#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

One phrase can launch a person’s career faster than years of learning. 

(And we say it out loud far too rarely)

Most of the time, it’s not loud words.
It’s short support, said at the right time.

Not “You can do it.” 
Not motivational speeches.

But simple, precise words in the right moment:

→ “You’re ready enough to try.”
→ “Rest is part of productivity.”
→ “You have a right to boundaries.”
→ “A mistake is data, not a verdict.”
→ “You don’t have to carry this alone.”
→ “You don’t have to be perfect to grow.”

Most of us have had people who supported us 
when we doubted ourselves, minimized what we felt, or stayed silent.

Sometimes one sentence from someone you trust:

↳ removes shame
↳ helps you choose yourself
↳ gives you your footing back
↳ gives you the courage to say “no” or to ask for help

It’s not “motivational” phrases that change people.
It’s honest words, spoken when they’re truly needed.

And the most important part:

Be that person for someone else. 
Don’t wait until they break to support them.

Sometimes it’s enough to say:

“You’re doing great. I believe in you.”

Who has been that kind of support for you one sentence or one decision?
_

♻️ Share this if you believe words shape people.

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

Even with the best strategy, you can fail at one thing.

(And it can ruin the entire business)

It’s how you treat people.
And it always comes back around.

You can change your KPIs.
You can change your priorities.
You can change your processes.

But one thing remains predictable:

People remember what it felt like to work with you.

Specifically:

• Did you listen, even when it was uncomfortable?
• Did you notice the effort and not just the outcome?
• Did you bring clarity instead of looking for someone to blame?
• Did you have the team’s back when the pressure was at its peak?

If the answers are positive, 
that “memory” becomes a business advantage.

It turns into:

→ Better decisions.
→ Faster alignment.
→ Earlier risk signals.
→ Stronger retention.
→ More honest updates.

Treating people well isn’t about being soft.

It’s about being intentional.
It’s choosing long term effectiveness over short term tension.

Because you can push a team with pressure.
But you can only sustain it through how you treat people.

Treat people well.

It’s the only investment that never loses value.

What did a leader do that made you want to work at your best?
_

♻️ Share this if you believe treating people well is a business advantage.

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

One of the best things you can do in life…

Build a habit of gratitude for what you already have.

We want big results.

But most of what makes them possible is already here.
And we don’t notice it because it became routine.

We normalize:

→ a role that matters
→ people who trust you
→ work that challenges you
→ wins that once felt impossible
→ mistakes that turn into lessons
→ skills you once dreamed of having

Gratitude doesn’t lower standards.
It increases resilience.

It helps leaders stay calm under pressure, 
and helps teams stay motivated through uncertainty.

Here are 5 simple ways to practice gratitude at work:

1/ Thank one person specifically.

2/ Notice progress, not perfection.

3/ Treat hard tasks as trust, not punishment.

4/ Start your day by naming one opportunity today.

5/ End the day by naming one step you moved forward.

What you call “normal” is your progress in action,
step by step toward the outcome.

Gratitude brings motivation back when it’s hard. 

And it reminds you: 
your “normal” day is someone’s dream.

What part of your normal workday are you most grateful for right now?
_

♻️ Share this if you believe gratitude fuels better work.

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

Don’t build your future on one role.

Invest in what always stays with you.

Most people chase things they can lose overnight.

A title. 
A contract. 
A company. 
A “stable” plan. 
Someone’s approval.

But real power is different.

It’s what stays with you when everything around you changes.

Work on the things people can’t take away from you:

Your skills. 
Your body. 
Your mindset. 
Your character. 
Your work ethic. 
Your knowledge.

Because this is the foundation.

→ Character builds trust.
→ Skills make you adaptable.
→ Mindset protects your focus.
→ Work ethic creates momentum.
→ A strong body gives you energy.
→ Knowledge makes you valuable anywhere.

This is what turns uncertainty into confidence.

Not because life gets easier.
But because you become unstoppable.

Which of these are you building in yourself right now and why?
_

♻️ Share this with someone who needs this reminder today.

