Senior Manager Strategy & Transformation in the Financial Services | Strategic Leadership Coach | Speaker | Mentor | Leader, passionate about people and continuous organizational improvement | 2x LinkedIn Top Voice

Global Senior Manager with 15+ years' banking experience in areas of Enterprise Risk Management, Governance, Strategic Transformation Projects, and Change Management with a heavy focus on Executive Leadership Reporting. Demonstrated ability to cultivate strong relationships, influence others, and lead high performing teams that advance global priorities. 

Committed to continuous organization improvement, enhancing customer experience and delivering solutions to support strategic financial and business decision-making. 

As a persuasive communicator fluent in English and Spanish, I effectively engage with clients, regulators, stakeholders, management, and staff at all levels. My diverse background includes extensive experience in ERM frameworks, risk culture programs, control assessments, audits, capital structure optimization, and statistical modelling for risk management matters. Leader with a proven track record of leading large-scale projects, implementing change management strategies, and delivering cost savings through efficient project management methodologies.

Core competences include:
•Enterprise Risk Management •Governance & Compliance •Operational Risk •Internal Audit • Executive Leadership Reporting & Analytics •Project Management •Change Management •Data Risk •Model Risk •Strategic Risk •Coaching & Talent Development •SAS/SPSS/DWH •SharePoint & Power Apps •Power BI/Python/R •Copilot •Agile/ Waterfall •JIRA/Confluence •Six Sigma/Kaizen •Protiviti

Diana Lasso

Fear isn’t the enemy. 
Staying stuck is!

Comfort zones feel safe.
But they also keep us small.

You want more:
➟ Impact
➟ Fulfillment
➟ Confidence

Yet fear whispers: What if you fail?
Instead, ask: What if you don’t?

Every breakthrough starts with discomfort.
Every success story begins with a risk.

As Nelson Mandela said, 
"Courage is not the absence of fear, 
but the triumph over it."

You don’t need to take a giant leap.
Just one step forward.

P.S. What’s one change that helped you grow?

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What makes someone a Top Performer?
 → It’s not a title
 → It’s not a one-time win
 → It’s who you are, every single day!

In a company with 90,000 employees across 55 countries, 
standing out is hard.

→ The pressure is real.
→ The expectations are high.
→ And some days feel heavier than others.

But I’m here to tell you something important:
It is possible!

Yesterday, I felt deeply humbled and grateful
to receive the Best of the Best award
in the Top Individual Performance category.

Thank you to my Senior Leadership Team,
my team, my mentors, my mentees,
my LinkedIn community, and to you reading this.
This recognition belongs to all of you!

Thank you for the space, the trust, and
the support to live my purpose and 
show up as the best version of myself.

Leadership is a shared journey, and
I’m grateful to walk it with you.

Here are my 3 secrets:

1- Clarity of purpose:
 → Know exactly why you do what you do.
 → Turn that “why” into daily, intentional actions.

2- Commitment to growth:
 → Invite feedback, even when it’s uncomfortable.
 → See every challenge as a chance to evolve.

3: Consistency with heart:
 → Show up fully. especially on the hard days.
 → Deliver not only results but trust.

As Aristotle said,
"Excellence is not an act, it is a habit." 

Be the person who gets things done.
You already have what it takes!

P.S. What’s your go-to strategy to perform at your best?

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Good luck is a myth.
A story we tell ourselves.
A comforting tale that makes success look effortless.

But here’s the truth:
The master has failed more times
than the beginner has even tried.

This isn’t about luck.
 ↳ It’s resilience.
 ↳ It’s persistence.
 ↳ It’s showing up, again and again.

Think of Thomas Edison.
When asked about his thousands of failed attempts
before inventing the light bulb, he said:
“I have not failed.
 I’ve just found 10,000 ways that won’t work.”

Success is a collection of failures.
 
Failures that:
 ↳ Teach
 ↳ Shape leaders
 ↳ Build character

Leaders aren’t born.
They are forged through experiences,
especially the painful ones.

Mastery evolves every time you show up.
 ↳ Showing up builds resilience.
 ↳ Showing up strengthens your effort.
 ↳ Showing up reinforces your choice to grow.

So, the next time you see someone succeed, remember:
It wasn’t good luck.
It was good lessons learned.

The road to mastery is built on failures,
each one a stepping stone to something greater.

Your story is proof of your resilience. Own it!

P.S. What small win are you proud of today?

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Sometimes all you need is charisma
(and one moment taught me exactly why).

Five years ago, I walked into a meeting
already feeling rushed.

Too many tasks.
Too many tabs open in my mind.
Too many versions of me trying to keep it together.

I sat down, pretending to be fine.
Inside, I was overloaded.

Then a colleague looked at me
and gave me a simple, open, genuine smile.
I still remember it like it was yesterday.

We’ve all met someone like that.
Someone whose presence feels warm.
Someone who makes you feel good
before a single word is spoken.

In that moment, something shifted.
My shoulders relaxed.
My breath slowed.
I felt seen.

