#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?

Journify

Helping founders clarify their story, offer, and ideal customer so they can focus and growing their business.

Founder & Mentor

Nomad Cowork

User Experience & Co-Founder

BEERWULF®

- As UX lead, drove change management for user-centricity making +50% of the commerce team use user feedback/analysis to improve product development & campaigns.

- Map, analyze, optimize and prioritize insights & actions from user journeys to drive the *company’s product development, in over 15 studies that attributed a YoY conversion rate increase of 4.2%.

- Owned, drove, and managed NPS leading actions to move NPS from 30 to 62 in 2022

- Drove product dev. roadmap in H1 2022. Executed onsite analysis, usability tests, and user and market 
research to update the checkout process with a 10% improvement in the Checkout completion rate.

UX Research & Journey Expert 

Site Merchander

The HEINEKEN Company

Product Owner - the-sub.com, 7 EU markets 
- Led product development roadmap & agile teams for heinekenstore.com & the-sub.com ( Today part of Beerwulf.com), reaching net sales from Є0 to Є400K.

- Stakeholder management with the Heineken brand to raise the budget (1MM), create a joint vision of the platform & set up a development roadmap.

- Responsible for A/B testing programs, and backlog prioritization of the platforms with conversion rate increased from 4-6%.

- Implemented User Generated Content (Olapic) and ratings and reviews (Power Reviews) leading to a 4% conversion rate increase for new visitors.

- Developed CMS functionalities enabling operational flexibility & content optimization reducing 2 FTEs of content work.

eCommerce Heineken Mexico - April 2016 - Dec 2016
- Developed a Business case for on-demand alcohol delivery. 

- Created Value proposition for on-demand Alcohol delivery for Heineken Mexico.

- Created On-demand Alcohol delivery 2020 market and competitor analysis.

- Contributed to Request for Proposal for eCommerce engine.

- Selected and hired an eCommerce team. (Which  later in 2017 launched sixtogo.com.mx )

Commercial Manager - Product Owner

adidas group

- Manage agile teams responsible for product development of the Global CRM program for Marketing,

- Behavioral and Transactional communications for adidas.com are responsible for up to 30% of total e-commerce net sales.

- Implemented Globally: abandoned cart abandoned browse, next best offer, re-order, anti-churn, win back journeys, and rolled out to global markets, accounting for 30-45% of total CRM sales.

- Developed and maintained global CRM Operations Establish, and monitor the operational framework for marketing capabilities for all markets part of the global platform delivering over 100 million newsletters sent per year.

Senior Global CRM Manager

Responsible for eCommerce sales growth through CRM communications, customer acquisition and retention through variety of core channels and capabilities in the Latin America region.

Lead eCommerce communication strategy, management and development of marketing sales plans for the new launched adidas sites. -> [adidas.co] [adidas.cl] [adidas.mx] [adidas.pe] [adidas.com.ar]

Developed sales promotion programs to support CRM marketing objectives and sales goals in the Latin American Market. 

Provided creative and marketing direction to optimize advertising and marketing campaigns.

Responsible of the Customer Service team for the Latin American Region. Managed to deploy and drive sales through the customer service channel across the region.

Senior Regional CRM Manager

DELL

Work to develop a business plans and sales strategy for the market that ensures attainment of segment sales goals.

Execute sales strategy. Responsible for the performance and development of Inside Sales Representatives.

Initiate and coordinate development of action plans to drive revenue and margin growth across Latin America.

Practice reviews with all Inside Sales Representatives to build effective communications development needs, and receive feedback from them to improve the organization.

Recruit, test, and hire Inside Sales Representatives.

Online Sales Manager - Latin America and the Caribbean

50 Employees under Supervision

Setting and maintaining KPIs and reporting structure for Inbound Calls, emails and Chats.

Analyzing statistics for received calls, chats, emails agent performance. 

Prepare reports and create action plans for Staff and direct reports.