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

Work on the things people can't take away from you:

Your skills Your body Your mindset Your character Your work ethic Your knowledge

This is how you become unstoppable.

Victoria Repa
BetterMe

When toxicity is ignored, the message is clear:

“Results come before respect.”

And that message always comes at a cost.

When disrespect becomes acceptable in pursuit of goals,
the team shifts into self-protection mode.

Less initiative.
More politics.
More burnout.

And then it’s not only people who suffer.
Results suffer too.

Workplace toxicity isn’t about:

→ Deadlines
→ High standards
→ Direct feedback

Workplace toxicity is about:

↳ Humiliation
↳ Fear over trust
↳ Dismissiveness
↳ Lack of support
↳ Excessive control
↳ Passive aggression
↳ Boundary violations
↳ Punishment for honesty

The strongest cultures don’t lower standards.

They replace:

Control with clarity.
Suspicion with trust.
Silence with support.

Teams that consistently deliver can:
move fast, work hard, handle pressure.

But they can’t thrive where there’s no respect.

Which of these signals destroys performance the fastest, in your view?
__

♻️ Share this if you believe results start with respect. 

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

The biggest trap in leadership:

Putting goals above people.

Because how you lead shapes how your team performs.

You can push a deadline through.

But when you lead through pressure and fear, 
the team gets drained.

Leadership won’t “turn on” when you suddenly need it.
It either raises performance or quietly breaks it.

And the team starts paying the price:

↳ burnout
↳ loss of initiative
↳ fear of making mistakes
↳ silence instead of honesty

Here are 4 foundations of true leadership:

1. Empathy 

Hearing the whole person, not just the task update.
It clarifies what’s happening and improves decisions.

2. Kindness 

Giving feedback with care, not shame.
It makes it easier to speak up, learn, and improve fast.

3. Integrity 

Same rules for everyone.
It lowers tension and saves time on unnecessary noise.

4. Responsibility 

Owning decisions, pace, and culture.
It replaces blame with conditions for growth.

Goal achievement doesn’t come from the most pressure.

It happens when you lead in a way that helps people:

↳ learn fast
↳ stay resourced
↳ speak the truth
↳ take ownership

Strong teams don’t happen by accident.

They’re built by leaders who practice these foundations daily.

Which of these foundations do you want to strengthen most in yourself right now?
_

♻️ Share if this resonates. 

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

When work gets hard, one thing changes everything.

Just 10 minutes of genuine attention.

The impact is stronger than any strategy.

Because people don’t need perfect coworkers.
They need human ones.

And kindness is what can keep a team together.

When kindness is missing, 
the team goes into toxic mode.

And then everything drops: 
initiative, speed, accountability.

So the fastest way to bring the energy back is simple: 
make people feel seen.

You don’t need a retreat.
You don’t need a new policy.

Sometimes a few minutes is enough.

Here are 12 acts of kindness that take just 10 mins:

1/ Bring in a small treat for your team.

2/ Offer to grab a coffee for someone who’s working hard.

3/ Compliment a coworker’s effort or work.

4/ Share a useful resource with your team.

5/ Thank your manager for their support.

6/ Simply smile and greet everyone warmly.

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

8/ Check in on a stressed coworker.

9/ Write a quick LinkedIn recommendation.

10/ Highlight a colleague’s expertise in public.

11/ Praise someone’s idea in a meeting.

12/ Invite a new coworker for lunch or coffee.

None of these actions look “big.”

But together, they create big outcomes:

↳ build trust
↳ reduce tension
↳ help people feel seen
↳ keep strong people close

Because people don’t stay for bonuses.
They stay where they feel humanity.

Try just one today.
And watch what changes.

What’s the smallest act of kindness that once supported you the most?
_

♻️ Share this if you believe real leadership looks like kindness in action.

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

The most common myths about success sounds like this:

→ You need a lucky break.
→ You need exceptional talent.
→ You need to be in the right place at the right time.

But success is built on everyday skills.
Most people just don’t practice them consistently.

Here are the most underrated skills for success:

S — Strategy See beyond today and plan for the long game.

U — Upskilling Keep upgrading your skills regularly.

