With over 15 years of Human Resources experience, I currently lead as the Head of HR at Independent Food Company, leveraging CIPD credentials and an MBA to deliver transformative HR strategies. My expertise spans talent management, performance systems, and employee engagement, helping shape an inclusive, high-performing workplace aligned with organizational goals.  

I oversee strategic HR initiatives, including enhancing recruitment processes, implementing innovative sourcing tools, and designing talent development programs. Passionate about data-driven solutions, I collaborate with leadership to drive sustainable growth, foster operational excellence, and empower teams to unlock their full potential.

Ahmad Al Cheikh Hassan

The most expensive employee in any company isn’t the one with the highest salary…
It’s the toxic high performer.


They hit targets, they deliver results —
but behind the scenes?

• They drain morale
• They create drama
• They push good people out
• They destroy teamwork
• They cost the company more than they contribute

And the worst part?
Their performance becomes a blindfold that hides the damage they’re causing.

A real high performer isn’t just good at the job.
They make the team better.

As HR leaders, as managers, as organizations:
we need to protect culture with the same seriousness that we protect revenue.

Because one toxic high performer can do what 10 great employees cannot fix.

Choose culture.
Choose teamwork.
Choose people who lift others, not those who break them.

Your highest performer should never be your biggest problem. 

#performance #toxic #culture #people #hr #hrstrategy #teamwork #leadership #linkedin #linkedinconnections #aach

LinkedIn Top Voice | Head of HR | CIPD & MBA | 15 Years Driving HR Innovation | Strategic Leader in Human Capital Excellence, Business Integration & Organizational Transformation

Dear hiring manager, 

A couple of suggestions:

1. Please post the salary in the job description. If you want to know my salary expectation, then you also should post the salary budget for the role.

2. Don’t ask me to repeat stuff that’s already in my resume or cover letter. You can assume that I have read the job ad carefully, so I should assume that you have read my application.

3. Please tell me who I am going to be working for and with. Yes, you are taking a chance on me, but I am taking a chance on you guys too.

4. Please tell me the outcome of the interview, even if I was unsuccessful. It takes less than a minute to write a polite rejection e-mail. Failing to do this is just plain rude.

5. For the third interview and onwards, you should pay my time at standard consulting rates including expenses, transportation etc. I won’t make a living by constant interviews.

Recruitment is a two-way street. Both parties need transparency and respect. Open communication builds trust and sets expectations right from the start.

Let’s make the hiring process fair and efficient for everyone involved. Prioritize clarity and mutual respect. It’s time for a change in the recruitment game. What's your take?

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Don’t pick a job.
Don’t pick a company.
Don’t pick just any opportunity.

Pick a leader to work with.
💙Someone who will help you grow in career.
💙Someone who will advocate for you.
💙Someone who will mentor and coach you.
💙Someone who will look out for you even beyond your current job.
💙Someone who will back you up. 
💙Someone who values you and your work.
💙Someone who is kind but is honest when constructive criticism is required.
💙Someone who pushes you to take on new challenges and give you opportunities to grow.
💙Someone who cares about you as a human.

Because at the end of the day, it's these relationships that shape our careers and impact our lives. A great leader isn't just a boss but a partner in your journey. They see your potential and inspire you to reach it. They celebrate your successes and help you learn from setbacks. They recognize that your value isn't only in the tasks you complete, but also in the perspectives you bring and the energy you contribute. When you find that leader, you're not just building a career—you're building a future. Choose wisely. Your growth depends on it.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections #aach

Don't reject jobseekers just base on the following on their resume: 
 
• Career Gap 
• Age 
• Years of Experience 
 
Instead, give them a call and try to understand their reasons more before turning them down. 

 You might discover that their career gap was a time of valuable learning or personal growth. Their age could bring a wealth of wisdom and perspective. The years of experience might not fully capture their skills and potential to adapt and innovate.

Every candidate has a story. By taking a moment to listen, you could find the perfect fit for your team. Talent and passion often lie beyond the surface. Let's strive to be more inclusive and open-minded in our hiring approach. Embrace diverse experiences—they can lead to unexpected, positive outcomes.
 

