Chason Forehand

HR-4U INC.

My story consists of years of physical and mental abuse, drug addiction, homelessness, shame, self-loathing, incarceration and suicidal ideation.

I thought I was worthless.

I was offered a gift by someone in the culinary field that wanted to pay it forward, as it had been paid forward to them.  This set me on a path to get clean and see how I could pay it forward.

Forty-four percent (44%) of the U.S. makes below a living wage.
  
Poverty is on the rise.

Food Insecurity is at an all-time high.

How do we address these socioeconomic challenges with actionable change that breaks the cycles?

On the Advocacy side, we lock arms with End Workplace Abuse, Workplace Fairness, over 115 partners in 8 countries, to stand firm that people matter over everything else.  We are currently charging in the NY/NJ/CT area to help pass the Psychological Safety Act.

Our boots on the ground is our Transformation Kitchen(™️) program which builds strong communities of mentally and physically healthy humans that leave their addictions, violence, incarceration and past decisions behind to move forward in a positive way.  

With our Director of Student Wellness, Sarah O'Brien, we make sure those moving through our program are set up to thrive, not survive.

We are much more than a culinary training facility; we are a beacon of hope in the darkness.

Our first #TK is in Matagalpa, Nicaragua, working in tandem with Rayo de Sol to build a legacy of economic change.

Our next one will be in NY and we will be making more announcements soon.

If you would like to know more about our programs and how to get involved reach out here:
https://linktr.ee/chasonforehand

Founder

The Outlier Project

A dedicated professional development and growth community.  A special focus of The Outlier Project is to develop leaders who believe that companies and individuals alike succeed or fail based on the quality of the teams they build and the relationships they invest in.  We call this having a “People Over Everything” mindset.

Proud Audacious Member

Success Champion Networking (SCN)

The Success Champions Network is a B2B networking platform designed to connect like-minded businesses for genuine conversations, introductions, and growth opportunities. 

It aims to foster collaborations and substantial business growth through a community of professionals who adhere to the Success Champion's Code. Members gain access to actionable insights, immediate knowledge for business growth, and exclusive training programs. 

The network is not just about networking; it's about building a community, expanding business opportunities, and accessing practical knowledge to help members take their businesses to the next level.

Hospitality Table Member

Transform

The Transform Community is a dynamic network of professionals and leaders dedicated to enhancing their professional journeys through a dedicated online member experience. 

Members can leverage the collective wisdom of the community, engage in discussion forums, and access specialized groups. The community also offers real-time chats and a membership directory, providing rich resources and events to keep members connected and inspired.

U.S. Member

HR Consultations

I am the Founder and creator of a company designed to help small to medium sized Not-For-Profit, and Social Good organizations receive sound, expert advice, technical system assistance, and services without sales pressure and upselling. Our team has created a robust portfolio of helping many organizations thrive in tough economic times and a global pandemic.  We support our clients in every aspect of HR, developing policies, procedures, technical advice, developing programs and platforms to enhance their needs and put them on an empowered path of self-reliance.

Founder / Fractional HR

Spartan/LifeLab

As a senior leader of the organization, I was tasked with developing strategies for retaining the best talent, including how we recruited, engaged. and communicated with staff members across three countries and in multiple US states.  

My teams and I built the entire HR stack, award winning Safety Protocols for our warehouses, and all of the policies and procedures for the company.  We also developed, created, and marketed natural, food grade, nutrient-based supplements, and personal care products which were manufactured and distributed in the US.  

Our incredible marketing and Sales teams worked in tandem to double our YoY numbers in every division category, opening pathways to new markets, while solidifying relationships with Amazon, Walmart, Sally's Beauty, and others.  We developed strategies to increase our market space in traditional brick-n-mortar, B2B and B2C capacities while challenging ourselves for "what's next".

Our Warehouse teams went over 2 years without a single accident, maintained cGMP standards, and received excellent ratings from the FDA, Health Department, and other agencies, while shipping 100% on time to our partners each week.  This won us two coveted awards where we all shared the victory.

Director Of Operations

Founder of hr-4u.org▪︎Breaking down employment barriers▪︎People over Everything▪︎Neurodiversity Inclusion▪︎Disabilty Equality▪︎Military Ready

I believe in the power of people.

When we collaborate and work together we can move mountains, build communities, and conquer socioeconomic issues plaguing our cities.

Everyone should have a safe space to call home.

Everyone should have consistent access to nutritious food.

Everyone deserves to make a living wage.

I believe there is a way that companies and their teams can thrive.

At HR-4U INC, we are known for empowering change-driven companies and their leaders to advocate for and uplift their employees with living wages, worth, and wellbeing. 

