Aesara Partners 

At Aesara Partners, our mission is simple: enable you to be the best version of yourself. We offer a range of focused services that unlock the potential of people, teams and cultures to maximise business performance. 

Collectively our Partners and Associates have decades of experience both in executive coaching and as board level leaders themselves working in multiple sectors across global markets.

Partner & Executive Coach

Doshisha University

Professor of Strategic Management, Global MBA Program

The CFO Coach K.K.

The CFO Coach K.K. is a boutique executive coaching firm specializing in developing High-Performance​ Financial Leaders and Teams.

Founder & Executive Coach

Kansai Gaidai University

•	Awarded President's Global Education Award (Teacher of the Year).

Professor of Leadership & Management

Benesse Holdings, Inc. (USD 4.5B; Tokyo Stock Exchange Code: 9783)

•	Member of the Board of Directors for Berlitz Corporation; Benesse Corporation; and Benesse Style Care.  Chairman of Audit Committee for Berlitz Corporation. Member of Benesse Holdings Pension Committee.
•	Global CFO covering all 40+ Benesse group companies
•	Championed and supported multiple cash generation initiatives including a CFO led "Save to Grow" initiative to improve Company Financial performance and to identify significant savings for business reinvestment
•	Enhanced Finance bench strength and hired a high potential team to start financial business consulting
•	Implemented several process and capability best practices to move group companies towards global standards

Global Chief Financial Officer & Corporate Senior Vice President

McCann Worldgroup Holdings

• Overall Responsibility for Operations (Finance, IT, Legal, and Administration - 10 legal entities) 
• Successfully turned around long term loss making lead agency by delivering double digit margin improvements within two years
• Delivered double digit margin improvements for all six MWG Group companies 
• Built a new Finance team and moved from Scorekeeping to Business Partnership and improved business performance
• Major projects within last two years include: 
  - Shared Service center creation/migration
  - New Financial System Migration
  - Acquisition & Divestiture
  - Business Turnaround
  - Retirement Plan consolidation/change
  - Office relocation/rent reductions

Group Chief Financial Officer, Executive Vice President, and Member of The Board

Becton, Dickinson and Company

• Led Finance, Procurement, General Affairs, and Rebates teams (43 staff) to deliver multi-million dollar cash and profit performance improvement for first year and beyond. Exceeded all budget expectations.
• Engaged Japan Management Team and Global Finance Leadership Team on company objectives to deliver best outcome (Finance Transformation initiative, Sales effectiveness improvement, Key Account Management, Business Continuity plan, and strategy/selection of backup distribution center).  Led process for 2012-16 Business Plan development
• Developed and executed Finance department strategy and vision to move from scorekeeping to business partnership. Implemented job rotation program and hired several high potential employees to improve bench strength.
• Championed multiple Finance and Procurement initiatives including definition and implementation of new 401k Retirement Plan; divestiture of non-core business; change of primary banks (reduced bank fees by over 30%); vendor reduction process, and new travel expense management system 
• Taught New Manager Essentials program and selected as leadership trainer for PEPFAR program in South Africa to teach Leadership and Change Management to African Health Ministry officials

Finance and Administration Director

Avon Products Inc.

•	Implementation project leader for Avon Sales Leadership Framework (ASLF) – Highest priority project for the Company to adapt to a new Sales Model.  Completed project implementation in record timing.  Awarded regional award as part of ASLF Team. Only person in Asia recognized for both Top-line and Bottom-line contributions in the same year.
•	Defined and executed new vision and mission and led Sales Support department to complete over 40 initiatives (within a six-month period) as part of Team’s new journey towards field motivational excellence. Incorporated new processes to deliver high impact incentives, and to create Sales energy and momentum for sales turn-around.    
•	Achieved highest employee engagement scores with Sales Support Department significantly exceeding country results in over 95% of categories.  Previously had also led Finance department to highest employee engagement scores.
•	Global Project leader for a high potential, multi-functional, multi-national team to study and recommend actions to improve Global Sales Incentive management/spending process.
•	Oversaw execution of a variety of Company and Public/Media events ranging from Sales Conferences to Philanthropic events including Annual Awards to Women, and Pink Ribbon Campaign support.

