Self-employed | Contract work

Empowering hospitality leaders with targeted, actionable strategies that drive immediate results. My focus is on accelerating career growth through practical tools in leadership mastery, team engagement, and strategic thinking.

Key Achievements:

✧ Fast-Tracked Career Development: Designed a career advancement framework that helped 50+ clients secure higher roles within 6 months.

✧ Leadership Mastery: Enabled managers to enhance confidence and effectiveness with a 25% increase in team productivity.

✧ Interview Success: Guided professionals in executive role preparation, achieving a 90% interview success rate.

✧ Team Engagement Strategies: Introduced team-building frameworks that increased employee retention by 20% across client teams.

Career Development Specialist

The Barrett Group

As an Executive Resume Writer at The Barrett Group, I crafted high-impact career documents that led to career advancements for hundreds of clients. 

My approach focused on capturing core strengths, aligning with client goals, and enhancing market relevance.

Key Achievements:

✧ Produced strategic resumes that directly led to increased interview rates for clients.

✧ Recognized for delivering high-quality, tailored career documents that positioned clients for leadership roles.

✧ Collaborated with consultants to integrate personal branding techniques, boosting clients' visibility on LinkedIn.

Executive Resume Writer

Goodwin Recruiting

Leveraged extensive hospitality expertise to navigate the complexities of talent acquisition during the unprecedented COVID-19 pandemic, focusing on aligning top-tier talent with leadership roles to support client growth and team cohesion.

Key Achievements: 

✧ Adapted recruiting strategies to overcome pandemic-related challenges, resulting in successful placements that supported critical leadership needs. 

✧ Implemented targeted industry insights to maintain streamlined hiring practices, reducing the average hiring cycle despite widespread disruptions. 

✧ Enhanced client partnerships through transparent communication and creative candidate sourcing methods, fostering trust and long-term collaboration.

Recruiter- Hospitality Division | Remote

SUNY Adirondack

Partnering with a state university’s continuing education department, I helped create an interactive class designed to help staff improve the customer experience for the Lake George region of New York!

Curriculum Development- Contract Training

Without a master’s degree, but years of real-life leadership experience, I found it difficult to teach at the university level.

So, I did the next best thing and condensed what I had learned over the years of coaching, mentoring, and developing teams and managers, and created two courses.  

My love of teaching flourished as I helped other professionals improve their own leadership skills and increase internal and external customer engagement.

Continuing Education Instructor

Richbell Capital

Led the transition from hospitality to multifamily property management, successfully overseeing the growth of a Class A portfolio from one to five communities (800+ apartments) while improving resident experience.

Key Achievements:

✧ Established SOPs and management practices, increasing operational efficiency by 30%.

✧ Enhanced resident retention by 13% through quality service initiatives.

✧ Achieved 90% occupancy consistently, with a strong focus on resident satisfaction.

Director of Property Management | Partial Remote

Led the strategic direction and operations of a high-volume hotel, focusing on revenue growth and guest experience.

Key Achievements:

✧ Increased F&B revenue by 25% through unique menu expansions and event-driven promotions.

✧ Partnered with local businesses for cross-promotional opportunities, boosting occupancy during off-peak times.

✧ Achieved top ratings in guest satisfaction surveys by enhancing service quality and personalized experiences.

Hotel General Manager

✧ Developed and delivered curriculum for a non-credit hospitality field class

Hyatt Hotels Corporation

Oversaw comprehensive F&B operations, implementing strategies that led to measurable improvements in service scores and customer satisfaction.

Key Achievements:

✧ Raised F&B customer service scores by 15% through targeted staff training and SOP enhancements.

✧ Introduced themed F&B events that drove an 18% increase in guest satisfaction during key revenue periods.

✧ Maintained the highest LRA score in the division, establishing a benchmark for quality and consistency.

Food and Beverage Director

Having opened the property as part of the Corporate F & B Opening team training the staff on hotel directives and SOPs, I was thrilled at the opportunity of joining the team as an assistant director.

Working for a director that celebrated new ideas, we found creative ways to drive revenues:

✧A bloody Mary bar on New Year’s Day with Dr. Hangover.

✧Cocktails, chocolate beers, and desserts for Valentine’s Day.

✧Beer Pairings- after all, we were in Denver.

✧Dessert happy hours

✧ Incentive contests for managers to recognize their efforts in driving revenues, reducing costs, and improving the guest experience.

Assistant Food and Beverage Director

o   Assisted in the management of all food and beverage departments including five (5) outlets, retail coffee store, and banquet department - exceeding $18 million in annual revenue
o   Developed strategic hiring strategies to accommodate seasonal business demands
o   Implemented innovative training programs to improve customer satisfaction scores

o   Achieved an annual food revenue of $12 million
o   Maintained payroll and overtime costs based on revenues
o   Achieved a yearly customer satisfaction score of a 4.6 out of 5 for banquet service
o   Coordinated incentive contests designed to increase customer service scores and improve morale
o   Responsible for weekly schedules of 50-100 associates

Banquet Manager

o   Oversaw beverage operations for four (4) hotel restaurants, lobby bar, and all banquet functions
o   Achieved and maintained beverage cost of 19.1% in the hotel’s second year of operation
o   Marketed a unique customer experience while adhering to all division directives
o   Directly responsible for ordering all beverage related items for the resort

Beverage Manager

o   Managed a 47-seat restaurant and two (2) beverage carts at 18-hole golf clubhouse
o   Assisted in other aspects of food and beverage during peak times
o   Developed and marketed incentive contests to increase revenue

Restaurant Manager

o   Assisted in managing banquet functions, corporate meetings, and social events
o   Assisted in the supervision of room setups, coordinated services, and details of all banquet events
o   Demonstrated leadership ability maintaining department scheduling and payroll

Assistant Director of Banquets

o   Coordinated training solutions for union employees
o   Successfully organized and directed catered guest room events to ensure guest satisfaction
o   Developed strategies to maximize potential, new and current client base accounts
o   Exceeded food and beverage forecasts - revenue of $2.5 million

Director of Room Service

o   Successfully illustrated and implemented a children's menu
o   Assisted with planning for holiday brunch events
o   Motivated staff by strengthening the working relationship with the culinary team

Assistant Restaurant Manager

Empowering Professionals to Stand Out, Secure Leadership Roles, and Transform Teams

With over two decades in hospitality leadership, operations consulting, and executive career coaching, I bring practical experience to professionals ready to take the next step in their careers. I combine real-world leadership insights with a proven track record in resume writing and career development to deliver results that matter.

I’ve held roles ranging from Director of Food & Beverage at Hyatt Hotels to Hotel Operations Consultant, overseeing large teams and million-dollar operations. I know what hiring managers look for because I’ve been one—and I help my clients tell their stories to stand out!

What I Offer:

✔ Executive Resume Writing: As a former recruiter and consultant, I write resumes that highlight achievements, leadership impact, and unique strengths to position you as the ideal candidate.

✔ Career Coaching: From interview preparation to navigating career pivots, I help leaders step into their next role with confidence.

✔ Leadership Development: I guide managers and professionals in building high-performing teams through empathy, structure, and clear strategy.

