Chief MindSetter Sebastian

Mindset is a misnomer because it is not actually "set".

Successful entrepreneurs and executives work with me to rediscover alignment, ease, and happiness in their lives - while taking their business to the next level.

Chief MindSetter

NGOs and for profits on three different continents

15+ years international leadership experience
Empowering people, optimizing performance and processes at Otto Group, Unister, Hopelink, Kwajalein Atoll High School, and IUB Alumni Association

15+ Years of Leadership Positions

Writing about leadership because your success depends on it • lead yourself first, then others • Chief MindSetter • Top Coaching & Mentoring Voice

𝐘𝐨𝐮 𝐛𝐮𝐢𝐥𝐭 𝐭𝐡𝐞 𝐥𝐢𝐟𝐞 𝐲𝐨𝐮 𝐭𝐡𝐨𝐮𝐠𝐡𝐭 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭𝐞𝐝.
The business. The success. The image.  
From the outside, it looks like you’ve made it.

But inside? You feel stuck.  
Not burnt out. Not broken.  
Just… off. Like something real is missing.

You’re busy all the time—but secretly feel like you’re treading water.  
You get things done—but not the 𝘵𝘩𝘪𝘯𝘨 that really matters.  
You’re successful—but you don’t feel free.

I know that pain intimately.  
𝘐’𝘷𝘦 𝘤𝘢𝘳𝘳𝘪𝘦𝘥 𝘪𝘵 𝘪𝘯 𝘴𝘪𝘭𝘦𝘯𝘤𝘦, 𝘸𝘰𝘳𝘯 𝘪𝘵 𝘢𝘴 𝘢𝘳𝘮𝘰𝘳, 𝘢𝘯𝘥 𝘩𝘦𝘢𝘭𝘦𝘥 𝘪𝘵 𝘰𝘯𝘦 𝘣𝘳𝘶𝘵𝘢𝘭 𝘵𝘳𝘶𝘵𝘩 𝘢𝘵 𝘢 𝘵𝘪𝘮𝘦.

Now, I work with high-performing founders and executives who are done pretending.  
They don’t want hype or hacks.  
They want to come home to themselves—and finally live from that place.

If you’ve ever thought:

🧠 “I know what to do… why am I not doing it?”  
💬 “People think I have it all together—but I’m exhausted keeping up the act.”  
❤️ “I’m done performing. I just want to feel like 𝘮𝘺𝘴𝘦𝘭𝘧 again.”

Then this is for you.

𝐅𝐨𝐫 𝐲𝐨𝐮𝐫 𝐑𝐎𝐈 𝐛𝐫𝐚𝐢𝐧, 𝐡𝐞𝐫𝐞’𝐬 𝐰𝐡𝐚𝐭 𝐰𝐞’𝐥𝐥 𝐝𝐨:
→ Reclaim 10+ hours a week by eliminating invisible energy drains  
→ Execute what you already KNOW you need to do—consistently  
→ Build focus and momentum toward your Most Vital Priority  

𝐁𝐮𝐭 𝐡𝐞𝐫𝐞’𝐬 𝐰𝐡𝐚𝐭 𝐰𝐞’𝐥𝐥 𝒓𝒆𝒂𝒍𝒍𝒚 𝐝𝐨:
→ Turn inner sabotage into self-trust—with clarity and compassion  
→ Reconnect to who you are beneath the pressure and performance  
→ Build a life (and business) that finally 𝘧𝘦𝘦𝘭𝘴 like yours

𝐍𝐨𝐭𝐡𝐢𝐧𝐠 𝐭𝐨 𝐟𝐢𝐱—𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐲𝐨𝐮 𝐚𝐫𝐞 𝐧𝐨𝐭 𝐛𝐫𝐨𝐤𝐞𝐧.  
𝐍𝐨𝐭𝐡𝐢𝐧𝐠 𝐭𝐨 𝐩𝐫𝐨𝐯𝐞—𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐲𝐨𝐮 𝐚𝐫𝐞 𝐚𝐥𝐫𝐞𝐚𝐝𝐲 𝐞𝐧𝐨𝐮𝐠𝐡.

