Global Data Office - Head of EY.ai Simulation Labs

Spearhead strategic development and market positioning of Tax AI - driving its adoption and success through innovation, education, and community.

Global Tax AI Labs - Strategy Lead, Simulations & Synthetic Data

CDP provides a platform where professionals can develop technical skills, ideate on ways to improve internal and client work processes, and build re-usable tools for anyone in the firm.

From cultivating an innovative mindset within the community to leading product development and market reach, the vision is to share the tools to automate repetitive work and have professionals focus on more purposeful, needle moving work.

Americas Innovation - Crowdsourcing Development Platform (CDP) Product Manager

Research and build innovative, robust, and flexible financial analysis and modeling solutions to provide insight into client decisions for strategic planning, investment valuation, financial forecasting, and M&A transactions.

Decision, Modeling & Analytics Senior Manager

The Real Estate Tax technical liaison with the Tax Technology and Transformation team on the development of the "next-generation" technology for the partnership/fund tax compliance process.

Led the way for the automation and redesign of numerous tax workpapers and processes for partnerships and corporations for multiple engagement teams.

Selected as the Senior Manager Sponsor for EY's counseling family -- providing emotional and work support, facilitating coaching and career development discussions, and organizing events for team bonding.

Real Estate Tax Senior Manager

Oversaw tax compliance and advisory engagements for both domestic and international real estate firms. 

Experience with federal, state and international tax issues, including year-end K-1 reporting, quarterly estimates/withholding, REIT compliance, REIT due diligence, and transactional planning in complex partnership structures.

Real Estate Tax Manager

Deloitte

Advised Fortune 500 companies worldwide regarding tax opportunities on inbound and outbound operations. 

Designed, collaborated, and reviewed various tailored tax models using large data sets to quantify and measure the impact of tax planning strategies on clients' tax profile. Modeling support ranged from complex tax attribute projects to M&A and global restructuring transactions.

International Tax - Quantitative Consulting Services Manager

Managed the development of the Integrated International Tax Reform Model to help companies quantify the potential impact of various tax reform provisions and its interplay, including transition tax, global intangible low-taxed income, foreign derived intangible income, base erosion and anti-abuse tax, and interest expense limitation. 

Developed a Global Funds Model focused on global real estate and infrastructure funds to help assess fund structuring alternatives, tax reform planning considerations (e.g., impact of 163(j), 100% expensing), and other tax structuring considerations (e.g., internal leverage, withholding leakage, exit considerations, etc.)

International Tax - Quantitative Consulting Services Senior

Manage and led staff on year end compliance process, which involves review of tax basis balance sheets and capital accounts, partner allocations in accordance with 704(b) regulations, review of partnership agreements for allocations, and Schedule K-1 reporting.

Selected by Directors and Partners to participate in various committees: (1) Quality and Risk Management Committee, (2) Campus Recruiting, (3) Google Guide and (4) Market Tax Technology Team.

Real Estate Senior Associate

Prepared and reviewed federal, international, state and local, partnership and corporate tax returns for clients in the Real Estate industry. She took the initiative to streamline repetitive, manual processes via automation using technologies such as Visual Basic and JavaScript.

Real Estate Tax Associate

Ernst & Young

National Tax Technology Group

Real Estate Tax Intern

Goldman Sachs

Federal Tax Intern

Empire State Development

Accounts Payable Intern

Macy's

Human Resource Staffing Intern

I Help Corporate Professionals Gain Career Clarity & Fulfillment | Founder @Amplify Your Home | Global AI Tax Copilot Strategist @EY

Don't be fooled by my appearance. Quiet, Asian, tiny girl.

In the last decade, I've...

Successfully navigated the corporate giants: Goldman Sachs, PwC, Deloitte and EY.

Built communities, tax and financial models, and automations. (Excel wizard here)

Empowered employees to own their damn careers,

Challenge their norms to do something special.

That's when Problems become Opportunities,

Strategies into Actions.

You are not Alone.

Ready to redefine your career? Let's make it happen.

Mary Fung

Everyone’s racing to adopt AI.
No one’s stopping to ask what it’s supposed to mean.

The irony?
AI won’t save broken systems. It’ll just expose them faster.

The question isn’t “How fast can we adopt AI?”
It’s “What problem is worth automating in the first place?”

Own Your Damn Career | Founder @Amplify Your Home | Head of Synthetic Data & Simulations @EY

Here’s what employees actually hear when you say “AI transformation”:

“Do more with less” → Your role is shrinking.
“Automate the boring work” → We never valued that work to begin with.
“Upskill” → Figure it out yourself or you’re gone.

You might mean innovation.
They hear elimination.

That’s the real disconnect slowing enterprise AI rollouts.

Not the tools.
Not the tech.
Not the budget.

It’s fear. It’s mistrust.