Developing, implementing and reviewing core responsibilities and tasks.

Inbound Call Center Manager

Analyze of marketing strategies of the  competition.

Create promotions for different level of customers.

Increase company  Revenue and Player Value.

Customer retention.

Marketing Agent

Sitel

Promoting  teamwork  and leading to operational success.

Ensure that the agents are providing high quality service to the customers.
 
Maintaining good housekeeping on the job keeping  records  and  preparing  reports. 

Planning and scheduling workload. 

Training personnel.

Supervisor

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

You coach leaders to create stability in their lives & careers.

But your business model? Built on instability.

For two years, I helped 54 coaches sign clients.
Their clients landed jobs, built teams, got promoted,
yet every 12 weeks, the client was done. So the income.

Then one quiet Sunday — during a mushroom trip 🍄 — everything clicked.

Clients didn’t leave because offers failed.
They left because the story ended.
We were building 12-week containers… not 12-month journeys.

We didn’t have a sales problem.
We had a story problem.

That realization took me back to my corporate years:
At adidas, we sold identities people wanted to belong to.
At Heineken, moments that turned strangers into loyalists.
At DELL, relationships that turned leads into long-term partners.

The same principles that built global loyalty could build coaching longevity.

That’s how the StoryOffer System™ was born —
a retention architecture that turns 3-month programs into 12-month client stories.

Using the IMR Model — Identity, Moments, Relationships — I help coaches:
— Stabilize acquisition
— Triple LTV
— Build predictable, story-driven revenue

All by speaking to the right identity (leaders)
with the right offer, in the right moment.

The result?
Long-term, profitable client relationships. Built to last.

Now, inside The Relationship-First Offer Workshop™, you’ll design your own 12-month Relationship-First Offer™ that keeps leaders engaged and your income stable.

You’ll:
1️⃣ Map your clients’ profitable identities and offers
2️⃣ Define key conversion and retention moments
3️⃣ Build systems that activate ongoing relationships

If your offers end, your growth ends.
Let’s build offers that evolve.

👉 DM “LEADER” to join the next workshop.

Jean Carlo Him

I got ghosted in 9 out of 10 conversations this summer. 
Those leads that ghosted me are not the problem.
What happened one message before it is.

I remember online dating before my current partner.

Swipe right, bim, Tinder match.
Send a couple of flirty messages.
Then suddenly the conversation went cold 🥶

But with my partner now, we never stopped talking.
(Although we met through Microsoft Teams, story for another day.)

I was the same person.
I brought the same energy.
The interaction felt different because there was space for honest connection from the start.

I see the same pattern in business. I’ve watched experienced coaches do everything "right". They show up, they deliver great work, they open conversations… and some DMs move while others go quiet for no clear reason.

At that point, it’s rarely the words.
It’s about how much they trust you at that time.

In a saturated coaching market words alone don’t create conversations.

If the trust isn’t there yet, even a simple ask feels like too much and the other person pulls back. When the trust is built and present, the same message feels natural and easy to reply to.

Trust decides the timing.
Timing decides is the chat moves or not.

Ghosting is not rejection.
It’s the moment revealing how much depth it can hold with you right now.

When the moment can hold more, it always moves. In love and in business.

PS: On Saturday I’m breaking down the trust signals that experienced coaches miss. The ones that quietly decide whether your consistent posting turns into booked calls or disappears into the feed. If you want cleaner conversations and more predictable revenue in January, the link is in my profile.

Consistent, aligned clients for career & leadership coaches - built on real relationships, not cold pitches | 3–5 calls in 21 days | StoryOffer Method™

No alternative text description for this image

I’m almost 40.

And last weekend, I caught myself doing the same thing as a 4-year-old.

I went to a light show here in Rotterdam.

I’m a huge fan of tech art.  
How tech can turn someone’s imagination into something you can feel.

Every year, they set up a light installation in the main park.

Kids go.  
Parents go.  
Wise (not old) people go.

