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.

Strategic Career Advisor | Helping high-achieving professionals turn value into offers in 90 days | Ex-Zenith Bank | FMVA

Most professionals don’t hate their careers.
They’ve simply outgrown them.

What once felt exciting now feels exhausting.
What used to fit no longer reflects who they’ve become.

That’s where I come in.

Hi, I’m Juliet, Co-founder of Resilience & Clarity Coaching and creator of The Career Reinvention Lab™.
I help mid to senior-level professionals pivot into careers that align with who they are now, without starting over, burning out, or playing small.

But I didn’t start in coaching.

I started in banking, where I learned how money moves, how trust is built, and how strategy always outperforms pressure.

I began in operations, managing the essential, often overlooked processes that keep everything running. But I wasn’t just showing up to work. I was studying the system, every process, every decision, every opportunity to improve.

That led me into solution design and implementation, leading enterprise-wide software rollouts, managing cross-functional teams, and solving high-stakes problems.
That’s where I discovered my zone of genius:
Creating clarity where there was once chaos.

I earned my MBA to deepen my understanding of how businesses thrive across strategy, leadership, finance, and systems.
I added structure and credibility with key certifications:

▪ CBAP – Advanced business analysis
▪ FMVA – Financial modeling and valuation
▪ CSM – Agile team leadership

But the values that guide me were shaped long before my career by my father.

A military man. Quiet. Exacting. Uncompromising.
Dog-eared pages in books? Not allowed.
Shortcuts? Never.

He taught me:

▪ Consistency – Show up the same way, especially when no one’s watching
▪ Discipline – Do the work, finish strong
▪ Integrity – Do what’s right, even when it’s inconvenient

As I grew in my career, I found myself mentoring high-achieving professionals who felt stuck, not because they lacked experience, but because they lacked clarity.

They’d outgrown their roles but hadn’t updated their story.

That’s why I created The Career Reinvention Lab™, a private, 1:1 coaching experience where we:

✅ Reconnect with your identity, vision, and values
✅ Rebuild your confidence, positioning, and personal brand
✅ Communicate powerfully in high-stakes conversations
✅ Land aligned roles, without starting from scratch

📩 DM me “PIVOT” or click the link in my profile to book your Clarity Call.
You’re one aligned move away from everything changing.

Juliet Ijere MBA, CBAP®

Employees Don’t Need a “Work Family”

Let’s be honest.
Employees don’t need a “work family.”
They don’t need forced bonding, fake positivity, or “we’re all one big family” speeches.

They need something far more real.
And far more rare.

They need leaders who make work safe, fair, and human.

Here is what actually keeps people committed, engaged, and performing at their best:

Clear communication
People should not need to guess your expectations.

Fair treatment
Different roles are fine. Different rules are not.

Trustworthy leadership
Say what you mean. Do what you say.

Support during challenges
Not rescue. Support.
There is a difference.

Recognition of effort
People don’t need applause.
They need to be seen.

Growth opportunities
If your team keeps doing the same work for years, they are not loyal, they are stuck.

Healthy boundaries
Respect people’s time, energy, and mental space.
Burnout is not a badge of honor.

The truth is simple:
People don’t quit companies.
They quit environments that drain them.

And they stay where they feel respected, developed, and treated with dignity.

Great leadership is not about creating a “family.”
It is about creating a healthy system where people can do their best work without losing themselves in the process.

Follow Juliet Ijere MBA, CBAP® for more leadership wisdom and practical tools to build stronger teams.

Helping you land the job you deserve in 90 days | Career Navigation Coach | Ex-Zenith Bank | FMVA

Employees Don’t Quit Jobs

Let’s be honest.
People don’t leave because of tasks, paychecks, or perks.
They leave environments that drain them.

Toxic culture.
Micromanagers.
Burnout schedules.
Lack of growth.
Feeling undervalued.

Here’s what actually keeps people committed, engaged, and performing at their best:

Psychological Safety
People should feel safe to speak up without fear.

Fair Treatment
Different roles are fine. Different rules are not.

Trustworthy Leadership
Say what you mean. Do what you say.

Support During Challenges
Not rescue. Guidance and backing go further than hand-holding.

Recognition of Effort
It’s not applause. It’s being seen for real contributions.

Growth Opportunities
Repeating the same work year after year kills loyalty.

