Greetings!

If you are a CEO, CHRO, Chief Diversity Officer. VP/Head of Talent or other C-suite leader, I want to ask how you are helping your organization navigate this challenging climate & prepare for a more inclusive, more prosperous future?  As a Talent Strategist & People Architect with DHR Global - a Forbes Best Executive Recruiting Firm – I’ve asked this question of current and future clients.

In my conversations with healthcare & life sciences executives, I’ve noticed that their goals & initiatives are to:

✅ Innovate quickly & ethically 
✅ Improve quality of care & patient outcomes 
✅ Eliminate health disparities
✅ Improve the patient experience
✅ Facilitate an efficient & profitable go to market (GTM) strategy & process (growth hacking)
✅ Hire, engage & retain a diverse workforce
✅ Strengthen governance

In my conversations I have discovered internal challenges such as: 

👎🏽 No talent acquisition &/or retention KPIs,
👎🏽 Overwhelmed Recruiters with little time to upskill
👎🏽 Non-existent / inconsistent sourcing, recruiting & onboarding processes
👎🏽 Old technology not able to meet current & emerging needs for applicant tracking (ATS/HCM/HRIS)
👎🏽 Insufficient talent market knowledge / data
👎🏽 Little time to focus on sourcing critical top talent to stabilize, scale & transform the organization
👎🏽 Even less time to be proactive & engage talent opportunistically in order to dominate the market
👎🏽 No time to develop a diversity strategy & execute to increase representation, equity & foster belonging

My commitment is to minimize your pain, maximize your joy & guide your organization to better outcomes:

👍🏽 No more failed assignments
👍🏽 No more excessively long vacancies
👍🏽 No more homogeneous candidate slates
👍🏽 No more communication breakdowns or lack of transparency
👍🏽 No more resenting placement fees because of low value partnerships or inflexible cost structures

My personalized approach to Executive Search and Talent Advisory is different.  I help my clients compete in a tight talent market to win the war for talent by leveraging an unparalleled industry network, using insightful market data, compelling positioning & magnetic messaging.

⭐ I also work with mature organizations that: 
⚕️ Have an urgent assignment
⚕️ Need a very niche role filled 
⚕️ Lack diverse candidate slates 
⚕️ Have an overloaded internal TA team

If you want a strategic partner who will make your organization smarter, faster & more agile, please email me at ahenderson@dhrglobal.com

Reach, Resourcefulness & Relationships - the DHR way.

Andrea Henderson, SPHR, CIR, RACR

My candidates didn't get the job and I've never been so grateful that I failed.

I submitted two intelligent, accomplished women for a Chief of Staff role working for a CEO of a major entertainment company. 

Both sailed through multiple rounds - interviews with the CFO, the former Chief of Staff, even the executive's mother.

But the process felt... off. 
➵ They were told to expect grueling hours and attend countless industry events. 
➵ Their personal style was scrutinized. 
➵ They fielded scenario-based questions about situations that seemed trivial, outrageous, and quite frankly, unlikely to ever occur. 

It got weird. 

Then came the request to fly from NY to LA for a final meeting. Before they could book flights, I got the call: neither was moving forward.

We were all disappointed. We said the usual "it wasn't meant to be" and moved on.

Years passed before the headlines announced the CEO’s arrest. The Chief of Staff who eventually got the role, was then in the news as an alleged enabler.

I immediately reached out to both candidates. We had a joint moment of relief - and profound gratitude.

My intention is to only work with ethical clients who value integrity as much as excellence.

So this experience taught me something I'll never forget:
↳ Sometimes the blessing is the door that slams shut. 
↳ Sometimes the win is the rejection. 
↳ Sometimes the greatest act of protection is not getting the job - or the assignment - you thought you wanted.

And as a recruiter …someone entrusted with people's livelihoods, reputations, and futures …I hold that truth close: 

Let's stop believing that any high-profile role is worth the cost. 

My work will always center around finding talent that can thrive in high-stakes environments, but I also have to ensure those environments don't destroy them.

To anyone searching for their next role, know this:
↳Not every opportunity is aligned.   
↳Not every 'yes' is safe.   
↳And sometimes the biggest success is what didn’t happen.

Exec Search Pro helping biotech, value-based care, digital health companies & hospitals hire transformational C-suite & Board leaders. Partner, Life Sciences, Healthcare, Diversity, Board Search | Board Member | Investor

Excited to announce I'll be attending the JP Morgan Healthcare Conference in January! 🎯

This is always such a valuable opportunity to connect with industry leaders, explore innovations in healthcare, and engage in meaningful conversations about the future of our field.

If you're attending and would like to connect, please send me a message to schedule a time to meet up. I'd love to catch up with familiar faces and make new connections!

Who’s going to JPM?👇🏽

#JPM2026 #JPMHealthcare #HealthcareInnovation #HealthTech #HealthcareLeadership #DigitalHealth

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His parents locked him in a psychiatric hospital. Three times. Electroshock therapy. Medication. All because he wouldn't conform.

He walked the Camino de Santiago - 500 miles across Spain - and came back with both blisters and clarity.

Call it awakening. Call it courage. Call it remembering who you were before the world told you who to be.

He wrote about that just before he wrote The Alchemist;
Paulo Coelho's simple story about a shepherd boy chasing a dream. 

It’s a story about the treasure that's always closer than we think. About seeking everywhere in the distance only to find it was at home all along.

But before it sold 150 million copies and became one of the most translated books in history, it flopped. 

He refused to let it die. 
He refused to surrender what he believed in.
He knew what it meant to be misunderstood.
He knew what it meant to wander.
He knew what it meant to keep going when the world said stop.

I read The Alchemist at a time when I was searching for something I couldn't name.

The unconventional path. The wandering. The need to go far away only to realize the treasure was home all along…it didn't just resonate. It explained me.

I've lived that story. The detours that looked like failures. The rejections that felt like proof I was on the wrong path. The moments I almost gave up because nothing was going according to plan.

And then I became a recruiter.
Not in spite of the wandering. Because of it.

Through my candidates, I do the work all over again. I walk with the ones who've been rejected 47 times. The ones whose paths don't fit the template. The ones who are blistered and unsure but won't stop walking.

Through my clients, I'm constantly seeking the stars. The proven performers. The transformative talent everyone wants.

I am all of them.

The pilgrim. The shepherd. The best-seller. The one who wandered far only to find what I was looking for was in the journey itself.

I am the bridge between the seeking and the seekers.

Executive search isn't just my job. It's my pilgrimage.
It's how I keep walking.

If you're feeling off-path today, maybe this is your sign.
Keep walking.
Your legend isn't lost.

