EMPA - Data & Management Consulting

Senior Consultant

KPMG

As a specialist at KPMG, I advance AI innovations in taxation, develop MVPs through Design Thinking, and strategically lead prototype development for future-oriented solutions.

Specialist

DatafabriQ

As CTO at DatafabriQ, I led the technological direction, built the backend MVP, and coordinated an external team for rapid frontend development.

Chief Technology Officer

cognaize

As a Data Scientist at cognaize, I shaped the technology by developing advanced ML models in Python and enhanced the platform for effective extraction of information from unstructured data.

Data Scientist

ZDF Digital Medienproduktion GmbH

As a working student Data Scientist at ZDF Digital, I significantly contributed to the company's success by developing Machine Learning algorithms for recommendation systems and Computer Vision projects.

TechQuartier

As a Backend Developer, I realized an event-carpooling platform, significantly contributing to its success and third-place finish in a start-up competition by establishing a seamless backend infrastructure and integrating it via REST-API.

TechTalent

Johannes Gutenberg-University Mainz

As a Research Student Assistant in the EUFOOT project, I analyzed the impact of international football events on European identity and presented the findings through an R-Shiny app I developed.

Research Assistnat

Knatsch.com

As a Mediator at Knatsch.com, I facilitated a more harmonious collaboration between parties through effective conflict resolution and open communication.

Mediator

Unstructured data is everywhere—hiding in emails, buried in SharePoint, scattered across OneDrive. Without the right approach, it remains just that: unstructured, unoptimized, and underutilized. 

I help businesses unlock the hidden value in their unstructured data by applying proven strategies for metadata management, automation, and governance. My expertise lies in making sense of vast amounts of information — turning chaos into clarity, risk into compliance, and data into insight.

With a strong focus on OneDrive, SharePoint, and Exchange metadata, I work with organizations to:
→ Classify, tag, and structure unstructured data for better findability and compliance.
→ Enhance governance & security, ensuring sensitive information is properly managed.
→ Extract actionable insights, empowering businesses to make data-driven decisions.

If your organization is struggling with unstructured data management, let’s connect. I’d love to discuss how we can turn your data into a strategic asset.

Yannik Suhre

Susanne Ekström

BeaSmarterLeader

🔥 We help CEOs & Founders of Small and Medium-Sized Enterprises (SME:s)
🔺Become the Talk of the Town
🔺Boost Your Bottom Line by $499k
🔺Delivered In 99 days

BeaSmarterLeader is all about turning spread-thin CEOS into confident leaders with mental space and a team that's all in, while owning their time, leading with clarity, and growing both your people and your profits.

As a CEO coach, I work closely with you, providing the coaching and tools you need to improve your business.

My goal is to help you perform at your best. Together, we'll make your business succeed in ways you might not have thought possible. Sign up today.

👉 https://www.beasmarterleader.com/1on1

Founder & CEO | BeaSmarterLeader

SEE Management Consulting AB

ON COURSE TOWARDS A SMARTER LEADERSHIP!
Do you feel that you are stuck in your leadership role?

Today's Leader Say:
-69% - that they mostly just "put out fires"
-77% - that they have too little time to work strategically
-85% - that they are not productive and efficient enough

ALL TEAMS CAN PERFORM BETTER TOGETHER!
At the beginning of my managerial career, I struggled hard to be a good leader; I realized that what I learned as an elite basketball player also works very well to strengthen teams.

Now, I successfully help CEOs and leaders in various industries to:
⭐ increase your productivity
⭐ create time for strategic work
⭐ get a more motivated team
⭐ get a strong result on the "last line"

WHAT IS THE SECRET?
Get a taste of the strategy that can be used in your business regardless of size:
👉 https://edu.seemanagement.se/7stegkfli (in Swedish)

Founder & CEO | SEE Management

Actea Consulting AB

- Results Delivery
- Business Process Management (BPM)
- Change Management
- Instructor Developmental Leadership/Utvecklande Ledarskap (UL)

Management Consultant: Expectations Exceeded

SIQ – Institutet för Kvalitetsutveckling

SIQ stimulates and contributes to a positive quality development by creating, gathering and disseminating knowledge for long-term and sustainable development work.

Assessor EFQM

Xdin AB

2002/10–2004/12 Director of Process Management (15 employees)

2001/08-2009/01 Management Consultant
Establishing and developing business processes by graphical models. Working with companies such as Akzo Nobel, Volvo, Flexlink and Cleanosol

Management Consultant/Director

LINQ

2001 Director EMEA Partners & Alliances, Stockholm
Developed the LINQ Partner Program and worked with partners worldwide

2000	LINQ Development BV, The Netherlands
Started up the LINQ office in The Netherlands

1997-2000 Member of the C-Suite

1996-2000 General Manager of LINQ Gothenburg
Responsible for the start-up, growth & management of the LINQ office in Gothenburg (110 employees). During this time, the GOT office was the most profitable and had the most aggressive growth of the LINQ offices

1996-1999 Project Manager and Key Account Manager, Gothenburg. Large system development/integration projects mainly in the Knowledge Management area for customers like SKF and the City of Gothenburg

Director EMEA Partners & Alliances

Office

Consultant and Manager Professional Services

I Coach CEOs to Build Winning Companies Where People 💜 to Work (SME:s) | +$30M Client Profit Generated | Top Ranked Management & Leadership Creator Globally (#1 in Sweden) | Serial Entrepreneur

💡 Are you enthusiastic about waking up in the morning to be the master strategist of your company, or are you dreading another day spent fighting fires and not getting anything significant done?