#jobseekers #jobsearch #humanresources #hr #branding #marketing #hiring #humancapital #employeeexperience #people #peopleexperience #linkedin #linkedinconnections #linkedinposts #aach

I’m #hiring. Know anyone who might be interested?

A person with an employment gap can be your most loyal employee.  
A person who doesn't have a degree can be an expert.  
A person who is 45 years old can be an innovator. 
A person who was fired can be a top performer.  
Don't judge a book by its cover.  
Give everyone a fair shot! 
 

It’s time to rethink our biases and redefine what talent looks like. Talent comes in all shapes and sizes, often hidden beneath layers of experience and determination that might not fit traditional molds. When we open our eyes to potential beyond the resume, we find individuals who bring unique perspectives and drive. 

Let’s embrace diversity of experience and let potential, not presumption, guide our hiring decisions. The next game-changer could be someone you might have otherwise overlooked. Let's be the leaders who see beyond the surface.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

6 reasons you should apply for jobs even if you don’t meet all the requirements:

✨Job descriptions are wish-lists by the employer

✨You’re challenging yourself to step up to a new level career-wise

✨Sometimes, the JD is developed by someone who knows nothing about the role


✨ Growth happens outside your comfort zone. Applying for roles beyond your current qualifications pushes you to learn and adapt quickly.

✨ Employers value potential and drive. Showing your willingness to take on challenges can make a lasting impression.

✨ The skills you bring might be just what the team needs, even if they weren’t listed. Diverse backgrounds contribute to innovative solutions.

Don’t let a lack of perfect alignment hold you back. Opportunity often lies in unexpected places.

#hr #humanresources #employer #branding #people #culture #team #managers #leaders #jobs #interviews #growth #development #linkedin #linkedinconnections

I’m #hiring for an open role. Know anyone who would be a good fit?

Interview timelines are OUT of control!!!!


1 month, 2 months, 3 months or more.

I’ve had C-Suite candidates go through 6 months or MORE for a job.

ONE job.

6 months. Completely and utterly ridiculous.

Back in the day, we made hiring decisions within a week after 1 or 2 interviews.

And you know what? People stayed at those jobs for years.

If we made a bad hire, we fixed it.

If someone needed more training, we provided it.

If that job wasn’t a good fit, we found something for that person that was.

That’s how things worked and they worked out pretty well.

There is no one perfect candidate.
Stop looking for them.

If you can’t confidently extend an offer to a candidate after 1 or 2 interviews, you are not doing a very good job.

Hiring should be done by instinct.

I used to call it my internal HR compass.

You either have it or you don’t.

Stop torturing candidates with a 17 interview process because you can’t do your job.

They deserve better.

And your company deserves better too.

Long, painful interview cycles don’t just waste a candidate’s time—they also send a loud message about your decision-making as a business.

Top talent won’t wait around. They’ll go elsewhere and remember your company as “that place where the process dragged on forever.”

You lose out on skills, energy, and fresh thinking.

You damage your brand.

At the end of the day, hiring is about people. Trust your process. Make decisions. Move.

The longer you take, the more you miss.

Let’s bring back common sense and respect for everyone’s time—yours and theirs.

#interviews #hr #humanresources #talent #people #strategy #process #business #leaders #linkedin #linkedinconnections

Dear Bosses & Managers,

More of the Gen Z is entering the Workplace.

Their work ethic differs largely from other generations.

To them, Mental Health is a priority and Work should be enjoyed, not endured.

When you choose to understand Gen Z, you will work better with them.

You'll notice their preference for flexibility and creativity. They're not afraid to question the status quo. This isn't challenging authority; it's about finding better, innovative ways to do things.

Remember, they value transparency and feedback. Engage them in conversations, not just directives. Offer mentorship and opportunities to grow, and you'll see their potential unfold.

Invest in their strengths and you'll cultivate a team that's resilient and driven. Let's embrace the energy and fresh perspectives they bring to the table. The future workplace depends on it.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Can we please stop automatically passing over job seekers with the 'Open to Work' banner?