It’s silence in meetings where everyone nods but no one says what they’re really thinking:

“Will I still matter when this goes live?”

I keep banging the drum on this one.
Business folks are just as - if not more - important than data scientists in AI.

Because it doesn’t matter how good your model is
if no one in the room actually knows what “good” looks like.

Most orgs don’t have an AI problem.
They have a domain judgment problem.

The people who actually know their craft - the ones who can look at a model’s output and say “that’s wrong” without a dashboard -
are the ones who’ll make AI useful.

You don’t need more data scientists.
You need more people who know what they’re doing.

AI isn’t taking people’s jobs. It’s deleting the entry point.

A Harvard study found that when companies start using AI, they don’t usually fire people -
they just stop hiring beginners.

So the seniors stay.
But no one new comes in.

That might sound smart in the short term,
but it’s a slow disaster - because those “junior” roles were how people learned the craft.

If no one learns the basics,
who becomes the next expert?

AI didn’t remove opportunity.
It removed training disguised as busywork.

Now companies have to build real ways for people to learn...
or they’ll run out of people who actually know what they’re doing.

This is the shift no one wants to admit:

Automation isn’t killing careers.
It’s killing bureaucracy.

The people who’ll thrive aren’t the ones defending old roles.

They are the ones rebuilding new ones around intelligence, not repetition.

The question isn’t “Will AI replace us?”

It’s “Are we doing work that deserves to survive?”

Every company has both:

People who follow processes.
And people who question, rework, rebuild.

Before AI, that difference was subtle.
Now it's blindingly obvious.

Because AI gives leverage.
But only to those who know how to use it.

So the gap grows.

The followers wait for instructions.
The builders get 10x output, quietly and consistently.

This isn't about who's smarter.
It's about who's playing offense with new tools.

Ask better questions.
Builder sharper scaffolding.
And use AI to do your thinking, not replace it.


https://lnkd.in/eb-ycK-e

Woohoo, I made it in the hype video

Life goal accomplished!

It's almost time for #MSIgnite!  Will you be joining us on the show floor or in the #EYFrontierZone where you can dive into proven AI strategies, learn more about the #TaxDepartmentoftheFuture, and hear from #EY and #Microsoft leaders?  Learn more here https://lnkd.in/eRKECYDq 
#EYMicrosoft #AgenticEnterprise #AgenticFrontier #Tax
Colleen Sebra Christopher Aiken Daren Campbell Justin Shafer Ivan Roussev Suzi Russell-Gilford Coskun Cavusoglu Jon Cisler Phillip Mazzie Kristen Matthews, MBA Rory Moore Rebecca Paterson Jessica Maher Dhivya K

If your job is just tasks, you’re not an employee.
You’re a cog.

That’s what Jensen meant when he said:
“Your job has to be more than the task.”

Because the task is the part AI eats first.
The checklist.
The template.
The handoff.
The thing anyone could do with enough time and instructions.

If that’s your identity at work, you won’t survive this wave -
not because you're not smart,
but because the system never asked you to be anything more.

AI exposes that.

It shows you exactly where you’ve been replaceable all along.

The future belongs to the people who stop being the task and start being the reason the task exists.

Everyone’s sharing AI “tips.”
No one’s sharing AI use cases that actually make money.

Because the people who’ve found them don’t have an incentive to share.
If AI can replace 80% of your job, why would you publish the proof?

So what we get instead are demo reels and productivity hacks - not the deep workflows where AI is already transforming value creation.

The irony?
The AI revolution isn’t waiting for new models.
It’s hiding inside the quiet use cases no one will talk about.

AI isn’t being driven by people who need to justify budgets.
It’s being driven by people who think losing this race means irrelevance.

That’s why Big Tech keeps spending while others keep debating.
They’re not chasing profits. They’re chasing permanence.

If you’re still running an ROI analysis while the world rewires itself...
you are already late.

Paul Upton

LeaderUP

👉 Message me on LinkedIn

I am one of the few career coaches who has Fortune 50 leadership & hiring manager experience. This gives me the perspective to know exactly what hiring managers (not just recruiters) are looking for in a Manager, Director, VP+, how to stand out, and what it really takes to be a top 1% Leader & Candidate!

I have partnered with recruiters, HR leaders, hiring managers, and leaders to understand and distill the most important qualities and traits of successful leaders and how to find these in candidates and develop them in leaders. 

Through all this and hundreds of interviews, I have learned what the Top 1% of candidates do and built a system that works to help leaders, aspiring leaders, and high performers learn these skills and get the jobs & opportunities they really deserve!

► I help YOU master YOUR resume + LinkedIn so you STAND OUT and get NOTICED

► I help YOU learn how to ROCK your interviews and build real, memorable connections with hiring managers & GET OFFERS!

