Helping startups to scale 🦄 ✦ Driving Halo Lab 7 → 8-figures ARR & having fun ✦ Founder with Design in ❤️

I run Design & Tech Agency helping brands become TOP 1%.

✦ $530 M raised + 9-figure exits by client startups 
✦ 500+ projects delivered
✦ 99+ international awards
✦ 4.9 / 5.0 average rating on Clutch from 80+ verified reviews

This is a real impact in numbers.

—

Over the past 15 yrs I’ve been shaping digital products and brands for category‑defining companies — from NOKIA and OPERA to high‑growth SaaS and Web3 start‑ups.

My core focus is design leadership at scale: I enter as a strategic partner, craft a vision, and lead multidisciplinary teams all the way from concept to launch.

—

I specialize in:

⤷  B2B SaaS Product Design | Guiding startups and enterprise spin‑ups from 0 to 1 — turning complex tech into intuitive, emotionally resonant experiences.

⤷  High‑Performance Digital Presence | Building conversion‑focused brand websites that turn first impressions into lasting growth.

—

Have BIG idea in mind?
Contact me directly: inquiry@halo-lab.com

Artem Borysenko

You can hire a designer.

Or you can hire a design brain.

One gives you beautiful screens.
The other gives you a product that thinks.

When you hire a single designer, you get skills.
When you hire a team that works as one brain, you get experience that compounds.

At Halo Lab — Your Digital Partner, our teams don’t work in silos.
The UX researcher sees what frustrates users.
The product designer connects it to business goals.
The UI designer turns it into clarity and trust.
The developer translates it into something fast and functional.

Each person covers a blind spot the others can’t.
And together, they don’t just design, they solve.

That’s the difference between design as a task and design as a system.
Between a pretty interface and a product that scales, converts, and feels effortless to use.

When founders realize this, everything changes:

1. They stop hiring portfolios.
2. They start hiring thinking systems - teams that anticipate problems before they appear, align design with ROI, and build products that last.

If you’re scaling your product, don’t just hire a designer.
Hire a brain that’s trained to think like your users and build like your business depends on it.

Find you team https://bit.ly/49wqB0p

🔔 Follow Artem Borysenko for more updates!

Founder @ Halo Lab ✦ Design & Tech Agency Helping Brands Become TOP 1%

You’ve raised your Series A.

Now you’re proving you can deliver at scale.

And every week of delay costs runway, users, and momentum.
The big question?
Who’s actually going to build this thing?
You have three choices and each comes with a hidden price.

1. The dedicated team.
(Agency/product squad model)
Fastest to launch.
Move as one unit.
Cross-functional by default.
→ Best for: founders who need traction now and can’t afford to spend 3 months hiring.

2. Freelancers.
They’re flexible, affordable, and perfect for low-risk experiments.
But you become the PM, the QA, and the glue holding everything together.
When people churn, rework kills speed.
→ Best for: quick feature spikes or marketing tests, not your core product.

3. In-house team.
The long-term bet.
You get culture, domain memory, and control.
But it’s slow and expensive.
Median SWE comp in the U.S. sits around $187 K/year, and that’s before benefits or churn.
→ Best for: protecting core IP and scaling once product-market fit is locked.

My take? Go hybrid by design.
1. Dedicated team: ship your core product in < 90 days.
2. In-house team: retain knowledge and own the moat.
3. Freelancers: plug niche gaps when speed matters.

Re-evaluate every quarter: velocity, cost per feature, defect rate.
Because at Series A, your biggest risk isn’t cost, it’s time.

✦ At Halo Lab — Your Digital Partner, we help Series A founders scale with dedicated product squads - ready to ship fast, adapt faster, and grow alongside your in-house team.

♻️ Share this to help make a good choice.
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 Dedicated Team vs. Freelancers vs. In-House 

“We need a redesign.”

This is how half of discovery calls begin.

However, 10 minutes into the discussion and it’s obvious - they need a problem statement.

The product is not broken. 
The understanding of the problem is.

Founders say: “Our checkout flow is poor.” 
Users say: “I don’t trust this payment form.”

The difference? One adds a feature. The other builds the right feature.

