Fortune 500 Energy Executive, Business & Strategy Leader, Entrepreneur, Peak Performance & Career Growth Coach

I’ve spent over two decades operating inside high-pressure environments, Fortune 500 leadership roles, large-scale turnarounds, global operations, and decisions where the consequences were real.

Across Asia, the Middle East, and Western markets, I’ve seen what sustained responsibility does to leaders over time.

Here’s what experience taught me:

Success on paper often comes with an invisible cost.

The higher the responsibility, the heavier the cognitive load.
measuring decisions. Carrying outcomes. Holding work, family, and expectations often without a place to put the weight down.

My work today sits at the intersection of leadership, judgment, and sustained performance.

I’m interested in:
	•	how leaders think under pressure
	•	why intensity stops scaling at senior levels
	•	how calm, clarity, and restraint become competitive advantages
	•	the transition from operator → leader → steward
	•	building results without eroding health, family, or self-respect

I write and share reflections primarily for men in senior roles: executives, founders, and operators who are successful externally but navigating complexity internally.

No hype.
No hustle culture.
No motivation for motivation’s sake.

Just hard-earned lessons on leadership, decision-making, and carrying responsibility well.

You are a true success when you help others be successful.

This idea gets quieter as careers get louder.

We’re taught to chase titles.
Compete for recognition.
Protect our edge.

Move fast even if it means leaving people behind.

But real success doesn’t isolate.
It multiplies.

The most impactful people I’ve met weren’t the loudest in the room.

They were the ones who:

Shared what they knew instead of hoarding it

Lifted others without needing credit

Opened doors they didn’t have to open


They understood something important:

Your growth doesn’t shrink when others grow. It expands.

Helping someone succeed doesn’t mean slowing yourself down.

It means building something bigger than yourself.

When you mentor someone, you sharpen your own thinking.

When you support a teammate,
you strengthen the whole system.

When you celebrate someone else’s win, you build trust that lasts longer than any achievement.

Titles fade.
Metrics change.
Roles move on.

But impact compounds.

People remember who helped them believe in themselves.

Who showed up when it wasn’t required.
Who cared about their progress not just their performance.

True success isn’t measured by how far you climb alone.

It’s measured by:

How many people rise with you

How safe others felt learning from you

How often your success created space for someone else’s

So build your career.
Chase excellence.
Aim high.

But don’t forget this part:

If your success only benefits you, it’s limited.

If it helps others grow, it becomes legacy.

And that’s the kind of success that actually lasts.

undefined undefined

Performed By Schlumberger Bronze Award-Received for my operational contributions to Matrix Acidizing optimization utilizing DTS technology in Saudi # 120950

Performed by Schlumberger Bronze Award

Flow Research Collective

High Flow Coaching Certificate

Project Management Professional 

ACTive Specialist Course

CT Well Control Course

CTS Operational School

CTS Technical School

DTS Interpretation Using Therma

Drilling Well Control

Managing and Leading your People

Matrix Stimulation Engineering

OFS-1

QHSE - 3

Sales University

University of Colorado Boulder

Arabic

English

French

Society of Petroleum Engineers (SPE)

Institute of Electrical and Electronics Engineers

Souhaibe Barkat

Weatherford

Baker Hughes

Schlumberger

Agilent Technologies

University of Colorado

NASA

ACTive High Rate consists of 3-1/4-in PTG Tool for real-time downhole reading of Pressure, Temperature and Gamma Ray (PTG), and the new rugged fiber optic iFC2, which enables pumping rates above 4.0-bpm without affecting telemetry readings.

First High Rate ACTive* system worldwide

Founder of the 1% Leadership Mastermind | Fortune 500 Executive | 9-Figure Business Turnaround Leader | Serial Entrepreneur | Peak Performance Strategist

I help elite founders, CEOs, and high-performing leaders step into the top 1% of leadership — reclaiming their time, scaling with precision, and leading with clarity, calm, and power.

