Paul Upton

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

"With no exaggeration- Paul and the LeaderUP program changed my life!" – James
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👉 Message me on LinkedIn

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

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

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

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

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

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

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

𝐍𝐨𝐰 𝐈 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐡𝐞𝐥𝐩 𝐘𝐎𝐔 𝐚𝐜𝐡𝐢𝐞𝐯𝐞 𝐌𝐎𝐑𝐄 𝐒𝐔𝐂𝐂𝐄𝐒𝐒!

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

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

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

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

👉 Learn more: message me!

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

👉 Message me on LinkedIn

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

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

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

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

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

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

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

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

► LevelUP Leadership Top 1% Candidate Coaching Program

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

I don’t believe in dream jobs.
I believe in leaders who build trust, respect, and great workplaces.

A dream job means nothing if the culture breaks you.

Every day, I see workplaces that:

❌ Hurt mental health
❌ Damage relationships
❌ Block real career growth

But I also see how the right leader can change everything.

Bad leadership looks like this:

❌ Keeping secrets
❌ Ignoring feedback
❌ Forgetting to praise
❌ Avoiding tough talks
❌ Letting bullying happen
❌ Not helping people grow
❌ Showing bias and losing trust
❌ Thinking only about their own gain
❌ Making random choices that confuse
❌ Playing favorites and dividing teams
❌ Giving too much work and burning people out

Great leaders do the opposite:

✅ Set clear goals
✅ Act with honesty
✅ Put well-being first
✅ Cheer for new ideas
✅ Listen and show care
✅ Stay open and honest
✅ Accept people as they are
✅ Share feedback that helps
✅ Give real trust and freedom
✅ Make everyone feel included

✅ Work together and lead by example

I have spent years leading teams and hiring top talent.

What I know is simple:

People stay for respect, growth, and peace of mind.

If you are searching for a new role,
Pray for a leader who lifts you up,
Not a title that sounds good on paper.

Everyone deserves a workplace where they can thrive.

♻️ Share this with someone who needs to see what leaders can do.
➕ Follow me for more on leadership and career growth.

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70 interviews. 0 offers.
Next 10 interviews. 7 offers.
Here's what I changed...

Same person.
Different approach.

Here’s what changed:

- I stopped searching for that “right” answer
- I realized every hiring manager wants something different
- I focused on building real conversation, not rehearsed responses

The truth is:

- No one is perfect
- No answer is perfect
- Most people interview well enough to get in the room

But what makes you stand out?

It’s connection.

Hiring managers remember who understands their pain
Who listens
Who asks the right questions
Who shows they care about the work

Here’s how I flipped the script:

→ I listened first
→ I spoke honestly about my experience (no buzzwords)
→ I asked what frustrated them most about the role
→ I shared how I could help solve those headaches

Winning interviews are not about being the “ideal” candidate.

They’re about being real.
Being relatable.
Showing you want to solve real problems.

If you want more job offers—work on building trust, not perfect answers.

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

Comment "Connect" below if you want to learn how to build relationships that get results.

HR: We're promoting someone else to Director.

Her: I've led this department for 3 years. We hit 147% of target.

HR: You're a strong performer, but we don't think you're ready for leadership.

Her: Who did you select?

HR: Someone from outside. He has "executive presence."

Her: What does that mean?

HR: He interviews well.

---

She trained that external hire for 4 months.

He asked her how she built the systems that made the team successful.

She smiled and said nothing.

4 months later with LeaderUP's help,
So she could "interview well" too.

She accepted a Senior Director role elsewhere.

$65,000 more.
Direct reports: 34.
Scope: National.

Three weeks into her new role, her old company called.

"The new Director didn't work out. Would you consider coming back?"

Her answer: "No thank you."

---

If your company can't see your value, stop trying to convince them.

The right company will compete for you.

Not make you compete for recognition you've already earned.

Would you have waited—or walked?

♻️ Repost to help someone stuck in the same situation.

They reality was she was leading the entire department.

Stop waiting for your boss to decide you’re ready. Start acting like the market already has. 

Same talk.
Different year.

“You’re doing great work... but not ready yet.”

Next year:

“Love your impact... need more time in role.”

Year three:

“Keep doing what you’re doing... almost there.”

Meanwhile:

• “Not ready for VP” but you lead VP-level initiatives  
• “Need more experience” after you deliver $2M in results  
• “Work on visibility” while you train executives in every town hall  

You are not “not ready.”

You are not their priority.