What "6-7" Teaches Us About Generational Diversity in the Workplace

You might have heard kids shouting "six seven!" lately. Dictionary.com just named it their 2025 Word of the Year.
(Is it even a word? 🤦🏽‍♀️)

And while it means absolutely nothing, here's the insight: it's Gen Z's version of "Who's on first?"

When adults ask what it means, young people give a unified response: It has no definition. 

The phrase, which is driving parents and teachers crazy, is absurdist humor for the digital age …just like Abbott and Costello's classic routine was for theirs.

𝐓𝐡𝐞 𝐠𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐠𝐚𝐩 𝐰𝐞'𝐫𝐞 𝐧𝐨𝐭 𝐝𝐢𝐬𝐜𝐮𝐬𝐬𝐢𝐧𝐠:
➵ Right now, we have five generations in the workplace. 
➵ Boomers remember when "Who's on first?" was cutting-edge comedy. 
➵ Gen Alpha thinks "six seven" is hilarious for the exact same reason …the joy of shared absurdity. 

Different reference points, same human need for connection and humor.

𝐖𝐡𝐲 𝐭𝐡𝐢𝐬 𝐦𝐚𝐭𝐭𝐞𝐫𝐬 𝐟𝐨𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩:
This isn't "brain rot"
…it's a deliberate, gleeful effort by young people to remain unknowable in an era of relentless online observation. 

Each generation develops its own cultural codes shaped by its unique context. 

👥 Boomers and Gen X built careers before email. 

👩‍❤️‍👨 Millennials bridged the analog-digital divide. 

👽 Gen Z witnessed social media's dark side. 

🤳🏾Gen Alpha has never known privacy.

𝐓𝐫𝐮𝐞 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐰𝐨𝐫𝐤 𝐢𝐧𝐜𝐥𝐮𝐝𝐞𝐬:

✔️ Recognizing that a 22-year-old and a 62-year-old bring different lived experiences that both add value

✔️ Creating space for generational perspectives without stereotyping

✔️ Ensuring that "cultural fit" doesn’t just mean "people who grew up like I did"

✔️ Building mentorship that flows in multiple directions

💰 The companies thriving in 2030 won't be the ones that "understand" every generational trend. 

💰 They'll be the ones that recognize generational differences as a strategic advantage 
…where "𝑾𝒉𝒐’𝒔 𝒐𝒏 𝒇𝒊𝒓𝒔𝒕?" and "𝒔𝒊𝒙 𝒔𝒆𝒗𝒆𝒏" can coexist, and both are valued.
__________________

So... are you being driven crazy by "six seven," or do you totally get it?

Being invisible is expensive, but you can't hack your way into a trusting relationship.

I've seen it in executive search for years: the professionals who land the BEST opportunities aren't just qualified.

They know how to show up AUTHENTICALLY and build real connections on LinkedIn and IRL.

From hidden to → VISIBLE
From generic to → MAGNETIC
From waiting to → ATTRACTING

The landscape has shifted:

↳ Recruiters are searching LinkedIn first (not job boards)
↳ Your voice matters MORE than ever
↳ Building a brand isn't vanity, it's STRATEGY

Here's what I see working in 2025-2026:
✓ Authenticity over perfection
✓ Consistency over virality
✓ Connection over self-promotion

That's why I'm excited to join Katheline Jean-Pierre MSc  TODAY for "The LinkedIn Tea" 🍵
We're spilling on:

↳ How to define YOUR unique voice and show up unapologetically
↳ What the LinkedIn algorithm actually prioritizes (and how to use it)
↳ How to build a brand that attracts recruiters, clients & collaborations
↳ Where the opportunities actually are in this new landscape

📍 Join us For Free 📍
TODAY at 12 PM PDT / 3 PM EST
https://lnkd.in/gtTAjTpZ

Whether you're actively job searching, building your practice, or ready to attract better opportunities…this session is for you.

*This webinar is sponsored by Graphy.
___________
👋 I'm Andrea Henderson, Executive Search Professional helping companies identify top talent and match them with opportunities that align with their career goals.

𝐒𝐭𝐨𝐩 𝐀𝐬𝐤𝐢𝐧𝐠 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐭𝐨 𝐖𝐨𝐫𝐤 𝐟𝐨𝐫 𝐅𝐫𝐞𝐞

One of my clients is doing something that should be standard practice but unfortunately isn't: they're compensating every candidate who completes their second-round strategic planning exercise.

They want to be clear …they're not looking for free labor! 

They want to understand how candidates think, approach complex problems, and communicate strategy. 

But they also recognize that asking someone to develop a thoughtful strategic plan is a significant investment of time, expertise, and intellectual energy.

So they pay for it. 

Every single person who completes the exercise gets compensated, regardless of whether or not they get the job.

𝐓𝐡𝐢𝐬 𝐦𝐚𝐭𝐭𝐞𝐫𝐬 𝐛𝐞𝐜𝐚𝐮𝐬𝐞:

𝐈𝐭'𝐬 𝐚𝐛𝐨𝐮𝐭 𝐞𝐪𝐮𝐢𝐭𝐲. 
Not everyone can afford to spend 5-10 hours on unpaid work exercises. Some candidates are juggling multiple interviews, others are working full-time, and many have caregiving responsibilities. Compensation levels the playing field.

𝐈𝐭'𝐬 𝐚𝐛𝐨𝐮𝐭 𝐫𝐞𝐬𝐩𝐞𝐜𝐭. 
If the work requires professional-level thinking and produces something of value, it's work. 
And work deserves pay.

𝐈𝐭 𝐬𝐢𝐠𝐧𝐚𝐥𝐬 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐯𝐚𝐥𝐮𝐞𝐬. 
How you treat candidates tells them everything about how you'll treat employees. If you don't value their time during hiring, why would they believe you'll value it after?

𝐈𝐭 𝐚𝐭𝐭𝐫𝐚𝐜𝐭𝐬 𝐛𝐞𝐭𝐭𝐞𝐫 𝐭𝐚𝐥𝐞𝐧𝐭. 
Top candidates know their worth. 
They're more likely to invest deeply in an exercise when the company invests in them too.

There's a clear line between a reasonable interview case discussion and asking for deliverables like strategic plans, marketing campaigns, competitive analyses, or detailed proposals. The latter should be compensated.

If your hiring process requires candidates to produce substantial work, pay them for it. 

If you can't afford to pay candidates for their work, you can't afford to ask for it.

It's that simple.

___________

If you need help, DM me for my proprietary 𝐇𝐢𝐫𝐢𝐧𝐠 𝐄𝐪𝐮𝐢𝐭𝐲 𝐁𝐥𝐮𝐞𝐩𝐫𝐢𝐧𝐭

Thanksgiving recipe for boundaries

As we head into the Thanksgiving holiday, I'm reminding myself of something important: self-care isn't selfish.