A good problem statement is not an educated guess.
It’s that moment that your research turns into clarity. 
It translates chaos into focus.

Here is what strong product teams do completely differently:

1. They do not start their process around “what to build.” 
They start their process around “who’s struggling – and why.”

2. They use data and real voices, not assumptions. 

3. They state the problem in a way that the whole team- designer, PM, and CEO can read and ingest in an instant.

When you get the problem right the design almost builds itself.
Your next big UX breakthrough will not come from adding another feature. 
It will come from rewriting the question you are trying to answer.

♻️ Share if it resonates.
🔔 Follow Artem Borysenko for more updates!

The hardest thing about building an AI product is getting people to trust what it does.

You can create a great model all you want, but as soon as users feel the slightest bit of uncertainty, they are going to ponder, hesitate, and leave.

When founders build trust into the product experience, three things happen fast.

1. Users stop second-guessing and start exploring. First session activation goes up because they understand the what and whys.

2. Every click of trust compounds itself into usage, retention, and upsell. Without trust, the best AI feature will remain unused.

3. You do not have to wait for product market fit to learn how users actually feel. Trust patterns can save you weeks of guessing, and reduce the launch chaos.

4. Transparent UX with design-based trust cuts confusion before it even reaches support. No more "I am left wondering why it said that?" tickets or bad reviews for hallucinations.

Most AI products are built for power. 
The real winners are built for confidence.

✦

At Halo Lab — Your Digital Partner, we help founders design AI products users trust enough to actually use and pay for.
If that’s the stage you’re at, let’s chat.

♻️ Share this to help others build AI products.
🔔 Follow Artem Borysenko for more updates!

UI for AI products

Most companies still treat a design system as a visual asset.

In reality, it behaves more like infrastructure.

When a design system is used by a company, it can help reduce costs for all the products the company already has. Also, using a design system can reduce the costs of making new products by different teams in the company.

Here’s where the real financial return shows up:

1. Reduction of duplicated efforts across teams.

When multiple teams are rebuilding and recreating similar elements, there are three new associated costs for each team: a new design, a new coded version, and the need for each team to perform QA. With the implementation of a design token system, this cycle is not necessary.

2. Component scalability across product portfolios.

When a company builds a system to support a group of products, they make more money by creating one design and using it many times for all the products in the group. This is why companies have been able to reduce the time it takes to get products to market by 20-40% without adding more staff.

3. Patterns decrease cognitive load and time spent deciding.

Once an organization sets up design patterns to support their onboarding, dashboards, permission systems, navigational structures, and error state designs, teams won't have to argue about the most important design principles. 

4. The cost of change decreases dramatically.

With no design system: A rebrand, accessibility update, or micro-interaction change triggers weeks of redesign and recoding..
With a design system: Update the source → every product updates automatically.

✦

A strong design system improves:

- Time to market.
- Cross-platform trust.
- Developer throughput.
- Conversion and activation.

✦

Build your design system for the next three products you launch. 
You will begin seeing returns on your investment in the early years.

🔔 Follow Artem Borysenko for more updates!

Your product already makes users feel something.

The question is what?

If your users don’t feel the right thing, they won’t do the right thing.
They’ll bounce, hesitate, mistrust, churn.

Over 500+ products, I’ve learned that the best products aren’t the ones with the most features. They’re the ones with the clearest emotional tone.

Every product leans into one of three emotional modes.

1️⃣ Calm → “I feel safe here.”
Perfect for: health, finance, productivity, wellness.
How it’s built: soft palettes, clear language, gentle interactions, no pressure.

2️⃣ Competent → “I trust this.”
Perfect for: SaaS, B2B, dashboards, enterprise.
How it’s built: structured layouts, predictable behavior, strong signals of reliability (performance, clarity, proof).

3️⃣ Empowering → “I can do this.”
Perfect for: fitness, learning, creativity.
How it’s built: energetic visuals, progress celebrations, milestones, personalization.

When the emotional tone doesn’t match the product’s purpose:
1. A data tool feels playful → trust drops.
2. A wellness app feels intense → stress rises.
3. A learning app feels sterile → motivation dies.