👋 Hey! I'm Susanne, a CEO Coach, entrepreneur, #1 international bestselling author, and the founder of BeASmarterLeader and SEE Management.

𝐌𝐲 𝐌𝐢𝐬𝐬𝐢𝐨𝐧: To guide CEOs like you in reaching the top of your game.
I specialize in turning your big business dreams into reality, making your company richer, your team happier, and your business more robust.
And if you're up for it, we'll boost your bottom line by $499k in 99 days.


𝐇𝐨𝐰 𝐈 𝐆𝐨𝐭 𝐇𝐞𝐫𝐞: Back in 2001, life was amazing. I co-owned a big Swedish dot.com company and started our Netherlands office. I invested my heart, time, and money into it. But then, everything fell apart when the company went bankrupt. I lost everything, and it was devastating—going from a dream job to no job at all.


𝐖𝐡𝐚𝐭 𝐖𝐞𝐧𝐭 𝐖𝐫𝐨𝐧𝐠: We made these 4 epic failures!
⛔ We didn't delegate effectively
⛔ We weren't ready for massive growth
⛔ We didn't have streamlined processes in place
⛔ We, the C-Suite, stopped listening to our people


𝐖𝐡𝐚𝐭 𝐈 𝐋𝐞𝐚𝐫𝐧𝐞𝐝: Combining 20+ years in management consulting, over a decade in leadership, and hard-earned lessons from my dot.com collapse led me to develop a foolproof system to help CEOs like you:
✅ Boost your profits
✅ Keep your best people
✅ 'Buy back' +8 hours a week
✅ Build a scalable business model for growth


Great leaders aren't born; they're made.
True transformation can be challenging, so I've designed my system to help you save time, reach your potential, and become a top-notch CEO. 


𝐖𝐡𝐚𝐭 𝐈 𝐎𝐟𝐟𝐞𝐫: Strategies to:
⭐ 'Buy back' your time so you can lead, not be 'all-over the place'
⭐ Create a CEO role that you'll absolutely LOVE having
⭐ Create space for innovation & big-picture planning
⭐ Create trust, structure, and sustainable growth
⭐ Build a winning, scalable company culture



𝐌𝐲 𝐅𝐨𝐜𝐮𝐬: CEOs of SME companies on the U.S. East Coast, Canada, and Europe.
But why is this Swedish lady targeting the U.S. and Canada?
The mindset around the importance and value of a coach differs in the US and Canada from the rest of the world. I also love to speak English.
𝘚𝘔𝘌 = 𝘚𝘮𝘢𝘭𝘭 𝘢𝘯𝘥 𝘔𝘦𝘥𝘪𝘶𝘮-𝘴𝘪𝘻𝘦𝘥 𝘌𝘯𝘵𝘦𝘳𝘱𝘳𝘪𝘴𝘦


𝐍𝐞𝐱𝐭 𝐒𝐭𝐞𝐩: Book a 15-minute Opportunity Call today!
👉 https://calendly.com/susanne-ekstrom/15mincall

Susanne Ekström
📞 +46 70 205 40 44
✉ susanne@beasmarterleader.com
🌐 www.beasmarterleader.com

🔥 We help CEOs and Owners of Companies with $5-20 Million in Revenue, Strategically Work ON the Business Instead of Being Stuck IN it.

BeaSmarterLeader is 100% dedicated to helping CEOs and Owners across dynamic industries scale business operations and obtain unparalleled marketplace advantages to unlock transformative, growth-driven futures.

As the Founder & CEO, I work confidently with you while providing all of the dynamic tools and coaching methodologies required to take your business to the next level with The CEO Profit System!

Ultimately, I’m here to help enable the conditions for your peak performance, and you'll drive your business forward in ways previously unimagined. Sign up today to double your profits and cut your daily workload by 50% in less than 4 weeks!

👉 www.beasmarterleader.com/ceopsli (With a Large Discount)

Warning: 4 Unpopular Behaviors of CEOs...
 ...affecting the retention and growth of their company.

Here they are:
❌ CEOs don't listen to their people.
❌ CEOs don't listen to their people.
❌ CEOs don't listen to their people.
❌ CEOs don't listen to their people.

𝗜𝗧'𝗦 𝗛𝗔𝗥𝗦𝗛, 𝗜 𝗞𝗡𝗢𝗪... 𝗕𝗨𝗧 𝗧𝗥𝗨𝗘.

I’ve seen this pattern in almost every company I’ve worked with.