So I guess I’m now in the “wise” group :)

Still, I stood in front of one light for 15 minutes.

Just playing.

And for that moment, everyone was a kid again.

Strangers smiled at each other.
Ran through the beams of colors.  
Waved their hands through the light.  

Then, silence.
People stood still.   
Soaking the moment.

You could watch the show.  
Or become the show.

Either way, we were all playing.

And I was doing the same thing as the 4-year-olds.

Maybe we need more of that.

Because in play, something wakes up.  
Something we forget.

This isn’t a business insight.  
But a reminder.

That joy doesn’t wait at the finish line.  
It hides in the simple things.

Just like it did when we were kids.

When was the last time you did something just for fun?

Not to win.  
Not to prove anything.  
Just to feel joy again.

Jean Carlo Him 🍄

Identity-led client journeys for career & leadership coaches that attract + retain HQ clients | Book 3–5 calls in 21 days | ex-Heineken, adidas, DELL

This morning I deleted 5 days of content.

Not because it was bad.

Because it was useless for the people I serve.

I have a new retention offer, and I wanted to show different parts of the system in my content.  

So I wrote frameworks I’m passionate about.  
And I planned to repurpose them.
The frameworks were solid.  
They sounded smart.

But that was the problem.

Leadership & Career coaches don’t need “smart.”  
They don’t need a lesson on embedding identity or designing narrative offers.

I forgot the same thing I teach:

"Your future clients don’t need more content.  
They need more booked calls or interviews"

Period.

I taught frameworks.  
I explained strategy.  
It looked good on the feed.

But it didn’t do the one job content must do:

Open conversations.

My leads dropped from 2–3 a week to zero.  
Impressions fell by almost half.

So this week I’m changing how I write.

Every post starts from three questions:

1/ What problem is my client facing right now  
2/ What part of my system directly solves it  
3/ What small truth from my own journey proves I’ve lived it  

When I write like this, I stop sounding like a teacher or a preacher.

And I start sounding like someone who can help career coaches get clients now.  
Which is what I do.

This is exactly what we practice inside the 21-Day Sprint:

• Reactivate past clients to bring new revenue  
• Start 20 warm conversations without pitching  
• Book 3–5 calls and rebuild your pipeline  

In 14–21 days.

No magic funnels.  
No posting marathons.  
No emotional gymnastics.

Just a simple system that works.  
Focused on your best clients.

If you want me to walk you through it, DM me “21” and I’ll show you how it works.

I keep noticing something with leadership holistic coaches. The language feels beautiful, but the client cannot find themselves in it.

You talk about “clarity,” “meaning,” or “nervous system regulation,” and the leader keeps scrolling because the language does not match the world they live in.

Not because they do not feel any of it.
But because that is not how they name their experience yet.

And I get why those words feel natural. They give you energy and meaning. Also to me. But the person reading cannot receive a word they have not named inside themselves yet.

The words that are in their world look more like:

• Sitting in a weekly meeting while half the team scrolls their phone  
• Coming home late and the kids are already asleep  
• A partner frustrated because it is 11pm and the laptop is still open  

When you begin in what their life actually looks like, you create a mirror. Once they see themselves, the deeper insight lands cleanly.

At that point, “alignment” or “nervous system” is not abstract. It becomes the explanation behind the life they are living.

The work is not more content.
It is deeper content, and not by using deep words. It is naming the patterns they are living and have not found language for yet.

That is the moment a leader thinks, “You understand my world.” And that is where real conversations begin.

Leads don’t ghost us. 

They leave when friction outweighs certainty.

I learned that by watching hundreds disappear in my DMs, and then by doing small changes on how I made my leads feel safe (not chased) the conversations started moving.

Trust rarely breaks in big moments. 
It breaks and builds in the small ones:

A slow reply that creates doubt.
A workshop with no clear, tangible outcome.
A sales call that leaves open loops instead of next steps.

I did all of them at the start.