Using a specialized grassroots approach, we empower change-driven leaders to stand up, speak out, and take action. This approach includes strategically collaborating with other nonprofits to shine a light on leaders who prioritize people first. 

This collaborative spirit stems from over 40 years of honing my “people-first” passion and experience in the Culinary, Human Resources and Diversity, Equity & Inclusion spaces. 

We are thrilled to announce that HR-4U has achieved the prestigious Platinum Seal of Transparency from Candid/GuideStar for the fourth year in a row. This remarkable accomplishment is a testament to our unwavering commitment and relentless dedication.

Our newest program, Transformation Kitchen™, is designed to provide participants skilled training, a strong sense of community, wellness checkups, healthy meals and living wage careers.

Find out how you can get involved to create positive change in your community.

We are a charitable 501c3 Nonprofit, incorporated as hr-4u inc., in Delaware.  We're on a mission to remove the roadblocks that create barriers to finding living-wage employment for all communities. 

How we affect change:

We create meaningful relationships with employers, of all sizes, that are already exhibiting equitable hiring behaviors, creating meaningful diversity measures, and align with our mission.  We also look for individuals that are coaching leader behaviors towards people over everything.

We shine a light on the successful behaviors of our Employer-Partners & Leader-Partners through social media avenues, video recordings, speaking engagements and other venues.  By shining this light on positive behaviors, we create change for all to see and witness.  As our partnerships grow, the intensity of our light will grow, creating organic change while supporting fantastic leaders that are changing the world.

Paul Upton

Want to get to your next Career Level? Or into a role you'll Love? ◆ We help you get there! | Sr. Leads ► Managers ► Directors ► Exec Directors | $150K/$250K/$500K+ Jobs

"With no exaggeration- Paul and the LeaderUP program changed my life!" – James
(See more in recommendations)

👉 Message me on LinkedIn

Why Senior Leads, Managers, Directors & VPs choose to work with me:
▶️ You want to break into your next leadership role, get promoted, or move to a promotional opportunity. Maybe you are seeking to break into your next level or senior leadership.

▶️ You're stuck in your current role, not much company growth, or growth opportunities. Or you do not like your current company/role and want to find a better one and level up your career to the one you deserve!

▶️ You're in a job search, you know you are good, but something is missing, you are not getting interviews, or are not getting offers!

▶️ You're tired of being frustrated & wasting time!

𝐀𝐛𝐨𝐮𝐭 𝐦𝐞: I've spent the last 14+ years working at top Fortune 100 companies.
◾️ 10+ jobs over this time and 2 highly competitive leadership programs
◾️ 7 times promoted/found promotional opportunities (often they found me)
◾️ Most recently an executive director at a telecom leading an organization of 150+ people.

𝐈𝐧 𝐭𝐡𝐢𝐬 𝐭𝐢𝐦𝐞 𝐈'𝐯𝐞 𝐥𝐞𝐚𝐫𝐧𝐞𝐝:
◾️ What it really takes to stand out in the Top 1% of leaders
◾️ How to be a great leader and more importantly how to develop this in others
◾️ How to hire the best, I've done over 500+ interviews and hired multiple high performing 10X teams

I am one of the few career coaches who has leadership/hiring manager experience and knows what they are looking for!

𝐍𝐨𝐰 𝐈 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐡𝐞𝐥𝐩 𝐘𝐎𝐔 𝐚𝐜𝐡𝐢𝐞𝐯𝐞 𝐌𝐎𝐑𝐄 𝐒𝐔𝐂𝐂𝐄𝐒𝐒!

I have put these learnings together and have created the 𝐋𝐞𝐯𝐞𝐥𝐔𝐏 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐓𝐨𝐩 1% 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐏𝐫𝐨𝐠𝐫𝐚𝐦 to help leaders and aspiring leaders reach the next level and land their dream jobs/promotions. 

Are you someone who wants...
✅Wants more MONEY, TIME, FLEXIBILITY, and GROWTH?
✅Gets multiple offers and CHOOSES the best one for them?

And would rather...
✅Follow a proven step-by-step process that works!
✅With the 1:1 support, you need along the way!
✅That takes 70% less time & effort and 99% less frustration!
✅And finally, get that dream job that they deserve and are excited to jump out of bed for?

► LeaderUP Job Offer System & Coaching Program -  Reach out to learn more!

👉 Learn more: message me!

Founder, CEO & Chief Career Officer - Career Expert | Career Success Coach | Leadership Coach

👉 Message me on LinkedIn

I am one of the few career coaches who has Fortune 50 leadership & hiring manager experience. This gives me the perspective to know exactly what hiring managers (not just recruiters) are looking for in a Manager, Director, VP+, how to stand out, and what it really takes to be a top 1% Leader & Candidate!

