Andrei Mellas

Founder Adapt Grow Fitness & Ai Interdisciplinary Collective

I'm passionate about human optimization unlocking ways to enhance physical recovery, cognitive performance, and overall resilience through evidence-informed approaches.

After years exploring mindset, strength training, neuroplasticity, and alternative therapies (from HRV tracking to psychedelic research), I've pivoted to building resources that empower informed decisions in emerging fields.

In 2026, I launched The Peptide List (www.thepeptidelist.com)—an independent, unbiased directory of 550+ verified peptide providers across the US (physicians, 503A/503B pharmacies, clinics, telehealth, labs) and an encyclopedia of 55+ research peptides.
Key features:

Comprehensive, searchable provider listings (no affiliates or endorsements)
Detailed peptide profiles (mechanisms, research insights, categories like weight loss or tissue repair)
Community-driven reviews and submissions

My goal: Cut through the noise in the peptides space with transparency and neutrality. 

This is for informational purposes only not medical advice. Always consult licensed professionals.
Previously, I founded/built ADAPT GROW FITNESS, focusing on physical and mental strength coaching.
Open to collaborations in biohacking, longevity, and health tech. 

Let's connect if you're researching peptides or optimizing performance!

#Biohacking #Peptides #Longevity #HumanOptimization #ResearchChemicals

Founder

Conducting research and analysis on the applications and implications of data analysis and artificial intelligence, and to use the findings of this research to promote the public good and benefit society through the development and deployment of ethical, responsible, and effective Al technologies and practices.

I’ve seen firsthand how great leadership can transform a team, and I love helping people get there. I offer hands-on leadership training, both in-person and through interactive e-learning, designed to give teams the skills they need to thrive. 

I also provide coaching, one-on-one and in groups, for executives and emerging leaders, combining proven strategies with a personalised approach to help them navigate challenges and grow with confidence. 

My mission is simple: to help leaders unlock their full potential and support organisations in building stronger, more innovative, and future-ready leadership at every level.

So, if ...

You are struggling with:
🔻 Giving honest feedback without triggering emotion or drama?
🔻 Delegating without micromanaging or fearing the fallout?
🔻 Leading a team while still drowning in your own deliverables?

And you want to…
✅ Build real confidence as a leader—not just fake it on Zoom?
✅ Handle tough conversations without losing your cool (or your team’s trust)?
✅ Grow a high-performing team that owns their work—so you can finally think strategically?

But you’re still…
⛔ Worried you’ll get it wrong and ruin relationships or your reputation
⛔ Thinking emotions don’t belong at work (spoiler: they’re already there)
⛔ Trying to prove yourself in an outdated system that wasn’t built for people-first leadership?

I can help you.
✔ I coach engineers, scientists, and technical managers to lead with emotional intelligence, clarity, and confidence
✔ I train leadership teams to move from chaos to calm—through frameworks, not fluff
✔ I consult C-suite and HR leaders to build people-first cultures that actually work

I don’t do corporate jargon.

I don’t believe in ‘one-size-fits-all’ leadership.

And I don’t waste time teaching things that don’t stick.

If you’re ready to be the leader your team actually wants to follow, let’s talk.

DM me “LEADER” to Book Call

Bronwyn Crawford

“I can’t ask my team to do it, it will cause them stress. But now it causes stress on me.” This came from a manager who genuinely cares about their people.

And this is where so many new managers get stuck.

They protect the team, they absorb the pressure and they take on more than they should.

But, when you consistently shield your team from responsibility, you also shield them from growth.

And leadership isn’t about removing all pressure from them.

It’s about distributing it fairly and supporting people to rise.

Because carrying everything yourself doesn’t make you a better leader. It just makes you tired...

So if you're holding something that might actually help your team grow, then let it go.

Helping Managers Grow into Leaders | Leadership & Performance Coach | Supporting New & Experienced Managers to Lead with Clarity and Confidence | 9K+ Leaders Trained

I’ve seen this pattern enough times to recognise it immediately, the pause… the waiting… the “I’ll do it after this quarter / this deadline / this meeting” feeling.

But you know what usually happens instead?

The conversation gets heavier for them.
The tension gets louder between the team.
The impact on the team gets bigger.

As we move into 2026, here’s the thought worth holding:

One honest conversation, had earlier than feels comfortable, can change a team’s direction more than months of waiting.

If there’s something you’ve carried into the new year,
this may be the time to address it.

PS: I work with managers and leadership teams on clarity under pressure, strengthening communication, decision-making and emotional intelligence when it matters most. If that’s relevant to your role right now, message me here.

9K+ Leaders Trained | Leadership & Performance Coach | Helping emerging & executive technical leaders turn overwhelm into confidence, lead with clarity, and build high-performing teams | DM “LEADER” to Book Call

Last week I had a delayed flight. Normally, that would have annoyed me.