These are the moments where people quietly decide whether to keep moving or pull back.

That’s why I pay attention to the 5Cs across the entire journey: Content, Conversation, Conversion, Commitment, Continuity.

At every stage, people trade four currencies in order:
attention → time → energy → money → identity
And the further they go, the safer it needs to feel.

Our job isn’t to impress. 
But to express each step to make it feel 
clear, grounded, and lower-risk than the one before it.

When you understand that, trust stops being random. 

It becomes something you can design, 
and leads stay in motion instead of dropping off.

PS
If you want to build a user journey that keeps people engaged and ready to work with you, I reveal the full framework on Saturday at 8am in my newsletter.

graphical user interface, text, application

The REAL reason our “value” pushes people away

(has nothing to do with value)

Back in the day I thought trust was something I could create by putting more effort.

More value content. More insights. More “let me help you with this so you can *maybe* notice…”

I remember sending people little video breakdowns of their LinkedIn profiles. 

They were three minutes of genuine effort, pointing out what they could improve and what I saw in their story.

They always thanked me.

And then… nothing.
Silence.

10 videos sent.
10 grateful replies.
0 “Can we talk?”

And it confused me because the intention was good.
My insights were even better.
I wasn’t trying to impress anyone.

I genuinely wanted to help.

But there were other moments where I said just one thing.

One small insight, one reflection on something they were navigating…
and the whole conversation opened.

Same me. Same energy.
Completely different response.

That’s when I realized something I didn’t have language for back then:

People don’t move because of the amount of value you give.


They move when the value matches the trust the have your allowed in that specific moment.

The moment always tells you how far you can go:

In a DM — when they ask a second, more specific question.

On a call — when they stop explaining and tell you what’s actually happening.

In a session — when their body softens because something landed.

In a workshop — when they stay with the task instead of checking out.

Readiness isn’t loud.
It’s small signs that tells you the moment can hold more value… or that it can’t.

When you give more than the moment can hold, people pull back.

When you give less, they drift away.

But when you give the right dose, they stay with you.
They open.
They move.

I learned that the hard way.
One well-intentioned video at a time.

PS: On Saturday at 8am I’m breaking down how experienced coaches can stop over-delivering in content and DMs, and start matching the value to the moment so it turns into booked calls and a more predictable Q1 pipeline. Link in my profile.

Workshops taught me something uncomfortable.  

Customers loved them, but they didn’t convert.

After running 100+ workshops, 
And getting 99% of happy customers 
(you can't please everyone)

But with low conversions...

I realized results weren’t the problem.  

The boundary of delivery wasn’t set.

The energy they invested had nowhere to go next. I assumed a great workshop would naturally lead to the next conversation.  

It didn’t.

Low conversions made it clear: trust isn’t earned in one moment or from one good result.

It’s built in small clear moments across the client journey.

Every next step is a moment with a boundary, and every moment has a cost.

> Content costs attention.  
> DMs cost time.  
> Workshops cost energy.  
> Sales calls cost money.  
> Delivery costs identity.

If the moment feels risky, or unclear they stop.  
If it feels safe, clear they move.

Our job is simple: make every trade be perceived that was worth it.
  
Because any time their investment is percieved a lower from what they get, trust is lost.

How are you building trust with your leads and clients today?

PS: Check my the link in the comments. I will be sharing an in depth analysis about moments of trust this saturday at 8AM.

You want to attract serious, committed clients.

The ones who say “yes, I’m in”.

But your content keeps attracting maybe-babies.


So you default to the 2023 playbook:

You tell your burnout-to-breakthrough story for the 3rd time this year.

You keep stacking certifications because it feels like the safest way to increase your value.

You share helpful tips - breathing, focus, reflection - hoping it "gives value"

And yet… the people who booked calls last week were still asking for free advice.


Here are the 3 patterns that I see that keep coaches stuck in $5K–$10K months:
(I did all of them)

1 / You think vulnerability creates resonance.