I have partnered with recruiters, HR leaders, hiring managers, and leaders to understand and distill the most important qualities and traits of successful leaders and how to find these in candidates and develop them in leaders. 

Through all this and hundreds of interviews, I have learned what the Top 1% of candidates do and built a system that works to help leaders, aspiring leaders, and high performers learn these skills and get the jobs & opportunities they really deserve!

► I help YOU master YOUR resume + LinkedIn so you STAND OUT and get NOTICED

► I help YOU learn how to ROCK your interviews and build real, memorable connections with hiring managers & GET OFFERS!

► I help YOU learn the skills to negotiate like a PRO to get the best total compensation package possible

► I really care. My sole reason for LeaderUP is to help YOU find success and fulfillment in your career. Success YOU DESERVE and have earned by working harder, learning more, and putting in the effort to SUCCEED!

I have created the LevelUP Leadership Top 1% Candidate Coaching Program to help leaders get promoted and land their dream jobs using Top 1% Applicant Strategies, leveraging the top SECRETS learned from Expert Resume Writers, Recruiters, Hiring Managers, Leaders, and Top Candidates, as well as many failures, successes, and continuous improvement!

► LevelUP Leadership Top 1% Candidate Coaching Program

MESSAGE me on LinkedIn to learn more and how I can help you!
Email me at Leaderup.Program@gmail.com

I don’t believe in dream jobs.
I believe in leaders who build trust, respect, and great workplaces.

A dream job means nothing if the culture breaks you.

Every day, I see workplaces that:

❌ Hurt mental health
❌ Damage relationships
❌ Block real career growth

But I also see how the right leader can change everything.

Bad leadership looks like this:

❌ Keeping secrets
❌ Ignoring feedback
❌ Forgetting to praise
❌ Avoiding tough talks
❌ Letting bullying happen
❌ Not helping people grow
❌ Showing bias and losing trust
❌ Thinking only about their own gain
❌ Making random choices that confuse
❌ Playing favorites and dividing teams
❌ Giving too much work and burning people out

Great leaders do the opposite:

✅ Set clear goals
✅ Act with honesty
✅ Put well-being first
✅ Cheer for new ideas
✅ Listen and show care
✅ Stay open and honest
✅ Accept people as they are
✅ Share feedback that helps
✅ Give real trust and freedom
✅ Make everyone feel included

✅ Work together and lead by example

I have spent years leading teams and hiring top talent.

What I know is simple:

People stay for respect, growth, and peace of mind.

If you are searching for a new role,
Pray for a leader who lifts you up,
Not a title that sounds good on paper.

Everyone deserves a workplace where they can thrive.

♻️ Share this with someone who needs to see what leaders can do.
➕ Follow me for more on leadership and career growth.

No alternative text description for this image

70 interviews. 0 offers.
Next 10 interviews. 7 offers.
Here's what I changed...

Same person.
Different approach.

Here’s what changed:

- I stopped searching for that “right” answer
- I realized every hiring manager wants something different
- I focused on building real conversation, not rehearsed responses

The truth is:

- No one is perfect
- No answer is perfect
- Most people interview well enough to get in the room

But what makes you stand out?

It’s connection.

Hiring managers remember who understands their pain
Who listens
Who asks the right questions
Who shows they care about the work

Here’s how I flipped the script:

→ I listened first
→ I spoke honestly about my experience (no buzzwords)
→ I asked what frustrated them most about the role
→ I shared how I could help solve those headaches

Winning interviews are not about being the “ideal” candidate.

They’re about being real.
Being relatable.
Showing you want to solve real problems.

If you want more job offers—work on building trust, not perfect answers.

How do you approach tough interviews?
Has connection helped you stand out?

Comment "Connect" below if you want to learn how to build relationships that get results.

HR: We're promoting someone else to Director.

Her: I've led this department for 3 years. We hit 147% of target.

HR: You're a strong performer, but we don't think you're ready for leadership.

Her: Who did you select?

HR: Someone from outside. He has "executive presence."

Her: What does that mean?

HR: He interviews well.

---

She trained that external hire for 4 months.

He asked her how she built the systems that made the team successful.

She smiled and said nothing.

4 months later with LeaderUP's help,
So she could "interview well" too.

She accepted a Senior Director role elsewhere.

$65,000 more.
Direct reports: 34.
Scope: National.

Three weeks into her new role, her old company called.

"The new Director didn't work out. Would you consider coming back?"

Her answer: "No thank you."

