Unconventional Leadership Enthusiast | Creator and propagator of the "5E's of Leadership" | Empowering Leaders to Transform & Thrive in the Age of Change

When leaders face tough situations — turnarounds, post-acquisition chaos, leadership breakdowns, toxic culture, execution failures — they don’t need advice or frameworks.
They need someone who can step in, take ownership, and deliver results.

That’s what I do.

I bring 20+ years of senior HR and organizational leadership experience across EMEA, with 10+ large-scale transformation assignments. I embed with executive teams, stabilize situations fast (3–6 months), and build sustainable leadership and organizational capability over 12–18 months.

I work at the intersection of leadership, decision-making, and organizational systems — where strong individuals often struggle to operate as a coherent whole under pressure.

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Selected impact:

→ German manufacturing business in crisis
Leadership vacuum, toxic culture, massive talent exodus.
Turned €10M annual losses into breakeven within 12 months.

→ Three Italian plants operating as warring factions
No alignment, no shared priorities.
Built cross-plant leadership alignment; European product sales increased by ~25%.

→ Young leadership team blocked by entrenched resistance
Coached and supported them through a full transformation.
Order execution speed improved by 30%; complete business model turnaround within one year.

→ Severe labor availability crisis across Eastern Europe
Attrition reduced from 25% to 8%; seasonal staffing stabilized through leadership and HR mobilization.

→ Quality function collapse after global product recall
Rebuilt the function from scratch, replaced half of leadership.
All critical issues resolved within 12 months; quality records broken year after year since.

→ Commercial organization with toxic culture and recurring losses
Transformed into the fastest-growing commercial team in Europe within 18 months.

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How I work

Beyond classic interim leadership, I increasingly use facilitated business simulations to make leadership and decision-making dynamics visible under pressure.
They help executive teams see — within hours — patterns that often remain hidden in meetings for years.

This is not training and not theory.
It’s a way to surface how decisions interact, where responsibility concentrates or disappears, and why strong teams sometimes underperform as a system.

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Where I typically engage

• Crisis stabilization
• Post-acquisition integration
• Leadership transitions
• Culture and execution transformation

Scope: EMEA.

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Available for Interim CHRO / HR Director assignments and executive-level transformation work.
High travel is not an issue.


Mikhail Lvovskii

€50,000 blown on a leadership offsite.

Three months later, same problems.

Great facilitator. Gorgeous venue. Everyone left happy.

Nothing changed.

The offsite treated symptoms, not systems.
For a week, everyone played nice. Then reality snapped back.

One person still hogged decisions.
Old conflicts, still swept under the rug.
Alignment, still fake.

Feeling good together doesn't fix teams.
Seeing, then fixing, how a team actually works does. 

Most team building is a vacation from dysfunction.
Real development? Brutal. It's a mirror, not a retreat.

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Happy New 2006 Year to everyone!
Best wishes to you and your closed ones!

Certified Transformational Coach

Global Professional in Human Resources (GPHR)

Change Management. Level 4. Change Trainer.

Coaching for Performance. Train the Trainer

Continuous Improvement and Lean Management

EQ 360 degrees feed-back coach

Efficient methods of recruitment and headhunting

Electrolux Leader

Electrolux Next Level Leader

HR Academy

Job Evaluation: Mercer's methodology

People management skills

People management training. Train the trainer

Preparation to GPHR certification

Samsung Leadership program

StoreWars business simulation

Storytelling

Interim HR leadership and transformation execution for organizations facing crisis, transition, or underperformance.

Short- to mid-term Organizational interventions to the teams with dysfunctions, in order to build high the basis for high performance.

Selected projects:

Pharma (multinational, CEE) – Reset the top team, introduced ambitious visioning and planning cadence, strengthened collaboration → positioned business for accelerated market growth.

Global Electronics producer – Advised on HR operating model redesign, aligning service delivery with business strategy → increased ownership by line managers, freed HR from admin.

Industrial Plant (Germany/Poland border, 900 employees) – Installed accountability ladder and reset leadership culture → productivity lifted by 20% in 3 months.

Law Firm (Poland, 400 employees) – Partnered with new HR Director after failed engagement survey → leadership reset, trust rebuilt, attrition slowed within 6 months.

Founder and Principal Consultant

Helping companies overcome challenges in the area of people, leadership and culture.
Helping to run organizational transformation: design, implementation, change management.
Transforming HR organizations to be true business partners and move them towards business drivers.

Chief Transformational Officer

Built HR function from scratch for international logistics company: strategy through execution, all processes, leadership team across 15 countries.

Led three major turnaround initiatives:

German Entity Turnaround (2023-2024)
Situation: German manufacturing entity in crisis — leadership vacuum, toxic culture, talent exodus. Running consistent losses (-10M EUR annually) despite major technology investment.
Action: Led leadership and culture reset. Addressed talent crisis through targeted interventions. Aligned leadership team around performance recovery. Reviewed and streamlined key functional processes.
Result: From -10M EUR annual losses to breakeven within 1 year. Organization stabilized, leadership aligned, underperformers exited.

Italian Operations Integration (2023-2024)
Situation: Three Italian plants operating as warring factions — fighting internally and resisting collaboration with European operations.
Action: Drove cross-plant alignment initiatives. Broke down silos between Italian entities and broader European organization. Built collaborative leadership culture.
Result: Italian product sales in Europe increased ~25%. Unified operations, established productive collaboration. Refreshed Italian management at top 2 layers.

Lithuania Leadership Transition (2022-2024)
Situation: Young leadership team installed after leadership reset, struggling to drive change in entrenched old-guard organization.
Action: Coached and supported new leadership team through transformation. Helped build credibility and change capability. Addressed resistance, aligned organization around new direction.
Result: Orders execution speed improved 30%. Complete business model turnaround from imports to local production within 1 year. Annual growth 15%.

European operations sold to strategic buyer in 2024 following successful stabilization.

Chief Human Resources Officer

Progressive HR leadership across EMEA Industrial Operations, with four major turnaround/transformation cases:

Quality Function Crisis Recovery (2018-2019)
Situation: Global quality scandal — mass product recall (dishwashers) causing massive financial losses and reputational damage. Quality function neglected for years: incompetent team, weak culture, no credibility.
Action: Partnered with new Quality leader to rebuild from ground up. Replaced more than half of leadership team. Redefined function's mission. Recruited high-caliber talent. Coached leader through confidence gaps.
Result: All critical quality issues resolved within 12 months. Historical quality records broken every subsequent year. Function transformed from liability to competitive advantage.

East Europe Manufacturing Labor Crisis (2018-2019)
Situation: By season 2018: zero applications for seasonal workers, significant drop in permanent worker inflow. No one wanted to join Electrolux factories.
Action: Gathered EMEA Manufacturing leadership to develop comprehensive solution. Introduced migrant workers approach despite strong stakeholder resistance.
Result: Decreased workers' attrition from 25% to 8% within months. Employee engagement improved 22 percentage points in Eastern Europe. Season 2018 sdtafed fully. YoY productivity and OEE targets over-achieved for first time in Eastern Europe.

