What made you successful will not hold for what’s coming, especially in AI era.


You have a vision.
You’ve built success through capability, resilience, and determination.

And yet, you want a more meaningful impact, wider influence, more peace in leading business and organizaton towards the future.

Pressure builds.
Clarity fades.
Momentum or growth slows.
Doubts creep in.
And fulfillment feels just out of reach.

You are at a leadership inflection point 
— where your inner expansion as human will determine what becomes possible & how you lead the future of your organization and business.

I partner with visionary CEOs and executives at inflection points in their leadership — moments where pressure builds, teams plateau, and the old way of leading no longer works.

I help leaders to evolve who they are, how they lead, navigate uncertainities and shape legacy impact.

Through my signature process, leaders expand their presence, elevate their energy, and become trusted, magnetic forces who shape culture, inspire change, and scale with coherence — not pressure.

Because in the new era, the future is shaped by those who are more human, more present,  and more aligned from within.
----------------------------

With 15 years inside global and Fortune 500 environments, and over a decade in transformational leadership work (incl ICF PCC), I translated what most leaders never access into a proprietary approach — integrating neuroscience, energy, body awareness, executive coaching, and transformational leadership through Extraordinary Leadership™.

I’ve partnered with leaders across industries including Maersk, Abbott, Chanel, IKEA, Roche, Microsoft, and GE, and I’m known for my presence and transformational depth.

If you sence there’s more available - this is your next move.
Book a private consultation.
https://calendly.com/dagmaraasbreuk/30-min-consultation


Book me for your leadership events, summits, leadership team off-sites.
https://calendly.com/dagmaraasbreuk/30-min-consultation

Dagmara Asbreuk

You’re not losing your edge.

You’re in an environment that can’t hold it.

Because even the most capable executives will start shrinking in the wrong system.

Not because you’re not strong enough.
But because the space around you is built for comfort… not evolution.

The right environment expands your leadership.
The wrong one slowly erodes it.

10 signs you’ve outgrown the place (or it’s misaligned):

1. You feel drained more than energized.
 Even when you’re “doing well.”

2. You hear constant excuses instead of commitment.
 “We can’t.” “It’s not possible.” “That won’t work here.”

3. You’re shrinking your goals and expectations.
 Not because you want less - because you’re tired of pushing.

4. You’re constantly convincing others to see potential.
 You’re selling vision instead of leading it.

5. You feel like the only one driving change.
 And it’s exhausting.

6. The organization isn’t truly willing to change.
 They want improvement… without transformation.

7. You feel like you’re going backwards.
 More effort. Less impact.

8. Your standards are treated as “too much.”
 Instead of being respected.

9. You don’t feel safe telling the full truth.
 So you filter, soften, hold back.

10. You feel yourself shrinking instead of expanding.
 And deep down… you know it’s not you.

Your brilliance doesn’t need more proving.
It needs the right environment.

Because the right room doesn’t just value your results.
It amplifies your leadership.

Leadership Partner to visionary CEOs & Executives | Guiding you to lead with inner authority, magnetic presence, legacy impact to build future ready organization | Keynote Speaker | Founder | Podcast host

Culture isn’t a slogan.

It’s a driver of business performance.

The challenge:
leaders try to “build culture” through policies, perks, or programs.

While culture is actually created in the moments that matter most:
✅ how you lead
✅ how you listen
✅ what you tolerate
✅ what you reward
✅ what you normalize under pressure

🎧 In the latest episode of the Extraordinary Leadership Podcast, I sat down with Emma Davies - Founder of Evolve People Network and Evolve Hub, and a People & Culture leader with 20+ years across the UAE and KSA.

We unpack what truly creates a culture that fuels success - not in theory, but in real organizations moving at speed.

In this conversation, we explore:
• why presence beats policy
• why “open door” often means the opposite and what real accessibility looks like
• how to spot culture in seconds (and why surveys don’t always tell the truth)
• psychological safety as a performance strategy - not a soft perk
• why pay rises don’t automatically improve culture (and what actually does)
• the HR–leader partnership dynamic that makes or breaks companies

This episode will recalibrate how you think about performance, trust, and leadership impact.

🎧 Listen here: https://lnkd.in/ekhcSyUX

Question for you:
What’s one leadership move that resulted in better culture and performance?