---

If your company can't see your value, stop trying to convince them.

The right company will compete for you.

Not make you compete for recognition you've already earned.

Would you have waited—or walked?

♻️ Repost to help someone stuck in the same situation.

They reality was she was leading the entire department.

Stop waiting for your boss to decide you’re ready. Start acting like the market already has. 

Same talk.
Different year.

“You’re doing great work... but not ready yet.”

Next year:

“Love your impact... need more time in role.”

Year three:

“Keep doing what you’re doing... almost there.”

Meanwhile:

• “Not ready for VP” but you lead VP-level initiatives  
• “Need more experience” after you deliver $2M in results  
• “Work on visibility” while you train executives in every town hall  

You are not “not ready.”

You are not their priority.

The truth is:

• Readiness is subjective  
• Promotions are political  
• Gatekeeping hides behind “development feedback”  

You sit in calibration meetings as a fly on the wall.

They say:

“Let us see one more year.”  
“Who would back this promotion?”  
“Can we afford to lose them if they leave?”  

Those decisions say more about their risk and budget than your talent.

Here is your permission statement:

You do not need their permission to know your worth.  

You do not need one more “stretch assignment” to prove what you already do.  

You do not need to stay stuck in “almost ready” while others leapfrog you.  

The moment I started working with someone outside my company who could look at my skills without politics or history, everything changed.

We mapped my real scope.  
We priced my value to the market.  
We built a story that matched my impact, not my title.

Offers showed up from places that saw me as already ready.

You are not asking for a favor when you level up.

You are correcting an outdated view of your value.

How many years have you been “almost ready”?

Exceeded all goals.
Still got “Meets Expectations.” That’s not feedback, that’s politics.

My performance review made no sense.
Until I realized it was not about performance.

Here is what it said:

- “Exceeded all goals” → Rating: Meets Expectations
- “Strongest quarter in 3 years” → “Room for improvement”
- “Led the most successful launch” → “Needs more visibility”
- “Team retention at 95%” → “Work on leadership presence”

Director title.
Top results.
Blocked promotion.

Every time I asked what to do next, the answer changed.

One quarter it was: “You need more cross functional impact.”
I did that.

Next quarter it was: “You need more executive presence.”
I did that.

Next cycle: “We need to see this level sustained longer.”

When the goalposts keep moving, you are not playing the game.
You are the game.

The truth is: that review was not about my growth.
It was about their needs.

They needed:

- My numbers high
- My team stable
- My cost in the same box

Working with a career strategist was the shift.

They helped me see the pattern:
They needed me performing, not promoted.

Once I saw that, everything changed.

I stopped chasing vague feedback.
I stopped waiting for permission.
I built a plan to get to a place that matched my value.

If your review says “excellent work” but your rating says “stay in your lane,” that is data.
Not about your worth.
About their priorities.

Has your feedback ever contradicted your results?

Imagine training someone for 6 months.

Then hearing they’re your replacement for the VP role you fought for.

That is what happened to a Director before they started coaching with us.

12 years in one company.
Top reviews.
Clear promise of “You’re next for VP.”

Then leadership came with a “development opportunity.”

“Can you mentor our new hire? Great exposure for you. A chance to show your leadership.”

For 6 months, they poured everything into that person:

- Strategy
- Stakeholders
- Politics
- How to run the team when things go bad

Late nights. Extra calls. Deck reviews. Shadowing meetings.

Then the town hall.

“We’ve decided to go in a different direction for the VP role.”

The “direction” was the person they had trained.
Announced as VP.
Public praise.

No warning.
No honest talk.
No path forward.

They smiled, clapped on camera, then went home and broke down.

Here is what changed everything:

Working with a strategic career coach helped them see patterns they had been blind to for years.

- Loyalty did not lead to growth there
- They were already acting like a VP
- The market would pay for that level of impact

We rebuilt their story.
Repositioned their experience.
Targeted true VP roles.

In a few short months, they landed a VP position at a new company that valued their leadership.

40% pay increase.
Real authority.
Real respect.

Same person.
Different employer.

Sometimes the people holding you back are not your competition-they are your employer.

Has this happened to you?

His boss asked him to train the new hire.

"She's your backup," the boss said.

Six months later, he found out the truth.

She wasn't his backup.

She was his replacement.

Salary? $40,000 less than his.

He was the "Senior Manager restructuring" nobody told him about.

They wanted his knowledge at a junior price tag.

---

Here's what he did:

He didn't explode.
He didn't complain.
He started a strategic job search with LeaderUP that same week.

Within 90 days, he had three Director-level offers.

