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

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

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

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

Victoria Repa

Never trade your nervous system for a salary.

Most people think job changes are mainly about money.

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

Because a higher paycheck rarely makes up for:

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

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

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

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

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

People don’t leave because of hard tasks.

They leave the atmosphere where every task turns into stress.

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

Because sometimes the strongest benefit isn’t a bonus.

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

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

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

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

I used to think people changed jobs for money

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

Victoria Repa
BetterMe

Here’s why most KPIs don’t work:

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

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

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

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

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

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

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

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

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

You can track revenue, retention, performance.

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

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

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

_

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

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

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

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

True leadership isn’t about being #1.

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

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

That’s why servant leadership is the new standard.

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

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

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

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

Servant leadership isn’t about:

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

Servant leadership is about:

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

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

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

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

They challenge.
They contribute.
They take ownership.

And that’s how effectiveness happens.

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

♻️ Share this if you agree.

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

These 7 types of leaders are remembered with gratitude.

(they change your life forever)

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

Years later, you may forget the project.

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

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

Here are 7 types of leaders people remember for life:

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

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

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

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

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

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

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

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

And one day you’ll realize:

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

It’s how they speak after working with you.

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

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

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

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

The fastest way to lose a strong team...

Not pressure.
Not competition.
Not even tough deadlines.

It’s the absence of kindness.

The most underrated superpower in leadership.

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

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

They become guarded:

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

Here’s what KINDNESS looks like in action:

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

I — Inclusion 
Invite diverse voices into every conversation.

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

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

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

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

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

S — Soft strength 
Set boundaries with clarity and respect.

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

Kindness isn’t a nice bonus.

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

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

♻️ Share this if you believe kindness builds strong teams.

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

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

(but it’s still missing in many teams)

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

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

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

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

1/ Spiritual Kindness 
Strengthening meaning and belonging 

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

2/ Sensory Kindness 
Making the workspace feel comfortable 

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

3/ Social Kindness 
Helping people feel included 

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

4/ Creative Kindness 
Making it safe to try ideas 

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

5/ Physical Kindness 
Supporting energy and well-being 

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

6/ Emotional Kindness 
Creating safety and support 

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

7/ Mental Kindness 
Helping others stay focused 

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

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

Pick one type.
Practice it today.
Repeat tomorrow.

Which one will you choose first?
__

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

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

Stop calling burnout “a busy season.” 

It’s a warning sign.

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

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

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

But burnout shows up in behavior first.

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

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

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

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

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

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

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

7/ Apathy 
Constantly feeling empty and lacking purpose.

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

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

Because early burnout often looks like “high performance.”

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

What can help:

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

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

Which stage have you noticed most in yourself lately?
__

♻️ Repost to help someone spot burnout earlier.

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

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

Think about this before you accept the offer.…

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

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

A strong manager doesn’t just manage tasks.

They build people.

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

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

And here’s the red flag many people ignore:

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

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

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

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

Because the right manager doesn’t just manage work.

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

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

Will this leader make me stronger or smaller?

The right one can change your life.

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

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

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

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

Working more is the worst strategy for better results.

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

High performers build systems that make results inevitable.

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

They change the way they think.

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

Here are 7 mindsets of high performers:

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

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

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

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

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

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

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

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

Talent helps you start.
Mindset turns effort into results.

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

♻️ Share this if you believe mindset shapes results.

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

90% of managers ignore the power of introverts.

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

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

Because most workplace cultures reward visibility, 
not value.

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

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

That is wasted talent.

A simple formula for consistent introvert performance:

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

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

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

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

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

When those conditions exist, 
introverts become a team superpower:

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

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

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

A few leadership moves that change everything:

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

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

Quiet people do not need to become louder.

They need the right conditions to do their best work.

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

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

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

⚡️ LinkedIn Top Voice ⚡️ Be happier and more fulfilled by changing how you work ⚡️ Former People Partner at KPMG

I help teams to improve their performance by changing how they work.

When teams work differently, companies get the performance they want and people get work that feels more fulfilling.

My approach combines behavioural science, leadership psychology, and real-world experience.

That real-world experience comes from over 20 years at KPMG, where I was a Partner, COO, and Head of People for a major division, alongside leading complex client work. I have seen first-hand what actually drives performance in high-pressure, high-accountability environments.

I work with organisations where:

Productivity is falling despite longer hours and bigger teams
High performers and future leaders are leaving
Engagement and discretionary effort are declining
Cognitive overload is driving poor decisions
Burnout and stress-related absence are increasing
Client experience and service quality are slipping
Innovation is squeezed out by constant busyness
Leaders are stuck firefighting instead of leading

The solution is not greater effort.
It is working differently.