This banner does NOT make one look desperate, as many tend to think.

There is nothing wrong with letting others know you are looking for work.

Something most of us need to survive.

Plus, as a recruiter, I love this banner. 

If I am looking to fill a job, why would I NOT reach out to those who are looking for one?


Job Seekers, I say wear the banner loud and proud!

It takes courage to put yourself out there. It's a proactive step that says you're ready for opportunities. As a recruiter, I see it as a signal of readiness, not desperation. Companies should embrace this openness. It's a call to action for potential employers. Why overlook eager talent?

Hiring should be about finding the right fit, not outdated perceptions.

The 'Open to Work' banner is just one piece of that story. If you're a recruiter or hiring manager, challenge yourself to look beyond the surface. Engage with candidates who show initiative. Remember, today's world values transparency and adaptability.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Culture is NEVER an HR thing.

Culture is an EVERYONE's thing.

If you are in HR make sure to never let anyone at work make you the sole responsible for all things culture. Get leaders, managers and employees involved or else communicate the risk of letting it be just an HR thing.

Building a great culture is a collective effort.

Every voice counts, every action matters. Leaders should walk the talk and model the values they want to see. Managers need to nurture the environment and support their teams. Employees should feel empowered to contribute and share their insights.

True culture thrives when it's woven into the fabric of daily operations, not just a checklist item. Encourage open communication, celebrate victories, and learn from challenges together.

Remember, a thriving culture fosters innovation, engagement, and resilience. It's everyone's responsibility to build and maintain it. Make it authentic, make it inclusive. Keep it alive and let it evolve with your people.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Why HR don't hire Fresh Grad?

Let's think for a minute.

Imagine you are sending your laptop for repair, do send it to 

a. Newly open shop
b. Experienced shop

100% would pick b.

The question here is, how do you gain experience without going into the workforce?

Without experience, opportunities seem scarce. But how can you gain experience without that first break? This is the challenge many fresh grads face every day.

Employers often look for proven skills, but they might be missing out on untapped potential. Fresh grads bring fresh perspectives, curiosity, and a willingness to learn. They might not have years of experience, but they have years of potential.

Maybe it's time for companies to rethink their approach. 

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

The best recruiters today isn't the HR Department. 

It's your people. 

Why? 

Because when they meet with friends, most of the time they talk about work - their boss, their culture, paycheck, benefits and everything else in between (including the politics).

You will get someone's attention with a good website, an initial interview or perhaps a nice onboarding package, but you will most likely get their buy-in when you hear it straight from their people. 

Want to attract or retain talent?

Take care of your people and the rest will take care of itself.

Your team can be your strongest advocates. Their words carry weight, sparking genuine interest. Their stories and experiences resonate more than a polished pitch ever could.

Empower them. Listen. Offer growth and support.

Create a culture they’re proud to share. The ripple effect is powerful. When your people thrive, so does your ability to attract top talent. The best recruitment strategy is building an environment worth talking about.

What story do your employees tell about you?

#people #culture #leaders #hr #hrstrategy #business #management #hiring #jobs #branding #linkedin #linkedinconnections #aach

If you meet 100% of the job requirements,

You are underselling yourself.

The rule of thumb is:

"If you meet 60% of the requirements, you can apply."

Do not get intimidated by "years of experience."

What matters is that you prove that you can do the job.

You are the only one who knows the value you can add!

Go and find a job opening that can get you to the next level.

Think about where you want to grow, where your skills can shine, and what challenges excite you. Push beyond your comfort zone. Show them your potential, your drive, and your unique perspective. Employers are looking for problem solvers, innovators, and leaders. Be bold. Trust in your capability to learn and adapt. Your career is your story, and it's time you take the lead in writing the next chapter.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Retaining your current employees is much easier than finding new ones.

But most entrepreneurs and companies seek new talent instead of promoting the current employees.

Around 90% of employees leave when they get good opportunities because companies fail to:
> invest their time in the well-being of employees
> Ask how they’re doing
> Keep track of their growth
> Understand their goals

Instead, retain your employees; it will give you 10x ROI.

