no.”

9/ Be curious about others.
Take a genuine interest in your teammates, not just in their tasks.

10/ Regulate your stress.
You can’t think clearly when your nervous system is in chaos.

11/ Celebrate others genuinely.
Insecure people compete. Emotionally intelligent people uplift.

12/ Keep learning about yourself.
Self-awareness is a lifelong practice, not a destination.

We are what we repeatedly do:

↳ Emotional intelligence is a result of habit.
↳ Our development is a result of habit.
↳ Success is a result of habit.

And companies no longer seek the smartest. 

They hunt the most emotionally intelligent.

♻️ Save this cheat sheet with daily practices to help you become a top performer.

📌 For more valuable insights, follow me — Victoria Repa | BetterMe CEO & Founder.

Friendly Reminder:

No matter your title or salary — be kind!

People won’t remember your title.
They’ll remember how you made them feel.

Here’s the thing:

Kindness doesn’t weaken your authority.
It strengthens it.

But too many leaders forget this.

They confuse success with power.
Control.
Ego.

But real success?

↳ It’s about trust.
↳ It’s about inspiration.
↳ It’s about showing compassion, even when you don’t have to.

Leadership isn’t just about hitting targets.
It’s about helping others reach their potential.

And it all starts with one thing:

Kindness.

♻️ Share this with your network to spread the importance of kindness in the workplace.

☝️ Follow me Victoria Repa (BetterMe CEO & Founder) for more insights on leadership, mindset, and culture.

Confidence isn’t about knowing everything.

It’s about trusting that you’ll figure it out.

Early in my career, I was deeply insecure.
I shut down whenever:

– I didn’t know the “right” answer.
– I lacked experience in something.
– I didn’t understand certain terms.

But over time, I realized something important:

Everyone starts their business from zero.
You can’t have all the answers or experience from day one.

But what you can do — is figure it out.

Real confidence looks different:

↳ It’s showing up even when you’re unsure.
↳ It’s asking questions instead of pretending to know.
↳ It’s trying, failing, and trying again — without letting doubt define you.

The leaders who grow the fastest aren’t the ones who “know it all.”

They’re the ones who stay curious and adaptable.

So next time you’re doubting yourself, remember:

You don’t need every answer to move forward.
You just need the courage to start.

Confidence isn’t built by certainty.
It’s built by progress.

What’s one thing you’ve learned by figuring it out as you went?

♻️ Repost if this resonates with you.

📌 For more valuable insights, follow me — Victoria Repa | BetterMe CEO & Founder.

No matter your title or salary, be kind.

90% of managers ignore this superpower. 
And they lose their best people because of it.

Kind leaders don’t just inspire performance.

They create psychological safety:
the space where people feel seen, trusted, and motivated to grow.

Here are 7 traits that define them:

1) Calmness 
They bring clarity when things get chaotic.

2) Gratitude 
They recognize effort, not just outcomes.

3) Boundaries 
They’re kind, but never at the expense of integrity.

4) Humility 
They celebrate others more than themselves.

5) Patience 
They let people grow at their own pace.

6) Respect 
They treat everyone equally, no matter the title.

7) Empathy 
They understand before they judge.

The world doesn’t need more loud leaders.

It needs more kind ones:

↳ who lead with consistency, not control,
↳ who leave a mark that heals, not a scar,
↳ who build trust before they demand performance.

Because kindness in leadership isn’t weakness.
It’s emotional strength in action.

Which of these traits do you value most in a leader?

♻️ Share this list with your network to spread kindness.

📌 For more valuable insights, follow me — Victoria Repa | BetterMe CEO & Founder.

Some bosses will sacrifice a win…

just because they fear winners on their team.

Let me explain.

Not every boss is a leader. 
Some hold authority, but lack confidence.

And when insecurity hides behind power… 
it doesn’t lead, it controls.

Insecure bosses don’t fear bad employees. 
They fear the strong ones.

Here are the types they fear most:

1/ The one who speaks truth.