Organisations including HSBC, M&G, and Royal London work with me globally on leadership and management development programmes, offsites, and all-company events, both in person and virtually.

“𝘔𝘰𝘴𝘵𝘺𝘯 𝘩𝘢𝘴 𝘸𝘰𝘳𝘬𝘦𝘥 𝘸𝘪𝘵𝘩 𝘰𝘶𝘳 𝘦𝘹𝘦𝘤𝘶𝘵𝘪𝘷𝘦 𝘢𝘯𝘥 𝘴𝘦𝘯𝘪𝘰𝘳 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘵𝘦𝘢𝘮𝘴 𝘥𝘶𝘳𝘪𝘯𝘨 𝘵𝘸𝘰 𝘰𝘧 𝘰𝘶𝘳 𝘢𝘸𝘢𝘺 𝘥𝘢𝘺𝘴. 𝘏𝘪𝘴 𝘴𝘦𝘴𝘴𝘪𝘰𝘯𝘴 𝘴𝘵𝘢𝘯𝘥 𝘰𝘶𝘵 𝘧𝘰𝘳 𝘵𝘩𝘦𝘪𝘳 𝘣𝘭𝘦𝘯𝘥 𝘰𝘧 𝘦𝘷𝘪𝘥𝘦𝘯𝘤𝘦-𝘣𝘢𝘴𝘦𝘥 𝘵𝘩𝘦𝘰𝘳𝘺 𝘢𝘯𝘥 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘢𝘭 𝘢𝘥𝘷𝘪𝘤𝘦 𝘵𝘢𝘪𝘭𝘰𝘳𝘦𝘥 𝘵𝘰 𝘴𝘦𝘯𝘪𝘰𝘳 𝘭𝘦𝘢𝘥𝘦𝘳𝘴.”
– 𝘋𝘢𝘷𝘪𝘥 𝘙𝘪𝘤𝘩𝘢𝘳𝘥𝘴𝘰𝘯, 𝘊𝘌𝘖, 𝘑𝘶𝘴𝘵 𝘎𝘳𝘰𝘶𝘱 𝘱𝘭𝘤

If you are a senior leader exploring how to improve the performance of your team through better ways of working, feel free to message me.

Mostyn Wilson

Rude people win at work.

Not because they're better.

Because we let them.

When someone is blunt, dismissive, or aggressive, it creates an illusion of urgency.

People think they must be important.
Under pressure.
Getting things done.

So they get more space, airtime, and influence.

Meanwhile, respectful people wait their turn.
They don't interrupt.
They trust their work will speak for itself.

It hardly ever does.

Teams tend to adapt around the loudest voice, not the best one.

When we stay quiet, we reinforce it.
When leaders look away, they allow it.

I've broken down exactly why this keeps happening in the carousel.

And what changes when we stop accepting it.

The moment someone speaks up, the dynamic shifts.

Because everyone else was thinking it too.

Your co-workers are waiting for someone to say what they're all feeling.

That person could be you.

Follow me Mostyn Wilson for more ways to be successful at work.

Smarter ways of working - High performing teams | ex-KPMG Partner, COO & Head of People

The Real Reason Rude People Keep Winning at Work

Management is not a promotion.

It’s a trade.

I’ve spent 25 years leading teams.

Here’s what that trade really costs.

You stop being measured by what you produce.

You start being measured by what others become.

That shift sounds inspiring.

Few people are ready for what comes with it.

Here’s what that trade really looks like:

Emotional labour becomes your real job.

👉 You manage confidence. Doubt. Conflict. Unspoken tension.

Decision fatigue becomes normal.

👉 By late afternoon, your brain is tired from non-stop decisions.

When the team wins, they get the credit.

👉 When things go wrong, you carry it.

Friendships change.

👉 The same people you grabbed lunch with now look to you for direction.

Your calendar stops being yours.

👉 Deep work moves to the end of your day.

And you will miss being an individual contributor.

Because there was a time when finishing your own work felt like progress.

Now progress only happens through others.

Most people chase management for status.

Few understand the exchange.

But when it’s done well, management multiplies your impact in a way being an individual contributor never can.

You don't just deliver outcomes.

You start building people.

You leave the team stronger than you found it.

And that scales far beyond anything you could ever deliver alone.

That is the trade.

And that’s the real promotion.

💾 Save and repost this so your network sees this.
And follow Mostyn Wilson for more like this.
__

Get weekly 'work secrets' here:

https://lnkd.in/eE287NTG

6 Brutal Truths About Management

How to challenge ideas at work... 
without being labelled “difficult”
(Even with senior leaders)
 
Early in my career, I worried about sounding rude.