Strategy & action alone do not create momentum.

It's the source beneath them.

“Be consistent.”
“Do not give up.”
“Continue, results will come.”

This advice isn’t wrong.
It’s incomplete.

High-level leaders usually don’t struggle with discipline or effort.

What they miss is something deeper:
Awareness of the real source of results.
Beneath strategy.
Beneath determination.
Beneath action.

- Your identity.
- Your beliefs.
- Your state.

Most leaders never go here.
Yet this is where performance, change, and momentum are actually shaped.

Because very often, the source of strategy and action is not clarity or alignment, but:
• Pressure
• Lack
• Proving
• Fear
• Nervous-system survival
• Exhaustion disguised as ambition

These drivers don’t create momentum.
They create resistance.
Friction.
Stuckness.

So when things aren’t working, the answer is rarely:
- more effort.
- more pushing.
- more strategy.

The most strategic move is often the opposite.

Slow down.
Recalibrate internally - before recalibrating strategy or team.

When outcomes aren’t landing, something deeper is usually asking to shift:
– A belief
– An identity edge
– A subconscious limit
– A suppressed emotion
– A body that doesn’t feel safe to expand
– A vision you’ve outgrown

Recalibrate here, and momentum follows.
Traction returns.
Movement becomes natural again.

So yes - be consistent.
Yes - don’t give up.

But first, recalibrate the inner drivers of leadership success.

Because when you shift internally, the external world responds fast.

Sometimes it’s the same actions.
With a different state.
Creating entirely different results.

👉 Where do you sense it’s time to recalibrate from the inside?

Most culture work focuses on behavior and values.

Important.
And incomplete.

Because culture isn’t only what people do.
It’s what people feel the moment they enter the room.

Culture is an energetic operating system.
An invisible field.

You sense it before anyone speaks.
Before meetings start.
Before data confirms it.

And here’s what most leaders underestimate:
That field is shaped - consciously or unconsciously - not just by what leaders do, but by the internal state leaders operate from.

Neuroscience explains this through mirror neurons.
Humans subconsciously attune to the emotional and physiological state of others.

In simple terms:
people don’t hear leaders, they feel leaders.

Which means this:
Your internal state shapes the dynamics, behaviors, and performance of your organization.

A calm, grounded leader creates psychological safety - without trying.
A stressed, reactive leader creates tension - without noticing.

This is nervous-system leadership.

And this is what I see consistently shifts when leaders change the source:
– Behavior changes without being managed
– Conversations soften without losing clarity
– Accountability strengthens without fear
– Performance increases without burnout

Because culture doesn’t need to be forced, when leadership is internally aligned.

The real question isn’t: “How do I motivate people?”

It’s: “What internal state am I transmitting every day - already?”
That’s the layer that changes everything.

-> If you want to go deeper into leading from your highest state - this is the episode to watch: https://lnkd.in/eZiVvvhh

-> If you’re ready to elevate the signal you’re sending, shape culture from the inside out and lead from a grounded, calm, confident, and coherent state - let’s have a conversation about what will support that shift.

You don’t need a survey to know if your culture is strong.

You feel it the moment you walk in.

The energy.
The pace.
The way people look at each other before they speak.

After years of working in corporate and with CEOs and leadership teams, I’ve learned this:
the strongest cultures are sensed long before they’re measured.

Surveys confirm.
Attunement reveals.

This carousel breaks down 5 signals before any data, dashboards, or engagement scores enter the room.

If you’re a leader preparing your organization for the future, this matters.
Because culture isn’t built through initiatives.

It’s built through presence, safety, and how leadership shows up - every day.

Swipe through.

Then ask yourself one question:
What does your culture communicate the moment someone enters your space?

5 Signs Your Culture Is Strong

Culture isn’t a transaction.

It’s your leadership in action.

Money rises do not buy it.
And I fully agree with what Emma Davies said in our last conversation.

Yes, paying beneath market won’t fuel engagement.
But even strong compensation won’t create trust, ownership, or collaboration.

Thriving culture and performance rise on psychological safety + trust + authentic presence + growth opportunities.