But this time, I had my journal with me. So I sat. I wrote. I thought about the week ahead.

And it struck me how often leadership asks the same thing of us.

Very little goes exactly to plan.

Timelines shift. People react differently than expected. Decisions land harder than we imagined.

The difference isn’t in whether things go off-script. It’s in how you respond in the moment.

Do you tense up and push harder?
Or do you slow yourself enough to think clearly and choose your response?

That quiet space between what happens and how you respond is where leadership actually lives.

Something I was reminded of, sitting in an airport, with nowhere to rush to for a change.


PS: I've built a leadership program around this, happy to send the overview if that’s useful.

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london-hr-consulting-group

Certified Facilitator of the Appreciation at Work Training Process

180 hours of Level 5 online TEFL training (English Government-regulated qualification)
Level 5 Teaching One-to-One & Online Course (60 hours)
Level 5 Teaching Business English Course (60 hours)

Helping organisations develop impactful leaders and build high-performing teams to drive business success.

At London HR Consulting Group, we believe leadership is more than just managing teams—it’s about inspiring change, building resilience, and creating a lasting impact. We combine proven methodologies with personalised approaches to develop leaders who inspire and drive success.

𝐂𝐨𝐦𝐦𝐨𝐧 𝐎𝐛𝐬𝐭𝐚𝐜𝐥𝐞𝐬 𝐎𝐮𝐫 𝐂𝐥𝐢𝐞𝐧𝐭𝐬 𝐅𝐚𝐜𝐞:
1. 𝐔𝐧𝐜𝐞𝐫𝐭𝐚𝐢𝐧𝐭𝐲 – Struggling to identify the real problem and find the right solution.
2. 𝐂𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐆𝐚𝐩 – Lacking the skills and knowledge needed to lead effectively, both today and in the future.
3. 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐑𝐞𝐬𝐢𝐬𝐭𝐚𝐧𝐜𝐞 – Lacking the confidence and resilience to navigate adversity.

𝐎𝐮𝐫 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡 𝐭𝐨 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭:
We offer three powerful strategies to help organisations and leaders overcome these challenges:

1. 𝐅𝐫𝐨𝐦 𝐔𝐧𝐜𝐞𝐫𝐭𝐚𝐢𝐧𝐭𝐲 𝐭𝐨 𝐂𝐥𝐚𝐫𝐢𝐭𝐲 - We provide strategic HR and leadership 𝐜𝐨𝐧𝐬𝐮𝐥𝐭𝐢𝐧𝐠, leveraging data-driven decision-making tailored to your organisation’s unique challenges and goals. Together, we develop customised solutions that drive measurable improvements in leadership effectiveness and organisational performance.

2. 𝐅𝐫𝐨𝐦 𝐒𝐤𝐢𝐥𝐥 𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐭𝐨 𝐂𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐞𝐧𝐢𝐧𝐠 - Leadership is not just about acquiring new skills; it’s about applying them effectively, even under pressure. Our comprehensive 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐩𝐫𝐨𝐠𝐫𝐚𝐦𝐬—available both in-person and through engaging e-learning platforms—builds critical leadership skills and can be customised to meet your team’s specific development needs.

3. 𝐅𝐫𝐨𝐦 𝐑𝐞𝐬𝐢𝐬𝐭𝐚𝐧𝐭 𝐭𝐨 𝐑𝐞𝐬𝐢𝐥𝐢𝐞𝐧𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 - Our 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐞𝐝 𝐜𝐨𝐚𝐜𝐡𝐢𝐧𝐠 for executives and emerging leaders accelerates professional growth. By combining proven methodologies with tailored strategies, we help leaders overcome obstacles and unlock their full potential—creating a stronger, more innovative, and future-ready organisation.

💡 Want to learn more about how our system can help develop impactful leaders in your organisation? Book a call with us, and let’s have a chat! https://calendly.com/london-hr-consulting-group

The video is for a good laugh,
but if you don’t delegate, you know the weight behind it.

Because one day, you realise you’re exhausted, and the team is waiting for direction you no longer have space to give.

What to do next?

Stop asking, “Can I trust someone with this?”
and start asking, “What am I holding that doesn’t actually require me?”

A simple action to try this week:

> Pick one task you’re still doing out of habit, not necessity.
> Be clear on the outcome.
> Hand it over.
> Agree on a check-in and resist the urge to take it back.

That’s how capacity is created for you and for the team.

And this is exactly the kind of leadership work we go deep into: communication, coaching, and building teams that perform without burning you out.

Comment IMPACT if you want to know more.


PS: I work with managers and leadership teams on clarity under pressure, strengthening communication, decision-making and emotional intelligence when it matters most. If that’s relevant to your role right now, message me here.

Your star performer became manager. Now their team's output crashed 20%. Here's the 1:1 mistake silently killing them.