No words.
Just presence.
And the entire room felt different.

That moment taught me something powerful:
Charisma begins before you speak.
It’s the emotional message you send
When your inner world feels steady.

Charisma is not a performance.
It’s a practice.

Charisma is about:
→ Feeling aligned with yourself.
→ Connecting with warmth and intention.
→ Leaving people emotionally better.

If you want to lead well,
You must work on your presence.

When we train our presence, we:
→ Build trust faster.
→ Strengthen connection.
→ Create safer, warmer spaces at work.

Here are 5 simple ways to train your charisma every day:
→ Ground your energy before you enter a room.
→ Show warmth in small, genuine ways.
→ Keep your posture open and steady.
→ Listen fully, without rushing the moment.
→ Aim for people to feel lighter after talking to you.

As Brené Brown says,
“Connection is why we’re here.”

Charisma grows when you feel calm inside.
It expands when you lead with warmth.
And it becomes unforgettable
When your presence helps others breathe easier.

P.S. What’s one small action you'll practice today to grow your charisma?

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Your team needs a leader, not just a boss.
The difference changes everything.

Bad Leaders:
→ Focus on blame
→ Criticize in public
→ Avoid responsibility

Good Leaders:
→ Praise in public
→ Focus on solutions
→ Take responsibility

As Simon Sinek said,
"Bad leaders care about who's right, and 
Good leaders care about what's right."

Leadership is not about power. 
It's about empowering others!

Do the right thing, always. 
Be the leader you wish you had.

P.S. What's one quality you admire in a great leader?

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Anyone can lead when things are easy.
But the real measure of a leader?
How you treat people when things fall apart.

Kindness is often misunderstood.

It’s not:
 → Saying yes to everything.
 → Pretending everything is fine.
 → Avoiding the hard conversations.

Kindness is how you show up when it matters most.

→ It’s courage to make the right call.
→ It’s respect, especially when emotions run high.
→ It's clarity, even when the truth is uncomfortable.

As Brené Brown said, 
“Clear is kind. Unclear is unkind.”

Kindness costs nothing.
But its impact?
↳ Huge

Lead with heart and let that be your legacy.

P.S. What’s your go-to strategy to lead with kindness?

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Your next chapter starts with one simple step:
Understanding the one you just finished.

Most people rush into planning 2026:
→ New goals
→ New dreams
→ New intentions

But here’s the truth:
You can’t design your future 
If you don’t understand your present.

→ We forget our wins.
→ We magnify the hard moments.
→ We overlook the small things that made us feel alive.

As Stephen Covey said,
“Begin with the end in mind.”
And that starts by knowing where you’re standing today.

Here are 5 Tips to Create Intentional Goals for 2026:

1. Revisit your year:
✓ Review your calendar to remember what actually happened.
✓ Write down the top 3 moments that defined your year (good or bad)

2. Track the moments that made you happier:
✓ Identify where you felt most alive (places, people, activities)
✓ Highlight 3 things you want to feel more often next year.

3. Write down what worked, and what didn’t:
✓ Capture 3 wins you want to repeat in 2026.
✓ Capture 3 things you’re ready to leave behind.

4. Capture the lessons that shaped you:
✓ Write the 3 biggest lessons this year taught you.
✓ Turn each lesson into one simple action for 2026.

5. Notice what is changing around you:
✓ Acknowledge shifting priorities (family, health, values)
✓ Set one goal that honors the reality of where you are now.

2026 isn’t just another year.
It’s an invitation to create a life with clarity, intention, and truth.

And when you're ready, use the SMART method:

 S —  Specific: Clear and concrete.
 M — Measurable: With a number you can track.
 A —  Achievable: Realistic for your life today.
 R —  Relevant: Connected to your values and priorities.
 T —  Time-bound: With a deadline that creates momentum.

SMART makes your goals:
→ Real
→ Visible
→ Actionable

And here’s the best part:
When you gain clarity, your confidence returns.
When you choose with intention, your energy rises.
And when you design your year with truth, 
Your life begins to feel like it’s finally yours again.

Step into 2026 with clarity. Lead it with purpose.

P.S. What’s one insight from 2025 that will guide your goals for 2026?

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Your resume opens the door.
Your Power Skills decide if you stay in the room.

The game has changed.

Today, everyone has:
↳ Talent
↳ Credentials
↳ Experience

So, what makes you different
In a global, fast-moving world?

Your judgment.

Maybe you’ve felt it too,
you deliver, you show up, you care…
and still, growth feels out of reach.

Your next promotion isn’t about time in the company.
↳ It’s about how you interpret information,
↳ anticipate what’s coming,
↳ and make decisions with a human touch.

And the data is clear:
LinkedIn: Power Skills drive 89% of promotions.
McKinsey: Strong judgment improves decisions 3.8x.
IBM: Critical thinking and adaptability are CEOs’ top 3 priorities.
WEF: Cognitive flexibility is the #1 differentiator for 2030.
PwC: 72% of executives value judgment over technical expertise.

