Senior Manager Strategy & Transformation in the Financial Services | Strategic Leadership Coach | Speaker | Mentor | Author | Helping professionals, leaders, and teams level up with purpose and impact.

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

Your skills won’t matter if no one wants to work with you.
Talent opens doors. 
Attitude decides how long you stay.

I’ve seen smart people get stuck because they resist change. 

And others rise fast because they:
➟ Adapt instead of complain
➟ Stay positive under pressure
➟ Stay curious and keep learning

A strong resume helps. 
But it’s not enough. 

What really sets you apart?
➟ A positive attitude builds trust.
➟ A growth mindset fuels progress.
➟ A team-first approach creates impact.

Skills can be taught. Mindset is a choice.

As Zig Ziglar said, "Your attitude, not your aptitude, 
will determine your altitude." 

Choose the one that moves you forward.

P.S. What mindset shift made the biggest difference in your career?

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Speaking your truth is easy.
Saying it at the right moment is leadership.

Managers value honesty.
Strategic Leaders value timing, context, and impact.

At work, what you say matters.
But how, when, and where you say it often matters more.
↳ It’s about creating clarity and trust.

As Winston Churchill once said:
“Courage is what it takes to stand up and speak; 
Courage is also what it takes to sit down and listen.”

Here are 5 ways to stay authentic at work
while strengthening your credibility:

1- Share your perspective:
↳ Authenticity starts with honesty.
➟ Start opinions with “From my perspective…”:
“From my perspective, focusing on X may help us reach the goal faster.”

2- Be curious:
↳ Curiosity builds respect.
➟ Ask one question before sharing your view:
“Help me understand the reasoning behind this approach.”

3- Keep ideas simple:
↳ Clarity builds authority.
➟ Share ideas in two clear points:
“I see two options here. One for speed. One for long-term results.”

4- Raise concerns constructively:
↳ Authenticity can still be thoughtful.
➟ Pair every concern with one suggestion:
“I see a potential risk here. What if we try this alternative?”

5- Speak with intention:
↳ Purpose strengthens your message.
➟ State your intention:
“My intention is to help us move this forward.”

Awareness sharpens your voice.
Timing amplifies it.

When authenticity meets judgment,
people listen.

And that’s when your presence
starts shaping the room.

P.S. Which one resonates most with you right now?

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The difference between giving feedback
and damaging someone’s self-esteem
Isn’t honesty. It’s how you frame it.

Most leaders think the goal is to be direct.
The real goal is to be constructive.

Average managers point out mistakes.
Strategic leaders protect dignity while raising standards.

At senior levels, performance doesn’t improve through pressure.
 ↳ It improves through psychological safety.

As Maya Angelou said:
“People will never forget how you made them feel.”

Competence is rarely the real issue.
Confidence often is.

When people feel attacked,
They defend.

When they feel respected,
They think.

Here are 5 smarter ways to give feedback
 without shrinking confidence:

1- Lead with facts:
 ↳ Data lowers emotion.
 ➟ “Last quarter your results were 10% below target.”
 ➟ Avoid: “You’re always behind.”
Facts create clarity. Tone creates safety.

2- Shift from accusation to exploration:
 ↳ “Why did you…?” triggers defense.
 ➟ Try: “Help me understand what happened.”
 ➟ Listen without interrupting.
Curiosity invites ownership.

3- Separate identity from outcome:
 ↳ Results are feedback. 
 ➟ Instead of: “You’re not strategic.”
 ➟ Say: “This decision increased costs by 10%. Let’s unpack it.”
Challenge the decision. Protect the person.

4- Make accountability concrete:
 ↳ “I’ll try harder” is comfort language.
 ➟ Ask: “What will you do differently next week?”
 ➟ “How will we track it?”
Specific commitments build confidence.

5- Offer support that empowers:
 ↳ Support should strengthen the capability.
 ➟ “What obstacles are in your way?”
 ➟ “What support would make this easier?”
Support plus ownership creates growth.

High standards and high self-esteem
are not opposites. They are partners.

When people feel safe,
They don’t play small.

They take responsibility.
They take initiative.
They take ownership.

That’s the win. Raise the bar.
Protect the person.
And build a team that grows stronger
Every time you have a hard conversation.

P.S. Which one resonates most with you right now?

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Want to sound like a leader in every email you send?
Start with clarity.

Authority shows in communication:
➟ Short messages
➟ Clear direction
➟ Defined boundaries

Senior leaders write less.
Every word has purpose.

Strong communication builds trust.
Clear communication builds authority.

As Peter Drucker said:
 “The most important thing in communication
 is hearing what isn’t said.”

Here are 5 ways to communicate authority at work
while staying professional and respected:

1- Keep your message short:
 Short messages sound confident.
➟ Share the main point first.
➟ Use three sentences when possible.

Example:
 “Let’s move the meeting to Thursday.
 This gives us time to review the numbers.
 Please confirm availability.”