Executive Director and Member of the Board

•	Responsible for Financial policy making/implementation and reporting for Avon Japan as a public company (including statutory/public, and Board Meetings). All year-end financial documents audited with no comments/exceptions.
•	Defined and executed new department Vision and Mission, and recruited, trained and developed a completely new Finance team (80% new hires within a six month period) to move from scorekeeping to business partnership. Finance team formed core of country high potential list.
•	Consistently over achieved profit performance commitment under adverse conditions of sales decline by aggressively managing strategic business needs with cost cutting; Delivered zero overhead growth during all years; Japan winner of regional awards for best cost management performance, and for boldest transformation strategy.
•	Provided leadership and support for critical decisions and strategy development as Japan Leadership Team Member.  Actively led change management process within company.
•	Consistently achieved best internal control results in Asia-Pacific/Avon over a period of eight audits.  Japan one of only two countries with highest audit rating. Outstanding performance generated support to remove Japan from list of High Coverage countries.
• Co-developed strategic/financial business case, and obtained approval for number of campaign reduction in 2006 making Avon Japan only country ever in Avon to undergo campaign reduction. 
• Independently analyzed and provided strategic direction for Plant study which challenged and reversed previous recommendation by outside consultants on plant closure.
• Provided leadership in several restructuring initiatives by providing an achievable plan to achieve 12% people related cost reduction.  Played lead role in this study representing Finance, Supply Chain and HR 
• Consistently achieved highest performance rating and nominations to several high potential programs
• Elected (and re-elected) to Board of Directors

Executive Director, CFO and Member of the Board of Directors

Delphi

• Prepared Asia-Pacific regional messages / presentations for Delphi Strategy Board, and for Delphi Board of Directors.
• Supported development and implementation of critical Asia-Pacific strategies.  Performed competitive intelligence and other special studies to identify risks / competitive threats and outlined regional / corporate response.
• Provided Miller Heiman strategic selling process training to Asia-Pacific personnel to improve value propositions and increase sales effectiveness.

Director Asia-Pacific Planning

• Management responsibilities for Finance, HR, General Affairs, and Six-Sigma.
• Active member of the Japan Strategy Board and Japan management team.  
• Six-Sigma Deployment Champion for Delphi Japan.

Delphi Japan – CFO & Administration Director

Country Responsibilities:
• Managed all finance functions including accounting, budgeting / forecasting and treasury.
• Lead development of cross-functional and cross-divisional Internal Control Review Board.
• Lead and supported strategic initiatives including venture development support, site enhancement, competitive analysis, transfer pricing, and cost reduction studies.
• Represented Japan in Asia-Pacific Financial Task Team.

Regional Responsibilities:
• Coached country CFO and staff to implement common financial reporting processes.
• Supervised and provided training for engineering / commercial / plant / site analysts.  Coordinated regional financial training programs for the sector in the Asia-Pacific region.
• Coordinated the regional budget, business plan, and capital management process.
• Supported development of common financial practices among ventures including:  Loan monitoring, F/X and cash management, compliance with accounting principles, report submission, etc. Provided regional oversight of venture risk exposure.

Asia-Pacific Senior Finance Mgr.

Executive Coach | MBA Professor | Ex-Global CFO

I help senior leaders master complexity, elevate strategic impact, and lead with authentic authority.

I bring over 25 years of C-level and boardroom experience as a former Global CFO for a $5B publicly traded company, combined with a deep commitment to human-centered leadership development.

Today, I coach global executives, CEOs, and leadership teams — specializing in executive transitions, strategic leadership, high-performance teams, and Asian leadership development.

I am also an MBA Professor of Leadership and Strategic Management, blending research-driven frameworks with boardroom-tested insights to develop transformational leaders.

Based in Kyoto, fluent in English, Urdu, and Japanese.

Connect with me: arif@thecfocoach.jp

Website: www.thecfocoach.jp (please sign up on my mailing list to receive future announcements and newsletters)

Arif Iqball

The Private Career Memo Newsletter

📍 Smart career moves in the AI age. 

Weekly strategies for ambitious women navigating power, politics, and high-stakes moves, 
so they can realize their career potential and stay ahead.

Writer

Julia Snedkova | Career Strategy

📍 I position ambitious women to step into Director, VP, and C-level roles without burnout, noise, or waiting to be chosen.

With 18 years in Fortune 500 leadership and strategic advisory across 30+ markets (backed by an INSEAD MBA and ICF ACC certification), I now focus on helping ambitious women lead with authority and impact.