It's easy to overcommit during the holidays …saying yes to every side dish, every special diet request, every guest/family/colleague expectation. 

But sustainable success requires us to protect our energy and set healthy boundaries.

Please be intentional about including yourself on the list of people youre taking care of. 

That might mean saying no to some things, taking breaks when you need them, and being present where you choose to show up.

I'm deeply grateful for this network …for the colleagues who inspire me, the mentors who guide me, and the connections that make this professional journey meaningful. 

Thank you for being part of it. 

Wishing everyone a restful and restorative Thanksgiving. 🍁

Start an argument to save money on Christmas presents 

OR

Take some advice from Mike Muse on how to keep the peace at Thanksgiving dinner today. 

Either way, enjoy! 🦃🍁

Happy Thanksgiving

What says “transactional” more than disconnecting after you get the job?

Tickles me because I’ve seen this movie before. 

Headhunters are not the Boogeyman.  

And we’re not the wait staff that you tip after you eat, burp and go home, never to be seen again. 

We're relationship builders. Career-long partners. 
The people who remember you when the perfect opportunity comes around again.

So when you disconnect after you get what you need…

We remember that too.

What do you think happens next time? 

_________________

Has anyone ever gone radio silent, disappeared or disconnected from you after getting what they want?

I see this question all the time:
“Know a recruiter in Charlotte, NC?”
Let’s talk about why that’s not the question you should be asking.

I see people asking for recommendations for a recruiter in their city.

But here’s the thing: most of us don’t work locally. We work nationally. Some, like me, even work globally.

So the better question isn’t 
❌ “Who’s near me?”
✅  It’s “Who specializes in what I do?”

❓Are you in CPG? 
❓Tech? 
❓Luxury retail? 
❓Healthcare? 
❓Manufacturing?

❓❓Are you a CFO? 
❓❓CMO? 
❓❓Chief Commercial Officer?

The clearer your ask, the better the recommendations you’ll get.

Ask better questions, get better answers, Beloved, 🫶🏽

Best way to find a Recruiter to work with

Obstacles are often smaller than they appear.

Overthinking can be as bad as under-thinking. 

Leaders [and Coaches] help others turn stumbling blocks into stepping stones.

Agree? 

_______________
Repost from Oleg Vishnepolsky, CTO at Daily Mail Online

I’ll be the voice in the room on December 1st. 

Katheline Jean-Pierre, MSc: a brilliant, award-winning revenue leader, coach, podcaster and truth-seeker, will be asking the questions, and I’ll be answering them live.

She reached out and said, essentially: People are lost in this market. Why the **Crickets**? 

And she mirrored what I keep hearing across industries:

High-performers who were once chosen are now the ones doing the choosing, the searching, the competing for attention.

🤔 Recruiters seem to have evaporated. 👀
🥴 Process fractured. 
😤Access collapsed.
🫩 The rules rewrote themselves without asking permission.

So she asked me the questions you’ve been carrying in the quiet:

• How do ambitious professionals run a modern job search without insider access?
• What tactics still work and which ones need to be added to the toolkit?
• And most importantly, how do you manufacture momentum in this market?

I have a lot to say. (I always do.)

Which is why we’re hosting a live conversation, post-holiday fog:

𝐓𝐇𝐄 𝐍𝐄𝐖 𝐑𝐔𝐋𝐄𝐒 𝐎𝐅 𝐉𝐎𝐁 𝐒𝐄𝐀𝐑𝐂𝐇𝐈𝐍𝐆

How to navigate the market and create your own path
A live Q&A with me and Katheline on Zoom

📅 𝐌𝐨𝐧𝐝𝐚𝐲 𝐃𝐞𝐜𝐞𝐦𝐛𝐞𝐫 𝟏𝐬𝐭 
• It’s free • It’s live 
• It’s clarity when clarity is scarce.

No gatekeeping. No fees. No performative posturing.

Just answers. Just access. Just the unfiltered mechanics of what works now.

If you’re searching for a role, planning a pivot, or trying to decode the signals that suddenly went silent: Be in the room.

Bring the questions you’re tired of holding.

I’ll bring the truth you’re tired of not hearing.

🔗 Zoom link in comments.

Andrea Henderson, SPHR, CIR, RACR ✦ Executive Search Professional
In dialogue with Katheline Jean-Pierre, MSc .
Your questions, answered.

When a CEO says "exploring all options," we all know what that means.

Jim Forbes and I had a great conversation last night at the PDA holiday party about what boards actually need when they're looking for a CEO who can make the company "transaction ready."

When the board is facing a go-private scenario, preparing for an IPO, or navigating an acquisition, the leadership profile changes dramatically. You need to find the right CEO for this particular journey.

The leaders who excel in transaction-heavy environments bring a specific toolkit:

↳ They view constrained runways as catalysts for decisive action, not paralysis
↳ They've built credibility with PE firms, investment bankers, and boards during high-pressure processes
↳ They can articulate competing strategic paths without becoming attached to any single outcome
↳ They understand that "exploring all options" requires rigorous strategic discipline

The question that the board should let shape the CEO search: Are we hiring for the company we are today, or the company we're about to become?

If transformation, transaction, or transition is on your horizon, your leadership profile needs to reflect that reality from day one.

I partner with boards to define these nuanced requirements before the search begins because getting this hire right is crucial. It could kill the deal if you get it wrong so it isn't a hire you'll get to make twice.

Thanks Jim Forbes for sparking this reflection. 

___________________

Private Directors Association® - Atlanta Chapter  

*picture for attention

#ExecutiveSearch #CEOSearch #BoardAdvisory #LeadershipTransitions

Codie A. Sanchez  said “The best founders do one thing brilliantly... 

Hire.”
.
.
.
.
.
She isn’t wrong. 

It’s worth investing in a good partnership with an executive recruiter. It’s too important to “wing it.”

Your next executive hire was at Art Basel this weekend in Miami.  

Or she might have been at the Healthcare Businesswomen's Association conference in Las Vegas. 

Or the Private Directors Association event at Disneyland in October.

This weekend I was at Art Basel in Miami. I went to celebrate a friend's milestone birthday, reconnect with old colleagues, and meet new connections.

People see the photos and say, "Wow, you're living your best life!"

Here's what they don't see:
Yes, I am out a lot. 
I'm out in the rain.
I'm out in the cold. 
I'm out in the snow. 
I'm out in the extreme heat. 
I'm out when I'm tired.
I'm out when my feet hurt. 
I'm out when I have nothing that I like to wear. 
When I feel like I look like a frump, I'm out. 
Sometimes tired, sometimes not feeling my best. 
But I show up anyway.

