Archita Fritz

Fractional Product Marketing Leader | I help operationalize product roadmaps for commercial success | Strategic Board Advisor | Workplace Culture

I help private equity–backed CEOs and value creation teams turn fragmented go-to-market efforts into a system that drives top-line growth, margin expansion, and commercial readiness for exit.

Most of the companies I support are post-acquisition, sitting around $15M–$50M in ARR, and moving fast toward their growth targets. But behind the scenes? The GTM motion is often still being driven by legacy sales instincts, founder-era marketing, and a whole lot of duct tape.

The symptoms are familiar:
⟶ Sales blaming marketing.
⟶ Marketing running plays that don’t align to revenue.
⟶ No clear ICP, no pricing discipline, and no real GTM narrative investors can buy into.

That’s where I come in.

With 20+ years across global MedTech, SaaS, and industrial technology—leading product launches in 80+ markets—I now partner with portcos as a short-term operator to unblock growth and build real commercial infrastructure.

Here’s how I support the PE lifecycle:

In the first 100 days
→ Run a GTM audit, identify gaps, and prioritize high-ROI quick wins.
→ Bring visibility to what’s actually driving pipeline, not just vanity metrics.

During the build phase
→ Align sales, marketing, and product around one repeatable commercial motion.
→ Fix positioning, pricing, segmentation, and campaign logic.
→ Install weekly operating cadence, dashboards, and conversion discipline.

As you scale
→ Shift from hero selling to system selling.
→ Equip reps with enablement that sticks, and codify what works.
→ Build segment-level GTM plays that actually reduce CAC over time.

Ahead of exit
→ Translate the growth story into buyer-ready clarity.
→ Highlight pipeline velocity, retention drivers, and future upside.
→ Package GTM IP as repeatable, not founder-dependent.

I’ve done this across portcos of AKKR, EQT, Cinven, and Nordic Capital, and across sectors from life sciences to enterprise SaaS.

Outside of portcos, I sit on four boards, keynote international stages, and host the Embracing Only podcast on leadership, identity, and transformation.

If you want marketing to “look busy,” hire an agency. If you want a GTM system that builds enterprise value, call me.

👉🏽 Learn more here: https://calendly.com/archita-e-fm/1-1-work-with-archita-intro-call

What my clients say:

“Archita turned GTM chaos into clarity! And she did it fast!”
— David Hall Rode, CEO, Blue Mountain (AKKR Portco)

“She built our product marketing function and aligned commercial with product.”
— Patrick Hughes, CRO, CluePoints (EQT Portco)

Chief Marketing Officer

We rise by lifting others! Driven by a commitment to build psychologically safe workplaces where people can unapologetically be themselves Archita is resolutely focused to work with partners who want to look beyond metrics to help shape cultures of belonging and cancel out the silent acceptance of bullying and harassment in the workplace.

Archita is the strategy and marketing lead on campaigns, partnerships, products and promotion. If you want to partner with Speak Out on organisational campaigns or partnerships please connect with her.

New client, new year.
First week at Veristat and I got to be onsite for their Commercial Kick Off Meeting! 

Within the first five minutes, I somehow became the Rock, Paper, Scissors Champion! 
(Truly not sure if I peaked there, but it set the tone.)

I love being remote, but a week onsite upfront compresses relationship + context in a way that’s hard to replicate.

A few things I’m taking with me:

👉🏽 Commercial + Operations came together in a real way. You could feel how both sides contribute to the outcome, not in theory, in practice.

👉🏽 They brought in a customer, a family member, and two partners to speak. Hearing from a Veristat team member sharing what it’s like to be a family member navigating finding clinical trials for your loved one, and how that experience changes the way you think about timelines, communication, rigor, and care really struck a nerve. There wasn’t one dry eye in the room with folks recognizing the impact of the work they do.  

👉🏽 The trust Veristat has earned with sponsors is undeniable. There aren’t many teams sponsors rely on to take them from data → direction → regulatory submission with that level of confidence.

Personal bonus: I worked with Andrew (AJ) Mills for a minute many moons ago, so it’s been a joy to reconnect and jump in with his team again.

And I’m genuinely excited to partner with Kim Boericke as CEO, first time I’ve gotten to work this closely with a woman CEO, and you can already feel the clarity she’s bringing.

Grateful for the welcome, Veristat. Let’s go.

Archita Fritz 

Partner to Private Equity CEOs | GTM & Value Creation | Board Member | 2 x Top 100 Product Marketing Leader

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A friend said something to me this week that I can’t stop thinking about.

She met our friend group when we were in our late 20s, because she was marrying one of our friends.

And she told me:

“I remember being genuinely surprised by how many of you were chasing a title like it had a deadline. Like you’d decided, that by this age, I have to be that… or I’ve failed.”

I laughed when she said it, because she was right.

Back then, we used to call it “ambition”, but what it also meant to most of us was “don’t be left behind!”

We were all trying to stay ahead of our insecurity.
 
And what’s wild is… I see the grown-up version of that same chase all the time now.

It is usually not “VP by 30.”

But it’s more like, 

“We need to look further along by the next board meeting.”
“We’ll fix the foundation after we hit the number.”
“Just get through this quarter.”

I get why people say it. I’ve said it too.
Usually it means we’re in scramble mode.