Sometimes it does.

But without a point of view that points directly at their long-term ambition, it doesn’t land.

It’s connection… not conversion.

You get a "🔥" in the comments, not the quiet“oh… that’s me.”


2 / You think your expertise should be obvious.

The “MCC” in your headline impresses procurement, not decision-makers.

Serious clients don’t buy credentials - they buy discernment.

Experience doesn’t speak for itself.

Your interpretation does.

And when you don’t offer it, they can’t feel the sharpness of your mind - so they drift into maybe.


3 / You think teaching useful things shows your value.

I get it - I did the same bad habit last week, and flopped.

Tips prove you’re knowledgeable…

but they don’t prove you can name the thing they think about at 1am and never tell their partner about.

So the right person never actually comes closer.


Here’s the what most never make, but every leader eventually does:

High-level clients don’t move toward vulnerability, credentials, or helpful tips.

They move toward someone whose mind sharpens their own.

Someone who names the shower thought they only whisper to the soap

Someone who articulates the tight, anxious hit they felt when a peer got promoted instead of them.

Someone whose judgment creates that instant, involuntary reaction:

“F0ck… this person actually sees what’s going on.”

That’s what earns the next conversation.

Not polish.

Not performance.

But Perspective with soul and spine.

If you want the remove the polish and turns “maybe” leads into decisive clients, get on my list.

I’m walking through it this Saturday at 8am. Link in my profile.

After sending 15 billion emails at adidas, I finally understood why people ghost

I came to The Netherlands in 2015 to work as a Global CRM Manager at adidas.

In 2016, we sent over 15 billion emails to our subscribers.
More than 80% of them were repeat customers.
And 40% of eCom revenue came from those recurring purchases.

The job wasn’t glamorous.
It was precise:

To understand the exact moment someone was ready for the next step.
Not when we wanted them to move – but when they were open to it.

It was never: “How do we push more emails to make more sales?”

It was always: “What is the next best action for this specific group of people right now?”

We tracked every signal we could (clicks, behavior, reactions) not to push harder, but to time the message so trust increased naturally.

I didn’t call it trust levels back then.
But that’s exactly what it was.

And even though you can’t treat a coaching client like an ecommerce funnel, the principle hasn’t changed for experienced coaches who are already showing up:

Right timing + right level of trust → they move.
Right timing + wrong level of trust → they ghost.
Wrong timing + right level of trust → they disengage.

Today, every lead I’ve ever lost early came down to one thing:
I was asking the moment to hold more than it was ready for.

And no matter the context – content, DMs, a live workshop, even inside a program – the work is always the same:

Check in where they are with you.
Give only what the next step can hold.
Then move with the moment – not ahead of it.

PS: On Saturday at 8am I’m breaking down how to use trust levels in your content, DMs, and sales calls so the effort you’re already putting in turns into booked calls and a more predictable Q1 pipeline. Link in my profile.

€2.5K later, I finally understood why most offers fail

(Including mine)

Early on I joined a marketing accelerator.  
They told me again to “build your avatar.”

I sighed.
But I did the drill we all know  
Pains. Goals. Desires. Done.

It worked.  
At least on paper.

But the more I coached, the less it worked.
Because no one fits neatly into an avatar.

The “before” and “after” aren’t just research.
They are the offer, who your client is now, and who they’re becoming.

The “before” is where you meet them.  
The “after” is what you promise.  
The bridge is the work you do together.


Most coaches started helping people “get a better job.”
But their best clients don’t just want a job.

They want to grow into who they really are as leaders.

So the message feels hollow.  
The price feels uncertain.  
And the client hesitates.  

Not because they don’t see the value.  
But because they don’t see *themselves* in it.

When I rebuilt the programs for my clientsfrom that lens, everything aligned.  

The copy, the price, the design.  
All rooted in one transformation.

Once your offer grows from identity,  
it stops sounding like persuasion.  
It starts sounding like a mirror they see themselves into.