► I help YOU learn the skills to negotiate like a PRO to get the best total compensation package possible

► I really care. My sole reason for LeaderUP is to help YOU find success and fulfillment in your career. Success YOU DESERVE and have earned by working harder, learning more, and putting in the effort to SUCCEED!

I have created the LevelUP Leadership Top 1% Candidate Coaching Program to help leaders get promoted and land their dream jobs using Top 1% Applicant Strategies, leveraging the top SECRETS learned from Expert Resume Writers, Recruiters, Hiring Managers, Leaders, and Top Candidates, as well as many failures, successes, and continuous improvement!

► LevelUP Leadership Top 1% Candidate Coaching Program

MESSAGE me on LinkedIn to learn more and how I can help you!
Email me at Leaderup.Program@gmail.com

Founder, CEO & Chief Career Officer - Career Expert | Career Success Coach | Leadership Coach

MTFH Solutions

Making the Future Happen Solutions was created to help move forward innovative ideas, services, minds and leaders. More info coming soon!

Feel free to reach out directly for more details, we look forward to potentially working with you!

Current Focus Areas Includes:
- Consulting Services
- Leadership/Executive Coaching
- Pre Sales, Sales Strategy & Execution
- Start-up Coaching & Mentoring

Founder & CEO - Lead Consultant & Managing Principal

CenturyLink

Was recruited and brought in to lead the transformation organization of over 150+, consisting of 3 main groups the Data Science & AI/ML team, Business Transformation & Portfolio Management team and lastly the System, Tools and Integrations team. Tasked with using data, automation, cutting-edge innovative technologies to transform the way Lumen North American operations operate.

Scope included all Copper and Fiber networks, national and international, consumer as well as enterprise products and solutions.

Our task was simple, to plan, execute and deliver large-scale transformation efforts, removing over $200M of cost savings and revenue acceleration per year. The complexity came in how to actually do this, having a laser-sharp focus on execution and delivering results, while fostering & maintaining the culture and spirit of innovation.

This included partnering, pushing the limits and innovating with the best minds, companies and consultants in the industry!

Executive Director Transformation & North America Operations

Comcast

Tapped to do what I did in the Xfinity Mobile organization but across all of Comcast's Products and Operations, including TV, Internet, Voice, Xfinity Mobile, Xfinity Home and more.

This new role expanded responsibilities and direct leadership of two additional teams, managing all digital data operations and Adobe Website Tagging and Analytics for all of Comcast Cable.

Consumer Experience Transformation - Director Strategic Enablement and Data Operations

SCOPE:  All of XM Operations | Strategy and Innovation for Data, Product, Design, UX, Customer Support, Retail and Marketing to take the business to the next level |  Delivery of Operational & Data Solutions | Customer Experience Insights and Customer Journey Deep-dives

◾️ Tasked with transforming XM to be customer focused and data driven in all our operational and strategic decisions

◾️ Built out the strategy, plan, change management and delivery of this vision:
      ◽️  Created processes, capabilities and building out a team to enable our data first goals
      ◽️  Defined Requirements, Building ETL and Aggregating OMNI Channel Customer Experience Data
      ◽️  Made data relevant, error free, available, understandable and giving access to everyone in XM
      ◽️  Identified, built and launched tools to enable self-serve analytics & insights
      ◽️  Established structured listening mechanisms to understand what’s most important to our customers 

◾️ Identified and quantified our top business-wide opportunities in our customer experiences and operations

◾️ Delivering cross functional programs and strategic solutions to the top issues across XM saving over $5M annually

Xfinity Mobile - Director Customer Experience Delivery, Operations and Analytics

SCOPE: National Responsibility | +5 major annual programs | $150M Budget | 18 matrixed reports | Leadership of Strategy & Operations of 5,000 Security Technicians | Quality & Performance of Over +600,000 Installations/year

◾️	Lead capital and opex programs to drive key operational and quality metrics including: Tech Availability, DOJ Tech & Order Support, Repeat Rates M1 Churn, Time in Home and NPS, Customer Experience & Install Quality

◾️	Develop requirements for new products and product enhancements based on field, customer insights & NPS data

◾️	Manage field launch of new products, development of install processes and quality controls for professionally installed XH products to drive improved customer experience, NPS and truck roll & call reduction 

Key Achievements:
◾️	DROVE QUALITY & REDUCED CHURN: Designed new metrics, led and nationally launched updates to the installation verification score (IVS 2.0) run on every install, utilizing a structured change management approach.
◽️	Reduced M1 Churn by 50 bps and drove 65% increase in mobile app downloads on day of job
◽️	68% improvement in sensor signal strength quality on new installs, reducing M1 Calls & Truck Rolls
◽️	Developed a dashboard in Tableau for field leads to improve management and performance of KPIs

◾️	REDESIGNED INSTALL PROCESS & CUSTOMER EXPERIENCE: Led strategy, planning and execution of the initial Perfect Install Program to review the end-to-end sales through installation experience.
◽️	Program delivered 20+ recommendations and 11 core projects to improve the Tech & Customer Experience

◾️	IMPROVED AVAILABILITY & PRODUCTIVITY: Drove the best 0-5 day tech availability and average time to install results in XH history EOY 2017 through strategic project planning & execution 

◾️	REDUCED DEFECTS: Reduced 37% of calls through root cause analysis of DOJ Tech call data, development of solutions and support of the program management of 3 functional work streams.