Focus on building a culture where growth is a priority. Create channels for open communication. Recognize achievements and celebrate milestones.

Provide mentorship and training programs. Employees thrive when they feel valued and empowered.

Your team is your greatest asset. Invest in them, and they will invest back in your company. Retention isn't just about saving costs, it's a strategic advantage.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

This made me stop and reflect today.


Not because it was new — but because it clearly put into words things many of us in HR learn a bit too late.

A few thoughts that really stayed with me:

• People don’t follow policies. They follow credibility.
Titles don’t build trust — daily actions do.

• Culture is created by behavior, not statements.
What we tolerate quietly becomes the system.

• Managers are the most important HR system.
When managers are confused, the organization feels it immediately.

• Clarity beats charisma. Every time.
People don’t need more motivation. They need simple processes and clear answers.

As an HR leader, this is a reminder I take seriously:
modern HR is not about control — it’s about credibility, enablement, and impact.

Culture isn’t what we say.
It’s what people experience, every single day.

What resonates most with you?

#hr #humanresources #employeeexperience #people #culture #linkedin #linkedinconnections #aach

Behind every resume, there may be a story of struggle, hard work, and determination. 

It is essential to recognize that people come from diverse backgrounds and have different life experiences that have shaped who they are today. As such, it is important to approach every resume with empathy, understanding, and an open mind.

Employers should remember that the person behind the resume is more than just a set of skills and qualifications. 

They are human beings with their own hopes, dreams, and responsibilities. By acknowledging this, we can create a more compassionate and inclusive work culture that values and supports all individuals.

When we look beyond the credentials, we start seeing potential that traditional metrics might miss. It's in the gaps that we find resilience and in unconventional paths that we discover innovation. Encouraging a workplace where everyone feels valued for their unique journey not only enriches our teams but also drives genuine progress. Let's challenge ourselves to hire with heart and lead with inclusivity, ensuring diverse voices are heard and respected. This approach doesn't just build better teams—it builds better futures.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

HR is not slogans.
 Culture is not a department.
 And hiring is not paperwork.

When someone describes your work as choosing meaning over decoration, it’s more than a compliment — it’s a responsibility.
I’ve never believed that people are “resources” to be processed.

 Behind every CV is a life story.
 Behind every role is a promise.
 And behind every organization is a culture shaped daily by behavior, not policies.
Hiring, performance, and growth are not neutral systems.
 They are ethical choices.
 How we select.
 How we reject.
 How we reward performance — and refuse to tolerate toxic behavior disguised as results.

HR should not exist to protect systems.
 It should exist to protect trust.
Thank you to everyone who reads, questions, and engages with these conversations.
 
Human-centered work isn’t a soft approach — it’s the only one that lasts.

https://lnkd.in/dPnaeNrj

#hr #humanresources #people #culture #leaders #linkedin #linkedinconnections #aach

Open article: شخصيات لينكدإن: أحمد الشيخ حسن by exeeddigitals.com

شخصيات لينكدإن: أحمد الشيخ حسن

New Era – The Journey Forward | EVA

Our All-Hands Meeting marked an important milestone for EVA — one that reaffirmed a core belief: EVA’s strength lies in its people and its culture.

Culture at EVA is not defined by words.
It is demonstrated through action.

Proud of our people.
Focused on the future.
Committed to the EVA journey forward.

A moment from New Era – The Journey Forward. 

#evainteriors #greatplacetowork #workwitheva #people #culture #uae #linkedin

New Era – The Journey Forward | EVA


Our All-Hands Meeting marked an important milestone for EVA — one that reaffirmed a core belief: EVA’s strength lies in its people and its culture.

This session was not about announcements, It was about alignment — on how we work, how we lead, and the standards we hold ourselves to as EVA moves into its next chapter, because at EVA, culture is not an initiative; it is how results are consistently delivered.

We reflected on our journey, clarified what lies ahead, and reinforced our commitment to building an environment where trust, accountability, and ownership are lived every day.