A few years ago, I started asking myself a different question…

𝑨𝒎 𝑰 𝒅𝒐𝒊𝒏𝒈 𝒕𝒉𝒊𝒔 𝒃𝒆𝒄𝒂𝒖𝒔𝒆 𝑰 𝒂𝒄𝒕𝒖𝒂𝒍𝒍𝒚 𝒘𝒂𝒏𝒕 𝒊𝒕…
𝒐𝒓 𝒃𝒆𝒄𝒂𝒖𝒔𝒆 𝑰’𝒎 𝒕𝒓𝒚𝒊𝒏𝒈 𝒕𝒐 𝒔𝒕𝒐𝒑 𝒕𝒉𝒂𝒕 “𝑰’𝒎 𝒃𝒆𝒉𝒊𝒏𝒅” 𝒇𝒆𝒆𝒍𝒊𝒏𝒈?

And then, separately, this week I flew in to celebrate a different and very dear friend—mid-week—for her wedding.

I cleared the time properly and showed up without negotiating with myself. We laughed and danced so hard our face and feet hurt.

And for once I wasn’t doing that mental math of what I “should” be doing instead.

And I had this quiet thought on the way home: I’m really glad I don’t live in that frantic chase mode the way I used to.

👉🏽 What was your “by ___” deadline that you have finally loosened the grip on? 

PS: And LinkedIN can you please take a moment to celebrate my gorgeous and dearest friend Sneha on her wedding day!

Archita Fritz at Sneha and Chris Rossi wedding in New York City 

Best thing I’ve done this year so far: breakfast with two women I respect.

Just coffee, tea, some scones were involved and a bit of laughter, with the kind of conversation that puts you back in the right headspace. 

Shea Conboy’s growth over the years has been a joy to watch. 
This past week I got to say it in person.

She was on my team many moons ago, and seeing what she’s built since then is genuinely brilliant. From building social media and event capability from the ground up at various life science companies to starting to build her impact in product marketing, so proud of everything! 

 I left that part of the breakfast feeling properly proud.

And then I finally met Kisha Wynter in person. Author of Your Power Unleashed and a guest on our  Embracing "Only" Podcast  in person for the firs time.  

We talked women in leadership, boardrooms, sponsorship, timing…and every so often we’d stop and laugh: “That’s literally in your book.”

On the way out, I caught myself thinking how often the right conversations get pushed “until things calm down”. 

If you care about women in leadership, your calendar has to show it.

I love catch-ups like this, because In Private Equity land, it’s easy to live in spreadsheets and operating reviews. Breakfast like this pulls you back to what actually moves companies...the people.

Who are you making time for this month?

PS: Check out the link to Kisha's book and her episode in the comments below.

Archita Fritz advisor to Private Equity CEO's and Shea Conboy

Archita Fritz Advisor to Private Equity CEO's and Kisha Wynter author of the book Your Power Unleashed.

These are all the things I would rather do than sit down and do homework with the three littles who live in my home rent free:

✪ Get grilled by a PE sponsor on CAC payback.

✪ Walk into a board meeting with one slide and pure courage.

✪ Explain (again) that “pipeline” isn’t a strategy.

✪ Untangle a CRM that’s 47 versions of “called - no answer.”

✪ Run win/loss calls where the feedback is: “Pricing.”

✪ Rewrite positioning while Legal replaces every verb with “may.”

✪ Align five execs on one ICP without anyone saying “everyone.”

✪ Explain our investor story using chaos, caffeine, and a prayer.

✪ Do a “quick” launch that somehow needs 14 approvals.

——

Because the mental health damage of doing homework and test prep with little humans is something else.

To every parent doing the nightly and weekend sit-down, I see you! 

PS: Anyone else have to take a mid-homework walk outside the house to save themselves from absolutely losing it?

PPS: Picture below courtesy my mid lunch walk last week in the middle of a Sales Kick off meeting! Trying to channel in those calm vibes right now.

Kicking off 2026 with a proud board moment: Inflectiv Group has made a minority investment in psLondon.

Huge congratulations to James Rose, Jan-Philipp Matthewes and the Inflectiv team, and a genuine welcome to Robert Pepper, Tony Speight, and everyone at psLondon. Excited to have you in the Inflectiv collective and for what we’ll build together.

Press release in the comments. 

Proud to share this marks Inflectiv Group’s third strategic addition, building a collaborative network of founder-led independents — now alongside Fresh Air and Hue & Cry | Certified B Corp.  

We’re continuing to grow selectively, making minority equity investments where there’s real alignment on quality, leadership, and culture.  
If you’re a founder exploring that kind of partnership, my DMs are open.

You want to be “easy to work with.”
But a lot of you learn the wrong version of it.

Last week, someone I’d never met got combative over email. This person was several levels senior to me.

All I’d asked for was time on the calendar.

The reply wasn’t neutral, it was defensive and a tone that felt like: “know your place.”

In the past, I would have gone along with it. I  would have been extra polite, over-explained and tried to smooth it over.

I don’t do that anymore.

I stopped the email thread and moved it to a call.
On the call, this is what I said.

“We all want growth and a good way to work together. If that’s true, we’ll be fine. If what you actually want is friction or positioning, then this won’t be a good use of either of our time. Either outcome is okay, I just want it to be clear.”

Once that was said out loud, the defensiveness dropped and the real constraints came out. It turned into a productive discussion instead of a drawn-out thread.

By the end, they suggested spending more time together, not less.

Most people tolerate bad behavior because they want to be easy to work with. 