✔ Hospitality Consulting: Practical solutions for leadership challenges, operational efficiency, and guest experience optimization.

Whether you’re a professional looking to rebrand, secure a leadership role, or grow as a leader, I’m here to provide the tools, strategies, and clarity you need.

Ready to elevate your career or leadership impact? Let’s connect and start the conversation.

Luke Duggan

I once worked with a manager whose resume said:
“Oversaw daily operations for a 200-room property.”

Accurate and dull.

We rewrote it to show the impact made:

“Led a cross-functional team through a full renovation while maintaining 94 % guest satisfaction.”

Same role. 
Different story.

Sometimes it’s not that your resume lacks experience; it just lacks emotion. 

The results, decisions, and pressure you carried tell the real story.

📍 What’s one resume line of yours that deserves a story behind it?

Luke Duggan 

Executive Resume Writer | Led Multimillion $ Teams, Now I Help You Land High-Visibility Roles

At some point, you stop learning from your job and start maintaining it.
That’s usually the moment you’re being prepared for what’s next.

The danger? 
Staying too long because it’s comfortable or convincing yourself you’re not ready.

Every promotion, pivot, or reinvention starts with a decision to tell a new story about yourself.
 
Your resume and profile should reflect where you’re going, not where you’ve been.

📍 Are you still describing yourself for the role you already mastered?

“Managed a team of ten.”

“Responsible for client satisfaction.”

“Oversaw daily operations.”

None of these are accomplishments; they’re job descriptions.

Accomplishments show change. Not what’s expected of you in your current role.

What got better because you were there?
What problem did you solve that others missed?

📍 If your resume lists what you did instead of what changed, you’re not showing impact. 

You’re listing only duties, and it makes you no different from every other applicant.

What’s one bullet you could rewrite to highlight the difference you made?

She’d led major projects, mentored teams, and delivered results quarter after quarter.

However, the silence that followed each application was deafening.

When we reviewed her resume, it read like a job description. 
 
No context. No leadership voice. No “why it mattered.”

We rebuilt her story around outcomes and ownership.

Within three weeks, she had multiple interviews, and more importantly, her confidence was back.

A resume isn’t a list of what you did; it’s evidence of how you think.

🧭 If your results aren’t getting noticed, the problem isn’t your work; it’s how it’s being told.
 
📍 Have you ever felt that your resume was accurate but not effective?

The job search doesn’t drain you because of rejection.
It drains you because of ambiguity.

Endless scrolling. 
Silence after applications. 
The feeling that you’re doing everything right but still invisible. 

The fix isn’t more effort. It’s clarity.

Clarity about your story, your strengths, and your target.

When every move aligns with where you’re headed, momentum returns.

📍 What’s one change that helped you make your job search less exhausting?

Too many great leaders stay invisible until it costs them opportunities.
 
I’ve worked with leaders who built strong cultures, solved problems quietly, and led teams with heart, only to get passed over because their impact wasn’t visible.
 
Visibility isn’t bragging. 

It’s about ensuring the right people understand your impact.

Your resume should reflect how you lead, not just what you did.
 
📍 What’s one way you make sure your leadership is seen?

It was one of those weekends every hotel leader remembers-

All outlets packed, the ballroom hosting a high-profile reception, and the kind of pace that makes the hours blur.

By Sunday night, everything had run flawlessly. 

Sure, we had hiccups, but guests were happy, service never broke stride, and the team pulled together beautifully. 

The old me would have assumed everyone saw the impact because results alone don’t speak for themselves. 

But I took no chances and spent additional time crafting an email that showcased the team's successes. That short email, which probably took an hour to write, recapped the weekend’s numbers, the challenges overcome, and the wins worth celebrating, and made sure senior leadership knew. 

Not to boast, but to make the invisible visible.

That lesson never left me. Visibility is leadership.
 
If you don’t tell the story, someone else will, and they might not tell it right.

It’s the same principle I bring to my work today: helping leaders articulate their impact clearly, so their results and their character don’t go unnoticed.

📍 Have you ever had your work overlooked because it wasn’t visible?

Not every leadership moment gets applause, but that doesn’t make it less meaningful.
 
Some of the most important work happens when no one’s watching:
 
✅ Backing up a struggling team member

✅ Fixing the prep line before guests arrive
 
✅ Rewriting a resume bullet at midnight so it lands the right way
 
Visibility doesn’t mean chasing credit. It means understanding which moments quietly define your story.
 
📍 What’s one “quiet win” from your week?

Some turning points arrive with fanfare. Others sneak in quietly.

Mine came in a moment that didn’t look important at all, a small project that forced me to rethink my leadership approach.
 
It wasn’t glamorous, but it exposed a gap I hadn’t noticed: I was leading for efficiency, not clarity.

That project changed how I approached group work, from how I communicated with teams to how I helped clients tell their own career stories.

Turning points rarely announce themselves, and they show up when you least expect them to. Disguised as another day’s work, and looking back, you realize those moments honed your style.

📍 What moment in your career seemed small at the time but ended up changing your direction?

Every success story has a moment where it almost fell apart.
The missed deadline.
The unexpected setback.
The voice in your head saying, “Maybe this isn’t going to work.”

But something pushes you through, a decision, a person, or plain stubbornness.

The wins that almost didn’t happen are the ones that teach you the most about what you’re made of.

📍 What’s one success you nearly gave up on, and what kept you going?

This year taught me a humbling lesson: 
doing more isn’t progress if it’s in the wrong direction.

I’m letting go of content that fills time but not purpose.
 
Of chasing ideas that look good but don’t move the business.
 
Of assuming consistency alone equals momentum.

Sometimes clarity starts with subtraction.

📍 What’s one thing you’re releasing before the new year to make space for what matters?

We often discuss what we’ve taught others.
However, growth often hides in what surprises us.

Maybe a conversation shifted your perspective.

Maybe a problem you thought was simple had layers.

Maybe someone on your team showed you a new angle.

Surprise has a way of revealing blind spots and sparking growth, if you take a moment to notice it.

📍 Anything surprise you this week?

Every meeting, decision, and shift contributes to your professional story. The only question is: are you shaping it, or letting others write it for you?
 
 
Leaders often think branding starts when they decide to update their resume.
 
Your reputation is built daily, in how you handle conflict, give feedback, show up under pressure, and lead when no one’s watching.
 
The resume merely captures what you’ve already made visible.

📍 What story is your daily leadership writing for you?

Keep it simple, human, and authentic.
 
This week, visibility was on my mind.

The moments that stuck weren’t flashy; they were the times someone showed up, set the tone, or made their impact felt without saying a word.

 📍 What stood out to you this week about how leadership shows up before it speaks?

“What impact did you make that no one asked you to make?”

Because the best leaders don’t wait for permission to improve things.

They notice what’s broken and fix it. 
They raise standards others stopped seeing.
They take initiative.

You can tell a lot about someone’s leadership by how they answer, not the words, but the reflection behind them.

📍 How would you answer that question?

Growth doesn’t always come from new ideas.

Sometimes it comes from small course corrections.

The way you open a conversation.
The pause before you reply.
The moment you decide to handle something better than last time.

Leadership is about awareness, not being perfect.