Culture at EVA is not defined by words.
It is demonstrated through action.

Proud of our people.
Focused on the future.
Committed to the EVA journey forward.

A moment from New Era – The Journey Forward.

#evainteriors #greatplacetowork

Helping Women in Tech 👩🏾‍💻 Build a Career & Business They Love | Ex-Fortune 100 Exec at Google & LinkedIN | 15,000+ workers coached |

My passion for people runs deep.
I’ve coached over 15,000 women at Google
through a program that continues to empower talent today! 

Guiding the next generation to step into their potential isn’t just part of my work… 
It's my life’s mission.
I thrive in helping ambitious professionals make Quantum Shifts in their career,
especially in an AI-driven world.

If you have an opportunity where you're looking: 
- to achieve a career pivot
- to find a new job
- to gain sought after skillsets
- to get ahead in your career
- to learn to navigate corporate systems 
- to start or scale your side business
contact me.

I've coached people at Accenture, Delta, Mastercard, Barclays, Deloitte, Google, Linkedin, entrepreneurs and many more.

If you aspire to transform yourself into a bold leader, discover my top 5% method below and APPLY NOW to explore what's next for you:
https://www.top5percentmethod.com/
Reach out at: hello@Drivingimpact.io

Katheline Jean-Pierre MSc

Not every season will feel magical.
Some are for shedding.
Some are for building.

I’ve lived through all of them:

•  The quiet season of healing
•  The grinding season of building
•  The rising season of growth
• The radiant season of blooming

Each one required a different kind of leadership.
A new mindset. 
A sharper plan.

Some seasons called for letting go.
Others demanded I roll up my sleeves,
be heads-down, 
put food on the table,
and get things done.

Wherever you are right now: know this👇🏽

No season lasts forever.
And no season is wasted if you act with intention.

Even if the current season seems heavy...
Know that the next season might feel lighter,
and it might even sweep you away!

Keep going, and know that:  
another season is on the way. 🩷 


🔁 Repost if someone in your network needs this reminder.
📣 Follow me Katheline Jean-Pierre MSc for grounded life, career & leadership insights.

Fortune 100 Revenue Leader | My Life Mission: Helping Women in Tech 👩🏾‍💻 Become more secure in their career | Ex-Google |

Moving across countries 13 years ago 
thought me one thing:
to let things go.

To start fresh.
To leave behind what no longer fit.
The extra luggages... the extra pairs of shoes... the mindset...
Growth demands release.

And the only thing more painful than growing?
Staying stuck at the same place when you know you were meant for more.

The caterpillar digests itself before it becomes a butterfly.
That’s how transformation works.
It’s messy, it's hard, it feels like you're chewing yourself up,
literally,
but it's always worth it.

Here’s what’s helped me grow through the seasons:

1/ Be kind to yourself
This isn’t easy. You’re doing better than you think.

2/ Trust the process
Feeling lost is part of finding your true path. 

3/ Embrace the struggle
What’s hard today gets easier with time.

Max De Pree said:
“We cannot become what we want by remaining what we are.”

💬 What’s one thing that helped you grow? 
Drop it below.

📍 Need a growth system? Join The Top 5% Method® mindset tools sent biweekly.

♻️ Repost to help someone else grow.
🔔 Follow me (Katheline Jean-Pierre MSc) for biweekly mindset shifts.

Fortune 500 Revenue Leader | My Life Mission: Helping Women in Tech 👩🏾‍💻 Become more secure in their career | Ex-Google Exec |

I’ll always remember the leader who made me cry.

Not out of shame or ego, 
but because he cared enough to be honest.

He showed me what I couldn’t see...
Where I was holding back...
He put a mirror right in front of me.

That's the kind of leader you never forget.

The kind of leader:
• Who gives you a nudge, or a hug, at exactly the right time.
• Who sees something in you before you see it yourself.
• Who tells you the truth, even when it’s hard to hear.
• Who helps you believe in what you're capable of.
• Who reminds you who you are when you forget.

I’ll always remember the leader who made me cry.
because he cared enough to be honest.