2- Use direct language:
 Firm words build credibility.
➟ Say what you recommend.
➟ Connect it to the result.

Example:
 “I recommend option B.
 It gets us closer to the deadline
 and keeps costs under control.”

3- Speak around the objective:
 Authority sounds focused.
➟ Bring the conversation back to the goal.
➟ Use words like goal, priority, outcome, impact.

Example:
 “Our priority is delivery this week.
 Which option gets us there faster?”

4- Give clear time boundaries:
 Respect for time shows leadership.
➟ Offer specific time frames.
➟ Let people choose within them.

Example:
 “I’m available 9–10 AM
 or 2–4 PM tomorrow.
 Please pick one.”

5- Finish with direction:
 Strong communication moves things forward.
➟ Close with the next step.
➟ Make the action clear.

Example:
 “Let’s proceed with this plan.
 I’ll send the update today.
 We review progress on Friday.”

Authority grows through consistency.
Consistency builds credibility.
Credibility strengthens your presence.

When your words are clear,
People feel confidence.

When your message has direction,
People follow naturally.

And that’s when your communication
starts carrying real authority.

P.S. Which one resonates most with you right now?

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Believing that everyone else is born with confidence is a trap.
It’s a quiet lie we tell ourselves.
And it keeps us small.

No one is born confident.

Confidence is built:
→ Brick by brick
→ Moment by moment
→ Experience by experience

Behind every “confident” leader
There were shaky starts.
Missed words.
Doubts no one saw.

Your obstacles were not detours.
They were construction sites.
Every challenge you faced
and didn’t run from
added a layer.

Every failure?
Feedback.

Every win?
Confidence.

As Nelson Mandela said:
 “I learned that courage was 
not the absence of fear, 
but the triumph over it.”
That’s confidence.

Not the absence of fear.
But the decision to move anyway.

Don’t sell yourself short.
You are not starting from zero.

You are standing on years of growth,
lessons, resilience, and quiet courage.

Don’t sell yourself short,
Trust the process and believe in your potential!
The journey is YOURS! 

P.S. What advice would you give your younger self 
about building confidence?

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Visual: Janis Ozolins 🙏

If you need to win every argument,
you’re not ready to lead.

When you become the boss,
technical skills get you in the room.
Emotional skills determine how long you stay.

The leaders who rise
are not the ones who speak the most.
They are the ones who understand
when to speak
and when to pause.

Here are 5 ways to lead with influence:

1 — Listen actively:
Pause before responding.
→ Let people finish completely.
Composure strengthens authority.

2 — Context awareness:
Read the room before you read the data.
→ Ask: What does this room need right now?
Influence depends on timing.

3 — Ask before you assert:
Replace correction with curiosity.
→ “Walk me through your thinking.”
Questions lower defenses.

4 — Choose the bigger objective:
Before speaking, ask:
→ What outcome do I want this conversation to create?
Leaders prioritize impact over ego.

5 — Control the temperature:
Leaders regulate emotional intensity.
→ Lower your tone. Slow your pace.
The calmest nervous system often leads the room.

As Peter Drucker said:
“The most important thing in communication
is hearing what isn’t said.”

Leadership isn’t about perfection.
It’s about progress.

Sustained impact builds lasting careers.
Emotional intelligence makes it possible.

Influence lives in how you manage yourself.

Be the leader you wish you had.

P.S. Which one resonates most with you right now?

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Getting promoted will change your relationships.
If you’re not ready for that, you’re not ready to lead.

When you grow,
→ Your title shifts
→ Your visibility increases
→ Your power becomes more noticeable

And that changes the room:
→ More exposure
→ More comparison
→ Less relational indulgence

The tension isn’t about your success.
It’s about what your success represents to others.

Growth activates identity.
And identity feels personal.

Here are 5 ways to grow without breaking relationships:

1- Grow in frame:
Clarify your new responsibility.
→ “My focus now is…”
Clarity builds security.

2- Elevate others as you rise:
Share credit generously.
→ Highlight team impact publicly.
Authority grows when others grow with you.

3- Anchor decisions in purpose:
Explain the function behind the move.
→ Connect actions to shared goals.
Purpose reduces friction.

4- Lead with warmth and structure:
Offer human connection.
→ Hold clear boundaries.
Stability builds trust.

5- Be intentional about who you grow around:
Seek peers aligned with your new level.
→ Expand your circle thoughtfully.
Alignment fuels sustainable growth.

As John Maxwell said:
“Leadership is influence, nothing more, nothing less.”

Influence requires maturity.

Because the higher you rise,
the more your presence affects identity in others.

Leadership isn’t just about performance.
It’s about managing impact.

When you grow with structure, humanity, and clear boundaries,
You don’t end up alone. You elevate your ecosystem.

→ New peers
→ New alignment
→ New conversations

Growth doesn’t isolate you.
It refines who walks with you.

