All my life I’ve been a fierce force of imagination, persistence, and hard work: like a dragon hunting for gold. But instead of treasure, I’ve been searching for stories to tell and ways to make an impact.

Born in Belarus, I studied journalism in Bulgaria and worked in marketing in Russia, but storytelling has always been my true passion. I create narratives that allow people to explore fresh perspectives in a safe, immersive way.

As a queer, neurodivergent woman from a patriarchal country, I’m passionate about shedding light on complex topics through my work. Over the years, I’ve designed more than 100 LARP games, written 10+ original tabletop campaigns, and worked as a script supervisor on the short film Mein Name Akim (2024), which tells the story of transgender refugees in Germany.

During my MA in Serial Storytelling at IFS Cologne, I honed my skills across genres, working on solo projects as well as collaborating in Writers' Rooms.

Currently, I’m co-developing a visual novel game with a co-author as a passion project.

Now that I've completed my degree, I’m eager to bring my creativity to TV and gaming, crafting stories in both English and German.

Dragons never stop breathing fire. And neither do I, with an endless flow of ideas and stories I can’t wait to share.

Alena Lysiakova

Finishing my first #vertical rom-com sample taught me one thing very clearly: you don’t write episodes from the beginning. You write them from the cliffhanger. 🙂 


In verticals, the ending isn’t a nice wrap-up. It’s the engine. Every episode has to land on a moment that reframes what we just saw, emotionally, romantically, or comedically, and makes the next episode unavoidable.
So instead of asking, “How does this episode start?” I started asking, “What’s the last thing I want the viewer to feel?” 

💡 Once the cliffhanger is clear, the rest of the episode snaps into place. Scenes suddenly know how long they’re allowed to be. Dialogue stops rambling. Every beat either pushes toward that final turn or it gets cut.

Writing verticals this way changed how I think about structure in general.
Endings first. Then precision. Then mercy for nothing that doesn’t earn its place. In most of the cases, if the cliffhanger works, the episode works. Everything else is just scaffolding.

#VerticalSeries #Screenwriting #StoryStructure

Alena Lysiakova 🐉

Narrative designer and screenwriter ▶️ Let's create stories that make an impact

🐲 Ever wondered why some audio games pull you in instantly, and others just sound like long audiobooks with buttons?

It’s rarely a tech problem. It’s almost always a writing problem.
That’s why I’m running a live masterclass on writing for audio interactive games, and it’s built as a write-along session, not a lecture. 

What we’ll do together:
- Start with a simple inner pitch and turn it into a playable audio scene
- Learn how to write stories that work without visuals, using sound, silence, and pacing
- Craft dialogue that actually survives being spoken aloud
- Design micro-choices that create emotional pressure instead of fake branching
- Learn how to ask the right questions that drive interactive audio forward
- Break down the most common mistakes in audio interactive writing, and fix them with less text 

We’ll also explore TWIST, the interactive audio engine by EarReality, and how it makes writing for audio easy, intuitive, and exciting, even if you’re not technical.

You’ll leave with:
- A playable audio micro-scene you wrote during the session
- A repeatable way of thinking about interactive audio writing
- Clear next steps to continue developing your story

This is for you if you’re:
- A writer curious about games but focused on story
- A narrative designer moving into audio
- An audio drama creator exploring interactivity
- A creator looking for new storytelling formats

📝 Come ready to write. This is a write-along interactive session.
Event details & registration are below 👇 
https://lnkd.in/eiV_CTyB

Audio interactive games are not audiobooks. They are not podcasts with choices. And they don’t work if you “just write good dialogue.”

This live masterclass is a writing-first, hands-on session focused entirely on how stories change when they are written for ears, choice, and listener agency. We are not talking about game mechanics or coding. We are talking about writing — and how to rethink it for interactive audio.

📝 Be ready to write a lot. And interact a lot. This masterclass is designed for people who learn by doing, not by watching slides.

Vera Leininger, Wynona Cybil Alwyn and 24 other attendees

View event: Masterclass: Writing for Interactive Audio Games

Masterclass: Writing for Interactive Audio Games

One of the fastest ways to break immersion in an audio game is letting the protagonist know more than the player. 👾 


The moment that happens, intimacy is gone. 💀 
Audio works because it’s close. Personal. Almost conspiratorial. The player is inside the character’s head. And that only works when discovery happens together.

Shared ignorance is powerful.