If you want a thriving culture, here are 10 moves you will need:
✅ Set/co-create the vision + priorities (people can’t perform in confusion)
✅ Ask for input and actually listen
✅ Address issues early (don’t let them grow)
✅ Recognize & appreciate effort - not only results (be specific)
✅ Give real ownership, not just tasks
✅ Create space for honest conversations (psychological safety matters)
✅ Model the standards you expect from others
✅ Show up human and vulnerable, not invincible
✅ Find out what people truly want (what drives them, what they care about)
✅ Create growth opportunities that match it (so they can evolve and stay engaged)
✅ Protect wellbeing + energy (rest, boundaries, sustainable pace)

For that, developing coaching abilities, strengthening emotional intelligence, mastering your state/energy and mindset will be key for you as a leader.

These were true game changers for me.

It’s what helps you move from being an expert…
to become the catalyst and multiplier - for people, performance, and culture.

That’s why when I partner with executives, we work on all of it - the inner leadership and the practical skills that build thriving culture fueling performance.

Because culture isn’t bought.
It’s built.
And what matters most is how you lead.

More on topic of thriving culture in this episode: https://lnkd.in/ekhcSyUX

AI accelerates efficiency and execution.

Human evolution shapes the future of leadership.

Yesterday, I was invited to participate a Singularity University event in Dubai, on exponential mindset & AI driven leadership.

My favorite was speech of John Sanei the futurist who  put one simple truth in the spotlight:

AI will replace intellectual intelligence.
Where we need to evolve is as humans.

Underlying the need to adapt by evolving From within - awareness, perception, EQ and being.


From the lens of my work, I see 3 key areas where leaders must evolve now to stay relevant for the future that unfold very fast:

1. State mastery
Your mind & body determines how you think, decide, and lead under pressure & what culture dynamic you shape.
A coherent state creates clarity, trust, safety & flow.
A survival state creates tunnel vision, stress & chaos.
Aligning & elevating your state is number one leadership superpower.


2. Identity & belief evolution
You don’t see the world as it is - you see it as you are, through the inner filters.
Your identity and belief system shape your perception, choices, leadership capacity.
Most leaders are running unaware on old conditioned program.
Evolving it expands what becomes possible for you, organization, business.

3. Intuition & inner wisdom
Data informs, but intuition decides.
In an AI-shaped world, accessing deeper inner knowing becomes the ultimate human advantage.
From here best strategies & unique approaches will come.

So the future isn’t about knowing more.
It’s about leading from a more evolved inner self.

And its already here and happening at speed.

So the question is:
are you evolving to be on the forefront?

Thank you Varun Malik & Matthieu Bonelli for inviting me to this relevant conversation shaping the future of business and humanity.

Gratitude is not a mindset trick.

It's a state that determines how you lead.

Your brain follows what you focus on.
Your energy follows your focus.

Neuroscience shows: 
gratitude strengthens new neural pathways that help you notice what you already have - instead of staying on autopilot, scanning for lack.

Gratitude activates presence.
It supports emotional regulation, resilience, and wellbeing & psychological safety.

And in challenging moments?
Gratitude is often the first place to return to.

In leadership, that matters.
Because your decisions…
your energy…
your presence…
are shaped by what you repeatedly focus on.

Today, my gratitude looked like this:
✨ Activating the gratitude state through an energetic activation designed by me (one of many inside the Extraordinary Leadership App for State & Embodiment mastery)

🦷 A kindness from the receptionist and wisdom from the doctor. Plus, learning something new.

🌊 Coffee, sunlight, and ocean waves.

💎 And gratitude anchored at home - fragrance + beauty in my office.

Gratitude is a leadership decision.

Choose it daily - especially when things feel intense.

Because what you focus on becomes what you lead from.

What are you grateful for today?

Our closest relationships are never separate from our leadership.

They quietly influence how we decide, regulate ourselves, and show up.
Often beneath the surface.

In many ways, a family is an organization.
And partners are the leadership team.

The relational dynamic between partners shapes the wider system -  including children, culture, and emotional climate.

Cultivating this relationship is one of the most important areas of my own life.

I value friendship, connection, shared purpose, and shared values with my life’s partner.

What strengthened our partnership most was evolving from within, on both sides.