AI can give you all the data you want.
But your Power Skills
will define your future.

That’s why I created the 5-step MINDS Formula
to help you stand out in rooms where decisions are made.

M — Map:
→ Name the real problem in one sentence.
→ Identify the three elements that shape the outcome.

I — Investigate:
→ Look for the pattern behind the data.
→ Ask what’s missing, not just what’s shown.

N — Notice:
→ Picture the best and worst scenario.
→ Identify who will feel each choice.

D — Design:
→ Create two or three real options.
→ Test a small step before a big decision.

S — Sense:
→ Combine data, intuition, and ethics.
→ Choose what you can explain calmly a year from now.

As Albert Einstein said:
“Not everything that counts can be counted.” 

Leadership starts when you trust your own decisions.
Own your growth.
Own your judgment.
Own the leader you’re becoming.

P.S. Which step of the MINDS Formula speaks to you today?

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Use my 5-step MINDS formula to help you stand out by DL

Now that you’re back in person,
You feel more tired when you get home.

You are not alone
This has a name: Neurofatigue.

When your brain moves from a controlled environment
to noise, movement, conversations, fluorescent lights,
and constant social evaluation,
Its energy drains faster.

Deloitte found it in 2024:
↳ Emotional exhaustion rises by 52%

You’re not losing capacity.
You’re navigating overexposure.

But you can protect your energy.
You can also train your brain to adapt.

Here are 5 Simple Anchors to Stay Strong During In-Person Work:

1. Manage your brain’s load early:
↳ Simple mornings create stronger days.
➟ Pick one clear priority first.
➟ Delay non-urgent chats until after your focus block.

2. Give yourself small pauses:
↳ Tiny resets work wonders.
➟ Take a quiet 3-minute pause between tasks.
➟ Stand and walk every hour to release tension.

3. Use your social energy wisely:
↳ Connection fuels you. 
➟ Choose two meaningful conversations to invest in.
➟ Step away when everything feels too intense.

4. Protect the space where you think:
↳ Your attention is gold.
➟ Review emails in set time blocks.
➟ Turn off notifications during deep work.

5. Take care of your body:
↳ Physical comfort boosts mental clarity.
➟ Keep water at your desk and sip often.
➟ Add small stretches during the day to release tension.

As Maya Angelou said,
“You can’t pour from an empty cup.”

You may not shape every moment in the office.
But you can shape how you care for your energy.

You grow stronger when you honor your rhythm.
You gain clarity when you support your mind.
You protect your presence when you lead yourself first.

P.S. Which anchor will you practice today?

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Your work opens the door.
Your evidence keeps you in the room.

The competition isn’t the real challenge.
The lack of documentation is.

In a world where excellence is the baseline, everyone brings:
 ↳ Skill
 ↳ Ambition
 ↳ Performance

So, what truly sets you apart
in a fast-moving, global environment?
Your visibility.

Maybe you’ve felt it too…
 ↳ you deliver, you show up, you exceed expectations
and still, your growth moves slower than your impact.

Your next promotion isn’t about effort.
 ↳ It’s about what you can prove,
 ↳ how clearly you show your value,
 ↳ and the story your achievements tell for you.

Here’s the truth:
What isn’t documented gets lost.
What you capture becomes career capital.

That’s why I created the 7-step EVIDENT Formula
to help you make your results impossible to ignore.

E — Extract:
 → Capture the real outcome you created.
 → Name the problem you solved in one sentence.

V — Verify:
 → Collect numbers, emails, and indicators that prove impact.
 → Anchor your narrative in real data.

I — Illustrate:
 → Use the STAR method (Situation, Task, Action, Result).
 → Make your contribution unmistakable.

D — Document:
 → Keep a monthly log of actions, results, and insights.
 → Build a timeline of measurable growth.

E — Elevate:
 → Share wins with intention in meetings and updates.
 → Visibility with substance, not ego.

N — Normalize:
 → Make evidence a habit, not an exception.
 → Review it before interviews, evaluations, or negotiations.

T — Tell:
 → Turn your data into a compelling story.
 → Show how your impact moves the business forward.

As Seneca said:
 “Luck is what happens when preparation meets opportunity.”

Your achievements deserve a record.
Your career deserves visibility.
Your future deserves to be EVIDENT.

Leadership grows when your impact is seen.

P.S. Which step of the EVIDENT Formula speaks to you today?

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7-step EVIDENT formula to help you enhance your results

What my niece taught me about delegation 
(it transformed my team’s productivity since)

Last weekend, I decided to teach my 5-year-old niece
how to make the bed. 

Normally, it takes me just a few minutes. 
But she was excited to help, so I couldn’t say no. 

I showed her how to pull up the sheets, 
smooth out the blanket and arrange the pillows. 

She struggled a bit ... tugging the blanket unevenly
and getting the pillows all mixed up. 

We had to redo a few steps, and 
it ended up taking much longer than usual. 

In the end, it took nearly 20 minutes. 
But by the time we were done, 
she had learned something new 
and something to brag to her brother about!