Reply OFFER and I’ll send you an identity-based offer that shapes your content and attracts leads so you can try out mine.

She got 20 minutes of free insight.
But the lesson wasn’t in what she asked.
It was the cost of what she avoided.

Last week a former workshop customer reached out.

I thought it might be a good moment to invite her into the Sprint.
But something else came up.

She asked how to reach out to leads, what to say, how to follow up on and book meetings form the leads we generated from the workshop.

All core Sprint work.

I told her: “This is exactly why you should join. You don’t need more leads. You need the structure that turns them into calls.”

Then she asked if I could fix her website as part of her sprint.
 
I said no.
This is an acquisition sprint. Clear, simple, focused.

Then about a gurantee
I said yes. But the gurantee is not the point of starting a sprint.

She thanked me and ended the call.
And I didn’t send the Sprint doc.

Not out of emotion. Out of seeing she wasn't ready.

If someone sees the problem and still won’t move, they’re not ready for this work.

Some clients come to me and say, 
“JC, here’s the issue.”
I say, “Yes, I can fix that.”
They say, “Great, let’s start.”
Done. Adult. Leader energy.

You create the space for trust.
But commitment isn’t yours to generate.
You see it. You open the door.
Leaders step in on their own.

If you’re ready to move before the holiday break, the 14-Day Sprint starts Dec 3. DM me for details.

I can tell when content is built for attention  
instead of alignment.  
(premium clients can too)

They lead with frameworks and templates.  
I lead with context and knowing.  

Because the clients that pay and stay don’t want more tactics.  
They want to see themselves in the result.  
Even if they’ve never said it.  

Because context that connects  
is like reading between the lines.  

That’s why most “Get Hired in 12 Weeks”  
or “Speak With Confidence” offers stop working.  

They speak to the version their clients have already outgrown,  
a version 99% of coaches still regurgitate.  

It’s never the outcomes.  
It’s the story they’re living inside.  

👇 Swipe through the carousel. Inside, Tory will show you:  
1/  How identity creates context  
2/ How to build offers that mirror identity, not tasks  
3/ Why recognition converts faster than persuasion  

If you’re ready to rebuild your offer around who your best clients  
are becoming, not just what they want to achieve,  
join the StoryOffer Reactivate Sprint.  

It’s my 21-day process to realign your story, refine your offer,  
and reactivate leaders who already trust you.  

DM SPRINT for details.

Helping career & leadership coaches get clients, keep clients & grow revenue | Book 3–5 discovery calls in 21 days | Story-driven systems | ex-Heineken, adidas, DELL

Stop Selling Outcomes. Start Selling Identity

A post with 7 likes pulled in 14 VPs and Directors.

It wasn’t bigger reach - it was more depth

Premuim demand doesn’t come from reach.

It comes from resonance.

Reach is down.
Everyone is posting more 
and converting less.

So most coaches go top of funnel. More tips on AI-generated billboards, more “leaders should be vulnerable” posts, more forced authenticity that tries to sound personal but ends up adding more noise.

But views don’t convert leaders.
Understanding does.

Last week, one of my clients ran a 14 Day StoryOffer Sprint.  The offer focused on the idenitty clients are stepping into for, not the just pain they’re sitting in today.


Nothing in her program changed.
It was subtle change.
But the response wasn’t.


Her inbox got VPs and Directors asking for support - not because she went viral (her only last post had 7 likes), but because her offer finally met them at the decision they’re already moving to.


When your offer speaks to at the emotions, thoughts and behaviors the aspire to, the right people move toward you - quietly and decisively.

If you want to attract the right clients before year-end slows down, send me a DM so you can join the last Sprint of 2025. Starts Nov 27.

I came across a post explaining dysfunctional breathing to leaders today.  
And I noticed my whole body go, “This isn’t how they think.”

The leader you’re trying to reach is not thinking about somatics.  

He’s awake at 3am because he’s presenting a project tomorrow…  
and he hasn’t finished it yet.