What I offer:
• Strategic advisory for high-stakes salary moves
• Executive positioning for senior leadership roles
• Private coaching to lead with influence and authority

Also available for corporate advisory, leadership retention programs, and keynote speaking on executive career advancement.

📩 DM for private coaching, corporate advisory, or speaking engagements.

Founder | Executive Career Strategist & Leadership Advisor

Imperial Brands PLC

📍Consistently met P&L targets in Western Europe, 3x net revenue and achieving positive profits through disciplined expense management.
📍Managed a 24-member international team (7 direct reports).
📍Served on the Western Europe Executive Leadership Team, effectively influencing C-level and board leaders.
📍Led an internal coaching program that enhanced strategic thinking and leadership skills, accelerating career growth for 4 team members who became “global talents”.

Regional Category Director - Western Europe

Philip Morris International

📍Launched new product category (premium smoke-free device IQOS): defined portfolio mix to meet P&L targets, led go-to-market strategy and retail operations. Reached highest share globally in 1Y.
📍Fully managed MARLBORO P&L and product portfolio (#1 brand globally). Grew share to the highest ever 29% (+5.8pp).
📍 Spearheaded multifunctional team of 10 people.

Portfolio Director - France / Monaco

Procter & Gamble

📍 Directed multifunctional team (20 people / 13 nationalities) to design, qualify and deploy brands’ strategies across CEEMEA region.
📍 Built complex Surface Care business expansion to Central Europe, Turkey and Saudi Arabia; created complete business model, incl. consumer understanding, product positioning, communication (TV, print, digital, PR), financial valuation. 
📍Extensive work with agencies from advertising briefs to TV copies/print/digital production, qualification and exploitation.

Brand Manager - CEEMEA

📍Full ownership of Oral-B and Duracell business across Eastern Europe (Russia - #5 market globally); single-handedly led business planning incl. budget, media and sales forecast.
📍Facilitated integration of the brands into overall P&G portfolio (incl. cross-brand synergies, distribution extension, price alignment, cost optimization).
📍Developed penetration growth plan for Oral-B brushes, achieving 30% increase in 1 year.

Associate Brand Manager - Eastern Europe

Foundation "The Open Economy"

📍Developed an online portal STRF.ru (Science and Technologies in Russian Federation) from the concept to execution to support the advancement of science and new technologies in Russia.

Product Development Manager

Leadership strategist for ambitious women navigating power, politics, and high-stakes moves | ex-Fortune 500 | INSEAD MBA | Follow to future-proof your career

✅ Hi, I’m Julia Snedkova, your executive career partner.

If you’ve ever thought:
• I’m underpaid for what I deliver.
• If I don’t make a move now, I’ll fall behind.
• People with less impact are getting promoted.

Then yes, this is for you. 👇

_____

✅ WHAT I BRING

I’ve sat on both sides of the table.

At Fortune 500, I led $500M+ portfolios, managed cross-functional teams across 30+ markets, and shaped board-level decisions. I sat in real promotion rooms where perception, politics, and power often overruled performance.

Now I work with women who are:
• Done being told to “just wait”
• Done doing more while being seen less
• Done being called “top talent” with no real action

I hold an INSEAD MBA, am ICF ACC-certified, and combine global business fluency with strategic support that drives action.

_____

✅ HOW I WORK

Together, we position you to:

🔹 Build durable influence
🔹 Succeed in an AI-driven landscape
🔹 Earn compensation your work warrants
🔹 Make future-facing moves with intention
🔹 Step into executive roles that match your value

My approach is built on 100+ hrs of working with corporate women, backed by structured behavioral data and real-world strategy. 

I help tackle personal and systemic blockers: visibility gaps, political blind spots, biased managers, and the fear of falling behind.

_____

✅ WHY IT'S URGENT

These blockers won’t fade; they’re accelerating.

Women already face slower promotion paths. With AI adoption reshaping leadership, men are now twice as likely to use AI at work, gaining faster visibility, stronger positioning, and compounding career advantage.

If companies don’t act, leadership pipelines stall.
If you don’t act, relevance may outpace readiness.

_____

✅ OUTCOMES I AIM FOR

While every journey is unique, my clients often pursue:

🔹 Director, VP, and C-suite roles, often off-market
🔹 Significant salary progression (20–50%+ range)
🔹 Greater influence, faster progression, more fulfillment, without burnout

_____

✅ WHEN COMPANIES BRING ME IN

I help retain and elevate top female talent.