C — Consistency Improve 1% every day with small consistent actions.

C — Collaboration Grow through strong partnerships and teamwork.

E — Execution Turn ideas into finished work, not endless plans.

S — Self-control Do what matters, even when motivation is low.

S — Sustainability Progress without exhaustion or burnout.

If you master these skills, you won’t just grow faster. 
You’ll build stable, long-term results.

Start with one skill this week and practice it daily.

What’s the most underrated skill that changed your career?
_

♻️ Share if this resonates. 

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

After 500+ conversations with leaders, I learned one thing:

Strong leadership isn’t measured by the number of meetings you run.

It’s measured by the connections you maintain.

Most workplace relationships don’t “break.”
They fade.

Not because people don’t care.
But because the calendar wins.

Slack replaces real contact.
Meetings replace moments.
And “I’ll message later” turns into months.

So here’s one of the highest-ROI leadership habits:

Make it a habit to reach out to people just because they crossed your mind.

Not when there’s a problem.
Not when performance drops.
Not when you need something.

Just a quick check-in that says:
“I thought of you.”

This does more than being “nice.” 
It:

↳ builds trust across teams
↳ creates a culture where asking for help feels normal
↳ helps people feel seen before they start drifting away
↳ stops small misunderstandings from turning into friction

And it takes 30 seconds.
Try one today:

“You crossed my mind. How are you?”
“Your idea helped more than you think.”
“Quick note: I noticed your effort. Thank you.”

Leadership isn’t only about direction.
It’s also about connection.

Because teams don’t stay strong on strategy alone.
They stay strong on relationships.

What simple habit helps you stay connected with people at work?
_

♻️ Share this if you want connection to be part of the culture.

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

I create mindful remote work experiences for you, your team, and your company.

Most career coaches I meet are constantly hunting for leads.
Posting.
DMing.
Launching.
Restarting everytime a program ends

Not because they’re bad at acquisition.
But because of who their offer pulls in.

Many job-search offers attract buyers with inconsistent behavior.

People who are stuck.
Who need "clarity".
Who hesitate.

Who show up to sales calls looking for advice, not direction.

That’s not a lets do better marketing problem.
That’s a buyer problem.

And once they get hired, they are gone.
Not because they did not need your help. 
Because the offer ends there.

Which leaves even great coaches stuck in acquisition mode.

I work with career coaches who want to attract a different type of client.

Leaders with high responsibility.
Leaders under executive pressure.
Leaders who want support as they step into the role.

When you attract that level of client:
• the relationship doesn’t end as soon as they et hired
• the work continues as the role evolves
• coaching shifts from getting hired to getting developed
• income stops resetting as a side effect

I’m currently focused on helping experienced career coaches make that shift.

Not more leads.
Better ones.

If you’re a career coach and this feels familiar,
feel free to reach out. 

Jean Carlo Him
jc@jeancarlohim.com

Jean Carlo Him

We got stuck in Panama for 3 days.

Right after New Year’s.

In my last hours in Panama, I was saying goodbye to my grandad when my partner suddenly called.

“Jean… tonight’s flight got cancelled.”

Sh*t.

Earlier that week, more than 2,500 flights had already been cancelled.
Amsterdam airport was buried in snow.

With all our stuff already packed and two hours away from check-in, we drove to the airport expecting a big line and people complaining.

There was none of that.

The woman at KLM said they had already re-scheduled everything.
I would be leaving on Thursday.
My partner on Friday.
We would stay at the hotel, all nights covered, food included.
The bus was already waiting for us to go there.

Nothing to more explain.
Nothing to negotiate.

What struck me wasn’t the 5 star hotel.

It was the responsibility of keeping a relationship when things get hard and make it as easy as possible for us.

Even if they had zero fault and the airport was buried in snow.
Even if they lost all the margin on our tickets trying to accommodate us.
Even when the situation is dire and inconvenient.

Relationships, how they are built and how they are maintained, have been my biggest learning in 2025.

I’m grateful to start 2026 with that reminder.

I help career coaches attract leadership clients. Turning 12-week job-search programs into a paid post-hire offer clients stay in month to month.

