Day By Day - Business Management

You know you could streamline and delegate a lot of the things on your plate.

✔You have holes in your workflow you know you could patch
✔You’re manually tracking things you know you could automate
✔You’re constantly reinventing the wheel when many of your processes are repetitive

You’re happy with your business growth, but you know you could scale up faster and more efficiently if only you’d optimize your processes.

Over 12 years as a manager and an in-house product owner at a SaaS startup have given me robust knowledge of the most cutting-edge software on the market.

I create maximally efficient workflow systems using the best tools for your needs.

Founder & Chief Strategist

RevGenius

RevGenius is a community for sales, marketing and revenue operations professionals.

Check it out

https://vrlps.co/24XoUTm/cp

Member

Buddy & Soul

Responsible for digitalisation of content for online personal development platform.

Responsible for various domains in the R&D namely 
-Product development 
-Sync and management  of the QA team
-Sync and management of the development team 
-Sync and management of design and writing team integration with production
-Overall leadership of the R&D effort
-Prioritization of development process

Write definition and testing documentation for all components as well as general overseeing of site production from content, via design and programming, to launch.

Responsible for user engagement including
-Defining flow and KPIs
-Setting up digital tools, emails, landing pages and bots
-Collaborating with writing and design teams

Responsible for all tracking and reporting efforts using various tools such as Google Analytics, Analytics Canvas, SQL and more.

Product Owner

Writing Special Forces for personal development.

Writer

Tzomet Sfarim

Managed a team of 18-20 employees. 
Supervised sales as well as orders from suppliers.
Helped train future store managers. 
Supported other stores in chain (professionally and technically).

Store Manager

Michael

The Michael Method is a unique, holistic program to develop and realise and individual's emotional, intellectual and behavioural potential. 
While participating in the Michael Program, students are introduced to a wide gamut of philosophical ideas, values and multi-disciplinary concepts and great challenges.
http://www.michael.org.il

Instructor (Mancha)

Creo

Responsible for developing, evaluating, maintaining and managing curriculum development projects for instructor-led and self-paced training courses.
Courses were in the following formats: written, web-based and video.
Worked with subject matter specialists to ensure effective teaching and learning strategies are utilised in study packages.

Instructional Designer

Versaware Technologies

Creating a framework for internal training, in conjunction with the technologies' developers. 
Pedagogical analysis of materials and needs. 
Management of content delivery process.

Technology Training Manager

Coordinated building of advanced multimedia web sites, from customer requirements gathering through development and launch.
Helped develop a proprietary internet technology used by the company to host the same material on many different sites and maintain the individual personality of each host site.
Also trained Indian subsidiary in the use of this technology.

Internet Project Manager

NDS Technologies Israel Limited

Responsible for maintaining corporate Intranet and developing new sites, as well as teaching new users HTML editing tools and web development.  
Was also involved in multimedia software planning and developing.

Web Developer

Yarid Hasfarim

Supervised orders and sales.
Was in charge of computer services for bookstore chain.

Ashrot Computer Training

Taught beginners and advanced computer classes. Microsoft packages and technical English for computer technicians.

Computer Instructor

Systems that scale businesses to 6 & 7 fig | On the cusp of big time growth? You have a good problem | Scale as a coach, consultant or creative with process, strategy, software, & automation | Save 20+ hours a week

Everything you wanted for your business is happening, word on the street favors your brand — and you have your eye on the next big step.

You're ready to DO it:
📈 scale up - Grow a team around your process & replicate revenue 3X+
💰 sell products - Open new streams of revenue with courses or digital products
🦉 build authority - Get your expertise out there — and charge premium prices

There's just one little problem
It’s hard to move forward and scale your THING — when it’s all inside your head.
👉 You can hire a team, but you'll spend all your time telling them what to do.
👉 You can create a product or course but lack the know-how.
👉 You can build authority with online content, but that would be a full-time job.

You know that there are tech solutions that can get you where you need to go. 

But you've hit your growth ceiling.

😏You've tried to figure it out on your own.
🤨You've tinkered with tools and researched software. (And wasted hours you didn't have.)
😯You’ve set up your business using way too many different tools ... and it’s a mess.
😣You’re sinking into calendar quicksand. You can’t even see what you’re up to now — never mind scheduling all the new things coming down your pipeline.
🫤Instead of creating and monetizing, you’re busy burning the midnight oil and experimenting with product platforms.