When ambitious women leave, they take knowledge, but also informal influence, team stability, and culture trust. Don't let it happen.

I partner with HRDs, Talent Partners, and C-leaders to:
• Coach succession candidates
• Elevate quiet high-performers
• Strengthen internal mobility for women
• Equip women to navigate politics and lead change

Available for: keynotes, coaching, workshops, cohort design, and strategic advisory.

_____

📩 DM for all inquiries or collaborations.

Julia Snedkova

Your calendar says "leadership meeting."
But your energy says "emotional labor marathon."

Women leaders aren't burning out from work.
They're burning out from the work behind the work.

The 2024 McKinsey & LeanIn study revealed that Women take on significantly more office housework and emotional support roles than men, invisible labor often done after hours, yet less than 25% of companies recognize these contributions in performance reviews.

The career tax no one's measuring:

→ Being the team therapist
→ Mediating conflicts between colleagues
→ Providing unpaid mentorship to junior staff
→ Planning office celebrations and managing morale
→ Taking notes instead of leading discussions
→ Softening messages that men deliver directly

It's a career quicksand.
Every hour spent on invisible work is an hour not spent on strategic initiatives that get noticed.

One of my clients, a Director at a tech firm, tracked her time for a month.
She discovered that 11 hours weekly went to emotional labor tasks.
That's 572 hours annually, almost 15 workweeks, of invisible, uncompensated work.

After implementing boundaries, she reclaimed 7 hours weekly for strategic work.
Six months later? She got the VP promotion she'd been chasing for years.

The women who advance fastest protect their mental bandwidth with these strategies:

1. The strategic redirect
"That's an important concern. James from HR would be the best resource for you on this."

2. Calendar blocking
Reserve 5-7 hours weekly for high-visibility work that advances your career. Protect it fiercely.

3. The reciprocity rule
For every unofficial mentoring relationship, establish what you'll receive in return. Make it explicit.

4. The delegation formula
"I'm focused on our revenue targets this quarter. Tina has the capacity to coordinate the team event."

5. The imposter syndrome antidote
When you feel guilty about boundaries, ask: "Would someone at my level typically take this on?"

The women leaders who rise aren't doing everything.
They're doing the right things.

They recognize emotional labor for what it is: 
A systemic tax that slows women's advancement.

Which invisible task will you eliminate from your calendar this week?

♻️ Repost to help another leader recognize their invisible work.
➡️ Follow Julia Snedkova for strategies that help women advance with impact and without burnout.

9 gaslighting phrases your boss thinks are "professional"
(#7 is the one high performers hear most often)

We've been conditioned to accept toxic language as normal workplace communication.

But gaslighting doesn't build better teams.

It breaks down confidence and boundaries.

Here are 9 phrases that should immediately raise red flags:

1️⃣ You're too sensitive
→ Say this instead: Let's discuss specific concerns

2️⃣ No one else complains
→ Say this instead: Others' silence isn't agreement

3️⃣ I never said that
→ Say this instead: Let me share my notes

4️⃣ You're lucky to work here
→ Say this instead: This is a mutual partnership

5️⃣ You're overreacting
→ Say this instead: This matters to me

6️⃣ That's not how I remember
→ Say this instead: Here's what I documented

7️⃣ You want success, right?
→ Say this instead: Success includes healthy boundaries

8️⃣ Can't handle the pressure?
→ Say this instead: I need realistic deadlines

9️⃣ We're family here
→ Say this instead: I value professional boundaries

Healthy workplaces create clarity, not confusion.
Strong leaders inspire confidence, not self-doubt.

Real feedback addresses specific behavior, not character assassination.

♻️ Repost to help someone recognize what they're experiencing
✅ Follow Julia Snedkova for the playbook to career confidence.

 9 gaslighting phrases your boss thinks are professional

8 ways you accidentally signal you're a work bully
(85% send the last 3 signals daily)

You think you're being direct.
Your team says you're collaborative.

But people are quietly avoiding you.

The problem isn't your intentions.
It's that bullying behavior often disguises itself as leadership.

Most high performers have no idea they're creating a toxic environment.

Here's what separates leaders who build trust from leaders who breed resentment:

(Swipe through the CAROUSEL for how to fix each behavior and rebuild psychological safety)

1️⃣ You talk over people in meetings
→ You think you're moving things forward efficiently.
→ Your team sees it as a signal their input doesn't matter.