📍 What’s one thing you’re doing differently next week?

Working with clients, the best resume line isn’t always about the biggest metric.
It’s the one that reveals leadership character.

One client wrote:
“Led 12 direct reports.”

We changed it to:
“Built a team trusted to run operations in my absence.”

Same role. Different weight.

The second line shows ownership, trust, and leadership maturity, the qualities hiring managers value.

When you learn to write results through the lens of impact, not inventory, your resume stops blending in.

📍 What’s one quiet accomplishment that deserves more credit in your story?

Years ago, I worked under a GM who refused to lower standards, even on nights when everything went wrong.

The lobby was packed, the phones wouldn’t stop ringing, and the bar was short-staffed.

He did more than protect the service that night. He protected the trust our guests and staff came to expect.

Now, when I help leaders shape their resumes, I think about that lesson.
 
You’re not just listing what you did.
 
You’re defending what mattered and demonstrating you stood firm when it counted.

📍 Who taught you to protect the standard when it would’ve been easier to let it slide?

The moments I’m most thankful for weren’t the easiest ones.
 
They were the ones that shaped clarity:

The rejection that made me sharpen my story.
The client who pushed for a better version.
The leader who told me the truth, not what I wanted to hear.

Gratitude is more than reflection because every setback I’ve had became a blueprint for helping others position their worth.

📍 What moment challenged you most and later proved to be a gift?

Early this year, I almost said no to a client because the project seemed small.
It turned into one of my most fulfilling partnerships,  and a reminder that impact isn’t always visible upfront.

That “small” project ended with a client landing their dream role.
 
What I thought was routine became a story I still reference when coaching others.

The wins that matter most often start quietly,  when you choose to stay committed, even when the payoff isn’t obvious yet.

📍 What’s one quiet win that reminded you why you do what you do?

💡What if your next promotion didn’t come from working harder; but from being seen differently?

I help Tech professionals go from being “too technical to lead” to trusted, influential, fulfilled leaders. 

🧠 Backed by neuroscience, psychology, and real-world experience, I blend inner clarity with high-performance strategies

What I Help You Do:
→ Build visibility, influence & strategic presence
→ Reframe imposter syndrome into intentional confidence
→ Communicate like a leader, not just an expert
→ Break through the performance trap & lead on your terms

Why Work With Me?
• 15+ years in Tech (Salesforce, HP, Pre-Sales & Leadership)
• MSc in Psychology & Neuroscience (King’s College London)
• Certified Executive Coach (ICF ACC + Barefoot Coaching + NLP Practitioner)
• Search Inside Yourself (Google-born Mindfulness Leadership)
• Trained to 'Teach' meditation directly by Jack Kornfield and Tara Brach
• 10x Marathoner — I coach what I’ve lived

🎯 Currently accepting coaching partnerships for high-performing tech professionals
📩 DM me or visit www.stephenbaines.coach

Your leadership isn’t about doing more
It’s about becoming more of who you already are

Stephen Baines

Companies want you back in the office for one reason
... And it's not collaboration

Look at the data:

Stanford: Remote workers 13% more productive
Gallup: 38% remote workers engaged vs 19% office
78% of managers say remote teams exceed goals

Yet reports suggest 73% of companies are forcing RTO

Why?

Connection, innovation and performance is often cited. But the real reason?

Control

When you're remote, they can't:
• See you "working"
• Warrant middle management
• Justify the expensive office lease

When you're remote, you can:
• Deliver actual results
• Interview without taking PTO (and make up the hours)
• Realise you don't need them

That terrifies them

𝗧𝗛𝗘 𝗗𝗔𝗧𝗔 𝗧𝗛𝗔𝗧𝗦 𝗜𝗚𝗡𝗢𝗥𝗘𝗗:

Office workers spend 32% of time on "performative work"
Basically looking busy instead of being productive

Remote workers get in ~5 hours of deep work
Office workers get 2 (if lucky)

𝗧𝗛𝗘 𝗛𝗨𝗠𝗔𝗡 𝗖𝗢𝗦𝗧:

Office = ~400 hours/year commuting
Remote = ~400 hours back in your life

Office = Kids asleep when you leave AND return
Remote = Actually present for your family

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘:

Open offices trigger cortisol all day
Your brain treats interruptions as threats

Home triggers focus
Performance increases ~31%

𝗧𝗛𝗘 𝗛𝗬𝗣𝗢𝗖𝗥𝗜𝗦𝗬:

CEOs work remotely all the time and label it: "Strategic thinking"
You work from home: "Not committed"

Meanwhile:
• 76% of people would quit if flexibility removed
• 22% see a productivity boost when given choice

The reality is that companies forcing RTO are really say:
"We don't trust you"
"We can't manage by results"

The best talent is leaving
Building the future elsewhere

I've watched this hundreds of times:

Forced RTO → Performance drops → They find remote role → Thriving in 6 months

Every. Single. Time

𝗬𝗢𝗨𝗥 𝗠𝗢𝗩𝗘:

32.6 million US workers will be remote by 2025
That's a >200% increase from pre-pandemic

You're not asking for a perk
You're asking to do your best work

Companies that don't get this?
Tomorrow's Blockbuster

💬 Is your company forcing RTO? What's your plan?

♻️ Share with someone fighting for flexibility

➕ Follow Stephen Baines for data-driven truth about modern work

Building Influential Tech Leaders | Coaching Psychologist | Favikon #1 UK Meditation & Mindfulness | Salesforce Leader

Everyone thinks burnout is about work-life balance
... They're solving the wrong problem

THE BURNOUT ICEBERG:

What people see:
• Long hours
• Looking exhausted  
• Missing lunch breaks

What actually prevents burnout:
• A great leader who trusts you
• Mindful awareness of your thoughts and emotions
• Having actual fun at work
• Strong wellness habits as foundation
• Growth prospects that excite you
• Constructive feedback that helps
• Continual learning opportunities
• Passion and purpose in your work
• Flexibility to work your way

The list goes on...

The reality is:
⛔ You can't yoga your way out of a toxic boss
⛔ You can't meditate away micromanagement
⛔ You can't vacation from a dead-end role

Burnout isn't about YOU being weak
It's about CONDITIONS being wrong

THE 30-DAY FIX:

⚡ Week 1: Find one thing that gives you energy. Do more of it
⛔ Week 2: Set one boundary. Hold it
📈 Week 3: Start one conversation about growth
🚀 Week 4: Make one change. Track the difference

Small shifts compound

If you feel alive on Sunday but dead by Tuesday, the math is clear:

Stop fixing yourself
Start changing conditions

💬 What actually prevents YOUR burnout?

♻️ Share with someone who needs this permission

➕ Follow Stephen Baines for truth about thriving at work

70% of resignations have nothing to do with money
The real reason?

Leaders who don't say "thank you"
... AND mean it!

Properly. Specifically. Publicly

Appreciation isn't a nice-to-have
It's how humans are wired to perform

The neuroscience is clear:
Recognition triggers the same brain regions as financial reward

But here's what most leaders do instead:
⛔ 1:1s focused on operations
⛔ Generic praise
⛔ Pizza Fridays

Meanwhile the top performers hasn't heard their name in 6 months

💬 When did someone last appreciate YOUR specific contribution?

