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.

Accelerating C-Level Impact | Ran a 9-figure business | Executive Coach

What if leadership was your best lever for accelerating your important projects? 
 
You're talented, successful, and have high ambitions for your teams and yourself...
 
Your challenges are getting bigger and bigger. 
 
And you know that what got you here won't get you there. 

 
In theory, we all understand what good leadership looks like. 

→Seek first to understand, then to be understood. (Habit #5 in Mr Covey's famous book )
→Build a climate of trust.
→Avoid trying to win all the time...

But (let's face it), changing leadership behavior is hard.

Especially in the heat of the moment...

When you're juggling different appointments, preparing an important presentation, reviewing figures that aren't as good as expected...

Executing what we know in leadership theory seems impossible.

❇️How can I help? 

I work with you to identify a behavior affecting the team and replace it with one motivating the team. 

❇️What's going to happen? 

→ You continue to win and build with confidence your future success.
→ Positive energy increase in the team
→ Confidence rises

And your nights are better. :)

❇️How can I say that? 

Our coaching process is proven, measurable, used worldwide with over 11,000 leaders, and has a 95% success rate.

I didn't invent it (I wish I had 😀)

It was designed by Marshall Goldsmith, the world's #1 rated executive coach, who trained me. 

Over the past 30 years, this method has delivered exceptional results, earning the trust of more than 150 Fortune 500 companies, including Ford, IBM, Johnson and Johnson, Microsoft, Toyota, 3M, Apple, AT&T, Hermann Miller, KPMG, Intel, and many others.

❇️How is it different from other forms of coaching? 

→ Coaching happens in your job. It doesn't take much of your time. (As a former C-Level executive, I know how important it is to you.)
→ You only pay me if you succeed (I'm serious)
→ Success is not defined by me but by your stakeholders. (You choose them)

❇️Want to know more? 

→DM me here on Linkedin. 
→Email me at Dror@optionstogrow.com
→Visit my website https://optionstogrow.com/11-executive-coaching/

Let's embark on this transformative journey, unlocking your leadership's and team's true potential.

Dror

Dror Allouche

My 15-year-old son gave me a brutal lesson on communication.

He called me because he needed money. I expected 5 minutes of fake "small talk" before the ask. He gave me 5 seconds of radical honesty.

He said:

 "Dad, I will be honest. I am not calling to say hi. Mom is not here, I am going to the movies, can you transfer me some cash?"

I didn't get angry. I congratulated him. 
He respected my intelligence. He respected my time.

We are taught to wrap hard messages in nice words. We think we are being polite. Actually, we are just being confusing.

When you talk for 5 minutes before asking for a favor, the other person is not listening. They are just waiting for the "But."

Trust goes down. Impatience goes up.

Great leaders don’t make you guess. They make you understand.

Here is how to be direct without being rude 👇

1. Stop mixing good and bad news 
Don't hide a critique inside two fake compliments. It’s confusing. People don't know what to believe.

2. Say the important part first 
Start with the request. Or start with the decision. Give the context after. Clarity first. Explanation second.

3. Respect the "No" 
Direct leaders accept direct answers. They don’t try to negotiate everything. 
A clear "No" is better than a polite "Maybe."

4. Use simple words 
If you need help, say "I need help." 
If you made a mistake, say "I made a mistake." 
You don't need fancy words to tell the truth.

5. Trust people 
Hiding the truth assumes the other person is weak. 
Being direct assumes they are strong enough to handle reality.

Clear is kind. Unclear is not.

Next time you have a hard message, stop wrapping it in nice words.

Just say it.

Your stakeholders don't need to be protected. 
They need to know the truth.

♻️ Repost if you prefer honest answers. 
➕ Follow Dror Allouche for simple leadership.
📩 Accelerate Your C-Suite Path? Join My Newsletter: https://lnkd.in/eAQnNsWB

The secret to a happy life is to think about death.
This 2,000-year-old mindset will change everything for you.

Let's be honest.
Reading about Stoicism is easy. It makes you feel smart.

But practicing it when the world is screaming at you?
That's a different game.

We don't have a problem with understanding. 
We have a problem with practice. 