Because when you need to fill a critical executive role, you can't afford to wait weeks for the "perfect candidate" to surface through job boards.

The executives you want aren't likely actively looking for you. They're not scrolling LinkedIn Jobs. 

They're at Art Basel. 
They're at industry conferences. They're at that startup founder's dinner party.

And when you need them, they'll take my call. 

Not because I sent them a cold InMail, but because we've had real conversations. 

Because someone they trust vouched for me. 
Because I've invested in the relationship long before you had an opening.

You can't be everywhere your next hire might be. But I can.

That's not work-life balance, that's how executive search actually works.

The relationships I build at a birthday celebration this weekend might solve your hardest hiring challenge next quarter.

When everyone else is fighting over the same 5 candidates on LinkedIn, I'm bringing you people who weren't even "on the market."

The secret recipe = Trust + Access.

That's the difference between recruiting and executive search.

Art Basel and Executive Search 

Stop showing your scalp and start showing your teeth.

You’ve done everything right …but invisibly. And invisibility doesn’t lead to advocacy,  recognition, promotion or payment.

Showing your teeth is a metaphor for visibility, voice, and power. 

It means speaking up. 
It means that you’re comfortable smiling in power rooms that you belong in. 
It means making yourself known and unmissable.

Translation: You stop shrinking. You claim your space. You speak your value out loud …that’s self-advocacy.

But sometimes the hardest person to advocate for is yourself.

Early in my career, I struggled with asking for what I deserved. I thought my work would speak for itself. It didn't.

The turning point was realizing that knowing your value and asking for it isn't arrogance. 
Understanding that it's necessary.

Today, I pray that everyone reading this finds:

The clarity to recognize their own worth 

The courage to speak up and ask for what they deserve

The resilience to keep going, even when the path gets tough

Early in your career, you have to put your head down and get things done. 

But at a certain point, working hard isn't enough. 

You have to understand your value and demand fair recognition for the work you put in and the results you create.

Do you know where the inflection point is?

Are you in grinding season or speak-up season?

Tell me in the comments:
🔨 GRIND
🗣️ SPEAK
🤔 IDK

She did her mom’s makeup at the funeral home to get her “casket ready” and then recorded this video.

Ashley Ann Jones is someone I respect deeply. Her work ethic is unmatched. I also knew her mom and how much they loved each other. 

That’s why when I watched this, I felt like she punched me in the chest having recently experienced the same loss. 

Because she wasn’t just talking to the internet …she was talking to ME!

To the part of me that knows exactly what it means to lose my mother and still have the world tapping its watch. 

To the part that kept moving - - not because I’m brave, but because stopping felt like free-fall.

It punches the chest because it mirrors a truth most people never have to look at head-on:
grief doesn’t pause responsibility.

Payroll doesn’t pause for grief. Vendors don’t accept sorrow as payment. Rent, subscriptions, contracts, dependents …they all keep tapping you on the shoulder.

So yes, working can be a coping mechanism. Structure can be a lifeline. Motion can keep you from drowning in the quiet. Channeling energy can feel safer than sitting still with the enormity of loss. I know this terrain. Many of us do.

Can you relate? Have you pushed through difficult seasons in order to be successful … or simply stay afloat? 

I know this may be an unpopular opinion in this era of anti-hustle culture. 

Thoughts?

Happy Founders’ Day to the Distinguished Men of 
𝐀𝐥𝐩𝐡𝐚 𝐏𝐡𝐢 𝐀𝐥𝐩𝐡𝐚 𝐅𝐫𝐚𝐭𝐞𝐫𝐧𝐢𝐭𝐲, 𝐈𝐧𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞𝐝! 

For 119 years, you’ve led the way with purpose, service, and a commitment to “Manly Deeds, Scholarship and Love For All Mankind.” 

May your legacy deepen, your influence widen, and your light keep cutting through places that still need you!

🖤💛🩷💚

#APA1906Network #AKA1908

This is going to make my Atlanta friends mad!

I don’t know who created this list but the best airlines I’ve ever flown, #Emirates, isn’t even on here. 

Neither is my hometown favorite #JetBlue.

I co-sign on #TurkishAir though. 

Do you agree with this ranking? What’s your favorite airlines?

This was so much fun and got such good feedback, its only fair to share with my folks also. If you missed it and want to see the replay, comment "TEA" below or in my DM and Katheline or I will send it to you.  I'm following her lead on this... 😎

Award Winning Fortune 500 Exec | I Coached 15,000+ tech workers to Build a Career & Business they Love | Ex-Google

View Katheline Jean-Pierre MSc’s profile

Part 1 of The LinkedIn Tea is officially done  🫖 🍵 . Co-hosted with Andrea Henderson, SPHR, CIR, RACR, we broke down what moves the needle on LinkedIn right now, and how to turn your presence into real outcomes: interviews, partnerships, clients, and offers.

Here’s what we covered:

On LinkedIn Growth
•⁠  Define your unique voice + show up unapologetically
•⁠ What the algorithm is prioritizing (and what it’s quietly deprioritizing)
•⁠ How to create posts even when you “don’t know what to say”

On Career Growth
•⁠ Build a brand that attracts recruiters (not just likes)
•⁠ How to job-search in today’s landscape when “apply + wait” doesn’t work

On Attracting Opportunities
•⁠ Convert visibility into partnerships, clients, and revenue opportunities


If you missed it, don’t worry... Part 2 is coming.
👋🏾  Comment “TEA” and I’ll send the replay. 
 🗞️ Also... Join my newsletter to never miss a beat: https://lnkd.in/gX4mEkVA

P.S.: We met a few months ago in person in my backyard in LA. Then we decided to run a webinar on our journey.

Senior Manager Strategy & Transformation in the Financial Services | Strategic Leadership Coach | Speaker | Mentor | Leader, passionate about people and continuous organizational improvement | 2x LinkedIn Top Voice

Global Senior Manager with 15+ years' banking experience in areas of Enterprise Risk Management, Governance, Strategic Transformation Projects, and Change Management with a heavy focus on Executive Leadership Reporting. Demonstrated ability to cultivate strong relationships, influence others, and lead high performing teams that advance global priorities. 

Committed to continuous organization improvement, enhancing customer experience and delivering solutions to support strategic financial and business decision-making. 

As a persuasive communicator fluent in English and Spanish, I effectively engage with clients, regulators, stakeholders, management, and staff at all levels. My diverse background includes extensive experience in ERM frameworks, risk culture programs, control assessments, audits, capital structure optimization, and statistical modelling for risk management matters. Leader with a proven track record of leading large-scale projects, implementing change management strategies, and delivering cost savings through efficient project management methodologies.