Healthy Boundaries
Respect time, energy, and mental space. Burnout is not a badge of honor.

The truth is simple:
People don’t quit companies.
They quit toxic environments, poor leadership, and stagnant careers.

And they stay where they feel respected, developed, and valued.

Great leadership isn’t about creating a “family.”
It’s about building a system where people can do their best work without losing themselves.

🔔 Follow Juliet Ijere MBA, CBAP® for leadership wisdom and practical tools to build stronger, happier, and more productive teams.

Leadership & Career Coach | Helping Aspiring Business Analysts Land Roles Without Starting Over | Career Growth Partner for Migrants | Co-Founder @LumiSkills

Most people think leadership is about standing out.

It is not.

Real leadership is about being replaced.

If everything collapses when you step away,
you did not build leaders.
You built dependency.

A true leader does not create followers.
They create thinkers.
Decision makers.
People who can stand on their own feet and then lift others.

That is why this quote is uncomfortable.

Because it shifts the scorecard.

Leadership is no longer about your visibility.
Your charisma.
Your authority.

It is measured by what continues without you.

Every time you explain the “why,” not just the “what,” you are building a leader.
Every time you let someone make a decision and support them through the outcome, you are building a leader.
Every time you share context instead of control, you are building a leader.

Weak leaders protect their importance.
Strong leaders multiply it.

The highest form of leadership is not being needed for everything.
It is being trusted to build people who can outgrow you.

That is how impact compounds.
One leader creates another.
Who creates another.
Who creates another.

Ask yourself today:
If I disappeared for a month, who would rise?

That answer tells you everything about your leadership.

7 Phrases You Will Hear in a Healthy Workplace

A great workplace is not built by beanbags, pizza Fridays or neon slogans.
It is built by the people who lead it.

Managers run processes.
Leaders shape experiences.

Imagine walking into a workplace where you hear:

1️⃣ “I am here for you.”
Managers oversee tasks.
Leaders stand with people.

2️⃣ “That is a strong idea.”
Managers evaluate.
Leaders encourage possibility.

3️⃣ “How can I support?”
Managers instruct.
Leaders join the mission.

4️⃣ “Mistakes are part of learning.”
Managers point to fault.
Leaders build psychological safety.

5️⃣ “Your effort mattered.”
Managers expect results.
Leaders recognize the human behind them.

6️⃣ “Let us solve this together.”
Managers delegate.
Leaders collaborate.

7️⃣ “Take care of yourself.”
Managers monitor performance.
Leaders protect the person.

The truth is that positive workplaces are intentional.
They emerge when leaders create:

respect instead of pressure

empathy instead of ego

growth instead of control

Culture is not instruction.
It is influence.
It is leadership lived in daily behavior.

Follow Juliet Ijere MBA, CBAP® for guidance that helps you lead with clarity and confidence.

Everyone wants to be called a leader.

Very few are willing to act like one.

Here’s the uncomfortable truth:
Most “leaders” are just well-paid bosses.

They manage tasks.
They control outcomes.
They protect their position.

Leadership is different.

Leadership shows up when authority stops working.
When no one is watching.
When the decision costs you personally.

A boss needs compliance.
A leader earns belief.

A boss asks, “Did you do it?”
A leader asks, “Do you understand why it matters?”

People don’t leave companies.
They leave energy.
They leave confusion.
They leave leaders who talk vision but act small.

If you want to be called a leader, stop chasing influence.
Start creating clarity.

Because in the long run,
titles expire
but reputations compound.

Follow for more leadership insights that actually change how people follow.

We’ve all seen it…

That boss who walks in like the world revolves around them.

Talks down to everyone.
Never says “thank you.”
Treats people like they’re replaceable.

Then wonders why the team is unhappy.
Why people quit without hesitation.
Why respect disappears the moment they leave the room.

Here’s the truth:

People don’t remember your title.
They remember how you made them feel.

Respect isn’t fear.
Loyalty isn’t silence.
A smile isn’t weakness.
Kindness isn’t optional.

You can’t demand respect while destroying someone’s confidence.
You can’t expect loyalty while causing stress and anxiety.
You can’t get greatness from people you constantly make feel small.

Because at the end of the day…
We’re human. We want to be valued.
We want to feel safe.
We want to matter.