The book "A Guide To The Good Life" isn't about theory.
It’s a practical playbook for building mental quiet.

Here are 6 of its most powerful ideas.
(And how to apply them in the carousel).

1️⃣Tranquility is the Goal
↳ Cultivates mental calm even during life's ups and downs.

2️⃣ Don't just read it. Live it.
↳ Stoicism is a daily practice, not just an understanding.

3️⃣Negative Visualization
↳ Consider the worst to value what you have.

4️⃣Life's short. Make it count
↳ Life is unpredictable; treat each day as a gift.

5️⃣ Focus on your circle of influence
↳ Control your joy by focusing on what you can change.

6️⃣ Voluntary Discomfort
↳  Embrace discomfort to better appreciate life.

Your external world is a battlefield you can't always control.
Your internal world is a fortress you can always command.

Build it. 
Defend it.

♻️ Repost this to help your network live a better life. 
🔔 And follow Dror Allouche for more.

The world isn’t getting quieter. Your mind has to

You're sabotaging your career 23 times a day.
With just one word.
And you don't even notice it.

"But" is a communication killer.

We use it constantly, even when we know it's hurting us.

9 ways "but" can destroy your communication:
(And how to do it differently)

1. Negates the positive
❌"You did a great job on that presentation, BUT..."
👌"I appreciate your hard work on this project, AND I'm excited to see how we can build on this success."

2. Reduces trust
❌"I trust your judgment, BUT..."
👌"I trust your judgment, AND I value your input on this decision."

3. Undermines collaboration
❌"I understand your point, BUT..."
👌"I understand your point, AND I think we can find a solution that works for both of us."

4. Creates tension
❌"I appreciate your efforts, BUT this isn't what I expected."
👌"I appreciate your efforts, AND I'm wondering if we could explore some alternative approaches."

5. Creates defensiveness
❌"I see your perspective, BUT..."
👌"I see your perspective, AND I'm curious to hear more about your thoughts."

6. Hinders problem-solving
❌"That's a good idea, BUT it won't work."
👌"That's a good idea, AND let's see how we can adapt it to fit our needs."

7. Limits your influence
❌"This is a great opportunity, BUT..."
👌"This is a great opportunity, AND I'm confident we can achieve success together."

8. Shuts down communication
❌"I hear what you're saying, BUT..."
👌"I hear what you're saying, AND I want to understand your perspective better."

9. Reduces empathy
❌"I know you're feeling frustrated, BUT..."
👌"I know you're feeling frustrated, AND I want to find a way to support you."

Here's a 2-minute formula for change.

Intention + Practice + Self-Evaluation = Less BUT

Intention:
↳ Start your day with a clear goal. 
↳ Where can I apply this behavior today? 

Self-Evaluation:
↳ End your day by rating yourself from 0 to 10. 
↳ Did I do my best today to replace BUT by AND? 

Try this for 30 days and see the change.

Remember:
Leadership is practiced.
Every. Single. Day.

♻️ Repost to help others improve their communication skills
🔔 Follow Dror Allouche for more practical leadership insights.
📩 Accelerate Your C-Suite Path? Join My Newsletter:https://lnkd.in/eAQnNsWB

3 letters that destroy your communication

Your career isn't only defined by your performance reviews or quarterly wins.

It's defined by how you show up in the moments nobody's tracking.

The moments that actually matter:

1️⃣ When Your Colleague Makes a Mistake
↳ Do you point it out publicly or help fix it quietly?
↳ Your character shows when others are vulnerable.

2️⃣ When Someone's Idea Gets Dismissed
↳ Do you pile on or circle back with "I think you were onto something"?
↳ People remember who validated them when others didn't.

3️⃣ When the New Person Asks Basic Questions
↳ Do you roll your eyes or take 2 minutes to actually help?
↳ Everyone was new once. Not everyone remembers how it felt.

4️⃣ When You Mess Up
↳ Do you deflect blame or own it immediately?
↳ How you handle failure determines if people trust you with success.

5️⃣ When Credit Gets Passed Around
↳ Do you grab yours first or make sure others get theirs?
↳ Generosity builds faster than hoarding ever could.