As a Fortune 500 Executive, 9-Figure Business Turnaround Leader, Serial Entrepreneur, and Peak Performance Strategist, I’ve spent the last 20 years transforming both billion-dollar operations and lean start-ups across Asia, the Middle East, and beyond.

👉 But here’s what I know:

 Success on paper doesn’t always feel like success in life.

You’ve built what others admire, yet time, clarity, or energy may be slipping.

That’s why I founded the 1% Leadership Mastermind: Unleash Your Greatness™ — a private circle where top leaders elevate how they think, live, and lead.

Inside, I teach the 5 Pillars of Greatness Framework — Purpose, Precision, Power, Performance, and Presence — an operating system designed to help you:

 ✅ Reclaim 10–20 hours a week without revenue dip
 ✅ Build a self-led team so your business runs without you
 ✅ Double your output while cutting decisions in half
 ✅ Lead with clarity, not chaos — and finally enjoy what you’ve built

In the past 12 months, I’ve guided 100+ senior leaders and executives through these frameworks — helping them scale faster while living with more freedom, fulfillment, and focus.
This is not about more hustle.

It’s about rewiring how you operate so you perform at your highest level — in business, relationships, health, and legacy.

🌍 My Mission: To activate the world’s top 1% of leaders into their highest clarity, peace, and power — through a system that fuses peak performance, neuroscience, and full-spectrum life mastery.

🚀 If you’re a 7–8 figure founder or executive ready to live, lead, and scale like the top 1%, you can apply to join the 1% Leadership Mastermind today.

📩 DM me or visit [application link] to explore if it’s the right fit.

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YMCA of Boulder Valley

Volunteered at the YMCA Boulder Valley for 4 years in training kids in playing soccer and football and give them the fundamentals on teamwork and team play, how to learn and play sports.

Leadership isn’t being the hero.
It’s creating a team of heroes.

Too often, leadership gets confused with visibility.

Being the loudest voice.
Having all the answers.
Saving the day every day.

But that version of leadership doesn’t scale. And it doesn’t last.

Real leadership isn’t about standing in front of the team.

It’s about standing behind them.

It’s creating an environment where people feel trusted enough to step up.

Safe enough to take risks.
Supported enough to grow into their strengths.

A hero-leader solves problems alone.

A true leader builds people who can solve problems without them.

That means:

Giving credit instead of taking it
Coaching instead of controlling
Asking questions instead of giving orders

Letting others shine even when you could take the spotlight

Strong leaders don’t need to be the smartest in the room.

They need to be the ones who bring out the best in the room.

Because the goal isn’t to be indispensable.

The goal is to be impactful.

When a team succeeds without you micromanaging,

when people grow confident in their decisions,

when progress continues even in your absence, That’s leadership.

Titles don’t build teams. Ego doesn’t build teams. Trust does.

And the best leaders know this:

Your success isn’t measured by how heroic you look.

It’s measured by how capable your people become.

Build leaders.
Build confidence.
Build a team that doesn’t rely on one hero

but believes in each other.

That’s how real leadership leaves a legacy.

Most jobs are trainable. Skills can be taught.

Attitude can’t.

Yet so many companies:

❌ Reject candidates because they don’t tick every box

❌ Overlook people with high potential but less experience

❌ Choose “safe” hires over hungry learners

What great leaders do instead:

✅ Hire for mindset and willingness to learn

✅ Train for skills that can be developed

✅ Give people an opportunity to prove themselves

Because sometimes, the best performer you’ll ever hire…

…is the one you almost didn’t.

♻PS: Don’t just hire qualifications. Hire potential and build the talent you want.

True Leadership Isn't Safe.

It's not about playing it safe.

It's about doing what's right, even when it's hard.

1) The Real Test of Leadership

→ Speaking up, even if it's unpopular.

→ Putting people before personal comfort.