When neither the player nor the protagonist knows what’s behind the door, every sound matters. Every pause carries weight. Every choice feels risky, not because it’s complex, but because it’s unknown.

From a narrative design perspective, this changes how you structure information:
🐲 Exposition becomes something you earn, not something you dump
🐲 Revelations land harder because they surprise both sides
🐲 Trust forms between player and character; you’re figuring it out together

The opposite is also true. If the protagonist casually hints at knowledge the player doesn’t have (“You already know why this is bad…”), the player is suddenly outside the story, trying to catch up instead of living it.

In audio, dramatic irony is a luxury you rarely need. Alignment beats cleverness.

👉 Design your stories so the player and protagonist learn, doubt, and panic at the same pace. That’s where audio stops being a format and becomes an experience.

#NarrativeDesign #AudioGames #StoryArchitecture

In audio games, choices aren’t just content. 
👉 They’re mechanics.


“Open the door.” “Crack the door quietly.” “Kick the door in.”
Same action. Completely different game.

The phrasing doesn’t just describe behavior, it tells the player how to feel about the choice. Safe. Careful. Aggressive. Desperate. Confident. Panicked.

That’s why writing choices is a design task, not just a writing one.
When I work on audio narratives, I think about:
🐲 What emotional tone does this phrasing signal?
🐲 Does it invite caution or recklessness?
🐲 Does it frame the player as in control or reacting under pressure?
🐲 Does it suggest consequences without spelling them out?

The player isn’t only choosing what to do. They’re choosing how they are doing it and who they are in this moment.

If your choices are all written in the same neutral voice, you’re flattening player agency, even if the branches are complex. In audio, wording is gameplay.

#NarrativeDesign #AudioGames #GameWriting

🐲 Audio games shine when they tap into instinct. 


Fear. Curiosity. Trust. Suspicion. That split-second feeling of “this feels wrong” or “I should follow this voice.” 

💀 What they don’t do well?
Turning into memory exams.

If a good outcome depends on recalling a name, a code, or a tiny detail from 20 minutes ago, you’re fighting the format. Audio isn’t built for note-taking. It’s built for presence.

Instead, strong audio choices are designed around:
🐲 Emotional recognition (“This voice feels unsafe.”)
🐲 Pattern sensing (“This keeps happening when I trust them.”)
🐲 Narrative logic (“They warned me about this kind of room.”)

That way, even if the player doesn’t remember the exact detail, they still feel like they made a meaningful choice, not a random guess.

Good audio design doesn’t ask: “Did you remember?”
It asks: “What does your gut tell you right now?”

That’s where audio becomes powerful.

#NarrativeDesign #AudioGames

Quick reminder: besides writing stories, I also help other people write theirs. 🎧✍️

I’m opening a few free coaching spots this month for storytellers:  screenwriters, game writers and copywriters or anyone trying to untangle their plot at 2am. 

👉 If you want sharp feedback, practical tools, and zero sugarcoating (but lots of support), hop in.

Open article: ADPList: Get mentored by Alena Lysiakova 🐉 on ADPList by adplist.org

ADPList: Get mentored by Alena Lysiakova 🐉 on ADPList

Not every choice needs to derail the plot. 👾 


But every choice should change the experience.

In audio games especially, meaningful choices aren’t always about branching into entirely new storylines. They’re about shaping how the story feels to the player.

Good choices can:
🐲 Shift tone (kind, cautious, reckless, ruthless)
🐲 Redefine relationships and trust
🐲 Change how the player sees themselves in the story
🐲 Unlock bonus lore or small secrets that reward attention

One of my favorite design approaches is building narrative branches as journeys between fixed plot points. The destination stays the same, but the path there changes who you are when you arrive. The agency lives in letting the player leave their fingerprints all over it.

👉 If a choice makes the player think, “This felt like me,” then it worked, even if the plot stayed exactly where it was.

#NarrativeDesign #AudioGames #GameWriting

Feel Good Murder TV was on 🔥 in 2025. Is it still so?

That TV trend that feels strange to explain but makes total sense once you experience it. 🐲 

In my latest article, I explore why feel-good murder shows are suddenly everywhere and why audiences are strangely into it.

👉 https://lnkd.in/euAhfDMu

If you’re interested in how tone, genre expectations, and emotional hooks shape modern storytelling (especially in TV), this one might make you rethink what “comfort viewing” really means.