➕ Follow Stephen Baines for leadership psychology that works
Also grab my newsletter for weekly strategies to grow as leaders https://lnkd.in/ejtfPG9J

"Remote workers are lazy"

Really?

Office workers THINK we're:
☕ Sipping coffee all day
📺 Netflix between emails
🛋️ Taking afternoon naps
📵 Ghosting our teams

Remote workers ACTUALLY:
🌍 Lead global teams at 8AM
⚡ Get 5 hours deep work (office gets 2)
📊 Own outcomes, not face-time
🎯 Deliver without supervision
🧩 Problem Solve without adhoc chats
🧭 Lead without visibility

For me, its quite obvious with the research also backing it up:
• 76% report higher productivity (Gallup)
• 90% maintain or improve quality
• 45% fewer wasted meetings

IMO, the pushback on remote is twofold:
🏢 Real-estate utilisation (back-scratching)
😱 Leaders who don't know how to lead remote teams

The fact is, remote work doesn't create lazy workers
It reveals who's been carrying the team all along

The office HIDES mediocrity
Remote EXPOSES excellence

No wonder managers want you back
Your performance makes them look bad

💬 Office or remote... where do you actually deliver?

➕ Follow Stephen Baines for truth about modern work

Working harder won't get you promoted
Working smarter will

Look at these 15 "lazy" habits

Top performers do all of them

Because success isn't about hours
It's about impact

All because...
You can't create impact exhausted
You can't think when wiped out
You can't operate to your best in toxic environments

💬 Which "lazy" habit actually makes you brilliant?

♻️ Share with someone killing themselves for a promotion

➕ Follow Stephen Baines for truth about getting ahead

15 Signs You’re Already A Great Leader
(even without the title)

The signs are obvious when pointed out to us. See below:

1. People seek your input (when you're not even their boss)
2. You steady yourself first (before helping others panic)
3. You create clarity (when everyone else is confused)
4. You give credit, take blame (without being asked)
5. You protect focus (by saying "no" for the team)
6. You coach, not control (people grow around you)
7. You translate chaos (into simple next steps)
8. You fix unowned problems (because someone has to)
9. You set standards silently (others just follow)
10. You're copied (your habits become team habits)
11. You decide the unspoken (when no one else will)
12. You decide with context (not just data)
13. You keep promises (even tiny ones)
14. You learn in public (admitting what you don't know)
15. You speak for the silent (giving voice to the quiet)

You might think you need:
⛔ A title
⛔ Direct reports  
⛔ Authority

But you're already:
✅ Setting standards
✅ Building trust
✅ Creating clarity
✅ Influencing outcomes

You're not preparing to lead
You're already leading

The only question:
Will you own it?

QUICK TEST:
5+ signs = Leading informally
10+ signs = Ready for the title
13+ signs = Probably underpaid

💬 How many signs? (Be honest)

♻️ Tag someone who doesn't know they're already leading

➕ And drop me a follow for more psychology of leadership gems

Learn these phrases now...

Never tolerate them again
Your future self will thank you

Look at this image

After coaching 200+ professionals, I found the pattern:

One sentence under pressure reveals everything about a leader

THE PHRASES THAT DESTROY VS BUILD:

"𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝗿𝗲𝗹𝗮𝘅, 𝗻𝗼𝘄"
Translation: Your feelings are inconvenient

"𝗟𝗲𝘁'𝘀 𝗽𝗮𝘂𝘀𝗲 𝗮𝗻𝗱 𝗿𝗲𝗴𝗿𝗼𝘂𝗽 𝘀𝗼 𝘄𝗲 𝗰𝗮𝗻 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗲𝗮𝗰𝗵 𝗼𝘁𝗵𝗲𝗿"
Translation: Your humanity matters more than this deadline

See the difference?
One dismisses. One connects

"𝗧𝗵𝗶𝘀 𝗶𝘀 𝗮𝗯𝘀𝗼𝗹𝘂𝘁𝗲𝗹𝘆 𝘂𝗻𝗮𝗰𝗰𝗲𝗽𝘁𝗮𝗯𝗹𝗲"
Creates fear, kills innovation

"𝗧𝗵𝗶𝘀 𝗶𝘀 𝘁𝗼𝘂𝗴𝗵, 𝗯𝘂𝘁 𝗜 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝗶𝗻 𝗼𝘂𝗿 𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗼 𝗼𝘃𝗲𝗿𝗰𝗼𝗺𝗲 𝗶𝘁 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿"
Creates safety, sparks solutions

Your team doesn't need your panic
They need your confidence

"𝗪𝗵𝗼 𝗱𝗿𝗼𝗽𝗽𝗲𝗱 𝘁𝗵𝗲 𝗯𝗮𝗹𝗹 𝗵𝗲𝗿𝗲?"
Everyone goes into survival mode

"𝗧𝗵𝗶𝘀 𝗱𝗶𝗱𝗻'𝘁 𝗴𝗼 𝗮𝘀 𝗽𝗹𝗮𝗻𝗻𝗲𝗱, 𝗯𝘂𝘁 𝗹𝗲𝘁'𝘀 𝗹𝗲𝗮𝗿𝗻 𝗮𝗻𝗱 𝗴𝗿𝗼𝘄 𝗳𝗿𝗼𝗺 𝗶𝘁"
Everyone goes into growth mode

Accountability without assassination
That's leadership

"𝗜'𝗺 𝗻𝗼𝘁 𝘁𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗳𝗮𝗹𝗹 𝗳𝗼𝗿 𝘁𝗵𝗶𝘀"
Shows exactly who you are

"𝗜 𝗼𝘄𝗻 𝗺𝘆 𝗽𝗮𝗿𝘁 𝗶𝗻 𝘁𝗵𝗶𝘀. 𝗛𝗼𝘄 𝗰𝗮𝗻 𝗜 𝗵𝗲𝗹𝗽 𝘂𝘀 𝗺𝗼𝘃𝗲 𝗳𝗼𝗿𝘄𝗮𝗿𝗱?"
Shows exactly who they can trust

THE NEUROSCIENCE:

Blame language triggers amygdala hijack
Team IQ drops 20-30% instantly

Growth language activates prefrontal cortex
Team performance increases 31%

Your words literally change their brains

"𝗬𝗼𝘂'𝗿𝗲 𝗵𝗼𝗹𝗱𝗶𝗻𝗴 𝘂𝘀 𝗮𝗹𝗹 𝗯𝗮𝗰𝗸"
That person updates their resume tonight

"𝗪𝗵𝗮𝘁 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗳𝗮𝗰𝗶𝗻𝗴, 𝗮𝗻𝗱 𝗵𝗼𝘄 𝗰𝗮𝗻 𝗜 𝗯𝗲𝘀𝘁 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝘆𝗼𝘂?"
That person becomes your strongest ally

Here's what I learned the hard way:

Every crisis reveals character
Not through the problem
Through the language

I've watched brilliant strategies fail because of one toxic sentence
I've watched average teams excel because of one supportive phrase

The pattern is undeniable:

Weak leaders make it about them
Strong leaders make it about the team

Weak leaders protect their ego
Strong leaders protect their people

Your team will forget your successes
They'll never forget how you treated them at their lowest

THE BRUTAL TRUTH:

In 10 years, nobody remembers the crisis
Everyone remembers how you handled it

Your words under pressure become their stories about you

Choose them wisely

💬 Which phrase has stuck with you for years?