→ Challenging the boss when something feels wrong.

2) What Makes a True Leader

→ They defend their team under pressure.

→ They take risks to protect others.

→ They stand up even if they stand alone.

3) Why It Matters

→ Trust is built in tough moments.

→ Teams follow courage, not titles.

→ Real leaders rise when it's risky.

PS:

Anyone can follow orders.

But only the brave lead with integrity, no matter the cost.

You don’t need to be the smartest person in the room.

You just need to know how to bring smart people together.

Great leaders don’t do it all.
They build teams that can.

Here’s what they actually do 👇

✓ Spot hidden talent
→ They look for people who are better than them at specific things.

✓ Put egos aside
→ They’re not threatened by others’ strengths—they celebrate them.

✓ Create clarity
→ Everyone knows their role and plays to their strength.

✓ Align the mission
→ All skills move in one direction: forward.

✓ Give credit freely
→ It’s always “we” when things go right. Never just “me.”

✓ Build trust and ownership
→ They don’t micromanage. They empower.

➟ Leadership isn’t about being the best.
It’s about bringing out the best in others.



📌PS: If you lead a team or want to one , save this as your mindset reset.

Claudia Leon

Job Interview Cheat Sheet: 12 Questions You Must Prepare For

Most people walk into interviews guessing.

But smart professionals walk in with a plan.

Here’s a cheat sheet of the most common questions and how to answer them like a pro:


✅ What’s your biggest weakness?
→ Pick a non-critical skill and show how you’re working on it.
✦ “I used to struggle with delegation, but now I’m improving by trusting my team more.”

✅ Why do you want to work here?
→ Align with their mission.
✦ “I admire your focus on innovation — it matches my passion for creative problem-solving.”

✅ How do you prioritize tasks?
→ Show structure.
✦ “I plan weekly, set deadlines, and review progress daily.”

✅ Tell me about your background.
→ Use a mini story.
✦ “I started in sales, grew into strategy, and now I’m ready to lead at a bigger scale.”

✅ What motivates you?
→ Share your ‘why’.
✦ “Solving complex challenges and seeing results drives me.”

✅ How do you manage multiple tasks?
→ Time + team management.
✦ “I break projects down, prioritize high-impact items, and delegate when needed.”

✅ What interests you about this job?
→ Be specific.
✦ “Your recent launch in X market caught my eye I’d love to contribute to that.”

✅ Tell me about a failure.
→ Show what you learned.
✦ “A project failed due to poor communication I now lead with clarity and check-ins.”

✅ How do you handle feedback?
→ Stay open.
✦ “Feedback fuels growth I always ask for input and take action fast.”

✅ How do you handle change?
→ Be flexible.
✦ “I treat change as an opportunity — I pivot fast and bring calm to chaos.”

✅ How do you inspire others?
→ Share an example.
✦ “I led a project where I encouraged input from everyone — we hit our targets and had fun doing it.”

✅ Do you have any questions for us?
→ Always say YES.
✦ “What does success look like in the first 90 days?”



♻️PS: Walk in prepared. Leave with the offer.
Save this post or better, share it with someone who’s job-hunting

Want to keep your best people.

Start doing what most companies ignore.

Here are 9 proven ways to retain top talent that actually work 👇

1. Overpay for top talent
→ You can’t afford to underpay high performers.
→ Replacing them will cost far more in the long run.

2. Default to recognition
→ Say thank you often.
→ Share wins publicly.
→ Recognition is retention fuel.

3. Run a “Stay Interview” every 6 months
→ Ask: What makes you stay? What might make you leave?
→ Support their long-term goals early.

4. Enforce a “No Jerks Policy”
→ Your best talent will never rise above the worst behavior you tolerate.

5. Be soft on the person, hard on the problem
→ Mistakes happen.
→ Handle them with grace and clarity.

6. Give autonomy with ownership
→ Let them own products, clients, or key decisions.
→ Autonomy + Trust = Retention.

7. Add “No-Meeting Days”
→ Give people the space to think and do deep work.

8. Make feedback a cultural norm
→ Regular, honest feedback strengthens relationships and raises performance.
→ As Ken Blanchard said: “Feedback is the breakfast of champions.”

