To build sustainable business value, you start with the goal, then earn the reputation that makes it possible.

At Reputation Sherpa, we guide CEOs and leadership teams to work backwards from their growth targets to define the reputation they need to achieve them. Then we help make it real.

Clients have attributed nearly half a billion dollars in added business value to this process.
Because when your reputation is clear, every path to growth gets easier:

--> Clients choose you faster
--> Employees stay longer
--> Investors see greater value

Using our CARAT framework (Credibility, Attention, Relatability, Authority, and Trust) we help turn your invisible wins into visible credibility.

Our frameworks are built on more than 15 years of research, psychology, and results across sectors from professional services to tech and infrastructure.

The outcome is a stronger reputation, inside and out, that amplifies your brand, builds stakeholder confidence, and increases the future value of your business.

If you’re ready to start with the goal and build the reputation that gets you there, let’s talk.

For insights on proactive reputation building, or to start a conversation, let's connect.

Jo Kinner

In large bodies of water, there's a depth at which the temperature drops sharply. 

The thermocline. It's an invisible barrier that keeps the warm surface water from mixing with the cold depths below.

A while ago, I came across a piece by John Bull that made sense to me. He described the point at which trust collapses and clients rapidly and unexpectedly leave their service provider. 

He called it the 𝘵𝘳𝘶𝘴𝘵 𝘵𝘩𝘦𝘳𝘮𝘰𝘤𝘭𝘪𝘯𝘦 because the business doesn't see it coming.

In supplier/client relationships, small issues accumulate. 

--> Prices steadily increase with no added value
--> Service quality reduces over time
--> Fewer features cost the same, or more

Clients tolerate individual issues without a change in behaviour (partly due to the hassle of finding an alternative). 

On the surface they appear loyal. Yet trust has eroded underneath. 

Once the thermocline is reached, clients leave rapidly. Leaders often look for the 'final trigger' and aim to reverse it. But trust builds over time, and they find the reversal doesn't restore the client relationship.

What can you do? Just as divers prepare for a change in water temperature and density they can't see coming, business leaders need to know what lurks in the depths of their stakeholders' minds. 

If there's nothing niggling, that's a great outcome. If there is, knowing about it can spare you the pressure (and cost). 

If you'd like to know what's on the minds of 𝘺𝘰𝘶𝘳 key stakeholders, let's connect. I've been helping companies surface stakeholder issues early for 19 years.  

----
I'm Jo from Reputation Sherpa. I help business leaders use reputation as a strategic tool to build long term value in their company and brand.

Take your business further with a higher reputation | We guide you | Founding Partner at Reputation Sherpa

I’ve tried this on behalf of a client and the insights are next level! Plus I know how much time went into building it. Give it a go while the free offer is there.👏👏

I've met a lot of founders who make decisions based on instinct, plus maybe a Google search or a chat with ChatGPT.

There’s a much better way. . .

I’ve been building a suite of AI decision-support tools for startup founders. The first of these is the AI Startup Analyst.

It uses a knowledge base built on more than a decade of work with 2,000 startups, to give founders the kind of insights they'd normally only get from an experienced advisor or investor.

It reviews your website, reads your pitch deck or business plan, analyses the competitive landscape, researches funding activity in your sector, and generates insights that would take an experienced analyst days to come up with.

You won't get this from chatting with your favourite LLM. This deep analysis is shaped by hands-on experience, seeing what works and what doesn’t in real startups.

In 10 minutes, the AI Startup Analyst delivers:
👉 A detailed, fully-referenced PDF report with insights and practical recommendations
👉 An audio version of the report you can listen to on the go, generated using industry-leading text-to-speech models from ElevenLabs.

Amy McDougall, founder of VeriWorth, used the AI Startup Analyst and told me: “This is some of the most practical and grounding startup advice I've received. Blows my mind that this is possible!”

I’m officially launching it today, and giving FREE access to the first TEN founders who want to try it.

If you’d like an AI Startup Analyst report for your company, comment ANALYST or DM me. Connect with me and I’ll DM you a link. 
[UPDATE: I've allocated all the free places. You can still check out the AI Startup Analyst at https://lnkd.in/gFC8NzA2]

#AI #startup #analyst

The Strategically Selfish Coach | Helping overlooked people pleasers become strategic players | Follow for weekly tactics to put YOUR career first

If you’re a mid-career high-performer in a large organization, this will feel familiar:

You do excellent work.
You’re trusted.
You’re relied on.