2️⃣ You exclude people from conversations
→ You believe you're streamlining communication.
→ They experience it as being deliberately cut out of decisions that affect them.

3️⃣ You "clarify" conversations in writing
→ You think you're creating accountability.
→ Your team sees you building a paper trail to cover yourself, not them.

4️⃣ You push people until they react emotionally
→ You call it "stress-testing" their resilience.
→ They experience it as psychological manipulation.

5️⃣ You share concerns about team members privately
→ You believe you're protecting someone's reputation.
→ You're actually poisoning perception before they can defend themselves.

6️⃣ You assign urgent work at the last minute
→ You think you're being responsive to business needs.
→ Your team sees it as setting them up to fail or look incompetent.

7️⃣ You give feedback in front of others
→ You call it "real-time coaching" or "radical transparency."
→ They experience public humiliation designed to establish dominance.

8️⃣ You question people's memory of events
→ You think you're correcting the record.
→ They experience gaslighting that makes them doubt their own reality.

📌 Check the carousel slides for the specific language shifts and behavioral changes that rebuild trust with each situation.

Leadership doesn't give you permission to bulldoze.
It gives you responsibility to create safety.

The best leaders don't silence dissent.
They create environments where people feel safe to speak truth.

Case scenario for you:
You've been leading your team for six months. Deliverables are met, but you notice people have stopped volunteering ideas in meetings. Someone just requested a transfer to another team. Which signal might you be sending? What would you do differently? Tell me in the comments 👇

♻️ Repost if you know a leader who needs this reality check
✅ Follow Julia Snedkova for leadership strategies that build teams instead of breaking them

8 ways you accidently signal you're a work bully

Your boss loves these 8 habits.
Because they keep you unpromoted.

They don't want you to see:

1. Playing the "reliable" problem solver
↳ You feel: "I'm the go-to person!"
↳ Reality: You're stuck in the execution trap
✅ Power move: Delegate 80% and lead the remaining 20%

2. Being the silent workhorse
↳ You feel: "My work speaks for itself"
↳ Reality: Nobody notices, nobody cares
✅ Power move: Package your wins into visibility moments

3. The yes-person syndrome
↳ You feel: "I'm a team player!"
↳ Reality: You're the office doormat
✅ Power move: Say no strategically, yes selectively

4. Perfectionism paralysis
↳ You feel: "Everything must be flawless"
↳ Reality: You're missing bigger opportunities
✅ Power move: Ship at 80%, iterate on feedback

5. Avoiding "office politics"
↳ You feel: "I'm above the drama"
↳ Reality: You're below the promotion radar
✅ Power move: Build strategic relationships, not friendships

6. The hard work hustle trap
↳ You feel: "My effort will be rewarded"
↳ Reality: Strategy beats sweat every time
✅ Power move: Work on visibility, not just deliverables

7. Staying in your lane
↳ You feel: "I'm being professional"
↳ Reality: You're invisible to other departments
✅ Power move: Volunteer for cross-functional projects

8. Waiting for feedback
↳ You feel: "I'm being patient"
↳ Reality: Others are asking and getting ahead
✅ Power move: Schedule monthly career discussions

Your boss didn't get promoted by working hard.
They got promoted by working smart.

Time to play their game?

Tell me which habit you will break first? 👇

♻️ Share if you're done being the "good" employee
🔔 Follow Julia Snedkova for more career truth bombs

8 career killing habits keeping you unpromoted (+ fixes)

Women get interrupted 33% more while speaking.
(a study from George Washington University)

Women aren't broken.
The system is.

For decades, we've been passed on old advices.
But it puts the entire burden on us to adapt, perform, and fix ourselves.

All of it designed to help us succeed in systems that weren't built for us.

Here's the advice you can stop following:

(Swipe through the CAROUSEL for what to focus on instead)

1️⃣ "Don't take credit, focus on team success"
→ Team wins don't translate to individual promotions.
→ Men claim credit routinely and advance faster for it.

2️⃣ "Smile more, people find you intimidating"
→ Men aren't told to manage others' comfort levels.
→ You are not there to please, but showcase your skills.

3️⃣ "Work extra hard, merit will always prevail"
→ Merit doesn't exist without visibility.
→ Silent hard work gets more work, not promotions.