9. Don’t micromanage
→ Great leaders remove roadblocks.
→ Mediocre ones add red tape.

Great people stay where they feel valued, trusted, and free.



📌PS: Want a 1-page version of this for your team?
Comment “RETENTION” and I’ll send it to you.

A title doesn’t define leadership.

Your choices and mindset do.

Let’s break it down:

❌ Weak leaders protect their reputation
✅ Strong leaders protect their team

❌ Weak leaders shift blame
✅ Strong leaders take responsibility

❌ Weak leaders seek credit
✅ Strong leaders give credit freely

❌ Weak leaders silence feedback
✅ Strong leaders invite feedback — even the tough kind

❌ Weak leaders lead with ego
✅ Strong leaders lead with empathy

❌ Weak leaders micromanage
✅ Strong leaders build trust and delegate

❌ Weak leaders hide mistakes
✅ Strong leaders admit and learn from them

Strong leadership is not about control

It’s about creating safety, clarity, and ownership.

A real leader grows people, not just numbers.


♻️PS: Your team shouldn’t fear you.
They should feel stronger because of you.

Most 7-figure founders don’t fail because of poor strategy. 

They fail because their calendars are full of noise.

They keep solving small fires.
They confuse urgency with importance.
And they spend 15+ hours weekly doing what their team should.

Here’s how the 1% reclaim those hours and their focus:

1. Write down everything you do for 5 days.
Every meeting. Every follow-up. Every small “let me handle it.”
Because awareness always comes before efficiency.

2. Mark each task with honesty.
Ask: “Only I can do this?” or “Someone else could?”
That single question separates leadership from labour.

When founders do this, patterns appear fast.
Repetition. Distraction. Control disguised as responsibility.
And most realize 70% of their time is misused.

3. Delegate or delete the rest.
Freedom isn’t about having no work.
It’s about owning the right work.

One of our members tried this challenge for 30 days.
He went from 65-hour weeks to 45-hour weeks.
No revenue drop. No burnout. Only clarity and momentum.

Because the top 1% don’t work more.
They work on what only they can do.

Their power doesn’t come from longer hours.
It comes from sharper decisions.

And when time compounds behind clarity,
that’s when real leadership begins.

📌 Repost to help more founders reclaim their time.
➕ Follow Souhaibe Barkat for proven ways to lead, grow, and win.

Most 7-figure founders don’t fail because of poor strategy

A salary raise makes you smile for a day.

A healthy culture makes you stay for years.

Here’s the truth most leaders ignore 👇

➤ Pay matters: but only to a point.

➤ People don’t quit jobs. They quit toxic environments.

➤ Recognition, trust, and psychological safety drive daily motivation.

➤ You can’t buy loyalty, you build it through culture.

➤ A positive workplace isn’t a perk. It’s a performance strategy.

If your team dreads Monday…
It’s not the workload.
It’s the workplace.


📌PS: Money gets you hired. Culture makes them stay.

There is an employee out there who still thinks of you.

Not because of your title.
Not because of your authority.
Not because you were the smartest person in the room.

But because you were kind.

In a world obsessed with KPIs, deadlines, and performance reviews,

kindness often gets treated like a soft skill.

Something optional.
Something secondary.

It isn’t.

People may forget what project they worked on.

They may forget the pressure, the late nights, the targets.

But they never forget how a leader made them feel.

They remember the manager who listened when no one else did.

The leader who protected them in tough rooms.

The moment someone believed in them before they believed in themselves.

That impact doesn’t show up on dashboards.

But it lasts longer than any metric.

Leadership isn’t about being remembered as “in charge.”