𝑩𝒖𝒕 𝒃𝒆𝒊𝒏𝒈 𝒆𝒂𝒔𝒚 𝒕𝒐 𝒘𝒐𝒓𝒌 𝒘𝒊𝒕𝒉 𝒊𝒔𝒏’𝒕 𝒕𝒉𝒆 𝒔𝒂𝒎𝒆 𝒂𝒔 𝒃𝒆𝒊𝒏𝒈 𝒆𝒇𝒇𝒆𝒄𝒕𝒊𝒗𝒆.

Going into this week: don’t confuse “easy to work with” with “easy to push around.”
If the tone is off at the start, address it early.

You’ll save yourself weeks of stress, and you’ll get better work out of the relationship.

This week I got to do one of my favorite things: sit across the table from two C-suite leaders I genuinely love thinking with.

David Hall Rode and Amira Modi, thank you for the time, the candor, and the quality of the thinking.

I’m on my way back to Dusseldorf and smiling thinking about how grateful I am for leaders like them in my orbit. 

With David, we can brainstorm in 80 directions in 20 minutes… and somehow it doesn’t turn into chaos, it turns into clarity.

And then there’s Amira, who is the kind of leader who can zoom out to strategy and zoom in to the detail that will make or break execution.

She’s also one of the few women C-suite leaders in healthcare who brings both deep industry credibility and real commercial clarity. I’m lucky to have them both in my orbit.

𝐖𝐡𝐲 𝐬𝐡𝐨𝐮𝐥𝐝 𝐲𝐨𝐮 𝐜𝐚𝐫𝐞?

Because this is what separates teams that move from teams that stall.

Most teams don’t struggle because they lack ideas. They struggle because they can’t turn messy thinking into a clear direction people can execute.

What that looks like:
➟ People keep the real concerns to themselves because it’s not worth the friction
➟ The group talks through ten options and chooses none
➟ Everyone “agrees” in the room, then nothing changes after

What strong leaders do instead:
➟ Make it easy to say the unfinished thing out loud
➟ Keep the pace without steamrolling people
➟ Pull a real decision out of the noise
➟ End with a clear “here’s what we’re doing next”

It sounds very basic, but it really isn’t. And it’s a big reason some companies move faster with the same resources.

I’m grateful for leaders who make clarity feel normal and execution feel possible.

Archita Fractional Marketing Leader for Blue Mountain and other Private Equity Backed Middle Market Portfolio Companies 

This week I caught myself working like something was on fire, even though nothing was.

I’m onboarding a new client, and the engagement is off to a strong start. The work is clear, the team is aligned, and the trust is already there. 

I’ve been doing this independently for nearly three years, so none of this is new.

And yet, more than once this week, I caught myself pushing as if I still needed to earn the right to be here.

It was a strange moment of self-awareness, the kind where you can see your own behavior while it’s happening. I found myself asking a question I didn’t expect to be asking at this stage: 

👉🏾 Why am I going this hard when nothing is actually wrong?

This isn't new work or a new room, and it certainly isn’t about proving competence. By any rational measure, I already belong here.

And yet, something in me still behaves like 𝘣𝘦𝘭𝘰𝘯𝘨𝘪𝘯𝘨 𝘪𝘴 𝘤𝘰𝘯𝘥𝘪𝘵𝘪𝘰𝘯𝘢𝘭.

That question matters because it doesn’t point to a workload issue. 
It points to an identity issue. 

If you’re doing well in your role or building something that’s finally working, notice what shows up anyway. 

Pay attention to 
the extra effort that isn’t required, 
the urgency that isn’t real, 
the impulse to prove yourself in rooms that have already said yes. 

𝑻𝒉𝒂𝒕 𝒓𝒆𝒇𝒍𝒆𝒙 𝒊𝒔 𝒓𝒂𝒓𝒆𝒍𝒚 𝒂𝒃𝒐𝒖𝒕 𝒂𝒎𝒃𝒊𝒕𝒊𝒐𝒏. 
𝑰𝒕’𝒔 𝒖𝒔𝒖𝒂𝒍𝒍𝒚 𝒂𝒃𝒐𝒖𝒕 𝒃𝒆𝒍𝒐𝒏𝒈𝒊𝒏𝒈.

I don’t have a neat answer yet.
Right now, I’m sitting with the question instead of rushing past it. 

Because something tells me this isn’t about working more or less. It’s about updating who I think I need to be in rooms that have already said yes.

PS: I came across a photo of one of my old teams I had the privilege of leading many moons ago. They were one of the first groups that ever held up a mirror to me around this pattern. Seeing that picture again felt like a quiet reminder I needed more than advice.

We’re in a pilot phase rolling out a suite of AI solutions at a PE-backed company.
And the impatience is… Olympic level.

Week 2:
“Why isn’t the AI delivering value yet?”

Because AI isn’t a vending machine.
You don’t insert “tool” and get “pipeline” back.

In the pilot stage, you’re not “deploying AI.”

You’re validating the conditions that make AI worth using

➟ Data integrity (what we think is true vs what’s actually in the system)
➟ Use case fit (what works in generic SaaS ≠ what works in this industry)
➟ Signal quality (which inputs predict response, and which are noise)
➟ Customer reality (how buyers actually reply, in the wild)
➟ Workflow adoption (if humans don’t use it, it doesn’t exist)

So yes, we should push for outcomes. But if you treat a pilot like a finished product, you don’t speed things up, you just create noise, churn, and “AI doesn’t work” opinions before you’ve even set it up properly.