And that’s not a loss.
That’s leadership.

P.S. Which one resonates most with you right now?

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If everything is a priority,
nothing really is!

Want to know why some people 
achieve more with less effort?

80% of your results come
from 20% of your actions.
The rest? It just keeps you busy.

The smartest leaders don’t work more hours.
They focus on what matters most.

Every “yes” is a trade-off:

↳ Say yes to high-impact work,
 and no to tasks that drain your energy.

↳ Say yes to actions that move the needle,
 and no to “urgent” distractions.

↳ Say yes to what fuels your vision,
 and no to everything else.

It’s not about managing time.
It’s about managing priorities.

As Stephen Covey said:
 "The key is not to prioritize what's on your schedule,
 but to schedule your priorities."

Work on the 20% that brings the biggest impact.
Your energy, results, and happiness will thank you.

P.S. What’s the 20% you’ll focus on this week?

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She sat down
Tired eyes
Stable role

She looked at me and asked me:
“Diana… why do I feel behind if nothing is wrong?”

Maybe you’ve felt it too.
➟ Good pay
➟ Strong team
➟ Supportive boss
And still… flat.

Because safety and growth are not the same.

When work becomes predictable,
your brain stops stretching.
And when you stop stretching,
energy drops.

You’re not tired from pressure.
You’re tired from repetition.

Security can protect.
But comfort can quietly shrink you.

That’s why I created my 6-step GROWTH Formula
to turn stability into strategic leverage:

G — Gauge learning:
➟ What did you master this year?
➟ Is your value expanding?

R — Review autonomy:
➟ Do you influence decisions?
➟ Or mainly execute?

O — Observe curiosity:
➟ Are you asking new questions?
➟ Or repeating old answers?

W — Weigh your why"
➟ Are you here by choice?
➟ Or by fear?

T — Test your stretch:
➟ When did work last challenge you?
➟ Discomfort signals expansion.

H — Harness momentum:
➟ What small move would re-ignite growth?
➟ One conversation. One project. One risk.

Stability is a resource.
Not an identity.

As Peter Drucker said:
“The best way to predict the future is to create it.”

Growth fuels confidence.
Progress fuels energy.
Movement fuels leadership.

You don’t change your life by changing your goals.
You change your life by changing who you are.

Strategic leadership starts with identity.
Become the leader your next level requires.

P.S. Which step resonated most with you?

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Use my 6-step GROWTH Formula by DL

The hardest shift in your career
is not effort. It’s perspective.

Many high performers start 
as excellent executors:
→ Fast
→ Trusted
→ Reliable

But leadership asks for something more.
It asks you to think at a different level.

As Michael Porter said:
“The essence of strategy is choosing what not to do.”

Here are 5 practical ways that move you 
from Executor to Strategic Leader:

1- Create impact:
→ Multiply results through people and systems.
→ Measure success by collective outcomes.

2- Elevate the conversation:
→ Clarify why the work matters.
→ Connect tasks to direction.

3- Think beyond today:
→ Look at decisions through a longer horizon.
→ Consider the ripple effect of choices.

4- Focus on leverage:
→ Invest energy where it creates the most impact.
→ Small inputs. Big outcomes.

5- Lead with stewardship:
→ Treat responsibility as a privilege.
→ Make decisions that strengthen the team long term.

That’s when your work
stops being about output…

and starts shaping outcomes.

And that’s when your career
begins to create real impact.

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What distinguishes a Great Leaders?
It's not just about achieving targets or driving profits.
It's about standing up for your team!

To truly excel as a Leader, 
↳ You must protect your team from:
→ Negative stereotypes or biases
→ Blame for mistakes that aren't theirs
→ Office politics that undermine collaboration
→ Unreasonable workloads that lead to burnout
→ Misaligned priorities from upper management

It's your job to have your team's back, 
↳ Whether they see it or not:
→ Resolve conflicts quickly and respectfully
→ Shield them from unnecessary disruptions
→ Provide clarity when goals or expectations shift
→ Advocate for fair compensation and recognition
→ Create opportunities for growth and development

By standing up for your team,
↳ You amplify their voice and drive their success:
→ Innovation and creativity thrive
→ Engagement and morale increase
→ Results and performance improve
→ Loyalty to you as a leader deepens
→ Trust within the team grows stronger

Great Managers protect their people. 
Great Leaders empower them to succeed.

P.S. What else can you do to have your team's back?

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Stop Trying to Be Liked by Everyone.
Being nice to everyone
doesn’t set you free.

It makes you neutral.
And neutrality in a leadership role
is expensive.

Research from Harvard University
calls it the “false harmony” trap:
When teams avoid hard topics
to protect relationships,
they don’t build trust.
They build quiet distrust.

As Brené Brown says:
“Integrity is choosing courage over comfort.”

Your team doesn’t need you agreeable.
They need you clear.