Time to get your process out of your head and into scalable, automated workflows and products

Which brings you to... me

Long-Time Automator - 15 + years and going strong
12 years as a manager and an in-house product owner at a SaaS startup, and 3 years as a process and automation consultant.

Compulsive Tool-Tester - 978+ tools tested (and counting!)
I wouldn't be able to stop researching tech if I tried. It's a mild obsession.

Serial Speaker & Trainer - When I'm not tinkering with tools, I'm talking about them.

Generous Whizdom Dispenser - 1,426+ articles, posts & videos.

Playful Podcaster - I'm the co-host of Off Tangent, a playful podcast with my colleague Zineb Layachi. We talk about business, process, and growing pains. 

Masterful Course Creator - I've created courses in-house as an instructional designer, helped entrepreneurs launch their own courses, and developed my own Sales Pipeline Automation Accelerator.

What it looks like to work with me

Strategize - We get everything out of your head and plan ways to automate it.
Set up - I set up the software and automation for you and send detailed how-to-use videos. 
Streamline - You try out all your shiny new tech and we tweak things where needed.

Let's chat
day-by-day.biz/talk-to-me

Irit Levi

A client spent $10,000 on an "all-in-one" platform.



Two weeks after we started working together, we scrapped it entirely.

She was working harder WITH the tool than without it.

The problem? She chose based on features, not fit.

Before evaluating any business tool, answer these 3 questions:

1\. Purpose: What specific outcome do you want?
2\. Process: What are your exact current steps?  
3\. People: Who will actually use this daily?

Tools should serve your business, not the other way around.

Building systems that scale with your ambition | On the cusp of big time growth? You have a good problem | Scale as a coach, consultant or creative with process, strategy, software, & automation | Save 20+ hours a week

Stop asking for everything upfront. Build customer profiles over time.


Traditional approach:
One massive form asking for everything: company details, contact info, project requirements, budget, timeline, technical specifications, decision-making process, etc.

Result: 15% completion rate. Most people see 20 questions and abandon immediately.

Progressive profiling approach:

First interaction (minimal friction):
→ Name, email, company
→ General interest area
→ Rough timeline

Second interaction (after email engagement):
→ More specific project details
→ Budget range
→ Technical requirements

Third interaction (after phone call or demo):
→ Decision-making process
→ Implementation timeline
→ Detailed specifications

Same information collected eventually.
Much higher completion rates at each stage.
Better customer experience because requests feel reasonable.

Progressive profiling recognizes that relationship building happens over time.

You don't need to know everything about a prospect before the first conversation.

You need to know enough to have a valuable first conversation.

Then learn more as the relationship develops.

Smart forms support relationship progression instead of demanding instant information downloads.

"Everyone asks me what to do today."


Heard this from a client whose system tracked everything perfectly. 
Status updates. 
Progress reports. 
Assignment details.

But the system only recorded history. It didn't guide action.

The problem: Status DOES NOT EQUAL  Stage

Status tells you what happened. 
Stage tells you what happens next.

When workflows only capture status, you become the interpreter. 
Every update needs your translation into next steps.

This creates daily bottlenecks and prevents teams from becoming self-directing.

Action-oriented workflows embed decision logic:
👉 When project enters review: auto-send approval request
👉 If approved: move to production queue
👉 If revision needed: schedule design meeting within 24 hours

Stop being the daily translator. Design systems that guide action.

The scaling ceiling isn't about capacity. It's about complexity.


Revenue capacity: More clients requiring more man**l work
Quality consistency: Man**l processes introducing variability  
Stress levels: Team overwhelmed managing chaos instead of delivering value

When systems handle routine tasks, humans focus on value creation.

Reorganizing by function sounds simple. Here's why it's not.


The concept is straightforward: Stop organizing around people, start organizing around business functions.

The execution is where most businesses fail.

Because Sarah isn't just going to cheerfully hand over her marketing responsibilities. She's built her identity around being "the marketing person."

And Mike won't easily give up customer service tasks. That's how he stays connected to customer feedback.

Plus, what happens to the work during the transition? Someone still needs to handle everything while you reorganize.