Does breathwork help?  
Absolutely.  
And this is coming from someone who’s certified as a breathwork instructor since 2021.
I even use breathwork with clients need it.

But if I was in your space, I never lead with it.


Leaders in moments of stress don’t name their experience through tools.  
They describe it through what they think they’re accountable for.

If you start with the mechanism, they scroll.  
If you start with their actual life, they recognize themselves.

Meet them in the moment they already know.  
Introduce the deeper work later.

Outcome first. Always.
Mechanism second - if at all.

Marketers love to say, “Know your audience.”  

Fine. But that’s incomplete, regurgitated advice.  

Think about the people next door for a sec.  

You might *know* your neighbors.  
But do you really *know* the person next door?  

Just because you know their age, their job,  
and that they’re “doing fine,”  
doesn’t mean you know *them.*  

Knowing about someone  
isn’t the same as knowing them deeply.  

Because the depths of who people are  
are rooted in their identity.  

Same with our leads, clients, and prospects.  

Identity isn’t demographics or pain points.  
It’s how people think, feel, and behave  
inside their current story.  

If we ask with care and listen closely,  
we can hear what story someone is living  
by how they describe their work and their life.  

→ Their thoughts show what they notice.  
→ Their emotions show what they value.  
→ Their behaviors show what they repeat.  

That’s context.  
And context gives your offer weight.  

But you only find it when you care.  

Because people don’t buy clarity.  
They buy recognition.  

When they recognize that you *see* them —  
how they think, feel, and move through the world —  
they start to trust you.  

So next time you see your neighbor next door,  
or have a call with a lead this week...  

Ask how they feel.  
Notice their behaviors.  
Understand how they think.  

PS: I am breaking this down in my newsletter, if you sign up I will send you the copy that I sent yesterday explain this in deph for career and ledership coaches.

Pain-first hooks still get attention, 
just not from the people you want. 
Here’s what I see working in 2026:

This year I’ve been noticing something in the feed:
every “strong hook” is built from the same script.
Pain first, name the avatar, promise the outcome.
Or some variation of it.

It works.
It gets attention.
But it pulls in the wrong people and pushes away the right ones.

Your words don’t just get read, they mirror the decision pattern of the person reading.
Speak to pain, attract short-term thinkers.
Speak to leadership, attract leaders.

And here’s the part no one says out loud:
there’s no formula for a hook that feels lived.
You can’t template the insight your story earned.
You can copy psychology, but you can’t copy perspective.

The posts leaders lean into now aren’t trying to trigger anyone.
They’re revealing something you’ve actually seen.

That’s what cuts through in 2026.
Not pain.
Not pressure.
A point of view you earned.
Not a template you followed.

I keep seeing coaches - especially in the leaderhsip holistic space - use soft language that feels good, but the reader has no idea what it means.

You talk about “lack of clarity,” “finding meaning,” “nervous system dysregulation” - and your ideal client quietly checks out.

Not because they don’t feel it.

Because their mind hasn’t named it like that yet. 
Those words aren’t in their world.

But behaviors likes this are:

 – They sit in weekly meetings where the team is looking at their phone instead of listening to them.

 – By the time they get home, their kids are already asleep, again.

 – Their marriage is tense because it’s 11pm and they’re still finishing EOY planning.


When you start there - in the life they live - you create a mirror.

From that mirror you can drop the deeper insight on why they feel the way they feel.

Then all the "aligment", "nervous system", comes as an contextualized insight instead an unknown mystical word.

The work isn’ “more content.
Its deeper.

It’s going 2–3 levels deeper into the content you already have, and naming the thing they can’t yet articulate for themselves.

That’s the moment a leader thinks:
“Oh. You get my world.”

 And in the right moment they will come.

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The Battle

Victoria Repa

Jean Carlo Him

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taplio

The Battle

Victoria Repa

Jean Carlo Him

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Engagements

Likes

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