6️⃣ When Everyone's Complaining About the Impossible Project
↳ Do you join the chorus or ask "what's one thing we can control?"
↳ Solution-seekers rise while problem-pointers stay stuck.

7️⃣ When Someone's Having a Rough Day
↳ Do you pretend not to notice or check in with "You doing okay?"
↳ Small moments of care create lasting bonds.

Your reputation isn't built in big moments. It's built in the moments nobody's watching.

Show up in the small moments. Everything else follows.

🔄 Repost if someone in your network needs this reminder.
🔔 Follow Dror Allouche for more practical career insights.
📩 Ready to advance your career? Join my newsletter: https://lnkd.in/eAQnNsWB

Your boss isn't watching how often you're right. They're watching how you respond when you're wrong.

C-Suite leaders get corrected in meetings just like everyone else. 

The difference? They don't spend 5 minutes defending it.

Most rising leaders defend. Executive leaders redirect to learning.

Here are 5 responses that signal C-Suite readiness:

1️⃣ The Instant Acknowledgment
↳ Don't pause to calculate reputational damage
↳ "You're right. I missed that."
👉 Speed of acknowledgment = confidence

2️⃣ The Curiosity Pivot
↳ Shift from defending to understanding
↳ "Walk me through your thinking on this."
👉 Questions reveal strength

3️⃣ The Forward Integration
↳ Don't just accept. Build on it immediately.
↳ "If that's true, then we should also consider..."
👉 You're moving the room forward

4️⃣ The Credit Redirect
↳ Elevate the person who corrected you
↳ "That's a sharp catch. Thank you."
👉 Secure leaders amplify others

5️⃣ The Post-Meeting Debrief
↳ Revisit the correction with your team
↳ "Here's what I learned in that meeting..."
👉 Model learning for those watching you

Being wrong in a meeting isn't the risk. Getting defensive about it is.

The executives who rise fastest aren't right most often. They learn fastest when they're wrong.

Save this for the next time someone corrects you in a meeting.

♻️ Repost to help your network lead with confidence
🔔 Follow Dror Allouche for more practical leadership insights
📩 Accelerate Your C-Suite Path? Join My Newsletter: https://lnkd.in/eAQnNsWB

Your manager title doesn't make you a leader. How you act when no one's watching does.

Most people think leadership is about having people report to you.

I see it differently. 

Real leadership happens in small moments every day. And anyone can choose it.

1️⃣ Speaking Up When It's Uncomfortable
↳ The meeting where everyone knows the plan won't work
❌ Staying quiet because you're "just" an analyst
✅ "I see a potential issue we should discuss"
👉 Someone has to say what everyone's thinking.

2️⃣ Helping When Nobody Asked
↳ Your colleague looks overwhelmed before the big presentation
❌ "Not my problem"
✅ Walking over: "Want me to help you practice?"
👉 Leaders show up without being invited.

3️⃣ Taking Responsibility That's Not Yours
↳ Team project goes sideways and your manager's getting heat
❌ "I only did my part"
✅ "I should have caught this earlier. Let me fix it."
👉 Real leaders absorb pressure, they don't pass it down.

4️⃣ Giving Credit When It's Yours
↳ Boss asks who solved the client issue
❌ "I handled that whole situation"
✅ "Mike's suggestion made all the difference"
👉 Making others look good never makes you look bad.

5️⃣ Defending Someone Who Can't
↳ Coworker gets criticized in the group chat
❌ Staying out of it
✅ "That's not the person I know. Let's talk to them directly."
👉 Character shows when people can't defend themselves.

6️⃣ Choosing Hard Over Easy
↳ Deadline's coming and the work is messy
❌ "Good enough, ship it"
✅ "This doesn't meet our standard. Let's fix it."
👉 Leaders care about the result, not just finishing.

The person next to you with no title who makes these choices? They're already leading you.

♻️ Share this with someone who leads without a title.
🔔 Follow Dror Allouche for more practical leadership insights.
📩 Accelerate Your C-Suite Path? Join My Newsletter: https://lnkd.in/eAQnNsWB

Your success is your enemy.