And yet…
You’re overlooked in the rooms where promotions are decided.

I help mid-career pros turn reliability, trust and emotional intelligence into professional equity instead of career ceilings.

Most of my clients aren’t underperforming.
They’re over-functioning.

They hold back ideas to avoid friction.
They over-explain to sound prepared.
They quietly absorb work to keep things running smoothly.

Those patterns get rewarded early in your career.
Mid-career, they quietly stall you.

The moment everything changed for me

For years, I believed the same thing my clients do now:
Work harder and it will pay off.

It didn’t.

What did change everything was being invited into C-suite talent discussions inside a Fortune 100 company.

I wasn’t in the room as “high potential.”
I was there because I was trusted.

That meant I heard the unfiltered truth behind closed doors:

-who gets fast-tracked

-who gets labelled “solid but not quite ready”

-why hard work alone stops being the deciding factor

That’s when it clicked.

Being "visible" isn’t enough.
Doing great work isn’t enough.
Even being trusted isn’t enough.

You have to be strategic on purpose.

What I help you do differently:

I don’t help you become louder, harsher, or political.

I help you:

-shift how decision-makers interpret your behaviour

-name your ambition without apologizing for it

-stop being indispensable in the wrong role

-make promotion the path of least resistance

This isn’t about ego.
It’s about positioning.

What my clients actually experience:

Some get promoted. Many do.

But more importantly, they stop:

-shrinking themselves

-leaking energy into proving their worth

-waiting to be noticed

They feel grounded.
Visible.
In control.

They’re finally seen as strategic thinkers, not just dependable doers.

After 15 years in a Fortune 100 company and coaching 100+ professionals, here’s what I know for certain:

• Your boss is thinking about their career, not yours
• HR protects the company, not your ambitions
• “Team player” is often a ceiling, not a compliment
• Being liked doesn’t move careers forward
• Being strategic does

If you’re tired of doing visible work while feeling professionally invisible, you’re in the right place.

I share what decision-makers actually respond to and how careers really move behind the scenes. Feel free to DM me for career strategy session (or book a time at the link in featured section).

Cassie Lincoln

"I hate that I can't trust the company to protect me the way I protect it every day."

A client said this to me recently.
It stopped me cold.

That sentence holds so much quiet grief.

Not anger.
Not entitlement.
Just exhaustion.

It's what happens when someone...
• Shows up consistently
• Carries more than their share
• Acts with integrity, even when no one's watching

...And slowly realizes the loyalty is one-directional.

Here's the reality of the situation:

Companies are built to protect the system.
You are responsible for protecting yourself within it.

That doesn't mean becoming cynical or doing the bare minimum.

It means:
• Building leverage, not just goodwill
• Creating visibility, not just value
• Developing options, not just loyalty

You can be committed and self-protective.

You can do meaningful work and manage your risk.

You can care deeply without outsourcing your safety.

That's not selfish...
It's professional maturity.

When did you first realize the loyalty wasn't mutual?

💫 Save this for the moment you need the reminder.

🌻 Follow Cassie Lincoln for career strategies for people who care deeply but refuse to be expendable.

Career Strategist for High-Performers who get overlooked | Helping mid-career professionals position trust & reliability for advancement

The scariest employee isn't the angry one:

It's the loyal one that goes quiet...

Loyal people don't rage-quit. 
They don't threaten. 
They don't make ultimatums.

They explain. 
They adjust. 
They give the benefit of the doubt.

Again. And again. And again.

Until one day… they stop caring.

That's when leaders get blindsided.

"She didn't say anything was wrong." 
"They seemed fine last week."
"He never complained." 

What actually happened:

Their loyalty went unnoticed.
Their effort went unrecognized. 
Their boundaries went unprotected.

And eventually, caring became too expensive.

For leaders: 

Loyalty isn't infinite. It's built- or depleted- by how people are treated when they do care.

For professionals: 

If you've reached the point where you no longer care, it's not a character flaw.
It's data.

And it might be time to listen to it.

Have you ever reached that point? 
What finally made you stop caring? 👇

💫 Repost to help a leader see this before it's too late
🌻 Follow Cassie Lincoln for bold career honesty

Career Strategist for Mid-Career Professionals | Insider moves to build bankable professional equity | Follow for tools, scripts & AI prompts that get you promoted

Being endlessly accommodating feels noble.
It’s also career-limiting...