♻️ Share with a leader who needs this mirror

➕ Follow Stephen Baines for leadership psychology that transforms cultures

"Just practice self-care!"
"Set better boundaries!"
"Try meditation!"

Hmm... This is victim-blaming

Most people think burnout is about working too much
They're solving the wrong problem

THE BURNOUT ICEBERG:

What people see:
• Long hours
• Looking exhausted
• Poor wellness habits

What's actually killing you:
• Micromanagement crushing your soul
• Bias keeping you invisible
• Zero growth for 3 years
• Toxic culture you can't escape
• No psychological safety to speak up
• 24/7 demands with no flexibility
• Poor feedback that destroys confidence
• Lack of purpose in meaningless work

The reality is...
⛔ That meditation app won't fix your toxic leader
⛔ That vacation won't cure being excluded
⛔ That gym membership won't solve micromanagement

You're not burned out because you're weak
You're burned out because the conditions are broken

THE REALITY CHECK:

If you feel alive on Sunday but dead by Tuesday?
That's not a YOU problem
That's a THEM problem

Stop trying to fix yourself
Start recognising what's actually broken

Your exhaustion isn't personal failure
It's the environmental you find yourself in

💬 Which have you noticed might be sapping your energy?

♻️ Share for others who may be struggling with burnout

➕ Follow Stephen Baines for truth about the psychology of the workplace

The most undervalued thing you can do to grow your career?


Kindness!

People might forget your code
They will forget your presentations
They certainly will forget your metrics

But they will NEVER forget how you made them feel

Here's 10 simple acts of kindness that cost nothing but change everything:

✅ Be the mentor you needed at their stage
✅ Open source your knowledge
✅ Protect their cherished time - that Slack can wait till Monday
✅ So the awkward thing that will make someones life easier
✅ Give verbal constructive feedback, often
✅ "Emma's role in the demo was instrumental" - share the credit
✅ Share your f*ck-ups - it normalises theirs
✅ Notice the wins, not just the misses
✅ Defend the 'human deadlines' (e.g. their child's nativity)
✅ Jump in when they're drowning, not when it's convenient

There is science behind this too...

Acts of kindness release oxytocin
Creates trust at a chemical level
Makes teams significantly more effective

Kindness isn't soft
It's strategic

Because everyone's fighting something you can't see

💬 What act of kindness changed your career trajectory?

♻️ Share with someone who makes work more human

➕ Follow Stephen Baines for leadership psychology that works

Every burnout story I've heard starts the same way...
"My manager..."

Look at this image

This isn't coincidence. It's causation

I've coached 200+ leaders and see the same pattern

A toxic manager triggers the same stress response as physical danger
Your body can't tell the difference

Cortisol flooding. Sleep destroyed. Immune system crashing

All from someone's "leadership style"

Here's what 16 years in tech taught me:

🔴 𝗕𝗮𝗱 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗰𝗿𝗲𝗮𝘁𝗲 𝗽𝗮𝘁𝗶𝗲𝗻𝘁𝘀
Anxiety, depression, chronic stress
Medical bills they'll never pay

🟢 𝗚𝗿𝗲𝗮𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗰𝗿𝗲𝗮𝘁𝗲 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗲𝗿𝘀
Engaged, energised, effective
Results where the credit is given where its due

⚡ 𝗚𝗿𝗲𝗮𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗰𝗿𝗲𝗮𝘁𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀
Transformed careers, changed lives
Legacy that lasts decades

THE NEUROSCIENCE IS BRUTAL:

Psychological safety isn't soft skills
It's brain chemistry

When your manager dismisses you:
• Amygdala hijack (fight or flight)
• Prefrontal cortex shuts down
• Creative thinking stops
• Learning becomes impossible

You're not weak. You're human
Your brain is doing exactly what it evolved to do

THE TRUTH NOBODY ADMITS:

We spend 2,000+ hours a year under someone's leadership

That's more time than with:
• Your partner
• Your therapist  
• Your doctor
• Your friends

Yet we treat manager selection like it doesn't matter

"They're good at the technical stuff"
"They've been here longest"
"They wanted the promotion"

Then wonder why burnout is an epidemic?

YOUR REALITY CHECK:

If Sunday feels free but Monday feels like prison
If you dread that weekly 1:1
If you've stopped sharing ideas

That's not imposter syndrome
That's environmental toxicity

One great manager changed my entire trajectory at 30
One terrible one nearly ended it at 34

The difference? 
One saw potential. The other was scared

💬 Has a manager ever changed your life? For better or worse?

♻️ Share with someone who needs to hear this truth

➕ Follow Stephen Baines for psychology that challenges leadership norms.
Grab my newsletter too for weekly growth drops https://lnkd.in/ejtfPG9J

The most dangerous employee isn't the underperformer

It's the high performer who's given up

Still hitting targets
Still showing up
Soul already gone

Look at this image

𝗧𝗛𝗘 𝗛𝗜𝗚𝗛 𝗣𝗘𝗥𝗙𝗢𝗥𝗠𝗘𝗥 𝗣𝗔𝗥𝗔𝗗𝗢𝗫:

High performers don't quit by doing less
They quit by caring less

Work stays excellent
Metrics stay green
Reviews stay glowing

But mentally? They're interviewing elsewhere

𝗪𝗛𝗔𝗧 𝗤𝗨𝗜𝗘𝗧 𝗤𝗨𝗜𝗧𝗧𝗜𝗡𝗚 𝗔𝗖𝗧𝗨𝗔𝗟𝗟𝗬 𝗟𝗢𝗢𝗞𝗦 𝗟𝗜𝗞𝗘:

Not the surface signs:
• Working to rule (that's boundaries)
• Saying no to extra work (that's wisdom)
• Not volunteering (that's self-preservation)

The real signs:
• Best ideas stay in their head
• Innovation goes to side projects
• Used to challenge → now just nods
• Camera on → camera off

They become ghosts in high performers' bodies

𝗧𝗛𝗘 5 𝗣𝗔𝗧𝗧𝗘𝗥𝗡𝗦 𝗧𝗛𝗔𝗧 𝗞𝗜𝗟𝗟 𝗘𝗫𝗖𝗘𝗟𝗟𝗘𝗡𝗖𝗘:

After coaching 200+ professionals, here's what I've noticed breaks them:

🔴 𝗕𝗿𝗼𝗸𝗲𝗻 𝗽𝗿𝗼𝗺𝗶𝘀𝗲𝘀
"Next year will be your year" (2 years running)

🟡 𝗦𝘁𝗼𝗹𝗲𝗻 𝗰𝗿𝗲𝗱𝗶𝘁
Their ideas. Someone else's promotion

🟢 𝗡𝗼 𝗴𝗿𝗼𝘄𝘁𝗵
Same role, new title, lateral "promotion"

🔵 𝗪𝗮𝘀𝘁𝗲𝗱 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲
Another pivot ignoring everything they built