2/ The one who takes initiative.

3/ The one who knows their worth.

4/ The one who stays calm.

5/ The one who asks questions.

6/ The one who sets boundaries.

7/ The one who values growth.

8/ The one who leads without the title.

9/ The one who owns mistakes openly.

10/ The one who learns fast.

11/ The one who asks “why?”.

12/ The one who can walk away.

Confident leaders don’t fear confident people.

They build them. 
They nurture them.

And they’re proud to have the smartest, 
most skilled people on their team.

Which type of leader have you worked with: 
the one who fears strength or the one who multiplies it?

♻️ Share this with your network. 

☝️ For more valuable insights, follow me, Victoria Repa

Kindness in leadership isn’t weakness.

It’s smart leadership, the kind 90% of bosses still ignore.

(And I used to be one of them)

Because no matter your title or salary:
people always remember how you made them feel.

Here are 12 simple ways to bring kindness into your workplace every day:

1/ Send a thank-you email to a helpful colleague.

2/ Compliment a coworker’s effort or work.

3/ Offer to grab coffee for someone working hard.

4/ Praise someone’s idea in a meeting.

5/ Invite a new coworker for lunch or coffee.

6/ Share a useful resource with your team.

7/ Highlight a colleague’s expertise in public.

8/ Check in on a stressed coworker.

9/ Thank your manager for their support.

10/ Write a quick LinkedIn recommendation.

11/ Bring in a small treat for your team.

12/ Simply smile and greet everyone warmly.

Kindness costs nothing,
but it can change everything.

Teams don’t just follow strategy.
They follow culture.

And culture is shaped by the small things you do daily.

Be the leader who makes kindness the norm.

♻️ Share this post to spread kinder workplaces.

📌 Follow me Victoria Repa for more insights on leadership, growth, and culture.

Kindness isn’t soft.

It’s smart leadership.

Because no matter your title or salary:

people always remember how you made them feel.

Here are 12 simple ways to bring kindness into your workplace every day:

1/ Send a thank-you email to a helpful colleague.

2/ Compliment a coworker’s effort or work.

3/ Offer to grab coffee for someone working hard.

4/ Praise someone’s idea in a meeting.

5/ Invite a new coworker for lunch or coffee.

6/ Share a useful resource with your team.

7/ Highlight a colleague’s expertise in public.

8/ Check in on a stressed coworker.

9/ Thank your manager for their support.

10/ Write a quick LinkedIn recommendation.

11/ Bring in a small treat for your team.

12/ Simply smile and greet everyone warmly.

Kindness costs nothing,

but it can change everything.

Teams don’t just follow strategy.

They follow culture.

And culture is shaped by the small things you do daily.

Be the leader who makes kindness the norm.
__

Victoria Repa
BetterMe

Motivation can get you started. 

But only discipline keeps you going.

We all love the rush of new beginnings. 
That spark of motivation that makes everything feel possible.

We buy the planner. 
Start the project. 
Set the goals…

And then reality hits:

↳ Energy drops. 
↳ Motivation fades. 
↳ Excuses grow louder.

That’s where 90% of people stop.

But those who keep going, 
they don’t rely on motivation.

They rely on discipline.

Because discipline means:

➤ Doing small things right, over and over again. 
➤ Trusting consistency more than inspiration. 
➤ Keeping promises you made to yourself. 
➤ Choosing progress over perfection.

Motivation is emotion. 

Discipline is structure.

So if you want lasting growth, in business, health, or leadership…
build systems that don’t depend on how you feel.

Because the goal isn’t to stay motivated. 
It’s to stay committed. 
Daily.

One quiet disciplined step at a time.

What helps you stay disciplined when motivation fades?

🔁 Share this with someone who needs to hear it.

📌 And follow me, Victoria Repa, for more on mindset, leadership, and growth.

Motivation can get you started.
But only discipline keeps you going.

Victoria Repa
BetterMe

Most managers fear losing their best people.