Emotion either reduces friction or adds it. 
What to do before your next sprint.

✦ Pick your emotional tone before UI design.
✦ Build it into your design system (colors, spacing, motion, language)
✦ Test the gut reaction early (“How did this flow make you feel?”)
✦ Make sure every new feature reinforces that emotional mode.

We design products that make users feel the right thing.
It’s about building experiences users want to return to.

♻️ Share this to help others catch hearts.
🔔 Follow Artem Borysenko for more updates!

You didn’t just hire a team.

You hired a risk.

That’s what most founders realize by Sprint 2, but by then, momentum is already bleeding out.

What starts as “a good fit” quickly turns into:

→ Delayed updates.
→ Vanishing senior talent.
→ Quiet budget drift.
→ Process that feels more defensive than proactive.

It rarely breaks all at once.
It just slowly stops working.

At Halo Lab — Your Digital Partner, we’ve inherited dozens of these “almost there” projects.
And we’ve learned to spot the early signals that most teams ignore.

Here’s how experienced founders filter for risk before it shows up on a roadmap:

1. Ask who stays after kickoff.
Bait-and-switch team structures are common. 
Real partners show you the core team from day one.

2. Low prices don’t remove cost. 
Into rework. Into scope creep. 
Into things no one “thought about” until it’s too late.

3. Their process should flex around your product.
If their workflow can’t adapt to your stack, roadmap, or internal rhythm, you're buying overhead.

4. Silence isn’t a “working phase.” It’s a liability.
Communication isn’t a nice-to-have. 
It’s part of delivery.

5. IP, code ownership, and access - settle it early and in writing.
No smart founder leaves this vague.

6. Domain experience is a requirement.
A capable team isn’t enough. 
You need people who’ve solved your kind of problems before.

7. If there’s no post-launch plan, you’re the plan.
Support, iteration, and continuity should already be mapped.

We partner with founders who know that reliable execution is rare and valuable.
If that’s where you are, you’ll feel the difference from day one.

♻️ Share this to help others fint a right partner.
🔔 Follow Artem Borysenko for more updates!

I can’t remember the last time I used an app that didn’t ask me to share, rate, or “engage.”

Every product today (even in B2B) is designed for an algorithm.
Google’s. LinkedIn’s. App Store’s. TikTok’s.

We’ve quietly shifted from designing for people to designing for distribution.
The algorithm rewards speed, volume, stickiness.
And so we chase it - with notifications, widgets, and “viral moments.”

But something gets lost along the way.

When was the last time a product was designed for:
✦ Silence?
✦ Reflection?
✦ A human mistake that wasn’t punished instantly?

You've trained our teams to ask,
“How will this perform in search?”
“Will this trigger engagement?”
“Will this help retention metrics?”

Not:

“Will this make someone feel seen, understood, or at ease?”
We measure time-on-page, not peace of mind.
We optimize funnels, not flow.

And in doing so, we risk turning our users into an interface between two algorithms, feeding signals back and forth.

Maybe the next wave of great design won’t be about more engagement.
Maybe it’ll be about creating digital spaces that breathe.
Moments that respect our attention instead of stealing it.
Because the best products don’t just perform, they pause.
They make us feel something.

What’s one product you’ve used lately that still feels designed for humans, not algorithms?

♻️ Share this if it resonates.
🔔 Follow Artem Borysenko for more updates!

I sat in a meeting where a CEO said something I'll never forget:

“I don’t need it to look beautiful. I need it to make money.”

At the time, it stung a little.
We’d poured weeks into crafting the perfect interface.
But he was right.

If your design doesn't move revenue or retention, it's wallpaper.
That moment changed how we work at Halo Lab — Your Digital Partner.
Now, every design decision starts with a business question:

1. What does this screen earn?
2. How does this feature reduce churn?
3. Can this interaction build trust faster?

We stopped chasing “nice-to-have” visuals and started designing for impact: shorter time to value, higher conversion, more clarity.

Last quarter, applying this thinking helped a SaaS client cut trial-to-paid time by 40%. Design decisions became revenue decisions.

What's one screen in your product that looks great but doesn't move the needle?

🔔 Follow Artem Borysenko for more updates!