Core competences include:
•Enterprise Risk Management •Governance & Compliance •Operational Risk •Internal Audit • Executive Leadership Reporting & Analytics •Project Management •Change Management •Data Risk •Model Risk •Strategic Risk •Coaching & Talent Development •SAS/SPSS/DWH •SharePoint & Power Apps •Power BI/Python/R •Copilot •Agile/ Waterfall •JIRA/Confluence •Six Sigma/Kaizen •Protiviti

Diana Lasso

Fear isn’t the enemy. 
Staying stuck is!

Comfort zones feel safe.
But they also keep us small.

You want more:
➟ Impact
➟ Fulfillment
➟ Confidence

Yet fear whispers: What if you fail?
Instead, ask: What if you don’t?

Every breakthrough starts with discomfort.
Every success story begins with a risk.

As Nelson Mandela said, 
"Courage is not the absence of fear, 
but the triumph over it."

You don’t need to take a giant leap.
Just one step forward.

P.S. What’s one change that helped you grow?

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What makes someone a Top Performer?
 → It’s not a title
 → It’s not a one-time win
 → It’s who you are, every single day!

In a company with 90,000 employees across 55 countries, 
standing out is hard.

→ The pressure is real.
→ The expectations are high.
→ And some days feel heavier than others.

But I’m here to tell you something important:
It is possible!

Yesterday, I felt deeply humbled and grateful
to receive the Best of the Best award
in the Top Individual Performance category.

Thank you to my Senior Leadership Team,
my team, my mentors, my mentees,
my LinkedIn community, and to you reading this.
This recognition belongs to all of you!

Thank you for the space, the trust, and
the support to live my purpose and 
show up as the best version of myself.

Leadership is a shared journey, and
I’m grateful to walk it with you.

Here are my 3 secrets:

1- Clarity of purpose:
 → Know exactly why you do what you do.
 → Turn that “why” into daily, intentional actions.

2- Commitment to growth:
 → Invite feedback, even when it’s uncomfortable.
 → See every challenge as a chance to evolve.

3: Consistency with heart:
 → Show up fully. especially on the hard days.
 → Deliver not only results but trust.

As Aristotle said,
"Excellence is not an act, it is a habit." 

Be the person who gets things done.
You already have what it takes!

P.S. What’s your go-to strategy to perform at your best?

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Good luck is a myth.
A story we tell ourselves.
A comforting tale that makes success look effortless.

But here’s the truth:
The master has failed more times
than the beginner has even tried.

This isn’t about luck.
 ↳ It’s resilience.
 ↳ It’s persistence.
 ↳ It’s showing up, again and again.

Think of Thomas Edison.
When asked about his thousands of failed attempts
before inventing the light bulb, he said:
“I have not failed.
 I’ve just found 10,000 ways that won’t work.”

Success is a collection of failures.
 
Failures that:
 ↳ Teach
 ↳ Shape leaders
 ↳ Build character

Leaders aren’t born.
They are forged through experiences,
especially the painful ones.

Mastery evolves every time you show up.
 ↳ Showing up builds resilience.
 ↳ Showing up strengthens your effort.
 ↳ Showing up reinforces your choice to grow.

So, the next time you see someone succeed, remember:
It wasn’t good luck.
It was good lessons learned.

The road to mastery is built on failures,
each one a stepping stone to something greater.

Your story is proof of your resilience. Own it!

P.S. What small win are you proud of today?

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Sometimes all you need is charisma
(and one moment taught me exactly why).

Five years ago, I walked into a meeting
already feeling rushed.

Too many tasks.
Too many tabs open in my mind.
Too many versions of me trying to keep it together.

I sat down, pretending to be fine.
Inside, I was overloaded.

Then a colleague looked at me
and gave me a simple, open, genuine smile.
I still remember it like it was yesterday.

We’ve all met someone like that.
Someone whose presence feels warm.
Someone who makes you feel good
before a single word is spoken.

In that moment, something shifted.
My shoulders relaxed.
My breath slowed.
I felt seen.

No words.
Just presence.
And the entire room felt different.

That moment taught me something powerful:
Charisma begins before you speak.
It’s the emotional message you send
When your inner world feels steady.

Charisma is not a performance.
It’s a practice.

Charisma is about:
→ Feeling aligned with yourself.
→ Connecting with warmth and intention.
→ Leaving people emotionally better.

If you want to lead well,
You must work on your presence.

When we train our presence, we:
→ Build trust faster.
→ Strengthen connection.
→ Create safer, warmer spaces at work.

Here are 5 simple ways to train your charisma every day:
→ Ground your energy before you enter a room.
→ Show warmth in small, genuine ways.
→ Keep your posture open and steady.
→ Listen fully, without rushing the moment.
→ Aim for people to feel lighter after talking to you.

As Brené Brown says,
“Connection is why we’re here.”

Charisma grows when you feel calm inside.
It expands when you lead with warmth.
And it becomes unforgettable
When your presence helps others breathe easier.

P.S. What’s one small action you'll practice today to grow your charisma?

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Your team needs a leader, not just a boss.
The difference changes everything.

Bad Leaders:
→ Focus on blame
→ Criticize in public
→ Avoid responsibility

Good Leaders:
→ Praise in public
→ Focus on solutions
→ Take responsibility

As Simon Sinek said,
"Bad leaders care about who's right, and 
Good leaders care about what's right."

Leadership is not about power. 
It's about empowering others!

Do the right thing, always. 
Be the leader you wish you had.

P.S. What's one quality you admire in a great leader?

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Anyone can lead when things are easy.
But the real measure of a leader?
How you treat people when things fall apart.

Kindness is often misunderstood.

It’s not:
 → Saying yes to everything.
 → Pretending everything is fine.
 → Avoiding the hard conversations.

Kindness is how you show up when it matters most.

→ It’s courage to make the right call.
→ It’s respect, especially when emotions run high.
→ It's clarity, even when the truth is uncomfortable.

As Brené Brown said, 
“Clear is kind. Unclear is unkind.”

Kindness costs nothing.
But its impact?
↳ Huge

Lead with heart and let that be your legacy.

P.S. What’s your go-to strategy to lead with kindness?

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Your next chapter starts with one simple step:
Understanding the one you just finished.

Most people rush into planning 2026:
→ New goals
→ New dreams
→ New intentions

But here’s the truth:
You can’t design your future 
If you don’t understand your present.

→ We forget our wins.
→ We magnify the hard moments.
→ We overlook the small things that made us feel alive.

As Stephen Covey said,
“Begin with the end in mind.”
And that starts by knowing where you’re standing today.