It’s about being remembered as human.

So if you’re leading people today;

be clear.
be fair.
be demanding when needed.

But above all, be kind.

Because somewhere out there,
someone is building their confidence, 

their career, their courage
from the way you treated them.

Never stop being that leader.

STOP replacing employees who leave.

START fixing why they want to leave in the first place.

Employee turnover is not just an HR issue, it's a leadership failure.

Here’s what to fix before the next resignation hits your inbox:

1️⃣ Lack of Recognition
↳ People don’t leave companies.
↳ They leave places where they feel invisible.

2️⃣ Toxic Managers
↳ Train leaders, don’t just promote them.
↳ A bad boss can undo the best job in the world.

3️⃣ No Growth Path
↳ Show them the ladder then help them climb.
↳ If employees can’t see a future, they’ll find it elsewhere.

4️⃣ Overwork & Burnout
↳ No one wants to be rewarded with more work for doing good work.
↳ Respect work-life balance like revenue depends on it. (Because it does.)

5️⃣ Poor Communication
↳ Lack of clarity → frustration → exit.
↳ Build a culture of honesty, feedback, and openness.

Retention is a strategy, not luck.



♻PS: Exit interviews are too late. Start listening before people quit.

✅Follow Souhaibe Barkat for more.

The difference between good and bad leadership is clear.

But most people learn it the hard way.

Bad leaders:
Quick to blame
Slow to appreciate
Focused on control
Loud when you mess up
Quiet when you succeed
Disconnected from growth

Good leaders:
Quick to guide
Slow to judge
Quiet when you fail
Loud when you do well
Invested in your progress
Focused on your potential

Leadership isn't about pointing fingers.

It's about building people.

The team reflects the leader.

And the best leaders bring out the best in others.


📌PS::
If you're in a leadership role, be the kind of person you once wished you had

I was 29 years old. Just promoted to Business Unit Manager at Schlumberger.

My mission: Build the first CoilTOOLS department from zero to 30 people.

Three months in, I made a call that cost us $200,000.

I approved equipment deployment without proper validation.

Trusted my gut over the process.

Figured I could move faster than the system.
I was wrong.

The equipment failed in the field.Client was furious.

My phone wouldn't stop ringing.Then came the email I'd been dreading:
"See me in my office. Now."

I walked down that hallway convinced I was done.

29 years old. First major leadership role. Already fired.

I rehearsed my defense the entire way.

Sat down across from my boss.

He looked at the incident report.

Then at me.
I waited for it.
"You're fired."
"We can't trust you."
"You're too young for this."

Instead, he asked one question:
"What did you learn?"
I froze.

That wasn't the question I'd prepared for.

I started talking.
About systems I'd bypassed.

About ego disguised as confidence.

About confusing speed with effectiveness.
He listened.

Then he said something I'll never forget:
"Good. Now go fix it."

"And build systems so it never happens again."

That moment changed everything.

I stopped trying to prove I belonged.

Started building processes that made everyone better.

Clarified decision frameworks. 

Created validation checkpoints.

Made it safe for the team to challenge calls like mine.

18 months later?
We'd built a 30-person department from scratch.

Drove major revenue growth.

Zero major incidents.
The lesson:

Leadership isn't about never failing.

It's about what you build after you do.

That $200K mistake taught me more than any success ever could.

If you're leading for the first time:

You will mess up.
The question isn't if.

It's what systems you'll build so your team doesn't pay for it twice.

People don’t leave jobs.

They leave managers who don’t listen.

A motivated employee 
will always do more.

But motivation doesn’t 
come from pressure.

It comes from 
purpose, trust, and recognition.

It’s not always 
about the money.

Even well-paid employees will leave if they:

➨ Aren’t heard
➨ Don’t feel valued
➨ Can’t see their impact

Want loyal, high-performing people?