4️⃣ "Wait until you're 100% ready for promotion"
→ Perfectionism is encouraged in women.
→ Confident people apply even when less qualified.

5️⃣ "Don't rock the boat; just avoid conflict"
→ Silence about dysfunction protects broken systems.
→ Leaders who advance challenge the status quo strategically.

6️⃣ "Seek a mentor, they'll pave your way"
→ Mentors give advice, sponsors give opportunities.
→ Guidance alone changes nothing.

7️⃣ "Justify every decision you make"
→ Over-explaining signals lack of confidence.
→ Leaders state decisions without justifying it.

8️⃣ "Avoid visible sponsorship, just network quietly"
→ Visibility creates opportunity.
→ You can actively seek sponsors without apologizing.

9️⃣ "Your personal life must never interfere"
→ This assumes no caregiving responsibilities exist ever.
→ Workplaces should accommodate life, not demand you hide it.

📌 Check the carousel slides for what to demand from workplaces instead of fixing yourself.

This advice isn't neutral.
It's a distraction.

It keeps women focused on self-improvement.
While systems remain unchanged.

You've been optimizing yourself for broken structures.
Stop fixing yourself. Start demanding better systems.

Case scenario for you: Your manager just told you to "smile more in client meetings" after you successfully closed a tough negotiation. How do you respond to it? Tell me in the comments 

♻️ Repost if you're done being told to fix yourself instead of fixing systems
✅ Follow Julia Snedkova for perspectives that shift responsibility where it belongs

9 pieces of advice women need to ignore

"They told you to “speak up more.”
But every time you did, they cut you off.

They said “take initiative.”
But when you did, they called you difficult.

They praised your leadership skills.
But refused to promote you.

This is NOT feedback.
It’s workplace gaslighting and 
it’s more common than anyone wants to admit.

Here are 7 manipulation tactics I’ve seen smart, capable women deal with
and how to shut them down without burning out 👇

🛑 “You’re too direct.”
→ Translation: “You’re not easy to control.”
✅ Say: “Directness brings clarity. That’s how I lead.”

🛑 “We just had an informal discussion.”
→ Translation: “We made decisions without you.”
✅ Say: “I’d like to be included in strategic threads going forward.”

🛑 “You’re being emotional.”
→ Translation: “You’re making a point I don’t want to address.”
✅ Say: “Let’s focus on the content, not my tone.”

🛑 “You’re not leadership material yet.”
→ Translation: “You don’t mirror my bias.”
✅ Say: “What specific leadership behaviors do you expect that I’m not showing?”

🛑 “You need to be more visible.”
→ Translation: “I’m taking credit for your work.”
✅ Say: “Visibility is shared. I’ll start documenting my wins directly.”

🛑 “Let’s not escalate this.”
→ Translation: “I don’t want accountability.”
✅ Say: “It’s important we document this. I’ll recap via email.”

🛑 “You’ve changed.”
→ Translation: “You’re setting boundaries I can’t push through.”
✅ Say: “I’ve grown clearer. That’s not a problem, that’s progress.”

You don’t need thicker skin.
You don’t need to tone it down.
You don’t need to wait your turn.

You need language.
Because power doesn’t shift through silence.

👇 Which of these comebacks would you use first?
Let me know and I’ll cheer you on. 

🔁 Repost this, someone on your team needs this language today.
➕ Follow me, Julia Snedkova to navigate toxic workplaces strategically.

 7 signs you're being gaslit at work (and how to tackle)

6 ways bad culture costs you more than a bad salary
(your Sunday anxiety has a $47K price tag)

People stay in toxic workplaces for an extra $15K.
Meanwhile their confidence is eroding.
Their skills are stagnating.

Have a look at what they're actually trading away:

(Swipe through the CAROUSEL for the hidden costs nobody talks about)

1️⃣ Your growth rate drops to near zero
→ Toxic cultures don't invest in your development
→ Three years there = one year of actual skill building.

2️⃣ Your professional network becomes contaminated
→ Reference from dysfunctional places risks reputation.
→ Strong performers avoid a poor culture.

3️⃣ Your negotiating power weakens with each year
→ "Why did you stay so long?" is harder to answer.
→ Longevity in dysfunction shows desperation, not loyalty.

4️⃣ Your baseline for "normal" gets dangerously skewed
→ You stop recognizing red flags in interviews.
→ You accept treatment you'd have rejected years ago.