Hi, I'm Dane, a Future of Work Strategist. I help CEOs, CHROs & senior leaders design workplaces where performance and well-being thrive together - because I’ve seen how toxic leadership and bad culture break people and stall performance.

With 25+ years in Fortune 500 leadership (Shell, LVMH, L’Oréal, J&J, Burger King), I know culture isn’t a “nice-to-have” — it’s the strategy that drives retention, innovation, and growth.

𝗪𝗵𝘆 𝗧𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗡𝗼 𝗟𝗼𝗻𝗴𝗲𝗿 𝗪𝗼𝗿𝗸𝘀
• Burnout is rising.
• Talent is walking out faster than it can be replaced.
• Engagement and innovation drop when people are stretched too thin
 
𝗧𝗵𝗲 𝗡𝗲𝘄 𝗦𝗵𝗶𝗳𝘁
Future-ready organizations know: leadership, culture, and well-being are not side initiatives — they are the strategy.

𝗛𝗼𝘄 𝗪𝗲 𝗣𝗮𝗿𝘁𝗻𝗲𝗿 𝗳𝗼𝗿 𝗖𝗵𝗮𝗻𝗴𝗲
Through my proprietary 𝗙𝘂𝘁𝘂𝗿𝗲-𝗙𝗼𝗿𝘄𝗮𝗿𝗱 𝗗𝗲𝘀𝗶𝗴𝗻™ methodology, I help leaders and organizations to:
• 𝗥𝗲𝗱𝗲𝗳𝗶𝗻𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 → clarity, empathy, resilience
• 𝗥𝗲-𝗮𝗿𝗰𝗵𝗶𝘁𝗲𝗰𝘁 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 → trust, collaboration, innovation
• 𝗥𝗲𝗶𝗺𝗮𝗴𝗶𝗻𝗲 𝘄𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴 → balance and resilience at work

This approach has already impacted 15,000+ professionals across Singapore and beyond — through coaching, culture programs, workshops, and keynotes.
 
𝗣𝗿𝗼𝗴𝗿𝗮𝗺𝘀 & 𝗦𝗲𝗿𝘃𝗶𝗰𝗲𝘀 — 𝗕𝘆 𝗗𝗲𝘀𝗶𝗴𝗻™
• 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗯𝘆 𝗗𝗲𝘀𝗶𝗴𝗻™ – executive coaching & leadership programs
• 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗯𝘆 𝗗𝗲𝘀𝗶𝗴𝗻™ – alignment & transformation journeys
• 𝗪𝗲𝗹𝗹-𝗕𝗲𝗶𝗻𝗴 𝗯𝘆 𝗗𝗲𝘀𝗶𝗴𝗻™ – workplace wellness & resilience
• 𝗞𝗲𝘆𝗻𝗼𝘁𝗲𝘀 – leadership, culture & the future of work

𝗪𝗵𝘆 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗧𝗿𝘂𝘀𝘁 𝗠𝗲
✅ 25+ years in Fortune 500 global leadership
✅ ICF PCC Executive Coach + certified in Team Coaching, Design Thinking, Life Design & Wellness
✅ SGLN Coach - preparing Singapore’s next generation of global leaders
✅ SG60 Celebrated Speaker - one of Singapore’s top 60 speakers & trainers
✅ LinkedIn Top Voice in Work-Life Balance
✅ #1 in Productivity & Personal Growth, Favikon
✅ Trusted by Google, Coca-Cola, LVMH, Unilever, DBS, KFC, WSG, Enterprise Singapore, and more

𝗠𝘆 𝗩𝗶𝘀𝗶𝗼𝗻
I believe the future of work won’t be left to chance.
It must be designed - where performance and people thrive together.

📩 DM me or book a call if you’re ready to design a culture where your leaders, teams, and organisation thrive - by design.

Dane Tang

Emotional intelligence isn’t soft. It’s strategic.
7 phrases that change how you lead under pressure.

Let’s face it
No matter how seasoned we are, tension at work is inevitable.

💥 A missed deadline
💥 A tough conversation
💥 A clash of perspectives

In 25+ years of leading diverse teams across global industries, I’ve learned this:

What you say in high-pressure moments doesn’t just reflect your leadership.