A career coach I work went from 0 to €15K pipeline for Jan 2026

with 15 likes per post in 3 weeks. Here is how:

The real issue was not more content.
It is not praying or complaining for more reach.
It is not more discovery calls disguised as free advice.

The offer was positioned around landing the next role as an outcome.

This brings specific type of people:
The leads you do get ask the same questions:
“How fast will I get a job?”
“Will you write my CV?”
“Can I think about it?”

I have been working with the same career coach for over 18 months.

Last year, her system looked like this:

Post consistently > Start conversations > Book calls > Sign clients

It worked.
Until it didn’t.

The comments were mostly other coaches “supporting.”
Her inbox filled with freelancers pitching.
The leaders she could actually help stopped DMing.

This was not a posting problem.

It was retention problem finally showing up in the type of buyer we where attracting.

So we did not only fix content.
We fixed who the business was designed to keep.

Three changes followed.

FIRST.

We evolved the offer.

Not job help for people in “job-hunting” mode.

A relationship first offer for leaders thinking about a role change.

SECOND.

We turned content into DMs that led to Zoom.

We started with 1st and 2nd connections.
Then we took the same DM hook to cold.

Sniper specific DMs lead. Content supported. 
 
THIRD.

We made it repeatable.

A simple weekly cadence, VA supported.
So she could focus on writing, fit checks, and delivery.

Did it work?

Two senior leaders interested in career repositioning came in.
One former client came back to extend into leadership coaching.

Just under €9K in pipeline going into 2026.
With 15 likes per post.

For the first time, her career coaching business produced recurring revenue and bringing high caliber leads. 

Not because of better posts.

But because the offer finally matched the level of person she was speaking to.

When the wrong people keep showing up,
it is rarely an acquisition problem.

It is an offer designed for short-term wins,
trying to attract long-term leaders.

About 20 minutes into the call, he stopped me.

“Wait. This is good. Let me write it down.”

I was listening in on one of my client’s sales calls.
Five minutes in, I knew things where going south.

She stopped leading the call.
And started explaining.

The discovery call turned into a working session.

“Can you explain that part again?”
“How would you approach this?”
“What would you do in my situation?”

It feels productive in the moment.
Engaged, even helpful.

But that’s not buying behavior.
That’s answer collecting.

The outcome shows up right after the call.
Not as a no... as a maybe.

Missed follow-ups.
More questions.
“I’ll get back to you.”

I told her this after"

"The moment a call turns into a working session, the decision to buy is already lost. You moved from showing outcomes to explaining tactics for free to the exchange is posponed."

People who are ready don’t ask for explanations.
They ask one thing.

“When do we start?”

If your calls keep ending in maybes, it’s not a sales problem.
It’s a lead qualification problem.

--

I’m reviewing a small number of career-coach offers this week to see whether they pull decision-ready leads or turn calls into working sessions.
If this pattern sounds familiar, DM me.

99% of career coaches are stuck in a hamster wheel.

Posting 5–6 times a week hoping for inbound.
Going to events looking for leads.
Running the same 12-week program to get clients hired.

Then the moment the client signs their job offer, they leave.

Not because the work is done.
But because the offer is.

The real problems start after that.

New team, with an old member who has “attitude”.
New manager who micromanages.
New politics they have never seen before.

That is the moment they need coaching the most.

But there is nowhere to go next.

So they disappear.

And that is the part most career coaches don’t build for.

Most career coaches are “busy” all day,

and still don’t know where next month’s money comes from.

I worked closely with a coach
who had strong experience and a small audience,
but felt reactive and unsure how to grow without burning out.

She is an HR Business Partner.
She is a mom and wife.
And she runs a coaching business alongside all of that.

That combination breaks most coaching setups
if there are no systems.

Over 3 months, we slowly added them.

A system to tell her story.
A system to generate leads.
A system to sell her offer.

Revenue did come in.
But what changed things wasn’t more content
or doing more cold outreach.

It was this:

“I now have a much more structured and repeatable way of working.
I feel more in control of my business growth instead of reacting as I go.”