Successful functional reorganization requires:

→ Change management that respects people's concerns
→ Transition planning that maintains business continuity
→ Clear communication about why the change benefits everyone
→ Gradual implementation instead of overnight revolution
→ New success metrics aligned with functional ownership

It's not a weekend project. It's a strategic initiative.

But businesses that do it right see results within 30-60 days.

And the competitive advantage compounds over years.

The question isn't whether functional organization works.

The question is whether you have the patience and discipline to implement it properly.

Most businesses give up after the first week of discomfort.

The smart ones push through and reap the rewards.

Lauren Lefkowitz ☕️

Lauren Lefkowitz Coaching

Executive Coach who works with clients to break the work, sleep, repeat cycle and escape the trap of being ‘fine’. 

Partner with individuals and small-medium businesses to support professionals who want to find 
joy, excitement, challenge, and balance in their careers...and still have a personal life to love. 

Making it comfortable to get uncomfortable, create powerful goals, and create real, sustainable career (and life!) transformation.

CEO - Executive Coach

Fractional strategic human resources and operations services for small to medium US-based businesses. Services include strategic planning and implementation planning for organizational structure including structure strategy and implementation, compassionate job eliminations, recruiting, policies, employee relations and business management.

Fractional Strategic Human Resources / Fractional CHRO

Pulmonary Hypertension Association

When I joined PHA in 2015, the CEO told me he wasn't sure what I was supposed to do, but that he knew PHA needed me. As the first Vice President, Human Resources & Operations, I was given the latitude to build the organization's first true HR department during an initial rapid growth phase, through the retirement of the CEO, participating in onboarding a new CEO, managing transitions as we restructured and worked closely with the leadership team to build an HR structure, develop the employee culture and create team-driven strategies. 

This freedom to thrive allowed me to: 
* create new policies, communications and workflow processes 
* offer support and flexibility during COVID-19
* improve our hiring and promotion philosophy and processes
* implement a more competitive compensation and benefits package
* effectively work with staff to manage change
* oversee PHA's office move and from-the-studs construction
* fill in as interim just-about-everything at different times (as interim VP, Communications & Marketing and interim management of Finance, Development and Program employees and processes during related leadership transitions)

What a ride this position was!

Vice President, Human Resources & Operations

I began writing resumes for family and friends, just as a favor here and there. Eventually, I learned I had a special skill set that allowed me to help job seekers see themselves in new and different ways. 

Over the years, as my skills and experience developed, I realized I really had a knack for helping job seekers with resumes, cover letters, job search strategies, interview skill building and career pathing. 

During the past several years, I’ve developed these tactics and strategies and continue to discover new ways to help professionals take their next steps forward, whether it’s deciding what direction to go in career growth-wise or helping to build confidence or managerial skills or executive presence.

Human Resources Career Consultant

Calvert Research and Management

This position offered me all kinds of opportunity to build, build, build. I implemented the full cycle recruiting process, improving proactively recruiting a diverse candidate pool, for all positions, entry level through executive.

When I joined, I saw a missed opportunity to build relationships with the parent company’s Human Resources team, and subsequently was invited to work with parent company on a variety of projects, including implementation of a new applicant tracking and onboarding system and creating and delivering new training materials and workshops.

I also got to audit, audit, audit, and report, report, report. This included a full audit of more than 100 job descriptions, building an affirmative action plan, and reporting on time to hire and other recruiting measures. I also creating new training programs, both with partners and professional materials and from scratch. I loved being able to create in this area.

Because I made relationship management a priority, the parent company invited me to collaborate on training, developing, writing and/or editing and subsequently communicating consistent, fair policies and processes and I was asked to lead the RFI process for the company’s new ATS.

Human Resources Business Partner

Enterprise

Enterprise was my first toe-in-the-water in HR. I was tapped on the shoulder to join the HR team by the DC area General Manager and after a short time in the smallest HR role in the region, I was selected to establish the human resources department in newly created region of company. And after a couple of years in that office, I was asked to move to an underperforming office to organize and make the HR team thrive. 

As a generalist, I managed benefits administration, HRIS database updates and changes, new hire and termination processes and employee complaint resolution, performance management and progressive discipline processes, from coaching and development to termination, and conducted one-on-one training with all levels of management based on individual needs.