If you’re a revenue leader in a PE-backed company, here’s the better question than “Why isn’t it working yet?”

“What do we need to make this work reliably, and at scale?”

If you’re in the messy middle of an AI pilot right now, what’s the biggest friction point you are navigating?

👉🏾  data, use cases, adoption, or expectations?

AI is not like a vending machine, you cannot put stuff in and hope to get pipeline out.

In a lot of mid-market PE portfolio companies, the issue isn’t lead generation. 

It’s that the company hasn’t agreed on the rules of the funnel, so leads get handled differently depending on who touches them. 

Marketing passes names,
Sales disputes quality, 
follow-up is inconsistent, 

and the CEO ends up asking for “more pipeline” when the real problem is a messy handoff.

There are other things that matter, and deal velocity is increasingly the bigger constraint I’m seeing, but without a clean handoff you can’t tell what’s working, what’s broken, or what to fix next.

When I’m brought in to steady this quickly, I put a basic GTM system in place in the first two weeks:

➟ 𝑫𝒆𝒇𝒊𝒏𝒆 “𝒒𝒖𝒂𝒍𝒊𝒇𝒊𝒆𝒅” 𝒊𝒏 𝒘𝒓𝒊𝒕𝒊𝒏𝒈
One page that Sales and Marketing both agree to. If you can’t say the same sentence, you don’t have a funnel.

➟ 𝑫𝒆𝒇𝒊𝒏𝒆 𝒂𝒏𝒅 𝒎𝒂𝒌𝒆 𝒍𝒆𝒂𝒅 𝒔𝒄𝒐𝒓𝒊𝒏𝒈 𝒖𝒔𝒂𝒃𝒍𝒆.
Fit, intent, recency, and engagement, it doesn’t have to be perfect, but consistent enough to run the week on.

➟ 𝑺𝒆𝒕 𝒂𝒏 𝒆𝒏𝒇𝒐𝒓𝒄𝒆𝒂𝒃𝒍𝒆 𝒇𝒐𝒍𝒍𝒐𝒘-𝒖𝒑 𝒓𝒖𝒍𝒆. 
Who responds, how fast, and what happens when it doesn’t happen.

➟  𝑹𝒖𝒏 𝒐𝒏𝒆 𝒘𝒆𝒆𝒌𝒍𝒚 𝒓𝒆𝒗𝒊𝒆𝒘 𝒇𝒐𝒄𝒖𝒔𝒆𝒅 𝒐𝒏 𝒘𝒉𝒆𝒓𝒆 𝒍𝒆𝒂𝒅𝒔 𝒅𝒓𝒐𝒑𝒑𝒆𝒅.
Routing, speed, fit, or follow-through, then fix one failure point each week.

This is not complicated. It’s just missing in more companies than anyone wants to admit.

In a recent engagement, this system helped moved leads from roughly 5–10 SQLs a month to 170+ sales-qualified leads in 60 days. 

Not because we “did more marketing,” but because we stopped debating opinions and installed a system the team could run.

If you’re a CEO and this feels familiar, ask one question in your next commercial meeting: what happens in the first 24 hours after a lead is marked sales-qualified? If the answer isn’t clear, start there.

Why Private Equity PE Portcos don’t have a Lead Gen Problem. They have a systems problem. “We don’t have enough leads” is the biggest misplaced diagnosis in private equity portcos

At Christmas, I was lightly chiding my brother-in-law about how much he cares about football. 

Because I genuinely don’t relate. 

I’m not wired to tie my mood to something I can’t control for three hours on a Saturday/Sunday. My brain files it under: “entertaining… but not emotionally binding.” 

Also, I know basically nothing about American football. 

My strongest credential is still that I once stood on the inside of a football field because I was crowned University Homecoming Queen in 2004. That’s the whole resume!

Fast forward to Saturday, Jan 17. 
The Buffalo Bills lost 33–30 to the Denver Broncos.

My BIL and his entire family are huge Buffalo Bills fans. 
Like it affects the entire "household mood" fans.

So you can imagine, the family chat lit up immediately.

 And it wasn’t just analysis. It turned into people fast:
“He’s such a good guy.”
“He does so much with kids.”
“He deserves a ring.”

Bills fans… I’m sorry. 
That one looked painful.

---
And it made me think about something I see in Private Equity-backed leadership teams after a miss:

𝘐𝘯 𝘗𝘌, 𝘢 𝘮𝘪𝘴𝘴 𝘰𝘧𝘵𝘦𝘯 𝘵𝘶𝘳𝘯𝘴 𝘪𝘯𝘵𝘰 𝘣𝘭𝘢𝘮𝘦 𝘧𝘢𝘴𝘵.

The room starts hunting for the person attached to the number. Usually it is because we want the chaos to make sense, so we pin the story to a person.

In sports, it can swing either way just as fast:
one moment, one person… 
and suddenly it’s either pile-on or protective loyalty.

A few things I’ve seen the best PE teams do instead:

➜ Separate “bad outcome” from “bad decision.” 
Sometimes the call was right and the timing just didn’t cooperate. 
Sometimes you got lucky and you shouldn’t repeat it.

➜ Force specificity. 
Not “we need to execute.”
More like: “3 deals slipped 30 days” or 
“churn ticked up in X segment.”

➜ Make the next step small and real. 
One fix, one owner, one date, before the next LT/board call.