It shapes the culture around you.

Emotional intelligence doesn’t mean sugar-coating.
It means choosing words that turn stress into solutions.

Here are 7 emotionally intelligent phrases that shift how you lead through tension:

❌ That’s not my job
✅ I’d be happy to help, let’s figure this out together

❌ You’re wrong
✅ I see it differently, can we explore this further?

❌ I don’t have time for this
✅ Let’s prioritize and find a way to make this work

❌ That’s a terrible idea
✅ I have some concerns, can we tweak the approach?

❌ I told you so
✅ Here’s what we can learn from this for next time”

❌ “This isn’t fair”
✅ “How can we create a better solution together?

❌ I can’t do this
✅ This is a challenge, but I’ll find a way to make it work

Influence doesn’t come from being the loudest in the room.

It comes from leading with empathy, even in conflict.

Which of these phrases will you practice more in 2026?

♻️ Repost to help someone else lead with EQ

🔔 Follow @Dane Tang for leadership, careers & culture

Future of Work Strategist | Designing Workplaces That Perform & People Who Thrive | SG60 Speaker | ICF PCC Coach | 25+ Years Fortune 500 Leadership

True Leaders fight for their people and take the heat so their team doesn’t have to.
They step up, even when it hurts.

I once had a manager who defended me behind closed doors. 
That moment earned my loyalty for life.

Too many leaders chase promotions.
Too few protect their people.

True leaders don’t just lead, 
They fight for you.

→ They take the fall.
→ They clear the path.
→ They speak your name in rooms you’re not in.

Want to be that kind of leader?
Start here:

1/ Lead with heart, not ego
↳ People over pride, always
↳ Ask, “How are you, really?”

2/ Take the hits, pass the praise
↳ Step in when it’s messy
↳ Step back when it’s glory

3/ Advocate when no one’s watching
↳ Defend them in silence
↳ Cheer for them in public

4/ Listen like it’s your job
↳ Because it is
↳ Make space for their voice

5/ Check in like a human, not a boss
↳ Drop the script
↳ Be real, be present

6/ Protect their peace
↳ Guard their time, energy, and joy
↳ Sometimes the best yes is a no

7/ Celebrate the person, not just the role
↳ Notice the effort
↳ Say, “I see you”

The leaders we remember…
are the ones who made us feel safe to be human.

Be that leader.

Tag a leader who has transformed your life.


♻️ Repost to help others become better leaders

Follow 𝗗𝗮𝗻𝗲 𝗧𝗮𝗻𝗴 for Leadership+Workplace Culture

Everyone aspires to be a good leader.

But sometimes micromanage without realising it.

You call it guidance.
They call it suffocating.

You thought you were guiding your team.
But is actually holding them back.

Real leadership isn’t about doing everything.
It’s about letting go.

You’re checking in too much.
Your team sees it as doubt, not leadership.

Here are 9 signs you're micromanaging
(And don’t realize it)

1/ You're always checking in
↳ Checking in too often signals doubt
↳ Set clear expectations and step back

2/ You need to be involved in every decision
↳ Approving everything slows your team
↳ Trust them to make smart choices

3/ You're overly detailed with instructions
↳ Giving too many steps limits creativity
↳ Guide, but let them problem-solve

4/ You struggle to let go of tasks
↳ Holding on slows growth and trust
↳ Delegate to empower your team

5/ You don’t trust your team to finish tasks
↳ Hovering makes them feel incapable
↳ Give them full ownership to excel

6/ You step in too soon
↳ Jumping in prevents problem-solving
↳ Let them figure things out first

7/ You feel uncomfortable with autonomy
↳ Control isn’t leadership, trust is
↳ Step back and let them lead

8/ You overload your team with tasks
↳ Too much work leads to burnout
↳ Balance workloads for better results

9/ You don’t encourage feedback
↳ Skipping feedback stifles team growth
↳ Create space for open conversations

Great leaders don’t just lead
• They empower
• They trust
• They step back, so others can step up

Let them rise.

Have you ever felt micromanaged?