This is often NOT willful but caused by a 
🚫 Lack of Time 
🚫 Lack of Focus 
 
But sometimes, it's sadly because of a 
🚫 Lack of Interest 
🚫 Lack of Self-Confidence 

When leaders stop listening, something subtle but dangerous happens:
↠ Your people stop speaking up.
↠ They stop sharing ideas and concerns.
↠ They're frustrated, doing 'their job', but nothing more.

The biggest losses show up in the silence, disengagement, and unspoken ideas.

And when improvement work starts, what usually happens?
1. Management decides what to fix.
2. They skip the ones who actually see the real problems (see the onion).
3. Quick patches replace real change.
4. The root cause stays buried.

If you want better results, start by listening to the people closest to the work.
Ask your people what’s really happening.
You might be shocked by how much they already know.
They see 100% of the problems.
You might only see 4%.

Leadership starts with listening. 💜

PS. Of course, this applies to any management role and doesn't just apply to the CEO. 
 
PPS. Image credit to Roberto Ferraro.
 
 
👉 Anything you'd add? 

------------------------------ 
💥 CEOs: Ready to Start Peeling the Onion?

Order My Latest Leadership Book In My Featured Section 💫

Tell me and I forget. Teach me and I remember. Involve me and I learn.
– Benjamin Franklin

This quote is about one of the most brutal truths in leadership.

Every CEO knows the pressure to move fast.
When results matter and time is short, it feels easier to fix the issue, make the decision, or take it off someone’s plate.

I’ve done that many, many times.

It feels efficient, but it slowly builds a quiet cost...
...dependence.

The real deal is teaching others how to think, not just what to do.
It’s guiding decisions without owning them.
It’s creating the conditions for people to learn through doing.

When you make that change, something powerful happens.
Problems start getting solved without you. 🥳 
People begin to step forward.
You gain space to lead instead of manage.

The best teams I’ve seen weren’t the ones with the best leader.
They were the ones who sharpened because the leader involved them.

Next time someone brings you a problem, resist the immediate urge to give them the answer. Instead, ask them, “What do you think we should do?”

It takes longer today, but it buys back time for years. 💜 

👉 Anything you'd add?

Get My New Book “Leadership Development for Smarter Leaders” In My Featured Section ⬇️

Is your onboarding killing your business growth? 
Here's a surprising fact most CEOs ignore.👇 
 
𝗜𝗻𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗿𝗲𝗱𝘂𝗰𝗲𝘀 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗯𝘆 𝟲𝟲%.

Do you want your people to teach new employees:
 ❌ Their 𝘰𝘸𝘯 way of doing it, or...
 ✅ Your company’s 𝘳𝘪𝘨𝘩𝘵 way of doing it?

The way that shapes culture, speed, and results.

Great onboarding isn’t about documents or checklists.
It’s about how welcomed, seen, and supported your new hires feel in their first weeks.

When people feel lost or unseen early on, they disconnect quietly.
When they feel guided and valued, they perform faster and stay longer.

A strong onboarding experience should do three things:
1. Connect new hires to your company’s purpose and values.
2. Make them feel part of something bigger from day one.
3. Give them clarity on what success looks like.

Caring for your new people doesn’t slow things down.
Instead, it speeds everything up.

Because confident, connected employees don’t just do the job...
...they build the culture. 💜 
 
👉 Anything you'd add?

Are you a CEO tired of the same old BOHICA response to change?
Don’t let BOHICA keep your people stuck.
It’s time to face what’s really slowing things down.

I’ve seen it soooo many times.

A leader announces a change, such as a new strategy, structure, or tool.

Everyone nods, takes notes, smiles…
But deep down, people are thinking, “𝘏𝘦𝘳𝘦 𝘸𝘦 𝘨𝘰 𝘢𝘨𝘢𝘪𝘯.”

That’s what I call BOHICA.
𝗕𝗲𝗻𝗱 𝗢𝘃𝗲𝗿, 𝗛𝗲𝗿𝗲 𝗜𝘁 𝗖𝗼𝗺𝗲𝘀 𝗔𝗴𝗮𝗶𝗻.

It’s not just funny, but a real symptom of change fatigue.

People have watched too many “transformations” fade away, too many big words followed by quiet returns to the old ways.

And it’s rarely because they don’t care.

 Usually, it’s because:
〰️ The root problem isn’t clear.
〰️ The momentum isn’t fully there.
〰️ The “𝘸𝘩𝘺” hasn’t been sold or lived by leadership.

So the energy dies...
People go back to their regular routines.
And a few months later, everything looks EXACTLY the same.

I’ve been there.
I’ve both led changes that didn’t stick and been a team member.

And I’ve learned that people mainly resist being disappointed again, and often not the change itself.

They want to trust that this time will be different.
That leaders will stay the course.

Studies show that 50–70% of change projects fail because the purpose isn’t clear or buy-in never really happens.

But I think there’s something even simpler behind it:
People stop believing that change will lead anywhere.