The truth is:

• Readiness is subjective  
• Promotions are political  
• Gatekeeping hides behind “development feedback”  

You sit in calibration meetings as a fly on the wall.

They say:

“Let us see one more year.”  
“Who would back this promotion?”  
“Can we afford to lose them if they leave?”  

Those decisions say more about their risk and budget than your talent.

Here is your permission statement:

You do not need their permission to know your worth.  

You do not need one more “stretch assignment” to prove what you already do.  

You do not need to stay stuck in “almost ready” while others leapfrog you.  

The moment I started working with someone outside my company who could look at my skills without politics or history, everything changed.

We mapped my real scope.  
We priced my value to the market.  
We built a story that matched my impact, not my title.

Offers showed up from places that saw me as already ready.

You are not asking for a favor when you level up.

You are correcting an outdated view of your value.

How many years have you been “almost ready”?

Exceeded all goals.
Still got “Meets Expectations.” That’s not feedback, that’s politics.

My performance review made no sense.
Until I realized it was not about performance.

Here is what it said:

- “Exceeded all goals” → Rating: Meets Expectations
- “Strongest quarter in 3 years” → “Room for improvement”
- “Led the most successful launch” → “Needs more visibility”
- “Team retention at 95%” → “Work on leadership presence”

Director title.
Top results.
Blocked promotion.

Every time I asked what to do next, the answer changed.

One quarter it was: “You need more cross functional impact.”
I did that.

Next quarter it was: “You need more executive presence.”
I did that.

Next cycle: “We need to see this level sustained longer.”

When the goalposts keep moving, you are not playing the game.
You are the game.

The truth is: that review was not about my growth.
It was about their needs.

They needed:

- My numbers high
- My team stable
- My cost in the same box

Working with a career strategist was the shift.

They helped me see the pattern:
They needed me performing, not promoted.

Once I saw that, everything changed.

I stopped chasing vague feedback.
I stopped waiting for permission.
I built a plan to get to a place that matched my value.

If your review says “excellent work” but your rating says “stay in your lane,” that is data.
Not about your worth.
About their priorities.

Has your feedback ever contradicted your results?

Imagine training someone for 6 months.

Then hearing they’re your replacement for the VP role you fought for.

That is what happened to a Director before they started coaching with us.

12 years in one company.
Top reviews.
Clear promise of “You’re next for VP.”

Then leadership came with a “development opportunity.”

“Can you mentor our new hire? Great exposure for you. A chance to show your leadership.”

For 6 months, they poured everything into that person:

- Strategy
- Stakeholders
- Politics
- How to run the team when things go bad

Late nights. Extra calls. Deck reviews. Shadowing meetings.

Then the town hall.

“We’ve decided to go in a different direction for the VP role.”

The “direction” was the person they had trained.
Announced as VP.
Public praise.

No warning.
No honest talk.
No path forward.

They smiled, clapped on camera, then went home and broke down.

Here is what changed everything:

Working with a strategic career coach helped them see patterns they had been blind to for years.

- Loyalty did not lead to growth there
- They were already acting like a VP
- The market would pay for that level of impact

We rebuilt their story.
Repositioned their experience.
Targeted true VP roles.

In a few short months, they landed a VP position at a new company that valued their leadership.

40% pay increase.
Real authority.
Real respect.

Same person.
Different employer.

Sometimes the people holding you back are not your competition-they are your employer.

Has this happened to you?

If a reorg already has a deck and you never saw a draft,
you’re not being “aligned.” You’re being moved.

It is never “just a reorg.”
Someone benefits.
Someone loses.

A Senior Director I spoke with led a 15-person team.
High performer. Strong results. Great reviews.

Then one Friday: “Strategic restructure to drive efficiency.”

By Monday:
• Team cut from 15 to 3
• Scope reduced by 60%
• New org chart already in a polished slide deck

They were told: “You are still valued here.”

But here is what changed:
• Their “consolidated” team now sat under a less experienced leader
• Their title stayed the same, but the work got smaller
• They now reported to a former peer
• Key responsibilities were “redistributed” with no discussion
• The announcement went out before they even had a 1:1

The uncomfortable truth:
Reorgs are decided in closed rooms.
If you are surprised, you were not in the room.

When you see these signs, you are not paranoid. You are being messaged.

You are being told:
• “We want your knowledge, not your power.”
• “We want your name on the slide, not your voice in the room.”
• “We want you to exit yourself so we do not have to.”

Strategic leaders see the pattern early,
rebuild their story, and move to roles where their scope grows again.

They stop asking, “Why is this happening to me?”
They start asking, “How do I position myself before the next move hits?”