And that’s exactly what drives them away.

 → They avoid investing in learning,
worried their employees might outgrow their role.

 → They criticize but rarely praise,
afraid their team might realize they deserve more.

 → They lead with control and manipulation,
hoping shame will keep people from leaving.

But here’s the truth:

If you’re afraid to grow your people,
you’re already losing them.

Great leaders focus on building the best, not holding them back.

↳ They invest in their team’s growth.
↳ They celebrate progress, not just results.
↳ And they lead with trust, not fear.

Because when you give your team your best,
they show up with their best.

And that’s a win-win.

Train people well enough so they can leave.
Treat them well enough so they don’t want to.

The best leaders aren’t afraid of losing top talent.
They know how to grow more.

Let them rise.
Make them feel safe to stay.

Loyalty isn’t bought. 
It’s built!

♻️ Share this with your network to inspire better leadership.

☝️ Follow me Victoria Repa (BetterMe CEO & Founder) for more insights on leadership, mindset, and culture.

70% of employees feel their bosses need to get the memo on keeping work-life upbeat. (Deloitte Report)

It's a wake-up call to stop the burnout culture.

For many years, it was okay, 
even commendable.

Now it's 12 signs of burnout culture that we need to address:

1) Pushing oneself to the limit to maintain high productivity.

2) Regularly working overtime, including weekends.

3) Always being available, even during off-hours.

4) Downplaying stress as just “part of the job.”

5) Striving for perfection in every task, big or small.

6) Saying “yes” to every request or project.

7) Feeling guilty for taking breaks, vacations, or prioritizing self-care.

8) Battling imposter syndrome and feeling like a fraud.

9) Isolating oneself from social interactions due to work commitments.

10) Constantly seeking approval and recognition from others.

11) Overidentifying with work or career success.

12) Losing passion for work that was once fulfilling and enjoyable.

Burnout is NOT a sign of hard work and productivity.

It's a sign that you've lost balance and need to restore it.

Keep your fire burning bright in your work,
but never at the cost of your well-being.

♻️ Share this important message with your network to help end the tolerance of burnout culture.

☝️ And follow me Victoria Repa for more.

Feedback isn’t scary.

Not asking for it is.

Most people think growth comes from more experience, 
more responsibility, more time in the role.

Real growth?
It comes from asking better questions.

Because feedback isn’t just something you receive.
It’s something you invite.

And the quality of your questions determines the quality of your growth.

Here are 7 questions that turn feedback into real transformation:
(for you, your team, and your leadership)

1/ What’s working well that I should do more of?
If you want to identify your strengths and amplify their impact.

2/ What’s one thing I could do differently to make a bigger impact?
If you need to know which small shifts could multiply your results.

3/ How does my communication make you feel: supported or pressured?
If you want to lead with emotional intelligence.

4/ What strengths do you see in me that I might overlook?
If you want to unlock your full potential.

5/ What’s one habit I should unlearn to be more effective?
If you want to remove the patterns that hold you back.

6/ What do you need from me to perform at your best? 
If you want to understand what support your team needs to succeed.

7/ What’s one thing I can start doing tomorrow to grow as a leader? 
If you want to turn feedback into a small daily action.

The best leaders aren’t the ones with all the answers.

They’re the ones who ask the questions that open doors.

Invite feedback.
Make it safe.
Act on it.

And you’ll grow faster than you ever expected.

Which of these questions would you add to your next feedback conversation?

♻️ Share this to help others grow through better questions.

☝️ Follow Victoria Repa for more insights on leadership, mindset, and culture.

7 Questions That Turn Feedback Into Growth 1. What’s working well that I should do more of? 2. What’s one thing I could do differently to make a bigger impact? 3. How does my communication make you feel: supported or pressured? 4. What strengths do you see in me that I might overlook? 5. What’s one habit I should unlearn to be more effective? 6. What do you need from me to perform at your best? 7. What’s one thing I can start doing tomorrow to grow as a leader?