If you’re leading change right now, start by rebuilding trust.
Explain 𝘸𝘩𝘺 before 𝘸𝘩𝘢𝘵.
Show up 𝘤𝘰𝘯𝘴𝘪𝘴𝘵𝘦𝘯𝘵𝘭𝘺.
And 𝘧𝘰𝘭𝘭𝘰𝘸 𝘵𝘩𝘳𝘰𝘶𝘨𝘩

That’s how you turn “𝘏𝘦𝘳𝘦 𝘸𝘦 𝘨𝘰 𝘢𝘨𝘢𝘪𝘯” into
“𝘍𝘐𝘕𝘈𝘓𝘓𝘠, 𝘸𝘦’𝘳𝘦 𝘨𝘰𝘪𝘯𝘨 𝘴𝘰𝘮𝘦𝘸𝘩𝘦𝘳𝘦.”



👉 Anything you'd add?

Many leaders are asking the wrong question about AI.
They ask, “𝘏𝘰𝘸 𝘤𝘢𝘯 𝘸𝘦 𝘶𝘴𝘦 𝘪𝘵?”
The real question is, “𝘏𝘰𝘸 𝘥𝘰 𝘸𝘦 𝘭𝘦𝘢𝘥 𝘸𝘩𝘦𝘯 𝘪𝘵 𝘤𝘩𝘢𝘯𝘨𝘦𝘴 𝘦𝘷𝘦𝘳𝘺𝘵𝘩𝘪𝘯𝘨 𝘢𝘣𝘰𝘶𝘵 𝘩𝘰𝘸 𝘸𝘰𝘳𝘬 𝘨𝘦𝘵𝘴 𝘥𝘰𝘯𝘦?”

AI has already crossed into every function you run.
↠ Reports write themselves.
↠ Decisions that once took a week now take minutes.
↠ Dashboards summarize faster than your team can meet. :)

But something happens in this change of speed.
Your job as a leader changes from managing 𝘦𝘧𝘧𝘰𝘳𝘵 to managing 𝙢𝙚𝙖𝙣𝙞𝙣𝙜.

McKinsey’s latest data shows that leaders using AI effectively free up 20 to 30 hours a week. Yet most fill that time back up with meetings and emails. The gain disappears.

The tool is not the problem. The habit is.

𝙎𝙢𝙖𝙧𝙩𝙚𝙧 leaders use those hours differently.
↠ They focus on clarity, not control.
↠ They design systems that scale their thinking.
↠ They teach their teams how to ask better questions, not just get faster answers.

Here’s the reality few admit: AI doesn’t replace leaders. It exposes them.
 
If your value lies in coordination and updates, the system will outpace you.

If your value lies in judgment, direction, and trust, you’ll rise faster than ever.

So ask yourself:
- Where do you still lead, like time is scarce, when focus is what’s really missing?

- What would your calendar look like if AI handled the noise, and you owned the 𝘴𝘪𝘨𝘯𝘢𝘭?

The future of leadership is about being more deliberate, not about being more digital.

Lead with focus.
Let tech make you faster, never smaller.
You still set the meaning. 💜


👉 Anything you'd add?

------------------------------ 
💥 CEOs: Ready to Start Leveraging AI Without Losing What Makes Leadership Human?

A close-up of an eye showing layers of data, but the focus is on the human iris or the reflection of a person inside.

Best personal moment: giving birth to my 2 sons.
Best professional moment: starting my own company in 2017.

Worst personal moment: discovering my son has ADHD & autism.
Worst professional moment: our dotcom's bankruptcy in 2001.

My best & worst couldn’t be more different, other than one thing… growth.

I’ve grown more from these 4 moments than from all my other life moments combined.

And that’s what leadership feels like to me.
You don’t grow only from the good days.
You definitely grow from the hard ones, too.
The wins give you confidence to keep going.
The losses give you empathy and depth.
Over time, both shape how you lead and who you become.

Still learning, still growing! 🥳


PS. To clarify: I see NOTHING wrong with my fantastic son having ADHD & autism. 💜 
It's society's lack of knowledge/understanding and ignorance that's the real issue.

Struggling with “difficult” employees?
Most leaders do. 

Here’s something I learned along the way:
- People don’t become “difficult” by accident.
- They often feel unseen, unheard, or undervalued.

When I started leading larger teams, I realized that behind every “challenging” behavior was usually one of three things:
↠ A misunderstood strength
↠ A mismatch between role and talent
↠ Or a leader (me) who stopped seeing what that person does right

So I started a simple practice that changed everything.

𝗧𝗵𝗲 𝟰-𝗦𝘁𝗲𝗽 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 𝗧𝗵𝗮𝘁 𝗥𝗲𝗯𝘂𝗶𝗹𝗱𝘀 𝗧𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲
1/ Spot 3 strengths in each employee
2/ Keep them in mind before interactions
3/ Give them recognition for one of their strengths
4/ Observe the positive shift in their attitude towards you

At first, it seemed like a tiny thing to do.
But the results were anything but.
People opened up.
Defensiveness decreased.

When people feel seen for what they do well.
They start showing you more of it.

This works far beyond a “difficult” employee.
It transforms how your entire team sees you.
And also...how you see them.

Because leadership isn’t about managing personalities.
It’s about revealing potential that’s been buried under frustration.