Just deep work. Full alignment. Radical freedom.

📩 If something in you just woke up reading this—DM me. Let’s talk!

𝗠𝗼𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘁𝗵𝗶𝗻𝗸 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗱𝗲𝗹𝗲𝗴𝗮𝘁𝗶𝗻𝗴.
But if every project, decision, or question ends up back on your plate—
you’re not delegating.
You’re downloading tasks.

Most delegation fails 𝘭𝘰𝘯𝘨 before the task even begins.
Why?
Because clarity was never defined.

You didn’t decide whether you were giving away a 𝘁𝗮𝘀𝗸, a 𝗽𝗿𝗼𝗰𝗲𝘀𝘀, or 𝗼𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽 —
and your team can’t read your mind.

So here’s your Delegation Diagnostic:
7 𝗹𝗲𝘃𝗲𝗹𝘀 that separate control from clarity 👇

1️⃣ 𝗗𝗶𝗿𝗲𝗰𝘁 — “Do exactly this.”
2️⃣ 𝗘𝘅𝗽𝗹𝗮𝗶𝗻 — “Here’s how I’d do it—agree?”
3️⃣ 𝗖𝗼𝗻𝘀𝘂𝗹𝘁 — “Draft your plan, I’ll approve.”
4️⃣ 𝗖𝗼-𝗖𝗿𝗲𝗮𝘁𝗲 — “Let’s decide together.”
5️⃣ 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 — “You lead—I’ll review.”
6️⃣ 𝗢𝘄𝗻 — “You decide and keep me in the loop.”
7️⃣ 𝗗𝗲𝗹𝗲𝗴𝗮𝘁𝗲 𝗔𝘂𝘁𝗵𝗼𝗿𝗶𝘁𝘆 — “You own the outcomes. I’m here if you need me.”

Each level expands trust, autonomy, and leadership capacity.
And the more you move up —
the more your people grow…
and the less they depend on you to move forward.

Because delegation isn’t just about getting things off your plate.
It’s about developing the people who sit around it.

Leaders don’t scale by holding on tighter.
They scale by learning how to let go — with structure.

👉 Want to see where you’re leading with clarity —
and where control might still be holding you back?

𝗧𝗵𝗲 𝗔𝗹𝗶𝗴𝗻𝗲𝗱 𝗟𝗲𝗮𝗱𝗲𝗿 𝗦𝗰𝗼𝗿𝗲𝗰𝗮𝗿𝗱 drops next week.
It’ll show you exactly which leadership habits are helping you scale —
and which ones are slowing you down.

Sebastian Koellner

Helping founders lead from alignment—before it all comes undone | Executive Coach | Trusted by 150+ leaders

𝗠𝗮𝗿𝘁𝗶𝗻 𝗹𝗼𝗼𝗸𝗲𝗱 𝗹𝗶𝗸𝗲 𝘁𝗵𝗲 𝗽𝗲𝗿𝗳𝗲𝗰𝘁 𝗹𝗲𝗮𝗱𝗲𝗿.
Sharp. Composed. Respected.

The kind of person everyone turned to when things got messy.
And that was exactly the problem.

Because Martin didn’t realize —
he wasn’t just solving problems.
He was collecting them.

When we first spoke, he said:

“𝘐𝘧 𝘐 𝘥𝘰𝘯’𝘵 𝘴𝘵𝘢𝘺 𝘰𝘯 𝘵𝘰𝘱 𝘰𝘧 𝘦𝘷𝘦𝘳𝘺𝘵𝘩𝘪𝘯𝘨, 𝘪𝘵’𝘭𝘭 𝘢𝘭𝘭 𝘧𝘢𝘭𝘭 𝘢𝘱𝘢𝘳𝘵.”

That belief had worked for years —
until it started working against him.

He was exhausted.
Carrying too much.
And quietly resentful that others weren’t stepping up.

But here’s what we uncovered:

He wasn’t surrounded by incapable people.
He was surrounded by disempowered ones.

Because when you lead through control,
you build compliance — not clarity.