5️⃣ Your energy becomes a sunk cost
→ Surviving dysfunction drains your growth potential.
→ You're too drained to interview, network, or upskill.

6️⃣ Your market value calculation becomes inaccurate
→ You assume fair pay due to internal comparisons.
→ Meanwhile, the external market moved 30% ahead.

📌 Check the carousel slides for how to calculate the real cost of staying versus the perceived risk of leaving.

Culture isn't a soft metric.
Environment that determines your growth trajectory.

Good salary gets you to show up.
Great culture determines what you become while you're there.

Case scenario for you: You're being recruited by a company offering $12K less than your current role, but three people you respect already work there and rave about the culture. Your current company just announced another "culture initiative" that nobody believes in. What will be your decision here? Tell me in the comments.

♻️ Repost if you know someone optimizing for survival instead of growth
✅ Follow Julia Snedkova for career strategies that prioritize value

6 ways bad culture costs you more than a bad salary

9 ways to fight workplace bullying professionally
(#7 is what makes bullies powerless)

You're competent. You deliver results. 
Yet someone keeps undermining you.

Publicly questioning your decisions. 
Taking credit. Excluding you strategically.

You've tried ignoring it. Being professional. 

But bullying doesn't stop because you're nice.
It stops when you make it costly to continue.

Most people wait until they're broken to fight back.

Here's how to respond strategically before it destroys your reputation:

(Swipe through the CAROUSEL for professional tactics that shift power back)

1️⃣ Document everything 
→ Vague complaints get dismissed 
→ Patterns with evidence become HR problems

2️⃣ Name the behavior with curious questions
→ "I'm curious why this keeps happening?"
→ Curiosity puts spotlight on them, not you

3️⃣ Force written communication on critical issues
→ "Let me recap our conversation in writing"
→ Email trails create undeniable records

4️⃣ Build alliances with people who see it
→ Isolation is their primary weapon against you
→ Witnesses validate your reality and credibility

5️⃣ Respond with strategic questions, not defense
→ "What outcome are you hoping for here?"
→ Questions force them to justify the unjustifiable

6️⃣ Escalate with business impact, not feelings
→ "This pattern is creating measurable project risk"
→ Companies respond to what threatens results

7️⃣ Withdraw your emotional investment completely
→ Bullies need targets who care about approval
→ Indifference removes their entire power source

8️⃣ Build strategic visibility with their leadership
→ Your work becomes harder to undermine publicly
→ Their credibility suffers when others vouch for you

9️⃣ Create your escape route privately now
→ Knowing you won't stay changes your tolerance
→ Exit timeline becomes your leverage and freedom

📌 Check the carousel slides for exactly how to execute each tactic with grace and power.

Bullying thrives when victims stay silent and isolated.
It collapses when you stay calm and refuse to play.

You're not the problem. Their behavior is.

Case scenario for you: Your colleague just took credit for your work in a leadership meeting for the third time this quarter. When you mentioned it privately before, they said, "I thought we were collaborating." Now they're doing it again in front of executives. What's your immediate response? Tell me in the comments 👇

♻️ Repost to help someone who's being targeted at work
✅ Follow Julia Snedkova for strategies to outclass workplace bullies

9 ways to fight against workplace bullying professionally

9 habits that make you look unprofessional at work
(even if you're great at your job)

Most people never get told what’s holding them back.
They just stop getting opportunities.

1/ Always running late
↳ Shows a lack of respect for others’ time
↳ Block buffer time, set alarms, and arrive early

2/ Multitasking in meetings
↳ Creates the impression you don’t care
↳ Stay present, take notes, ask thoughtful questions

3/ Sloppy communication
↳ Typos, vague messages, poor formatting
↳ Reread your emails, be clear, and get to the point

4/ Over-sharing personal drama
↳ Blurs boundaries and drains professionalism
↳ Keep updates high-level and solution-oriented

5/ Dressing below the standard
↳ Sends the message you’re not serious
↳ Match the tone of your team or slightly elevate

6/ Gossiping or venting too often
↳ Breaks trust, even when it feels harmless
↳ If it’s not constructive, keep it out of the convo

7/ Not responding promptly
↳ Makes people feel ignored or unimportant
↳ Even a short update shows you’re reliable

8/ Making excuses instead of owning mistakes
↳ Damages credibility fast
↳ Take accountability and offer solutions

9/ Over-promising and under-delivering
↳ Creates disappointment and distrust
↳ Set realistic expectations, then exceed them

What’s one small habit that helps you show up professionally every day?
Drop yours below, it might help someone else too 👇

♻️ Repost to help someone avoid career-damaging mistakes
➕ Follow Julia Snedkova for sharp, practical career insights

9 habits that make you look unprofessional (+quick fixes)

7 signs you're being isolated on purpose at work
(#4 explains why no one includes you in discussions)

Meetings happen without you. 
Decisions get made before you're consulted.