🟣 𝗧𝗼𝘅𝗶𝗰 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽
Managed by someone they'd never choose

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘 𝗢𝗙 𝗚𝗜𝗩𝗜𝗡𝗚 𝗨𝗣:

When excellence isn't recognised:
• Dopamine drops 40%
• Motivation becomes mechanical
• Brain redirects passion elsewhere

It's not attitude
It's biology protecting itself

𝗪𝗛𝗔𝗧 𝗛𝗜𝗚𝗛 𝗣𝗘𝗥𝗙𝗢𝗥𝗠𝗘𝗥𝗦 𝗔𝗖𝗧𝗨𝗔𝗟𝗟𝗬 𝗡𝗘𝗘𝗗:

Not:
❌ Unambitious projects
❌ Limited progression
❌ "Great job!" feedback

Just:
✅ Growth that's real
✅ Recognition that's fair
✅ Leaders worth following
✅ Work that matters

They're not asking for the moon
They're asking for meaning
Purpose

𝗧𝗛𝗘 𝗣𝗔𝗧𝗧𝗘𝗥𝗡 𝗜 𝗦𝗘𝗘 𝗥𝗘𝗣𝗘𝗔𝗧𝗘𝗗𝗟𝗬:

Year 1: Enthusiasm and Excellence despite frustration
Year 2: Performance despite disengagement
Year 3: Gone

The tragedy?

These weren't burnouts
They were opt-outs

Opt-outs that see companies lose their best people not in dramatic exits
But in quiet surrenders

While planning their next project,
That high performer is planning their exit

𝗜𝗙 𝗬𝗢𝗨 𝗥𝗘𝗖𝗢𝗚𝗡𝗜𝗭𝗘 𝗬𝗢𝗨𝗥𝗦𝗘𝗟𝗙:

You're not broken
Your standards aren't too high
Your ambition isn't the problem

You're in the wrong environment

Excellence needs a home, not a cage

Build your bridge quietly
Network strategically
Exit gracefully

High performers don't burn bridges
They build better ones

💬 What's the moment high performers realise it's over?

♻️ Share with someone who needs to recognise the signs

➕ Follow Stephen Baines for psychology of workplace excellence
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People think remote work = 🍺 🐕 🧘‍♀️ 📺 🏝️
They're wrong!

... It's killing OFFICE Culture!

Reality is, REMOTE is not...
📺 Netflix on in the background
🧺 A laundry cycle between meetings
☕ Fancy lattes in the kitchen
🐕 A dog in every Zoom call
🛀 Hot tubs whilst wiggling the mouse

For high performers, here's what it looks like:
✅ Fewer distractions
✅ More focused mornings
✅ Deep work without side chats
✅ Results over office optics
✅ Outside work balance

The research supports it too:
📊 McKinsey found remote teams waste 45% less time in meetings
📈 Gallup found remote workers are 31% more engaged than office workers
🎯 Owl Labs saw 90% of remote workers report higher productivity

Personally... I find the office distracting

Whilst side-conversations do promote innovation, the cost is deep-work

The reality for me is the following:
🏢 Office = meetings, distractions, commute, repeat
🏡 Remote = intention, autonomy, impact

Let's be clear though:
💡 The location doesn't make you productive
🧠 YOUR HABITS DO!

Location should be irrelevant

And the data supports this:
📈 McKinsey research shows hybrid workers report better focus, productivity, and work-life balance than office or remote workers

👇 Share in comments:
💪 Your best work environment
⏰ Daily focused hours
🏆 Biggest remote work win

➕ Follow me (Stephen Baines) for more on leadership, mindset & performance

Your IQ got you hired. Your EQ will get you promoted

Look at this image

After coaching 200+ high performers, here's the pattern:

The brilliant ones who stay stuck?
Less focus on emotional intelligence

Here's what I believe to be 8 EQ skills that will shape your career:

1. 𝗧𝗿𝘂𝘀𝘁 𝘁𝗼 𝗘𝗮𝗿𝗻 𝗧𝗿𝘂𝘀𝘁
Stop waiting for others to prove themselves
Start extending trust first

People mirror what you give them
Give suspicion, get politics
Give trust, get loyalty

2. 𝗔𝘀𝗸 𝗕𝗲𝗳𝗼𝗿𝗲 𝗔𝘀𝘀𝘂𝗺𝗶𝗻𝗴
Stop thinking you know what they want
Start asking what they actually need

Mind reading isn't a skill
It's arrogance disguised as intuition

3. 𝗦𝗮𝘆 "𝗧𝗵𝗮𝗻𝗸 𝗬𝗼𝘂"
Not just to your boss
To the security guard. The intern. The cleaner

How you treat people who can't help you
Reveals who you really are

4. 𝗞𝗲𝗲𝗽 𝗬𝗼𝘂𝗿 𝗣𝗿𝗼𝗺𝗶𝘀𝗲𝘀
That "quick sync" you promised
That intro you said you'd make
That feedback you committed to

Your reputation is built on small promises
Not big achievements

5. 𝗟𝗶𝗳𝘁 𝗢𝘁𝗵𝗲𝗿𝘀 𝗨𝗽
Share credit loudly
Take blame quietly

The fastest way up?
Bring others with you

6. 𝗢𝘄𝗻 𝗬𝗼𝘂𝗿 𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀
"I was wrong"
"I don't know"
"I need help"

Three phrases that accelerate careers
Most are too proud to use them

7. 𝗣𝗮𝘂𝘀𝗲 𝗕𝗲𝗳𝗼𝗿𝗲 𝗥𝗲𝗮𝗰𝘁𝗶𝗻𝗴
That defensive response? Swallow it
That angry Slack? Delete it
That emotional decision? Sleep on it

Your reactions reveal your maturity
Choose them wisely

8. 𝗦𝗵𝗼𝘄 𝗘𝗺𝗽𝗮𝘁𝗵𝘆
Your colleague is struggling? Notice
Your boss is stressed? Acknowledge
Your report is growing? Celebrate

EQ isn't about being nice
It's about being aware

THE NEUROSCIENCE:

High EQ professionals:
• Earn an average of $29k more annually
• Get promoted faster
• Build stronger networks

Low EQ professionals:
• Plateau regardless of talent
• Burn bridges they'll need later
• Wonder why they're overlooked

Here's what nobody tells you:

Technical skills get you in the room
Emotional intelligence keeps you there

Your code might be perfect
Your analysis might be brilliant
Your strategy might be flawless

But if people don't trust you?
None of it matters

The brutal truth:

Every job is a people job
Every role requires influence
Every promotion needs advocates

And nobody advocates for assholes

💬 Which EQ skill will unlock your next level?

♻️ Share with someone brilliant but stuck

➕ Follow Stephen Baines for psychology that accelerates careers

7 corporate contradictions that make my coaching psychologist brain SCREAM

I've coached 200+ high performers...
The ones who quit?

It wasn't the workload
It was the LIES...