☑️ Understanding and valuing our differences.
☑️ Learning to manage and reduce triggers.
☑️ Growing emotional maturity together.
☑️ Freeing from past conditioned beliefs, memories, traumas.

And creating intentional time together, 
outside of family chores.

I’m not a personal relationship coach.

But some of my clients move through profound life phases that unfold alongside our core partnership.

And these moments inevitably influence their leadership, clarity, and capacity.

With care, I want to share two resources I often recommend when it comes to closest partner relationships:

1. The Seven Principles for Making Marriage Work
 — John Gottman

If you want to strengthen your relationship in a practical, research-backed way, this is foundational.

The principles focus on:
➝  Building deep friendship
➝  Managing conflict without damage
➝  Creating shared meaning
➝  Protecting respect and emotional safety

Clear. Grounded. Timeless.
And helpful in challenging common myths that quietly erode connection.

2. Conscious Uncoupling
 — Katherine Woodward Thomas

If you are separating or divorcing, this book offers a radically different orientation.

It supports:
➝  Ending a relationship without destruction
➝  Taking responsibility without self-blame
➝  Extracting wisdom rather than carrying residue
➝  Creating a clean emotional future - for yourself and others involved

Both books center consciousness, choice, and maturity.
Whether you are staying together or parting ways.

I trust this share will serve you or someone close to you.

Feel free to pass it on to leaders and friends who may need it now.

Your organization and business can’t outgrow you.

When pressure rises, complexity grows and AI challenges your relevance - strategy is not the first place to look into.

Elevating who you are and how you lead - is.
Because your impact & business results depend on your inner architecture.

Here is how it works:
→ Your state determines your leadership capacity - shaping decision quality, execution speed, and culture under pressure.
→ Your identity shapes your authority - what you tolerate, how you operate, size of your vision and how decisively you move when it matters.
→ Your beliefs define your strategic range & possibilities-  and whether growth feels constrained or inevitable.
→ Your energy creates organizational leverage - influencing momentum, performance, and how people respond to you.
→ Your ability to access intuition stabilizes leadership under pressure & uncertainty - enabling decisions that are fast, aligned, and sustainable.

Mastering mind, emotions, and inner state, changing beliefs & expanding your identity is real leadership work.

And in a world where AI replaces IQ, who you are becomes the competitive advantage.

This is the real work I support my clients with.

So they lead with inner authority, magnetic presence, and create legacy impact - while shaping future-ready organizations.

So they don’t just stay relevant - they set the direction.

Asma Jan Muhammad

About Me
Seasoned Finance Professional offering over 20 years of solid experience in the Middle East with local holding group, multinational companies. Expertise in leading mandates of corporate governance, cost optimisation, budgeting, banking and investor relations, financial modelling generating data driven insights, finance payrolling and business operations to enable and support corporate objectives.  

Strong foundation of dual Chartered Accountancy certifications (ICAP & ICAEW), audit training at PwC, and an MBA in International Management to deliver measurable impact and drive financial excellence.  In addition, steering finance transformation and change management projects including Shared Services, Mergers and Transitions, Digital Transformation. 

Core Competencies 
Strategic & Operational Governance, FP&A, IFRS, Policy Framework, Cost Optimization, Investor Relations, Service Delivery, Change Management and Digital Transformation 
- Profitability Optimization: Delivered up to 40% profitability increases through strategic cost management and operational improvements.
- Risk Mitigation & Compliance: Strengthened governance by ensuring adherence to international standards while safeguarding assets.
-M&A & Integration: Directed due diligence, negotiations, and post-merger integrations, unlocking long-term value and operational synergies.
- Financial Transformation: Led ERP implementations and RPA-driven process automation, streamlining reporting and boosting efficiency.

Industry experience : Holding group, FMCG, Food & Industrial Manufacturing, EPC Oil & Gas, Retail F&B, Outsourcing & Shared Services, Pharma & Consumer Goods, and more. This breadth of exposure equips me to navigate challenges in complex, multi-sector environments.

I am also an award-winning author, blending corporate insights with creativity to inspire and engage readers. My publications include "Maya's Paradox: How to Balance Ambition and Integrity", Kindle Best-Seller "S.H.O.R.E.: The Ultimate Descent", and other co-authored works.