➜ Do a quick ‘what changed’ review. 
What we thought, what happened, what we’re changing. 
No courtroom or character trial.

Pinning it on one person is the quickest way to feel like you’ve explained it. It’s rarely the quickest way to improve it.

PS: Serious question...are you a “watch with people” fan or a “do not speak to me during the game” fan?

Picture credit: AP Photo/Jack Dempsey

Good products don't sell themselves.
At least, they don't do it twice.

Most companies find their first "big win" through sheer grit and a great product. But when they try to launch the second or third product, the wheels usually start to wobble.

If your revenue is plateauing despite a great roadmap, the gap is likely in your Product Marketing foundation. Transitioning from a single-product company to a multi-product powerhouse requires a specific shift in "muscle memory." 

👉🏾 You have to move from selling a tool to selling a solution universe.

I helped a team navigate this exact pivot. 

They had the talent and the tech, but their growth was capped by their position. By building a repeatable "pre-commercialisation" engine, they unlocked a 40% revenue lift across their entire portfolio.

1️⃣ Defining the Operating Model: 
↳ Moving away from ad-hoc launches toward repeatable playbooks.

2️⃣ Pre-commercialisation is more than just feedback: 
↳It’s about doing the heavy lifting, market sizing, competitor mapping, and message testing, long before the sales team ever sees the product. If you haven't validated that a "gap in the market" is actually a "market in the gap," you’re just setting your reps up to fail.

3️⃣ Internal Readiness: 
↳ Ensuring Sales knows not only what the product is, but also where it fits in the broader universe.

I’ve attached the one-pager we used to guide this process. If your team is struggling to move beyond your first "big win," I hope this roadmap helps you find some clarity this week.

Roadmap to take your company from a single product to a multi product universe. How to scale your company from a single product to a multi product solution. How Product Marketing can help you grow your product roadmap. How to commercialize your product roadmap.

Rohit Sakunia

Co-Founder and Director

I post about my journey in the world of walking, entrepreneurship and start-ups.

Hey, I’m Rohit Sakunia.
I help brands and leaders win attention in a crowded digital world.
Here’s what my journey looks like:

 ↳ Spent years at Google, mastering performance marketing at scale
 ↳ Now run Arte Media, an agency operating across AUNZ, the Middle East, Dubai, and APAC
 ↳ Partnered with global brands like Samsung, Panasonic, Raymond, Hisense, and Coursera

📊 By the numbers:
 ↳ Managed over $500M in ad spend
 ↳ Worked with 150+ companies across industries
 ↳ Driven $100M+ in measurable ROI

The problem most businesses face today?
 ⚡ They struggle to stand out -  no attention means no growth.

That’s exactly what we solve at Arte Media through:
 ↳ Social media strategy that builds authority and engagement
 ↳ Performance marketing that drives measurable ROI
 ↳ Brand film production that turns ideas into unforgettable stories
 ↳ Personal brand building for C-suite executives, positioning leaders as industry thought voices

Whether you’re a growing startup, a Fortune 500 brand, or a C-level executive looking to amplify your influence

We’ve built campaigns that scale across industries and markets.
If you’re serious about growing your brand  or your personal influence ,  let’s talk.
You’ll find the best way to reach me in the featured section of my profile.

Co-Founder

InViz was founded in 2017 in New Delhi. We are a technology development and strategy consulting company offering a wide range of services to clients across industries. Being a technology agnostic company, we provide a broad spectrum of high-end technology services ranging from mobile, web and voice apps, to cloud and automation, to machine learning and artificial intelligence.

Our team comprising of highly skilled engineers and data scientists from technology giants like Google, Adobe, Target, and Tesco. We work with top brands and companies offering a range of solutions that solves business challenges, fills the gap in business needs and helps transform businesses.

Great leaders are not born. 

They are built. 

7 ways to be an emotionally intelligent leader: 

1️⃣ Master Empathy
→ Emotionally intelligent leaders listen actively. 
→ It builds trust and makes people feel valued.

2️⃣ Manage Your Own Emotions
→ Stay calm under pressure by understanding your triggers.
→ Your emotional stability influences the entire team.

3️⃣ Build Genuine Relationships
→ Connect with your team on a personal level.
→ Strong relationships build loyalty. 

4️⃣ Adapt Communication Styles
 → Adjust Communication to match individual preferences.
→ This prevents misunderstandings.

5️⃣ Nurture Curiosity
→ Approach challenges with an open mind.
→ Curiosity encourages innovation. 

6️⃣ Recognize and Regulate Team Dynamics
→ Resolve conflicts before they disrupt productivity.
→A harmonious team is a productive team.

7️⃣ Lead with Purpose
→ Align your vision with your team’s goals. 
→ Connect team tasks to the bigger picture.



These seven strategies are not quick fixes. 
But when practiced consistently, 
can transform your leadership style. 

The best part?
EQ isn’t limited to natural-born leaders. 
It’s a skill you can develop every day.


♻️ REPOST, share with everyone to help them become emotionally intelligent leaders. 

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Entrepreneur, Author, Investor, Key Note speaker. Follow for daily tips on health, wealth and peak performance

7 Ways to be an Emotionally Inteliigent Leader

I am 42. I just ran my first half marathon (Tata Mumbai Marathon). Here's the good bad and ugly of it all.

1. Training didn’t fit neatly into life: 
Early mornings, tired evenings, runs between work calls. 30% of the runs felt good. 30% felt meh. 30% felt down right crap.  