1️⃣ "We want your ideas!"
... but shoots down every suggestion in meetings

Your reality:
→ Spent weeks perfecting that proposal
→ "Let's stick with what works"
→ Watch CEO's nephew's half-baked idea get green lit

The Psychology: Learned helplessness. The best people stop trying

2️⃣ "Performance matters!"
... but they promote the golf buddy

Your reality:
→ Top performer 3 years running
→ That mediocre guy who drinks with VP? 
→ He's your new boss

The Truth: It's 20% performance, 80% politics

3️⃣ "Take ownership!"
... but they micromanage your font choice

Your reality:
→ "Own this end-to-end!"
→ 47 check-ins later...
→ Can't order a $20 cable without approval

The Joke: Accountability without authority

4️⃣ "Grow your skills!"
... but they keep you in same role for 5 years

Your reality:
→ "You're too valuable here"
→ 10th lateral "stretch opportunity"
→ New hire gets the promotion

The Trap: Excellence becomes your prison

5️⃣ "Speak up!"
... but then get pulled aside by your skip-level

Your reality:
→ Point out broken process
→ "That's not very collaborative"
→ Branded "not a team player"

The Lesson: They want agreement, not input

6️⃣ "Leadership potential!"
... but there is no path to get there

Your reality:
→ "Need leadership experience first"
→ "Can't get you a team without experience"
→ Infinite loop activated

The Scam: Catch-22 by design

7️⃣ "Work-life balance!"
... but you carry 3 people's workload

Your reality:
→ You cover for under-performers
→ "You're so capable!"
→ 70-hour weeks = "normal"

The reward for good work? More work

The reality is that these aren't accidents
They're features

Your options:
⚠️  Play the game (soul-crushing)
⚠️  Lower your standards (career suicide)  
✅ Find real leaders (unicorn hunting)
✅ Leave (scary but liberating)
✅ Become the leader you needed (power move)

After 15 years seeing these cycles in my career and clients...

The high performers who survive don't fight the system

They build their own

💬 Which lie have you been told in your career?

♻️ Share this with that high performer who's about to burn out

➕ Follow Stephen Baines for more psychology truths leaders don't want you to know

7 Things that Make My Coaching Psychologist Brain SCREAM!

The promotion you're killing yourself for?
It comes with a 30% salary increase

And a 300% misery multiplier you don't initially see!

Look at this image

Salary bumps = temporary dopamine
Toxic culture = permanent cortisol

After coaching people who have worked through both sides of this, the math is brutal:

𝗧𝗛𝗘 𝗥𝗘𝗔𝗟 𝗖𝗢𝗦𝗧 𝗢𝗙 𝗬𝗢𝗨𝗥 "𝗗𝗥𝗘𝗔𝗠 𝗝𝗢𝗕":

Your Sunday nights are gone
52 weeks of dread = 1/7 of your life in anxiety

Your confidence is eroding
Every toxic meeting chips away at who you are
Year 3: You don't recognise yourself

Your skills are dying
While you play politics, your peers are building the future
Your LinkedIn looks impressive. Your abilities? Obsolete

Your network is worthless
Surrounded by equally miserable people
Nobody's opening doors. Everyone's protecting their spot

Your family gets your worst
They get what's left after your boss takes the best
"Daddy's always tired" becomes your legacy

Meanwhile, in a healthy culture?

You're learning from people who want you to win
Building skills that compound
Creating relationships that become opportunities
Actually enjoying Mondays (revolutionary concept)

THE NEUROSCIENCE:

Toxic culture = chronic stress = literal stunted brain growth
Your hippocampus shrinks. Memory suffers
Your prefrontal cortex weakens. Decision-making deteriorates

That salary increase? 
You're paying with your neurons

I took voluntary redundancy at 30
Hardest decision. Best decision

Within 2 years:
• Income far exceeded old role
• Leading transformative projects
• Home for dinner

The brutal truth:

High salary in toxic culture = slow death with nice things
Lower salary in growth culture = building something unstoppable

One makes you rich on paper
One makes you wealthy in life

Most people choose the paycheck
Then wonder why they're empty

Your call:
Another year of golden handcuffs?
Or finally choosing growth?

💬 What's the real cost of your current role?

♻️ Share with someone who needs to see this math

➕ Follow Stephen Baines for truth about workplace success

Most people think they're great listeners
But they're stuck at level 2.

They nod
They wait their turn
They think they're engaged

But they're missing 80% of the conversation

The difference between good and great leaders?

They great ones master the art of real listening

THE 5 LEVELS OF LISTENING:

𝗟𝗲𝘃𝗲𝗹 1: 𝗪𝗮𝗶𝘁𝗶𝗻𝗴 𝘁𝗼 𝗔𝘁𝘁𝗮𝗰𝗸
Listening for gaps to insert your point
Planning rebuttals while they speak
Missing everything that matters

𝘛𝘩𝘪𝘴 𝘪𝘴 40% 𝘰𝘧 𝘵𝘦𝘤𝘩 𝘱𝘳𝘰𝘧𝘦𝘴𝘴𝘪𝘰𝘯𝘢𝘭𝘴

𝗟𝗲𝘃𝗲𝗹 2: 𝗦𝘂𝗿𝗳𝗮𝗰𝗲 𝗦𝗰𝗮𝗻𝗻𝗶𝗻𝗴
Catching keywords
Nodding appropriately
Zero emotional connection

𝘛𝘩𝘪𝘴 𝘪𝘴 𝘢𝘯𝘰𝘵𝘩𝘦𝘳 35%

𝗟𝗲𝘃𝗲𝗹 3: 𝗔𝗰𝘁𝗶𝘃𝗲 𝗣𝗿𝗼𝗰𝗲𝘀𝘀𝗶𝗻𝗴
Understanding context
Asking clarifying questions
Actually remembering what was said

𝘖𝘯𝘭𝘺 20% 𝘮𝘢𝘬𝘦 𝘪𝘵 𝘩𝘦𝘳𝘦

𝗟𝗲𝘃𝗲𝗹 4: 𝗥𝗲𝗮𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗥𝗼𝗼𝗺
Noticing body language shifts
Sensing emotional undercurrents
Hearing the hesitation before the "yes"

𝘔𝘢𝘺𝘣𝘦 4% 𝘳𝘦𝘢𝘤𝘩 𝘵𝘩𝘪𝘴

𝗟𝗲𝘃𝗲𝗹 5: 𝗣𝗿𝗲𝗱𝗶𝗰𝘁𝗶𝘃𝗲 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴
Hearing what they're afraid to say
Understanding their real problem (not the presented one)
Knowing their next concern before they voice it

𝘛𝘩𝘦 1% 𝘸𝘩𝘰 𝘣𝘦𝘤𝘰𝘮𝘦 𝘦𝘹𝘤𝘦𝘱𝘵𝘪𝘰𝘯𝘢𝘭 𝘭𝘦𝘢𝘥𝘦𝘳𝘴

Here's what changes at Level 5:

• You solve problems others don't see
• People trust you with real issues
• You prevent fires instead of fighting them
• Your 1:1s become transformational

THE NEUROSCIENCE:

Level 1-2: Activates YOUR speech centers
Level 3-4: Activates mirror neurons
Level 5: Full prefrontal cortex engagement

You're literally using different parts of your brain

Most leaders think listening is passive
It's the most active thing you can do

Want to test your level?