Supply Chain Centralization (2014-2016)
Situation: Major organizational restructuring — centralizing Supply Chain operations across EMEA. Experienced plant managers losing power. Strong resistance, lack of trust, leadership vacuum.
Action: Deployed as embedded change agent. Bridged gaps between central leadership and local plant management. Ensured functioning of new structure during transition.
Result: New centralized organization successfully established and operational. Achieved strategic targets for product delivery at improving cost. New SC organization gained trust and demonstrated advanced capabilities.

HR Director Industrial Operations EMEA (from 2019 - Europe)

Commercial Organization Turnaround
Situation: Dysfunctional commercial organization with toxic culture, chronic underperformance, consistent losses. Managing Director terminated in week two of my arrival.
Action: Kept business running for 4 months while assessing team. Personally removed most toxic individuals. Rebuilt leadership culture around accountability. Supported onboarding of new MD and completed organizational reset.
Result: Transformed from loss-making unit to fastest-growing commercial team in Europe. Delivered significant sales growth and profit turnaround within 18 months. Built self-steering team capable of sustaining performance.

Regional HR Director (CIS counties + Baltics)

HR leadership for industrial gas operations including oversight of two M&A integration projects. Managed complex stakeholder environment, aligned cultures and systems across acquired entities while maintaining operational stability.
Assured stable business functioning along severe Financial crisis of 2008-2009, forcing mass redudancies and business restructuring. While making sure 2 entities acquired pre-crisis were integrating into the business wihtout performance loss.

HR Director

Regional HR leadership across CIS markets for consumer electronics business.
Establishing HR system from scratch along shaping new Global region in CIS.

CIS Region HR Manager

Post-merger integration of Business Consulting practice into IBM structure. Aligning processes, leadership practices and culture.

HR Manager. Business Consulting Services department (integration project)

Recruitment and development support for the pilot project for the emerging business model of dedicated software development centres.

Recruitment Manager

Interim HR Director/CHRO | Turnaround & Transformation Specialist | I stabilize broken organizations and rebuild dysfunctional teams

English

German

Polish

Russian

SHRM

Team effectiveness - from strategy to execution · Creator of QurumQ team behavior simulation · ex-Electrolux, Linde, Samsung, IBM, Luxoft

She was one of our best.

On her last day, I asked why she was really leaving.

She said, "I've been leaving for two years. No one noticed."

That's the part no one wants to hear.

By the time someone resigns, the decision was made months ago.

You can track the trail if you bother to look.

First comes the silence in meetings. 
Then the suggestions that go nowhere.
After that, the missed promotion, or no feedback at all.

It's a slow fade.

Most companies don't see it, or pretend not to.

Then they schedule the exit interview, hoping for some honest insight.

But by then, it's just an autopsy.

The real work is upstream. If you want blunt truth, ask before people disengage. 

Stay interviews. Candid check-ins. Not the end, the middle.

Ask early. Ask often. Or get comfortable with good people silently slipping out the door.

You choose which kind of interview you prefer.

Forget teaching.

The fastest way to develop a team isn't to lecture, train, or hand them a new model.

It's to throw them into a real situation that reveals their default patterns, good and bad.

No slides. No expert diagnosis. Just a mirror.

Let them see the gap for themselves.

After 25 years of running all the types of workshops and interventions, I don't believe in top-down development.

People don't shift because someone tells them how.

They shift when they see what they're actually doing, together, in real time.

That discomfort? That clarity? It does the heavy lifting.

The hard part: engineering that moment without artifice or theater.

That's the edge I've been focused on. More on the method soon.

A common mistake in HR: assembling a team of strong individuals and expecting a strong team.

I’ve seen it dozens of times.

Five brilliant people who individually could solve any problem. Put them in a room together and they produce mediocre results. Not because they’re competing. But because nobody adjusts.

- Everyone leads. Nobody follows.
- Everyone analyses. Nobody decides.
- Everyone has an opinion. Nobody builds on someone else’s.

Meanwhile, across the hall: a team of average performers who produce extraordinary results. Because they’ve figured out something the all-star team hasn’t:

How to complement each other instead of duplicate each other.

Google’s Project Aristotle found the same thing: who is on the team matters less than how the team works together.

But here’s what most organizations still get wrong: they invest in individual development and hope team effectiveness follows.

It doesn’t.

Team effectiveness is a separate skill. It has to be built, observed, and practiced as a team - not as a collection of individuals attending the same workshop.

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There are two types of team building.

One asks, "Do we like each other?"
That's escape rooms, cooking classes, drinks after work.
Easy to buy, easy to deliver.
Zero impact on Monday morning.

The other asks, "How do we function when it matters?"
Now you're talking resource constraints, time pressure, clashing priorities.
You put the team in the fire. Watch what surfaces.
It's messy. It's uncomfortable. Most companies run the other way.

After 25 years, I've seen the same pattern.
- Teams that choose comfort stay stuck.
- Teams that choose the mirror, the hard look at reality, break through every time.

You want transformation?
Skip the trust falls.
Choose the mirror.

The CHRO wanted a succession plan.

I only asked one question:
Who on your team would you actually bet on?

Silence.

Not because they didn't know.
Because saying it out loud means facing the reality.

Most succession planning is corporate theater.
- Map names to boxes.
- Run assessments.
- Draft development plans.
Nothing happens.

The real questions never make the agenda:
- Who's truly ready?
- Who never will be?
- Who's here just because it's easy to keep them?

HR builds frameworks.
Leadership dodges decisions.

If your succession plan hasn't changed in six months,
 it's not a plan.
It's paperwork.

When I was building QurumQ, everyone asked: “Why not just make an app?”

Here’s why:

When people stare at screens, they stare at screens.
When people hold cards, pass dice, and spread decisions across a table - they talk to each other.

I’ve watched hundreds of teams in corporate settings.
The moment you put a laptop between people, the conversation changes. They start optimizing individually. They stop negotiating. Eye contact drops.

Physical objects do something digital can’t: they create a shared space.

When a team is debating whether to invest in education or real estate, and the cards are sitting on the table between them - the decision feels real. The disagreement feels real. The compromise feels real.

That’s not nostalgia for board games. That’s behavioral science.

The digital engine runs invisibly underneath: handling calculations, tracking scores, generating reports.

But what the team sees and touches? Cards. Dice. Each other.

Because the goal isn’t to play a game.
The goal is to see how you work together, and you can’t do that through a screen.

Years ago I was brought in to diagnose why a leadership team at a manufacturing company kept failing to execute strategy.

They had the right people. Strong individual performers. Clear goals.

I sat in on three meetings. That’s all it took.

Here’s what I saw:

The CEO spoke first every time. Not because he wanted to dominate — he genuinely thought he was “setting direction.”