He showed me what I wouldn’t see.
And what I could do if I chose better in the moment.

That conversation stuck with me. 
It changed how I show up: for myself and for others.

Now that the years have passed,
that a decade has vanished...
I still stand by the belief that:

People don’t just want to be managed.
They want to feel seen.

So the real question isn’t: Are you managing well?

 It is: Are you actually seeing your people?

If this hits home and you want more real talk on leadership, growth, and showing up at a higher level. I share it all in my newsletter: The Top 5% Method®

 ​📌 Here’s the link if you’re curious: https://lnkd.in/gX4mEkVA
🔁 Repost to remind leaders of what their mission is: changing people's lives.

A sign on a pink wall. It says: "People don't just want to be managed, they want to be seen. Katheline"

I have restarted multiple times.
Yes, that's true. 
It wasn't easy.  But I did it anyway. Here is why:

I’ve moved across countries.
Switched industries.
Shifted many different roles.

And every time I did... someone said:

“Are you sure?”
“You’re making the wrong decision.”
“Won’t that slow you down?”

But here’s what they didn’t see coming:  WHY I did it.

You don't get to the BE the best version of yourself by staying comfortable.
You can’t always break glass ceilings silently.

You break them by:
•  Speaking up, even when your voice shakes
•  Sharing your wins without apologizing
•  Refusing to wait for permission

I didn’t wait to be discovered.
I didn’t wait for a title to speak.
I didn’t play it small to stay safe.

I owned my voice.
I celebrated my wins.
I brought other people into the room with me.

Because this isn’t just about getting ahead,
It’s about creating your space to shine.

The difference it made:

•  My podcast ranked in Apple's top 200 in business for 6 months in a row.
•  Speaking on stages across Europe, the US, Canada and Africa.
•  Growing my following 4X to 37,000 on Linkedin in 8 months.
•  Paid consulting contracts to help others do the same.

All because, I built a brand authority that compounds over time.

It all started with one simple decision: TO START.

If you’re tired of being undervalued.
Let this be your sign.

You don’t need permission. 
You just need to START. 

I'm hosting a Masterclass on how to build a Brand Authority that compounds.

Join me on Tuesday February 3rd at 11am PDT/ 2pm EST.
👉🏽 Register now: https://luma.com/hviyhi21
👉🏽  Become more secure in your career: https://lnkd.in/gSjNSxT5


Now, tell me: What's one thing you can do today to stop playing small?

A woman in a podcasting studio with  a microphone. Her name is 
Katheline Jean-Pierre. The quote is: "
I didn’t wait to be discovered.
I didn’t wait for a title to speak.
I didn’t play it small to stay safe.

I owned my voice.
I celebrated my wins.
I brought other women
 into the room with me. "

The highest-paid women in tech aren't chasing credit.

They're building character
when nobody's looking.

While you're worried about who's noticing your work, they're focused on doing work worth noticing.

They understand compound character.

Every time you mentor someone without posting about it.
Every moment you choose integrity over image.
Every decision to do right instead of what's easy.

Yesss. It compounds.

That quiet consistency becomes your reputation.
That behind-the-scenes integrity becomes your brand.
That's when the invisible work becomes the foundation
for very visible opportunities.

The executives making promotion decisions watch the patterns.
They see who delivers without drama.
They notice who can be trusted with bigger challenges.

In a world obsessed with performance.
Start building who you are when cameras are off.
When the masks are off.
When there's no more pretending...

Ask yourself:  Would you still lead if no one knew your name?

It's often what separates the promoted from the passed over. The little extra things done when others are chasing credit.


📣 Follow me Katheline Jean-Pierre MSc for insights on advancing your tech career with integrity.
🔁 Repost to help others focus on substance over spotlight.

Fortune 500 Revenue Leader | My Life Mission: Helping Women in Tech 👩🏾‍💻 Become more secure in their career | Google Alum

Flop before you fly.

That's what 2025 thought me.

If you’re not willing to fall flat, 
your career likely won’t take off.
You’ll see progress. 
You’ll hit goals.