After your next conversation, write down:
- What they said
- What they meant
- What they didn't say

If you can't do all three, you're below Level 3

💬 What level are you honestly at?

♻️ Share with someone who needs to hear better

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Every burnout I've coached took the higher salary

Every success story took the growth

Look at this image...

In all the people I've coached, I've seen both sides:

The ones chasing money are miserable
The ones who chose growth are thriving

THE BRUTAL MATH OF A TOXIC JOB:

£150K salary sounds life-changing
Until you calculate the real cost:

• Sunday anxiety that steals your weekend
• A boss who makes you question your competence daily
• Zero mentorship = stuck at the same level for years
• Skills becoming obsolete while you do busywork
• Your confidence eroding with every meeting
• Missing your kids' bedtime... again

Meanwhile, the £100K role with actual growth?

You're learning from leaders who invest in you
Building skills that compound
Creating a network that opens doors
Actually excited about Monday mornings

In 3 years:
Toxic job person: Same title, shrinking confidence, outdated skills
Growth job person: Leading teams, doubled income, industry recognition

THE HIDDEN COSTS NOBODY CALCULATES:

𝗟𝗼𝘀𝘁 𝗙𝘂𝘁𝘂𝗿𝗲 𝗘𝗮𝗿𝗻𝗶𝗻𝗴𝘀:
No mentorship = no promotions = same salary for 5 years
While peers who chose growth are 2 levels above you

𝗥𝗲𝗽𝘂𝘁𝗮𝘁𝗶𝗼𝗻 𝗗𝗮𝗺𝗮𝗴𝗲:
Associated with a toxic culture becomes YOUR brand
"Oh, you worked THERE?" follows you for years

𝗦𝗸𝗶𝗹𝗹 𝗔𝘁𝗿𝗼𝗽𝗵𝘆:
Doing meaningless work while technology passes you by
Your market value decreasing every quarter

𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗣𝗼𝘃𝗲𝗿𝘁𝘆:
Toxic environments repel top talent
You're networking with people going nowhere

𝗜𝗱𝗲𝗻𝘁𝗶𝘁𝘆 𝗘𝗿𝗼𝘀𝗶𝗼𝗻:
From "rising star" to "just trying to survive"
You don't recognize who you've become

THE NEUROSCIENCE IS BRUTAL:

Toxic environments trigger cortisol continuously
Your brain literally shrinks
IQ drops 13 points
Creativity dies

Growth environments release dopamine
Your brain forms new connections
Performance increases 31%
You become who you could be

At 30, I took a redundancy from HP to escape a somewhat toxic environment
Best financial decision I ever made

Within 18 months:
• Promoted twice
• Income exceeded old role
• Actually enjoyed Mondays
• My family got me back

Here's what nobody tells you:

A great salary in a toxic culture is a prison with golden bars

You can't buy your way out of:
- Years of stunted growth
- A reputation tied to a failing company
- The confidence you lost
- The opportunities you missed

But in the right environment?

Your potential has no ceiling
Your growth becomes exponential
Your work becomes meaningful

The question isn't "What does it pay?"
It's "Who will I become?"

One makes you rich for a year
One makes you valuable for life

💬 Have you ever chosen growth over money? What happened?

♻️ Share with someone weighing this decision

➕ Follow Stephen Baines for psychology that builds careers

Well, that 9 years has flown by!

Crazy to think when I joined Salesforce we were at ~15,000 people and $6bn in revenue and now we're quadruple on both fronts. Innovations just keep coming too

Truly grateful for those who brought me in here and also those of you who gave me a shot in the various roles I've had. I've had some amazing mentors and coaches in my time here... It's been a hell of a ride

90% of feedback is toxic. Even when it's "positive"

Look at this image

Most tech professionals are stuck at Level 1. Silent Killers

Watching problems. Saying nothing
Not always out of intent though
Sometimes out of fear!

After coaching 200+ tech high performers, here's the patterns I see:

🤯 Bad feedback destroys careers
🪴 Good feedback changes them
🚀 Great feedback builds empires

But 90% of tech professionals give feedback that:
• Protects feelings over growth
• Focuses solely on the positive
• Is not constructive

In all those I've coached around feedback, its become a core pillar of not only their growth, but of those around them

Even if they aren't a formal leader themselves

This is 'leading without a title'

So the Five Levels... lets explore:

🔴 The Silent Killer: Has ideas. Chooses silence. Teams rot
🟡 The Sugar Coater: "Good job"... "Needs work". Useless
🟢 The Cheerleader: All praise, no growth. Feel-good poison
🔵 The Coach: Specific. Actionable. Actually useful
⚡ The Catalyst: Future-focused. Transforms thinking

Here's a flip on your likely perception of these...

Level 3 feels kind. It's actually cruel
Level 4 feels harsh. It's actually caring
Level 5 feels impossible. It's just rare

There is some neuroscience findings that supports this too:

😰 Vague feedback activates anxiety centers
🙋‍♂️ Specific feedback activates learning centers

By giving great feedback, you're literally rewiring their brain
... Or breaking it by not!

Most tech professionals THINK they're at Level 4
They're ACTUALLY at Level 2
Everyone else knows it

Want proof? 

Ask people in your team: "What's the most useful feedback you've gotten from me?"

Their silence will tell you everything

Or maybe they will give you Level 2 feedback too!

💬 What level is YOUR manager at? (Be honest)

➕ Follow Stephen Baines for leadership truths that promotes growth

That person you treat like sh1t because they "can't help you"?

They're documenting everything
Building something bigger
And they'll remember you

Look at this image

We all see it. We all talk about it

The most successful people treat everyone like they're the CEO
The least successful only respect those who can help them

One builds empires. One builds nothing

Showing respect to others regardless of their role, qualifications or experiences influences our outcomes in more ways than you might think

𝗧𝗛𝗘 𝗡𝗘𝗨𝗥𝗢𝗦𝗖𝗜𝗘𝗡𝗖𝗘:

Show respect = Oxytocin release = Trust up 87%
Show dismissal = Cortisol spike = They remember forever

Your reputation spreads faster than you think

𝗧𝗛𝗥𝗘𝗘 𝗖𝗔𝗥𝗘𝗘𝗥-𝗖𝗛𝗔𝗡𝗚𝗜𝗡𝗚 𝗦𝗛𝗜𝗙𝗧𝗦:

1. Ask "What excites you?" not "What do you do?"
2. Thank the invisible people (they see everything)
3. Listen for wisdom, not titles

𝗧𝗛𝗘 𝗛𝗜𝗗𝗗𝗘𝗡 𝗧𝗥𝗨𝗧𝗛:

That receptionist knows every decision before you
That junior is building the next unicorn at night
That "nobody" might be the CEO's daughter

But even if they weren't... respect isn't about future value

𝗧𝗛𝗘 𝗕𝗥𝗨𝗧𝗔𝗟 𝗥𝗘𝗔𝗟𝗜𝗧𝗬:

Companies winning? CEOs know the cleaner's name
Companies losing? Lunch tables divided by title

Character isn't revealed in boardrooms
It's revealed in hallways

💬 Who did you dismiss that later surprised you?

♻️ Share if respect matters more than hierarchy

➕ Follow Stephen Baines for uncomfortable workplace truths

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