Have you ever been blindsided by a “strategic restructure”?

Dear Manager-turned-Job-Seeker:
The Applicant Tracking System (ATS) wasn’t built to find talent.
It was built to eliminate humans at scale.

Reality check
• 75% of your résumé never meets human eyes.
• “Must have 10 years of GenAI experience” = recruiter copy-paste, not a real requirement.
• Perfect keyword match? You just joined a digital cattle herd 300 deep.

Want interviews?
⭐ Bypass the bot. Get warm intros.
⭐ Solve a visible problem before you apply.
⭐ Talk to the budget owner—not the HR gatekeeper.
⭐  Position yourself in a compelling way.

Swipe left on the algorithm. Swipe right on real conversations.
Tag someone still obsessing over ATS scorecards.

Leaving after 1–2 years is not “job hopping” anymore.
It is risk management in 2026.

Markets shift fast. Reorgs hit fast. Layoffs hit fast.
You are not “unstable” for:

• Leaving after a Reorg that quietly erased your path to promotion
• Moving when your scope explodes but your title and pay stay flat
• Exiting a “stretch role” that stretches only your stress, not your skills
• Walking away when “next cycle” becomes the answer for the third year in a row
• Choosing a company that values your impact over one that values your silence

The uncomfortable truth:
They have a strategy for their org chart.
You need a strategy for your career.

From what I see with $150K–$500K leaders every week:

Leaders who stay “loyal” to the wrong company get:
• 2–3% bumps and vague promises
• More work, same title
• A slow leak in confidence and energy

Leaders who move with intention get:
• 25–30% pay jumps
• Real Director/VP scope
• Leaders who can state their value in one clear sentence

I lived this in my own path.
Every time I moved with a clear target and story, my career jumped.
Every time I waited “one more year,” growth stalled.

The new loyalty is this:
Loyalty to your future.
Loyalty to your health.
Loyalty to the leader you are becoming.

Companies that deserve you:
Build real paths, pay for impact, and treat you like a grown adult.

Companies that shame “job hoppers”:
Use guilt, low raises, and fear to keep strong people stuck.

Your career is not a lifetime sentence.
It is a series of strategic moves you make on purpose.

If you’re not being developed, paid, and positioned…
𝘀𝘁𝗮𝘆𝗶𝗻𝗴 𝗶𝘀 𝗮 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝘁𝗼𝗼.

So choose one today:
A) Secure the internal path (with dates + scope)
B) Start the exit plan (quiet + intentional)

Comment “PLAN” and I’ll share the exact formula I use with $150K–$500+K leaders.

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He asked to leave early for his kid’s school event. Then he started to give me all the reasons. I told him, “You don’t need to explain. Just go.”  

Work from home? Fine.  
Come in late after a doctor’s visit? Fine.  
Block 2 hours mid-day for therapy, gym, or rest? Fine.  

I don’t need a full story for every calendar change.  
I need clear outcomes and honest communication.  

Here is what I care about as a leader:  
You deliver what you own.  
You keep your word.  
You support the team and the client.  

How you do that in a week will look different for everyone.  
Some move fast in the morning.  
Some hit their stride at night.  
Some need space in the middle to be a present parent or to take care of their health.  

The truth is: top talent does not stay where they feel watched.  
They stay where they feel trusted.  

When leaders obsess over chairs and clock time, they lose:  
Creative energy  
Real loyalty  
Their best people  

When they focus on impact and trust, they gain:  
Better decisions  
Stronger ownership  
Leaders who grow faster  

You are not a time-stamp.  
You are a leader delivering real results in a real life.  

The future of leadership is not “butts in seats.”  
The future is flexible work with clear expectations and real trust.  

How long will you keep treating grown leaders like kids who need a hall pass to live their lives?

HR: We would like to make you an offer of $265,000 plus a 30% annual bonus.

Candidate: Thanks. I'd like to have a deeper discussion. What does work-life look like on this team?

HR: It is a high-visibility role. Leaders here are expected to be “all in.”

Candidate: Can you be specific? What does that mean week to week?

HR: Most leaders are online late. Weekends happen when needed. We look for people who go the extra mile.

Candidate: Are there some clear boundaries around evenings, weekends, and vacations?

HR: At this level, we expect leaders to do what it takes to meet the goals.

Candidate: Then I will have to pass.

-

This is the shift I see every day with strong leaders.

They are not only asking:
“How much does it pay?”

They are asking:
“What will this cost my health?”
“What will this cost my family?”
“What will this cost my future self?”