One of the biggest career myths I see high performers fall for:
Thinking helpful = promotable.
It doesn’t.

The people who advance fastest aren’t the most available.
They’re the most intentional.

They’ve learned how to disappoint strategically.

Not by being careless.
Not by being difficult.
But by being clear about where their time creates the most value.

That intentionality shows up in:

-how they protect their calendar
-which projects get their best energy
-what they say no to without over-explaining

And:
where they choose to be exceptional instead of everywhere

Meanwhile, people-pleasers do the opposite.

They avoid disappointment at all costs and quietly pay with focus, energy, and visibility.

Here’s the reality of the situation:

You don’t get promoted for being available to everyone.

You get promoted for being exceptional at something that matters.

Strategic disappointment isn’t unkind.
It’s how you signal that your work has purpose.

If this made you uncomfortable in a familiar way, it’s probably pointing at a boundary that wants your attention.

Which slide hit closest to home? 👇

💫Save this for when you need a reminder
🌻Follow Cassie Lincoln for career strategies

Strategic disappointment is a skill

My mentor pulled me aside after a meeting:
"You apologized six times in there... 
Only one of them mattered"

I was confused.
Wasn't being apologetic... polite?

He pulled out his notes:

"Sorry to interrupt, but..."
"Sorry for taking up time."
"Sorry, one quick question?"
"Sorry for the confusion earlier."
"Sorry, can I just add something?"
"I'm sorry, I missed the deadline..."

Only the last one was a real apology.

The rest? Self-sabotage disguised as manners.

I created these rules to banish my over-apologizing habit for good:

→ Stop apologizing for contributing
"Can I add something?" works fine.
You're not interrupting. You're participating.

→ Stop apologizing for asking questions
Questions show engagement, not ignorance.
Drop the "sorry" entirely.

→ Stop apologizing for existing in the room
Your presence has value.
Stop diminishing it with unnecessary apologies.

→ Save apologies for actual mistakes
When you genuinely mess up? Apologize clearly.
"I missed that deadline. Here's my plan to fix it."

That's the one apology that mattered in my meeting.
The other five just made me sound uncertain.

Three months after that conversation, I reflected on my progress.

My ideas started landing differently.
People listened more. Questioned less.

Not because I changed what I said.
Because I stopped apologizing for saying it.

Your expertise doesn't need an apology.
Your questions don't need permission.
Your voice doesn't need a disclaimer.

Save "sorry" for when it actually counts.

What unnecessary apology are you ready to drop?

💫 Save this for when “sorry” tries to sneak in again

🌻Follow Cassie Lincoln for career strategy that builds credibility

I once asked to change who I reported to....
And it changed my entire career:

I was running a critical department-wide project. But I reported to a team supervisor.

The challenge?

She was busy managing her team.
My updates weren't her priority. 

Plus, every decision had to get vetted through the department manager anyway.

So, I was constantly chasing her down. 

Getting last-minute feedback. 
Watching timelines slip.
It was frustrating for both of us.

I decided to propose something different.

I got my supervisor's support first. 
Then I scheduled time with the department manager and made my case:

"For the duration of this project, I'd like to report directly to you."

To make it easy for her to say yes, I proposed:

1. I would provide a weekly one-pager with updates and decisions needed.

2. She'd respond within one business day

3. I'd leave it to her whether we needed to meet

4. I'd return to my original reporting structure when the project ended

She agreed!

The project stayed on schedule. 
Everyone's time was protected. 
The arrangement was a success.

And here's the part I didn't expect:

When the project ended, I didn't go back to my old structure.

A new role was created for me- reporting to a more senior manager.

That one conversation became a turning point.

Here's the reality of the situation:

Your reporting structure isn't set in stone.

But if you want to change it, don't complain about what's broken.
Propose what could work better. 

Make it easy for leadership to say yes. 

And frame it as solving a problem- not creating one.

Have you ever negotiated who you report to? 👇

💫 Repost to help someone rethink what's negotiable

🌻 Follow Cassie Lincoln for career strategies that actually work

High-leverage careers aren’t built by accident:

Most people are taught to build their careers by being reliable, helpful, and saying yes.

That works… for a while.

But over time, effort stops compounding.

Burnout creeps in.

And you start wondering why working harder isn’t moving the needle anymore.

That’s usually when leverage becomes the missing piece.

A high leverage career isn’t about doing more.