Here are 5 ways to stop being neutral
and start taking a position:

1- Listen. Then elevate:
→ Let key voices speak first.
→ Synthesize and define the direction.

2- Anchor to the objective:
→ Reference a metric, goal, or deadline.
→ Remove personal language. Focus on outcomes.

3- Close the loop:
→ Summarize the options out loud.
→ Clearly state the path forward.

4- Handle pushback with steadiness:
→ Acknowledge the concern briefly.
→ Restate your position calmly.

5- End with execution:
→ Define the next step before the meeting ends.
→ Assign timeline and ownership.

Clarity + Action = Leadership.

Trying to please everyone feels safe.
But it costs you credibility.

Neutral leaders create confusion.
Clear leaders create momentum.

Because in leadership,
kindness earns access.
Definition earns trust.

P.S. Which one resonates most with you right now?

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The first impression isn’t what you say
It’s how your temperament shows up.

At work, it shows up in many ways:

1- The Driven – decisive and fast:
 ➟ Pause before reacting.
 ➟ Use “we” to bring others with you.

2- The Calm – steady and patient:
 ➟ Set clear boundaries.
 ➟ Let your stability shine in conflicts.

3- The Thoughtful – analytical and precise:
 ➟ Apply the 80/20 rule to avoid perfectionism.
 ➟ See feedback as information, not attack.

4- The Enthusiastic – energizing and social:
 ➟ Create simple systems to stay focused.
 ➟ Practice active listening to deepen impact.

5- The Visionary – creative and future-focused:
 ➟ Break big dreams into small steps.
 ➟ Stay grounded in today’s priorities.

As Maya Angelou said:
 “People will forget what you said,
But people will never forget how you made them feel.”

You don’t need to change your temperament.
You need to regulate it.
When your best side shows up,
People feel it.
And that’s what builds real leadership.

P.S. Which temperament feels most like you today?

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Being young at work is an advantage
when you know how to use it.

Energy is not the problem.
Ambition is not the problem.
The strategy is.

When you’re early in your career,
It’s tempting to prove.

→ To rush
→ To correct
→ To stand out

But influence doesn’t grow from noise.
It grows from stability.

Here are 5 ways to lead young and be trusted:

1- Be useful:
↳ What problem can I quietly solve this week?
↳ What process can I make simpler for everyone?
Utility builds power.

2- Speak to move things forward:
↳ Will this comment clarify or just showcase me?
↳ Can I summarize and propose the next step?
Order creates presence.

3- Build on what already works:
↳ What’s working that I can recognize first?
↳ How can my idea feel like progress?
Respect lowers defenses.

4- Make others look good:
↳ Who can I publicly credit today?
↳ How can my work make my manager’s life easier?
Allies gain influence faster.

5- Do the work. The rest follows:
↳ What measurable result can I show?
↳ Did I document the impact clearly?
Results create authority.

As Benjamin Franklin said:
“Well done is better than well said.”

Leading young is about being reliable.
When you stop trying to stand out,
and start making things better,
people start listening.

P.S. Which one resonates most with you right now?

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The day you stop resisting feedback
is the day your leadership accelerates.

He looked frustrated.
Not angry.
Just… tired.

He leaned back during our session and said:
“Diana… can I tell you something?”
“I hate feedback.”

Maybe you’ve felt that too:
➟ You care about your work
➟ You prepare more than anyone
➟ You hold yourself to high standards

So, when someone says:
“Can I give you some feedback?”
It doesn’t always feel like a gift.
It feels personal.

Your mind starts racing:
Did I miss something?
What could I have done better?

That reaction is human.
Because we take pride in our work.
But over time, the best leaders make a shift.

They realize something important:
Feedback is built on trust.

Someone cared enough
to share how your work lands on the other side.

Not to judge you.
To help you grow.

And when you approach feedback with an open mind,
it becomes one of the fastest ways to learn.

Use my 4-step GIFT formula 
to turn feedback into a growth advantage:

G — Get curious:
 ➟ Listen with openness.
 ➟ Ask: “Can you share an example?”

I — Identify the insight:
 ➟ Look for patterns.
 ➟ Feedback often reveals blind spots.

F — Focus on the opportunity:
 ➟ Growth rarely requires reinvention.
 ➟ Small adjustments create big progress.

T — Try a new approach:
 ➟ Apply the insight next time.
 ➟ Leadership grows through iteration.

Because feedback is not about your past.
It’s about expanding your future impact.

As Ken Blanchard said:
“Feedback is the breakfast of champions.”

The leaders who grow the fastest don’t wait for annual reviews:
➟ They ask
➟ They listen
➟ They improve

Build feedback conversations into your day-to-day.
Make it part of your leadership toolkit.
That’s when feedback becomes one of your greatest accelerators.

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Use my 4-step GIFT formula by DL

Ever tried to develop a new skill at work
and suddenly felt like the least capable person in the room?