He accepted one with:
•	35% salary increase
•	Actual leadership scope
•	A boss who values transparency

His last day, HR asked for "knowledge transfer documents."

He handed them the same training manual he gave the new hire.

---

Companies will extract your value without recognizing it.

Don't wait to be told your worth.

Go find employers who already know it.

Are you ready to get to your next level?

Comment "Next Level" below and we'll send you the same playbook to get these 3 director-level offers.

If a reorg already has a deck and you never saw a draft,
you’re not being “aligned.” You’re being moved.

It is never “just a reorg.”
Someone benefits.
Someone loses.

A Senior Director I spoke with led a 15-person team.
High performer. Strong results. Great reviews.

Then one Friday: “Strategic restructure to drive efficiency.”

By Monday:
• Team cut from 15 to 3
• Scope reduced by 60%
• New org chart already in a polished slide deck

They were told: “You are still valued here.”

But here is what changed:
• Their “consolidated” team now sat under a less experienced leader
• Their title stayed the same, but the work got smaller
• They now reported to a former peer
• Key responsibilities were “redistributed” with no discussion
• The announcement went out before they even had a 1:1

The uncomfortable truth:
Reorgs are decided in closed rooms.
If you are surprised, you were not in the room.

When you see these signs, you are not paranoid. You are being messaged.

You are being told:
• “We want your knowledge, not your power.”
• “We want your name on the slide, not your voice in the room.”
• “We want you to exit yourself so we do not have to.”

Strategic leaders see the pattern early,
rebuild their story, and move to roles where their scope grows again.

They stop asking, “Why is this happening to me?”
They start asking, “How do I position myself before the next move hits?”

Have you ever been blindsided by a “strategic restructure”?

Dear Manager-turned-Job-Seeker:
The Applicant Tracking System (ATS) wasn’t built to find talent.
It was built to eliminate humans at scale.

Reality check
• 75% of your résumé never meets human eyes.
• “Must have 10 years of GenAI experience” = recruiter copy-paste, not a real requirement.
• Perfect keyword match? You just joined a digital cattle herd 300 deep.

Want interviews?
⭐ Bypass the bot. Get warm intros.
⭐ Solve a visible problem before you apply.
⭐ Talk to the budget owner—not the HR gatekeeper.
⭐  Position yourself in a compelling way.

Swipe left on the algorithm. Swipe right on real conversations.
Tag someone still obsessing over ATS scorecards.

Leaving after 1–2 years is not “job hopping” anymore.
It is risk management in 2026.

Markets shift fast. Reorgs hit fast. Layoffs hit fast.
You are not “unstable” for:

• Leaving after a Reorg that quietly erased your path to promotion
• Moving when your scope explodes but your title and pay stay flat
• Exiting a “stretch role” that stretches only your stress, not your skills
• Walking away when “next cycle” becomes the answer for the third year in a row
• Choosing a company that values your impact over one that values your silence

The uncomfortable truth:
They have a strategy for their org chart.
You need a strategy for your career.

From what I see with $150K–$500K leaders every week:

Leaders who stay “loyal” to the wrong company get:
• 2–3% bumps and vague promises
• More work, same title
• A slow leak in confidence and energy

Leaders who move with intention get:
• 25–30% pay jumps
• Real Director/VP scope
• Leaders who can state their value in one clear sentence

I lived this in my own path.
Every time I moved with a clear target and story, my career jumped.
Every time I waited “one more year,” growth stalled.

The new loyalty is this:
Loyalty to your future.
Loyalty to your health.
Loyalty to the leader you are becoming.

Companies that deserve you:
Build real paths, pay for impact, and treat you like a grown adult.

Companies that shame “job hoppers”:
Use guilt, low raises, and fear to keep strong people stuck.

Your career is not a lifetime sentence.
It is a series of strategic moves you make on purpose.

If you’re not being developed, paid, and positioned…
𝘀𝘁𝗮𝘆𝗶𝗻𝗴 𝗶𝘀 𝗮 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝘁𝗼𝗼.

So choose one today:
A) Secure the internal path (with dates + scope)
B) Start the exit plan (quiet + intentional)

Comment “PLAN” and I’ll share the exact formula I use with $150K–$500+K leaders.

carousel.pdf

He asked to leave early for his kid’s school event. Then he started to give me all the reasons. I told him, “You don’t need to explain. Just go.”  

Work from home? Fine.  
Come in late after a doctor’s visit? Fine.  
Block 2 hours mid-day for therapy, gym, or rest? Fine.  

I don’t need a full story for every calendar change.  
I need clear outcomes and honest communication.  

Here is what I care about as a leader:  
You deliver what you own.  
You keep your word.  
You support the team and the client.  