When you lead through clarity,
you build leaders — not followers.

So Martin did something radical for a high performer:
He stopped proving himself through control.
And started expressing leadership through trust.

He stopped giving answers — and started asking better questions.
He stopped assigning tasks — and started defining ownership.
He stopped chasing — and started setting real agreements.

A few weeks later, he told me:
 “𝘐 𝘥𝘪𝘥𝘯’𝘵 𝘳𝘦𝘢𝘭𝘪𝘻𝘦 𝘩𝘰𝘸 𝘩𝘦𝘢𝘷𝘺 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘧𝘦𝘭𝘵 —
 𝘶𝘯𝘵𝘪𝘭 𝘐 𝘴𝘵𝘰𝘱𝘱𝘦𝘥 𝘵𝘳𝘺𝘪𝘯𝘨 𝘵𝘰 𝘴𝘵𝘢𝘺 𝘰𝘯 𝘵𝘰𝘱 𝘰𝘧 𝘦𝘷𝘦𝘳𝘺 𝘭𝘪𝘵𝘵𝘭𝘦 𝘵𝘩𝘪𝘯𝘨.”

Now, his team runs meetings.
He shapes direction — not decisions.

And for the first time,
he’s leading beyond control.

Because real leadership isn’t about holding on tighter.
It’s about letting go — with clarity.

👉 𝘞𝘩𝘦𝘳𝘦 𝘢𝘳𝘦 𝘺𝘰𝘶 𝘴𝘵𝘪𝘭𝘭 𝘭𝘦𝘢𝘥𝘪𝘯𝘨 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘤𝘰𝘯𝘵𝘳𝘰𝘭 — 𝘸𝘩𝘦𝘯 𝘤𝘭𝘢𝘳𝘪𝘵𝘺 𝘸𝘰𝘶𝘭𝘥 𝘴𝘦𝘳𝘷𝘦 𝘺𝘰𝘶 𝘣𝘦𝘵𝘵𝘦𝘳?

𝗧𝗵𝗲𝘆 𝗵𝗮𝗱 𝗮𝗻 𝗼𝗽𝗲𝗻 𝗯𝗮𝗿 𝗲𝘃𝗲𝗿𝘆 𝗻𝗶𝗴𝗵𝘁 — 
𝗯𝘂𝘁 𝗱𝘂𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗱𝗮𝘆, 𝗽𝗲𝗼𝗽𝗹𝗲 𝘄𝗮𝗹𝗸𝗲𝗱 𝗼𝗻 𝗲𝗴𝗴𝘀𝗵𝗲𝗹𝗹𝘀.

Last week, I spent four days with a company that 𝘤𝘢𝘳𝘦𝘥 about culture.
They invested in training.
They invested in their people.
They even had an open bar every night of their retreat.

But during the workday?

Silence.
Pressure.
Problem-fixing mode.

Not because anyone was unkind —
but because every leader in that room believed the same myth:

“𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗶𝘀 𝗳𝗼𝗿 𝗰𝗼𝗿𝗿𝗲𝗰𝘁𝗶𝗻𝗴 𝘄𝗵𝗮𝘁’𝘀 𝗯𝗿𝗼𝗸𝗲𝗻.”

So they spoke up when something slipped…
They did not sugarcoat, that’s for sure…
But they stayed quiet when things went well.

Here’s what that created:
◾ People walking on eggshells
◾ Leaders solving problems alone
◾ A whole team stuck in “don’t mess up” mode

Not because of bad intentions —
but because teams mirror the emotional tone leaders set.

So on Day 2, we tried something simple:

We clapped.
We called out wins.
We named what was working.
We recognized effort — not just perfection.

At first, it felt awkward.
Especially for the leaders.
You could see it: hesitation, discomfort, the fear of doing too much.

But discomfort is the cost of rewiring culture.

And then something shifted.

The room opened.
Energy lifted.
People started speaking up, offering ideas, owning momentum.

Not because the work got easier —
but because the environment got 𝘴𝘢𝘧𝘦𝘳.