Xfinity Home - Sr. Manager Tech Operations and Strategy

Verizon

SCOPE: 8 Core Verizon Telecom Functions | 11 major programs | $400M Reduction Goal | 5 Matrixed Leads & 9 indirect reports | Business Transformation Project & Program Lead | Large Scale Change Management & Execution

▪	Internal business consultant working with executive leaders to drive large scale growth & opex reduction programs

▪	Led matrixed & cross-functional teams focused on strategic process, functional and organizational changes and transformational improvements contributing to deliver over $21.5M in hard savings in 2016 and projected $120M.

▪	Led, co-facilitated and participated in over 12 Kaizen and Lean Six Sigma workshops

Key Achievements:
◾️	TRANSFORMATIONAL PROCESS IMPROVEMENT: Transformation program lead to reduce $1B of WIP to over $400M and intervals from 229 days to 69 days, involving over 8 functional organizations.
◽️	Lead one program pillar and 5 key solution teams to re-engineer project creation, engineering milestones, automation, triggers and KPI’s to reduce +60 days in process time and $16.1M in hard savings.
◽️	Completed complex financial and operational analyses used to develop the strategy, scope and benefits of this large scale executive sponsored initiative.

◾️	DEVICE QUALITY MANAGEMENT: Successfully led a DMAIC program to create and implement a new vendor centric method of testing and validating products, platforms and services reducing overall testing durations and defects by over 75% and an estimated yearly savings of $4.4M.
◽️	All previous attempts had been unsuccessful due to system, reporting and organizational complexities.

◾️	DEVELOPED LEADERS: Coached 3 Green Belts on LSS methodology, tools and project management practices to successfully complete DMAIC and DMADV (Design) projects, leading to two of these green belts becoming fully certified and promoted to full-time black belt roles.

Business Transformation - Lean Six Sigma Black Belt

3rd Rotation - Verizon Leadership Program

SCOPE: Led Prepaid, Tablet Internet Channels, Chat Strategy & Execution and Advanced Analytics & Customer Insights

◾️	OPERATIONAL EXCELLENCE: Designed and led a prepaid chat project to utilize specialized sales chat reps on prepaid pages resulting in a 27% gross add lift and improved customer satisfaction ratings. 

◾️	VENDOR & PERFORMANCE MANAGEMENT: Led vendor management, project design, compensation model, training, implementation strategy and execution for the Verizon Wireless Sales Chat Program 

◾️	BIG DATA: Led BlueKai and Big Data adoption at VZW and developed strategic A/B testing for personalization and landing page optimization utilizing MECLABS, resulting in 20% lift in high-value customer segments.

Internet Sales, Marketing, Chat Strategy and Operations

2nd Rotation - Verizon Leadership Program

SCOPE: Led cell site planning & capacity for over 1200 sites, $400M in assets and $50M in mass calling event initiatives

◾️	BUDGET & FORECASTING: Led mass calling events planning for all of Houston-Gulf Coast region including network capacity planning, budgeting and equipment dimensioning of 85 events / event areas and over $50M in resources and assets.

◾️	CREATIVE INNOVATION: Saved over $9M by leveraging current assets in the maintenance of ALL HGC cell site’s CE, 1X, EvDO and backhaul capacity.
◽️	Co-led 2012-2015 LTE Interface capacity planning of over 1200 NB sites, sector-splits, and small cells.

Traffic, Capacity and Data Performance Engineering

1st Rotation - Verizon Development Program

◾️	ROLE 1 - Led new features, products, quality, reliability and customer experience of the FiOS product
◾️	ROLE 2 - Led the launch, operations, expansion, automation and performance of FiOS Self Install initiative

◾️	OPERATIONS LEAD: Created and led operational activities for the FiOS self-install project which directly led to reaching stretch goals of 11,000 self-installs acceptances by EOY 2011 and an expense savings of over $1.6M. 
◽️	Developed processes, call scripts, M&P’s, trained & led two out-bound call centers for self-install options
◽️	Led transitional & automation efforts of the self-install initiative to improve and scale this project nationally to a projected 70,000 self-installs by EOY 2012 and yearly savings of over $25M.