View newsletter: Technical to Trusted Leader

Picture this: Sarah, your top individual contributor. She was promoted to manager six months ago. Now her team's output is down 20%. She's doing all t

Open article: The 1:1 Mistake That's Silently Killing Your Best Team Members by Bronwyn Crawford • 2 min read

The 1:1 Mistake That's Silently Killing Your Best Team Members

Maybe not exactly this number, but long enough for good work to start feeling invisible.

And before you say,
“But they’re paid to do their job”
or
“I don’t want to make people complacent”

Stay with me.

Most managers don’t withhold feedback because they’re harsh. They withhold it because they’re focused, busy or under pressure.

They assume silence means fine.

But the turning point most leaders miss is,

When feedback only shows up as correction, your team learns one thing very quickly: don’t take risks, just don’t get it wrong.

That’s how performance plateaus.

So the managers who lead well don’t over-compliment. They "observe" better.

They don't say, “Great job.”

But:
“That way you handled that client pushback, that mattered.”
“That decision saved us rework.”
“That calm response set the tone for the room.”

If it’s been 116 days since your last compliment, your team hasn’t stopped performing, they’ve just stopped feeling seen.

👉 What’s one thing someone on your team did this week that deserves to be named, not assumed?

PS: Feedback, trust, and tough conversations are core pillars of my upcoming "IMPACT Leadership" Program. If you’re curious about what that looks like in practice, message me.

Manager, if you say - “I can’t ask my team to do it, it will cause them stress. But now it causes stress on me”...this video has your answer 👇🏻

Leadership often means,
Managing people who were your peers last quarter
To have answers you were never given
To carry pressure you can’t pass down

So you think.
And you overthink.
And you replay conversations in your head at 11pm.

From the outside, you look fine.
From the inside, you’re figuring it out as you go — quietly.

I’ve sat with too many capable managers who thought this meant they were failing.

They weren’t.

They were just doing leadership without support.

And that’s the bit that drains people.

Because it comes as a surprise!

If this image made you uncomfortable, it’s because you recognise the moment.

And if you’re tired of working it out in your head, there is another way to lead, one that’s clearer, steadier, and doesn’t cost you yourself.

That’s the work I do.
And it’s exactly where most managers come to me from.

In 2026, I've made the access even easier, my IMPACT Leadership, a structured programme focused on communication, coaching, emotional intelligence and building high-performing teams, is now open. 

Message me "IMPACT" and I'll share the details with you.

Hard Conversations: 7 phrases Leaders don't say (And what they say instead)

1. "That’s how we’ve always done it."
--> “If we were starting fresh, what would we do?”

2. "Just quickly action this."
--> "This task is of high importance. Could we reprioritise other work?"

3. "This is not what I expect from you."
--> "Let's clarify the outcome we want and the support you need to achieve it."

4. "You always miss deadlines. I can't rely on you."
--> "Deadlines have been missed a few times, and I want to understand why. What support or adjustments would help you meet your deadlines on time?"

5. "You are letting down the team."
--> "I’m concerned about how this is impacting others. What’s getting in the way right now?"

6. "We don't have time for back and forth."
--> "I think we’re circling the same points. Let’s decide the next step and move forward."

7. "The change comes from above. It is what it is."
--> "This change comes from above. While we can’t change the decision, we can control how we implement it effectively."  

♻️ and help your peers become better leaders.
Follow Bronwyn Crawford to know how to lead with empathy, impact and confidence in 2026.

7/10 leaders go through this.
You begin by stepping into the role.
Then you become the role.

And then along the way, there’s very little space left between the two.

But the leaders who sustain themselves over time don’t step back from responsibility.

They step back from over-identifying with it.

They protect space to think.
They notice when they’re reacting rather than responding.
They lead with intent, not habit.

That’s what sustains leadership over time.

So let me leave you with this question:

Are you still leading from who you are,
or from what the role has slowly asked you to become?


PS: I work with managers and leadership teams to build clarity, and perspective under pressure without losing themselves in the process. If this resonates with where you are right now, message me here.

I caught myself staring at this image longer than I expected. Not because it was clever, but because it felt familiar.

That phase where your head is constantly busy like running scenarios, rehearsing conversations, weighing every decision twice as a manager.

From the outside, things look fine.

But inside, everything feels heavier than it needs to.

That’s usually the point people don’t talk about.

You don’t want a coach.
You just want your head to be quieter.
Your decisions cleaner.
Your leadership to feel less effortful.

The managers who eventually work with a coach aren’t lost. They’re tired of thinking everything through alone.

And once they have the right support, something shifts.

They act earlier.
They stop over-processing.
They say the thing without carrying it for days.
They lead without absorbing every emotion in the room.

That’s the difference this image captures.

And it’s the exact shift my 12-week programme, IMPACT Leadership, is built for.

