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

Stuff - we all have it.


We collect it like our life depends on it.
It makes us happy (or so we think).

We put a lot of thought into what we buy,
where we'll put it
how we'll us it
who will see it

We spend a lot of money on some of it.

And after 120 years, when we're gone, it stays behind.
Filled with dust, or hung in a closet somewhere.

We can't take it with us.
And no one wants it.

For the past 4 months my siblings and I have been slowly dismantling our parents' home.
Accumulated stuff from over 140 years.

Clothes, shoes, knickknacks, jewelry, tech, books, photos, letters, paperwork (SOOO MUCH paperwork), dishes, furniture....

The peak was earlier this week. We finally had someone come in and tow away all the furniture.

It was strange looking at the bits and pieces left behind that no one wanted.

My husband and I kept supporting each other and reminding ourselves that the stuff we have is just that - stuff.
It really has no value.

Sentiment has its place, but if our house is filled with stuff we're doing something wrong.

Our society has become so focused on tangible goods, that we often forget that the most important investment is in our family and our loved ones.

It's better to invest in people.
Invest in creating memories.
Invest in making others feel good.
Invest in DOING good.

Because that's what will truly remain after we're gone.

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

Everyone wants to talk about the AI. Nobody wants to talk about the script.


That's backwards.

I just reviewed two companies using the same AI voice technology. Identical platform. Same voice. Similar target market.

One converts at 25%. The other at 4%.

The difference? The script.

The successful company spent 6 weeks developing theirs:
\- Interviewed top-performing reps
\- Surveyed clients about what resonated  
\- Tested 5 different opening approaches
\- Mapped common objections and responses
\- Built qualification frameworks
\- Created conversation branches for different scenarios

The struggling company used a template they found online. Modified it in an afternoon. Wondered why results were mediocre.

Here's what goes into an effective script:

Opening that immediately communicates value (not "Hi, my name is..."). 
Questions that qualify without interrogating. 
Objection handling that feels conversational, not defensive. 
Natural transitions between topics. 
Clear next steps that match your actual sales process.

And here's the secret: it changes constantly.

The companies seeing best results review calls weekly. They identify what's working. What's not. Where prospects lose interest. Where they engage.

They refine continuously.

If your script is generic, your results will be generic. If your positioning is weak, AI amplifies that weakness.

This is why setup takes 5-7 weeks. Most of that time isn't technical. It's strategic.

You're not installing software. You're building the operational foundation that makes automation effective.

Get the strategy right. Then let technology multiply it.

You're teaching your clients to fail. And you don't even know it.


When you manage your business through Google Docs, you're inadvertently training clients to do the same.

Six months from now, they'll be drowning in scattered action items across documents. Wondering why they can't track what needs to get done.

They'll hit the same scaling wall you're hitting. For the same reasons.

This isn't about being picky. It's about being strategic.

The tools you choose teach your clients how to work.

If you're managing through documents instead of systems, you're modeling a workflow that won't scale with their growth.

Your clients hired you for your expertise. That includes showing them what good operations actually look like.

When you give them a client portal that shows only their tasks, filtered by status, sorted by priority, with automated reminders â€” you're not just making your life easier.

You're teaching them what's possible. What they should expect from their own operations.

Companies using project management tools complete 61% of projects on time, compared to 41% for those without proper tools.

That's not marginal improvement. That's the difference between scaling successfully and hitting constant bottlenecks.

Your job isn't to make clients comfortable with inadequate tools. It's to make them successful with the right ones.

78% of automation projects fail to deliver expected ROI.


I know why.

They automate the wrong things in the wrong order.

Here's what I've learned from 15+ years in operations:

Automation multiplies what you already do. If your process is broken, automation makes you fail faster.

Before you automate your sales process, answer these:

❓Do you have a repeatable sales process that works when you execute it? (If your conversion rate is inconsistent, fix that first)

❓Can you clearly articulate what makes someone qualified vs. not qualified? 

❓Do you have capacity to handle 5-10x more qualified leads? (Generating leads you can't convert is worse than not generating them)

❓Is your CRM actually tracking your pipeline? (If you're using spreadsheets, you're not ready)

The companies seeing 240% ROI from automation have one thing in common: they built operational foundations first.

They documented processes. Created clear handoffs. Established metrics. Built systems.

Then they automated.

The technology is powerful. But it's not magic. It's a force multiplier for strategy you already have.

Get your operations right. Then automate what works.

Not the other way around.

Status tracking won't tell your team what to do tomorrow.


Your project dashboard shows exactly where everything stands. Progress percentages. Assignment details. Timeline updates.

Yet people still ask "What should I work on today?"

Here's why: Knowing where something IS doesn't tell you what to DO about it.

Status thinking: "Project 60% complete, awaiting client approval"
Stage thinking: "Send approval request. If approved by Friday, move to production. If not, schedule revision meeting"

One describes the past. The other prescribes the future.

Most workflows optimize for reporting ("Where are we?") instead of guidance ("What's next?").

This creates the interpretation gap. Your team sees the data but needs you to translate it into action.

Design workflows that embed decision logic:
👉 When [this happens], then [this action]
👉 If [condition met], assign to [person] by [deadline]  
👉 When [stage complete], automatically [next step]

Stop tracking what happened. Start guiding what happens next.

Your future self will thank you for integrating systems now.


Every day you delay, you're paying the man**l tax and hitting scaling ceilings harder.

The question isn't whether you can afford to integrate your systems. It's whether you can afford not to.

Start with your biggest pain point. Success there builds momentum and demonstrates value.

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.

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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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