Here are 5 Tips to Create Intentional Goals for 2026:

1. Revisit your year:
✓ Review your calendar to remember what actually happened.
✓ Write down the top 3 moments that defined your year (good or bad)

2. Track the moments that made you happier:
✓ Identify where you felt most alive (places, people, activities)
✓ Highlight 3 things you want to feel more often next year.

3. Write down what worked, and what didn’t:
✓ Capture 3 wins you want to repeat in 2026.
✓ Capture 3 things you’re ready to leave behind.

4. Capture the lessons that shaped you:
✓ Write the 3 biggest lessons this year taught you.
✓ Turn each lesson into one simple action for 2026.

5. Notice what is changing around you:
✓ Acknowledge shifting priorities (family, health, values)
✓ Set one goal that honors the reality of where you are now.

2026 isn’t just another year.
It’s an invitation to create a life with clarity, intention, and truth.

And when you're ready, use the SMART method:

 S —  Specific: Clear and concrete.
 M — Measurable: With a number you can track.
 A —  Achievable: Realistic for your life today.
 R —  Relevant: Connected to your values and priorities.
 T —  Time-bound: With a deadline that creates momentum.

SMART makes your goals:
→ Real
→ Visible
→ Actionable

And here’s the best part:
When you gain clarity, your confidence returns.
When you choose with intention, your energy rises.
And when you design your year with truth, 
Your life begins to feel like it’s finally yours again.

Step into 2026 with clarity. Lead it with purpose.

P.S. What’s one insight from 2025 that will guide your goals for 2026?

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Your resume opens the door.
Your Power Skills decide if you stay in the room.

The game has changed.

Today, everyone has:
↳ Talent
↳ Credentials
↳ Experience

So, what makes you different
In a global, fast-moving world?

Your judgment.

Maybe you’ve felt it too,
you deliver, you show up, you care…
and still, growth feels out of reach.

Your next promotion isn’t about time in the company.
↳ It’s about how you interpret information,
↳ anticipate what’s coming,
↳ and make decisions with a human touch.

And the data is clear:
LinkedIn: Power Skills drive 89% of promotions.
McKinsey: Strong judgment improves decisions 3.8x.
IBM: Critical thinking and adaptability are CEOs’ top 3 priorities.
WEF: Cognitive flexibility is the #1 differentiator for 2030.
PwC: 72% of executives value judgment over technical expertise.

AI can give you all the data you want.
But your Power Skills
will define your future.

That’s why I created the 5-step MINDS Formula
to help you stand out in rooms where decisions are made.

M — Map:
→ Name the real problem in one sentence.
→ Identify the three elements that shape the outcome.

I — Investigate:
→ Look for the pattern behind the data.
→ Ask what’s missing, not just what’s shown.

N — Notice:
→ Picture the best and worst scenario.
→ Identify who will feel each choice.

D — Design:
→ Create two or three real options.
→ Test a small step before a big decision.

S — Sense:
→ Combine data, intuition, and ethics.
→ Choose what you can explain calmly a year from now.

As Albert Einstein said:
“Not everything that counts can be counted.” 

Leadership starts when you trust your own decisions.
Own your growth.
Own your judgment.
Own the leader you’re becoming.

P.S. Which step of the MINDS Formula speaks to you today?

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Use my 5-step MINDS formula to help you stand out by DL

Now that you’re back in person,
You feel more tired when you get home.

You are not alone
This has a name: Neurofatigue.

When your brain moves from a controlled environment
to noise, movement, conversations, fluorescent lights,
and constant social evaluation,
Its energy drains faster.

Deloitte found it in 2024:
↳ Emotional exhaustion rises by 52%

You’re not losing capacity.
You’re navigating overexposure.

But you can protect your energy.
You can also train your brain to adapt.

Here are 5 Simple Anchors to Stay Strong During In-Person Work:

1. Manage your brain’s load early:
↳ Simple mornings create stronger days.
➟ Pick one clear priority first.
➟ Delay non-urgent chats until after your focus block.

2. Give yourself small pauses:
↳ Tiny resets work wonders.
➟ Take a quiet 3-minute pause between tasks.
➟ Stand and walk every hour to release tension.

3. Use your social energy wisely:
↳ Connection fuels you. 
➟ Choose two meaningful conversations to invest in.
➟ Step away when everything feels too intense.

4. Protect the space where you think:
↳ Your attention is gold.
➟ Review emails in set time blocks.
➟ Turn off notifications during deep work.

5. Take care of your body:
↳ Physical comfort boosts mental clarity.
➟ Keep water at your desk and sip often.
➟ Add small stretches during the day to release tension.

As Maya Angelou said,
“You can’t pour from an empty cup.”

You may not shape every moment in the office.
But you can shape how you care for your energy.

You grow stronger when you honor your rhythm.
You gain clarity when you support your mind.
You protect your presence when you lead yourself first.

P.S. Which anchor will you practice today?

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Your work opens the door.
Your evidence keeps you in the room.

The competition isn’t the real challenge.
The lack of documentation is.

In a world where excellence is the baseline, everyone brings:
 ↳ Skill
 ↳ Ambition
 ↳ Performance

So, what truly sets you apart
in a fast-moving, global environment?
Your visibility.

Maybe you’ve felt it too…
 ↳ you deliver, you show up, you exceed expectations
and still, your growth moves slower than your impact.

Your next promotion isn’t about effort.
 ↳ It’s about what you can prove,
 ↳ how clearly you show your value,
 ↳ and the story your achievements tell for you.

Here’s the truth:
What isn’t documented gets lost.
What you capture becomes career capital.

That’s why I created the 7-step EVIDENT Formula
to help you make your results impossible to ignore.

E — Extract:
 → Capture the real outcome you created.
 → Name the problem you solved in one sentence.

V — Verify:
 → Collect numbers, emails, and indicators that prove impact.
 → Anchor your narrative in real data.

I — Illustrate:
 → Use the STAR method (Situation, Task, Action, Result).
 → Make your contribution unmistakable.

D — Document:
 → Keep a monthly log of actions, results, and insights.
 → Build a timeline of measurable growth.

E — Elevate:
 → Share wins with intention in meetings and updates.
 → Visibility with substance, not ego.

N — Normalize:
 → Make evidence a habit, not an exception.
 → Review it before interviews, evaluations, or negotiations.

T — Tell:
 → Turn your data into a compelling story.
 → Show how your impact moves the business forward.

As Seneca said:
 “Luck is what happens when preparation meets opportunity.”

Your achievements deserve a record.
Your career deserves visibility.
Your future deserves to be EVIDENT.

Leadership grows when your impact is seen.

P.S. Which step of the EVIDENT Formula speaks to you today?