#Storytelling #TVTrends #MediaAnalysis

Open article: The rise of feel-good murder TV by meer.com

⏱️ Starting in ONE hour!

The masterclass on writing for interactive audio is about to begin. 
If you’re in — grab your spot now and join live.

👉 https://lnkd.in/edpWX8TG

See you there 🎧 🐲

Unconventional Leadership Enthusiast | Creator and propagator of the "5E's of Leadership" | Empowering Leaders to Transform & Thrive in the Age of Change

When leaders face tough situations — turnarounds, post-acquisition chaos, leadership breakdowns, toxic culture, execution failures — they don’t need advice or frameworks.
They need someone who can step in, take ownership, and deliver results.

That’s what I do.

I bring 20+ years of senior HR and organizational leadership experience across EMEA, with 10+ large-scale transformation assignments. I embed with executive teams, stabilize situations fast (3–6 months), and build sustainable leadership and organizational capability over 12–18 months.

I work at the intersection of leadership, decision-making, and organizational systems — where strong individuals often struggle to operate as a coherent whole under pressure.

⸻

Selected impact:

→ German manufacturing business in crisis
Leadership vacuum, toxic culture, massive talent exodus.
Turned €10M annual losses into breakeven within 12 months.

→ Three Italian plants operating as warring factions
No alignment, no shared priorities.
Built cross-plant leadership alignment; European product sales increased by ~25%.

→ Young leadership team blocked by entrenched resistance
Coached and supported them through a full transformation.
Order execution speed improved by 30%; complete business model turnaround within one year.

→ Severe labor availability crisis across Eastern Europe
Attrition reduced from 25% to 8%; seasonal staffing stabilized through leadership and HR mobilization.

→ Quality function collapse after global product recall
Rebuilt the function from scratch, replaced half of leadership.
All critical issues resolved within 12 months; quality records broken year after year since.

→ Commercial organization with toxic culture and recurring losses
Transformed into the fastest-growing commercial team in Europe within 18 months.

⸻

How I work

Beyond classic interim leadership, I increasingly use facilitated business simulations to make leadership and decision-making dynamics visible under pressure.
They help executive teams see — within hours — patterns that often remain hidden in meetings for years.

This is not training and not theory.
It’s a way to surface how decisions interact, where responsibility concentrates or disappears, and why strong teams sometimes underperform as a system.

⸻

Where I typically engage

• Crisis stabilization
• Post-acquisition integration
• Leadership transitions
• Culture and execution transformation

Scope: EMEA.

⸻

Available for Interim CHRO / HR Director assignments and executive-level transformation work.
High travel is not an issue.


Mikhail Lvovskii

I used to introduce myself as an HR Business Partner.

Then a plant manager told me: I don't need a partner. I need someone who tells me what I don't want to hear.

That stuck.

See, "partner" sounds strategic. It sounds like you're in the room, working together, nodding along.

But in the real world, when a business is in trouble,
agreement is the last thing that moves the needle.

Leaders don't need another person cosigning their decisions.
They need someone who points out what everyone else is quietly ignoring.
Someone who's willing to be unpopular.
Someone who calls out the elephant, every single time.

That's what makes you valuable.
Not sitting at the table.
Not your seat on the org chart.

The best HR people aren't just partners.
They're mirrors. The kind that shows the full, messy picture,no matter who's looking.

Interim HR Director/CHRO | Turnaround & Transformation Specialist | Helping leaders succeed when context is tough

No alternative text description for this image

My first turnaround almost broke me.

I was just over 30, full of ambition, convinced that if I just worked harder, I could fix anything.

The job was huge. Transform a fast-growing country into an independent region. Build everything from scratch. Change old habits, set up new processes.

Here's what I ran into:

- There was no real team, just job titles
- Managers agreed in meetings, then did whatever they wanted
- The culture valued hierarchy over common sense

So I did what most do. I worked long hours. Built impressive plans. Laid out all the change on paper.

Nothing moved.

The breakthrough didn't come from another plan. It came when I stopped talking and started listening.

Not the "HR listening" where you nod along and take notes.

Real listening. The kind where you're silent long enough to hear what people are afraid to say out loud.

That's when things started to shift.

Turnarounds don't start with strategy. They start with trust.

Trust starts with listening.

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Happy New 2006 Year to everyone!
Best wishes to you and your closed ones!

Certified Transformational Coach

Global Professional in Human Resources (GPHR)

Change Management. Level 4. Change Trainer.