How you do that in a week will look different for everyone.  
Some move fast in the morning.  
Some hit their stride at night.  
Some need space in the middle to be a present parent or to take care of their health.  

The truth is: top talent does not stay where they feel watched.  
They stay where they feel trusted.  

When leaders obsess over chairs and clock time, they lose:  
Creative energy  
Real loyalty  
Their best people  

When they focus on impact and trust, they gain:  
Better decisions  
Stronger ownership  
Leaders who grow faster  

You are not a time-stamp.  
You are a leader delivering real results in a real life.  

The future of leadership is not “butts in seats.”  
The future is flexible work with clear expectations and real trust.  

How long will you keep treating grown leaders like kids who need a hall pass to live their lives?

HR: We would like to make you an offer of $265,000 plus a 30% annual bonus.

Candidate: Thanks. I'd like to have a deeper discussion. What does work-life look like on this team?

HR: It is a high-visibility role. Leaders here are expected to be “all in.”

Candidate: Can you be specific? What does that mean week to week?

HR: Most leaders are online late. Weekends happen when needed. We look for people who go the extra mile.

Candidate: Are there some clear boundaries around evenings, weekends, and vacations?

HR: At this level, we expect leaders to do what it takes to meet the goals.

Candidate: Then I will have to pass.

-

This is the shift I see every day with strong leaders.

They are not only asking:
“How much does it pay?”

They are asking:
“What will this cost my health?”
“What will this cost my family?”
“What will this cost my future self?”

Money is important.
Scope is important.
Title is important.

But so are:
Sleep.
Time with people you love.
Work you actually believe in.
Leaders who respect your limits.

The truth is:
Your next offer is not just a number.
𝗜𝘁 𝗶𝘀 𝗮 𝗹𝗶𝗳𝗲𝘀𝘁𝘆𝗹𝗲 𝗰𝗼𝗻𝘁𝗿𝗮𝗰𝘁.

You are not only negotiating salary.
You are negotiating 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗹𝗶𝘃𝗲.

How long have you been saying yes to roles that cost you more than they pay you?

You prepare for the snow.
But do you prepare to enjoy your life?

Over the last few days, we had a lot of snow.
As the storm came in, we did what most people did.

We prepared.

• Bought salt for the driveway and sidewalk
• Stocked up on food and water
• Picked up a stack of library books in case we lost power

Lists, tasks, "need to do" items.
All important. All smart.

I saw how easy it was to stop there.
To only plan for problems.
To only prepare for what could go wrong.

But life is not only about clearing the driveway.

Life is also about the snowman.

In the middle of everything, we went outside.
We felt the cold air.
We rolled snow into big, heavy balls.
We built a snowman.

Simple joy.
Zero productivity.
High return.

Here is what many high performers forget:

• You prepare for risk, but not for joy
• You plan for work, but not for play
• You protect your time, but not your energy

In careers, it looks like this:

• You update the resume
• You grind for the promotion
• You say yes to more work

But you forget to design a life you enjoy living.

Next time you prepare for the storm, ask yourself:
Where is the snowman in your plan?

What would change in your career if you prepared not only to survive, but to enjoy your life too?

5 things you say in interviews that kill your chances. Stop making these mistakes.

“Thanks, I think we covered everything. I don’t have any questions.”

As a hiring leader, when I hear this, my brain says:

“Pass.”

The truth is: your words in an interview sell you or sink you. Fast.

Here are 5 phrases that quietly kill offers - and what I want to hear instead. ➡️

1) “I don’t have any questions.”

To me this says: low interest, low prep.

Say instead:
• “What are the top goals for this team in the next 6–12 months?”
• “If someone excels here, what do they do differently?”

Curious people win.

2) “I’ll take any job right now.”

I know the market is hard. I get it.

But desperation makes me think you say yes to any offer, any culture, any job.

Say instead:
• “I am focused on roles where I can use my strengths in X and Y.”
• “Here is why this role and company fit what I want next.”

Clear focus beats desperation.

3) “Autonomy is really critical for me.”

As a leader, I need people who can take input and still own strategy and results.

Say instead:
• “I value clear direction at the start, then space to execute.”
• “Helpful feedback from my leader helped me do X and Y.”

Coachability is a MUST at $150K, $250K, $500K+ levels.

4) “I don’t have any weaknesses.”

When I hear this, I hear: low self awareness.

Say instead:
• Name one real gap.
• Show how you work on it.
Example: “I used to avoid hard talks with my team. I worked on it by doing X. Now I do Y.”

Owning your growth is a green flag. ✅

5) “I'm looking for a challenge.  My last company didn’t really challenge me.”