A real leader understands that.
A real leader builds people, not egos.
A real leader earns respect through their actions not their title. ✨

Raise your hand if you agree. 🙌
Tag someone who gets it. 🔥

There are billions of people in this world.
Why allow one opinion to shape your entire path?

Growth becomes difficult only when we let the wrong voices get too loud.
Ambition feels heavier when we accept someone else’s limitations as our own.

The truth is simple:

A single perspective cannot define your value unless you allow it.

If you want higher pay,
learn from people who already earn at the level you want.
Watch how they communicate, negotiate, and carry themselves.

If you want more opportunities on LinkedIn,
connect with people who create those opportunities daily.
Study their habits.
Let their networks expand your own.

The real trap is believing that a manager’s comment or a colleague’s doubt is a verdict on your potential.

It isn’t.

People are underestimated every day and still rise far beyond expectations.

You can grow even when others cannot see your direction.
You can move forward even when no one is cheering yet.

The right people will recognise your worth.
The rest were never meant to guide your future.

Follow Juliet Ijere MBA, CBAP® for more content that strengthens your mindset and career growth.

I spent 15+ years in big companies.

Watching people disappear into their titles.

Watching purpose get buried under politics.

And something cracked open inside me.

Not anger.

Clarity.

I saw what I didn't want to become.

Someone who forgets their heart for a hierarchy.

Someone who trades their voice for safety.

Every hard day was teaching me.

Who I really am.

What makes me feel alive.

The company didn't break me.

It revealed me.

That clarity became my compass.

Your big company years weren't wasted.

They were wise.

Every frustrating day taught you what you don't want.

Every time you felt unseen, it showed you how to see others.

That knowledge is your power now.

Use it.

Build the career that feels like coming home to yourself.

Rejection number 47.

I stopped counting after that.

Every “no” felt like a small tear.
Not in my resume.
In me.

I sat in my car after another failed interview.
Phone in my hand.
Trying to breathe through the shame.

That moment broke me open.

Because I finally saw it clearly:
My confidence didn’t disappear.
It just got buried under voices that were never mine.

So I stopped hiding.

I shared the messy parts.
The fears.
The rejections.
The nights I almost gave up.

People responded.
Not to a perfect story.
To a human one.

And slowly, doors opened.
Not because I learned new tricks.
Because I let myself be seen.

On December 11, I’m hosting a webinar showing how I turned my story into my strength.

Register here: https://luma.com/62jzmfq2

♻️ Repost if someone needs this reminder today.

Your career gap isn’t a red flag.

It’s a reset.

I interviewed someone with a two-year gap.
Most would’ve skipped him.
I didn’t.

I asked why.
He didn’t look away.

“Took time to find my why.
Learned more in that season than in ten years of work.
Met my wife too.”

No excuses.
No fear.
Just a man who understood his own pause.

And that was it.
And we hired him.
Not because the gap was hidden.
But because the growth wasn’t.

People forget this.
A gap doesn’t mean nothing happened.
It means everything was happening
just not on paper.

That season builds resilience.
Clarity.
Adaptability.
Lessons you don’t learn in an office.

So don’t say
“I wasn’t working.”

Say
“Here’s what that season shaped in me.”

Because you weren’t behind.
You were becoming, quietly, but deeply.

♻️Repost to give someone courage to own their story.

I made everyone around me look good.

Except myself.

For years, I was the go-to person.

Fix this process.
Solve this issue.
Clean up this mess.

I said yes to everything.

My manager got promoted.
The colleague I trained moved up.
The team I supported got recognized.

But when it was time for my promotion?

"You're great at supporting the team."

Supporting.
Not leading.

And here's the part that hurts:
They need you to stay there.

I had spent years building other people's credibility while mine stayed invisible.

Here's the truth they don't tell you:

Being helpful isn't the same as being valuable.

When you're always fixing things in the background, people see you as support.
Not leadership material.

Your manager sees it too.
And they're not stopping you.

I changed three things:

Shared my wins, not just my work.
Stopped solving every problem quietly.
Made sure my contributions had my name attached.

Your work matters.
But only if it's visibly yours.

Your manager knows you're doing this.
Are they stopping you? Or benefiting from it?

♻️ Repost if you've been the team's secret weapon but never got the credit.

Follow Juliet Ijere MBA, CBAP® for more on strategic visibility without the politics.

Leadership isn’t what you take.
It’s what you leave.

