⚡️ LinkedIn Top Voice ⚡️ Be happier and more fulfilled by changing how you work ⚡️ Former People Partner at KPMG

I help teams to improve their performance by changing how they work.

When teams work differently, companies get the performance they want and people get work that feels more fulfilling.

My approach combines behavioural science, leadership psychology, and real-world experience.

That real-world experience comes from over 20 years at KPMG, where I was a Partner, COO, and Head of People for a major division, alongside leading complex client work. I have seen first-hand what actually drives performance in high-pressure, high-accountability environments.

I work with organisations where:

Productivity is falling despite longer hours and bigger teams
High performers and future leaders are leaving
Engagement and discretionary effort are declining
Cognitive overload is driving poor decisions
Burnout and stress-related absence are increasing
Client experience and service quality are slipping
Innovation is squeezed out by constant busyness
Leaders are stuck firefighting instead of leading

The solution is not greater effort.
It is working differently.

Organisations including HSBC, M&G, and Royal London work with me globally on leadership and management development programmes, offsites, and all-company events, both in person and virtually.

“𝘔𝘰𝘴𝘵𝘺𝘯 𝘩𝘢𝘴 𝘸𝘰𝘳𝘬𝘦𝘥 𝘸𝘪𝘵𝘩 𝘰𝘶𝘳 𝘦𝘹𝘦𝘤𝘶𝘵𝘪𝘷𝘦 𝘢𝘯𝘥 𝘴𝘦𝘯𝘪𝘰𝘳 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘵𝘦𝘢𝘮𝘴 𝘥𝘶𝘳𝘪𝘯𝘨 𝘵𝘸𝘰 𝘰𝘧 𝘰𝘶𝘳 𝘢𝘸𝘢𝘺 𝘥𝘢𝘺𝘴. 𝘏𝘪𝘴 𝘴𝘦𝘴𝘴𝘪𝘰𝘯𝘴 𝘴𝘵𝘢𝘯𝘥 𝘰𝘶𝘵 𝘧𝘰𝘳 𝘵𝘩𝘦𝘪𝘳 𝘣𝘭𝘦𝘯𝘥 𝘰𝘧 𝘦𝘷𝘪𝘥𝘦𝘯𝘤𝘦-𝘣𝘢𝘴𝘦𝘥 𝘵𝘩𝘦𝘰𝘳𝘺 𝘢𝘯𝘥 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘢𝘭 𝘢𝘥𝘷𝘪𝘤𝘦 𝘵𝘢𝘪𝘭𝘰𝘳𝘦𝘥 𝘵𝘰 𝘴𝘦𝘯𝘪𝘰𝘳 𝘭𝘦𝘢𝘥𝘦𝘳𝘴.”
– 𝘋𝘢𝘷𝘪𝘥 𝘙𝘪𝘤𝘩𝘢𝘳𝘥𝘴𝘰𝘯, 𝘊𝘌𝘖, 𝘑𝘶𝘴𝘵 𝘎𝘳𝘰𝘶𝘱 𝘱𝘭𝘤

If you are a senior leader exploring how to improve the performance of your team through better ways of working, feel free to message me.

Mostyn Wilson

Rude people win at work.

Not because they're better.

Because we let them.

When someone is blunt, dismissive, or aggressive, it creates an illusion of urgency.

People think they must be important.
Under pressure.
Getting things done.

So they get more space, airtime, and influence.

Meanwhile, respectful people wait their turn.
They don't interrupt.
They trust their work will speak for itself.

It hardly ever does.

Teams tend to adapt around the loudest voice, not the best one.

When we stay quiet, we reinforce it.
When leaders look away, they allow it.

I've broken down exactly why this keeps happening in the carousel.

And what changes when we stop accepting it.

The moment someone speaks up, the dynamic shifts.

Because everyone else was thinking it too.

Your co-workers are waiting for someone to say what they're all feeling.

That person could be you.

Follow me Mostyn Wilson for more ways to be successful at work.

The Real Reason Rude People Keep Winning at Work

Management is not a promotion.

It’s a trade.

I’ve spent 25 years leading teams.