𝗕𝗲𝗶𝗻𝗴 𝘀𝗲𝗲𝗻 𝗶𝘀𝗻’𝘁 𝗮 𝗹𝘂𝘅𝘂𝗿𝘆.
𝗜𝘁’𝘀 𝗮 𝗵𝘂𝗺𝗮𝗻 𝗻𝗲𝗲𝗱.

By Day 4, the same leaders who resisted recognition
were the first to cheer for their team.

The company wasn’t just working hard —
they were having 𝘧𝘶𝘯 doing it.

Because when people feel seen,
they stop protecting themselves
and start giving their best.

Here’s the part most leaders miss:

𝗬𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗶𝘀𝗻’𝘁 𝗲𝘅𝗵𝗮𝘂𝘀𝘁𝗲𝗱.
𝗧𝗵𝗲𝘆’𝗿𝗲 𝘂𝗻𝗱𝗲𝗿-𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲𝗱.

👉 Where are you missing the one moment of recognition
 that could unlock 10x more initiative from your team?

Client Story: Open Bar vs. Open Feedback

𝗠𝗼𝘀𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝘁𝗵𝗶𝗻𝗸 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀 𝗲𝗮𝗿𝗻𝗲𝗱.
𝗧𝗵𝗲 𝘁𝗿𝘂𝘁𝗵? 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀 𝗹𝗲𝗮𝗿𝗻𝗲𝗱.

You didn’t plan to be the leader.
You earned it.
By being the one who figured things out.
Who got results when others hesitated.
Who could handle the chaos.

So when the business grew —
you defaulted to what always worked:

Working harder.
Carrying more.
Fixing faster.

And that’s when things quietly started to break.

You thought you were leading — but you were just doing more at a higher level.
The team stopped thinking — because someone always had the answer.
You started drowning — because they always came to you.

Here’s the truth nobody tells accidental leaders:
Leadership isn’t a promotion.
It’s a practice.

You can’t just earn your way into it.
You have to learn your way through it.

Because leading people isn’t about effort — it’s about clarity.
And most “delegation” problems?
They’re really learning gaps.

You were taught to deliver outcomes — not to create ownership.
You were rewarded for speed — not for developing others.
You learned to perform — not to empower.

But that’s what leadership demands now:
Unlearning the habits that made you successful —
so you can build the ones that make you scalable.

Because leadership isn’t about how much you can carry —
It’s about how well you can teach others to lead alongside you.

👉 What’s one habit you had to 𝘶𝘯𝘭𝘦𝘢𝘳𝘯 to lead better?

Leadership isn’t earned. It’s learned.

𝗜𝗳 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗳𝗹𝗶𝗻𝗰𝗵𝗲𝘀 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝘀𝗽𝗲𝗮𝗸, 𝘁𝗵𝗶𝘀 𝗶𝘀 𝘄𝗵𝘆.

Most leaders don’t lack honesty.
They lack 𝘳𝘦𝘪𝘯𝘧𝘰𝘳𝘤𝘦𝘮𝘦𝘯𝘵.

Here’s a simple 3-layer tool that makes your tough feedback land without triggering defense mode.

Watch this before your next 1:1 — then tell me:

𝗪𝗵𝗶𝗰𝗵 𝗼𝗳 𝘁𝗵𝗲 3 𝗹𝗮𝘆𝗲𝗿𝘀 𝗱𝗼 𝘆𝗼𝘂 𝘂𝘀𝗲 𝗺𝗼𝘀𝘁… 𝗮𝗻𝗱 𝘄𝗵𝗶𝗰𝗵 𝗼𝗻𝗲’𝘀 𝗺𝗶𝘀𝘀𝗶𝗻𝗴?

𝗬𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝘆𝗼𝘂’𝗿𝗲 𝗴𝗶𝘃𝗶𝗻𝗴 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 — 
𝗯𝘂𝘁 𝘆𝗼𝘂’𝗿𝗲 𝘀𝘁𝗮𝗿𝘃𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺.

Most leaders don’t have a performance problem.
They have an attention problem.

Because here’s the truth:

If you only speak up when something’s wrong,
your team starts associating your presence with pressure.

