⚡️ 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.
__

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?

Get weekly 'work secrets' here:

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.

Supercharge Yourself 🔋🧠 — I coach entrepreneurs, solopreneurs, and leaders to prioritize, gain clarity, and align their work with their purpose, so that they can accelerate the way they want to change the world. 🎯

👋🏼 Hi, I’m Philippe, S(_)PACEmaker for Planetary Changemakers. I create SPACE for change. For personal growth and inner change, so changemakers can do their best thinking and then go out and take effective action for change.

In my coaching I provide the PACE according to what is needed in the moment. Whether that is slowing things down for the client to ensure they can increase their impact, or nudging them to take action so they can accelerate their impact. 🚣🏼‍♂️

Either way, my goal is that you can achieve more with less, so that you can increase your impact without burning out.

- Are you purpose-driven, but still find it hard to focus?
- Do you set priorities, but they get hijacked time and again?
- Do you intuitively know what’s right, but struggle to do it?
- Do you feel like you’re not tapping into your full potential?

👆🏼 If that resonates with you, let’s reduce the grind and increase your flow.

🌱 My goal is to help you grow, thrive and flourish. 

I’ve been through it myself. First, I burned out in corporate jobs, then started working in a more purpose-driven startup, and yet while I did not burn out anymore, I still felt this way and so I started digging. That’s what led me to Flow Science.

I’m a certified Positive Psychology and Flow Coach. And that’s what informs most of my coaching. Why?

Because Flow is the optimal human experience and if you get into flow more regularly, you’ll find more enjoyment, satisfaction and purpose in life, the 3 macronutrients of happiness.

Because Positive Psychology is the science of human flourishing and the perfect source of inspiration to build the ideal environment and circumstances that will allow you to grow and thrive.

I’d love to be your companion on this journey.

And every journey begins with a single step.

Let’s explore what your first step could be!🚶🏼‍➡️

👇🏼 Book you discovery call now, I’m looking forward to meeting you!

—
And if you're not only interested in individual coaching, but are looking for ways to improve team collaboration, I also offer team coaching, workshops and offsites through my company Culture4Flow.

Philippe Arnez

Last week I had the pleasure to host my first Helsinki Community Meetup for The School for Moral Ambition and left inspired and energized by all the great conversation and new connections! 🤩

Back in 2022 at the Nordic Business Forum, I first heard Rutger Bregman talk about the concept of Moral Ambition. It was still a few years out before the book would be published, but the idea stuck with me and today more than ever, I wished more leaders would consult their moral compass. Some seem to have lost it completely.

But there's hope. This meetup was the living proof. We were just shy of 20 people attending with a lot of lively discussions going on for almost 3 hours! 

A big thanks to the venue hosts Rabia Khan and Muhammad Atif Shaikh, who generously provided their beautiful Outrunpasila Café for this gathering. 🙏💜  

Thanks to Lieve Poulis for the support in bringing this to life, I'm looking forward to hosting more meetups in the future. 

And of course, thanks to all the community members who joined the gathering and made this a memorable event. I hope you had great conversations and made meaningful connections too!

See you again soon! Either in the next meetup, or hopefully in a Circle⭕😊

Natalie Meintjes Martial Labarthe Mali Ilse Paquin, M. Env. Paul Bot Oona Kallanmaa Vladimir Kuparinen Anni Lyytikäinen Marjukka Porvari Rasmus Sjöholm Lotta Wilkman Régis Frias Venla Hakunti Petra Hietaniemi Tea Tönnov Janne Karvonen

Have you heard of Moral Ambition before? And of this community?

Chief Flourishing Officer (CFLO) 🌱 S(_)PACEmaker for Planetary Changemakers 🌎 Certified Positive Psychology & Flow Coach, Founder of Culture4Flow 🧠 Flourishing amidst Collapse ♻️ Dissident from Capitalism 💸 Doomster.

When you lose yourself in conversations you forget to take selfies...

The depth of conversation and curiosity I encountered at the Nex Day conference yesterday left me moved and hopeful.

While the world as we know crumbles and unravels, pioneering people and organizations are building new realities outside of the spotlight.

The future will not be defined by the next unicorn, but by the thousands of relentless donkeys and camels that just keep going, and move in a physical reality, it's harsh conditions and constraints, rather that a fairytale world with mythical creatures where promises dissolve like snow in the spring sun.

The grounded panel discussion after the break with Sven Kotkas, Priit Haldma, Veiko Valkiainen, and Andrus Pedai, moderated by Lisa Gill did exactly that reality check. 

The following talk by Antonio Boadas continued in the same vein, sharing a big transformation in a even bigger corporation, without any fairy dust or magic pill, but very down to earth approach to turning a company around by doing the hard culture work.