2. Doubt was part of the plan.
There were runs where I questioned everything- my age, my pace, my sanity. Training my mind was harder than training my legs. 

3. Race day started at 2:30 a.m.
Alarm. Coffee. A prayer to clean the gut. Tying shoes in the dark. Taking a cab at 3am. By 5 a.m, I was standing at the start line wondering - what the hell did I just do. 

4. Running changes how you see a city.
Roads I’d only seen in movies. Bridges  I’d only driven on for years. On race day, they belonged to me, 70000 other runners and to our efforts. 

5. Strangers carried me.
Cheers from people I’ll never meet again. High-fives from kids. Oranges from the friendly neighbourhood aunty. Random uncle shouting my name. 21.1kms and I wasn’t alone for a second. 6. I found myself among 10,000 stories.
10,000 runners. 10,000 reasons. 10000 stories. And despite our stories, we were all there.

7. Kilometre 18 hurt……badly.
Legs screaming. Mind negotiating. Every decision to do this seemed downright stupid. 

8. Kilometre 20 gave something back.
Not sure what happened. A sudden surge in energy. Only thing I felt-  ‘I got this’. 

9. The finish line was unreal
Noise. Relief. Tears. Gratitude. Joy. Disbelief. 

10. What stayed with me wasn’t the time.
I’m 42. A dad. An entrepreneur. Who has never run. And I can still choose hard things. I surprised myself. 

11. You can’t buy fitness
And no matter how rich you get….. You can never buy good health. Endurance, mindset, agility- you got to work for it. No short cuts.

I finished the race. I got the medal. I celebrated. All that is true. 

What you all don't know is this…. 
That I finished something else I had started months ago. 

A sentence I was afraid to say out loud……
I STILL CAN.

Your child's school report is of no use. 

It's outdated. 

Do you know what your child is really up to online?

Not what they tell you.
Not what you hope they're doing.
But what’s actually happening behind the screen.
In those DMs. On those late-night scrolls.

Because the truth is....

The internet is parenting our kids more than we are.
They’re being shaped by influencers you’ve never heard of, ideologies they don’t understand, and algorithms that have nothing to do with your values.

This isn’t about being overprotective.
It’s about being present in the one place where predators, pressure, and pain show up the fastest....

THEIR PHONES. 

So yes, 
I will scroll through their social feeds.
I will check their WhatsApp groups.
I will read their search history.

Not because I don’t trust them.
But because I love them enough to be the parent—not just the friend.

Privacy is important.
But safety is non-negotiable.

Let’s stop worrying about overstepping.
Start worrying about what we might miss if we don’t.
They need us now - online, just as much as offline.


If any of this resonated, REPOST. We need more conversations on this. 


I normally talk leadership and peak performance. But I'm also a dad. So , today, you get to see that side of me. Give me a follow here Rohit Sakunia.

Should Your Children 

Big mistakes never cause your downfall. 

It's the lie you tell yourself. 

These subtle, unspoken beliefs may seem harmless. 
But they:
• Sabotage your career without you realizing it,
• Undermine your confidence,
• And, Limit your growth. 

📍 Here are 9 quiet lies that could be killing your career
(and how to break free from them) 


1️⃣ “I’ll apply for the new role when I’m 100% ready” 
→ Start before you feel ready; growth happens on the way.

2️⃣ “Hard work always gets noticed.”
→ Advocate for yourself , share your wins.

3️⃣ “Networking feels fake and unnecessary.”
→ Networking is about genuine connections, not transactions.

4️⃣ “I have to say yes to everything.”
→ Say yes strategically; protect your time and energy.

5️⃣ “I’m not ready for leadership.”
→ Lead where you are; confidence comes with action.

6️⃣ “I don’t need to up skill once I’m a leader.”
 → Continuous learning keeps you relevant and competitive.

7️⃣ “My work should speak for itself.”
→ Share your wins with confidence and clarity.

8️⃣ “I’m comfortable here.” 
→ Discomfort brings personal and professional development.

9️⃣ “I’m too late to change paths.”
→ It’s never too late to pivot or start fresh.


These lies may be quiet. 
But their impact can be loud and lasting.

By overcoming these lies, 
you’re not just breaking free from limiting beliefs. 

You’re:
✅ Building confidence to take bold steps.
✅ Unlocking new opportunities for growth.
✅ Setting your career on a path to success.

✨ Remember, 
The stories you tell yourself shape your reality.
Make sure they empower, not limit, you.


📍 Which of these lies did you believe in or will stop believing today?

👇 Share your thoughts in the comments!


♻️ REPOST this to help someone reclaim their career.
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9 Quiet Lies 

📍 10 things great leaders never say 

( And what to say instead) : 

1️⃣ "That’s not my problem."
Passing the buck kills trust. 
Instead say: "How can we tackle this together?"

2️⃣ "Just do what I say."
This screams, "I don’t value your input." 
 Instead say: "Here’s my perspective, what are your thoughts?"

3️⃣ "We’ve always done it this way."
Innovation dies when tradition becomes a crutch. 
Instead say: "Let’s explore all alternatives together."

4️⃣ "Why can’t you just get this right?"
Criticism without guidance is just noise.
Instead say: "Let’s figure out where we could have done better as a team.” 

5️⃣ "I’m too busy for this."
If it’s important to your team, it should matter to you. 
Instead say: "Let’s set a time to address this properly."