So I kept quiet, even when things didn’t make sense.
 
But silence isn’t professional... it’s a missed opportunity.
 
Here’s what changed everything for me 👇
 
→ Clear words build trust, not tension.

→ Respectful honesty moves projects forward faster.

→ You don’t need to choose between being kind and being clear.
 
We’re often keep quiet to avoid conflict.
 
But the smartest thing you can do?
 
Speak up with respect and clarity.
 
Here are the scripts you can use every day:
 
“Can I share a thought on this?”

“I see it a bit differently, would it help to explain my view?”

“I want to make sure I understand, can we walk through it together?”
 
You can be honest without being harsh.
 
For senior stakeholders, I make it more direct and respectful:

“I appreciate your perspective. May I offer a different angle for consideration?”

“Would it be helpful if I shared some risks I see with this approach?”

“Could I suggest an alternative that might support our goals?”
 
Because your view delivered with respect earns influence.
 
Check out the carousel for a bonus phrasebank to use in your next meeting.

Learning to speak up the right way saved my reputation.
 
It also made me more trusted by peers and senior leaders.
 
Which script will you try next time?

Drop it below 👇
 
♻ Repost this to help someone else.

 Follow me Mostyn Wilson for more strategies like this.

How to speak up without sounding rude

A lot of people try to impress their manager by doing more than they need to.

I know this because I used to do it myself.

When I was earlier in my career at KPMG, I’d jump into every topic whether it was mine or not.

I thought adding my input made things better.

Sometimes it did, but often it just created noise.

Eventually I realised the real value wasn’t in doing more.

It was in doing the things that genuinely moved the team forward.

And doing them well.

That shift helped me focus on what mattered, protect my time, and make life easier for the people I worked with, including my manager.

It also freed up hours each week that I didn’t realise I was losing.

And funny enough, my relationships improved too, because I stopped unintentionally slowing down other people’s work.

So I put together a simple carousel with the 6 behaviours that help you look good to your manager in the right way – without overworking, overstepping, or overcomplicating your day.

Small changes, big impact.

Especially when you apply them consistently.

If you find this useful, save the carousel, or share it with someone who’d benefit.

Follow me Mostyn Wilson for more ways to be successful at work.

How to Make Your Manager Look Good

Competence is judged in the first 20 seconds.

Not over the full meeting.

Not after your slides.

The first 20 seconds.

And I’ve seen incredibly capable people lose authority before they even reach their point.

Not because their idea was weak.

Because their delivery was.

They begin with context.
They walk through the background.
They explain every variable.

By the time they reach their actual point, they've lost the room.

Here’s what most people miss:

– Clarity is interpreted as intelligence.

– Structure is interpreted as leadership.

When your thinking feels scattered, people assume your judgement is too.

Strong communicators flip the order.

They start with the conclusion.
Then they explain the reasoning, if needed.

That one shift changes how you're perceived.

It signals control.

It reduces cognitive load for the listener.

It makes decision-making easier for everyone else in the room.

Authority is not usually about knowing more.

It’s about making your thinking easy to follow.

The biggest rule I use now is simple:

If I can’t summarise my point in one clean sentence, I’m not ready to say it out loud.

I'm still working on it... but that rule forces clarity.

And clarity compounds into credibility.

Over time, people start describing you differently.

Decisive. Clear. Sharp.

Not because you got more intelligent.

Just because you changed the order of what you say.

Pretty cool.

Take a look at the whiteboard for more.
__

Want smarter ways to get ahead at work?

Get weekly 'work secrets' here:

https://lnkd.in/eE287NTG

Whiteboard titled “The Communication Framework That Makes You Look 10X More Competent” by @mostynwilson. It presents nine boxed sections with blue and red headings outlining tips for clearer communication: why people sound less competent, speak in conclusions, a four-part formula (Context, Point, Reason, Next Step), one-sentence-first technique, stop rambling, weak vs strong example, adapt by channel, remove hesitant phrases, and questions to ask before speaking. Key highlights stress leading with the point, reducing filler words, and structured messaging. Bottom line reads: “Clear thinkers sound competent.” Markers and an eraser sit on the tray.

Everyone says: "Work hard and you'll get promoted"
 
But that's not how it works.
 
Most promotions happen because of rules nobody talks about.
 
If you want to move up, you need to know these hidden rules.

Otherwise, you'll keep wondering why you're stuck.
 