◾️	QUALITY, RELIABILITY & NEW PRODUCTS: Supported the launch of new FiOS products and improved quality & reliability of existing products and services reducing calls, truck rolls and customer affecting issues by over 40%; including X-box streaming, MRDVR, Flexview enhancements, widgets, Samsung Streaming, MoCA 2.0, MPEG4 and IPTV.

In Home Network Engineer & National Operations Special Assignment

McCreary Roofing Company Inc

•	OPERATIONS EXCELLENCE: Increased speed and accuracy of all new jobs and bid requests by 40% by standardizing the work flow process & increased productivity by implementing a Microsoft Access Database

•	MARKETING INNOVATION: Created a new value added marketing plan & bid presentation pamphlet resulting in 35% lift on accepted jobs.

Engineering, Marketing and Sales Lead

GE Transportation

◾️	BUSINESS PROPOSALS: Managed engineering technical proposals for new and existing markets including the Freightliner Guinea ES44ACi Locomotive worth over $40M; Co-managed all Superskids for ASIA & Russia

◾️	VENDOR & SUPPLIER OPTIMIZATION: Led a cost-benefit proposal to re-engineer GE equivalents to 14 Union Pacific cables, projected to reduce replacement cable costs and lost productivity time by 45%.

Locomotive Proposals Engineer

◾️	LEADERSHIP ROTATIONS: Completed 5 functional rotations in Material, Process, Lean, Quality and Engineering

◾️	PROCESS INNOVATION: Developed and successfully implemented a comprehensive material management and inventory tracking system utilizing Lean Kanban and JIT strategies to systematically automate inventory management resulting in a yearly savings of over $15M. 
◽️	Consolidated over 800 parts and eliminated an average of +5 hours and ~3.5 takt stopping shortages per/wk.

◾️	PROCESS AUTOMATION: Created a material-tracking and process tool that identified and prioritized backlogged high profile items in a continuously moving lean line resulting in Maincab ending 2nd Qrt 2008 on schedule for the first time in over 3 years.

◾️	SAFETY & ERGONOMICS: Led safety and ergonomic projects including installation of pneumatic vices to eliminate 90% of repetitive motion and increasing productivity by nearly 50%.

Manufacturing and Operations Lead

Want to get to your next Career Level? Or into a role you'll Love? ◆ We help you get there! | Sr. Leads ► Managers ► Directors ► Exec Directors | $150K/$250K/$500K+ Jobs

"With no exaggeration- Paul and the LeaderUP program changed my life!" – James
(See more in recommendations)

👉 Message me on LinkedIn

Why Senior Leads, Managers, Directors & VPs choose to work with me:
▶️ You want to break into your next leadership role, get promoted, or move to a promotional opportunity. Maybe you are seeking to break into your next level or senior leadership.

▶️ You're stuck in your current role, not much company growth, or growth opportunities. Or you do not like your current company/role and want to find a better one and level up your career to the one you deserve!

▶️ You're in a job search, you know you are good, but something is missing, you are not getting interviews, or are not getting offers!

▶️ You're tired of being frustrated & wasting time!

𝐀𝐛𝐨𝐮𝐭 𝐦𝐞: I've spent the last 14+ years working at top Fortune 100 companies.
◾️ 10+ jobs over this time and 2 highly competitive leadership programs
◾️ 7 times promoted/found promotional opportunities (often they found me)
◾️ Most recently an executive director at a telecom leading an organization of 150+ people.

𝐈𝐧 𝐭𝐡𝐢𝐬 𝐭𝐢𝐦𝐞 𝐈'𝐯𝐞 𝐥𝐞𝐚𝐫𝐧𝐞𝐝:
◾️ What it really takes to stand out in the Top 1% of leaders
◾️ How to be a great leader and more importantly how to develop this in others
◾️ How to hire the best, I've done over 500+ interviews and hired multiple high performing 10X teams

I am one of the few career coaches who has leadership/hiring manager experience and knows what they are looking for!

𝐍𝐨𝐰 𝐈 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐡𝐞𝐥𝐩 𝐘𝐎𝐔 𝐚𝐜𝐡𝐢𝐞𝐯𝐞 𝐌𝐎𝐑𝐄 𝐒𝐔𝐂𝐂𝐄𝐒𝐒!

I have put these learnings together and have created the 𝐋𝐞𝐯𝐞𝐥𝐔𝐏 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐓𝐨𝐩 1% 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐏𝐫𝐨𝐠𝐫𝐚𝐦 to help leaders and aspiring leaders reach the next level and land their dream jobs/promotions. 

Are you someone who wants...
✅Wants more MONEY, TIME, FLEXIBILITY, and GROWTH?
✅Gets multiple offers and CHOOSES the best one for them?