Coaching for Performance. Train the Trainer

Continuous Improvement and Lean Management

EQ 360 degrees feed-back coach

Efficient methods of recruitment and headhunting

Electrolux Leader

Electrolux Next Level Leader

HR Academy

Job Evaluation: Mercer's methodology

People management skills

People management training. Train the trainer

Preparation to GPHR certification

Samsung Leadership program

StoreWars business simulation

Storytelling

Interim HR leadership and transformation execution for organizations facing crisis, transition, or underperformance.

Short- to mid-term Organizational interventions to the teams with dysfunctions, in order to build high the basis for high performance.

Selected projects:

Pharma (multinational, CEE) – Reset the top team, introduced ambitious visioning and planning cadence, strengthened collaboration → positioned business for accelerated market growth.

Global Electronics producer – Advised on HR operating model redesign, aligning service delivery with business strategy → increased ownership by line managers, freed HR from admin.

Industrial Plant (Germany/Poland border, 900 employees) – Installed accountability ladder and reset leadership culture → productivity lifted by 20% in 3 months.

Law Firm (Poland, 400 employees) – Partnered with new HR Director after failed engagement survey → leadership reset, trust rebuilt, attrition slowed within 6 months.

Founder and Principal Consultant

Helping companies overcome challenges in the area of people, leadership and culture.
Helping to run organizational transformation: design, implementation, change management.
Transforming HR organizations to be true business partners and move them towards business drivers.

Chief Transformational Officer

Built HR function from scratch for international logistics company: strategy through execution, all processes, leadership team across 15 countries.

Led three major turnaround initiatives:

German Entity Turnaround (2023-2024)
Situation: German manufacturing entity in crisis — leadership vacuum, toxic culture, talent exodus. Running consistent losses (-10M EUR annually) despite major technology investment.
Action: Led leadership and culture reset. Addressed talent crisis through targeted interventions. Aligned leadership team around performance recovery. Reviewed and streamlined key functional processes.
Result: From -10M EUR annual losses to breakeven within 1 year. Organization stabilized, leadership aligned, underperformers exited.

Italian Operations Integration (2023-2024)
Situation: Three Italian plants operating as warring factions — fighting internally and resisting collaboration with European operations.
Action: Drove cross-plant alignment initiatives. Broke down silos between Italian entities and broader European organization. Built collaborative leadership culture.
Result: Italian product sales in Europe increased ~25%. Unified operations, established productive collaboration. Refreshed Italian management at top 2 layers.

Lithuania Leadership Transition (2022-2024)
Situation: Young leadership team installed after leadership reset, struggling to drive change in entrenched old-guard organization.
Action: Coached and supported new leadership team through transformation. Helped build credibility and change capability. Addressed resistance, aligned organization around new direction.
Result: Orders execution speed improved 30%. Complete business model turnaround from imports to local production within 1 year. Annual growth 15%.

European operations sold to strategic buyer in 2024 following successful stabilization.

Chief Human Resources Officer

Progressive HR leadership across EMEA Industrial Operations, with four major turnaround/transformation cases:

Quality Function Crisis Recovery (2018-2019)
Situation: Global quality scandal — mass product recall (dishwashers) causing massive financial losses and reputational damage. Quality function neglected for years: incompetent team, weak culture, no credibility.
Action: Partnered with new Quality leader to rebuild from ground up. Replaced more than half of leadership team. Redefined function's mission. Recruited high-caliber talent. Coached leader through confidence gaps.
Result: All critical quality issues resolved within 12 months. Historical quality records broken every subsequent year. Function transformed from liability to competitive advantage.

East Europe Manufacturing Labor Crisis (2018-2019)
Situation: By season 2018: zero applications for seasonal workers, significant drop in permanent worker inflow. No one wanted to join Electrolux factories.
Action: Gathered EMEA Manufacturing leadership to develop comprehensive solution. Introduced migrant workers approach despite strong stakeholder resistance.
Result: Decreased workers' attrition from 25% to 8% within months. Employee engagement improved 22 percentage points in Eastern Europe. Season 2018 sdtafed fully. YoY productivity and OEE targets over-achieved for first time in Eastern Europe.

Supply Chain Centralization (2014-2016)
Situation: Major organizational restructuring — centralizing Supply Chain operations across EMEA. Experienced plant managers losing power. Strong resistance, lack of trust, leadership vacuum.
Action: Deployed as embedded change agent. Bridged gaps between central leadership and local plant management. Ensured functioning of new structure during transition.
Result: New centralized organization successfully established and operational. Achieved strategic targets for product delivery at improving cost. New SC organization gained trust and demonstrated advanced capabilities.