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7-step EVIDENT formula to help you enhance your results

What my niece taught me about delegation 
(it transformed my team’s productivity since)

Last weekend, I decided to teach my 5-year-old niece
how to make the bed. 

Normally, it takes me just a few minutes. 
But she was excited to help, so I couldn’t say no. 

I showed her how to pull up the sheets, 
smooth out the blanket and arrange the pillows. 

She struggled a bit ... tugging the blanket unevenly
and getting the pillows all mixed up. 

We had to redo a few steps, and 
it ended up taking much longer than usual. 

In the end, it took nearly 20 minutes. 
But by the time we were done, 
she had learned something new 
and something to brag to her brother about!

Delegation is not just about offloading tasks.

Delegation is about:
→ Empowering others to learn and grow. 
→ Fostering a culture of capability and independence. 
→ Leveraging diverse strengths to achieve greater results.

When we invest our time in training and coaching others, we: 
→ Cultivate trust.
→ Build a stronger team.
→ Encourage innovation. 

As John Maxwell says,
“Leaders become great, not because of their power, 
but because of their ability to empower others.”

Delegation is an investment 
in someone else’s growth and confidence. 
Invest in your people today!

P.S. What’s one small responsibility you could delegate today to help someone grow?

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We all have days when you feel on top of the world. 
The next day, it’s hard to get out of the bed. 
But let’s be honest: motivation doesn’t last.

Here’s why you shouldn’t rely on it:
→ It’s Unpredictable: Motivation varies daily 
→ It Can Fade: Excitement diminishes over time
→ It Lacks Structure: No plan for sustained progress 

That’s where discipline comes in.

Discipline is like a muscle:
→ Provide Consistency: Ensures daily commitment 
→ Builds Strong Habits: Habits drive results 
→ Keeps You Accountable: Maintain focus on goals

As Aristotle said,
“We become what we repeatedly do.” 

So, the next time you rely on motivation, 
Remember: it’s your discipline that will carry you through.

In the end, Discipline is doing what needs to be done, 
even when you don’t want to.

P.S. What habit are you strengthening this week?

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People love the finish line.
Few see the grit it took to get there.

Because success isn’t built on luck.
It’s built on resilience, focus, and 
tiny steps that no one applauds.

For years, you might’ve believed:
↳ “Once everything aligns, I’ll move forward.”
↳ “If I had more time, I’d do better.”
↳ “When things calm down, I’ll start.”

Those beliefs once protected you.
Now, they hold you back.

Many high performers professionals lose momentum because:
❌ They wait for perfect conditions.
❌ They let setbacks define their pace.
❌ They forget that progress requires endurance, not ease.

Here’s the truth:
You don’t need a smoother road.
You need a stronger mindset.

Here are 5 Ways to Stay Strong When Growth Feels Slow:

1- Start before you’re ready:
↳ Courage grows through movement.
➟ One imperfect step beats endless planning.

2- Treat challenges as training:
↳ Pressure shapes character.
➟ Every hard moment prepares you for the next.

3- Focus on what you can control:
↳ Chaos is constant.
➟ Your focus is your anchor.

4- Protect your recovery:
↳ Your brain needs oxygen to think.
➟ Resilience depends on renewal.

5- Keep your “why” close:
↳ When you know your why, you can handle any how.
➟ One priority. One outcome. Real progress.

As Angela Duckworth said,
“Our potential is one thing. 
What we do with it is quite another.”

Don’t chase perfection. Build persistence.
Rome wasn’t built in a day
and neither is your growth.
You already have what it takes.
Trust your process, the results will follow.

P.S. Which step speaks to you the most?

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The moment you choose yourself…
your energy begins to return.

But burnout rarely starts with a big moment.
It starts with the tiny ones you ignore:

The moment you push through the headache.
The moment you answer one more email at 10 PM.
The moment you whisper, “I’ll rest later.”

And suddenly…
Later never comes.

According to Gallup,
1 in 5 professionals is experiencing burnout right now.

Not because they lack talent.
But because high-performing professionals tend to overgive.
Instead of reducing their load, they carry more.
And what begins as dedication slowly becomes depletion.

Burnout is a silent disease.

Maybe you’ve been there:
➟ You deliver
➟ You support
➟ You show up

And still, your body struggles.

Not because you lack discipline.
But because you stopped listening to yourself.

That’s why I created the 7-step RENEWAL Formula
to bring you back to the leader you are:

R — Reduce strain:
➟ Ask for clarity on deadlines.
➟ Cut one commitment that drains you.

E — Ease your nervous system:
➟ Practice 3–5 breathing twice a day.
➟ Take short pauses to reset your mind.

N — Nurture connections:
➟ Share pressure points early.
➟ Reach out to someone supportive weekly.

E — Establish daily limits:
➟ Protect recovery windows.
➟ Set a hard stop for the workday.

W — Withdraw from noise:
➟ Silence notifications before sleep.
➟ Reduce evening screen exposure.

A — Adjust your workload:
➟ Clarify what truly needs you.
➟ Redistribute tasks with your leader.

L — Live your core values:
➟ Write your top 5 values.
➟ Choose actions that honor them.

As Maya Angelou said:
“Nothing will work unless you do.”

Sustainable leadership begins the moment 
You choose your health as part of your success.

Honor your energy.
Honor your health.
Honor the life you’re building.

P.S. Which step of the RENEWAL Formula speaks to you today?

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Use my 7-step RENEWAL formula to bring you back by DL

Do you feel your team could achieve more?
The secret lies in investing in your people.

Last week, we celebrated the graduation of 
our HOLA Mentorship Program 2025.
What a journey it's been!

Leading this program has been a true honor.
Seeing 270 Mentors and Mentees 
grow has been truly inspiring.

A huge THANK YOU to our Mentors and Mentees
for believing in our team's growth. 
Your dedication and commitment make us stronger every day.

Special thanks to our allies in Mexico Adda Nelly Lopez Gallegos, Emmanuel Serrano Loza, Edgar Ricardo Araujo Alcántara and our HOLA Canadian team Ellis Mendez (MSc, MBA, PMP®, CSM®, CSPO®, ITIL®), Federico Yu, 
Andrea Alonso-Kuri and Pablo Cuevas. 
We couldn’t have done this without you.
Thank you for your collaboration and support.

Why invest in your team?

→ Growth
↳ Investing in your team fuels their personal 
and professional growth.
A growing team is an evolving team.

→ Retention
↳ People stay where they feel valued and developed.
Retention isn’t just about pay; it’s about purpose.

→ Innovation
↳ A well mentored team is an innovative team.
They bring fresh ideas and solutions to the table.

As John Quincy Adams said,
“If your actions inspire others to dream more, 
learn more, do more and become more, you are a leader.”