I may agree with you inside, however, it sounds dismissive rather than driven.

Say instead:
• “I’m looking for a role that pushes me to learn faster and take on bigger challenges — your team’s projects sound like the perfect environment for that.”
• “I learned a lot there, but now I’m ready for bigger challenges to stretch my skills.”

If you’re ready to elevate your interview game and position yourself as a top performer — connect or DM me.  Let's get you the offer, not just the interview.

Yesterday, you said “after this reorg.”
Last quarter, you said “after bonus.”
Last year, you said “when the market calms down.”

There is nothing more painful than watching your career stay smaller than your potential.

7 brutal truths about staying stuck in the wrong role:

1. You “research” but never commit  
↳ Reading job posts is not a search. It is scrolling.

2. You update your resume more than your strategy  
↳ Resumes without a clear target are just decoration.

3. You wait for the “right timing”  
↳ Timing does not rescue you. Positioning does.

4. You have “reasons” your company will change  
↳ Hoping your boss wakes up one day is not a plan.

5. You fear a no more than you fear wasting years  
↳ A no is short term. A stalled career is long term.

6. You wait for confidence before you move  
↳ Confidence follows action, not the other way around.

7. You know this role is done for you but you stay  
↳ You do not need more signs. You need a decision.

The market is shifting with or without you.
Reorgs are planned with or without you.
Your title, pay, and peace move only when you do.

How long will you keep paying the hidden tax of waiting for “later” instead of building the role and life you actually want?

Share this with someone who has outgrown their role but is still on the fence about their next move.

The hardest problem is the one you keep avoiding. I used to waste years on easier wins.

In my career and in business, I learned to “optimize” everything.

New projects.
New tools.
New ideas.

But I was avoiding the real work.

The truth is:
Your biggest risk is not one stupid decision.
Your biggest risk is spending years on the second, third, and fourth best moves.

I saw this first as a leader.

We had teams that were “fine.”
Leaders who were “okay.”

But “fine” was the problem.

The real issue was culture and talent.
Fixing that meant hard talks, new standards, and turning people who were not a fit.
Morale dropped before it got better.

Six months in, it looked worse, not better.
But it was still the right decision.

The same pattern shows up in careers.

You:
• Tweak your resume again
• Take one more “safe” internal role
• Say yes to more work without more pay

All smart moves on paper.
All easy wins.

But you avoid the hardest problem:

• Your company will not grow with you
• Your boss will not promote you
• Your role will never match your potential

Real growth feels heavy.
Real growth feels slow.
Real growth can hurt before it helps.

Here is what I learned:

→ Name the hardest problem
→ Remove every distraction that keeps you from facing it
→ Give your solution time to work, even when it feels worse at first

Many of you have half-built bridges in your career.
You were one hard year away from a new level.
You quit in month one.

How long have you been avoiding the hard move that would finally change your career?

You are not “playing it safe.”
You are paying a secret tax for every 6 months you stay stuck.

You tell yourself you are “thinking about” your next move.
You read job posts, watch the market, update your resume a little.

But you do not have a clear strategy.
You are not moving with a plan.

In this economy, that has a cost.

Here is what 6 more months of “testing the waters” with no strategy often looks like:
• Same title
• Same pay
• Same manager
• Same stress

On the outside, nothing looks wrong.
On the inside, you feel it.

You start to pay a slow tax every 6 months:
• Confidence tax → you start to think you are “not ready yet”
• Energy tax → Sunday night feels heavy every week
• Health tax → your body is at home, your mind stays at work
• Money tax → you push back higher pay and bonuses
• Market tax → the market moves, your skills and story do not

I paid that tax in my own career.

I said: “I will move when the timing feels right.”
“I will wait and see what happens after this quarter.”

I watched postings.
I “thought about” moves.
I stayed passive.

Fast forward one year.
Nothing changed for me.
The market changed around me.

Here is the truth I had to face:
I did not have a career problem.
I had a strategy problem.

In a strong economy, you might get away with passive waiting.
You send a few random applications, take a call or two, and something lands.

Today that does not work.

Hiring managers want:
• Clear story
• Clear value
• Clear direction

If you are not clear, they move on fast.

What changed everything for me was when I stopped “thinking about it” and built a real plan.

Here is what I did:
• I chose the exact roles and levels I wanted
• I got clear on the impact I bring in numbers
• I mapped the leaders and companies I wanted to target
• I aligned their needs to my core strengths
• I set weekly actions for outreach, networking chats, applications, and interviews

Once I had the right strategy, doors moved faster.
Not slower.