Wild Capital Academy

An exclusive, community-powered platform offering top-tier business education programs.

Built for ambitious leaders who want to learn how to boost their success by 7 figures and beyond.

Get access to expert insights in investing and business, live group sessions, high-level networking, powerful resources, exclusive deals, and hands-on strategies for real-world growth.

Join our flagship Investment MBA - more practical value than a $200k MBA, at a fraction of the cost.

Topics covered: Investing, Portfolio Management, Business Acquisitions, Business Scaling, Marketing, Leadership, and more.

Founder

Wild Capital

We help founders, investors and CEOs with strategic growth.

Our bespoke consulting services have 4 key pillars:

1) LinkedIn growth - audience, brand and monetization (marketing).
2) Shaping organic and inorganic business growth strategy (strategy).
3) Financial modelling, analysis, business plans, optimization (finance).
4) M&A advisory, public and private market investment management (investments).

AGROFERT, a.s.

Senior investment executive role in one of the largest CEE conglomerates with sales over 10 billion EUR.

Multi-industry pan-European M&A, group strategy and general corporate matters.

Advising the Board of Directors on investments, business development and other corporate matters.

Industries: chemicals (fertilizers, specialty chemicals), agriculture (commodities trading, machinery, primary production, forestry, farms), food (bakeries, meat processing, dairy), energy, logistics, TMT and other.

Examples of deals:

Synthesia (2024) - one of the largest nitrocellulose producers in Europe.
Mafra (2024) - one of the largest media houses in the Czech Republic.
East Grain (2024) - one of the largest commodity traders in Romania.
Borealis NITRO (2023) - the second largest producer of nitrogen fertilizers in Europe (EV - 810 mil. EUR).
Top Hop (2022) - one of the largest hop producers in Europe.
Agronom (2021) - one of the largest commodity traders in Croatia.
+ many other significant deals in the region.

Manager - Mergers and Acquisitions

Goldman Sachs

Working as investment professional in the Asset & Wealth Management Division that oversees more than USD 2 trillion AUM. 

Played a key role in the management of multi-billion-dollar portfolios.

Multi-asset investment management and trading: stocks, bonds, options, ETFs, mutual funds, structured products, hedge funds, VC funds, PE funds.

Investment Management Professional

Deloitte

Financial Advisory - Valuation & Modelling team. Successfully completed a number of different projects related to valuation and financial modelling covering a broad range of industries: real estate, banking and finance, energy, medicine, metallurgy etc.

Valuation & Modelling

Saracen Ventures

Performed thorough researches across wide range of alternative investment classes and industries such as classic cars, telecommunications, media, technology investments as well as PE and VC funds.

Summer Research Intern

Comecoteh SRL

Performed strategic analyses of the company, participated in international expansion.

Responsible for international affairs - negotiations with international suppliers and clients regarding raw materials, delivery, design and price of products.

Financial Department Intern

Winter internship in a research and advisory company. Performed thorough research across a broad range of PE and VC investments.

Research Intern

I help founders scale their businesses | Top 10 LinkedIn Creator Worldwide & #1 Finance LinkedIn Creator Globally | Founder @ Wild Capital | ex-Goldman | LSE Alumnus

Hi, I'm Igor!

Couple of interesting facts about me:

- Top 10 LinkedIn thought leader globally
- Grew to 220k followers on LinkedIn in 1 year
- Graduated with distinction from LSE MSc Finance
- Worked at Deloitte, Goldman Sachs and AGROFERT
- Executed EUR 5+ bn of public and private transactions
- Have experience from 100+ projects, in 15+ industries and 20+ countries
- Helped shape organic and inorganic strategy of 250+ companies in 20+ countries

I wanted to take advantage of this experience and founded Wild Capital:

We help entrepreneurs, investors, and professionals with business scaling.

Our consulting services have 4 key pillars:

1) LinkedIn growth - audience, brand and monetization (marketing).
2) Shaping organic and inorganic business growth strategy (strategy).
3) Financial modelling, analysis, business plans, optimization (finance).
4) M&A advisory, public and private market investment management (investments).