You double-check your work.
You hesitate before speaking.
You feel a little out of place in the room.

And you wonder:
“Why does this suddenly feel so hard?”

Growth rarely feels comfortable.
It feels uncertain.

When you develop a new skill,
your brain is doing unfamiliar work.

→ New patterns
→ New thinking
→ New habits

That’s why it can feel clumsy at first.
But discomfort is not a warning sign.

It’s often a signal
that something important is happening.

Personal and professional growth
follow the same path:

First → Uncertainty
Then → Effort
Then → Progress

The mistake many people make
is stopping at the first stage.

They interpret difficulty as a problem.
But growth never happens in comfort.

It happens when you:

1- Try something new
↳ Even when you feel inexperienced.

2- Face uncertainty
↳ Without needing perfect clarity.

3- Stay consistent
↳ Even when progress feels slow.

Sometimes improvement
feels like getting worse first.

Because learning stretches you
before it strengthens you.

As Carol Dweck said:
“Becoming is better than being.”

That awkward stage you’re feeling?
It’s often the moment
your career is expanding.

Stay in the stretch long enough
and something powerful happens:

Capability becomes confidence.
Confidence becomes influence.
And influence is what opens the door
to the next level of leadership.

P.S. What skill are you building today
that your next role will require?

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Most teams are diverse.
Very few know how to use it.

Walk into almost any organization today, and you’ll see it:
→ Different cultures
→ Different experiences
→ Different backgrounds

Diversity is no longer rare.
But something else still is.
Inclusion.

Because diversity is who is in the room.
Inclusion is who feels comfortable speaking in the room.

And when people feel they belong,
something powerful happens:

→ Ideas expand
→ Perspectives challenge assumptions
→ Decisions get better

That’s why inclusion is not just a value.
It’s a leadership skill.

Here are 5 ways leaders turn diversity into real strength:

1- Be curious about perspectives:
 ↳ Whose voice haven’t we heard yet?
 ↳ What perspective could improve this decision?
 Curiosity expands thinking.

2- Create psychological safety:
 ↳ Do people feel comfortable challenging ideas?
 ↳ Do I respond with openness or defensiveness?
 Safety unlocks contribution.

3- Recognize uniqueness:
 ↳ What strengths does each person bring?
 ↳ How can I make those strengths visible?
 Recognition builds belonging.

4- Check your assumptions:
 ↳ Could bias be shaping this decision?
 ↳ Am I listening to understand?
 Awareness improves leadership.

5- Make space for contribution:
 ↳ Who might have an idea we haven’t heard?
 ↳ How can I bring more voices into the conversation?
 Inclusion drives performance.

When inclusion is real, diversity stops being a statistic.
It becomes a competitive advantage.

As Verna Myers said:
“Diversity is being invited to the party.
 Inclusion is being asked to dance.”

And when that happens,
teams don’t just become more inclusive.
They become smarter.

So, next time you’re in a meeting, 
try something simple:
→ Pause
→ Look around the room.
→ And ask: “Whose perspective are we missing?”

Sometimes one question
is all it takes to make people feel included.

P.S. What is one habit that helps you build a more inclusive team?

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Your biggest competition isn’t in the room.
It’s the hesitation inside you.

Not the colleague next to you.
Not the market.
Not the economy.

The quiet doubt that whispers:
“Maybe wait.”
“Maybe you’re not ready.”
“Maybe don’t push too much.”

Believing in yourself is a full-time job.
No days off.

Because this work isn’t in your contract.
But it determines how far your talent goes.

Self-belief isn’t loud confidence.
It’s internal steadiness.

It’s choosing not to let fear make executive decisions.

As Theodore Roosevelt said,
“Believe you can and you’re halfway there.”

Here are 5 ways to treat belief like a daily practice:

1 — Interrupt the doubt loop:
→ Notice the negative script.
→ Replace it with one fact about your capability.

2 — Take one visible risk daily:
→ Share the idea.
→ Ask the bold question.

3 — Track internal wins:
→ Write down progress.
→ Celebrate efforts.

4 — Separate fear from truth:
→ Ask: Is this fact or insecurity?
→ Decide based on evidence.

5 — Stay consistent with yourself:
→ Show up even when confidence is low.
→ Act aligned with the leader you’re becoming.

When you decide to step into the arena,
something shifts:
→ Your posture strengthens.
→ Your voice carries differently.
→ Your presence expands without forcing it.

And one day, you’ll realize this:
The room didn’t change.
You did.

That’s leadership!

It begins the moment you decide
you are no longer negotiating with your potential.

Promotions don’t start on paper.
They start with identity.

And when you consistently back yourself,
The world begins to meet you at that level.

P.S. Which one resonates most with you right now?

♻️ Repost this to inspire others
➕ Need support? Send me a DM
🔔 Follow Diana Lasso for more Strategic Leadership Insights

You don’t have an execution problem.
You have an overthinking habit.