Here’s what that trade really costs.

You stop being measured by what you produce.

You start being measured by what others become.

That shift sounds inspiring.

Few people are ready for what comes with it.

Here’s what that trade really looks like:

Emotional labour becomes your real job.

👉 You manage confidence. Doubt. Conflict. Unspoken tension.

Decision fatigue becomes normal.

👉 By late afternoon, your brain is tired from non-stop decisions.

When the team wins, they get the credit.

👉 When things go wrong, you carry it.

Friendships change.

👉 The same people you grabbed lunch with now look to you for direction.

Your calendar stops being yours.

👉 Deep work moves to the end of your day.

And you will miss being an individual contributor.

Because there was a time when finishing your own work felt like progress.

Now progress only happens through others.

Most people chase management for status.

Few understand the exchange.

But when it’s done well, management multiplies your impact in a way being an individual contributor never can.

You don't just deliver outcomes.

You start building people.

You leave the team stronger than you found it.

And that scales far beyond anything you could ever deliver alone.

That is the trade.

And that’s the real promotion.

💾 Save and repost this so your network sees this.
And follow Mostyn Wilson for more like this.
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Get weekly 'work secrets' here:

https://lnkd.in/eE287NTG

6 Brutal Truths About Management

A lot of people try to impress their manager by doing more than they need to.

I know this because I used to do it myself.

When I was earlier in my career at KPMG, I’d jump into every topic whether it was mine or not.

I thought adding my input made things better.

Sometimes it did, but often it just created noise.

Eventually I realised the real value wasn’t in doing more.

It was in doing the things that genuinely moved the team forward.

And doing them well.

That shift helped me focus on what mattered, protect my time, and make life easier for the people I worked with, including my manager.

It also freed up hours each week that I didn’t realise I was losing.

And funny enough, my relationships improved too, because I stopped unintentionally slowing down other people’s work.

So I put together a simple carousel with the 6 behaviours that help you look good to your manager in the right way – without overworking, overstepping, or overcomplicating your day.

Small changes, big impact.

Especially when you apply them consistently.

If you find this useful, save the carousel, or share it with someone who’d benefit.

Follow me Mostyn Wilson for more ways to be successful at work.

How to Make Your Manager Look Good

Competence is judged in the first 20 seconds.

Not over the full meeting.

Not after your slides.

The first 20 seconds.

And I’ve seen incredibly capable people lose authority before they even reach their point.

Not because their idea was weak.

Because their delivery was.

They begin with context.
They walk through the background.
They explain every variable.

By the time they reach their actual point, they've lost the room.

Here’s what most people miss:

– Clarity is interpreted as intelligence.

– Structure is interpreted as leadership.

When your thinking feels scattered, people assume your judgement is too.

Strong communicators flip the order.

They start with the conclusion.
Then they explain the reasoning, if needed.

That one shift changes how you're perceived.

It signals control.

It reduces cognitive load for the listener.

It makes decision-making easier for everyone else in the room.

Authority is not usually about knowing more.

It’s about making your thinking easy to follow.

The biggest rule I use now is simple:

If I can’t summarise my point in one clean sentence, I’m not ready to say it out loud.

I'm still working on it... but that rule forces clarity.

And clarity compounds into credibility.

Over time, people start describing you differently.

Decisive. Clear. Sharp.

Not because you got more intelligent.

Just because you changed the order of what you say.

Pretty cool.

Take a look at the whiteboard for more.
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Want smarter ways to get ahead at work?

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https://lnkd.in/eE287NTG

Whiteboard titled “The Communication Framework That Makes You Look 10X More Competent” by @mostynwilson. It presents nine boxed sections with blue and red headings outlining tips for clearer communication: why people sound less competent, speak in conclusions, a four-part formula (Context, Point, Reason, Next Step), one-sentence-first technique, stop rambling, weak vs strong example, adapt by channel, remove hesitant phrases, and questions to ask before speaking. Key highlights stress leading with the point, reducing filler words, and structured messaging. Bottom line reads: “Clear thinkers sound competent.” Markers and an eraser sit on the tray.