But the moment he spoke, the room reorganized around his opinion. People who had different views either stayed quiet or reframed their ideas to align with what he’d already said.

The team wasn’t failing at execution. They were failing at decision quality — because every decision was really one person’s decision with everyone else’s fingerprints on it.

When I showed him the pattern, he was genuinely shocked. “But I always ask for input.”

He did. After stating his own view. Which changed everything.

The fix was simple: he stopped speaking first. Within two months, the quality of strategic decisions improved visibly.

The hardest leadership problems aren’t about what leaders do wrong.
They’re about what leaders can’t see about what they do.

HR keeps buying what's easy to explain.

Quiz night? That one sells itself. It's cheap. Everyone joins in. No heavy lifting.

But try selling a simulation that shows which leaders choke, stall, or step up in real decisions.

Suddenly, it's too hard to pitch. The CFO gives you a blank stare.

So HR grabs the thing with the simple story. Entertainment wins. Real change loses.

Then they wonder why nothing sticks. Why leaders keep repeating the same mistakes.

The real blocker in corporate learning isn't a lack of ideas. It's a fear of anything that can't be explained in a single line.

If your solution is neat and fun, it lives.
If it reveals hard truths, it dies in the meeting room.

Real transformation isn't simple. The pitch shouldn't be either.

Ostatnio zainspirowało mnie to, że istnieje taka inicjatywa jak @International HR Society.

To organizacja, która działa w bardzo ciekawy sposób — zamiast klasycznych wydarzeń czy jednorazowych spotkań, buduje społeczności wokół konkretnych obszarów HR. Dzięki temu osoby mierzące się z podobnymi wyzwaniami mogą się wzajemnie wspierać, konsultować bieżące tematy i realizować projekty, które często są możliwe tylko dzięki współpracy.

Co szczególnie zwróciło moją uwagę, to bardzo praktyczna forma dzielenia się wiedzą — Knowledge Shot’s. To krótkie, maksymalnie 20-minutowe wystąpienia praktyków i ekspertów HR.
👉 Bez długich wstępów
👉 Bez ogólników
👉 Konkretne case’y, narzędzia i rozwiązania z realnej pracy

Jeżeli chcecie wziąć udział w najbliższym webinarze, szczegóły spotkania znajdziecie w grafice, a link w komentarzu.

I watched 12 teams solve the same problem, with the same rules and the same time.

Not a single team did it the same way.

But some patterns stood out.

 Teams with one loud voice moved fast. They also got the worst results.

Teams that "wasted" time arguing every angle? They made fewer mistakes.

And when someone asked, "Wait, what are we optimizing for?", that team usually crushed the ones who just rolled up their sleeves and started working.

The kicker?
Teams that thought they nailed it weren't always the ones who actually did.

Especially under pressure, confidence and competence are two different signals.

If your team moves fast and sounds sure of themselves, you might want to check what they're actually delivering.

Networking w swiecie przedsiębiorców jest niezbędny.
Ale jak być jeżeli nie jesteś "stąd"?

Przeprowadziłem się do Wrocławia, no i do Polski, ponad 12 łat temu, po 37 łatach spędzonych w rodzinnym kraju i miejście.

Tak się stało ze długie łata skupiłem się na karjerze korporacyjnej tego pracodawcy który mi tutaj przywiózł. I nie myśliałem że poza ramami tego pracodawcy też jest życie. Nie budowałem sieci.

Tak się wydarzyło że 5 łat temu stwierdziłem że chcę kontynuować swoją drogę samodzielnie, prowadzić własny biznes. 
Ale się okazało że network który miałem był słaby. Jakość sieci po moim ocenam bardzo niska. Większość wartościowych kontaktów to jedna firma - mój były pracodawca.

Probowałem rózne sposoby, ale włąsnie nic nie działa lepiej niż spotkanie tet-a-tet i dzielenie się wiedzą.

Dzięki Martyna Lempert, z której się poznaliśmy z połtora tygodni chyba, już po raz drugi biorę udział w spotkaniu kameralnym przedsiębiorców Wrocławia. I to własnie jest wartość ludzkich relacji - poradzić, skierować, pomóc. 
Dzięki Martyna jeszcze raz!

O wydarzeniu:
Serial networkers Meetup - Wrocław!✅ 

Data: 6 marca 2026
Miejsce: Ace of Space Renoma, Świdnicka 40, Wrocław.
Czas: 16:00-21:00

Bilety: https://lnkd.in/drptwwBB

CEO TeamBoost - przekładam cele firm na działania ludzi | Mentoring C-Level - Leadership | Programy rozwojowe | Procesy HR wspierające cele biznesowe firmy

A CFO once told me, "HR talks about people like they're a religion, not a business."

I was offended. For about ten seconds.

Then it clicked. He was right.

We say "talent is our greatest asset" but can't put a number on it.

We say "culture drives performance" but can't measure it.

We say "engagement matters" but never connect it to revenue.

Then we act shocked when we're left out of real decisions.

HR has a language problem. We preach. The business does math.

The answer isn't to ditch the human element. It's to translate it.

If you can't prove your work moves a number your CFO checks, you're not strategic. 
 You're just decoration.

Most leadership teams think their collaboration is strong.

Surveys will back that up.

But watch them try to split a shrinking budget in real time.

That's where the truth shows up.

I once ran a survey for a leadership team. 90 percent rated their collaboration as strong or very strong.

Then I watched them actually work together.

It took 30 minutes for two people to bulldoze every decision. One person checked out completely. The rest held their ground but never moved the conversation forward.

Nobody lied on the survey. They honestly thought they were a high-performing team.

But self-perception is not data.

If you want to know how your team works, stop asking. Start watching.

Observed behavior is the only data that counts.

Open article: People Culture TechFest 2026 by app.gridaly.com

Everyone thinks they know how their team works.

They don't.

I've spent 25 years inside boardrooms, factory floors, crisis war rooms. Seen the same thing play out, everywhere.

What people say in surveys, workshops, performance reviews , irrelevant.

When the clock's ticking and stakes are real, most teams have no idea how they behave.

So I built something that shows them.

It's called QurumQ.

Not a training. Not a game.

A two-hour simulation that drags team behavior into the open. Real decisions, real pressure. No scripts, no right answers, no place to hide.

10 simulated years in 2 hours.
Physical cards. Digital engine. Electronic dice.
Crises, dilemmas, career moves, deals, betrayals. All of it.

Leadership appears or vanishes.
Risk-takers and risk-dodgers reveal themselves.
You see who actually listens, and who's just waiting to talk.

It's a mirror. Brutal, clear, unfiltered.

Suitable for offsite setting, fully online version for remote teams, multi-days marathon with short daily intervention and deepest level reflection.

I'm running beta sessions now. Looking for 10-15 companies in Europe ready to find out how their team really works under pressure.
Nice discounts guaranteed!