Why we are the top choice for our clients:

A) Unique expertise in multiple areas.
B) Vast network of partners and contacts.
C) Proven track record - we deliver results.
D) End-to-end solutions from strategy to execution.

We are also the leading provider of professional education.

Check out or Wild Capital Academy Investment MBA:

https://wildcapital.co/pages/investment-mba

Get the best-in-class books on M&A, investments, personal finance and more: 

https://wildcapital.co/pages/financial-education 

+ Subscribe to the Wild Newsletter at WildCapital.co:

Join 250,000+ founders, investors and professionals getting my personal, business and financial growth tips via email and social.

+ DM for advertising and sponsorship cooperation.

P.S. Some interesting facts about me:

1) I used to be a junior professional tennis player.
2) I also play ping-pong, squash and chess.
3) I am a classic car enthusiast.
4) I love art, reading and theaters.

Disclaimer: The information presented on this platform is intended for educational and general informational purposes only. It should not be interpreted as advice, whether financial, investment, or otherwise. Every individual and business must evaluate their own circumstances, goals, and risk tolerance before making any decisions. The author bears no responsibility for the outcomes of actions or decisions made by readers based on the information presented. Each person is accountable for exercising their own discretion and taking into account their individual circumstances when making decisions.

Igor Buinevici

Weak leaders hire followers.

Strong leaders hire people who can replace them.

Sharing great insights from Eric Partaker.

When I started out:

I thought leadership meant being the smartest person in the room.

It’s not.

Real leadership is about:

Creating space for people who challenge you.
Push you further.
And yes - sometimes outshine you.

That’s not a threat.

That’s how you grow.

When you surround yourself with sharper minds:

1. You see more clearly.

They spot what you miss and say what others won’t.

2. You make better calls.

New perspectives turn decent ideas into powerful ones.

3. You grow faster.

Iron sharpens iron and the right people sharpen you.

4. You innovate more.

Different thinkers break patterns and create progress.

5. You build trust.

Letting people challenge you shows you value truth over ego.

6. You expand your influence.

Empowered people create impact far beyond your reach.

7. You build a legacy.

Real leaders aren’t remembered for their titles:

But for the people they lifted along the way.

8. You attract top talent.

Great people want to work where:

Growth, freedom, and challenge are celebrated.

9. You create resilience.

When everyone thinks for themselves:

Your team can adapt to anything.

10. You buy time and freedom.

Strong people don’t just follow your vision:

They execute it without needing your constant hand.

Your job isn’t to shine brighter than your team.

It’s to light the stage so they can shine.

Because your legacy lives in them,

Not in your spotlight.

P.S. Do you hire people capable of outgrowing you?

♻️ Repost to help more leaders build teams that grow and thrive.

Most companies look at skills.

The best ones hire character.

Yes, skills are important,

But character is what makes the difference.

Sharing great insights from Mike Leber:

Talent can impress on paper.

Character shows up when things get hard.

It’s not about fancy titles or cool résumés.

It’s about drive, hunger, and heart.

The right leader sees beyond experience:

They spot potential, attitude, and grit.

Because experience can be built,

But mindset can’t be manufactured.

You can always teach what to do.

You can’t teach who they are.

That’s why the real difference,
Between a good hire and a great one,
Isn’t written in their CV - it’s in their character 👇

1. Attitude

They stay calm under pressure.

Problems don’t shake them - they solve them.

2. Curiosity

They ask “why” before “how.”

Always chasing better, never settling.

3. Integrity

Their word means something.

You can trust them when no one’s watching.

4. Resilience

They fall, learn, and rise stronger.

Every setback is fuel for the next win.

5. Humility

They listen first, speak second.

That’s how growth - real growth - happens.

6. Accountability

They own their actions.

No excuses, just solutions.

7. Empathy

Real connection drives collaboration.

They understand people, not just performance.