Let’s Connect
I’m passionate about driving transformation, enabling growth, and championing ethical leadership in finance and business. Let’s connect to explore opportunities where we can create measurable impact and long-term success.

Group Finance Director

WFC Holding Group - An IHC Company

Asma Muhammad

𝗪𝗵𝗲𝗻 𝗖𝗮𝗺𝗽𝗮𝗶𝗴𝗻𝘀 𝗘𝗻𝗱, 𝗚𝗼𝘃𝗲𝗿𝗻𝗮𝗻𝗰𝗲 𝗕𝗲𝗴𝗶𝗻𝘀

As candidates reach out to extend support, this feels like an appropriate moment to pause and reflect on what comes after the elections.

Winning a seat is not the finish line.
It is the beginning of accountability.

Post-election, commitments will matter more than campaigns. Members will rightfully measure the Council against what was promised - collectively, not individually. That requires those elected to sit together, align priorities, and plan delivery, even where views differ. Fragmentation after the vote serves no one.

Equally important is how we treat those who may not make it through.

Those who are left behind should not be isolated or sidelined. Many bring active agendas, strong thinking, and genuine commitment to reform. The strength of an institution lies in its ability to channel such energy through committees, working groups, and structured engagement, rather than letting it drift into disengagement.

Healthy governance is not about winners and losers.
It is about continuity, inclusion, and delivery.

The real test begins after the ballots are counted.

The Institute of Chartered Accountants of Pakistan

Muhammad Samiullah Siddiqui Hina Usmani Khursheed K. Ahmed Raza Mir, FCA Dawood Khan Faisal Siddiqi Irshad Ali Pitafi "FCA" M. Sajid Kapadia (FCA,FCCA) Samiullah Musa, FCA M Zaid Kaliya FCA, DTM, FCCA MUSTAFA KAMAL Osama Kapadia Usama Rashid Moneeza Butt Yasir Gadit Abdul Rehman, FCA Junaid Ali- FCA Ahmad Saad

#ICAP #LeadershipAccountability #GoodGovernance #InstitutionalIntegrity #EthicalLeadership

Asma Jan Muhammad 

When Corporate Comfort Meets Entrepreneurial Uncertainty

Many successful professionals assume that moving from corporate leadership to entrepreneurship is a natural progression.

It rarely is.

The biggest shift isn’t capital, titles, or networks.
It’s decision ownership.

In corporate life, risk is shared. In entrepreneurship, risk is personal—financially, reputationally, and emotionally. The systems disappear, but accountability doesn’t.

What often determines success isn’t brilliance—it’s the ability to stay disciplined when uncertainty becomes the default.

Growth demands more than ambition.
It demands tolerance for ambiguity.

#LeadershipReflection #DecisionMaking #FutureOfFinance #EthicalLeadership #entrepreneurship

As the ICAP Council elections approach, I’ve found myself reflecting—not on who should win, but on how we choose.

Elections are, by nature, intense.
  • Winning matters. 
  • Visibility increases. 
  • Conversations sharpen.
And in that heightened space, something subtle often happens.
The fraternity begins to fragment.
  • Lobbying replaces listening.
  • Endorsements travel faster than independent thought.
  • Change becomes a slogan, while continuity is quietly overlooked.

I’ve noticed how easily we move past the sitting council’s efforts and accomplishments—complex, often unglamorous work that rarely fits neatly into a manifesto headline. 
At the same time, questions are raised about how the Institute is run, sometimes without a full appreciation of governance structures, constraints, or the difference between policy, execution, and intent.

What strikes me most is this:
 Many ask others who to vote for, but hesitate to form their own view.
Yet voting is not just a right—it’s a responsibility.
 It reflects our judgment, our values, and our understanding of what leadership actually requires.

Profiles matter. Skills matter. Practical strategy matters.
So does temperament, credibility, and the ability to work within institutions—not just critique them.

Perhaps this is a good moment to pause and ask ourselves:
- Why do I vote the way I do?
- What am I truly voting for—change, continuity, competence, or comfort?
- And what does my vote say about the profession I want ICAP to become?

Reflection, after all, is also a form of leadership.