If you own team dynamics, decision-making, or leadership development, Id love to show you exactly what this simulation looks like. 
Scheduling link in a first comment. Or just DM me to agree for a demo.

In almost every team I’ve observed, there’s someone who barely speaks.

They’re not disengaged. They’re processing.

While the loud voices debate, the quiet person is tracking something the others miss: the pattern. The assumption nobody questioned. The risk nobody named.

Here’s the problem:

Most teams reward volume, not value. The person who speaks most confidently gets the most influence - regardless of whether they’re right.

And the quiet person? They either stay quiet (and the team loses their insight) or they learn to be louder (and the team loses their depth).

The best leaders I’ve worked with don’t ask “does anyone have something to add?”

They ask the quiet person directly: “You’ve been listening carefully. What are we missing?”

That one question changes everything.

Not because quiet people are always right. But because a team that only hears its loudest members is making decisions with half the available intelligence.

Dla moich polsko-języcznych kolegów z HR.
Jeżeli sprawy przyszlośći HR dla Was są bliskimi, jeżeli chcielibyście dzielić wiedzą praktyczną o róznych aspektach HR - same praktyka, samy "sok" wartości HRu dla biznesu, zachęcam do obserwacji International HR Society.

A jako przykład dzielię się jednym z kolejnych wydarzeń, które moim zdaniem podrusza najbardziej aktualny temat fazy przełomowej dla HRu, jak stoimy przed transformacją ludzko-AIowej, hybridowych organizacji i tak dalej.

Transformacja cyfrowa HR nie zaczyna się od narzędzia. Zaczyna się od kompetencji, partnerstwa HR + IT i decyzji, że HR przestaje być wyłącznie administracją.

Już 26 marca o godz. 11:00 zapraszamy na Knowledge Shot (20 min), a w nim praktyczny case:

„Nowe technologie, nowe kompetencje – HR w cyfrowej rzeczywistości na przykładzie Inter Cars S.A.” przedstawi Krzysztof Zawistowski. 
W środku:
- wyzwanie skalowania HR w dynamicznie rosnącej organizacji,
- przejście od roli administracyjnej do roli partnera biznesu,
- budowanie partnerstwa HR + IT w transformacji cyfrowej,
- zmiana kompetencji i „tożsamości” zespołu HR - co działa, a co blokuje zmianę.

Na koniec: konkretne lekcje, które pomagają przeprowadzać podobne zmiany szybciej i lepiej (bez typowych pułapek).

Zapraszamy wszystkich przedstawicieli działów HR. Link do formularza zgłoszeniowego znajduje się w komentarzu.

Obserwuj International HR Society jeśli chcesz być na bieżąco z kolejnymi odcinkami i dołącz do bezpłatnych społeczności na LinkedIn.

The worst team conflict is silent.

I've seen leadership teams who brag about "alignment." No debates. Quick decisions. Lots of nodding.

Looks smooth. Until you see the mess underneath.

Three strategies pulling in opposite directions. Secret alliances. One person overloaded while the rest jockey for status.

The show of harmony was just that, a show.

Healthy teams fight in the room, then walk out aligned. 
Dysfunctional teams nod in the room and undercut each other later.

If your meetings never get heated, don't kid yourself. That's not alignment.
 
That's avoidance.

Retrospectives are everywhere.

But most are a waste of time.

People obsess over what went wrong, what could be improved, what the team should do next time.

Nobody asks the only question that matters: How did we actually make that decision in the first place?

Everyone remembers missing the deadline.
So they say, plan better next time.

But nobody rewinds to the meeting where someone flagged the risk, got ignored, and the group charged ahead.

The real mistake? The way the room made decisions. Not the plan itself.

By the time you get to the retrospective, everyone's already changed the story in their head.

You can't fix a process you never saw.

Stop asking what went wrong.

Start asking: what happened in the room when it mattered, and why did nobody stop a bad call in real time?

That's where the real answers are.

Nicky Price

Break through subconscious patterns to unlock your true potential |High Performance Transformation Therapist & Coach |PQ Positive Intelligence | #anxiety #Impostorsyndrome #publicspeaking #moneyblocks

You’re not stuck. Your identity just hasn’t caught up with your potential yet — and that’s what I help women in business change.

Hi, I’m Nicky 👋

If you’re an ambitious woman in business who knows you’re here for more, but something inside still holds you back, you’re not alone. You’ve done the strategy, the mindset work, maybe even the healing… but you're frustrated because you haven’t yet been able to step into the visibility, confidence or impact you know you’re meant for.

But here's the truth.  You can’t create your next level of success with the same thoughts, beliefs and identity that built your current one. Your strategy isn’t the problem — you’ve hit an internal identity ceiling.

That older identity was shaped a long time ago — and it can’t yet hold the success, visibility, income and fulfilment you’re trying to create.

That’s why you may still:

- Dim your voice, or find yourself playing small

- Question yourself and your expertise

- Overgive, undercharge or undervalue yourself

- Hit ceilings in visibility, income or confidence

- Get close to breakthroughs… then stall

You think you need a better strategy.
But what you actually need is an identity upgrade.

When your identity shifts, everything else follows — naturally and permanently.

🌟 What I Do: 

I help women in business get out of their own way and step into the visibility, confidence and impact they’re capable of, by rewiring the subconscious patterns that silently limit success.

My work blends:

✅  Identity-level rewiring

✅  Subconscious repatterning

✅  Behavioural and emotional integration

This isn’t surface level mindset work.
It’s identity evolution at the subconscious level — the root of lasting change.

✨ What Clients Often Say

“I finally feel like I can do this.”
“I’m being seen and heard — without forcing it.”
“I can hold more — more income, more visibility, more ease.”

You don’t have to choose between your success, impact, wellbeing, or connection and relationships.
You get to have it ALL— AND be the woman who can hold it.

💫 Ways to Work With Me

✨ 1:1 Identity Upgrade Sessions
✨ 6-Month ‘Here For More’ Program
✨ Hybrid Therapy + Coaching Deep-Dive
✨ Speaking & Workshops on Identity, Visibility & Confidence

If you can feel your next-level self calling you forward,  but feel like you're sabotaging yourself — you’re just ready for an identity upgrade.
Message me or take a look at this introductory video.  https://mebutfree.com/LI

Founder

Overcoming limiting beliefs in the workplace is often referred to as "mindset" work - yet our conscious mind is a very small part of what shows up for us in day to day life.  It is our sub-conscious mind that is running the show as it accounts for around 90-95% of our daily actions.  
I am passionate about helping my clients to ignite their full potential in their business or career by removing impostor syndrome, anxiety, money and confidence blocks, but I also love sharing how it is possible to live a calmer, happier, more abundant and stress free life with more intimate connections  by understanding a little about how your mind works. 

As an Advanced RTT therapist and Accredited coach,  I am able to FREE my clients from all sorts of limiting beliefs and behavioural patterns using my unique 5 step freedom formula for cognitive change. 