You think maybe you're imagining it.
But isolation at work is rarely accidental.

It's often strategic, designed to push you out or keep you small.

There's a pattern in how workplace isolation happens and why.

Here's what separates being overlooked from being deliberately sidelined:

(Swipe through the CAROUSEL for what each sign means and how to respond)

1️⃣ Information suddenly stops flowing to you
→ You're the last to know about changes
→ "Forgot to loop you in" becomes a pattern

2️⃣ Your invites to meetings mysteriously disappear
→ Key discussions happen without you present
→ You find out decisions after they're finalized

3️⃣ Your contributions get credited to others
→ Your ideas resurface without your name attached
→ Leadership attributes your work to someone else

4️⃣ No one asks for your input anymore
→ They used to consult you, now they don't
→ Your expertise suddenly becomes irrelevant to discussions

5️⃣ Social interactions exclude you consistently
→ Lunch plans happen around you, not with you
→ Team bonding excludes you "by accident" repeatedly

6️⃣ Your access to resources gets quietly restricted
→ Budget approvals take longer for you specifically
→ Tools and permissions others have aren't extended

7️⃣ Feedback becomes vague or stops entirely
→ Clear guidance disappears, leaving you guessing
→ Performance conversations become evasive or avoid specifics

📌 Check the carousel slides for what's really happening and how to document and respond strategically.

Isolation isn't always about your performance.
Sometimes it's about making you uncomfortable enough to leave.

Or keeping you small enough that you're not a threat.
The pattern isn't in your head. 

Trust what you're seeing.

Case scenario for you: You used to be included in weekly strategy meetings. For the past month, they've happened without you. When you asked, your manager said, "Oh, we're just keeping it small for now." But the team is the same size. What's your next move? Tell me in the comments 👇

♻️ Repost to help someone recognize what's happening to them
✅ Follow Julia Snedkova for strategies to navigate toxic workplace dynamics

7 signs you're being isolated on purpose at work

6 ways you didn't know you were being manipulated at work
(#3 is why you can't say no without guilt)

You think you're being collaborative. A team player.
But you're exhausted. Overcommitted. Resentful.

The problem isn't your work ethic.
It's that manipulation has been normalized to you.

Most people don't recognize they're being manipulated until they burn out.

Here's what subtle workplace manipulation actually looks like:

(Swipe through the CAROUSEL for how to recognize and respond to each tactic)

1️⃣ They praise you right before asking for more
→ "You're so reliable" means more work coming
→ Compliments become tools to extract unpaid labor

2️⃣ Your boundaries are labelled lack of commitment
→ Leaving on time becomes "not being a team player"
→ Reasonable limits get twisted into character flaws

3️⃣ They weaponize your desire to be helpful
→ "I knew I could count on you" guilt you
→ Your kindness becomes their leverage against you

4️⃣ Problems become urgent only for you
→ Poor planning on their end becomes your emergency
→ Crisis mode is designed to bypass your boundaries

5️⃣ They compare you to others strategically
→ "Maria stayed late without complaining" shames you
→ Comparisons manipulate you into unhealthy competition

6️⃣ Your wins are minimized, mistakes amplified
→ Achievements get glossed over quickly
→ Small errors become character judgments

📌 Check the carousel slides for what's happening and how to protect yourself from these manipulation tactics.

Manipulation thrives in confusion and guilt.

Once you see the pattern, it loses its power.

Strong boundaries aren't selfish. They're survival.

Case scenario for you:

Your manager just said, "I really need you on this Saturday. You're the only one I trust with it." You had plans. But now you feel guilty saying no. They've done this three weekends in a row. What do you say? Tell me in the comments

♻️ Repost to help someone recognize they're being manipulated
✅ Follow Julia Snedkova for strategies to set boundaries without guilt

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The Battle

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Julia Snedkova

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Engagements

Likes

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