𝗥𝗲𝘀𝘂𝗹𝘁𝘀 𝗬𝗼𝘂’𝗹𝗹 𝗡𝗼𝘁𝗶𝗰𝗲 𝗙𝗮𝘀𝘁:
↠ More motivation and ownership
↠ Stronger relationships, less friction
↠ A team that actually wants your feedback

Over time, you’ll start storing more of their strengths in your memory bank, not their flaws.

And that’s when your leadership really starts to compound. 💜

𝗧𝗿𝘆 𝘁𝗵𝗶𝘀 𝗳𝗼𝗿 𝟯𝟬 𝗱𝗮𝘆𝘀.
Pick one “difficult” person and start with their strengths.
You might end up seeing one of your best people hiding right behind that resistance.

👉 Anything you'd add?

------------------------------ 
💥 CEOs: Ready to Start Seeing The Strengths in Your People?

Productivity isn’t the finish line.
It’s just the vehicle that takes you somewhere more important.

Many CEOs measure output, efficiency, and profitability.
Few measure whether people want to give their best.

You can’t spreadsheet that.
But it’s what drives everything.

If your culture produces results at the cost of energy, trust, or meaning, you’re not leading a high-performing company.

You’re leading one that’s quietly draining its potential.

Real productivity isn’t about doing more.
It’s about creating more value with more life left in the people who made it.

So look at your dashboards this week and ask yourself:
“𝘞𝘩𝘢𝘵 𝘢𝘳𝘦𝘯’𝘵 𝘸𝘦 𝘮𝘦𝘢𝘴𝘶𝘳𝘪𝘯𝘨 𝘵𝘩𝘢𝘵 𝘛𝘙𝘜𝘓𝘠 𝘮𝘢𝘵𝘵𝘦𝘳𝘴?”

This question, if you dare to ask yourself, could change the way you lead. 💜

Text: Lose meaning and results will follow. Keep meaning alive, and performance takes care of itself.

What I learned the hard way about the 'Gap.'
 (...and what really helped me handle it better)

When you set a goal, there’s always a gap between where you are today and where you want to be.

That space '𝘪𝘯 𝘣𝘦𝘵𝘸𝘦𝘦𝘯' is where most of the real work happens.
And it’s very seldom comfortable.

Being in the gap can be:
✅ Fun
✅ Rewarding
✅ Motivating
✅ Full of learning

But it’s also:
💢 Tiring
💢 Fearful
💢 Uncertain
💢 Frustrating
💢 Confronting

The bigger the goal, the harder it is to stay with it.
That’s when your old stories, old fears, and old patterns start showing up... for real.

In my case, I used to think I just needed to “𝘸𝘰𝘳𝘬 𝘩𝘢𝘳𝘥𝘦𝘳” to close the gap.
But what I really needed was to look at what was slowing me down.

My habits.
My thoughts.
My expectations of myself AND others.

At some point, I realized something simple but truly uncomfortable:
↠ 𝗜’𝗺 𝗺𝘆 𝗼𝘄𝗻 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝗼𝗯𝘀𝘁𝗮𝗰𝗹𝗲.
↠ Not the market.
↠ Not the team.
↠ Me.

And every CEO goes through the same thing in their own way.
When we don’t perform well in the gap, our people feel it too.
It shows up in culture, in focus, in results.

Leading in the gap takes practice, humility, and patience.
And sometimes it just takes getting through another day without giving up on the goal. 💜 

Here’s what helps me:
1. First, I remind myself that the gap is normal. It means I’m growing.
2. Then I train my mind daily to stay in it, even when it feels frightening.
3. And I always celebrate small wins.

Because how you handle the gap says more about your leadership than any strategy ever will.

👉 Anything you'd add?

Susanne Ekström is reflecting and looking out a window, seeing a beautiful view

Are your ears the biggest tool in your CEO toolkit? 
They should be. Here's why... 👇 
 
There are many types of listening 'out there.' 
 
Listening with: 
💢 1. An open mind 
💢 2. Your ears, but not your brain 
💢 3. An already made-up mindset 
💢 4. Absorbed opinions from others 
💢 5. A waiting so you can get your two cents in 
 
 
Sadly, #2-5 are most common. 
 
Examples of #2-4: 
 
2. 'I'll draft this email while she talks. I already know what she'll say.' 
 
3. 'Oh, not now. Sue always goes into unnecessary details and complains.' 
 
3. 'Here's Jim; he always has something interesting to say.' 
 
4. 'I've heard Bill has a bad temper. I dislike angry individuals.' 
 
In each of these cases, you're listening with a subconscious 𝐟𝐢𝐥𝐭𝐞𝐫, or a filter influenced by others. 
 
Like taking a photo, your filter affects your view. 
As the CEO, you need to set aside these filters. 
To truly listen to your people. 💜 
 
✅ Wear your large ears to work 
✅ Be curious & interested 
✅ Be empathetic 
✅ Ask questions 
✅ Be present 
 
Otherwise, you have no chance of finding out where the errors, bottlenecks, frustrations, ideas, etc., are. 
 
You can just guess... 
 
 
👉 Anything you'd add?