Before, revenue showed up randomly.
Good months. Quiet months.
Nothing to rely on.

Now, before the month even starts,
she knows what’s moving and what isn’t.

And what actions to take next.

That’s the difference between hoping
and actually running a business.

Instead of a business running you.

I thought great delivery would stabilize my income.

It did the opposite.

I remember wrapping a program once feeling proud.

It was a career coach launching a new career discovery

Brand new offer, positioning, and messaging.

10 calls booked off the back of it.
4 clients closed and happy.
Real results.

We ended the final session.
Said goodbye.
Closed Zoom.

Then I went back into my DMs, trying to line up clients for the next month.

That was the first time I asked myself,
“Is this really all there is?”

So I repeated the same routine.

Post more.
Close more.
Reset again.

From the outside it looked like required productivity.
From the inside it felt like rebuilding my business from scratch every 30 days.

Zero stability.

Just the quiet panic of realizing that visibility wasn’t the same as progress.

So I changed something small.

I stopped chasing volume.
Stopped mass DMing.
Stopped offering free reviews to prove "value".

Every person I reached out to became someone whose work I respected,

and whose trajectory actually made sense for a longer relationship.

Slowly, the questions changed.

Less “Do you get me *hot* leads?”
More “Can you help me see what I’m missing?”

Making this change came with a cost.

Likes dropped from around forty to ten.
Reach fell.
Profile views dipped even more.

But it was a cost worth paying.

Over time, my revenue steadied.
My calls improved.
My business stopped collapsing back to zero.

Not because the work got easier.

Because it finally brought in the right people, with more expensive problems and the willing to partner to takle them together.

If any of this feels familiar,
you already know which cycle you’re in.

--

I’m reviewing a small number of career-coach offers this week to see whether they pull decision-ready leads or turn calls into working sessions.

If this pattern sounds familiar, DM me.

27 days of DMs usually end with one sentence.

“Let me think about it”

You got an inbound lead.

27 days in the DMs.
Two discovery calls.
One rescheduled.
Then 60 minutes on Zoom.

And that’s how it ends.

They stopped being specific.
They answer with “I don’t know, but I feel stuck here.”
They ask what I would do, instead of asking how I can help.

The call doesn’t break.
It stays polite even friendly
It even feels productive.

But it always ends the same way.
And friendly does not pays the bills.

“Let me think about it.”
“Can you send this over?”
“I’ll get back to you.”

I used to give space so they could decide their "I need to think about it".

They never did.

Follow up.
Clarify.
Re-explain.

Now I stop.

If someone can’t say what they want to move on,
how fast they want to move,
or what they’re ready to stop tolerating,

they’re not ready to work.

Some people want handholding.
Others want movement.

They sound similar at first.
They behave very differently.

How did your last call end?

36 months inside the career coaching market, showed me see 2 paths that actually work. I re-state paths - not tactics - becuase they are fundamentally different.

Most coaches choose the first one.

Path 1.  Help people with CVs, job applications, and interviews.

This is where about 90% of coaches sit.

They watch reach dip, then post more.  
They boost ads when replies slow down.  
They keep doing what worked once.

Not because it’s easy.  
Because it does being clients.

But here’s the tradeoff.

You’re producing content across platforms.  
You’re starting conversations with strangers every day.  
You’re constantly hunting with similar clients with the same problems.

Your calendar fills.  
Then empties.  
Then fills again. 

Path 2 Help leaders grow their leadership career, but use repositioning as an anchor.

This is the 10%.
They write once or twice a week.  
They work with senior leaders navigating their next move.  
They keep working with them through their leadership development.

They’re hired for judgment.  
Not for Linkedin profile or CV updates.

Client from path 1 asks for a CV template and interview pitch script.
  
Another asks if you can listen to a board-level dilemma that is keeping him away from promotion.

Which question would you prefer?

- - - 

I’m reviewing a small number of career-coach offers this week to see whether they pull decision-ready leads or turn discovery calls into working sessions.
If this sounds familiar, DM me.

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Jean Carlo Him

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The Battle

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