6️⃣ "This is how I did it when I was in your role."
Times change, and so do challenges.
Instead say: "How can I support you in finding the best approach?"

7️⃣ "I don’t have time for questions."
Questions lead to solutions.
Instead say: "Bring your questions, and let’s tackle them together."

8️⃣ "That’s not how we do things here."
Translation: "We fear change."
Instead, say: "Tell me more about your idea, I’d love to understand."

9️⃣ "If you don’t like it, there’s the door."
Threats only create resentment, not loyalty. 
Instead say: "Let’s find a way to align on this."

🔟 "You’re lucky to have this job."
A gratitude lecture doesn’t motivate, it insults. 
Instead say: "I’m lucky to have a team like this, thank you for everything you do." 


What would you add to the list? 
Share in the comments below 👇 

♻️ REPOST, spread the good vibes 
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10 Things Great Leaders Never Say To Their Team

Your degree will get you a job. 

Your soft skills will get you the promotion. 

8 top soft skills to master for career growth: 

1️⃣ Emotional Intelligence
- Practice active listening during conversations
- Learn to recognize and regulate your emotions
- Reflect on feedback without becoming defensive

2️⃣ Communication Skills
- Practice public speaking to build confidence
- Use clear, concise language in all interactions
- Adapt your tone and style to different audiences

3️⃣ Time Management
- Set realistic deadlines and avoid overcommitting
- Use time-blocking techniques to structure your day
- Prioritize tasks using tools like the Eisenhower Matrix

4️⃣ Adaptability
- Embrace changes as opportunities for growth
- Stay informed about trends and upskill proactively
- Seek feedback to quickly adjust to new expectations

5️⃣ Problem-Solving
- Break challenges into smaller, manageable parts
- Brainstorm multiple solutions before choosing one
- Use data and feedback to make informed decisions

6️⃣ Collaboration
- Build trust by being reliable and open to ideas
- Clarify roles and responsibilities in team projects
- Resolve conflicts quickly with constructive dialogue

7️⃣ Learning
- Take courses to build expertise in emerging fields
- Dedicate time daily to read or watch educational content
- Reflect on mistakes and extract lessons for improvement

8️⃣ Networking
- Offer value first before asking for help
- Attend industry events to connect with peers
- Maintain relationships by staying in touch regularly


Whats one soft skill you will add here? Share in comments below 👇 


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8 Top Soft Skills To Master For Career Development 

Promotions aren’t about who works the hardest.

They’re about who stands out.

7 soft skills to get promoted:
( that your manager is secretly checking) 

1️⃣ Emotional Intelligence (EQ)
→ Listen actively and acknowledge others’ perspectives.
→ Stay calm and composed under pressure.

2️⃣ Adaptability
→ Embrace changes with a positive attitude.
→ Suggest solutions for unexpected challenges.

3️⃣ Critical Thinking
→ Break problems into manageable steps effectively.
→ Present proactive solutions during team discussions.

4️⃣ Resilience
→ Stay focused during high-pressure situations.
→ Share lessons learned from setbacks.

5️⃣ Growth Mindset
→ Seek feedback and apply it constructively.
→ Enroll in relevant training or certifications.

6️⃣ Integrity
→ Take accountability for mistakes without excuses.
→ Follow through on all commitments consistently.

7️⃣ Cultural Awareness
→ Adapt communication for diverse audiences effectively.
→ Use inclusive actions to foster respect.


By mastering and displaying these 7 skills, 
you’re not just positioning yourself for promotion.

You are:
✅ Building trust and credibility
✅ Showing leadership potential
✅ And inspiring confidence in your abilities

✨ Remember, 
It’s not about working harder.
It’s about standing out.

Employees- What skill is on your list for 2025?
Leaders- What would you add to this list? 
👇 Drop your answer in the comments!


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7 soft skills to get promoted

9 types of bosses we all remember 

(cos good boss = good mental health) 

Not all bosses leave a lasting impression. 
But the truly great ones do.

They don’t just assign tasks; 
they inspire, protect, and invest in their teams.

📍Here are 9 traits of bosses we’ll never forget:

1️⃣ They Open Career Doors
↳ Expand access to new opportunities.
↳ Encourage growth beyond current roles.
↳ Boost visibility in professional networks.

2️⃣ They Defend Their Team During Tough Times
↳ Build trust and loyalty with support.
↳ Allow focus on solutions, not blame.
↳ Protect team morale during challenges.

3️⃣ They Nurture a Safe Workplace
↳ Reduce workplace stress and anxiety.
↳ Ensure emotional and physical security.
↳ Promote open and honest communication.

4️⃣ They Invest in Professional Growth
↳ Help build long-term career trajectories.
↳ Provide resources for skill enhancement.
↳ Encourage continuous learning and development.

5️⃣ They Lead With Empathy
↳ Create a supportive and inclusive culture.
↳ Show genuine care for personal challenges.
↳ Strengthen team bonds through understanding.

6️⃣ They Inspire Confidence
↳ Reinforce belief in individual strengths.
↳ Empower team members to take initiative.
↳ Enable better performance under pressure.

7️⃣ They Forgive Mistakes
↳ Build a mindset of resilience and growth.
↳ Encourage innovation without fear of failure.
↳ Turn errors into valuable learning opportunities.

8️⃣ They Celebrate Wins
↳ Boost team morale and motivation.
↳ Create a culture of appreciation and joy.
↳ Recognize contributions, build engagement.