Recruiters reached out.
Leaders saw me as a top 1% candidate.
Promotional offers showed up that matched my value.

The uncomfortable truth:
Waiting feels safe.
Passive “thinking” feels safe.

But with no strategy, you are not safe.
You are stuck.

In this economy, safety comes from:
• Clear direction
• Clear story
• Consistent action

Not from staying in place for “one more quarter.”

If you feel stuck in a role you have outgrown, you do not need 6 more months of thinking.
You need 6 months of focused strategy.

How would your career look 6 months from now if you stopped testing the waters and started moving with a real plan?

"We just cannot change the comp band. This is the max for your level."

After 6 years of “exceeds expectations” and extra projects, that is what their manager told them.

No real talk about scope.
No clear path to promotion.
No honest data on their market value.

So they stayed.
They told themselves it was safe.
They told themselves next year would be different.

Inside, something started to break.

Confidence dropped.
Energy dropped.
Self-worth dropped.

They stopped asking “What am I worth in the market?”
They started asking “Maybe this is all I get.”

Then a friend pushed them to get the help they needed and to test the market with a clear story and role target.

Four and a half months later, they had three offers:
• Same scope the company said was “too senior” for them
• $42,000 more than they thought was even possible
• Leaders who could explain their value in one clear sentence

That changed everything.

They did not just resign from a company.
They resigned from a low view of their own value.

Here is the truth I see every week with strong leaders:

• They accept “next cycle” instead of checking their real market value
• They wait for a title instead of acting like the owner of their career
• They tie their worth to one manager’s opinion and one pay band
• They do Director-level work while letting self-doubt grow

Your value does not start with a resignation letter.
Your value starts the day you decide to measure yourself by impact and market, not by one company’s limits.

You take control when you:
• Get clear on the roles and level you really want
• Put numbers to your wins so you see your own impact
• Test your story with real leaders, not just job boards
• Decide that “safe” is not safe if it shrinks who you are

The uncomfortable truth:
If you wait until you are broken to move, you carry that damage into your next role.

If you upgrade your view of yourself first, you upgrade every choice after.

How long have you been letting one company define your value?

The next promotion wave is not about more effort.
It’s about clearer positioning.

Here is what I am seeing with Managers, Directors, VPs right now:

They are not getting stuck because of skill.
They are getting stuck because nobody can clearly see where they fit next.

Emerging pattern:

• High performers keep stacking responsibilities
• Titles stay flat for 3–5 years
• Reviews say not “obvious next-level leader”

The shift in companies:

They used to reward loyalty and effort.
Now they reward leaders who are:

• Easy to “place” in the org chart
• Easy to “sell” to senior leadership
• Easy to “explain” in one sentence

In an AI, automation, and layoff-heavy market, your value must be simple and clear.
“Hard worker” is too vague.

What works now:

• Clear target: “Next 12–18 months I aim for Director of X / Head of Y”
• Clear brand: “I lead enterprise transformations that convert complexity into clarity—and strategy into measurable results.”
• Clear proof: 3–5 business outcomes you repeat everywhere, not a long task list

The uncomfortable truth:
If senior leaders cannot explain you in one sentence, they will not fight for your promotion.

In LeaderUP, when clients tighten their positioning, two things happen:

• More direct outreach from hiring managers
• More “You are exactly what we need” conversations in interviews

Not more hustle.
More clarity.

What would change in your career if everyone in your org could explain your value in one simple sentence?

If you never question your choices, you wake up one day and wonder: how did I get here?

Wrong company.
Wrong boss.
Wrong partner.
Wrong life.

You did not choose it.
You drifted into it.

I see this with leaders all the time.

They work like crazy.
They say yes to every ask.
They accept pressure at work and pressure at home.

Then one day they crack.

The truth is:
You do not end up here by one big decision.
You end up here by a thousand small ones you never question.

You say yes to the role you do not want.
You say yes to a culture that drains you.
You say yes to a life you did not design.

You stop asking:
What do I want?
Does this thing help me get it?

High agency starts there.

High agency is:
- Choosing your career on purpose
- Choosing your partner and friends on purpose
- Choosing your rest on purpose

Low agency is:
- Taking the job because “everyone would kill for it”
- Staying in a company that burns you out
- Letting others decide when you are “allowed” to rest

As a leader, you also shape agency for your team.

Your hard workers watch you.
If you never unplug, they will not unplug.
If you never say “take the day, unplug,” they will not feel safe to stop.

Support at home.
Support at work.
Clear choices about what you want.

That mix is where history gets made in your career.

Not by luck.
By design.

How long have you been living on default instead of design?

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Chason Forehand

Paul Upton

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Paul Upton

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