And then you wonder why they hesitate, overthink, or avoid you.

𝗙𝗼𝘂𝗻𝗱𝗲𝗿𝘀 𝘁𝗲𝗹𝗹 𝗺𝗲:

“I don’t sugarcoat. I give honest feedback.”

Sure.
But how often do you reinforce what’s working?

And let’s be real —
is that “no sugarcoating” mindset about clarity…
or are you afraid of being seen as soft?

You’re not being strong by withholding praise.
You’re being predictable — and your team’s tuning out.

𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗶𝘀𝗻’𝘁 𝗳𝗹𝘂𝗳𝗳.
It’s fuel.
It’s leadership range.

Because every high-trust team runs on a ratio:
5:1.
If you want real momentum? 7:1.

Seven positive interactions for every one correction.

Not because your team is fragile —
but because humans need more safety cues than 
threat signals to stay engaged, creative, and committed.

Last week, I spent four days inside a company where everyone worked hard…
but feedback only showed up when things broke.

The result?
Tension.
Silence.
Leaders solving problems alone.

Then we shifted —
clapping, celebrating, calling out what was working.
The room changed.

Not because it was “fun.”
Because it was finally balanced.

𝗬𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗶𝘀𝗻’𝘁 𝘂𝗻𝗱𝗲𝗿𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗶𝗻𝗴.
They’re under-recognized.

👉 So ask yourself:
Where are you mistaking silence for efficiency…
when it’s actually starving your team of the fuel they need to grow?

𝗜𝘁 𝘄𝗮𝘀 𝗻𝗲𝘃𝗲𝗿 𝗮 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗶𝘀𝘀𝘂𝗲.
Your team doesn’t have a messaging problem —
they have an ownership vacuum.
And you're stuck in the middle of it.

You’re jumping into Slack threads.
Mediating misunderstandings.
Repeating yourself in every meeting.

That’s not communication.
That’s compensation — 
for 𝘶𝘯𝘤𝘭𝘦𝘢𝘳 𝘳𝘰𝘭𝘦𝘴 𝘢𝘯𝘥 𝘳𝘦𝘴𝘱𝘰𝘯𝘴𝘪𝘣𝘪𝘭𝘪𝘵𝘪𝘦𝘴.

When people don’t know what they own,
they don’t stay quiet.
They over-communicate:

— More check-ins
— More syncs
— More “looping you in”

… more noise!

It 𝘭𝘰𝘰𝘬𝘴 like a communication issue.
But underneath?
It’s a leadership design problem.

You can’t fix messaging
when ownership is still a mystery.

𝗖𝗹𝗮𝗿𝗶𝘁𝘆 𝗽𝗿𝗲𝗰𝗲𝗱𝗲𝘀 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻.
Always.

Until you define who owns what:

• Every project turns into a group effort

• Every decision becomes a debate

• Every fire lands at your feet

𝗧𝗵𝗶𝘀 𝘄𝗲𝗲𝗸, 𝗜’𝗹𝗹 𝘀𝗵𝗼𝘄 𝘆𝗼𝘂 𝘁𝗵𝗲 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲 𝗺𝘆 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝘂𝘀𝗲 𝘁𝗼 𝗲𝗻𝗱 𝘁𝗵𝗲 𝗻𝗼𝗶𝘀𝗲 — 𝗮𝗻𝗱 𝗹𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗰𝗹𝗮𝗿𝗶𝘁𝘆.

👉 Where in your leadership are you mistaking noise for clarity?

Monday Pain - It’s not communication, it’s ownership

If your “delegation” keeps coming back to you…
you’re not empowering — you’re babysitting.

Watch this 60‑second breakdown of the 7 𝗟𝗲𝘃𝗲𝗹𝘀 𝗼𝗳 𝗗𝗲𝗹𝗲𝗴𝗮𝘁𝗶𝗼𝗻 —
and start leading beyond your to‑do list. 👇

𝗧𝗼𝘂𝗴𝗵 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗼𝗻𝗹𝘆 𝗹𝗮𝗻𝗱𝘀 𝗶𝗳 𝘆𝗼𝘂’𝘃𝗲 𝗲𝗮𝗿𝗻𝗲𝗱 𝗶𝘁 𝗳𝗶𝗿𝘀𝘁.
You need 7 positive signals before one correction.