Delegation is not just about offloading tasks.

Delegation is about:
→ Empowering others to learn and grow. 
→ Fostering a culture of capability and independence. 
→ Leveraging diverse strengths to achieve greater results.

When we invest our time in training and coaching others, we: 
→ Cultivate trust.
→ Build a stronger team.
→ Encourage innovation. 

As John Maxwell says,
“Leaders become great, not because of their power, 
but because of their ability to empower others.”

Delegation is an investment 
in someone else’s growth and confidence. 
Invest in your people today!

P.S. What’s one small responsibility you could delegate today to help someone grow?

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We all have days when you feel on top of the world. 
The next day, it’s hard to get out of the bed. 
But let’s be honest: motivation doesn’t last.

Here’s why you shouldn’t rely on it:
→ It’s Unpredictable: Motivation varies daily 
→ It Can Fade: Excitement diminishes over time
→ It Lacks Structure: No plan for sustained progress 

That’s where discipline comes in.

Discipline is like a muscle:
→ Provide Consistency: Ensures daily commitment 
→ Builds Strong Habits: Habits drive results 
→ Keeps You Accountable: Maintain focus on goals

As Aristotle said,
“We become what we repeatedly do.” 

So, the next time you rely on motivation, 
Remember: it’s your discipline that will carry you through.

In the end, Discipline is doing what needs to be done, 
even when you don’t want to.

P.S. What habit are you strengthening this week?

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People love the finish line.
Few see the grit it took to get there.

Because success isn’t built on luck.
It’s built on resilience, focus, and 
tiny steps that no one applauds.

For years, you might’ve believed:
↳ “Once everything aligns, I’ll move forward.”
↳ “If I had more time, I’d do better.”
↳ “When things calm down, I’ll start.”

Those beliefs once protected you.
Now, they hold you back.

Many high performers professionals lose momentum because:
❌ They wait for perfect conditions.
❌ They let setbacks define their pace.
❌ They forget that progress requires endurance, not ease.

Here’s the truth:
You don’t need a smoother road.
You need a stronger mindset.

Here are 5 Ways to Stay Strong When Growth Feels Slow:

1- Start before you’re ready:
↳ Courage grows through movement.
➟ One imperfect step beats endless planning.

2- Treat challenges as training:
↳ Pressure shapes character.
➟ Every hard moment prepares you for the next.

3- Focus on what you can control:
↳ Chaos is constant.
➟ Your focus is your anchor.

4- Protect your recovery:
↳ Your brain needs oxygen to think.
➟ Resilience depends on renewal.

5- Keep your “why” close:
↳ When you know your why, you can handle any how.
➟ One priority. One outcome. Real progress.

As Angela Duckworth said,
“Our potential is one thing. 
What we do with it is quite another.”

Don’t chase perfection. Build persistence.
Rome wasn’t built in a day
and neither is your growth.
You already have what it takes.
Trust your process, the results will follow.

P.S. Which step speaks to you the most?

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The moment you choose yourself…
your energy begins to return.

But burnout rarely starts with a big moment.
It starts with the tiny ones you ignore:

The moment you push through the headache.
The moment you answer one more email at 10 PM.
The moment you whisper, “I’ll rest later.”

And suddenly…
Later never comes.

According to Gallup,
1 in 5 professionals is experiencing burnout right now.

Not because they lack talent.
But because high-performing professionals tend to overgive.
Instead of reducing their load, they carry more.
And what begins as dedication slowly becomes depletion.

Burnout is a silent disease.

Maybe you’ve been there:
➟ You deliver
➟ You support
➟ You show up

And still, your body struggles.

Not because you lack discipline.
But because you stopped listening to yourself.

That’s why I created the 7-step RENEWAL Formula
to bring you back to the leader you are:

R — Reduce strain:
➟ Ask for clarity on deadlines.
➟ Cut one commitment that drains you.

E — Ease your nervous system:
➟ Practice 3–5 breathing twice a day.
➟ Take short pauses to reset your mind.

N — Nurture connections:
➟ Share pressure points early.
➟ Reach out to someone supportive weekly.

E — Establish daily limits:
➟ Protect recovery windows.
➟ Set a hard stop for the workday.

W — Withdraw from noise:
➟ Silence notifications before sleep.
➟ Reduce evening screen exposure.

A — Adjust your workload:
➟ Clarify what truly needs you.
➟ Redistribute tasks with your leader.

L — Live your core values:
➟ Write your top 5 values.
➟ Choose actions that honor them.

As Maya Angelou said:
“Nothing will work unless you do.”

Sustainable leadership begins the moment 
You choose your health as part of your success.

Honor your energy.
Honor your health.
Honor the life you’re building.

P.S. Which step of the RENEWAL Formula speaks to you today?

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Use my 7-step RENEWAL formula to bring you back by DL

Do you feel your team could achieve more?
The secret lies in investing in your people.

Last week, we celebrated the graduation of 
our HOLA Mentorship Program 2025.
What a journey it's been!

