Business Infographics on LinkedIn: The Quiet Success Credits to Victoria Repa, follow her for more valuable… (2024)

The Quiet SuccessOriginal Content Creator: Victoria Repa (give her a follow)-----97% of managers don't know how to use the power of introverts.♻️Steal this valuable cheat sheet on how to highlight, motivate, and support quiet people to achieve incredible results.I'm an introvert too.And I know the struggles:↳ not being the loudest because I'm the quiet one,↳ having few connections because I value deep relationships,↳ feeling drained when my social battery is low,↳ facing prejudice like "introverts can't be successful CEOs."But successful introverted leaders like Bill Gates, Jeff Bezos, Mark Zuckerberg, and Tim Cook wouldn't agree with that.Introverts are often underestimated.But their contribution is invaluablewhen they are finally noticed.________________Original Content Creator: Victoria Repa (give her a follow)

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I’ll be honest, it felt weird to record myself.But I’m glad I did, because Scott Rempe asked me a question that made me think about the work I do.He asked, in essence, who my ideal client was. My answer: People with important sh*t to say.People whose ideas, experiences and stories can help people.Or make a difference in the lives of their customers, employees, or partners.Or build relationships. And trust.Especially business leaders – CEOs, senior executives, entrepreneurs – who may not know the best ways to tell their stories, or have the time to do it.But here’s the thing.We all have important sh*t to say.We might not be saving the world (or maybe we are). But what’s inside us has value to others.Maybe someone we’ll never meet will be inspired, motivated, or encouraged by your stories.Maybe our stories will be worth money.So tell your stories. Share your experiences.If you need help, I know a guy.

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Sometimes the smallest things make the biggest impact. I worked at a company once that had the most amazing practice around encouraging staff to send welcome emails to new employees. When I was able to access my new company email on Day 1, instead of logging into an empty state, I had a dozen welcome emails from coworkers I hadn't met yet. They were all simple messages, but meaningful and warm. They made me feel like I wasn't diving into a new company all alone, and gave me a sense of the collaborative, community-centric culture. Sometimes encouraging small acts can make a huge difference. I highly recommend this practice for any company, especially those that are hiring remotely! #leadership #entrepreneurship

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Work is bullsh*t. Alicia McKay's post this morning about things that are bullsh*t about work has inspired me to write my own off the cuff. 1. Being ambitious In the corporate world, those who put in the effort and go the extra mile will be eloquently sideswiped for the social-climbing sycophant. 2. Failure to plan is a plan to failParalysis by analysis is a real thing. It's the ultimate benefit of dictatorships; decisions are made quickly and this drives progress quicker than a democracy. 3. Too many leadersSimilar to point 2, too many cooks spoil the broth. As much as we all want to post on LinkedIn about how horizontal our micro business is; someone needs to be the unequivocal boss. Although a shorter version, I hope my rigorous candour can match the likes of Alicia McKay 👊

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Right, starting today, we are going to live anew!One morning, a leader gathered everyone together at once, and declared a fresh start.Here are a few possibilities:• Company Turnaround: If the company has been facing major challenges and needs a significant course correction, a leader might use such a rallying statement to inspire a new direction and motivate employees.• Merger or Acquisition: When two companies merge, a leader might use this phrase to unify the teams and emphasize a new chapter for the combined entity.• Crisis Response: Following a major public relations disaster or unforeseen event, a leader might use this language to signal a commitment to learn, improve, and move forward.Even though the listed scenarios above might feel somewhat like “not necessarily good news”…… as I am writing this - I am picturing how Rachel from F•R•I•E•N•D•S walks into the Central Park coffee shop and breaks the news about her quitting her waiter job and starting at Ralph Lauren (or similar!). The point is this: change can also be extremely positive.However, why do we fear change at work and in our business so much?The effectiveness of such a statement depends on the context, on the company’s day-to-day operations.Why am I bringing this up?Because that type of “one morning” in a company’s life is inevitable.Even though it can come as a surprise, there are steps that can be taken already today to ensure that your organization is open, flexible, and has strong roots to withstand whatever winds come next.• Sincerity: As a leader, our past actions and the overall company culture will influence how employees interpret the message. A genuine commitment to change is crucial. So better start today.• Specificity: “Living anew” is a strong statement, and it needs to be followed by concrete actions to be truly impactful.Challenge the status quo, ask what can be done differently, change roles, pause, change the ‘how’, and more.How are you training your ‘strategic thinking’ muscle in your company?Dina

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Yesterday I had a founder of a big company tell me "We already invested in people development and it didn't work."😅I asked what they had tried that didn't work? They told me " 1 workshop and a half day training session for leaders"What didn't work about it?"Well nobody actually used what they learned" 🤷♀️Besides the above, their team had never been given a development budget or access to any kind of mentoring or coaching in groups or 1:1.In fact, this person ACTUALLY told me that they would rather spend on agencies for better branding....... vs improving their work force.It's BONKERS.But I see and hear about it all the time.When founders run out of budget... instead of knuckling down and supporting their people...They lay them off.They ignore pleas for help and training and mentorship.They put inexperienced ppl in big roles and cross their fingers.This needs to stop This is a bias...That personal development is not beneficial.That they just need more marketing or more sales to grow.Founders, PLEASE stop kidding yourselves.Oh and don't get me started on the soft vs hard skills argument...(we went in to depth in Thrive Circle on that one yesterday!)Your leaders and senior management are DYING for support.And it's your duty to give it to them.Invest in them, and you'll grow your business way more sustainably.Who else agrees?P.S Tag a founder who DOES believe in supporting their people first ⤵️