Try this:

1. Listen:
↳ Truly listen, 
not just when things go wrong.

2. Recognize effort:
↳ Don’t wait for big wins. 
↳ Appreciate small progress too.

3. Give feedback:
↳ Constructive and regular feedback builds trust.

4. Have real 1:1s:
↳ Go beyond status updates. 
↳ Talk about growth and goals.

5. Share the vision:
↳ Show them where you’re going and why they matter.

Strong teams aren’t built on rules.
They’re built on relationships.



♻️P.S.
People will go the extra mile
but only if they feel seen along the way.

Schlumberger promoted me to Business Unit Manager in Saudi Arabia.

My job: Build the first CoilTOOLS department from zero.

Day one, I walked into a room full of engineers.

Most had 20+ years of experience. 
I had a title and zero credibility.

One of them looked at me and said: 
"So you're the kid they sent to lead us?"

The room went quiet.

I could have pulled rank. 
Reminded everyone who was in charge. 
Made it about authority.

Instead, I asked him a question: 
"What do you need from me to be successful?"

He wasn't expecting that.
Neither was anyone else.

He paused. Then started talking.

About tools that didn't work. 
Processes that slowed him down. 
Support he never got from previous managers.

I listened. Took notes. Asked more questions.

Then I asked the rest of the team the same thing.

They opened up.

Turns out, they didn't need a boss who knew more than them. 
They needed someone who would clear the path so they could do their best work.

So that's what I did.

I removed obstacles. 
Got them resources. 
Fought bureaucracy. 

Shielded them from corporate noise.

I stayed out of their technical decisions. 
They were the experts. Not me.

18 months later, we went from zero to 30 people.

Revenue grew beyond projections. 
The team became one of the most respected in the region.

Not because I led with experience. 
Because I made experienced people more effective.

The lesson?

Leadership isn't about being the smartest person in the room.

It's about making the smartest people in the room better at what they do.
If you're leading people who know more than you, don't pretend you don't.

Ask what they need. 
Then move heaven and earth to get it for them.

That's the job.

Executive Leader | Large-Scale Turnarounds | Leadership, Judgment & Sustained Performance

A well-paid employee will do their job.

But a heard, motivated, and valued employee will go the extra mile.

Here’s what most managers forget 👇

➤ People aren’t just here for a salary.
They want purpose, recognition, and growth.

➤ One-on-one conversations aren’t just routine.

They’re your chance to listen deeply and build trust.

➤ Engaged employees = loyal employees.

Motivation and recognition drive performance far more than pressure.

➤ Attentive listening is leadership.

When you listen, people feel seen and they rise to the occasion.


High productivity starts with healthy relationships at work.

Your time and attention are your greatest tools.


♻️PS: The best managers don’t just lead people.
They empower them too

Your greatest weapon is your mind.

Train it to see opportunities, not obstacles.

Every challenge comes with two stories.

One says:
“This is unfair.”
“This is blocking me.”
“This shouldn’t be happening.”

The other says:
“What can I learn here?”
“How can this make me better?”
“What does this force me to improve?”

Same situation.
Different outcomes.

The difference isn’t luck. It’s perspective.

Your mind decides whether pressure becomes panic or preparation.

Obstacles will always exist.

Setbacks.
Deadlines.
Rejections.
Uncertainty.

You can’t remove them from life or work.

But you can train your response to them.

People who grow consistently don’t ignore problems.

They reframe them.

They ask better questions:

What skill is this developing?
What weakness is this exposing?
What opportunity is hidden here?

That mindset turns resistance into momentum.

This doesn’t mean being blindly positive.
It means being mentally disciplined.

Choosing curiosity over frustration.
Control over complaint.

Action over avoidance.

Over time, this compounds.

Challenges stop feeling personal.
Setbacks stop feeling final.

And confidence stops depending on circumstances.

Because when your mind is trained,
you don’t need perfect conditions to move forward.

You create progress anyway.

So protect your mindset like an asset.
Feed it with learning, not noise.