Leading this program has been a true honor.
Seeing 270 Mentors and Mentees 
grow has been truly inspiring.

A huge THANK YOU to our Mentors and Mentees
for believing in our team's growth. 
Your dedication and commitment make us stronger every day.

Special thanks to our allies in Mexico Adda Nelly Lopez Gallegos, Emmanuel Serrano Loza, Edgar Ricardo Araujo Alcántara and our HOLA Canadian team Ellis Mendez (MSc, MBA, PMP®, CSM®, CSPO®, ITIL®), Federico Yu, 
Andrea Alonso-Kuri and Pablo Cuevas. 
We couldn’t have done this without you.
Thank you for your collaboration and support.

Why invest in your team?

→ Growth
↳ Investing in your team fuels their personal 
and professional growth.
A growing team is an evolving team.

→ Retention
↳ People stay where they feel valued and developed.
Retention isn’t just about pay; it’s about purpose.

→ Innovation
↳ A well mentored team is an innovative team.
They bring fresh ideas and solutions to the table.

As John Quincy Adams said,
“If your actions inspire others to dream more, 
learn more, do more and become more, you are a leader.”

Your team’s growth reflects your leadership.

P.S. What’s your favorite strategy to help your team grow?

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If you only measured three things this week,
you’d transform your entire career.

Anyone can look busy.
But the real measure of a strategic leader?
What you choose to track.

Because productivity is often misunderstood.

It’s not:
 → Checking off tasks.
 → Going from meeting to meeting.
 → Replying to every email the moment it appears.

Productivity is how you direct your energy with intention.
 → It’s moving one strategic goal forward.
 → It’s solving the problem that actually matters.
 → It’s strengthening the relationships that elevate your influence.

For years, many professionals believed:
 ↳ “If I finish everything on my list, I’m performing.”
 ↳ “If I stay busy, I’m adding value.”
 ↳ “If I join every meeting, I’m leading.”

Those beliefs once helped you survive.
Now, they limit your impact.

Here’s the truth:
You don’t rise by doing more.
You rise by measuring what matters.

Here are the 3 metrics that can elevate your leadership:

1- Value (Impact Today):
What problem did you truly solve?
Real value comes from outcomes, not effort.

2- Progress (% Implementation):
How much did you move your quarterly goal?
One needle moved is worth more than tasks completed.

3- Relationship (Influence & Alignment):
Who did you align, support, or strengthen this week?
Leadership grows through trust, not titles.

As Peter Drucker said,
“What gets measured gets managed.”

 ↳ Lead with clarity.
 ↳ Measure with intention.
 ↳ And let your metrics tell the story your calendar never will.

P.S. Which of these 3 indicators is your favorite?

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Big goals don’t fail from lack of talent.
They fail from a lack of focus.

You don’t need more time.
You need fewer distractions.

The hard part isn’t setting the goal.
It’s protecting it.

Every ping, every scroll, every “just 5 minutes” 
chips away at the future you said you wanted.

Distractions aren’t harmless.
They’re expensive.
And they often wear the mask of productivity.

Answering one more email.
Rewriting the plan instead of executing it.
Saying “yes” to things that don’t move you forward.

Here’s the truth:
If everything matters, nothing does.

When you protect your goal:
➟ You move with intention
➟ You reclaim your energy
➟ You make progress faster

As James Clear said:
“You don’t rise to the level of your goals. 
You fall to the level of your systems.”

So, build systems that honour your focus.
And stop negotiating with your distractions.

P.S. What’s one small habit that helps you stay focused each day?

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Visual: VisualsbyMelodi🙏

You can ask for a raise all year…
and still walk out with nothing.

Because compensation isn’t about effort.
It’s about value, demonstrated with clarity.

For years, you believed:
↳ “If I show how hard I work, they’ll see it.”
↳ “If I’ve been here long enough, I deserve more.”
↳ “If others earn more, I should match them.”

Those beliefs once helped you survive.
Now, they’re hurting your strategy.

Many high performers fail in negotiations because:
❌ They negotiate from efforts, not impact.
❌ They compare themselves to others and create friction.
❌ They speak from emotion instead of measurable results.

But here’s the truth:
You don’t need more justification.
You need more evidence.

Here are 5 ways to negotiate your salary like a Strategic Leader:

1 — Know your impact before you ask:
↳ Confidence comes from data.
➟ List your top wins and estimate your results.

2 — Speak in outcomes:
↳ Effort is invisible. Results are undeniable.
➟ Turn your work into numbers, savings, or improvements.

3 — Build a simple business case:
↳ A raise is an investment, not a favor.
➟ Show how your contributions strengthen the future of the team.

4 — Think in total compensation:
↳ Growth has many forms.
➟ Explore bonuses, stock, certifications, or development programs.

5 — Choose your moment wisely:
↳ Timing gives you leverage.
➟ Ask after a win, a success, or a visible achievement.

As Peter Drucker said,
“What gets measured gets managed,
and what gets measured gets rewarded.”