Some chase power.
Some chase glory.

Real leaders?
They lift others.

The greatest mark of leadership
Is not how far you go
But how far others go
Because of you.

A hand offered.
A door opened.
A spark of courage lit.

It’s quiet.
It’s invisible.
It changes everything.

Your rise? Temporary.
The lift you leave behind?
Immortal.

Lead to elevate.
Lead to inspire.

♻️ Help someone rise today.

We often hunt for the “perfect candidate.”
Someone with every skill.
Every certificate.
Years of experience.

But here’s the truth:

Most jobs are trainable.
What matters most is a willingness to learn.

Skills can be taught.
Software can be learned.
Processes can be explained.

Curiosity. Drive. Growth mindset.
Those are priceless.

Think about it:

Every top chef once scrubbed dishes.
Every designer once struggled with their first file.
Every leader once hesitated to speak up.
Every coder once Googled “how to write a loop.”

Every professional who thrives
Started with the courage to say:
“I’m willing to learn.”

Hire for mindset.
Train for mastery.

Here’s what leaders should do:

↳ Hire for attitude, not experience
↳ Build onboarding and mentorship
↳ Make growth paths clear
↳ Reward effort, not just results

The payoff?

You don’t just fill a role.
You build loyalty.
You reduce turnover.
You uncover hidden potential.

Every expert was once a beginner.
Every success story started with someone who got a chance.

Stop gatekeeping potential.
Give people the opportunity.
Let them prove themselves.

PS: Who helped you turn doubt into courage?

I got my first Canadian job offer from a photo.

Not my resume.
Not an application.
A simple post celebrating a college award.

A recruiter I'd never met reached out.
One message changed everything.

I spent months polishing resumes.
Sending applications into silence.
Wondering what I was doing wrong.

Then I realized:
Recruiters don't discover you.
You have to show up.

Here's what they actually need to see:

Clarity beats credentials.
They need to understand your value fast.
Don't make them guess.

Impact, not just effort.
"Led a team" is vague.
"Reduced costs by 40%, delivered on time" is proof.

Your story must connect.
Bridge your past to the role they need filled.
Do the translation for them.

Confidence without desperation.
You're not begging for a chance.
You're offering value they're searching for.

The most talented people I know are still waiting.
Not because they aren't qualified.
Because they're waiting to be discovered.

No one's coming to find you.

Your job is to be seen.
To be clear.
To own your value without apology.

Stop hiding behind applications.
Start showing up as yourself.

Your story matters.
But only if you tell it.

♻️ Repost if someone needs to hear this today.

"Thanks, but I'm not ready yet."

I stayed still after the call ended.
My heart wouldn't slow down.

The Senior Business Analyst role was everything I wanted.
Right path. Right growth.
The kind of chance you don't get twice.

And I still said no.

I hid behind smart-sounding excuses:
"One more certification."
"Let me wrap up this sprint."
"Maybe next quarter."

It felt logical.
But it was fear pretending to be wisdom.

Two months later, I saw the announcement.
They hired someone with half my experience.
And the worst part?
I knew I had opened that door for them.

I wasn't unqualified.
I was playing safe.

Fear rarely says "I'm scared."
It whispers "Not ready."

But here's the truth:
No one decides your moment.
You do.

And while you wait for certainty,
someone else walks in with courage.

The opportunity you keep delaying?
You're ready for it now.

On December 11, 
I'm hosting a webinar to teach how to stop waiting for permission and start moving with clarity.

Register here: https://luma.com/62jzmfq2

What are you still telling yourself "not yet" about?

♻️ Repost this for someone who needs that push today.

Sometimes quitting isn’t giving up.

It’s choosing peace over pressure.

Clarity over confusion.
Growth over guilt.

Most people wait until they break.
You don’t have to.

If you’ve been feeling stuck, distant, or just done
this might be your sign.

I made a simple cheatsheet: “7 Signs It’s Your Time to Quit Your Job”

It’ll help you see the difference between a rough patch and a dead end.

Because walking away doesn’t mean failure.
It means you’re finally walking toward yourself.

What’s one moment that made you realize it was time to leave?

♻️ Repost to help someone find their clarity
🔔 Follow Juliet Ijere MBA, CBAP® for career clarity, confidence, and new beginnings

Saying “yes” to everything at work doesn’t make you indispensable.