Money is important.
Scope is important.
Title is important.

But so are:
Sleep.
Time with people you love.
Work you actually believe in.
Leaders who respect your limits.

The truth is:
Your next offer is not just a number.
𝗜𝘁 𝗶𝘀 𝗮 𝗹𝗶𝗳𝗲𝘀𝘁𝘆𝗹𝗲 𝗰𝗼𝗻𝘁𝗿𝗮𝗰𝘁.

You are not only negotiating salary.
You are negotiating 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗹𝗶𝘃𝗲.

How long have you been saying yes to roles that cost you more than they pay you?

You prepare for the snow.
But do you prepare to enjoy your life?

Over the last few days, we had a lot of snow.
As the storm came in, we did what most people did.

We prepared.

• Bought salt for the driveway and sidewalk
• Stocked up on food and water
• Picked up a stack of library books in case we lost power

Lists, tasks, "need to do" items.
All important. All smart.

I saw how easy it was to stop there.
To only plan for problems.
To only prepare for what could go wrong.

But life is not only about clearing the driveway.

Life is also about the snowman.

In the middle of everything, we went outside.
We felt the cold air.
We rolled snow into big, heavy balls.
We built a snowman.

Simple joy.
Zero productivity.
High return.

Here is what many high performers forget:

• You prepare for risk, but not for joy
• You plan for work, but not for play
• You protect your time, but not your energy

In careers, it looks like this:

• You update the resume
• You grind for the promotion
• You say yes to more work

But you forget to design a life you enjoy living.

Next time you prepare for the storm, ask yourself:
Where is the snowman in your plan?

What would change in your career if you prepared not only to survive, but to enjoy your life too?

5 things you say in interviews that kill your chances. Stop making these mistakes.

“Thanks, I think we covered everything. I don’t have any questions.”

As a hiring leader, when I hear this, my brain says:

“Pass.”

The truth is: your words in an interview sell you or sink you. Fast.

Here are 5 phrases that quietly kill offers - and what I want to hear instead. ➡️

1) “I don’t have any questions.”

To me this says: low interest, low prep.

Say instead:
• “What are the top goals for this team in the next 6–12 months?”
• “If someone excels here, what do they do differently?”

Curious people win.

2) “I’ll take any job right now.”

I know the market is hard. I get it.

But desperation makes me think you say yes to any offer, any culture, any job.

Say instead:
• “I am focused on roles where I can use my strengths in X and Y.”
• “Here is why this role and company fit what I want next.”

Clear focus beats desperation.

3) “Autonomy is really critical for me.”

As a leader, I need people who can take input and still own strategy and results.

Say instead:
• “I value clear direction at the start, then space to execute.”
• “Helpful feedback from my leader helped me do X and Y.”

Coachability is a MUST at $150K, $250K, $500K+ levels.

4) “I don’t have any weaknesses.”

When I hear this, I hear: low self awareness.

Say instead:
• Name one real gap.
• Show how you work on it.
Example: “I used to avoid hard talks with my team. I worked on it by doing X. Now I do Y.”

Owning your growth is a green flag. ✅

5) “I'm looking for a challenge.  My last company didn’t really challenge me.”

I may agree with you inside, however, it sounds dismissive rather than driven.

Say instead:
• “I’m looking for a role that pushes me to learn faster and take on bigger challenges — your team’s projects sound like the perfect environment for that.”
• “I learned a lot there, but now I’m ready for bigger challenges to stretch my skills.”

If you’re ready to elevate your interview game and position yourself as a top performer — connect or DM me.  Let's get you the offer, not just the interview.

Yesterday, you said “after this reorg.”
Last quarter, you said “after bonus.”
Last year, you said “when the market calms down.”

There is nothing more painful than watching your career stay smaller than your potential.

7 brutal truths about staying stuck in the wrong role:

1. You “research” but never commit  
↳ Reading job posts is not a search. It is scrolling.

2. You update your resume more than your strategy  
↳ Resumes without a clear target are just decoration.

3. You wait for the “right timing”  
↳ Timing does not rescue you. Positioning does.

4. You have “reasons” your company will change  
↳ Hoping your boss wakes up one day is not a plan.

5. You fear a no more than you fear wasting years  
↳ A no is short term. A stalled career is long term.

6. You wait for confidence before you move  
↳ Confidence follows action, not the other way around.

7. You know this role is done for you but you stay  
↳ You do not need more signs. You need a decision.

The market is shifting with or without you.
Reorgs are planned with or without you.
Your title, pay, and peace move only when you do.