21 habits that hold you back from the top. 
 
How successful people become even more successful. 
 
These 21 habits are from the book 
'What Got You Here Won't Get You There.' 
 
This book discusses everyday habits that can hinder your professional growth and limit your success. 
 
💢 Not listening 
💢 Making excuses 
💢 Playing favorites 
💢 Passing the buck 
💢 Winning too much 
💢 Passing judgment 
💢 Clinging to the past 
💢 Speaking when angry 
💢 Adding too much value 
💢 Withholding information 
💢 Punishing the messenger 
💢 Refusing to express regret 
💢 Failing to express gratitude 
💢 An excessive need to be 'me' 
💢 Making destructive comments 
💢 Failing to give proper recognition 
💢 Telling the world how smart you are 
💢 Starting with 'No,' 'But,' or 'However' 
💢 'Let me explain why that won't work' 
💢 Claiming credit that you don't deserve 
 
 
And a Special One: 
💢 Goal obsession 
 
 
👉 Any other habits you'd add?

- Winning too much vs goal obsession, Maximiliano Extrakt
- Thinking multitasking is mastery, Ayesha ISLAM
- Taking things personally, Jeffrey Zheng
- Not taking accountability, Bill Kerr
- Overcommitting, Marco Franzoni
- Self-doubt, Andrew Bolis

Toxic people destroy good companies.
And the longer you keep them, the higher the price you pay.

It doesn’t matter how good they are at their job.
If they poison the culture, they have to go.

I’ve seen it soo many times.
Teams that once collaborated, trusted, and built together… slowly turned into guarded, silent groups because one person spread fear, gossip, or manipulation.

And when that person is a manager, the damage multiplies.

A toxic EMPLOYEE is: 
❌ taking all the credit 
❌ withholding information 
❌ undermining their colleagues 
❌ spreading gossip & negativity 
❌ manipulating, bullying & harassing others 
 
A toxic MANAGER is: (+ the above) 
❌ micromanaging 
❌ non-communicating 
❌ sabotaging career growth 
❌ abusing power & favorouritizing 
❌ lacking in providing support & feedback 

It’s never easy to let someone go, especially when they perform well on paper.
But keeping them costs far more in terms of trust, energy, and morale.

A single toxic leader can raise turnover from 26% to 41%.
That’s not a personality problem.
It’s a business problem.

Imagine:
↠ If we held leaders accountable for employee happiness the same way we do for profits.
↠ How much faster teams would grow and how much healthier companies would become.

If you can’t coach the toxicity out, remove it.
It’s not just about protecting results.
It’s about protecting your people.
💜

What does leadership look like in a world where technology can do almost anything except care, decide, and lead?
That question is what started my next book.

It’s called 𝗦𝗺𝗮𝗿𝘁𝗲𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘄𝗶𝘁𝗵 𝗔𝗜: 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗔𝗜 𝘁𝗼 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺, 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻, 𝗮𝗻𝗱 𝗦𝗵𝗮𝗽𝗲 𝗮 𝗙𝘂𝘁𝘂𝗿𝗲-𝗥𝗲𝗮𝗱𝘆 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗧𝗵𝗮𝘁 𝗧𝗵𝗿𝗶𝘃𝗲𝘀 𝗼𝗻 𝗖𝗵𝗮𝗻𝗴𝗲.

It builds on my first book, 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗳𝗼𝗿 𝗦𝗺𝗮𝗿𝘁𝗲𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀, which focused on habits, EQ, and team motivation.

This one takes the next step.
It looks at how leaders can leverage AI to make better decisions, free up time, and strengthen the human side of leadership.

Over the past year, I’ve worked with my clients and tested how AI can be used in real leadership work.

What I’ve learned is that the challenge isn’t about the technology itself.
It’s about how leaders think, lead, and build organizations that stay human while becoming more intelligent.

Here’s the current structure of the book:

𝗣𝗮𝗿𝘁 𝗜 – 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗕𝗲𝗳𝗼𝗿𝗲 𝗮𝗻𝗱 𝗔𝗳𝘁𝗲𝗿 𝗔𝗜
1. What’s Really Changed About Leadership (and What Hasn’t)
2. Multiply Your Leadership Impact with AI
3. What Every Leader Should Know About AI

𝗣𝗮𝗿𝘁 𝗜𝗜 – 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗶𝗻𝗴 𝗔𝗜 𝗶𝗻 𝗬𝗼𝘂𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗥𝗼𝗹𝗲
4. Turning AI Into Your Daily Leadership Advantage
5. Regain Time and Focus for What Truly Matters
6. Making Confident Decisions With Data and Instinct
7. Building Teams That Own the Work (and the Results)
8. Leading Change Your People Actually Support
9. Communicate with Clarity and Inspire in a Changing World
10. Lead Ethically and Securely with AI

𝗣𝗮𝗿𝘁 𝗜𝗜𝗜 – 𝗦𝘁𝗮𝘆𝗶𝗻𝗴 𝗛𝘂𝗺𝗮𝗻 𝗶𝗻 𝗮𝗻 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝘁 𝗪𝗼𝗿𝗹𝗱
11. Design a Workplace Where Your People & Technology Thrive Together
12. Adapt and Grow: Build Personal Resilience with AI
13. Design the Next Version of Your Leadership

𝗜’𝗱 𝗹𝗼𝘃𝗲 𝘆𝗼𝘂𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸.
1. If you were to read this book, what would you want to learn or explore more deeply?
2. Anything you feel is missing or needs more focus?