The results are transformational.  All sessions are done either face to face locally or via private video conferencing around the world.  
Whilst I can help with pretty much any block or unwanted behaviour patterns - my specific area of expertise is helping my clients to work through impostor syndrome, anxiety, confidence and self worth issues in their business, their relationship with money and with their partner relationships.

==> Looking for a speaker? - I am available for speaking events and have 3 signature talks around how our mind works to enable us to achieve happiness and fulfilment in our life. 
Podcaster or Broadcaster?  - Check out my radio interview:
https://www.mixcloud.com/radiowoking/roys-happy-hour-with-guest-nicky-price-7th-january-2020

Send me a private message to find out more or visit my website:
https://www.MeButFree.com
#RTT #RapidTransformation #hypnosis #therapy #Neuroplasticity #mindfulness #happiness #mentalhealth #personaldevelopment #speaker #lifecoach

Today I’m taking the day off.
No clients
No calls
No “just quickly checking emails.”
(And this post was written yesterday 😊 )

Because today it’s my daughter’s birthday.
She’s currently signed off recovering from a mini operation, and her boyfriend is on a posting in Norway, so this year looks a little different… but it’s still a day that matters.

And as I was moving things in my diary, I had one of those quiet moments of gratitude.

Because for all the conversations I have about burnout, money blocks, visibility fears and the pressures of running a business — this is one of the parts we don’t talk about enough.

Choice (and freedom!)

The ability to say:
Today, I’m not available
Today, I’m fully present with my daughter
Today, this comes first.

Running your own business isn't always easy.
But it does give you something incredibly powerful when it’s built well

And that is, the ability to rearrange my work around what's important to me, and NOT have to do it the other way round  - it matters to me and always has done. 

There are many downsides to entrepreneurship.
But this isn’t one of them.

And that’s something I don’t take lightly.
Because success that costs you presence, or peace of mind, and happiness isn't real success for me. 

So let's celebrate the truly great aspects of having your own business.
What’s the real reason you started your business in the first place, and are you honouring that right now?

(Photo from a few months ago in Italy)

Nicky Price 

Unlocking the Subconscious Patterns Capping Income & Growth │ Identity-Level Rewiring for Female Founders │ Speaker & Workshop Facilitator

You don’t wake up one day and lose ambition.

You only start questioning it when
growth feels heavier than it should.

At first, you love what you’re building.

Then, it expands.

→ More visibility
→ More pressure
→ More responsibility

And suddenly, you’re procrastinating.

Overthinking.

Wondering if you even want it anymore.

Not because you’ve lost drive.

But because your nervous system sees expansion as a threat.

So, it protects you.
It slows you down.

It makes success feel overwhelming.

By instinct, you try to fix it with discipline:

→ More structure
→ More strategy
→ More pushing

But the problem isn’t effort.

It’s a capacity ceiling.

And that ceiling is shaped
by subconscious patterns.

If success doesn’t feel safe, you will always shrink to match what feels familiar.

You can’t outwork that pattern.

But you can rewire it.

That is exactly what I’m teaching inside my FREE workshop on March 16th:

→ How to more forward when visibility triggers doubt
→ How to feel safe earning more without questioning your worth
→ How to rewire subconscious patterns keeping you stuck at the same level

This is the work I do with women in business
who are done fighting themselves to grow.

DM me CHANGE and I’ll send you a personal invite.

♻️ Repost if this inspired you
👤 Follow Nicky Price for more

Burnout doesn’t start with exhaustion.

It starts with misaligned belief.

For most women in business, burnout isn’t abut poor time management.

Or lack of discipline.

It’s about safety.

→ Does slowing down make you uncomfortable?
→ Does success feel like more pressure?
→ Does support feel risky?
→ Does rest feel earned?

Those patterns aren’t random.

At some point, your nervous system learned that:

→ Doing more = safety
→ Overgiving = worth
→ Striving = value

And once that link is created,
peace becomes conditional.

→ You rest when you’ve achieved enough
→ You slow down when things are handled
→ You ask for help after you’ve proven yourself

But the milestone keeps moving.

And survival mode doesn’t know how to stop.

Real change doesn’t come from pushing harder.

It comes from helping your system feel safe enough to expand without expecting burning out.

I’m breaking this down in my free workshop on March 16th.

We’ll look at:

→ Why burnout keeps repeating
→ How subconscious identity drives overworking
→ How to build success that feels safe instead of stressful

If you’re ready to grow without it costing your peace,
DM me ‘CHANGE’ and I’ll send you a personal invite.

♻️ Repost if this inspired you
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5 Burnout Lies that Steal Your Peace

Your mind is incredibly creative
when it comes to worst case scenarios.

You can rehearse failure in just seconds:

→ What if I mess this up?
→ What if they judge me?
→ What if I can’t handle more success?

But that isn’t negativity.
It’s protection.

Your nervous system learned that
anticipating danger kept you safe.

So, it can scans for what could go wrong.

It keeps you small enough to avoid threat.

It prepares you for loss.

The interesting part 👇

The same mind that can vividly imagine rejection
can also vividly imagine expansion.

The same system that rehearses failure can also rehearse:

→ Ease
→ Wealth
→ Support
→ Visibility

For many women, imagining the best feels uncomfortable.

Not because it’s unrealistic.
But because it feels unsafe.

Success might mean:

→ Being seen
→ Outgrowing people
→ Holding more responsibility
→ Being let down or disappointed
→ Letting go of an old version of yourself

So instead of asking “Why do I overthink?”

A gentler question is:

“What does my system believe would happen if things actually went well?”

Sometimes, the next level doesn’t require strategy.

It requires helping your nervous system feel safe expecting good things.
You already know how to overthink.

The real work is choosing
where the power goes.

That’s exactly what I’m teaching in my FREE workshop on March 16th.

DM me CHANGE and I’ll send you a personal invite.

♻️ Repost if this inspired you
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Growth rarely stalls because of strategy.

It stalls because the nervous system underneath isn’t ready to hold more.

When the nervous system isn’t regulated:

→ Your self trust stays low
→ Your identity operates from protection
→ Your decisions are driven by fear, not alignment

No amount of strategy can fix that.

You’ll keep hitting the same income ceiling.
Burning out at higher levels.
Or sabotaging right before things take off.

These KPIs track what most people ignore:

→ Safety
→ Identity
→ Capacity

Because your business can only grow to the level your internal system feels safe sustaining.

Shift that, and results start to feel natural instead of exhausting.

That’s exactly what I’m teaching inside my FREE workshop on March 16th.

DM MORE and I’ll send you a personal invite.

♻️ Repost if this inspired you
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 7 KPIs Every Female Business Owner Should Track

Stop believing working hard under
pressure is the price of growth.

You can’t scale your business by staying stressed.

You’re literally fighting your own biology.

And biology always wins.

Operating from stress will shift your brain to survival mode.