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Right, starting today, we are going to live anew!One morning, a leader gathered everyone together at once, and declared a fresh start.Here are a few possibilities:• Company Turnaround: If the company has been facing major challenges and needs a significant course correction, a leader might use such a rallying statement to inspire a new direction and motivate employees.• Merger or Acquisition: When two companies merge, a leader might use this phrase to unify the teams and emphasize a new chapter for the combined entity.• Crisis Response: Following a major public relations disaster or unforeseen event, a leader might use this language to signal a commitment to learn, improve, and move forward.Even though the listed scenarios above might feel somewhat like “not necessarily good news”…… as I am writing this - I am picturing how Rachel from F•R•I•E•N•D•S walks into the Central Park coffee shop and breaks the news about her quitting her waiter job and starting at Ralph Lauren (or similar!). The point is this: change can also be extremely positive.However, why do we fear change at work and in our business so much?The effectiveness of such a statement depends on the context, on the company’s day-to-day operations.Why am I bringing this up?Because that type of “one morning” in a company’s life is inevitable.Even though it can come as a surprise, there are steps that can be taken already today to ensure that your organization is open, flexible, and has strong roots to withstand whatever winds come next.• Sincerity: As a leader, our past actions and the overall company culture will influence how employees interpret the message. A genuine commitment to change is crucial. So better start today.• Specificity: “Living anew” is a strong statement, and it needs to be followed by concrete actions to be truly impactful.Challenge the status quo, ask what can be done differently, change roles, pause, change the ‘how’, and more.How are you training your ‘strategic thinking’ muscle in your company?Dina

It's funny how life works sometimes. Just when you update your title to CEO and Founder, suddenly people you reached out to ages ago start giving you feedback. It's like they have a radar for freshly minted executives! But hey, I guess it's all part of the experience, right?There's something strangely satisfying about knowing that your journey has made you stronger. It's like those feedback messages are little reminders that you've come a long way. Maybe it's a sign that you're on the right track, or perhaps it's just a gentle reminder to stay humble and keep hustling.Regardless, embrace those messages with a smirk and a chuckle. Appreciate the fact that you've left an impression on these people, even if it took them a little while to respond. It's like the universe is saying, Hey, remember me? I saw your update, and now I'm here to give you some thoughts!So, take it in stride. The feedback, no matter how delayed, can still provide valuable insights. And remember, it's not every day you get to appreciate the humorous side of being an up-and-coming business powerhouse. Keep rocking those titles and keep building your empire with a smile on your face.

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𝗬𝗼𝘂 𝗴𝗼𝘁𝘁𝗮 𝗹𝗲𝘁 𝘆𝗼𝘂𝗿 𝗯𝗲𝘀𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗿𝘂𝗻!Otherwise, you'll lose them.I don't mean run away; I mean "set them free."➡️ A client recently called me, saying, "Adam, will you come do your thing and work with us for a few days?"This was the most empowering thing I'd heard in quite some time."Come do your thing, Adam!"💡 Your best people know how to do their thing.💡 This is why you hired them in the first place.💡 Provide them a framework to excel and align on vision, then set them free!I've witnessed too many companies lose their best people due to micro-managing and, more so, playing it too safe."𝗛𝗲𝘆, 𝗦𝘁𝗲𝗽𝗵 𝗖𝘂𝗿𝗿𝘆, 𝗜 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂’𝗿𝗲 𝗼𝗽𝗲𝗻, 𝗕𝗨𝗧 𝗽𝗲𝗿𝗵𝗮𝗽𝘀 𝘆𝗼𝘂'𝗿𝗲 𝘀𝗵𝗼𝗼𝘁𝗶𝗻𝗴 𝘁𝗼𝗼 𝗾𝘂𝗶𝗰𝗸𝗹𝘆." 𝘀𝗮𝗶𝗱 𝗻𝗼𝗯𝗼𝗱𝘆…𝗘𝗩𝗘𝗥If you limit your best people from fully tapping into their superpower, YOU WILL LOSE THEM.Especially during challenging times.➡️ The tendency is to grip too tightly when the pressure is on.💡 However, this is the opportune time to surrender and loosen the grip. As counterintuitive as it may seem, this is when you must double down on your trust in others and lean into the influential people you surround yourself with.Building a trusting culture that enables you to do this is imperative. ⭐ If you want to learn how we can help you do this, schedule a time to speak:https://lnkd.in/g8MzajVYI'd love to support your growth!#facilitation#leadershipdevelopment#ceos#founders

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When we have regret, it is fine. If we get stuck in regret, major problem. Another super power I have seen in effective founders - quickly moving from regret to action. It's a myth that successful leaders do not have regrets. Everyone does, they are human too.We all have regrets, missed opportunity, effort that was not enough, not prioritising, not planning something, not anticipating, not seeing something obvious, being too confident - all that makes sense in hindsight.And it is not easy to move out of this feeling. The stronger the desire for something, the stronger the regret. Just snap out of it does not work, usually. Founders have this incessant enthusiasm and have lot of wheels turning in their head. There are new things to do, optimising certain things, some amazing ideas, initiatives. And out of that some become recurring thoughts and there is a desire to execute these ideas. Then again some go into back burner, as the time goes in the existing tasks. New tasks always have an inherent barrier to start. When regret kicks in having missed executing something, it is natural to sulk. But effective founders quickly spring to action. The opportunity missed becomes a catalyst and makes them prioritise the activity. Now the focus completely moves from sulking to execution, which they enjoy.Snapping out is difficult but use regret to look ahead. It can give you the thrust to jump the barrier and create that opportunity again. We are not machines, at the same time we don't have to give in to these negative emotions. Feeling regret, start executing. #effectiveleadership #founders

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