Let’s be real:
→ You’ve read the article
→ You’ve saved the quote
→ You’ve talked about the idea.
But the action? Still waiting.

That book?
↳ Highlighting like a pro.
Applying it? Not so much.

That change you keep thinking about?
It won’t happen in your head.
↳ It happens when you move.

Here’s the truth:
Thinking is safe. Doing is brave.

Success doesn’t come from knowing more.
It comes from doing more, especially before you feel ready.

As Peter Marshall said:
“Small deeds done are better than great deeds planned.” 

So, today:
→ Send the email
→ Launch the idea
→ Schedule the meeting

Because movement builds confidence.
And clarity lives on the other side of action.

You don’t need more motivation.
You need one brave step.
And yes! you’ve got this. 💪

P.S. What small step would make you proud today?

♻️ Repost this to inspire others
➕ Need support? Send me a DM
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Visual: visualshustles🙏

Most leaders want better performance.
Very few know what actually creates it.

Look at almost any team:
 → People working
 → People trying
 → People waiting for feedback

And behaviour follows attention.
When leaders recognize what works,
 → Confidence grows
 → Motivation increases
 → Performance repeats itself

Because every person needs two things at work:
 → To feel valued
 → To feel part of something
Recognition gives both.

That’s why great leaders use reinforcement on purpose.

Here are 5 simple ways to strengthen behavior in your team:

1- Recognize in the moment:
→ Say it when it happens.
→ Immediate feedback builds momentum.

2- Be clear about what worked:
→ Name the action.
→ Clarity helps people repeat it.

3- Connect effort to impact:
→ Show how their work helped the team.
→ Meaning drives commitment.

4- Make recognition a habit:
→ Small words. Often.
→ Consistency builds culture.

5- Recognize yourself too:
→ Notice your progress.
→ Confidence grows with awareness.

When recognition becomes a habit,
performance stops depending on pressure…
and starts coming from commitment.

Sometimes all it takes is one sentence:
"Well done. That made a difference."

P.S. Which tip resonates with you the most today?

♻️ Repost this to inspire others
➕ Need support? Send me a DM
🔔 Follow Diana Lasso for more Strategic Leadership

Ranked #24 Energy/Environment Industry Creator in USA | I help Environmental and Safety programs be effective and mentor Environmental Health and Safety professionals.

SUMMARY:
-4 plus years of environmental health and safety experience in automotive, aerospace, packaging, 
  pharmaceuticals, and biotechnology industries. 
-7 years of project management experience
-11 years of experience in environmental compliance
-12 years managing hazardous waste programs
-5 years of coaching and mentoring entry level HazMat Technicians
-Certified in Health and Safety
-Certified as a Field Environmental Technician
-First Aid/CPR Certified
-OSHA 40 Hour HAZWOPER Certified


I specialize in: Developing and maintaining environmental/safety programs, safety training, project management, environmental compliance, experience preparing for audits from federal/state/local regulators, managing hazardous waste programs, hazard and risk analysis, root cause analysis, mitigating hazards, emergency spill response, leading safety committees, facility inspections, near-miss identification, first-aid, and injury investigation.

Ulises Vargas

Hire good people with no prior experience and give them experience.

That is all.

The hardest career decision I ever made was leaving a company I loved. 💔

I was doing everything right.

✔️ Hitting my targets. 
✔️ Taking on extra projects.
✔️ Showing up early, staying late.

I thought loyalty would be rewarded with promotion.

But then I noticed something:

My suggestions were heard, but never acted on.
Every promotion cycle, I was told "next time."
People who joined after me were moving up.

The truth hit hard:

I wasn't stuck because I wasn't good enough.
I was stuck because I had outgrown my role—but the company couldn't see it. 👀

So I made the call to leave.

Within 1 month of joining a new company, I got the promotion I'd been chasing for years.

Here's what I learned: ⬇️

Sometimes loyalty becomes a trap.

Your current company knows you'll stay, so there's no urgency to promote you.

But a new company? They see your fresh value immediately.

If you've been waiting for "your turn" for too long, it might be time to create your own opportunity elsewhere. 🚀

Your next role could be the breakthrough you've been waiting for. ✨

Not every manager will recognize your worth—and that’s on them.

Across five different managers, here’s what I’ve experienced: 
 • One stood by me through injury
 • One let me go after a safety incident
 • One labeled me lazy and unmotivated
 • One cheers me on and rewards results
 • One saw my hustle and gave me a shot

What did I learn? Your value doesn’t change because someone else fails to see it.

If you’re feeling overlooked, maybe it’s not you.
Maybe you’re just not in the right place—yet.
The right environment exists.
The right leader exists.
The right team is out there.

Stop settling for being tolerated—go where you’re celebrated.