Its only priority?

To keep you safe.

→ Not innovate
→ Not take risks
→ Not think creatively

Because to your brain, creation is optional.

Survival is not.

If you feel things are heavy right now,
it’s not a motivational issue.

It’s a regulation issue.

An unsafe nervous system will resist expansion.

Because growth feels like a threat.

You can outsmart that with better strategy.

But you can work with it through better regulation.

Sometimes, you can do it in 90 seconds:

→ Pause
→ Breathe slowly
→ Notice your surroundings
→ Bring yourself back to the present

But, if stress is your default,
one reset won’t cut it.

Aim for 3-5 daily resets:

→ Walk
→ Move
→ Dance
→ Music
→ Nature

When your body finally feels safe:

→ Ideas flows easier
→ You can think straight
→ You stop overthinking every move

Growth doesn’t require more pressure.

It requires more capacity.

I’m showing how to expand that capacity in my free workshop on March 16th.

DM me CHANGE and I’ll send you a personal invite

♻️ Repost if this inspired you
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I’m 60. British. A mindset coach.

The older I get, the more clearly I see this:

We celebrated Women’s day yesterday.

Every year, we reflect on how far they’ve come.

But nobody asks what it cost them to get there.

And I wonder how many of
them are still white-knuckling it.

→ The spiral when a client goes quiet
→ The overthinking that keeps you up at 2am
→ The guilt when you charge what you’re worth

We often call it “being too sensitive.”

Not confident enough.
Too emotional.

It’s not.
It’s a nervous system that never felt safe.

→ Safe to fail
→ Safe to be seen
→ Safe to take up space

Most high achieving women I work with
aren’t held back by the lack of ambition.

They’re held back by a belief
quietly formed in childhood:

That mistakes meant something was wrong with them.
At some point, mistakes stopped being just a mistake.

It became evidence.
It became their identity.

So, they learned to:

→ Overgive
→ Over prepare
→ Keep it all together

And carried all of that silently into their businesses.

I’m going to hold your hand while saying this:

That is not a discipline problem.

That is not something
mindset hack can fix.

That is a nervous system that was never taught it was safe to be human.

But it’s not who you are.
None of it is permanent.

It can be unlearned.

At 60, I’m proof it can be. 🙏

What would you do without fear?
Comment down below.

💾 Save this for next time you’re being too hard on your self
👤 Follow Nicky Price for more

Most people think survival mode looks like burnout.

But in business, it often looks like:

→ Staying busy 
→ Holding everything together 
→ Working harder than everyone else

From the outside, it looks responsible.

But underneath, your nervous system is doing one thing:

Trying to stay safe.

And when safety becomes the priority,
growth stops.

Not because you lack talent.
Or you’re not working hard enough.

Because some part of you is still trying to protect you:

→ From rejection
→ From things falling apart
→ From the same pain you’ve felt before

So you play it safe.
You overwork.
You hesitate when things start moving.

These don’t look like problems.
They look like personality.

“I’m just someone who works hard.”
“I just prefer to stay busy.”
“I like to stay in control.”

These aren’t personality traits.
They’re survival patterns.

And a lot of women in business
have been living inside them for years
without ever realising it.

The infographic breaks down 7 of the most common ones.

Save it.
Read it slowly.
Notice which ones show up in your business.

Because the moment you name the pattern,
you stop being run by it.

On March 16th, I’m going deeper into why these patterns form
and how they quietly become your income ceiling.

It’s free. It’s live. It’s just 90 minutes.

DM me CHANGE and I’ll send you a personal invite.

💾 Save this to come back to
♻️ Repost to help someone else
👤 Follow Nicky Price for more on breaking self-sabotage

You don’t need more discipline.

You need more capacity.

Most growth doesn’t stall because of strategy.

It stalls because your nervous
system sees expansion as pressure.

→ More visibility feels exposing
→ More responsibility feels heavy
→ More money feels overwhelming

So, you hesitate.

And then the self sabotage begins:

→ You undercharge
→ You procrastinate
→ You overwork to “deserve” it

Not consciously.
Protectively.

And no amount of strategy can fix a nervous system that doesn’t feel safe with success.

Sustainable growth isn’t
built by pushing harder.

It’s built by expanding your capacity to hold more.

On March 16th, I’m teaching you exactly how to increase your capacity so success feels safe, not stressful.

To join my free workshop, DM me CHANGE

and I’ll send you a personal invite.

♻️ Repost if this inspired you
👤 Follow Nicky Price for more

You don’t struggle with hard things.

You struggle with what they represent.

You don’t avoid the:

→ The call
→ The launch
→ The visibility
→ The difficult conversation

You avoid it because at some point,
something familiar felt unsafe.

For many women in business,
“hard” is unconsciously linked to:

→ Rejection
→ Judgement
→ Getting it wrong
→ Being seen and criticised

So your nervous system steps in.

Not to sabotage you.
But to protect you.

That’s why pushing yourself
rarely creates lasting change.

Pressure activates protection.
But safety creates expansion.

When you:

→ Regulate first
→ Shrink the task
→ Update your identity
→ Change the language

You’re not forcing growth.

You’re teaching your system
that you can handle more.

And when your nervous system feels safe,
hard things stop feeling threatening.

They start feeling possible.

And when that happens

→ You stop overthinking
→ You stop procrastinating
→ You stop fighting yourself

Because the issue was never capability.

It was capacity.

If you’re ready to expand without burning out or forcing it:

I’m teaching this inside my
FREE workshop on March 16th.

We’ll explore how:

→ Subconscious patterns that holds you back
→ Identity shapes your visibility and confidence
→ Your nervous system sets your income ceiling

DM me CHANGE and I’ll send you a personal invite.

♻️ Repost if this inspired you
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7 Ways to Train Your Brain to Do Hard Things

Healing doesn’t happen
when you “decide” to let go.

It only happens when your body
feels safe enough to.

→ You can journal about it
→ You can understand the pattern
→ You can talk about it in therapy and coaching

But if your nervous system still believes
holding on is protection…

It won’t release it.

This is why so many women in business
stay stuck in cycles like:

→ Overworking
→ Overthinking
→ Underearning

It’s not a mindset gap.

It’s a safety gap.

Because at some point:

→ Pushing harder kept you safe
→ Staying small kept you accepted
→ Holding everything together made you valuable

Your system learned that expansion comes with risk.

So, even when your mind is ready for more…
your body resists it.

You can’t talk your way out of a feeling.

You have to help your system feel safe enough
to choose differently.

When safety comes first:

→ Visibility feels acceptable
→ More money stops feeling threatening
→ Success stops triggering self-sabotage

Healing isn’t about forcing change.

It’s about creating enough internal safety
that change becomes possible.

This is exactly what I’m teaching inside my FREE workshop on March 16th.
We’ll explore how:

→ Subconscious patterns holds you back
→ Identity shapes your visibility and confidence
→ Your nervous system sets your income ceiling

DM me CHANGE and I’ll send you a personal invite.