What followed was a very touching and deep lesson in human growth by Annika Essén-Suuronen, which again was a clear reminder that amongst all the AI noise, one quality we all ought to culture is the courage to be human.

Or in the words of John Naisbitt and my favorite quote in this context:

"The most exciting breakthroughs of the 21st century will not occur because of technology, but because of an expanding concept of what it means to be human.”

Which was fitting as the second panel with Kadri Kiisel, Taivo Pungas, and Virgo Riispapp, moderated by Eero Sikka was exactly exploring the impact of AI and the value of humans in that challenging environment.

Finally, Jochen Goeser shared his journey and learnings inviting us all to challenge our mindsets about what leadership means.

This all culminated in a joint dinner with speakers and attendees where we had a hard time stopping the conversation, so much so that we were kindly asked to move from the restaurant to the lobby 😅

So, thanks to everyone who contributed to those enlivening and enriching conversations!

Let's continue to push for more humane leadership and organizations, in these times it is more necessary than ever!

Kristjan Rotenberg - Executive Coach Topi Jokinen Gerda Noormägi Morten Lindow Erik Korsvik Østergaard Dunia Reverter Sari Vuohtoniemi Kristiina Sepp Leo Wagner Ashley Kozak Camilla Mark Triin Ott Kerli Dementjev

Late night business travel on a ship 🌝🚢

A different kind of cruise to a special conference.

For the past three weeks, I've been writing about what makes workplaces actually work: why mattering is the foundation of flourishing, why our definition of progress is broken, and why self-managing teams need deep culture work to succeed.

Tomorrow, I get to be in a room with people who are living these questions.

Here's what I'm most looking forward to:

🔹 Lisa Gill on what it really takes to lead without controlling. As a coach myself, I'm particularly curious to hear more about the role of coaching-based Leadership

🔹 Dunia Reverter on INDAERO's story. A CEO who actually dismantled hierarchy from the inside — what does that feel like, and what does it teach?

🔹Klaas Ariaans on the journey of ABN AMRO Bank N.V.  from 278 managers to 25 — and the 350 self-managed teams that replaced them. I want to know: what was the hardest cultural shift?

🔹Annika Essén-Suuronen on the latest from one of the most ambitious and bold transformations in recent years I know of: Bayer's shift toward Dynamic Shared Ownership (DSO).

🔹 Jochen Goeser on Bosch's transformation. When a company that size decides to reinvent itself, what actually changes first — the structure or the mindset?

And obviously, all the great discussions in between is what I'm most looking forward to.

Call me old-fashioned, but the serendipitous chats in person is what it really comes down to. During coffee breaks, over lunch, in the hallway, at dinner. Which in this case promises to be an inspiring evening.

With Culture4Flow I'm attending as a Leadership Culture Supporter, because I believe the future of leadership isn't about better management — it's about creating the conditions where people can do their best work without being managed at all.

And so I'm glad to support the scholarship for young leaders to attend this exciting event!

If you're also there tomorrow, come find me. I'd love to hear what you're most looking forward too, or what has been the most insightful moment.

And if you're following from afar, I'll be sharing takeaways and reflections after the fact. I'm sure there will be tons to unpack!

See you in Tallinn 🇪🇪

It's only lunch break at the Nex Day conference, and already so much insightful talks, full of actionable ideas and practices.

Eero Sikka opened with the premise that things have to be applicable. Theories and inspiration have their places but how does it actually impact the workplace?

That is also why I'm here. I want actionable tools for people. But ultimately, all tools, ideas, or frameworks are useless if we don't try them.

Klaas Ariaans put it best, when saying that the most important thing is to experiment! Because without experiments, you won't get anywhere. Certainly not so far as Klaas got.

Experimenting was also central to the initiative Morten Lindow and Erik Korsvik Østergaard were leading within Roche.

And we all know what successful experimenting requires: Psychological Safety. Even though Amy Edmondson has worked tirelessly to get common misconceptions out of the way, they seem very persistent. So thanks Lisa Gill for clarifying it, yet again. I liked the framing of adult-to-adult dynamic.

The morning session ended with a reminder that not everything that shines is gold. Topi Jokinen reminded us that leadership is still necessary in self-managed organizations. Especially in tough times.

What impressed me most? Dunia Reverter and the story of Krisos, a fund that acquires "small and medium-sized businesses and turn them into flourishing self-managing organizations that are focused on making a positive impact on the world."

Wow! And the case study of INDAERO certainly made a strong impression.

So, I'm excited to see what the afternoon will bring, for sure there already been a lot of great conversation on and off the stage.

taplio

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taplio

The Battle

Mostyn Wilson

Philippe Arnez

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);}Mostyn Wilson's LinkedIn Performance

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