8. Initiative

They act before being asked.

They see what’s missing and step up.

9. Self-awareness

They know their impact.

Adjust. Learn. Improve. Repeat.

Skills can be taught.

Character can’t.

Don't forget to look at both.

P.S. What are you looking for when hiring?

♻️ Repost so your network can improve their hiring decisions.

You can replace a position,

But you can’t replace trust:

Sharing great insights from Mike Leber

Once loyalty walks out - it rarely comes back.

That’s the blind spot of many leaders.

They see people as headcount, not hearts.

They assume talent is easy to swap.

“Someone else will do the job.”

But trust isn’t a line item.

Loyalty doesn’t reappear once it’s lost.

By the time reality hits,

Their best people are already gone.

Here are 10 small choices that make people stay:

1. Acknowledge effort, not just results

Results are easy to measure.

Effort isn’t - but it’s what builds results.

When people feel unseen, they stop trying.

2. Stand up for your team

If rumors spread and you stay silent,

you lose credibility fast.

Defend your people publicly and privately:

It builds lasting trust.

3. Manage workload and stress

Burnout is not a personal failure:

It’s often poor leadership.

Check workloads, respect boundaries.

Make rest part of performance.

4. Support growth, even when it leads them elsewhere

If someone outgrows their role, help them rise.

Good leaders grow people - even if it means letting them go.

5. Treat them as people, not job titles

Learn their goals, challenges, and motivators.

People stay where they’re valued beyond what they deliver.

6. Handle feedback with empathy

Be direct, but stay kind.

Honesty with respect:

Creates improvement without resentment.

7. Provide growth opportunities

If employees can’t grow where they are,

They’ll look for growth somewhere else.

8. Involve them in decisions

Ownership builds commitment.

Ask for input and show that their ideas matter.

9. Celebrate progress and personal milestones

Recognize more than KPIs.

A quick message or small gesture,

Can make people feel seen and valued.

10. Regularly check in on their needs

Don’t assume satisfaction - ask.

People’s priorities change, and good leaders stay in tune.

Deadlines will be forgotten.

But how you made people feel will last.

Seen. Valued. Supported.

Be the reason they stay,

Not the reason they leave.

Lead in a way that earns trust.

P.S. Do you lead this way?

♻️ Share with your network so they lead better!

People forget titles.

They never forget who believed in them.

Most of us are where we are,

Because someone took a chance.

Not because our CV was perfect.
Not because we nailed every question.
But because someone saw something deeper.

They saw potential:

Hunger. Humility. Curiosity.

The qualities that never show up on paper.

And they gave us a shot.

In a world obsessed with:

“10+ years of experience,” prestige labels,

We forget something important:

Some of the best people you’ll ever hire just need one person to bet on them.

They may not have all the answers yet.

But they have the mindset that’s impossible to teach:

They grow fast because they’re hungry.
They show up with something to prove.
They own their mistakes.
They crave feedback.

The best leaders know this.

They don’t just hire skills.

They hire:

Character. Attitude. Effort.

Because they remember being overlooked.

Being unproven.

Wondering if anyone would give them a chance.

So they choose a different path.

They build people, not just "employees".

If someone once believed in you, you know exactly how it feels.

It’s not a job offer.
It’s a turning point.
A shift in your life trajectory.

And if you lead today,

You have the chance to pay that forward.

Look past the résumé.
Search for mindset, not just metrics.
See possibility where others see risk.

Because talent isn’t always found.
Sometimes it’s developed.
And sometimes all it takes is one yes.

One “I believe in you.”

One leader willing to bet on potential.

To the leaders who do that - thank you.

You’re not just hiring.

You’re changing lives.

P.S. Who believed in you before you believed in yourself?

♻️ Repost to inspire more leaders to bet on potential

Your manager can be your biggest risk,

Or your greatest upgrade.

I’ve seen many different people:

Those who drained every ounce of energy.

And leaders who made you believe in yourself again.

The difference?

One sees you as a tool.