But you won’t grow in the ways that matter.
It’ll look like success.
It'll look GOOD...

But underneath, 
you’ll feel stuck, 
stifled. 
Off-course.

Real growth happens when you stop performing.
When you stop hiding what didn’t work.
When you study the moments that cracked your ego wide open.


That’s when things shift.

You stop chasing.
You start leading.

People don’t need the polished version of you.
They need the truth. 
Your TRUE self. 

That's right! 

The flops. 
The rebuilds.

Share them.
 
That’s how you build Brand Authority that actually leads.
That’s how you become someone worth learning from.

🟡 What’s one tip that helped you grow?
🔁 Repost to help people see flops as stepping stones in their career.

No alternative text description for this image

Thursday reality check: 
If you're busy but not winning, your system is broken. Not your effort. 
Steal these 4 time management techniques of top CEOs.

You say you don't have time... 
But often time isn't the problem,
awareness is,
focus is...

Here's your brutal time audit.
Time management is about doing what actually moves the needle.

What most people get wrong:
They stay busy, not productive.

Let’s fix that ⬇️

Time management Tip #1:  Eat That Ugly Frog
↳ Do the hardest task first
↳ Build unstoppable momentum

Time management Tip #2:  The Pomodoro Technique (It's classic & effective!)
↳ 50 mins deep work
↳ 10 mins recharge
↳ Work smarter, not longer

Time management Tip #3:   80/20 Rule (I live by this rule for everything!)
↳ 80% results come from 20% of tasks
↳ Identify. Prioritize. Execute.

Time management Tip #4:   2-Minute Rule (The no non-sense rule)
↳ Small tasks? Do them now.
↳ Don’t let tiny things pile up.

You don’t need more hours in a day.
You need fewer distractions and sharper focus.

Master your time.  Master your results.

💾 Save this post.
♻️ Share to help your friends increase their productivity.
🔔 Follow me Katheline Jean-Pierre MSc for CEO-level productivity tips.

2024: Performance. Healing. Rest. 
2025: Standing up to everything inside and outside that wanted me small. 

2026: Dancing in the light.

Everyone asks me about my 2026 resolutions. 
I have just one word: Kanpe.
In Haitian Kreyòl, it means “to stand up” and "to rise".

But for us, it means so much more.

It’s the quiet power of resilience.
It’s standing tall in the face of hardship.
It’s dancing when the world wants to break you.

For me, 2025 wasn’t just about building a business.

 It was about standing up:
To the fear.
To the noise.
To the voices inside and outside that wanted me small.

2024 was a year of Performance. 
Healing. 
and Rest. 
Stepping onto global stages in Europe and Africa.
talking growth, AI, and careers.

But 2025?
It was heads-down.
Stepping fully into my purpose.
Coaching women, mentoring minorities, guiding those looking for their voice. Looking to build their brand authority.
Owning mine alongside them.

Oftentimes, it looked like working from home in my PJs, 
toddler on hip,
or relocating twice in a year searching of my dream community. 
Finding my vibe. 
And quietly walking away from places, people, 
and relationships that no longer served me. 

No matter how loud their stories were.
No matter what masks they were wearing this time. 

My ancestors fought for freedom.
And in my own way, 
so did I.

I stood up to the forces,
internal and external 
that tried to dim my light.
And I chose to carry it anyway.
So no, I don’t have a long list of resolutions.

In 2026, I’ll be dancing in the light. 
Every. Single. Day.
Grateful for making it another day. 
Literally standing 'kanpe'
and stepping it up. 💃🏾

If you’re ready to claim your light.
🕯️Comment LIGHT below.

🔁 Repost to inspire others to fearlessly step into their power.

You're not really too busy, 
You're just misaligned with your priorities.
Today is your opportunity to take care of you.

This is your reminder to:

Go for a long walk in the sun
Get your workout in
Drink your glass of water
Take that nap
Stretch
Meditate for 5 minutes

You only get one body. 
One mind. 
One you.

And if you don’t self-care today, 
you’ll be forced to self-repair later.

This is your call to invest in you.

Start now.