How long will you keep paying the hidden tax of waiting for “later” instead of building the role and life you actually want?

Share this with someone who has outgrown their role but is still on the fence about their next move.

The hardest problem is the one you keep avoiding. I used to waste years on easier wins.

In my career and in business, I learned to “optimize” everything.

New projects.
New tools.
New ideas.

But I was avoiding the real work.

The truth is:
Your biggest risk is not one stupid decision.
Your biggest risk is spending years on the second, third, and fourth best moves.

I saw this first as a leader.

We had teams that were “fine.”
Leaders who were “okay.”

But “fine” was the problem.

The real issue was culture and talent.
Fixing that meant hard talks, new standards, and turning people who were not a fit.
Morale dropped before it got better.

Six months in, it looked worse, not better.
But it was still the right decision.

The same pattern shows up in careers.

You:
• Tweak your resume again
• Take one more “safe” internal role
• Say yes to more work without more pay

All smart moves on paper.
All easy wins.

But you avoid the hardest problem:

• Your company will not grow with you
• Your boss will not promote you
• Your role will never match your potential

Real growth feels heavy.
Real growth feels slow.
Real growth can hurt before it helps.

Here is what I learned:

→ Name the hardest problem
→ Remove every distraction that keeps you from facing it
→ Give your solution time to work, even when it feels worse at first

Many of you have half-built bridges in your career.
You were one hard year away from a new level.
You quit in month one.

How long have you been avoiding the hard move that would finally change your career?

You are not “playing it safe.”
You are paying a secret tax for every 6 months you stay stuck.

You tell yourself you are “thinking about” your next move.
You read job posts, watch the market, update your resume a little.

But you do not have a clear strategy.
You are not moving with a plan.

In this economy, that has a cost.

Here is what 6 more months of “testing the waters” with no strategy often looks like:
• Same title
• Same pay
• Same manager
• Same stress

On the outside, nothing looks wrong.
On the inside, you feel it.

You start to pay a slow tax every 6 months:
• Confidence tax → you start to think you are “not ready yet”
• Energy tax → Sunday night feels heavy every week
• Health tax → your body is at home, your mind stays at work
• Money tax → you push back higher pay and bonuses
• Market tax → the market moves, your skills and story do not

I paid that tax in my own career.

I said: “I will move when the timing feels right.”
“I will wait and see what happens after this quarter.”

I watched postings.
I “thought about” moves.
I stayed passive.

Fast forward one year.
Nothing changed for me.
The market changed around me.

Here is the truth I had to face:
I did not have a career problem.
I had a strategy problem.

In a strong economy, you might get away with passive waiting.
You send a few random applications, take a call or two, and something lands.

Today that does not work.

Hiring managers want:
• Clear story
• Clear value
• Clear direction

If you are not clear, they move on fast.

What changed everything for me was when I stopped “thinking about it” and built a real plan.

Here is what I did:
• I chose the exact roles and levels I wanted
• I got clear on the impact I bring in numbers
• I mapped the leaders and companies I wanted to target
• I aligned their needs to my core strengths
• I set weekly actions for outreach, networking chats, applications, and interviews

Once I had the right strategy, doors moved faster.
Not slower.

Recruiters reached out.
Leaders saw me as a top 1% candidate.
Promotional offers showed up that matched my value.

The uncomfortable truth:
Waiting feels safe.
Passive “thinking” feels safe.

But with no strategy, you are not safe.
You are stuck.

In this economy, safety comes from:
• Clear direction
• Clear story
• Consistent action

Not from staying in place for “one more quarter.”

If you feel stuck in a role you have outgrown, you do not need 6 more months of thinking.
You need 6 months of focused strategy.

How would your career look 6 months from now if you stopped testing the waters and started moving with a real plan?

"We just cannot change the comp band. This is the max for your level."

After 6 years of “exceeds expectations” and extra projects, that is what their manager told them.

No real talk about scope.
No clear path to promotion.
No honest data on their market value.

So they stayed.
They told themselves it was safe.
They told themselves next year would be different.

Inside, something started to break.

Confidence dropped.
Energy dropped.
Self-worth dropped.

They stopped asking “What am I worth in the market?”
They started asking “Maybe this is all I get.”

Then a friend pushed them to get the help they needed and to test the market with a clear story and role target.

Four and a half months later, they had three offers:
• Same scope the company said was “too senior” for them
• $42,000 more than they thought was even possible
• Leaders who could explain their value in one clear sentence

That changed everything.

They did not just resign from a company.
They resigned from a low view of their own value.