The other sees you as a person.

We spend 40+ hours a week at work.

Your manager doesn’t just impact your results:

They shape your mindset, energy, and confidence.

The truth is:

A great manager can rebuild years of lost belief.

A bad one can destroy it.

10 ways great leaders protect and empower people:

1. Safety before pressure.

You can’t perform if you’re constantly defending yourself.

2. Defend when absent.

They protect your reputation when you’re not there.

3. Notice the small signs.

A simple “How are you?” can change everything.

4. Feedback that fuels.

You leave motivated, not broken.

5. Lead by balance.

They switch off and make it okay for you to do the same.

6. Celebrate progress.

They value growth, not just goals.

7. Believe louder than doubts.

Their confidence becomes your courage.

8. Communicate with clarity.

No guessing games. No confusion. Just trust.

9. Give ownership.

They let you take the wheel and grow through real responsibility.

10. Stay human.

They care before they manage. That’s the real difference.

Great leaders don’t just grow businesses.

They build confidence.
They make life better.
They grow people.

P.S. What kind of leader will people remember you as?

♻️ Share to inspire more great leaders!

Weak leaders fear smarter people.

Strong leaders hire them.

Too many leaders still fear people:

Who think faster, see deeper, or know more.

That fear kills growth.

Real leaders don’t compete with their team.

They build a team worth competing with.

Here’s what the best understand:

➟ If everyone thinks like you, your ceiling never moves.

➟ Smarter people aren’t a threat. They’re leverage.

➟ Challenge is fuel. It sharpens vision and drives progress.

Leadership isn’t about being the genius in the room.

It’s about creating a room full of geniuses.

And that takes humility.

Admitting you don’t have all the answers.
Welcoming people who do.

Letting brilliance - not ego - drive the mission.

When you hire people who outshine you:

Your impact multiplies.
Decisions get sharper.
Innovation explodes.
Blind spots shrink.

Leadership isn’t about being the brightest mind.

It’s about creating a place where the brightest minds thrive - together.

If you want to grow, stop fearing smarter people.

Start hiring them.

P.S. Do you choose challenge or comfort?

♻️ Repost to help more leaders level up their teams.

CEO, CFO, COO, CIO, CMO, CRO:

Everyone hears the titles - few know what they mean.

Sharing a clear breakdown from Nicolas Boucher:

What each one really does.

+ The Top 100 KPIs they use:

https://lnkd.in/gBCbAKeq

1. CEO - Strategy, growth, vision, investors, expansion

Leads the company.

Drives strategy, innovation, and global growth.

Defines corporate values and long-term direction.

Represents the business to investors and the public.

2. CFO - Financials, performance, risk, profitability

Ensures stability and discipline.

Owns the company’s financial health.

Reports results to the board and shareholders.

Sets financial benchmarks and drives profitability.

3. COO - Daily ops, resource planning, execution

Turns strategy into execution.

Runs the daily engine of the business.

Coordinates departments for efficiency.

Aligns operations with company goals and market expansion.

4. CIO - Tech stack, security, data

Owns IT budgeting (CAPEX & OPEX).

Aligns technology with business growth.

Leads tech strategy and IT infrastructure.

Oversees cybersecurity, data protection, and governance.

5. CMO - Brand, demand, customer journey, messaging

Executes campaigns for market growth.

Builds awareness and drives acquisition.

Shapes brand strategy and market presence.

Defines the brand voice and customer experience.

6. CRO - Revenue, monetization, customer value

Owns all revenue-generating functions.

Designs monetization and pricing strategies.

Builds scalable revenue models for expansion.

Sets targets, tracks performance, and reports to the board.

This visual makes it crystal clear who does what at the top.

Which C-level role do you work with most often?

♻️ Repost to help your network finally understand the C-suite.

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The Battle

Victoria Repa

Igor Buinevici

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taplio

The Battle

Victoria Repa

Igor Buinevici

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);}Victoria Repa's LinkedIn Performance

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