HR Director Industrial Operations EMEA (from 2019 - Europe)

Commercial Organization Turnaround
Situation: Dysfunctional commercial organization with toxic culture, chronic underperformance, consistent losses. Managing Director terminated in week two of my arrival.
Action: Kept business running for 4 months while assessing team. Personally removed most toxic individuals. Rebuilt leadership culture around accountability. Supported onboarding of new MD and completed organizational reset.
Result: Transformed from loss-making unit to fastest-growing commercial team in Europe. Delivered significant sales growth and profit turnaround within 18 months. Built self-steering team capable of sustaining performance.

Regional HR Director (CIS counties + Baltics)

HR leadership for industrial gas operations including oversight of two M&A integration projects. Managed complex stakeholder environment, aligned cultures and systems across acquired entities while maintaining operational stability.
Assured stable business functioning along severe Financial crisis of 2008-2009, forcing mass redudancies and business restructuring. While making sure 2 entities acquired pre-crisis were integrating into the business wihtout performance loss.

HR Director

Regional HR leadership across CIS markets for consumer electronics business.
Establishing HR system from scratch along shaping new Global region in CIS.

CIS Region HR Manager

Post-merger integration of Business Consulting practice into IBM structure. Aligning processes, leadership practices and culture.

HR Manager. Business Consulting Services department (integration project)

Recruitment and development support for the pilot project for the emerging business model of dedicated software development centres.

Recruitment Manager

Interim HR Director/CHRO | Turnaround & Transformation Specialist | I stabilize broken organizations and rebuild dysfunctional teams

English

German

Polish

Russian

SHRM

Most team diagnostics are a waste of time.

Personality assessments. 360 feedback. Engagement surveys.

I've deployed all of them. Different countries. Different sectors. Results were always the same.

People answer based on who they wish they were. Not who they are.

The only accurate diagnostic I've ever run didn't involve paperwork.

It was a simulation. I watched a leadership team fight over a fake budget.

Ninety minutes of pressure told me everything: 
Who dominates. Who shuts down. Who gambles. Who freezes.

No test or survey ever comes close.

If you want to know how your team really works, stop handing out forms.

Put them in a real situation. Watch what happens.

Stop measuring what's easy. Start measuring what matters.

Three CEOs in a row told me the same thing:

We need to restructure.

Two of them didn't need restructuring at all.

Cutting up an org chart is a crowd pleaser. It looks bold. It feels like action.

But here's what really happens. Restructuring becomes a substitute for the hard choices no one wants to face. The leader who needs to go, but no one will say it out loud. The strategy that isn't working, but still soaks up time and money.

Instead, everyone gets busy redrawing boxes.

It's expensive theater. The same people keep doing the same things, just with new job titles and reporting lines. The real issues stay untouched.

So before you start moving boxes around, ask yourself:

What decision am I avoiding by launching a restructure?

Figure that out first. You might not need a new org chart at all.

The hardest job I ever had wasn't the turnaround.

It was what came after.

Manufacturing business, deep in trouble. It needed a reset, and we gave it one. Turned things around. Brought the company back to life.

Then the parent company dropped the next task: "Now keep it running."

I lasted 8 months. Not because I failed, but because I was bored out of my mind.

Building is one thing. Maintaining is another.

Some people are wired for steady-state. For stable operations. For the rhythms of routine.

That's not me.

You have to know what you're built for. Not just to prove you can hang on, but to focus where you make the most impact.

I'm built for the mess. Not the maintenance.

Team building is HR's polite way of avoiding the real conversation.

A CEO once told me: "The team isn't working. Let's do an offsite."

We did the offsite. Escape room. Dinner. Drinks.

Monday morning, same dysfunction.

Because the problem wasn't that they didn't like each other.
The problem was how they made decisions together — and nobody wanted to name it.

Team building that entertains is easy.
Team building that reveals is uncomfortable.

Guess which one gets budget approval?

A factory was bleeding money.

Everyone expected layoffs.

I started with something different.

I asked the shift supervisors what they'd do if they ran the place.

The answers were sharper than anything the leadership team had cooked up.

No management speak. No theory.

They named the broken machines, the wasted steps, and the dumb rules that slowed down every shift.