Here is the truth I see every week with strong leaders:

• They accept “next cycle” instead of checking their real market value
• They wait for a title instead of acting like the owner of their career
• They tie their worth to one manager’s opinion and one pay band
• They do Director-level work while letting self-doubt grow

Your value does not start with a resignation letter.
Your value starts the day you decide to measure yourself by impact and market, not by one company’s limits.

You take control when you:
• Get clear on the roles and level you really want
• Put numbers to your wins so you see your own impact
• Test your story with real leaders, not just job boards
• Decide that “safe” is not safe if it shrinks who you are

The uncomfortable truth:
If you wait until you are broken to move, you carry that damage into your next role.

If you upgrade your view of yourself first, you upgrade every choice after.

How long have you been letting one company define your value?

The next promotion wave is not about more effort.
It’s about clearer positioning.

Here is what I am seeing with Managers, Directors, VPs right now:

They are not getting stuck because of skill.
They are getting stuck because nobody can clearly see where they fit next.

Emerging pattern:

• High performers keep stacking responsibilities
• Titles stay flat for 3–5 years
• Reviews say not “obvious next-level leader”

The shift in companies:

They used to reward loyalty and effort.
Now they reward leaders who are:

• Easy to “place” in the org chart
• Easy to “sell” to senior leadership
• Easy to “explain” in one sentence

In an AI, automation, and layoff-heavy market, your value must be simple and clear.
“Hard worker” is too vague.

What works now:

• Clear target: “Next 12–18 months I aim for Director of X / Head of Y”
• Clear brand: “I lead enterprise transformations that convert complexity into clarity—and strategy into measurable results.”
• Clear proof: 3–5 business outcomes you repeat everywhere, not a long task list

The uncomfortable truth:
If senior leaders cannot explain you in one sentence, they will not fight for your promotion.

In LeaderUP, when clients tighten their positioning, two things happen:

• More direct outreach from hiring managers
• More “You are exactly what we need” conversations in interviews

Not more hustle.
More clarity.

What would change in your career if everyone in your org could explain your value in one simple sentence?

If you never question your choices, you wake up one day and wonder: how did I get here?

Wrong company.
Wrong boss.
Wrong partner.
Wrong life.

You did not choose it.
You drifted into it.

I see this with leaders all the time.

They work like crazy.
They say yes to every ask.
They accept pressure at work and pressure at home.

Then one day they crack.

The truth is:
You do not end up here by one big decision.
You end up here by a thousand small ones you never question.

You say yes to the role you do not want.
You say yes to a culture that drains you.
You say yes to a life you did not design.

You stop asking:
What do I want?
Does this thing help me get it?

High agency starts there.

High agency is:
- Choosing your career on purpose
- Choosing your partner and friends on purpose
- Choosing your rest on purpose

Low agency is:
- Taking the job because “everyone would kill for it”
- Staying in a company that burns you out
- Letting others decide when you are “allowed” to rest

As a leader, you also shape agency for your team.

Your hard workers watch you.
If you never unplug, they will not unplug.
If you never say “take the day, unplug,” they will not feel safe to stop.

Support at home.
Support at work.
Clear choices about what you want.

That mix is where history gets made in your career.

Not by luck.
By design.

How long have you been living on default instead of design?

You don’t need another certification.
You need a clear target, a message, and a strategy.

A tech leader told me:
“I need more time. I want to prepare, refresh, study. Then I start my search.”

Six months later:
No offer.
More courses.
Same result.

Here is what I see with many smart leaders.

They say “I am getting ready” but they:
• Fear a no
• Hide behind more learning
• Hope the perfect role appears

Preparation feels safe.
𝗔𝗰𝘁𝗶𝗼𝗻 𝗳𝗲𝗲𝗹𝘀 𝘀𝗰𝗮𝗿𝘆.

The truth is:
More skills do not fix a weak story and a random search.

You can add:
• New tools
• New methods
• New cloud certs

If leaders do not see you as a clear solution, you stay a name on a list.

The leaders who land fast think in a different way.

They do not ask “Am I ready?”
They ask “𝗔𝗺 𝗜 𝗰𝗹𝗲𝗮𝗿?”

Here is what they lock in:

1) Clear target

→ One level
→ One main lane
→ One type of company

Not “any senior tech role.”
More “Director of Platform Engineering in B2B SaaS, 200–2000 staff.”

When you get this clear, you know who to speak to.

2) Clear message

Your value story sounds like a business case, not a job title.

Not “I manage teams and projects.”