♻️ Repost to help leaders create trust, not control

Follow Dane Tang for more Leadership insights

9 Ways You Might Be Micromanaging

It's OK to choose yourself.

In the new year, practice self-compassion.

Life can feel like a never-ending list of expectations..
From work
From family
From yourself

Here's what I learned:

You don’t owe anyone your explanation, your peace, or your dreams.

Starting today, leave your guilt behind.

It’s OK to:

↳ Change your mind
↳ Walk away from people or opportunities that no longer serve you
↳ Say “no” when your plate is already full
↳ Not have all the answers right now
↳ Take up space
↳ Want more for yourself
↳ Slow down
↳ Let go of what’s weighing you down
↳ Set boundaries that protect your energy
↳ Start over when needed
↳ Feel everything deeply
↳ Ask for help
↳ Choose yourself unapologetically
↳ Leave the past behind
↳ Say, “I’m not OK” and take the time to heal

Let’s reset how we show up, for ourselves first.

Which one of these resonates with you most?


♻️ Repost to help someone you know needs to hear it today.

🔔 Follow Dane Tang for more Personal Growth+Well-being

Use this new year to build the life you want.

Instead of escaping from the one you have.

The urge to escape what feels heavy,
To leave behind what didn’t work.

But escaping isn’t the solution.
It’s a temporary fix.

From my experience:

Real change doesn’t come from running away.
It comes from building forward.

I reinvented myself and built the life I dreamed of, 
transitioning from corporate to entrepreneurship.

This year, instead of wishing or just thinking, 
Try something different.

Focus on what you want to create:
↳ A life that feels like yours
↳ A routine that energizes you
↳ Goals that actually excite you

It won’t be easy.
Growth never is.

But I can assure you
It will be worth it.

3 years from now
Your future self will thank YOU
for taking action today.

Let's do this together:

↳ Start small
↳ One habit
↳ One choice
↳ One step at a time

Use 2026 to move with purpose.

Don’t escape your life you have
Instead, build the one you want!

What is the first step you will take today?


♻️ Repost to help someone who needs this reminder.

Follow Dane Tang for Life Design+Personal Growth

Hard work beats a perfect resume.
Every time.

I’ve seen it again and again.

Brilliant people passed over
because their resume wasn’t “perfect.”

Because they didn’t have:
• A fancy title
• 10 years of “relevant” experience
• A flawless LinkedIn profile

Yet almost any job can be mastered
by someone hungry enough to work for it.

The right person doesn’t always check every box.
It’s the one who refuses to stay inside the box.

They show up.
They learn fast.
They outwork everyone around them.

Talent is everywhere.
But grit? That’s rare.

Watch for the people who:

Take initiative without being told

Solve problems before they become crises

Stay late not for praise, but for pride

Degrees don’t measure heart.
Experience doesn’t predict hunger.
And potential? It’s invisible on a CV.

Five underrated signs of true potential:

1️⃣ Effort
They go the extra step, even when it’s not required.

2️⃣ Initiative
They don’t wait to be told. They start before they’re ready.

3️⃣ Growth mindset
They may not know how… yet. But they’ll figure it out.

4️⃣ Ownership
They take responsibility. No excuses. No finger-pointing.

5️⃣ Heart
They care. And it shows in the way they show up.

Degrees and credentials open doors.
But they don’t guarantee performance.
Grit does.

And the best leaders?

They don’t just hire the most polished candidate.
They invest in the ones willing to grow.

Hard work doesn’t guarantee success.
But a lack of it? Almost always guarantees failure.

What’s one sign you look for when hiring beyond the resume?

♻️ Repost to inspire others to hire differently

🔔 Follow Dane Tang for more leadership insights

In 2026, I'm not setting new resolutions. 

I'm resetting my mindset.

Because if I’ve learned anything over the years, it’s this: 

Strategy gets you going. 
But mindset keeps you growing.

2025 wasn’t easy. 

There were wins, sure. 
But also doubts, detours, and moments that tested my confidence.

When I felt off-track, I came back to these 7 mindset shifts.

They helped me Reset. Realign. Rise.