They didn't need a consultant or a strategy deck.

They needed someone to ask, listen, and act.

The people closest to the work had been watching the real problems for years. Nobody had bothered to ask.

The turnaround kicked off the day leadership stopped pretending they had all the answers.

You want a transformation? 

Before you start buying frameworks and hiring experts, try something radical.

Ask the people staring at the mess every day how they'd fix it.

Then actually listen.

The fastest turnaround I ever led? It took just 90 days.

Not because I had a smarter plan. 
Not because I was a genius.

It was fast because the hard part was already done. The previous leader had diagnosed everything that was broken. He spelled out exactly what needed to change.

But he couldn't pull the trigger.

When I showed up, his summary was right there: 
A file on his desk called, "What we need to do but won't."

He knew. His team knew. They all knew. 

My job wasn't insight. It was permission.

Organizations don't always need a new strategy. 
Sometimes, they just need someone who's ready to do the obvious work.

Execution, not ideas, is often what's missing.

A factory supervisor once cornered me with a simple question.

"Why do you HR people always start with the org chart?"

I didn't have a good answer.

He looked me dead in the eye.

"I've worked here 18 years. I've seen 6 org charts. Same problems every time. Different boxes."

He was right.

Org charts are HR's favorite way to look busy. We shuffle boxes. We invent new department names. We promise "synergies."

But we avoid the hard conversation.

The only question that matters:
Do you have the right people in these seats? Yes or no.

If yes, the org chart barely matters.
If no, no chart in the world will save you.

Stop fussing with the boxes. Start fixing the team.

A plant director once asked me to "fix" his underperformers.

I asked one question: When did you last give them honest feedback?

Silence.

Here's the real problem.

Most "performance issues" aren't about skills or attitude. They're about leaders dodging hard conversations. They avoid feedback for years, then expect HR to clean up the mess. 

Nobody's surprised when the whole system starts to creak.

The employee isn't suddenly useless. They've just never been told the truth.

If you haven't had the conversation yourself, don't call it a performance issue.

Call it what it is: avoidance.

The best assessment I ever saw wasn't an assessment.

I used to roll my eyes at gamified anything. Always felt like a gimmick.

Then I watched a senior leadership team dive into a business simulation.

No assigned roles. No scripts. No "correct" answers.

Within an hour, everything flipped:

- The quiet one? Turned into the team's strategist. 
- The confident one? Tanked the business with reckless bets. 
- The supposed collaborator? Bulldozed every conversation.

They stopped performing. They just played.

That's when the real dynamics showed up.

You want to know how someone leads? 
Stop calling it an assessment.

Let them forget they're being watched. 
And see who actually shows up.

Unpopular opinion: Most HR best practices make crisis worse, not better.

Here's why.

Annual performance reviews? They move at the speed of molasses. In a turnaround, you need real feedback in days, not in a year.
Competency frameworks? Too slow. I'm looking for people who can deliver right now, not check boxes.
Engagement surveys? Forget it. People want action, not another survey.

Every time I enter a company in trouble, my first question is simple,
Which HR processes are you running because someone told you to, not because they work?

We cut half of them on day one.

Suddenly, leaders have energy again. Teams focus on what matters.

What actually gets results in a crisis?
- Right people in the right roles
- Clear expectations
- Fast decisions

Everything else is just window dressing.

If you're stuck in chaos, try removing instead of adding.

We ran an engagement survey. The results came back brutal. 
The CEO's first response: "Can we adjust the questions for next year?"

That right there is the difference.

Organizations that want to improve ask, "What do we do with this?"

Organizations that want to look good ask, "How do we explain this?"

It's not the survey that's broken. It's the instinct to flinch at bad news.

If you're not ready to act on the truth, don't ask for it.

A leadership team spent three months debating a senior hire.

In the end, they picked the safest candidate, someone exactly like them.

Here's what most leaders won't admit, even to themselves.

Hiring decisions expose what you actually value, not what you claim to value.

Every time someone gets labeled a "culture fit," take a closer look. Sometimes it's alignment. More often, it's just comfort.

You can paste values on the wall and talk about innovation, but the real test is in the room when a decision needs to be made.

Your hires are your culture.

Look at your last five. What did you really optimize for?

Be honest. That's the only way things change.

taplio

The Battle

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Mikhail Lvovskii

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taplio

The Battle

Alena Lysiakova

Mikhail Lvovskii

Followers

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