It’s about building work that:
• compounds instead of resets
• scales beyond your personal capacity
• gives you more control, not less
• makes your expertise harder to replace

Here’s the reality of the situation:
Many high performers (especially people pleasers) delay leverage because it feels uncomfortable.

Asking for ownership feels risky.
Narrowing your expertise feels limiting.
Building a network feels political.

So they keep over-delivering… without changing the structure of their work.

Leverage isn’t something you arrive at.
It’s something you design over time.

And the earlier you start thinking this way, the less likely you are to burn out trying to prove your value through effort alone.

Which of these feels strongest in your career right now? 👇

💫 Save this & use it as a gap finding tool
🌻 Follow Cassie Lincoln for career growth tools

*******

P.S. The first 2026 edition of my email newsletter goes out next Wednesday. I have so much planned for you all this year! Make sure you're subscribed. I share a career leverage tool in it every week.

I learned the rules AFTER I paid the price:

The coworker who took credit for my idea accidentally did me a favor.

I was angry for weeks.
Then I realized something irritating:

They could only take credit because I had handed the idea over quietly.

The real issue wasn’t their audacity-
(though… let’s be honest, it was a little).

It was my invisibility.

I shared ideas one-on-one.
They shared them in the room.

Guess whose contribution leadership remembered?

Here’s the reality of the situation:

Many people-pleasers avoid visibility because it feels like self-promotion.

So they give ideas away privately, hoping integrity will speak for itself.

But integrity without visibility doesn’t travel.

Helpful people get appreciated.
Strategically visible people get promoted.

Stop beating yourself up.
You weren’t naïve.
You were operating with integrity in a system that doesn’t always reward it.

Once you understand the rules, you get to choose how to play.

The slides break down practical ways to protect your ideas and make sure your work is attributed to you

(without becoming someone you’re not)

Has someone ever taken credit for your idea? 
One word: how did it feel? 👇

💫Save this to protect your next big idea
🌻Follow Cassie Lincoln for strategies that get your work seen

The co-worker who stole my credit did me a favor

People-pleasing wasn’t my problem.
Pleasing everyone was:

Everyone told me to stop people-pleasing. 
That advice almost stalled my career. 

I tried being “less helpful.” 
Speaking up more. 
Saying no reflexively. 

And it felt wrong...like I was performing a personality that wasn’t mine. 

Here’s the reality of the situation: 

People-pleasing isn’t the problem. 
People-pleasing with no boundaries or strategy is. 

I was giving my best energy to: 

Coworkers who never returned the favor 
Managers who would never advocate for me 
Peers who only remembered me when they needed something 

I was loyal to everyone which meant I was strategic with no one. 

The real shift wasn’t becoming colder. 
It was becoming selective. 

Now I’m intentional about where my best effort goes: 

My sponsor 
My manager’s manager 
A small number of peers who champion my work behind closed doors 

Everyone else still gets professionalism. 
They just don’t get my highest gear. 

Same warmth. Same instincts. 
Completely different career outcomes. 

You don’t need to filter out the people-pleaser in you. 
You need to aim them. 

The slides walk through how to do that without becoming someone you’re not. 

Who are you working far too hard to please right now? 
(No names needed.) 

💫 Save this for the next moment you feel the urge to over-give.

🌻 Follow for career strategy rooted in leverage, not burnout.

Start people-pleasing strategically

Not everyone wants you to be promoted...
Even if they like you-

That doesn't mean everyone is out to get you.
And it doesn't mean you should become cynical.

Here's the reality of the situation:

Workplaces are human ecosystems.

Sometimes resistance has nothing to do with the role itself.
It has everything to do with:

👉Identity:
Your rise might challenge how they see themselves.

👉Status:
Hierarchy shifts feel threatening.

👉Comfort with change:
Your growth disrupts their normal.

👉Influence:
Your advancement means someone else loses leverage.

You can outperform everyone and still get passed over.
That's not a flaw in you. It's a feature of the system.

Career growth isn't just about performance.
It's about understanding dynamics and navigating them with purpose instead of confusion.

Not everyone who blocks your path wants what you're going for.
Some are just invested in you staying where you are.

That's not a reason to hold back.
It's a reason to be strategic.

Do you agree? Let's talk in the comments.

💫Repost for those confused by workplace dynamics
🌻Follow Cassie Lincoln for career truths

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The Battle

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Cassie Lincoln

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The Battle

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