AI is creating a new productivity trap.

Because of what we do while it’s thinking.

You ask AI to do something:

Write a report
Review a document
Generate code

Then you wait.

10 seconds.
30 seconds.

Sometimes longer.

And that tiny pause creates a new behaviour.

You open another app.

Email.
Teams.
WhatsApp.

By the time the AI response arrives…

Your brain has switched context.

Now you need to reload the task again.

The workflow ends up looking like this:

Ask AI
Check Email
Read AI response
Write new AI prompt
Reply to email
Read AI response
Write another prompt
Jump to Teams
Return to AI
Try to remember what you were doing

Tiny interruptions.

But repeated hundreds of times a week.

The irony:

AI is designed to remove cognitive load.

But the waiting time actually increases context switching.

Which destroys focus.

I catch myself doing this constantly.

The real productivity skill in the AI era might be this:

Ask AI. Then wait.

No app switching.

No dopamine scroll.

Just stay in the task.

But much harder than it sounds.

Have you found yourself doing this?
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Follow me (Mostyn Wilson) for more practical insights on professional work.

Illustration of a bald man with a black beard wearing a black polo shirt sitting at a desk with a laptop and holding a smartphone. The laptop screen shows “AI Thinking…” with a spinning loading wheel and a progress bar, indicating an AI response is generating. Around him, colourful notification cards float in the air including Slack (3 new messages), Email (17), WhatsApp (2), a calendar reminder saying “Call starts in 5 min,” and an “LI message.” The man looks upward toward the WhatsApp notification with a distracted expression while motion lines around his head suggest his attention is jumping between alerts. The scene uses a vibrant, energetic background with lightning bolts and movement to illustrate the chaos of task switching while waiting for AI to respond.

Yiorgos Tzirtzilakis

Tech Director | Enterprise Architect | Follow for insights on Leadership Development and Career Growth | Leadership & Career Mentor | Top 20 Linkedin Greece (by Favikon)

I help C-level executives and senior leaders navigate high-stakes technology transformations that are blocking growth, burning capital, and threatening critical milestones.

Companies bring me in when they face complex challenges that sit at the intersection of technology, strategy, and people. My focus is on restoring momentum by architecting solutions and uniting cross-functional teams to execute them.

What I tackle:

- Large-Scale Transformations
Managing the immense complexity of enterprise-wide technology shifts, such as infrastructure migrations or post-merger integrations.

- Technology Crises
Stabilizing systems and projects that threaten launches, funding, or corporate reputation.

- Product Stagnation
Overcoming legacy systems and technical debt that prevent innovation and the release of new features.

- AI Strategy & Implementation
Moving from abstract ideas to a concrete AI roadmap that drives business value.

My approach is built on two axis: 
1/ Immediate results. You need to solve the immediate crisis to survive the day.
2/ Sustainable change. The most durable results happen by helping the right people from different functions to work together and drive sustainable change.

Recent Results & Experience:

- Shaped the digital strategy for a billion-size company, to effectively allocate 8-figure investments and launch their first custom-developed product.

- Initiated and shaped the enterprise-wide AI strategy for a multi-national group, synthesizing over 100 distinct opportunities into a unified, actionable roadmap.

- Slashed total ownership cost by over 75% while redesigning a fleet management product for a car leasing startup to handle 10x growth.

- Shipped first-to-market features for a B2B growing startup, targeting millions in new ARR.

Facing a technology milestone you can't afford to miss? 
DM me to book a 90-minute Strategy Session.

Director of Engineering

Leadership is not a title.

It is not authority.
It is not seniority.

It is two things.

Vision.
And the ability to communicate it.

Many people have ideas.
Few can paint a picture of a future that does not yet exist.

That’s vision.

Seeing what others don’t.
Connecting dots others ignore.
Believing in outcomes before evidence appears.

But vision alone is not leadership.

If you cannot communicate it clearly,
it remains a private thought.

A leader translates complexity into clarity.

They explain the “why.”
They align people around the “where.”
They simplify the “how.”

Without communication,
vision creates confusion.