You don’t earn a raise with hours.
You earn it with impact.
Visible. Measurable. Irrefutable.
And it all begins with one step: own your value.

P.S. Which of these steps will you apply in your next negotiation?

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You can work hard all day…
and still feel like you didn’t move anything forward.

Because productivity isn’t about doing more.
It’s about directing your mind with intention.

For years, you believed:
↳ “If I keep multitasking, I’ll get ahead.”
↳ “Jumping between tasks means I’m fast.”
↳ “Being busy means I’m productive.”

Those beliefs once helped you survive.
Now, they’re draining your clarity.

Many high performers lose impact because:
❌ They overload their brain with constant switching.
❌ They stay in reaction mode all day.
❌ They confuse activity with progress.

But here’s the truth:
You don’t need more speed.
You need more focus.

Here are 5 ways to work smart when your mind feels overloaded:

1- Choose one task at a time:
↳ Your brain performs better with one target.
➟ Single task. Full presence.

2- Cut distraction triggers:
↳ Noise kills clarity.
➟ Fewer tabs. Fewer apps. Fewer pings.

3- Protect your deep work:
↳ Focus is a boundary.
➟ Block time. Close doors. Own your attention.

4- Reset your mind often:
↳ Your brain needs oxygen to think.
➟ Step away. Take breaks. Breathe.

5- Pick your “one win” for the day:
↳ Impact comes from direction, not volume.
➟ One priority. One outcome. Real progress.

As Cal Newport says,
“Focus is the new superpower.”

You can’t multiply your brain.
But you can multiply your impact when you protect your attention.

P.S. Which habit will you reset today?

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What my high school nuns taught me about managing energy 
(It transformed my leadership style and my team's effectiveness)

At high school, I was juggling basketball, volleyball, and homework, often feeling drained by the end of the day.

No matter how organized I was, 
The exhaustion never seemed to go away.

One afternoon, one of the nuns looked at me and said:
“You don’t need to manage your time.
You need to manage your energy.”
That sentence stuck with me for life.

Here’s what I learned over the years:

1- Set a clear goal: 
Such as ending your day feeling energized.

2- Identify your why: 
Like being present for your family and pursuing your passions.

3- Implement a plan: 
Simple changes like regular breaks and 
focusing on energizing tasks can make a big impact.

Managing energy keeps you going when the tasks seem endless. It allows you to show up as your best self.

As Oprah said:
“You can’t be a source for others if you’re running on empty.”

So, if you feel drained, pause and reassess.

Ask yourself not just what you need to do, 
but how you want to feel while doing it.

Your energy is your most valuable resource.

P.S. What’s your goal for energy management?

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M.S., Educational Psychology | Certified Performance-Based Hiring Coach | Ex-Fortune 500 Talent Leader | I help people overcome the external and internal barriers that prevent them from living their dreams.

They said you're "overqualified."

But here's what they aren't saying:

That process you've been following?

It was built for the 20-something you once were, not for an expert like you.

Yet somehow, you're sitting across from hiring managers who don't know what to do with you.

Sound familiar?

I'm Gwen Gayhart, and I've spent 20+ years understanding what really drives hiring decisions. As a psychotherapist and former Fortune 500 recruiting leader, I've seen the truth: 

People don't hire resumes. 

They hire relief.

They hire the person who makes them feel confident they aren't making a costly mistake.

They hire the person who understands their pain before pitching solutions.

Most candidates show up selling themselves.

My clients show up solving problems.

When you understand what's happening behind the scenes, you can tap into the emotions that actually drive hiring decisions.

- Like Mike, who went from 4-round rejections to same-day offers by becoming the calm in their storm.

- Or Jennifer, who landed a VP role after 8 months of ghosting by making the CEO feel heard.

- Or Nick, who got an offer in less than two weeks by proving he was the pain relief they couldn't live without.

They all learned the same secret: 

Hiring isn't logical. It's emotional.

My Offer Accelerator program doesn't teach you how to *perform* better.

It teaches you to walk in with the confidence earned from decades of experience, uncover the real problem, and position yourself as the obvious solution. 

To transform from desperate candidate to trusted advisor.

This is psychology applied to your job search.

Ready to find your confidence again and finally land that offer (yes, even if it's been months)?

Book a free consultation today.  We'll talk about where you are, where you want to go, and whether we can help you get there.

You're not done yet. 
Your expertise matters. Your experience has value. 

And when you show them you're the pain relief they can't live without, they'll fight to hire you.

Gwen Gayhart

Seriously, it's time to start normalizing career gaps.

Over 50 and overlooked? I help you turn ‘overqualified’ into hired | Founder of Offer Mode | Performance-Based Hiring Certified | Fortune 500 Talent Leader

Dear LinkedIn, It’s time for me to reintroduce myself.

I'm Gwen Gayhart. And I help professionals over 50 turn "overqualified" into hired.

But before I did this, I spent years as a Fortune 500 recruiting leader watching a broken interview process fail candidates and companies alike.