And would rather...
✅Follow a proven step-by-step process that works!
✅With the 1:1 support, you need along the way!
✅That takes 70% less time & effort and 99% less frustration!
✅And finally, get that dream job that they deserve and are excited to jump out of bed for?

► LeaderUP Job Offer System & Coaching Program -  Reach out to learn more!

👉 Learn more: message me!

Three years, 60-hour weeks, and all I got was anxiety meds and a pizza party.

That’s not a joke. That’s my review of their “employee experience.”

Here’s the dirty secret about “professional” notice periods-companies can cut your job with zero warning. But when you decide to leave, they expect you to train your replacement. Two weeks. Smiling. No complaints.

How much notice do they deserve when they’ve been burning you out for years?

I watched someone start a new role Monday. First day, her boss listened to her idea and said, “Let’s go with that.” She got a 40% raise. She got real work-life balance. She got respect on day one.

She didn’t apologize for leaving dysfunction. She didn’t feel guilty for protecting her mental health. She didn’t give courtesy to a company that never would have done the same for her.

Stop believing you owe loyalty to companies that don’t value you.

Stop thinking you have to “tough it out” for the sake of professionalism.

The truth is: companies protect their bottom line. You have to protect your well-being.

If a company can let you go with no warning, you owe them the same. No more. No less.

Has a company ever asked you to give more than they’d ever return? How did you handle it?

Share if it’s time to normalize protecting ourselves the way companies protect themselves.

#leadership #mentalhealth #workplace

3 years stuck. 12 rejections. Zack kept asking, what am I doing wrong?

He followed every rule.

Worked harder than anyone.
Delivered 30% over target.
Took every high-profile project.
Built skills nobody else had.

His reviews? Stellar.
His bonuses? Impressive.
His promotions? Nonexistent.

Managers kept saying, “Be patient.”
Feedback was always vague.
“Not quite executive material.”
“Need more seasoning.”
“Keep doing what you’re doing.”

Zack felt trapped.
He did everything right.
Still, doors stayed closed.

The truth is:
Performance was not his problem.
Positioning was.

LeaderUP’s assessment showed what was hiding in plain sight.

He spoke as a specialist, not a leader.
His resume listed effort but not impact.
He solved problems but didn’t move strategy.
He was seen as reliable, not visionary.

The better he got at his job, the more they kept him in it.

LeaderUP helped him break the pattern.

We identified the leadership stories he never told.
We reframed his wins to spotlight business results.
We changed how he spoke to executives.
We built his authentic leadership voice.

Twelve weeks later:

He interviewed for Senior Director.
They made a new role just for him.
His pay jumped 45%.
His team size tripled.

The lesson?

Excellence alone won’t get you promoted.
You must be seen as a leader before you get the title.

The system is built to keep high performers in place.

If you don’t position yourself differently, you hit the same ceiling again and again.

What invisible ceiling is holding you back?

Comment “CEILING” if you want to learn how to position yourself for your next level.

I stopped trying to be perfect in interviews. I started listening instead. That’s when the offers came.

Picture this-70 interviews, zero offers. Each one felt like an exam. I studied, rehearsed, tried to give flawless answers. I left every room feeling defeated.

The truth is: interviews are not tests. They are conversations.

What changed everything for me?

I heard: “People don’t hire skills. They hire humans they trust.”

That hit hard. I realized my mistake. I was trying to impress, not connect.

I shifted my approach:

• I asked what THEY needed
• I listened to their biggest challenges
• I made it about THEM, not me

Instead of performing, I connected. Instead of reciting, I listened.

Next 5 interviews?

4 offers. No change to resume. No fancy script. Just a new mindset.

Here’s what matters:

→ If you’re in the interview chair, you are already qualified
→ Rapport wins over rehearsed answers
→ Solve THEIR problem-not your anxiety about being perfect

Hiring managers want someone who understands, not just someone who answers.

I built the LeaderUP Interview System around this truth. It’s helped me-and hundreds of clients-stand out and get offers, fast.

Your resume gets you in the room. The way you connect gets you the job.

How do you approach tough interviews? Has connection helped you stand out?

I watched a leader win a room with just one joke. Authority can start with a laugh.

Most people think power comes from speaking first, leading with big ideas, or taking charge.

But the truth is: the person who can make a room laugh, even once, changes the energy completely.

You see it happen-

• The tension fades
• People lean in
• The leader becomes more likable, more trusted, more heard

Humor is not a “bonus.” It’s a core tool for influence.

Here’s what I’ve learned from coaching hundreds of leaders:

• You don’t need to be the expert on every topic
• You don’t have to know all the answers
• You do need to connect-fast

Levity does that. One moment of warmth, a quick joke, or even making fun of yourself (I’ve shared my own missteps many times) opens people up.

Leaders who use humor-especially self-deprecating humor-show they are human. They earn respect not by being perfect, but by being real.