🔁 More people need to see this, share it with your network.
📣 Follow me Katheline Jean-Pierre MSc for daily life inspiration.

image credit: Rob Dance

no one is too busy, it's just a matter of priorities. This is your reminder today to take care of you.

The women getting promoted 2.3x faster know something about themselves that you're still figuring out. 

You think you fail because of your willpower.
The reality is you fail because of your identity.

Who do you believe you are?

Who you think you are drives your performance.
It also drives your success.

That’s one clear insight in James Clear's book Atomic Habits. 

You win when you can change who you believe you are. 

Then, you can add all the systems, the rules and the outcomes tied to who you know yourself to be.

When identity changes, behavior can follow. Not the opposite.

What identity are you reinforcing with your habits right now?

♻️ Repost to help someone start their 2026 planning with the right approach. 
➕ Follow me Katheline Jean-Pierre MSc. I help women in tech gain insights on how to advance their career.

The best time to ask for a raise 
isn't at your annual review. 
It’s 48 hours after you made your boss look good to their boss.

 That’s the small window when you’re TOP OF MIND for them.  

This window of time is important, 
and as my kiddo says:
 It's "tiny tiny". 

This win is the "tiny tiny" window for you to ask for more.
...and the more you keep stacking these wins,  the more you can build your case for more...

Because in reality:
Your promotion might be delayed.  
But your raise doesn't have to be.

40% of companies now offer promotions without pay increases. 👀 
Which means you can negotiate a raise without the title.

Most professionals wait for their manager to bring it up.

The Top 5% creates the conditions that make "yes" inevitable.

Here are 6 simple ways to do it:

1/ Build your case 90 days early

Average: Asking during annual review with no prep
Top 5%: Tracking impact for 3 months before the ask

Document:
→ Revenue driven or protected
→ Costs reduced
→ Time saved
→ Problems solved outside your job description

"I improved morale" = nothing.
"I cut turnover by 40%, saving $180K in recruiting costs" = leverage.

2/ Time it right

Ask after:
→ A major win
→ You made your boss look good to their boss
→ Strong company earnings
→ During off-cycle reviews (62% of orgs now offer these)

Never ask during budget freezes or layoff rumors.

3/ Reframe it as market correction

Don't say: "I think I deserve more."
Say: "I'd like to discuss a market adjustment. My compensation doesn't reflect the level I'm delivering at."

You're not asking for a favor.
You're correcting a gap.

4/ Name the expanded scope

Your role grew. Your pay didn't.
Script: "When I started, I handled X. 
Now I'm doing X, Y, and Z. I want my comp to match the scope I'm already delivering."

This isn't "give me more for the same work."
This is "pay me fairly for the work that already changed."

5/ Give them a timeline

If budget is tight:

"I understand timing might be challenging. Can we set a date in 60 days to revisit? I'd like to know what I need to hit to make this happen."
Keeps it alive without the fight.

6/ Negotiate beyond base salary

Salary frozen?

Comp isn't just your base number. Ask for:
→ Professional development budget
→ Flex work arrangements
→ Performance bonus
→ Stock options
→ Extra PTO

Your promotion might take 18 months.
BUT your comp conversation can happen in 18 days.

If you wait for your company to value you, you'll be waiting a long time. Think about a 5 year old who says - impatiently: "Are we there yet?" It's all encompassing, all demanding and unmissable...  That's the energy you will need to stay top of mind and become unmissable.


📩 Ready to stop waiting? Join the Top 5% Method® Career Accelerator cohort starting Feb 5th https://lnkd.in/gSjNSxT5

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

"I never thought it was possible."

"I was completely overwhelmed."

Meet Paola: Digital marketing manager who was looking to successfully pivot in her career.

In a few weeks in the top 5% career accelerator program, she went from feeling overwhelmed to being offered the role she was targeting at Accenture. 

Listen to her story below.

➝ If you are ready to create the next level version in your career, apply to join the waitlist today: https://lnkd.in/dfk8B-WT

📅 Next cohort starts in February 2026: https://lnkd.in/gSjNSxT5

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