♻️  Repost to empower someone who needs this reminder
✔️  Follow Ulises Vargas for more inspiration

I reviewed 4 safety professional resumes last month. 3 of them made the same mistake. 

Your resume probably says 'Responsible for workplace safety' or 'Conducted safety audits.' 

That's why you're not getting interviews. 

Here's what hiring managers actually want to see...

The problem: Your resume describes duties.

Hiring managers want to see impact.

Here's how to fix it:

❌ Responsible for workplace safety
✅ Reduced workplace injuries by 42% in 18 months through targeted training programs

❌ Conducted safety audits
✅ Led 156 safety audits identifying $340K in potential liability exposure, achieving 98% compliance rate

❌ Managed safety programs
✅ Redesigned lockout/tagout program, eliminating near-miss incidents across 3 production facilities

❌ Trained employees on safety procedures
✅ Developed hands-on training curriculum for 200+ employees, resulting in zero OSHA recordables for 12 consecutive months

The pattern?

→ Include timeframes that demonstrate consistency
→ Start with action verbs that show leadership
→ Add specific numbers that prove impact
→ Focus on results, not responsibilities

Your resume isn't a job description.

It's a highlight reel of problems you solved.

3 quick wins to apply this today:

1️⃣ Replace "Responsible for" with "Reduced" or "Achieved"
→ Show what changed because of your work

2️⃣ Add numbers to every bullet point
→ Injuries prevented, audits completed, people trained, dollars saved

3️⃣ Answer "So what?" for each line
→ If you can't explain the impact, hiring managers won't see the value

The safety professionals getting interviews aren't more qualified.

They just know how to tell their story better.

What's the biggest resume mistake you've seen in our field?

♻️ Repost this to help another safety pro land their next role
➕ Follow Ulises Vargas  for more career-advancing EHS strategies

15 years ago, I thought being successful meant: 

- Having an expensive sports car. 
- Working at a top-paying job. 
- Eating at fancy restaurants. 
- Owning a big house. 
 
Today, I see being successful as: 

- Being in great health. 
- Having a roof over my head. 
- Receiving enough PTO to rest. 
- Having a loving family and friends. 
 
Never lose sight of what really counts. 
 
___

Follow Ulises Vargas for more.

You remember seeing that movie where the businesswoman fails. Me neither, it's not very inspiring and that is not the case here either.

Welcome to my Inspiring 2 over 2

I love talking about women who inspire me.

And these two have well over 2k followers but beyond that they inspire me with their:

✔️ Empathy first leadership
✔️ Wisdom of their businesses
✔️ Their love for wanting the best for their clients

Meet Dr. Lulu® MD, MBA Identity-Affirming Life Coach for LGBTQIA Persons

She runs a successful business helping clients understand all patients from different backgrounds and sexual diversity.  She leads with her heart and is courageous. Fights with technology but still finds a way to run her business.

A must check out post from her:
https://lnkd.in/g5SeDefM

Meet Runo Okiomah, LEED AP

From being laid off to having the courage to rebound by starting her own business based out in California. She helps clients move and redesign their office/workspace from a to z. I can feel how much passion she pours into her work by the smiles you see in posts from her highly satisfied customers. 

A must check out post here:
https://lnkd.in/gJtxQQNX

I hope I get to meet these two one day to thank them personally for all the inspiration they give me to:

✔️ Continue being an empathy first leader
✔️ Gain more wisdom in business
✔️ Understanding clients

Any movies you've watched with successful businesswomen or do you know someone in your life that inspires you?

Share in the comments below 👇   

____

🔔 Follow Ulises Vargas for more 
♻️ Share this post and help inspire others

We lost 40% of our safety budget.

Injury rates went down 87%.

Here's what it taught me about effectiveness vs optics.

The Mandate:

Safety budget cut from $180,000 → $108,000.
I had 30 days to decide what stays.

I panicked. Then I asked the right question:

"What actually prevents injuries vs what just looks compliant?"

What I Cut:

❌ $12,000 annual safety poster subscription
Nobody read them. Workers walked past them daily.

❌ $8,000 on branded safety gear
Logo hard hats didn't stop a single incident.

❌ $15,000 online training platform
High completion rates. Zero behavior change.

Total savings: $35,000

What I Doubled Down On:

✅ Toolbox talks led by crew supervisors
Real conversations about yesterday's near-miss beat any video.

✅ Weekly walkthroughs where workers point out hazards
They started spotting issues I would've missed.

✅ Hands-on training with actual equipment
Lockout compliance: 67% → 91% in 8 weeks.

These cost time. Not money.

The Results After One Year:

8 recordable injuries → 1
87% reduction with $72,000 less budget.

The Hard Truth:

I'd been spending to feel productive.

→ Posters looked professional in photos
→ Training platform generated reports for leadership
→ Swag made us visible

None of it changed what happened on the floor.