But here’s the twist-

If you’re low status, humor is riskier. It can backfire. That’s why building trust and connection matters first.

Still, every group has a shifting status hierarchy. You can raise your status by asking good questions, showing you care, and using humor to break boredom.

Authority is not only about being right. It’s about making people feel seen, safe, and ready to follow.

If you want to influence, start with a laugh. Then listen. Then ask the right questions.

What would change in your career if you led with connection instead of control?

I watched others get promoted while I waited.  
Then I changed my approach-and my career exploded.

Here’s what no one told me:

• Hard work alone does not get you noticed  
• Loyalty does not guarantee progress  
• Job boards rarely deliver real results

Most people do what they know:  
• Polish the resume  
• Send more applications  
• Wait for luck to show up

But waiting is not a strategy.

When I wanted to break out, I did what top leaders do:

1) Get clear on your VALUE  
→ Write down three true strengths (no buzzwords)  
→ Ask trusted peers how you drive impact  
→ Figure out what sets you apart

2) Stop job-hunting. Start NETWORKING  
→ Reach out to decision-makers directly  
→ Share wins, ideas, and vision-not just your CV  
→ Connect with peers at the next level up

3) Build your personal BRAND  
→ Show how you solve problems others cannot  
→ Share stories of leading teams or driving results  
→ Let the right people know your goals

I used these steps myself:
• Seven promotions  
• Multiple leadership programs  
• Doors opened that I never saw before

Hundreds of clients have done the same.

The uncomfortable truth:  
Results speak louder than hours worked.

You deserve a job where you feel valued-and where you grow.

Ready to stop waiting and start leading?  
I built a free training on what hiring managers *really* look for.

Want a copy?  
Message me with “TRAINING” and I’ll send it over.

What would shift in your career if you focused less on resumes and more on relationships?

I see growth where others see only trouble. That’s my secret.

Most people scan the headlines, scroll through complaints, and get stuck on what’s wrong.

They say:
• The world is a mess
• My job is draining me
• Nothing ever changes

But here’s what they miss-what you focus on becomes your reality.

When you zoom in on pain, you get more pain.
When you point your lens at growth, you see new ways forward.

I’ve been there. Years ago, I hit a wall in my career. Stuck, frustrated, looking for someone to blame.

The truth is: I was feeding the problem with my attention. I was growing more stuck, not less.

Everything shifted when I started asking:
• What can I learn here?
• How can I grow from this?
• What part of me needs to change?

That’s when the doors opened. New roles. Promotions. More energy. Better teams. Not overnight-but every day, a little more.

The uncomfortable truth: The world will always have trouble. Pain. Problems.

But you choose what grows in your life. Your focus is the fertilizer.

If you want to be in the top 1%, start with your mindset-focus on growth, not trouble.

What would shift in your career if you focused less on pain and more on possibility?

Stuck in a toxic job? You’re following old rules that keep you trapped.

You know you’re a talented leader in tech.
But you’re still using the same playbook that got you here.
Now-those rules hold you back.

Here’s what I see every week:

• You polish your resume for the 100th time.
• You wait for your boss to notice your value.
• You hope HR will offer you something better.
• You keep working harder, hoping for a break.

Truth is: Companies changed. Hiring changed. Leadership changed.
But the job search strategies most people use? Still stuck in 2010.

The fix is simple, but powerful.

The LeaderUP 3 Keys Proven Framework:

1. Decision Maker Marketing - Position yourself as the solution to their biggest problems. Your resume and LinkedIn must scream impact at the level you want, not just the job you have.

2. Interview Pipeline Process - Build a personalized outbound plan. Reach out directly to decision makers. Use tools and automation. Stop waiting, start driving interviews.

3. Interview Process Certification - Learn how to become the answer hiring managers need. Consistently get offers by showing you solve real pain.

But that’s not all.

We dig deep to uncover your key unlocks:
→ What makes you unique?
→ Where do you deliver value no one else can?
→ Which growth areas will move the needle?

Then, we use the MASE Approach:
• Mindset: Growth over fear.
• Attitude: Show up with energy.
• Skills: Level up-hard and soft.
• Effort: Daily, focused action.

Imagine the shift:
You land the role you want.
You triple your impact, income, and satisfaction.
You wake up excited-recognized for your true worth.

The uncomfortable truth:
Success starts when you break old patterns and choose a new strategy.

What would change in your career if you stopped following outdated rules and started using a proven framework?

Tolerance, fortitude, resilience, adaptability-these 4 traits decide if you win or stall in your career.

You hit a wall. Something hard happens. You get knocked off your game.

The truth is: what happens next is not about talent. It is about how you respond.

Not everyone bounces back. Many drop lower than where they started. Some never recover. They stall-sometimes for years.

I see this every day with senior leads, managers, directors, VPs. Great people. Smart people. But the ones who rise have something different.