1. 𝗕𝗲 𝗸𝗶𝗻𝗱 𝘁𝗼 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳   
   You are your greatest asset. 
   Speak to yourself with compassion.
   
2. 𝗟𝗲𝗮𝗿𝗻 𝗳𝗿𝗼𝗺 𝘆𝗼𝘂𝗿 𝗺𝗶𝘀𝘁𝗮𝗸𝗲𝘀   
   There’s wisdom in every misstep. 
   Don’t waste it.
   
3. 𝗦𝘁𝗲𝗽 𝗼𝘂𝘁𝘀𝗶𝗱𝗲 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗳𝗼𝗿𝘁 𝘇𝗼𝗻𝗲   
   That’s where the real growth happens.
   
4. 𝗗𝗼𝗻’𝘁 𝘁𝗮𝗸𝗲 𝘁𝗵𝗶𝗻𝗴𝘀 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗹𝘆   
   Most things aren’t about you. 
   Let go of the weight.
   
5. 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀 𝗼𝘃𝗲𝗿 𝗽𝗲𝗿𝗳𝗲𝗰𝘁𝗶𝗼𝗻   
   Let go of flawless. 
   Keep moving forward.
   
6. 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗲𝗺𝗽𝗮𝘁𝗵𝘆   
   Soft is strong. 
   People remember how you made them feel.
   
7. 𝗦𝗺𝗮𝗹𝗹 𝗵𝗮𝗯𝗶𝘁𝘀, 𝗯𝗶𝗴 𝘀𝗵𝗶𝗳𝘁𝘀   
   Consistency builds confidence.
   Big change comes from small, consistent steps.
   
Mindset is everything. 
It’s how we bounce back. 

How we lead with heart. 
How we design a life we don’t want to escape from.

Which of these speaks to you right now?

♻️ Repost to support someone starting fresh in 2026 

🔔 Follow @Dane Tang for designing life and leadership on your terms

The higher I climbed, the more I had to unlearn.

Not just about business - but about myself.

In my 25+ years leading across global brands and cultures, I was constantly learning how to succeed.

From the outside, I was thriving. 
Regional and global leadership roles. 
Flying business class across continents. 
Delivering results, building teams, earning recognition.

But inside, I was running on empty.

The higher I climbed, the more I realised: 

Success wasn’t just about what I did  -  
It was about what I had to unlearn.

It wasn’t easy. 
Because these habits had helped me get ahead. 
They made me feel in control. Competent. Valuable.

But over time, they quietly drained me.

It took intentional reflection, deep coaching, and inner work 
to realise that real leadership isn’t just about adding more.

You can’t elevate if you don’t eliminate.

It’s about letting go of what no longer serves you.

Here are 8 toxic habits I had to unlearn to lead with more clarity, confidence, and humanity:

1️⃣ The People-Pleasing Trap
→ Pleasing everyone pleases no one
→ Integrity > approval
→ Right decisions > popular ones

2️⃣ Overthinking Every Decision
→ Inaction kills momentum
→ Clarity comes from action
→ Progress over perfection

3️⃣ Avoiding Difficult Conversations
→ Silence creates confusion
→ Tackle issues early
→ Truth builds trust

4️⃣ Trying to Do It All Myself
→ Burnout isn’t leadership
→ Empower your team
→ Delegate with trust

5️⃣ Wearing Busyness as a Badge
→ Effort ≠ impact
→ Focus creates results
→ Less, but better

6️⃣ Neglecting My Own Growth
→ Leadership is lifelong
→ Stay curious
→ Make time to evolve

7️⃣ Letting Fear Drive My Choices
→ Failure isn’t fatal
→ Courage builds resilience
→ Learn. Adjust. Move.

8️⃣ Underestimating Emotional Intelligence
→ Leadership is relational
→ Empathy is power
→ Connect before you direct

Growth isn’t just what you gain.
It’s also what you leave behind.

What have you had to unlearn to grow?

♻️ Repost to inspire someone else’s unlearning journey

🔔 Follow Dane Tang for Leadership, Growth & Reinvention

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The Battle

Artem Borysenko

Dane Tang

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The Battle

Artem Borysenko

Dane Tang

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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);}Artem Borysenko's LinkedIn Performance

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