♻️ Repost if this inspired you
👤 Follow Nicky Price for more

You can work harder.

You can sacrifice more.

You can follow the best strategy to the letter.

But if your body is still bracing:

→ For rejection
→ For judgement
→ For things going wrong

Growth will keep feeling like a threat.

Not a possibility.

This isn’t a motivation issue.
And it’s not a discipline problem.

It’s protection.

At some point, your system learned that growth meant risk.

→ More visibility
→ More responsibility
→ More chance of getting it wrong

So it prepares.

It overthinks.
It actively scans for danger.

Not because you’re incapable.
But because expansion feels unfamiliar.

And unfamiliar once meant unsafe.

When your body no longer feels like
it has to defend you from the future:

→ You think more clearly
→ You create more freely
→ You stop overmanaging every outcome
→ You stop trying to earn safety through effort

Flow isn’t something you force.

It’s your natural state when your body feels safe.

If growth has been feeling heavier than it should, pause and ask:

“What is my system trying to protect me from?”

Awareness is where change begins.

That is exactly what I’ll be teaching inside my FREE workshop on March 16th:

We’ll explore:

→ Why visibility can trigger doubt
→ Why earning more can feel uncomfortable
→ How to shift the subconscious patterns keeping you at the same level

This is the work I do with women in business
who are done fighting themselves to grow.

Here’s the link to join: https://lnkd.in/esqEQqEi

♻️ Repost if you find this relatable
👤 Follow Nicky Price for more

Overthinking is often perfectionism in disguise.

It looks like analysis.
It feels like productivity.

But underneath, it’s usually this:

→ Trying to avid judgement
→ Trying to prevent rejection
→ Trying to guarantee the “right” outcome

The mind searches for certainty
so you don’t have to feel discomfort.

Overthinking isn’t a personality flaw.
It’s a protection strategy.

You’re not bad at decisions.
Your nervous system is trying to protect you.

That’s why logic alone doesn’t solve it.

You don’t need more push.
Or more discipline.

You need regulation.

When your system feels safe, clarity follows.

Overthinking weakens when your body no longer feels under threat.

That’s exactly what I’m going to teach in my FREE workshop on March 16th.

We’ll cover how:

→ Subconscious patterns hold you back
→ Identity shapes your visibility and confidence
→ Your nervous system sets your income ceiling

DM me CHANGE and I’ll send you a personal invite.

♻️ Repost if this inspired you
👤 Follow Nicky Price for more

Boundaries didn’t change my business.

They changed my nervous system.

For a long time, I thought boundaries were about time management.

Or productivity.
Or confidence.

They weren’t.
They were about safety.

Every time I took responsibility for someone else’s results…
Every time I said yes when I meant no…
Every time I overexplained…
Every time I undercharged…

My system was trying to protect me.

→ From rejection
→ From judgment
→ From not being liked
→ From feeling “too much”

So I become agreeable.
Over-responsible.
Available.

And it looked professional.

But underneath, it was self abandonment.

What most women in business don’t realise is this:

If boundaries feel hard, it’s usually because at some point it didn’t feel safe to have one.

So you adapted.

You learned that:

Approval = safety
Overworking = worth
Overgiving = security

Boundaries aren’t about being colder.

They’re about becoming safer inside yourself.

When your nervous system feels safe:

→ You stop undercharging
→ You stop overexplaining
→ You stop carrying what isn’t yours
→ You stop negotiating your own needs

And your business changes as a result.

💭 What’s one boundary you’ve been avoiding because it feels too risky?

Comment down below 👇

♻️ Repost if this inspired you
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5 Boundaries that Changed My Life Forever

The thing stopping you from earning more
isn’t what you think.

It’s not your prices.
It’s not your content.
It’s not the algorithm.

It’s patterns.

Quiet ones.

The kind that have been running so long
they just feel like you.

Most income ceilings aren’t strategy problem.

They’re subconscious habits wired to keep you safe.

And to your nervous system,
growth can feel like a threat.

So it does what it’s always done.

It pulls you back.

Not loudly.
Not obviously.

It can look like:

→ Lowering your price before they even object
→ Believing making money has to be hard
→ Staying busy but not moving forward
→ Downplaying what you’re capable of
→ Waiting to feel ready before you start

Most women don’t recognise them as patterns.

They just think it’s who they are.

But patterns can change.

That’s where inner work comes in.

This infographic shows you 7 most common ones.
Don’t just scroll past it.
Sit with it.

Ask yourself which ones have a seat in your table.

Because awareness isn’t just nice to know.

It’s the very thing that helps you step into the next version of yourself.

On March 16, I’m going deeper.

→ Where these patterns come from
→ How they quietly limit your income
→ How to start breaking the cycle

Free. Live. Just 90 minutes.

Click here to join: Here’s the link to join: https://lnkd.in/esqEQqEi

💾 Save this to come back to

♻️ Repost to help someone else
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She said no to my program.

But one email changed her mind.

I didn’t offer a discount.
I didn’t pitch harder.

I just wrote what I genuinely felt about her.

About the pattern I could see.

And in that email, I used a word I didn’t think twice about.

Bracing.

She replied within the hour.

Said that word stopped her cold.

Not as a concept.
As her life.

You see, bracing isn’t dramatic.

It doesn’t look like fear.

It looks like:

→ Always being the one who holds it together
→ Working twice as hard to prove you belong
→ Charging less because “what if they say no”
→ Hesitating right before the breakthrough

It feels like being responsible.

Keeping things safe.
Like being strong.

But underneath:

It’s a subtle clenching of the nervous system that learned early
that something bad was coming.

So, it got ready.
It tensed up.
It braced.

And here’s what nobody tells you:

When you spend years bracing,
your whole identity forms around it.

Not because you’re incapable.
Or not ready.

Because some part of you is still waiting for the familiar pain to arrive.

So you recreate it.
Unconsciously.
Every time.

That’s not a strategy problem.

That’s not something
a morning routine fixes.

That’s identity.

And it doesn’t shift until you see the pattern clearly enough to stop calling it “just the way I am.”

There’s a choice in that moment.

Keep managing the cycle.
Or finally break it.

She broke it.

Went from a no to “what else can you do for me?”

Not because I sold her.

Because she finally saw herself clearly.

That’s when change actually begins.

When you stop bracing, everything shifts.

Your visibility.
Your decisions.

Your willingness to see how you self-sabotage.

That’s exactly what I’m unpacking
in my FREE workshop on March 16:

→ Why money blocks aren't the real problem
→ The hidden pattern sabotaging your decisions
→ Why you shrink at the exact moment growth arrives
→ How your nervous system quietly sets your income ceiling

Here’s the link to join: mebutfree.com/more

♻️ Repost if this inspired you
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Have you ever noticed this in your business or your life?  (I did...)