(7 ways it is sabotaging your leadership)

Marshall Goldsmith calls it "Winning too much." It is the #1 saboteur of high achievers.

Our natural reaction? "I don't do that."

The truth: You probably do it every day without realizing it.

The desire to "win" every interaction is insidious. It slips into meetings, emails, and feedback sessions.

The cost? It creates conflict. It kills creativity. It exhausts your team.

Here are 7 ways to recognize (and stop) the "Winning" trap:

1. Adding Too Much Value 
↳ The urge to improve others' ideas, even when they are good. 
❌ Interrupting with "better" suggestions. 
✅ "That's a solid idea. Let's run with it."

2. Not Listening 
↳ Being so focused on winning that you stop hearing. 
❌ Formulating your response while they are still talking. 
✅ "So, if I understand you correctly, you're saying..."

3. Arguments and Debates 
↳ The need to "win" every argument, even on minor points. 
❌ Focusing on being right, not the goal. 
✅ "That's an interesting point. Let's explore it."

4. Neglecting Relationships 
↳ Treating people like transactions. 
❌ Prioritizing tasks over connection. 
✅ "How are you doing today?"

5. Being Defensive 
↳ Protecting your ego instead of growing. 
❌ Making excuses when given feedback. 
✅ "I appreciate you bringing this to my attention."

6. Dominating Conversations 
↳ The need to be the loudest voice. 
❌ Long pauses because others have given up trying to speak. 
✅ "I'm curious to hear other perspectives on this."

7. Making Everything a Competition 
↳ Turning collaboration into a contest. 
❌ Keeping score of who did what. 
✅ "How can we work together to solve this?"

We do this because we want to prove our worth. 
But real worth isn't about being right. It's about being effective.

All you need is a moment of clarity. 
Pause. Put the whistle down. Let the team play.

♻️ Repost to help others stop sabotaging their leadership. 
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I tell leaders to pause and reflect before big moves. But there's a difference between strategic thinking and decision paralysis. One builds your career. The other kills it.

His director needed a quick call: "Can I approve this tool for the team?"

He answered, "Let me review the budget and get back to you."

Three weeks later, his competitor launched with that exact tool.

The opportunity didn't wait for analysis.

Waiting for certainty isn't diligence. It's a career killer.

C-Suite leaders don't wait for 100% of the information. They decide with 60% and course-correct fast.

Here's their playbook:

1️⃣ The Reversibility Test
↳ Ask: "Can I undo this in 30 days?"
↳ If yes, decide now.
↳ If no, set a deadline and decide by then.

2️⃣ The Regret Filter
↳ "Will I regret inaction more than a wrong move?"
↳ High performers fear the wrong thing.
↳ Inaction kills more careers than bad decisions.

3️⃣ The Ownership Question
↳ "Who owns this vs. who just needs a heads up?"
↳ Don't confuse consensus with collaboration.
↳ Clear ownership creates speed.

4️⃣ The Confidence Calibration
↳ Name your certainty out loud: "I'm 65% confident."
↳ Set your Trigger points:: "If X happens, we pivot."
↳ Transparency builds trust, not weakness.

5️⃣ The Action Bias
↳ Default to "yes, and we'll adjust."
↳ Not "let me think about it."
↳ Fast feedback beats slow analysis.

6️⃣ The Decision Clock
↳ Set your time limit before analyzing.
↳ "I'll decide by 5pm today."
↳ Constraints force clarity.

7️⃣ The Second-Order Question
↳ Don't just ask "What happens if I do this?"
↳ Ask "What happens after that?"
↳ Think two moves ahead, not twenty.

Reflection has its place. But the C-Suite rewards leaders who know when to think deeply and when to decide fast.

Save this for the next time you're tempted to say "Let me get back to you."

♻️ Repost to help your network decide faster.
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Persistence is often a trap in disguise. It keeps you banging your head against the same wall.

We are taught that "winners never quit." So when a project fails, we push harder. We work longer hours. We explain the same thing, just louder.

This is stubbornness. And it leads to burnout.

I recently listened to John Danaher, the world-famous Jiu-Jitsu coach. He shared the secret of his champions.

He calls it "Persistence of Thinking."