My first opportunities to train and develop HR people was here - I trained and managed human resources staff and other administrative employees and served as a peer advisor to human resources generalists in several other regional offices.

Human Resources Generalist Supervisor

Fine is a Trap | Execs partner with me to figure out why their careers aren’t fun anymore and fix it | Executive Coach | Keynote Speaker | Laughter Yoga | Fractional HR

You're not fine. I don't believe there is any such thing as being FINE.

Fine is giving up on the idea that your career-your life-can be AMAZING.

Fine is a trap.

Fine is not speaking up for what we need OR want.

Fine is not setting boundaries, not following our dreams, giving up on better. 

Fine is the trap of complacency, overworking, ruining our mental health, slowing progress.

𝗪𝗵𝗮𝘁 𝘄𝗲 𝘁𝗵𝗶𝗻𝗸 𝗶𝘀 𝗶𝗻 𝘀𝗲𝗿𝘃𝗶𝗰𝗲 𝗼𝗳 𝗼𝘁𝗵𝗲𝗿𝘀–𝗯𝗲𝗶𝗻𝗴 𝗮𝗴𝗿𝗲𝗲𝗮𝗯𝗹𝗲 𝗮𝗻𝗱 𝗵𝗲𝗹𝗽𝗳𝘂𝗹 𝗮𝗻𝗱 𝗶𝗻-𝘀𝗲𝗿𝘃𝗶𝗰𝗲-𝗼𝗳–𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗯𝘂𝗿𝗻𝘀 𝘂𝘀 𝗼𝘂𝘁.

You know who’s not fine with it?

>>> Me <<<

Lauren Lefkowitz.

I’m not fine with you being ‘fine’.

I know that you imagine, but can't ACTUALLY imagine:
* Having boundaries so you have some real personal time
* Stopping having things come up at work that make you cancel plans
* Saying no to…anything…so you’re not always feeling like you have to do more
* Getting the promotion, money, title, environment, boss, career you want without sacrificing your whole gall durned life

Instead, you feel:
* Freaking exhausted, which means you’re going home at the end of the day with no energy
* Burned out, leaving you unexcited about the actual work that you’re doing
* Like you’re failing – at work and home
* Oh, and if you’re in a toxic workplace? Double that feeling of not ‘fine’

My clients struggle with this and have convinced themselves they are ‘fine’.

Spoiler alert: They. Are. Not. Fine. With. That.

They want MORE. They DESERVE more. 

YOU deserve more.

How do I know?

I was ‘fine’ for far too long and it cost me:
* I had a limited social life
* The chronic illnesses I already had got worse-I was sicker all the time; I ‘saved’ my energy for work
* I had no hobbies. Zero. I worked, slept, repeated

Finally, I was done with 'fine'.

I decided my life would be full of CHOICE and FUN and SUCCESS and ACHIEVEMENT.

𝗡𝗼𝘄, 𝗺𝘆 𝗹𝗶𝗳𝗲’𝘀 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼 𝗴𝗲𝘁 𝗬𝗢𝗨 𝗼𝘂𝘁 𝗼𝗳 𝘁𝗵𝗲 𝘁𝗿𝗮𝗽 𝗼𝗳 𝗯𝗲𝗶𝗻𝗴 ‘𝗳𝗶𝗻𝗲’.

I coach high-achieving executives and rising executives to find their versions of AMAZING.

I partner with you to create the career and life you think is only possible for others.

We’ll craft a program for you, digging into what is no longer working for you, create a picture of what you want, and together, we’ll build you the life you actually want to have!

Book a call with me here: https://laurenlefkowitzcoach.as.me/letschat or DM me to learn more.

Not ready to talk?

Ring my LinkedIn bell and follow me on Instagram @lauren.coach.fineisatrap

CEO - Executive Leadership Coach

Executive Leadership Coach who works with clients to break the work, sleep, repeat cycle and escape the trap of being ‘fine’. 

Partner with individuals and small-medium businesses to support professionals who want to find 
joy, excitement, challenge, and balance in their careers...and still have a personal life to love. 

Making it comfortable to get uncomfortable, create powerful goals, and create real, sustainable career (and life!) transformation.

taplio

The Battle

Irit Levi

Lauren Lefkowitz ☕️

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The Battle

Irit Levi

Lauren Lefkowitz ☕️

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Irit Levi's LinkedIn Performance

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