You change something because it's not working and feels heavy.
-  Perhaps you change your marketing strategy in your business
-  Or you change your job 
-  A new relationship
-  A fresh start somewhere completely different

Because you didn't like your partner, or your boss, or your workplace, or the business strategy you were using wasn't working in your business.

And at first it feels hopeful that this time it really will be different.
That you've managed to escape the heaviness you felt before.

And for a while it does

But slowly, (almost unnoticeably at first) something familiar begins to return.
And you start noticing that it's the same kind of tension that you had before

The same patterns and misunderstandings just with different people or jobs or circumstances.

The same feeling of carrying too much or holding the same levels of pressure and overworking or the same relationships showing up with different people.

And you find yourself thinking:
“𝘞𝘩𝘺 𝘥𝘰𝘦𝘴 𝘵𝘩𝘪𝘴 𝘬𝘦𝘦𝘱 𝘩𝘢𝘱𝘱𝘦𝘯𝘪𝘯𝘨 𝘵𝘰 𝘮𝘦?”

It feels confusing, because on the outside everything has changed and you thought you'd moved away from it all.

But somehow the emotional experience feels the same and it seems to be following you around.

So you try to think why this keeps happening, you may even start blaming yourself or just feeling that this is so typical that this has happened 𝘢𝘨𝘢𝘪𝘯.

But what's really going on is usually much deeper than that.
When a pattern has been wired into our identity,  often from our childhood it travels with us wherever we go.

You can change the place
You can change the people.
You can even change the strategy.

But the pattern just keeps recreating itself, until you address the root cause. 

And when you address the root cause, something beautiful happens
The same situations no longer hold you in the same way
And the familiar patterns seem to disappear almost overnight

You don't realise it but you start making different choices — not because you forced yourself to, but because something deep inside your subconscious mind has changed.

And THAT is when life begins to feel lighter, and easier, and well....just better.

Have you ever noticed a pattern in your life that kept repeating until you finally stopped and asked why?

I'll be covering this and more in my upcoming workshop on Monday 16th March. 
Link in the comment.

View event: Uncover the REAL Truth behind Money blocks & Sabotaging Patterns

Uncover the REAL Truth behind Money blocks & Sabotaging Patterns

Mon, Mar 16, 8:00 PM - Tue, Mar 17, 3:30 AM WITA

Highly recommend this brand new podcast for empowering women to speak up and speak out which is also a message that is very dear to my heart.

In just over a year this has gone from an idea that Kier Adair had in the shower, to live speaking events, a best selling book, a new membership program to support women in business to get speaker ready to speak on stage,  and now.....the launch of a brand new podcast.  The first 3 episodes are up ...and they are GOOD!!!  The link is in Kier's post.

Why not have a listen - and if you like it, leave a review and who knows, you could be Kier's next guest on her stage or on her podcast!  Details below!

Go from unseen to unstoppable with visuals that sell you and your story, so you don’t have to! It's so much more than a photo or shoot! 💥 International Personal Brand Photographer | Visual Strategist | Author

🎉Say Yes to You! Is here!

The podcast to empower women to step up, speak out and get visible 

So you can move from unseen and unheard to truly unstoppable 💫

I’m so excited about the difference this podcast is going to make to my listeners, my guests and me

And would love your support to launch this with a bang

So that those that need to hear these messages do 🚀

This is the fun part where together we can let the podcast world (and algorithms!) know this show is one to take seriously. 

It’s a simple 3 steps and less than an hour of your time today…

And rather apt that as a photographer, I’ve found a new use for SLR!

✨SUBSCRIBE or Follow the Show here: https://lnkd.in/erCxvU9S

✨LISTEN to all the released episodes to the end (each are 15 minutes give or take)

✨REVIEW (Apple) or RATE 5 * and comment (Spotify)

For extra bonus points do tag me into any posts you are able to do to share the launch / podcast. You are welcome to copy / repost my LinkedIn posts and put your spin on it 💕

As a thank you for your support to spread the message, you have the opportunity to be entered into the prize drawer. 

The prizes are 🥁🥁🥁

1st Prize - VIP Ticket to May Speak and Shine Summit
2nd Prize - Special Ticket to May SASS
3rd Prize - Priority interview spot on the podcast

Please note, prizes are non-transferable/non-exchangeable
For how to enter and full Prize Draw T&Cs see here https://lnkd.in/emVbazUj 🙌

Thank you in advance for all your support. Especially if you are one of the 85 fabulous women in my Launch Pod

I am feeling very grateful for you all and appreciate whatever you can do to support 💕

Lets do this 🎉

P.S Do join our extra special Connector Session today at 11am to meet some of these amazing women and celebrate together 
https://lnkd.in/eCkQfV2u

Strategy is what to do. 
Identity determines whether you’ll do it (and can hold it.)

⚠️ Update: "Here for More" workshop has moved to tomorrow evening (Tuesday 17th March).

If your business feels like it should be growing faster than it is… or you feel like you should be further on than you are, then this will be particularly relevant.

One of the biggest myths in business is that growth comes from better strategy.
But many of the women I work with already know the strategies they should be implementing.

What’s actually holding them back are the quieter, underlying things that they are often not even aware of.

The hesitation before raising their price or shrinking down during a call.
The overthinking before showing up visibly either on social media, or on a stage.
The annoying patterns of procrastination and overwhelm that creep in

But when those internal patterns shift, the results can be extraordinary:

*Caroline went from £5k months to £45k months once the patterns around visibility and receiving changed.

Simone moved from £1,500 months to £8k months, finally feeling like her goals were within reach instead of constantly out of grasp.

And Amy… who came to me stuck in cycles of overthinking and anxiety.
A few weeks after our work together she told me something that stayed with me, because it was something her children had said:
"Mummy, you seem so much happier now."

And that's because when the internal patterns shift, everything else starts to shift around it too.

Your confidence.
Your business.
Your income.

 Even how you experience everyday life - it has a huge ripple effect.

This level of work goes deeper than mindset and strategy.  
And if I'm being blunt - this is NOT something that you want to be ignoring.

A strategy problem is when someone doesn’t know what to do next in their business.
But an identity problem is when someone already knows what to do… and still can’t seem to do it consistently.

Strategy tells you what to do.
Identity determines whether you can actually hold it.

Tomorrow evening at 7.30pm I’ll be sharing:

• Why most “money blocks” aren’t actually about money
• The subconscious patterns that quietly cap income and visibility
• And how to start shifting them

And for those who join live, I’ll guide you through a short identity and nervous system activation where many people say things really start to click.

If you'd like the link, comment WORKSHOP below or send me a message or register using the link in the picture and first comments.

taplio

The Battle

Mikhail Lvovskii

Nicky Price

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taplio

The Battle

Mikhail Lvovskii

Nicky Price

Followers

Posts

Engagements

Likes

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

Performance ScoreNicky Price's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreMikhail Lvovskii's LinkedIn Performance