#ICAP #ProfessionalGovernance #LeadershipResponsibility #MemberVoice #Reflection

𝗕𝗲𝘆𝗼𝗻𝗱 𝘁𝗵𝗲 𝗕𝗮𝗹𝗹𝗼𝘁: 𝗧𝗵𝗲 𝗥𝗲𝗮𝗹 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝘃𝗲 𝗪𝗼𝗿𝗸 𝗕𝗲𝗴𝗶𝗻𝘀

Election campaigns are a phase of articulation, one person at a time sharing ideas, priorities, and ideologies, trying to convince others of a certain direction.
That phase is now over.

The results reflect what members saw, felt, and believed in. Congratulations to those who have earned the mandate to serve. With winning comes responsibility—and now begins the real test.

Equally, respect to those who contested but could not make it this time. Standing up, engaging, and contributing ideas to the profession matters beyond election outcomes. Institutions grow when participation is broad, not when voices disappear after results.

What must not be lost, however, is the narrative that emerged during the campaign—around governance, transparency, education, global relevance, member value, wellbeing, and accountability. 

These conversations should not fade with the posters and slogans.

The imperative now is 𝗖𝗢𝗟𝗟𝗔𝗕𝗢𝗥𝗔𝗧𝗜𝗢𝗡.
 - Moving from individual ideologies to collective responsibility.
 - From promises to delivery.
 - From winning seats to raising standards.

The bar of the profession and the Institute can only be raised if leadership works together—within Council, with committees, and with members at large.

The campaign is behind us. The work begins now.

The Institute of Chartered Accountants of Pakistan

Ahmed Raza Mir, FCA M Zaid Kaliya FCA, DTM, FCCA Muhammad Samiullah Siddiqui Osama Kapadia Yasir Gadit Abdul Rehman, FCA M. Sajid Kapadia (FCA,FCCA) Moneeza Butt Dawood Khan Zeeshan Ijazz Asad Feroze,, FCA, FCCA, LLB, FITM, FPFA SALAH-UD-DIN FCA Rana M Usman Khan Ammara Shamim Gondal, ACA Muhammad Awais

The two women candidates brought important diversity of thought to this election. Their contribution should continue to find space within the Institute.
Respect and thanks to Hina Usmani Khursheed K. 

#ICAP #Leadership #Governance #Accountability #Collaboration

Just browsed this stunning gallery of UAE landscapes captured through readers’ lenses and WOW — I’m absolutely in love with these photos! 😍 

From golden desert sunsets and serene lakes to iconic skylines and tranquil moments by the sea, each shot captures the UAE’s magic in such a personal, breathtaking way. 

Truly a visual celebration of everyday beauty! ✨

Check it out here ➡️ link https://lnkd.in/dspFmP_X

Thanks to all the talented photographers who shared these moments! 🙌💛 

Pic courtesy: Gulf News

I’ve inherited financial models that looked technically sound — yet collapsed with the slightest change in assumptions.

Most leaders jump straight to fixing the formulas — but that’s often a trap.

We try to “fix” the model to prove our assumptions right, instead of questioning whether the assumptions were ever realistic.

Over time, I’ve learned this:
most failures don’t come from broken spreadsheets — they come from unquestioned beliefs embedded in them.

Leadership isn’t about making models behave.
It’s about questioning the thinking behind them.

#CFO #BehavioralFinance #DecisionMaking #Leadership #SmartButWrong

The most damaging resignations rarely involve an exit

High performers tend to disengage gradually. Their output remains adequate, but their contribution narrows.

Because performance metrics remain intact, this disengagement often goes unnoticed until it is deeply embedded.

Organizations that reverse this trend pay close attention to contribution quality, not just outcomes, and create environments where challenge and excellence are explicitly encouraged rather than quietly tolerated.

#TalentManagement #Leadership #WorkplaceCulture

taplio

The Battle

Dagmara Asbreuk

Asma Muhammad

Followers

Posts

Engagements

Likes

Performance ScoreDagmara Asbreuk's LinkedIn Performance

Performance ScoreAsma Muhammad's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Dagmara Asbreuk

Asma Muhammad

Followers

Posts

Engagements

Likes

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);}Dagmara Asbreuk's LinkedIn Performance

Performance ScoreAsma Muhammad's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreDagmara Asbreuk's LinkedIn Performance