What Actually Moved the Needle:

Face-to-face conversations
Workers who felt heard
Consistent presence

The Lesson:

Budget cuts force the hard conversations we should've had years ago.

What's taking up budget in your program that doesn't actually prevent injuries?

♻️ Repost if this changes how you'll look at your safety budget
🔔 Follow Ulises Vargas for more practical safety leadership strategies

Manufacturing | 10+ Years Safety and HazMat | OSHA 30 Certified | Ranked #21 Energy/Environment Industry Creator in USA |

My stomach dropped when I saw the meeting invite: "Quick chat - my office."

I'd been struggling for weeks with a team member who undermined every decision I made. 

Exhausted. 
Second-guessing myself. 
Worried I was failing.

I walked in expecting the worst.

Boss: "You look stressed. What's going on?"

Me: "Honestly? I'm drowning. 
Mark questions everything, goes around me to other departments. 
I feel like I'm losing all credibility."

Boss: "How long has this been happening?"

Me: "Two months. I keep thinking I should handle this myself."

Boss: "You shouldn't handle toxic behavior alone. 
What do you need from me?"

The relief hit me like a wave.

Most bosses would have said:
→ "Figure it out"
→ "Be stronger" 
→ "Manage better"

This one spent 30 minutes strategizing with me.

He didn't lecture me about toughening up.
He helped me create a plan and promised to back me up.

Most people never get this kind of support.

I know how rare this is.

What's your experience? 

Have you had a boss who had your back, or one who left you hanging?

No alternative text description for this image

Ex-EHS Manager: I can't look for a new job; this one is secure. 

Me: What if your next one is better?

Ex-EHS Manager: But I have bills to pay.

Me: Your next company may give you a pay rise of 15-50%.

Ex-EHS Manager: But I enjoy the people I work with.

Me: What if you enjoy people at the next company better?

If you are like my ex-EHS Manager and truly love your current company, that's great you can stay and thrive there.

But if you're holding back because of fear disguised as comfort, ask yourself:
➡️ What if you could earn 30% more with better benefits?
➡️ What if you found a team that brings out your best?
➡️ What if you had a boss who's a real mentor?

Your dream job exists. But you'll never find it if you don't look.

The only thing holding you back is the story you tell yourself.
In 5 years, you'll either thank yourself or regret it.
Which version of you do you want to be?

365 days without a recordable.

Leadership threw a taco party.

Three weeks later, a major injury.

The Plant Manager sat stunned: "How did this happen?"

You were measuring the wrong things.

---

❌ LAGGING INDICATORS (What Most Companies Track)

🔴 Incident rates
↪️ Only tells you after someone gets hurt

🔴 Days without a recordable 
↪️ Creates false confidence
↪️ Encourages underreporting

🔴 Severity rates
↪️ Measures damage already done

---

✅ LEADING INDICATORS (What Actually Prevents Injuries)

🟢 Near-miss reporting rates
↪️ Early warning system for hazards

🟢 Time from hazard ID to correction
↪️ Getting longer? You're falling behind.

🟢 Corrective action completion rates 
↪️ Open items = unresolved risks

🟢 Safety observation participation
↪️ Are people looking or walking past?

🟢 Psychological safety perception
↪️ Can your crew speak up without fear?

---

That "recordable-free" streak meant nothing.

Hazards were piling up behind the scenes.

Your next incident is already forming.

Are you measuring what can actually stop it?

What's your team tracking today?

___

♻️ Repost if you've seen the danger of lagging indicators 
🔔 Follow Ulises Vargas for more safety leadership insights

If your company treats safety like a checkbox instead of a priority, you're in the wrong company.

Not the wrong career. The wrong company.

I hear the same complaints every week:
→ "Management doesn't care about safety"
→ "They won't approve my budget"
→ "Nobody listens to my recommendations"

And my response is always the same:

You're spending more energy complaining than you are looking for the exit.

Stop wasting time trying to convince people who don't want to be convinced.

There are companies where the CEO asks YOU what safety needs. 

Where your incident prevention ideas get implemented. 

Where you have the budget to actually fix problems before someone gets hurt.

But you won't find them while you're stuck complaining about your current situation.

The truth is, most safety professionals stay in the wrong roles too long.

They think every company is the same. 

They're not.

I know safety directors who prevented major accidents because their leadership listened. 
Who got $100k safety investments approved. 
Who built programs that actually save lives.

These opportunities exist.

Here's how to find them:

✅ Connect with safety leaders at companies with strong programs
✅ Update your LinkedIn with specific safety wins and metrics
✅ Share your expertise - other professionals notice
✅ Research companies known for safety excellence
✅ Apply even if the role seems like a reach

Stop accepting that "this is just how it is" in safety.

You didn't become an EHS professional to check boxes. 
You're here to protect people.

Find a company that values that mission as much as you do.

___

🔄 Repost if someone in your network needs to see this
🔔 Follow Ulises Vargas for more practical safety leadership strategies

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