Your input now will help shape the final version.
Thank you for sharing your thoughts. 💜

Book Cover for the book
Smarter Leadership with Artificial Intelligence: Leverage AI to Empower Your Team, Accelerate Innovation, and Shape a Future-Ready Orgainzation that Thrives on Change

Scaling your business will NEVER be easy.
Not today. Not tomorrow. Not in 5 years.
It will always be challenging. Here’s why.

1. In the beginning, you work hard just to get your first customers.
2. As you grow, you fight to keep your best people and your culture strong.
3. Later, the hardest part is growing 𝘺𝘰𝘶𝘳𝘴𝘦𝘭𝘧, so the company can keep scaling.

Because a company can’t grow faster than its leader.
Even when things look good, like profits up, new people joining, operations smoother... the real problems don’t disappear.

You’ll still be struggling with:
↠ Tougher competition
↠ Conflicts inside the team
↠ Markets that shift overnight
↠ Systems that break as you expand
↠ Customers whose needs keep changing

And then there are the surprises no one sees coming.

AI can help with some of this.
It can process data faster, predict trends, and handle routine work.

But...
It can’t read your people.
It can’t sense your culture.
And it can’t take responsibility when hard calls have to be made.

Scaling is about becoming the kind of leader who can handle bigger obstacles with clear thinking, strong people, and smart tools to support you.

You’ll still make mistakes. You’ll still face setbacks.
But you’ll also grow wiser, more grounded, and more capable.

If scaling were easy, everyone would do it. 💜


👉 Anything you'd add?

PS. I'm in the creative phase with my next leadership book, called
𝗦𝗺𝗮𝗿𝘁𝗲𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘄𝗶𝘁𝗵 𝗔𝗜: Leverage Artificial Intelligence to Empower Teams, Lead Change & Efficiently Deliver Results Even If You’re Not Tech-Savvy

The next stage of your company won’t need more of you.
It’ll need a different you.

You know that moment when you realize the company can’t move without you?

When every question, decision, and approval still lands back on your desk, no matter how capable your team is?

It’s not that you don’t trust them.
It’s that your role hasn’t evolved as fast as the business has.

So you keep jumping into meetings you shouldn’t need to attend.
You make quick decisions because it’s faster than coaching.
And the “strategic time” you block on your calendar? It disappears before lunch.

You’ve grown the company and the demands that come with it.
But right now, it feels like the company is running you.

Now imagine it’s 3 months from today:
↠ The business is moving faster.
↠ You have breathing room again.
↠ Your team makes decisions without waiting for your sign-off.
↠ You’ve handed over the right responsibilities with confidence.
↠ Your week protects what only you can do: strategy, people, customers, direction.
↠ And you’ve shaped a CEO role that fits where the company is going. Not where it’s been.

𝗜𝘁’𝘀 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗹𝗲𝗮𝗱 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝘃𝗲𝗿𝘀𝗶𝗼𝗻 𝗼𝗳 𝘆𝗼𝘂 𝘁𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 𝘄𝗶𝗹𝗹 𝗻𝗲𝗲𝗱.

I’m hosting a short 20-minute session on November 19 at 11:30 AM EST / 5:30 PM CET to share details about a small 99-day mastermind called,
𝗦𝘁𝗲𝗽 𝗜𝗻𝘁𝗼 𝗪𝗵𝗮𝘁’𝘀 𝗡𝗲𝘅𝘁: 𝗖𝗿𝗲𝗮𝘁𝗲 𝘁𝗵𝗲 𝗖𝗘𝗢 𝗥𝗼𝗹𝗲 𝗬𝗼𝘂 𝗪𝗮𝗻𝘁 𝗳𝗼𝗿 𝟮𝟬𝟮𝟲.

The mastermind is for 4 CEOs who want to end 2025 strong and step into 2026 with focus, clarity, and space to lead.

Welcome!
Susanne

https://lnkd.in/euymEke7

𝗘𝘃𝗲𝗿𝘆 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝘆𝗼𝘂 𝗺𝗮𝗸𝗲 𝗰𝗿𝗲𝗮𝘁𝗲𝘀 𝗮 𝗿𝗶𝗽𝗽𝗹𝗲.
Some reach your customers. Some reach your culture.
All of them start with you.

𝗬𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗵𝗮𝘀 𝗴𝗿𝗼𝘄𝗻. 𝗛𝗮𝘀 𝘆𝗼𝘂𝗿 𝗖𝗘𝗢 𝗿𝗼𝗹𝗲 𝗸𝗲𝗽𝘁 𝘂𝗽?
If you’re still too deep in daily operations, you’re not alone. Many CEOs reach a point where the company has evolved, but their role hasn’t. The business keeps pulling them into details and decisions that someone else could handle.