Most founders think they need to get better at hard conversations.
They don’t.

They need to get better at 𝘁𝗵𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝗵𝗮𝗿𝗱 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀.

Because here’s the truth every high-trust culture is built on:

𝗬𝗼𝘂 𝗰𝗮𝗻’𝘁 𝗴𝗶𝘃𝗲 𝘀𝗵𝗮𝗿𝗽 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸
𝗶𝗳 𝘆𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗴𝗶𝘃𝗲 𝘀𝘁𝗲𝗮𝗱𝘆 𝗿𝗲𝗶𝗻𝗳𝗼𝗿𝗰𝗲𝗺𝗲𝗻𝘁.

Not because your team is fragile —
but because the nervous system needs more 𝘴𝘢𝘧𝘦𝘵𝘺 than 𝘵𝘩𝘳𝘦𝘢𝘵
to stay open, honest, and accountable.

That’s why high-performing teams run on a ratio:

5:1.
𝗜𝗳 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝗿𝗲𝗮𝗹 𝗺𝗼𝗺𝗲𝗻𝘁𝘂𝗺: 7:1.

Seven positive interactions for every one correction.

Most leaders are nowhere close.
Not because they’re unkind —
but because they’re problem-focused, not people-focused.

Ever wonder why your “honest feedback” still gets met with silence or resistance?

Here’s the shift:

🔥 𝗥𝗲𝗶𝗻𝗳𝗼𝗿𝗰𝗶𝗻𝗴 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 → 𝗯𝘂𝗶𝗹𝗱𝘀 𝘁𝗿𝘂𝘀𝘁
🔥 𝗧𝗿𝘂𝘀𝘁 → 𝗺𝗮𝗸𝗲𝘀 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗹𝗮𝗻𝗱
🔥 𝗖𝗹𝗲𝗮𝗻 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 → 𝗴𝗿𝗼𝘄𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀, 𝗻𝗼𝘁 𝗳𝗲𝗮𝗿

You don’t need more difficult conversations.
You need more 𝗯𝗮𝗹𝗮𝗻𝗰𝗶𝗻𝗴 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀.

That’s exactly why the first category of the Leadership Scorecard
measures your 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗿𝗮𝘁𝗶𝗼.

Because if it’s off, 𝘦𝘷𝘦𝘳𝘺𝘵𝘩𝘪𝘯𝘨 in your leadership feels heavier than it should.

Want to see how balanced your leadership actually is?

 👉 𝗖𝗼𝗺𝗺𝗲𝗻𝘁 “𝗦𝗰𝗼𝗿𝗲𝗰𝗮𝗿𝗱” 𝗮𝗻𝗱 𝗜’𝗹𝗹 𝘀𝗲𝗻𝗱 𝘆𝗼𝘂 𝘁𝗵𝗲 𝗽𝗿𝗲𝘃𝗶𝗲𝘄.

taplio

Sebastian Koellner's Linkedin Analytics

Sebastian Koellner

Performance ScoreSebastian Koellner's LinkedIn Performance

What is Sebastian talking about?

Sebastian Koellner's Best Posts (last 30 days)

Ready to grow your LinkedIn presence?

taplio

.css-6ytdur{background-image:linear-gradient(284deg, rgba(39, 43, 72, 1) 0%, rgba(33, 47, 183, 1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Sebastian Koellner's Linkedin Analytics

Sebastian Koellner

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);}Sebastian Koellner's LinkedIn Performance

What is Sebastian talking about?

Sebastian Koellner's Best Posts .css-1emoo84{font-size:var(--chakra-fontSizes-md);font-weight:400;color:var(--chakra-colors-gray-600);}(last 30 days)

Ready to grow your LinkedIn presence?

Sebastian Koellner's Linkedin Analytics

Performance ScoreSebastian Koellner's LinkedIn Performance

Sebastian Koellner's Best Posts (last 30 days)