It just makes you invisible.

Most high performers take on every task, every request, every extra duty.
They feel busy, accomplished… but overlooked.

And that’s the real problem.

Here’s what over-committing costs you:

1️⃣ Diluted Impact:
Your key contributions get lost under minor tasks.

2️⃣ Burnout:
Energy spent everywhere leaves nothing for the projects that matter most.

3️⃣ Missed Recognition:
Leaders notice results, not effort spread thin.

4️⃣ Wrong Signals:
You look willing but not strategic.

The truth?
It’s not your skill that’s failing you.
It’s how your time and energy are positioned.

Before saying “yes” again, ask yourself:

Am I prioritizing the work that actually moves the needle?

Am I showing the impact I’m capable of, instead of just staying busy?

Am I creating space to deliver results that get noticed?

When you focus on what matters, your effort finally translates into recognition, growth, and opportunities.

Want a quick framework to start saying “yes” strategically?
DM me FOCUS and I’ll send you a simple checklist to reclaim your time and impact today.

🔔 Follow Juliet Ijere MBA, CBAP® for practical, high-signal career storytelling and strategies that get you noticed for what you actually do.

I rewrote my story three times.

The hardest part was admitting I’d been hiding.

I spent 6 months waiting to be chosen.
Shrinking in every room.
Trying to look grateful, not confident.

Every intro started with
"I know I don't have Canadian experience, but..."

Then a recruiter said
"You sound unsure. Why should I be confident in you?"

That broke me and fixed me.

So I changed how I showed up.

I stopped apologizing.
I started owning what I bring.

Here’s what actually helped:

→ Quantify everything
Turn "improved processes" into "reduced processing time by 40%"

→ Position international experience as an asset
"Global perspective," not "foreign experience"

→ Network with intention
5 new professionals per week. Real conversations.

→ Lead with confidence, not need
"Here's what I can do," not "Is there a role for me?"

Six months later
I landed my offer.

Your story matters.
Your voice deserves space.

DM “STORY” & let’s talk about yours.

Fear didn’t sound like panic.

It sounded like “What if I embarrass myself?”

I stared at a message for 30 minutes.

Typed. Ready.
But I couldn’t press send.

I kept thinking:
“What if they say no?”
“What if I look foolish?”
“What if I’m not ready?”

So I deleted it. Again.

This wasn’t a one-time thing.
It became a habit.
And I almost let fear shrink my entire career.

Because fear doesn’t always yell.
Sometimes it whispers:

→ “Don’t follow up. You’ll look desperate.”
→ “Don’t apply. They won’t pick you.”
→ “Don’t post that. People will judge you.”

And you listen.
Until one day, I didn’t.

I hit send.
With a racing heart and shaking hands.
And everything changed.

Not because I wasn’t afraid.
But because I moved anyway.

Here’s the truth:

Every opportunity I wanted
had fear standing at the door.

And the only way in…
was to knock anyway.

So if you’re hesitating right now 
to apply, to follow up, to speak up…

That’s your sign.
Fear isn’t protecting you.
It’s just holding the pen where your next chapter begins.

Comment “I’m done shrinking”
if you’re ready to send what you’ve been holding back.

♻️ Repost to remind someone:
The life they want is on the other side of fear.

There are seasons where progress feels invisible.

Why let timing decide the value of your journey?

Growth feels heavy only when the wait becomes the focus.
Doubt grows stronger when you compare your pace to others.

The truth is simple:

The win is coming.
Don’t let the “when” distract you from the work.

If you want steady growth,
trust the habits you’re building today.
Results often show up long after the effort.

If you want confidence in your path,
stop treating delays as signs.
Your timeline is not a verdict on your potential.

The real trap is believing slow progress means you’re failing.

It doesn’t.

People break through after long quiet seasons all the time.
Doors open when you least expect them.

You can keep moving even when nothing shifts yet.
You can believe in the outcome before it appears.

The right moment will reach you.
Your job is to stay ready for it.

Follow Juliet Ijere MBA, CBAP® for more content that strengthens your mindset and career growth.

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The Battle

Andrea Henderson, SPHR, CIR, RACR

Juliet Ijere MBA, CBAP®

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The Battle

Andrea Henderson, SPHR, CIR, RACR

Juliet Ijere MBA, CBAP®

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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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