They build mental toughness like a skill. Not a buzzword. Not “just push harder.” They measure it and improve it.

Here’s what separates the winners:

• Tolerance: How much stress can you handle before you crack? Long fuse, short fuse-know yours. Track it.
• Fortitude: When you break, how far do you fall? Some take a breath, reset. Others spiral. Your intensity matters.
• Resilience: How fast do you bounce back? 5 minutes or 5 months? The faster you reset, the quicker you win.
• Adaptability: Do you level up after setbacks-or settle for less? Growth comes from using pain as fuel, not letting it drain you.

I learned this the hard way. Early in my career, I fell hard when things went wrong. Recovery took too long. Sometimes, I came back weaker. Now, I focus on returning to baseline fast. I separate feelings from actions. I use setbacks to build strength, not lose it.

You can do the same. Start by asking:

→ Where do you stall most often?
→ Which trait needs work?

The uncomfortable truth: your next promotion, your next job, your next win depends on how you handle hard times-not how you avoid them.

Agree? Where do you see yourself in these four traits?

The world throws chaos. I choose who I become in the gap between hurt and response.

You lose someone. You get blindsided. You feel the sting.

Most people think pain should change you forever. That you need to mourn for months to prove you loved deeply. That you must carry a scar for life.

But I refuse that.

I believe the person I lost-or the setback I faced-would want me to be stronger. Not broken. Not stuck in old patterns that keep me small.

What stops me from moving on today? What rule says pain must last a set time?

The truth is: how long you hurt does not equal how much you cared.

I learned this the hard way. Wrote a eulogy. Reflected on what people remember at the end.

It’s not the money. Not the titles. Not the buildings you put up.

It’s always:

• Service-what you did for others
• Character-how you showed up, even on your worst days

You can choose your response-even when you’re tired, hungry, or hurting.

There’s a split second between the blow and your reaction. In that moment, you decide who you want to be.

I ask myself:

• What would my best self do?
• How can I act with respect and gratitude, even when I’m struggling?
• Can I go through this day, this meeting, this conversation, without letting my pain spill out?

If I do that, I win. Even if no one knows what it cost me.

Over time, showing up builds reputation. You become the person others call “unshakable.”

That’s how you build real strength. That’s how you grow.

But some of you are stuck in the valley. You let pain shape your behavior. You think you’re less because you’re struggling.

Don’t let hurt become your identity.

You choose who you are in the gap. That’s where growth happens.

What helps you stay true to yourself in that gap?

AI is not your enemy. It's your best tool for career growth if you know how to use it.

You can let AI take your job - or you can use it to make yourself unstoppable.

The uncomfortable truth:
Most people wait for permission to learn new skills.
They wait for their manager to send them to training.
They wait for someone else to show them the way.

But the ones who win? They teach themselves what they need - fast.

I saw an OpenAI engineer do exactly that.
He used ChatGPT to learn every skill he needed for the job.
He didn’t ask for a roadmap.
He built his own.

That’s the new game.
The top 1% don’t fear AI - they leverage it.
They use it to:

• Break down complex problems
• Practice interview questions
• Build project plans and get more done in less time
• Find gaps in their own skills and fill them

The truth is:
AI won’t replace you.
But someone using AI better than you will.

You don’t need to be an engineer.
You don’t need a special background.
You just need to decide - will you use the best tool available to level up?

The future belongs to those who adapt, learn, and move fast.
The ones who use AI as their teammate, not their rival.

Are you letting AI make you invisible?
Or are you using it to stand out?

What would shift in your career if you treated AI as your personal growth engine?

Your plan for 2026 matters more than your wishes. Will you act or wait?

Here’s what I see every year-talented people say, “Next year I’ll make my move.” Next year comes, nothing changes. Same frustrations. Same missed chances.

The truth is: no one is coming to hand you the job, the promotion, or the life you want. You have to build it. You have to decide what you want, get clear, and act.

Ask yourself:
→ What do you want for yourself in 2026?
→ What will you do to get it?
→ What’s one thing you keep wishing for, but never actually start?

I’ve coached leaders who spent years waiting for a manager to notice them, for a recruiter to call, for a “right moment” to land. That moment never arrives. The only real change comes when you step up and make a plan.

Here’s what works:
• Get specific about your next career level or role
• Write down your target salary, work-life goals, and growth needs
• Map out three actions to take this month-update your resume, reach out to a mentor, build a new skill
• Stop wishing for things to happen. Start working toward them

You can still want more money, more fulfillment, more flexibility. But want alone isn’t enough. Action is the difference. Your future self will thank you for the steps you take today.

Don’t let another year go by wishing for results you never see. Build your plan. Move. Repeat.

What would shift for you if you chose action over hope?

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Mary Fung

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The Battle

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