It’s subtle, but the difference changes everything:

Persistence: Trying the same key in a locked door, hoping it eventually opens.

Persistence of Thinking: Knowing there is a way in, and looking for a window.

The best leaders don’t just work harder. They think differently until they unlock the path.

Here is how to switch from stubbornness to agility in 4 steps:

1️⃣ Relentless Simplicity
Adding details confuses your team. Do the opposite. 
🛠️ Cut 50% of your words. Then cut again. If you can’t say it in one sentence, you don’t understand it yet.

2️⃣ From Answers to Questions 
Advice is fragile. Questions are resilient. 
🛠️ When a problem lands on your desk, don’t fix it. Ask: "What is the assumption stopping us from solving this?"

3️⃣ Audience-Centric Persuasion 
Stop selling the "features" of your plan. 
🛠️ Flip the script. Replace every "We will do X" with "You will get Y." Sell the destination, not the plane ride.

4️⃣ Courageous Honesty 
We "sugar-coat" truth to be nice. It creates ambiguity. 
🛠️Be direct about the issue. Be kind to the person. Directness clears the fog.

Most leaders get stuck in the effort. You can choose to find the open window.

♻️ Repost to help your network work smarter, not harder. 
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Don’t confuse your habits with your character.

One is a prison. The other is a choice.

And that’s the mistake most leaders make. 
They believe the "software" is fixed.

It isn’t.

It’s just comfortable.

The moment you accept the idea that you can’t change, you stop growing. You start aging.

And that’s how leadership dies.

I’ve seen the opposite happen. And it’s powerful.

I’ve seen "stubborn" leaders become world-class listeners. 
I’ve seen "micromanagers" learn to let go.

It’s not about age. 
It’s about discipline.

Here is how real change happens when you commit to it 👇

1. When you turn a vague wish into a binary question
Instead of saying "I want to listen better," you ask yourself every night: "Did I do my best to listen today?" Judgment stops. Measurement begins.

2. When you inject intention before action 
Instead of reacting to your agenda, you scan it in the morning: "Which meeting will be my practice ground today?" Every interaction becomes a rep.

3. When you ask "How" instead of "Why" 
Instead of defending your errors, you ask your stakeholders: "Give me 2 suggestions to help me improve next month." Critics turn into coaches.

4. When you measure progress through others, not yourself 
You stop scoring yourself. You let your environment score you. Perception becomes reality.

Change doesn’t require genius. It requires courage.

If you want more impact, more connection, and a better version of yourself in 2026, stop looking for excuses.

Take 15 minutes. 
Set the intention. 
Ask for feedback. 
Then repeat.

That’s how you change. And that’s how you last.

♻ Repost for those who think it's too late to change. 
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Your stakeholders stop listening after 8 seconds.

You have 8 seconds to win the room. Or lose the budget.

Most people waste them on "updates." Smart leaders use them for "impact."

7 power moves to make them listen:

1. The Impact Hook 
↳ Don't bury the lead. 
❌ "I wanted to discuss a new process..." 
✅ "I found a way to save us 40% on costs."

2. The Silent Move 
↳ Confidence is comfortable with silence. 
❌ "So, um, basically..." 
✅ 2-second pause "We have a problem."

3. The Energy Match 
↳ Mirror their operating speed. 
❌ Speaking fast when they are calm. 
✅ Matching their pace and tone.

4. The Bridge Builder 
↳ Stop talking about your features. Start talking about their goals. 
❌ "This helps my team." 
✅ "This secures your Q2 objective."

5. The Risk Navigator 
↳ If you don't bring up the risks, they will. 
❌ "There shouldn't be problems." 
✅ "We identified 2 risks and already mitigated them."

6. The Clarity Champion 
↳ Confusion kills decisions. 
❌ "We need to optimize cross-functional synergies." 
✅ "This saves every team 2 hours a week."

7. The Decision Accelerator 
↳ Never end with "What do you think?" 
❌ Open-ended confusion. 
✅ "Do you prefer Option A or Option B?"

Exchanges fail because we focus on what we want to say. Instead of why they should care.

Save this cheat sheet for your next big meeting.

♻️ Repost to help your network communicate with impact. 
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