More:
“I lead engineering teams that cut waste in the stack and unlock new revenue. I turn slow, costly systems into fast, lean platforms that pay for themselves.”

Short. Strong.
Money and impact in one line.

Leaders care about:
• More profit
• Less cost
• Less risk
• Faster delivery

Your message must say:
“I help you win here.”

3) Clear strategy

You stop hiding in job boards.
You start moving toward real people.

You:
• Reach out to hiring leaders
• Build warm links in your lane
• Treat interviews as talks about business, not school tests

You show how you solve their pain today, not how many things you know in theory.

You do not need six more months of “getting ready.”

You need a few focused weeks to choose your lane, sharpen your value story, and move with a real plan.

What would change in your career if your message spoke money and impact as clearly as your skills speak tech?

Helping execs in new roles accelerate impact, build credibility fast and avoid costly transition mistakes | xIBM Consulting | xPwC | Certified Executive Coach

You’ve just landed your next big executive role - congratulations!

Now comes the part no one prepares you for: making it successful.

The hard truth is, 40% of executive transitions fail within 18 months.

And the cost is staggering:

2.5x to 30x the executive’s salary in lost productivity, turnover, and disruption.

Career damage for the executive that can take years to recover from.

Maybe it's your first time at the senior leadership table. 
Maybe you've done this before, but this time, the stakes feel higher. 
Different company, industry, department or role.

Either way, you know this first year will define your reputation and your results.

Tell me if this sounds familiar:

You've inherited a team that doesn't fully trust you yet. 
You're navigating company politics, shifting priorities, and sky-high expectations. 
Everyone's watching, but no one's guiding. 
You're smart, experienced, and capable. 
But the pressure to prove yourself is relentless.

This is exactly where I come in.

I help new executives thrive where 40% fail by guiding them through the high-stakes first year.

My coaching is confidential, personalized, and focused on helping you:

✔ Earn trust quickly and secure early credibility
✔ Navigate politics and hidden organizational dynamics
✔ Build and align your leadership team for quick wins
✔ Make high-impact decisions without costly missteps
✔ Lay the foundation for long-term success and legacy

 Why Trust Me?
• 25+ years in Fortune 500 consulting, partnering with senior executives 
• Led $30M+ transformation portfolios and 250+ person practices at IBM 
• Led risk strategy for $100M+ proposals and complex transformations 
• Built and delivered IBM's top global executive coaching programs 
• Certified executive coach with 300+ leaders coached

If you’re ready to accelerate your impact and avoid costly missteps,

let’s make your first year your strongest. 

📩 DM me “Executive Transition” and let’s talk.

Dora Vanourek

That Monday you're dreading
is someone's answered prayer.
We're exhausted by everything we "have to" do.

- Wake up early
- Answer endless emails
- Deal with difficult people
- Attend another meeting

I caught myself overwhelmed by my packed calendar this morning.

Then remembered my friend who's been job hunting for 6 months.

The shift was instant:

What feels like just another day:

→ Monday morning alarm
→ Back-to-back meetings 
→ Endless client calls
→ Inbox overflowing
→ Weekend work sessions

What it really is:

→ Income that supports your life
→ People who value your expertise
→ Clients who trust your guidance 
→ Work that has real impact
→ Freedom to build something

This isn't about toxic positivity.

Or pretending everything's perfect.

Or ignoring real challenges.

It's about perspective.

Every "I have to" is actually an "I get to" in disguise.

What's one thing you're dreading today that someone else would be grateful for?

♻️ Repost for someone who forgot they're fortunate
➕ Follow Dora Vanourek for leadership & career insights

If you're not growing in your job, you're shrinking.

But shrinking feels like stability.

Like patience.
Commitment.
Paying your dues.

So you start telling yourself:

'The market's tough right now.' 
'I'm lucky to have a job.' 
'Maybe next quarter will be different.'

And while you're being 'patient':

Someone with half your experience gets promoted.

Someone who started after you becomes your boss.

The job-hopper is making 40% more.

If your company isn't investing in your growth, 
you're not building a career -
you're maintaining theirs.

They get your best years. 
You get a review that says 'meets expectations.'

Growth isn't just about moving up.

It's about expanding your skills.
Taking on challenges that scare you.
Working with people who believe in you.

Ask yourself:

- When did you last learn something that changed how you work?

- Who's invested in your development this quarter?

- What skills are you building for your next role?

If it's tough to answer these, you're not stable.

You're stuck.

And stuck is just shrinking in slow motion.

The riskiest career move isn't leaving too soon.

It's staying too long.