Your team’s growth reflects your leadership.

P.S. What’s your favorite strategy to help your team grow?

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If you only measured three things this week,
you’d transform your entire career.

Anyone can look busy.
But the real measure of a strategic leader?
What you choose to track.

Because productivity is often misunderstood.

It’s not:
 → Checking off tasks.
 → Going from meeting to meeting.
 → Replying to every email the moment it appears.

Productivity is how you direct your energy with intention.
 → It’s moving one strategic goal forward.
 → It’s solving the problem that actually matters.
 → It’s strengthening the relationships that elevate your influence.

For years, many professionals believed:
 ↳ “If I finish everything on my list, I’m performing.”
 ↳ “If I stay busy, I’m adding value.”
 ↳ “If I join every meeting, I’m leading.”

Those beliefs once helped you survive.
Now, they limit your impact.

Here’s the truth:
You don’t rise by doing more.
You rise by measuring what matters.

Here are the 3 metrics that can elevate your leadership:

1- Value (Impact Today):
What problem did you truly solve?
Real value comes from outcomes, not effort.

2- Progress (% Implementation):
How much did you move your quarterly goal?
One needle moved is worth more than tasks completed.

3- Relationship (Influence & Alignment):
Who did you align, support, or strengthen this week?
Leadership grows through trust, not titles.

As Peter Drucker said,
“What gets measured gets managed.”

 ↳ Lead with clarity.
 ↳ Measure with intention.
 ↳ And let your metrics tell the story your calendar never will.

P.S. Which of these 3 indicators is your favorite?

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Big goals don’t fail from lack of talent.
They fail from a lack of focus.

You don’t need more time.
You need fewer distractions.

The hard part isn’t setting the goal.
It’s protecting it.

Every ping, every scroll, every “just 5 minutes” 
chips away at the future you said you wanted.

Distractions aren’t harmless.
They’re expensive.
And they often wear the mask of productivity.

Answering one more email.
Rewriting the plan instead of executing it.
Saying “yes” to things that don’t move you forward.

Here’s the truth:
If everything matters, nothing does.

When you protect your goal:
➟ You move with intention
➟ You reclaim your energy
➟ You make progress faster

As James Clear said:
“You don’t rise to the level of your goals. 
You fall to the level of your systems.”

So, build systems that honour your focus.
And stop negotiating with your distractions.

P.S. What’s one small habit that helps you stay focused each day?

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Visual: VisualsbyMelodi🙏

You can ask for a raise all year…
and still walk out with nothing.

Because compensation isn’t about effort.
It’s about value, demonstrated with clarity.

For years, you believed:
↳ “If I show how hard I work, they’ll see it.”
↳ “If I’ve been here long enough, I deserve more.”
↳ “If others earn more, I should match them.”

Those beliefs once helped you survive.
Now, they’re hurting your strategy.

Many high performers fail in negotiations because:
❌ They negotiate from efforts, not impact.
❌ They compare themselves to others and create friction.
❌ They speak from emotion instead of measurable results.

But here’s the truth:
You don’t need more justification.
You need more evidence.

Here are 5 ways to negotiate your salary like a Strategic Leader:

1 — Know your impact before you ask:
↳ Confidence comes from data.
➟ List your top wins and estimate your results.

2 — Speak in outcomes:
↳ Effort is invisible. Results are undeniable.
➟ Turn your work into numbers, savings, or improvements.

3 — Build a simple business case:
↳ A raise is an investment, not a favor.
➟ Show how your contributions strengthen the future of the team.

4 — Think in total compensation:
↳ Growth has many forms.
➟ Explore bonuses, stock, certifications, or development programs.

5 — Choose your moment wisely:
↳ Timing gives you leverage.
➟ Ask after a win, a success, or a visible achievement.

As Peter Drucker said,
“What gets measured gets managed,
and what gets measured gets rewarded.”

You don’t earn a raise with hours.
You earn it with impact.
Visible. Measurable. Irrefutable.
And it all begins with one step: own your value.

P.S. Which of these steps will you apply in your next negotiation?

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You can work hard all day…
and still feel like you didn’t move anything forward.

Because productivity isn’t about doing more.
It’s about directing your mind with intention.

For years, you believed:
↳ “If I keep multitasking, I’ll get ahead.”
↳ “Jumping between tasks means I’m fast.”
↳ “Being busy means I’m productive.”

Those beliefs once helped you survive.
Now, they’re draining your clarity.

Many high performers lose impact because:
❌ They overload their brain with constant switching.
❌ They stay in reaction mode all day.
❌ They confuse activity with progress.

But here’s the truth:
You don’t need more speed.
You need more focus.

Here are 5 ways to work smart when your mind feels overloaded:

1- Choose one task at a time:
↳ Your brain performs better with one target.
➟ Single task. Full presence.

2- Cut distraction triggers:
↳ Noise kills clarity.
➟ Fewer tabs. Fewer apps. Fewer pings.

3- Protect your deep work:
↳ Focus is a boundary.
➟ Block time. Close doors. Own your attention.

4- Reset your mind often:
↳ Your brain needs oxygen to think.
➟ Step away. Take breaks. Breathe.

5- Pick your “one win” for the day:
↳ Impact comes from direction, not volume.
➟ One priority. One outcome. Real progress.

As Cal Newport says,
“Focus is the new superpower.”

You can’t multiply your brain.
But you can multiply your impact when you protect your attention.

P.S. Which habit will you reset today?

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What my high school nuns taught me about managing energy 
(It transformed my leadership style and my team's effectiveness)

At high school, I was juggling basketball, volleyball, and homework, often feeling drained by the end of the day.

No matter how organized I was, 
The exhaustion never seemed to go away.

One afternoon, one of the nuns looked at me and said:
“You don’t need to manage your time.
You need to manage your energy.”
That sentence stuck with me for life.

Here’s what I learned over the years:

1- Set a clear goal: 
Such as ending your day feeling energized.

2- Identify your why: 
Like being present for your family and pursuing your passions.

3- Implement a plan: 
Simple changes like regular breaks and 
focusing on energizing tasks can make a big impact.

Managing energy keeps you going when the tasks seem endless. It allows you to show up as your best self.

As Oprah said:
“You can’t be a source for others if you’re running on empty.”

So, if you feel drained, pause and reassess.

Ask yourself not just what you need to do, 
but how you want to feel while doing it.

Your energy is your most valuable resource.

P.S. What’s your goal for energy management?

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Diana Lasso

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The Battle

Andrea Henderson, SPHR, CIR, RACR

Diana Lasso

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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);}Andrea Henderson, SPHR, CIR, RACR's LinkedIn Performance

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