A process so broken it only produces a successful hire 51% of the time.
I watched brilliant candidates waste time, effort, and potential income trying to squeeze themselves into a system that was never designed for people with decades of experience.
Then it came home to roost.

My position was eliminated.
Just weeks before Christmas.
As a single mom of teens.

I could either follow the same broken process I'd watched fail everyone else, or do something different.

So I took everything I'd learned from the other side of the hiring desk and laid out a 4-step approach I'd been inadvertently developing for years.
One that puts power back in the candidate's hands while helping hiring managers actually get what they need.

The result?
I landed a role that more than doubled my previous salary. Just in time for Christmas.

I started sharing my system with people I knew who were job searching.
They got the same results.
That's when I knew I was onto something bigger.

Since then, I've helped hundreds of professionals over 50 turn interviews into offers using this same framework.

People who:
- Struggled with nerves
- Couldn't figure out where they were going wrong
- Were convinced age, salary expectations, or some other arbitrary criteria was holding them back

My framework turns terrifying interviews into simple problem-solving conversations.
No hours of research and rehearsal.
Just 4 steps that move the process toward the outcome you want.

If you're getting interviews but can't cross the finish line to an offer, that's exactly what I solve.
Message me. Let's fix that.

You're not too old to start over.
You're too old to keep doing what isn't working.

I see it all the time.
Experienced professionals clinging to a job search strategy that stopped working months ago.
Sending 50 applications a week because someone told you "it's a numbers game."
Waiting for recruiters to call back because "that's how it's supposed to work."
Answering interview questions the same way you did 20 years ago because "it worked before."

Let’s be real,
At 50+, you don't have time to waste on strategies built for people half your age.

You're not starting over because you failed.
You're starting over because you're smart enough to know when something isn't working.

Starting over isn't admitting defeat.
It's refusing to settle for a broken process that was never designed for you in the first place.

So stop waiting for the old way to magically start working.
Try a new approach. Get strategic help. Do something different.

Because you're not too old to pivot.
You're just too experienced to keep doing what doesn't work.

When you think "I can't do this."
Remind yourself: You already are.

Six months into a job search and you're still showing up.
Still sending messages.
Still prepping for interviews.
Still believing there's something better out there.
That's not weakness. That's strength.

You're climbing a mountain most people would've quit on months ago.
Every message you send when you're exhausted.
Every interview you get psyched up for after another rejection.
Every conversation you have when you'd rather hide.
You're doing it.

Not perfectly. Not easily. But you're doing it.
And that counts for something.

So the next time doubt creeps in and whispers "I can't do this," look at how far you've already climbed.

You're not at the bottom anymore.
You're halfway up.
And the flag at the top? It's waiting for you.

Keep going. You're doing this.

Dear companies, it is almost 2026.

The bare minimum is to give candidates a response.

You're not "overqualified."
They're just scared.

When a hiring manager says you're overqualified, here's what they're really saying:

"I'm worried you'll get bored and leave."
"I'm worried you'll want my job."
"I'm worried I can't afford you."
"I'm worried you'll be hard to manage."

It's not about your skills. It's about their fear.
And if you don't address that fear directly, you lose the opportunity.

Here's how to handle it:
When they say: "You're overqualified.”
Don't say: "No, I'm not" or "I really need this job" (desperation kills offers)
Do say: "I understand that concern. Let me tell you why this role actually excites me and why I'm here for the long haul."

Then give them specific reasons tied to THEM, not you:

Example 1 - The Problem Solver:
"I've spent 20 years solving [X type of problem]. This role lets me do exactly that without the executive politics I'm ready to leave behind. I want to focus on the work, not managing up."

Example 2 - The Lifestyle Play:
"At this stage, I'm optimizing for [flexibility/impact/stability], not climbing the ladder. This role gives me exactly what I'm looking for, which is why I'm genuinely interested."

Example 3 - The Mission-Driven:
"I've been following your company for years. What you're building in [specific area] is exactly the kind of problem I want to spend my time solving. Title matters less to me than the work itself."

The key? Make them feel safe.
Show them you're not a threat.
Show them you understand their concerns.
Show them you've thought this through and aren't going to bail in six months.

Because "overqualified" is never about you having too much experience.
It's about them not trusting that you'll stay.

So give them a reason to trust you.
Address the fear. Keep the opportunity.

Follow me for more valuable tips. 
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You're not overqualified.

A job offer is coming before the month ends.
Read that again.

Write it down. Stick it on your mirror. Set it as your phone background.
Because I need you to believe it before it happens.

I know you're tired.
I know the rejections have piled up.
I know you're starting to wonder if anyone will ever say yes.

But here's what I've seen after coaching hundreds of professionals over 50:
The offer comes when you least expect it.
Right when you're about to give up.
Right when the doubt is loudest.

That's not coincidence.
That's momentum building.

Every conversation you've had.
Every interview you've shown up for.
Every time you've pushed through when it felt pointless.
It's all leading somewhere.
And that somewhere is closer than you think.