That leaves less space to think, less energy to lead, and not enough time for the work that moves the company forward.

It takes focus, structure, and accountability to rebuild your role while running the business.

Join me for a short 20-minute session to learn about a focused mastermind for 4 CEOs who want to end 2025 strong and start 2026 with a clear, redefined role.

It’s called 𝗦𝘁𝗲𝗽 𝗜𝗻𝘁𝗼 𝗪𝗵𝗮𝘁’𝘀 𝗡𝗲𝘅𝘁: 𝗖𝗿𝗲𝗮𝘁𝗲 𝘁𝗵𝗲 𝗖𝗘𝗢 𝗥𝗼𝗹𝗲 𝗬𝗼𝘂 𝗪𝗮𝗻𝘁 𝗳𝗼𝗿 𝟮𝟬𝟮𝟲

For 99 days, from mid-November to mid-February, 4 CEOs will meet regularly with me to work on one thing: being more effective in the CEO seat. You’ll learn frameworks to hand over the right work, protect thinking time, and build a week around what only you can do.

Each CEO will create a 99-day plan with clear goals and accountability, have two 1:1 coaching calls, and receive a copy of my book Leadership Development for Smarter Leaders.

This isn’t a course. It’s a private, practical space to think and act differently — with real progress, real peers, and real results.

𝗖𝗵𝗮𝗻𝗴𝗲 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗹𝗲𝗮𝗱, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂..
This mastermind helps you create those ripples with intention, building habits and clarity that strengthen everyone around you.

𝗝𝗼𝗶𝗻 𝘁𝗵𝗲 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝘀𝗲𝘀𝘀𝗶𝗼𝗻 𝗼𝗻 𝗡𝗼𝘃𝗲𝗺𝗯𝗲𝗿 𝟭𝟵 𝗮𝘁 𝟭𝟭:𝟯𝟬 𝗔𝗠 𝗘𝗦𝗧 / 𝟱:𝟯𝟬 𝗣𝗠 𝗖𝗘𝗧. 
Clear. Useful. Straight talk. No fluff.

𝗥𝗲𝗴𝗶𝘀𝘁𝗲𝗿 𝘁𝗼 𝗷𝗼𝗶𝗻 𝘁𝗵𝗲 𝗹𝗶𝘃𝗲 𝘀𝗲𝘀𝘀𝗶𝗼𝗻.
Welcome,
Susanne

Derek Ross, Susanne Ekström and 102 other attendees

View event: Step Into What’s Next: Create the CEO Role You Want for 2026

Step Into What’s Next: Create the CEO Role You Want for 2026

If your people stopped telling you the truth tomorrow, how long would it take before you noticed?

Most CEOs wouldn’t know until it was too late.
And by then, trust, energy, and ideas would already be gone.

According to Gallup, only 3 in 10 employees strongly agree their opinions count at work.

This costs billions every year in lost engagement, missed opportunities, and slow decision-making.

The real question isn’t 𝘪𝘧 your people talk to you.
It’s 𝘸𝘩𝘢𝘵 𝘵𝘩𝘦𝘺’𝘳𝘦 𝘯𝘰𝘵 𝘴𝘢𝘺𝘪𝘯𝘨 𝘢𝘯𝘺𝘮𝘰𝘳𝘦.

So... when you put on your clothes in the morning, put on your large ears too. 😉 

Because if you don’t, you’ll miss:
💢 The frustrations that drain motivation
💢 The bottlenecks your dashboards never show
💢 The small ideas that could become your next breakthrough

Why do so many CEOs stop listening?

Usually it’s:
↳ A lack of time
↳ A lack of focus

Another reason is, sadly:
↳ A lack of interest (and/or courage) 

Make time.
Create space.
Ask questions that matter.

Then, truly, listen to the answers.
💢 See the problem areas 
💢 Document what you see & hear 
💢 Thank your people for their input 
💢 Do something about it (if prioritized) 
💢 Leave feedback about what's happening 

Leadership isn’t about having all the answers.
It’s about hearing the truth early enough to act on it.

PS. Use your large ears, but don't be all ears... 💜
Always listen with purpose.

Help me choose my next book cover.

I’m writing my third book, this one is about Smarter Leadership with AI.

I’ve been working with several designers on the book cover, and I’d really appreciate your input.

I know which one I prefer, but I’m not the one buying the book 😉

👉 Please vote for your favorite cover here:
https://lnkd.in/eHWMQsm3

Thank you for taking a minute to help out.
If you’d like an early copy of the book as a thank-you, just let me know.

Open article: Help me choose my new design! by en.99designs.de

I’ve seen many waves of change in my career.
Some were exciting. Some were exhausting.
Now we are facing another one with the rise of AI.
 
It's changing how we work, lead, and make decisions.
Staying adaptable is not easy.
It takes real clarity and empathy to keep people steady while everything changes.

This is the purpose of this week's Saturday poll ☀️

Have a FANTASTIC weekend!!

What will define a 'smarter' leader the most in the next 5 years?

The author can see how you vote. Learn more

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