I've watched people get passed over for promotion multiple times, while someone less skilled moved up... simply because they knew these rules.
 
Here's what really gets people promoted:

1/ Get noticed or get left behind

If leaders don't see your work, they'll forget about you.

The quiet ones get left behind.
 
2/ Trust is as important as talent

Bosses promote people they feel comfortable with, not just the ones with the best skills.
 
3/ Relationships build your future

If you connect people and work well with others, you'll rise faster.
 
4/ Being too good at your job can trap you

If you're the only one who can do something, you might stay stuck doing it.

Don't make yourself impossible to replace.
 
5/ You need someone fighting for you

You need a champion... someone who tells others you're ready for the next step.
 
Refusing to understand office politics is naive.

It's not just about working hard.

You need to understand how decisions are made and who really has influence.
 
Here's the thing:
 
You don't need to play dirty or be fake.
 
But if you only focus on your work and ignore these rules, you'll watch others move up whilst you stay put.
 
Want to get promoted?
 
Learn these unspoken rules.

That's how real career growth works... even if nobody says it out loud.
 
P.S. Follow me (Mostyn Wilson) for the career truths nobody else will tell you.

And get weekly work secrets here:

https://lnkd.in/eE287NTG

The Unspoken Rules That Decide Who Gets Promoted

Being overly professional kills your credibility.

And makes you forgettable.

I didn’t realise that at first.

I thought being “professional” meant staying agreeable.

Softening my words.
Apologising quickly.
Asking before acting.

I thought that was how you earned respect.

It wasn’t.
It just made me easier to overlook.

Here’s what I eventually realised:

Over-politeness signals uncertainty.
And uncertainty weakens authority.

These were the 7 habits holding me back that I had to unlearn:

1/ Taking feedback personally instead of staying calm.

2. Adding disclaimers to every idea.
“This might be wrong but…”

3/ Apologising for normal things.
"Sorry for the delay."
"Sorry for the follow-up."

4/ Asking permission for decisions I already owned.

5/ Downplaying wins instead of accepting credit.

6/ Waiting to be noticed instead of making my impact visible.

7/ Avoiding disagreement to keep the peace.

Take a look at the carousel for more detail.

None of these habits made me more respected.

They made me forgettable.

Here’s what I learned:

Credibility isn’t built by sounding careful.

It’s built by being clear, calm, and willing to stand behind your thinking.

Most capable professionals don’t lack skill.

They lack visible conviction.

And conviction is what gets remembered.

Found this helpful? You'll love the Atomic Ambition newsletter:

https://lnkd.in/eE287NTG
__

P.S. Follow me (Mostyn Wilson) for more workplace realities.

Avoid these 7 traps that make you look weak at work

Most people lose salary negotiations because they talk about their effort.

Not leverage.

I learned this the hard way.

Early in my career, I asked for a raise by explaining how hard I worked.

Long hours.
Extra projects.
Always available.

The answer was polite.
But still no.

What changed everything was this:

Salary is not about effort.
It’s about positioning.

Your: 

- Timing
- Evidence
- Market alignment

If your impact isn’t visible, it can't be quantified.

If your ask is vague, your outcome will be too.

If you fill the silence after naming your number, you hand back leverage.

The best negotiators are the most prepared.

They walk in with data.
They state the number.
Then they stop talking.

Most “no’s” aren’t actually a rejection.
They’re just bad timing.

Because the other person hasn't had time to think.

So, this is the framework I use.

Study it before your next review.

Salary negotiation is a professional skill.

And professionals prepare.

♻️ Repost to help others get paid what they're worth too.

⭐️ Follow me (Mostyn Wilson) for smarter ways manage your career.

Whiteboard poster titled “How to Negotiate Your Salary (Without Feeling Awkward or Greedy)” showing a circular tactical framework. In the centre: “Salary Negotiation – Value → Leverage → Timing → Structure.” Surrounding sections include: Timing, Evidence, The Conversation Structure, Objection Handling, Total Compensation, and Foundation. Each section lists bullet points such as measurable results, market benchmarks, appreciation and direct ask, handling budget objections, bonuses and equity, and preparation. Arrows connect the sections in a loop. The board is mounted in an office setting with markers on the tray, a plant to the left, and shelves and a coffee mug to the right.

taplio

The Battle

Victoria Repa

Mostyn Wilson

Followers

Posts

Engagements

Likes

Performance ScoreVictoria Repa's LinkedIn Performance

Performance ScoreMostyn Wilson's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Victoria Repa

Mostyn Wilson

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

Performance ScoreMostyn Wilson's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreVictoria Repa's LinkedIn Performance