So today, don’t do more. Believe more.

Believe that what you bring to the table is valuable.
Believe that your experience matters.
Believe that the offer is coming.
Before the month ends.

Now go act like it. 
Because if you don’t believe it, no one else will.

If you can stay positive in a negative situation, you win.

Six months into a job search and you're still here.
That's not losing. That's winning.

Because most people would've given up by now.
Most people would've let the rejections, the ghosting, and the silence convince them they're not good enough.

But you're still showing up.
Still reaching out.
Still prepping for interviews.
Still believing there's something better waiting for you.

That takes strength most people don't have.
The job market is brutal right now. The process is broken. The bias is real.

But if you can keep your head up in the middle of all that?
You've already won the hardest part.

Because the offer isn't just about skills or experience.
It's about who can stay in the fight long enough to be there when the right opportunity shows up.
And you're still here.

So keep going. Keep showing up. Keep believing.
Your win is coming.

Most jobs never get posted.
And if you want a role, you must find them first.

Think about it, by the time a job hits LinkedIn, you're already behind.
You're competing with 200+ other applicants in a system designed to filter you out.

But what if you could find companies that need you before they even post the role?
Here's how to read the signals:

SIGNAL #1: FUNDING ANNOUNCEMENTS
Company just raised a Series B? They're about to hire.
Where to look: Crunchbase, TechCrunch, industry newsletters
What to do: Reach out to the hiring manager in your function (VP of Ops, CFO, etc.) and say: "Congrats on the funding. I've helped companies scale after raises like this. Would love to hear what you're focused on in the next 6-12 months."

SIGNAL #2: LEADERSHIP CHANGES
New C-suite executive = new team builds.
Where to look: LinkedIn job changes, company press releases
What to do: Message them in their first 30 days: "Congrats on the new role. I've supported leaders in similar transitions. Happy to share what's worked if you're building out your team."

SIGNAL #3: COMPANY PAIN POINTS
Earnings calls, Glassdoor reviews, LinkedIn posts from employees complaining about being overworked.
Where to look: Investor relations pages, Glassdoor, LinkedIn employee posts
What to do: Identify the pain (turnover, scaling issues, operational gaps) and position yourself as the solution.

SIGNAL #4: RAPID GROWTH INDICATORS
Multiple job postings in one department, office expansions, new product launches.
Where to look: Company careers page, LinkedIn company updates
What to do: Don't apply to the posted jobs. Go directly to the department head and say: "I see you're scaling [X department]. I've done this before at [similar company]. Let's talk."

SIGNAL #5: YOUR FORMER COLLEAGUES ARE THERE
If someone you used to work with just joined a company, they're probably hiring more people.
Where to look: Your LinkedIn network's job changes
What to do: Reach out: "Saw you joined [Company]. What are you building? I'd love to catch up and hear what problems you're solving."

The key? Get there first.
By the time the job is posted, the decision-maker is already exhausted. They're drowning in resumes and don't have time for you.

But if you reach them before the job is posted?
You're the solution that showed up right when they needed it.

That's not luck. That's strategy.
Stop waiting for jobs to be posted. Start reading the signals.

This is just one part of the strategy I use with clients to land offers in 4-8 weeks. If you want the full framework, message me

How to identify companies about to hire

You're getting interviews.
But not offers.
Sorry to be the one saying it, but more interviews won't fix this.

If you're making it to round 2, 3, or final rounds and still getting rejected, the problem isn't your resume. It's what's happening in the room.

Let’s do the math:
3 interviews with no offers = 3 weeks of lost income
5 interviews = 5 weeks
10 interviews = 2+ months of money gone
What if you'd turned your first interview into an offer?
How much higher would your bank balance be?

This is what you need to fix:

→ MISTAKE #1: You're answering questions instead of diagnosing problems
Most candidates walk in ready to perform. Wrong approach.
The best candidates walk in like consultants. They ask questions first. Uncover pain. Then position themselves as the solution.

→ MISTAKE #2: You're rambling
Hiring managers decide in 90 seconds. If you're talking for 5 minutes, you've lost them.
Talk for 30 seconds. Pause. Give more only if they ask.

→ MISTAKE #3: Trying to win on qualifications
Logic doesn't hire people. Emotions do. They need to feel confident you won't be a costly mistake.
They need to feel relief that you can solve their problem.
They need to feel like working with you will be easy. If you're only focused on proving you're qualified, you're missing what actually closes the deal.

→ MISTAKE #4: You ignore the elephant in the room
If you don’t surface their unspoken assumptions (Will you get bored? Will you want my job? Can we afford you?), they’ll address them after you leave. When you can no longer defend yourself.

My client Mike was stuck in this cycle. Round 3 or 4 rejections, over and over.
Then he learned this framework. He walked into his next interview, took control of the conversation, and addressed their pain first.
He got an on-the-spot offer. First interview.

How much longer are you willing to keep doing what isn't working?
Message me if you're ready to turn interviews into offers.

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