9️⃣ They Value Every Team Member
↳ Increase job satisfaction across the board.
↳ Build a cohesive and motivated workforce​.
↳ Strengthen collaboration through mutual respect.


With these 9 traits, they’re not just managing teams. They are:
✅ Empowering individuals to grow and thrive.
✅ Nurturing trust that builds lasting loyalty.
✅ Creating positive ripples across careers.

✨ Remember,
Leadership isn’t about authority.
It’s about the impact you make on others.


📍 Which of these traits do you value most in a boss?
👇 Share your thoughts in the comments!


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9 type of bosses we all remember

Top performers aren’t defined by talent. 

They’re shaped by these overlooked traits. 

It’s not always the flashy skills that lead to success. 

Often, it’s the quiet, underrated qualities that:
• Build resilience and consistency,
• Strengthen relationships, and
• Set you apart in any field.

11 Underrated Habits That Make You a Top Performer

1️⃣ Consistency 
↳ Small efforts daily lead to big results.

2️⃣ Time Blocking
↳ Protects time for what truly matters.

3️⃣ Curiosity
↳ Drives learning and creative problem-solving.

4️⃣ Active Listening
↳ Builds trust and deepens relationships.

5️⃣ Sleep Discipline
↳ Fuels focus and peak performance.

6️⃣ Delegation
↳ Focuses your energy on high-impact tasks.

7️⃣ Reflection
↳ Helps you learn and improve daily.

8️⃣ Energy Management
 ↳ Helps you stay productive, not busy. 

9️⃣ Resilience
↳ Keeps you steady through challenges.

🔟 Gratitude
 ↳ Boosts morale and long-term motivation.

1️⃣1️⃣ Humility
 ↳ Opens doors for growth and collaboration.


Success isn’t always about big, bold moves. 
Often, it’s the underrated traits that create lasting impact.

By embracing these 11 qualities, you’re :

✅ Unlocking the potential to lead and inspire.
✅ Building a foundation for sustainable success.
✅ Strengthening connections with those around you.


📍 Which trait resonates with you the most?
👇 Share your thoughts in the comments!


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11 Underrated traits that make you a top performer 

Micromanagement isn’t about high standards. 

It’s about low trust.

Micromanagers often 
- Do endless checkins 
- Mask their insecurities
- Exercise overbearing control 

8 signs you are working with a micromanager
( And ways to deal with them) :

1️⃣ They need constant updates
↳ Proactively share progress reports. 
 ↳ Set firm boundaries on your time politely. 

2️⃣ They rarely delegate important tasks
↳ Offer to take on small, impactful tasks
↳ Demonstrate competence to gain their confidence.

3️⃣ They nitpick minor details
↳ Clarify expectations early 
↳ Focus on delivering the big picture.

4️⃣ They resist giving you autonomy
↳ Request to take take ownership of specific tasks. 
↳ Follow through with excellence.

5️⃣ They want to approve everything
↳ Establish checkpoints for critical milestones.
↳ Consistently deliver excellent work. 

6️⃣ They redo your work unnecessarily
↳ Ask for feedback to understand their preferences. 
↳ Incorporate the feedback, if relevant. 

7️⃣ They focus on process over results
↳ Show them how your methods achieve results. 
↳ Be open to adapting where necessary.

8️⃣ They monitor your schedule closely
↳ Clearly communicate your priorities. 
↳ Demonstrate consistent productivity.


Handling a micromanager isn’t easy. 
But it’s a chance to strengthen your boundaries and communication skills. 

Remember, 
Great leaders inspire trust. 
They don’t demand control. 

What strategies have worked for you? 
Share your thoughts below 👇 

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8 Signs you work for micromanagers

Your high performers won't raise a storm when quitting. 

They will show quiet signs this way: 

Losing a great employee doesn’t happen overnight. 
It’s a process that takes months, if not weeks. 

The signs are often there, if you know where to look. 
High performers rarely leave without reason. 

When they do, it’s usually because - 
Their Vales 
Their Needs,
Their Ambitions,
are no longer being met.

Here are 6 signs you’re about to lose your best employee
( and how to address them before it’s too late. ) 

1️⃣ DECLINED ENGAGEMENT
↳ Regularly check in to understand their challenges.
↳ Offer meaningful work that aligns with their interests 

2️⃣ INCREASES ABSENTEEISM
↳ Address workload balance, support work-life harmony.
↳ Ensure employees feels supported, not overwhelmed.

3️⃣ LESS PARTICIPATION
↳ Build a culture where ideas are valued.
↳ Encourage creativity , offer clear paths for development.

4️⃣ DROP IN PERFORMANCE
↳ Identify root cause through open conversations. 
↳ Provide additional resources, if needed.

5️⃣ AVOIDS SOCIAL INTERACTION
↳ Build a strong, inclusive culture . 
↳ Transparent communication helps create a more engaging environment.

6️⃣ OPENLY DISCUSSES OTHER OPPORTUNITIES
↳ Recognize contributions, offer competitive compensation.
↳ Have career growth discussions regularly.


Losing a high performer is more than a setback. 
It’s a wake-up call. 

The signs are often subtle.
Recognizing and addressing them can make all the difference. 



💬 What’s one thing you do to retain top talent? Share your insights in the comments below. 👇 


♻️ REPOST to help leaders build stronger, more engaged teams.
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The Battle

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The Battle

Archita Fritz

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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);}Archita Fritz's LinkedIn Performance

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