If you recognise yourself on the thinking side of this image,
and you’re ready for leadership to feel steadier and more decisive,

message me IMPACT.

If you’ve ever left a conversation thinking “I should have handled that differently,” this is for you.

According to a survey, around 70% of managers avoid difficult conversations with their team, if you hesitate too, what's the reason behind it?

What stops you having the tough conversation sooner?

Right now, you’re a new manager, you’ve read about leadership traits, you’ve heard the language, you roughly know what “good leadership” is supposed to look like.

What no one really talks about is how hard it is to apply all of that in real corporate life.

Because when you’re in it, it doesn’t feel theoretical.

It shows up as second-guessing yourself after meetings. As lying awake replaying conversations. As wondering whether you’re actually cut out for this role. As feeling responsible for everything, including things that aren’t really yours to carry.

In the end it drains you, because you’re trying to work it out alone.

But what I’ve learned is that all it takes is a “step”, a step towards building the skills that are required to be the leader you want to be in 2026.

And why I built the IMPACT Leadership program, designed to support managers as they step into leadership properly, not just in title, but in how they think, decide, communicate and lead people.

We work through 6 core areas:

1. Leadership identity & mindset
2. Trust, influence and relationships
3. Confident and courageous conversations
4. Coaching & building high performaning teams
5. Emotional Intelligence and regulation
6. Productivity and success planning

So whether you’re a new manager, already leading a team, or preparing for your next step, this program meets you where you are and helps you rise.

If you’d like an overview, message me “overview” and I’ll share the details.

None of these are “soft extras”, or "perks."
And they’re certainly not things people should have to earn by overworking.

As when these basics are missing, your team performance drops and that can't be fixed with motivation or engagement.

To have a high performing team, you need to create the conditions where people can actually show up and do their best work.

This takes intention, clarity and leaders who are willing to look at how work gets done, not just what gets delivered.

This is the kind of work I spend most of my time on with managers and leadership teams.

Because when these foundations are in place, everything else gets easier.

It’s why I created IMPACT Leadership.
A 12-week program designed to help managers strengthen the human side of leadership alongside the operational one, so they can lead with confidence, have the conversations that matter, and build teams that perform without burning out.

If you’re interested in what that looks like in practice, I’m happy to share an overview.

Privileges your team deserve at work

Another meeting! 
No one steps into management thinking, “I’m really looking forward to a calendar full of meetings.” 

Yet that’s where leadership often ends up.

Meetings now have become the place to: 
- delay decisions 
- soften accountability 
- and keep everyone busy without moving anything forward.

Basically creating the illusion of progress. And everyone walks out feeling frustrated.

While, good  meetings do one thing well.
They create clarity.

People leave knowing:
- what’s been decided
- what matters most
- and who owns what's next

If that isn’t happening, the meeting isn’t the problem. It's the leadership of the conversation during the meeting that hasn’t happened.

👉 Which meeting this week exists because something still hasn’t been said? (great time to ponder on it and make the shift)


PS: I work with managers and leadership teams on clarity under pressure, strengthening communication, decision-making and emotional intelligence when it matters most. If that’s relevant to your role right now, message me here.



Pic credit: Pinterest

No one talks about how imposter syndrome actually shows up once you’re the manager. Let's be aware how it shows up for you:

As a manager, how does imposter syndrome shows up as…

Organisational changes are common, so when they happen, what’s hardest for you as a manager?

When organisational change happens, what’s hardest for you as a manager?

I smile when I hear this, "We all have the same 24 hours, it’s just about priorities." 🙂

Because it sounds neat and life rarely is.

Because real life looks more like this:

preparing for team meetings,
catching up on emails,
having conversations you didn’t plan for,
making decisions you didn’t expect to make,
then coming home to personal chores, family things, life things.

And somewhere in between, we’re told to “make time for what matters”.

For a long time, I genuinely thought: How? What exactly am I meant to drop?

Until one day, I couldn’t ignore the signs anymore. Being constantly busy had started to show up physically.

I was gaining weight. I felt tired more often. I wasn’t as well as I told myself I was.

So health quietly became another “priority” on the list.

And my first reaction was, with what time?

But what changed was, changing how I used the hours I already had.

I started pairing things. I walked on the treadmill and watched my comfort show on Netflix.

That was movement without pressure. Something I actually looked forward to.

Same 24 hours and one more thing that mattered.

And it reminded me of something I see so often with managers.

If you really want to do something, you stop looking for the perfect time.
You start looking for ways.

Which is exactly how I’ve designed IMPACT Leadership program.

It’s built for busy managers who don’t have spare time lying around, but do want to lead better.

Flexible, practical, and focused on action, not theory you have to “find time” for later.

If you’ve been telling yourself you don’t have time to work on your leadership, you just don't know the right way to do it, yet.

This is the part of the role most managers are expected to “just handle”.

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The Battle

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