Strengthen it with reflection, not reaction.

Because the strongest advantage you’ll ever have isn’t your title, your skills, or your resources.

It’s how you think when things don’t go your way.

And that is something you can train every single day.

I lost 2M trying to save $200K. It changed everything.

In 2019, I was leading a $300M business unit in Saudi Arabia.

We were losing money fast.
Pressure was intense from every direction.

A critical piece of equipment needed replacement.
I had two options:

Option A: Spend $500K for brand-new equipment.
Option B: Spend $300K for refurbished equipment.

I chose Option B.
I believed I was being strategic.
In reality, I was being short-sighted.

Here is what followed:

Month 1: Equipment arrived and looked fine.
Month 2: Performance issues began.
Month 3: Complete failure during a critical operation.
Month 4: Penalties, reputation damage, and emergency repairs.

The true cost was far greater than the “savings”:

→ $300K original purchase
→ $800K in penalties
→ $600K in emergency replacements
→ $400K in lost opportunities

Total: $2.1M lost.
All to save $200K.

The real lesson:
Cheap decisions in critical areas become expensive fast.

But here is the deeper truth:
This was not about equipment.
It was about me.

I made the decision from scarcity, not strategy.
Fear-based leadership creates fear-based results.

I rebuilt my decision framework completely:

1- Scarcity vs Abundance
↳ Scarcity asks: What will this cost?
Abundance asks: What will this create?

2- Short-term vs Long-term
→ Short-term saves money.
Long-term builds trust, reputation, and reliability.

3- Reactive vs Strategic
↝ Reactive fights fires.
Strategic prevents them.

The new rule I follow:

Before major decisions, I ask:

Am I choosing from fear or strategy?
If it is fear, I pause.

Within nine months, the business turned profitable.

Not by cutting costs.
By making strategic investments.

We didn’t just recover the $2M.
We generated $10M in new upsells

The leadership truth is clear:
Your mindset shapes your outcomes.

Scarcity compounds losses.
Abundance compounds gains.

Your turn:
Review your last five major decisions.

How many were fear-driven?
How many were strategy-driven?
The ratio reveals everything.

♻ Share this with a leader making fear-based decisions.
Follow Souhaibe Barkat for more high-clarity leadership insights.

I led 2,000-person teams making billion-dollar decisions. 

Every choice had weight.
Every hour had pressure.

Yet I never felt decision fatigue.

Here’s the exact system I still use with founders today.
It’s called The 3-Decision Rule.
Simple. Fast. Bulletproof under pressure.

Let’s break it down.

1. Morning Decision Block
→ Make every major decision before 10 AM.
→ That’s when your brain’s prefrontal clarity peaks.
→ After noon, energy dips and bias creeps in.

So structure your mornings for choices, not meetings.
Reserve afternoons for execution, not evaluation.

2. The 10-10-10 Filter
→ Ask three questions before saying yes.
Will this matter in 10 days?
In 10 months?
In 10 years?

If not, it’s noise, not a decision.
This single filter kills 90% of pointless worry.

3. Automate Everything Else
→ Build SOPs for recurring choices.
Hiring. Pricing. Meetings. Reviews.
Write them once. Follow them always.

Because every unmade rule drains the same energy as a big choice.

After applying this system, the decision count drops 40%.
Founders regain clarity. Teams move faster. Stress fades.

The best leaders don’t chase more decisions.
They build fewer but better ones.

📌 Repost to help more founders scale with freedom.
➕ Follow Souhaibe Barkat for proven ways to lead, grow, and win.

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.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;}Souhaibe Barkat's Linkedin Analytics

Souhaibe Barkat

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);}Souhaibe Barkat's LinkedIn Performance

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

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Souhaibe Barkat's Linkedin Analytics

Performance ScoreSouhaibe Barkat's LinkedIn Performance

Souhaibe Barkat's Best Posts (last 30 days)