Without vision,
communication creates noise.

Strong leaders master both.

They think strategically.
And speak simply.

They see the future.
And make others see it too.

That is how teams move forward.
That is how organizations grow.

If you want to grow as a leader,
ask yourself:

Do I have a clear vision?
And can I communicate it in a way others understand?

Follow Yiorgos Tzirtzilakis for leadership and career growth insights that make your next promotion inevitable.

Micromanaging doesn’t create control.
It creates hesitation.

When every move is questioned,
confidence disappears quietly.

But leadership isn’t about hovering.
It’s about trusting.

The moment you say,
“I trust you,”

you shift the standard.

Ownership increases.
Initiative expands.
Performance rises.

Because empowered teams don’t wait to be managed.
They step up to be accountable.

Control builds compliance.
Trust builds commitment.

And commitment is what actually scales results.

If you want a team that delivers,
start by believing in them.

Follow Yiorgos Tzirtzilakis for more leadership insights.

Your team is not quiet because everything is fine.

They stopped telling you months ago.

5 things happen inside a team when leadership stops listening in a predictable sequence.

Most leaders only see it at stage 4.

By then, one stage is already irreversible.

Swipe through. Then tell me which number you have seen. ↓

5 things that happen when leadership stops.

Leadership is not defined by your title.

It is defined by your impact on people.

Here are 11 signs you are the kind of leader others genuinely want to follow:

01/ You protect your team when they are not present.
02/ You give recognition publicly and correct privately.
03/ You take responsibility before assigning blame.
04/ You stop toxic behavior early.
05/ You notice potential others overlook.
06/ You remove obstacles so they can perform.
07/ You remain steady under pressure.
08/ You admit mistakes without ego.
09/ You show up when it matters most.
10/ You build people strong enough to not depend on you.
11/ You do what you say you will do.

I have worked with leaders who had impressive titles
but created fear and silence.

And I have worked with others
who had no formal authority
yet shaped careers and built confidence in everyone around them.

The difference was never competence.

It was intention.

One focused on status.
The other focused on people.

Real leadership is simple:

Your team’s growth is your responsibility.
Their success reflects your direction.
Their trust is your real authority.

Titles are given.
Influence is earned.

Be the kind of leader people grow because of.

Follow Yiorgos Tzirtzilakis for leadership and career growth insights that help you lead with clarity and impact.

11 signs you are leader.

Leadership is not about authority.

It is about responsibility.

Responsibility for creating safety.
Responsibility for building trust.
Responsibility for thinking long term.

Great teams don’t perform because they are afraid.

They perform because they feel protected.

When people feel safe,
they speak up.
They take risks.
They collaborate.

Trust is not built in big speeches.
It is built in small, consistent moments.

How you respond under pressure.
How you handle mistakes.
How you show up when it matters.

Leadership is also biology.

Recognition increases motivation.
Empathy increases connection.
Shared success increases performance.

And the strongest leaders play the infinite game.

They don’t chase short-term applause.
They build long-term loyalty.
They focus on people, not just numbers.

If you want stronger results,
start by building stronger humans.

Because culture is not an accident.
It is designed by leadership.

Follow Yiorgos Tzirtzilakis for leadership and growth insights that create lasting impact.

5 MOST IMPACTFUL LEADERSHIP LESSON

The worst leader I ever worked with taught me something important.

Titles don’t make leaders.

Actions do.

Anyone can manage tasks, deadlines, and meetings.
But very few people know how to truly lead others.

Real leaders don’t try to control the room.
They create an environment where people can do their best work.

They listen before speaking.
They support instead of blaming.
They stay calm when things go wrong.

And when the team wins?

They step back and give the credit away.

Because leadership isn’t about power, status, or hierarchy.

It’s about people.

It’s about the trust you build.
The example you set.
And the growth you create in others.

At the end of the day, people don’t remember your title.

They remember how you made them feel.

So behave like the leader you once needed.

♻️ If this resonates, share it with someone who believes in real leadership.

Follow Yiorgos Tzirtzilakis for more leadership insights!

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The Battle

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Posts

Engagements

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