How will you feel next year if nothing changes?

Your growth doesn't need permission.

♻️ Repost to remind someone that loyalty without growth is a trap
➕ Follow Dora Vanourek for more

"I found a better opportunity."

Translation: I found a leader who values me.

I've coached hundreds through resignations.

The real reason they leave: 
it's rarely what they say at first.

Behind "better opportunity" or "career growth" is something deeper:

They don't feel valued.

Nobody says thank you.

Their ideas get ignored. 
Their skills go unused. 
They've stopped learning.

If you want to keep your best people:

- Truly listen
- Say thank you
- Seek their ideas
- Appreciate them
- Provide flexibility
- Make time for them
- Ask for their opinions
- Share timely feedback
- Ask how they really are
- Involve them in decisions
- Provide growth opportunities
- Communicate with transparency
- Trust them to make the right decisions

You don't need a budget for any of these.

Just intention, and genuinely caring for your people.

Be the leader you wish you had.

♻️ Repost to remind someone they matter
➕ Follow Dora Vanourek for leadership & career insights

7 phrases that are quietly damaging your credibility:

(and what to say instead)

1. I'll try:
↳ Sounds like you're already half-expecting to fail.
↳ Say: "I'll complete it by Friday and will keep you updated on my progress."

2. No offence, but…:
↳ Nothing good ever follows this phrase. 
↳ Say: "Here's my perspective." or "I see it differently."

3. This might be a stupid question, but…:
↳ Undermines your question before you even ask it.
↳ Say: "I'd like to clarify something."

4. That's not my problem:
↳ Makes you sound dismissive and unhelpful.
↳ Say: "Let me help you find the right person."

5. We've always done it this way:
↳ Makes you appear resistant to change.
↳ Say: "Let's consider other options."

6. I guess…:
↳ Shows lack of confidence.
↳ Say: "Here's what I think." or "This is what I know so far."

7. Does that make sense?
↳ Sounds like you're doubting yourself or the other person's intelligence.
↳ Say: "What questions do you have?"

Your words shape how others perceive you. 

Own your words, own your impact.

♻️ Repost to help someone.
🔔 Follow Dora Vanourek for more.

7 seemingly innocent phrases that hurt your credibility

Self-doubt kills more careers than 
bad bosses ever could.

It paralyzes talented people into inaction.

And pushes many of us into traps like:

❌ Waiting to feel confident before starting
❌ Seeking perfection before launching
❌ Taking "one more certification" before applying

But perfect circumstances never come.

A year ago, I left my 25+ year corporate career.

It was the scariest step I ever took.

Nothing was guaranteed.

Yet, my family depended on me.

And honestly? I am still figuring it out every day.

But I realized that waiting for "safe" was the biggest risk of all.

Small steps will change your life:

1. Stop collecting certifications like armour
→ You already know enough to take the first step
→ True learning happens in the doing

2. Shift your mindset
→ Replace "I'm not qualified" with "I'll figure it out"
→ Turn "I'm not ready" into "I'll learn as I go"

3. Build momentum
→ Take one small step. Then another.
→ Progress creates confidence, not the other way around

Remember, someone with half your talent is out there doing it.

You are more than ready.

Take that first step today.

♻️ Repost to remind someone to bet on themselves
➕ Follow Dora Vanourek for more

We've built hiring systems that strip away humanity.

Then we wonder why trust is broken from day one.

It’s because we have normalized 
the unacceptable:

❌ Posting ghost jobs to signal growth
→ while real people wait for an email that never comes

❌ Automated rejections
→ after someone spent hours filling out a complicated application form

❌ Six rounds of interviews
→ because no one trusts anyone else's judgement

❌ Ghosting people after the final rounds
→ because giving feedback is not a priority

❌ "Not enough experience"
→ when they could learn the job in a month

The hiring managers feel this too.

They're drowning in reqs.
Pressured by systems they didn't design.
Told to move fast while also de-risking every hire.

People are not numbers.

Every resume represents someone's hopes.
Their rent. Their kids' futures.
Their career turning point.

To the hiring managers doing their best within broken systems:

Thank you. It matters more than you know.

♻️ Repost if you believe hiring should be more human
➕ Follow Dora Vanourek for more

People won't remember your job title.

They'll remember how you made them feel.

Because true happiness at work isn't about being employed.

It's about feeling valued.

The best leaders live by this.

They don't just manage tasks.
They empower people to grow.
They appreciate them genuinely.

Be that leader:

- Listen without judgement
- Provide stretch assignments
- Genuinely ask, "How are you?"
- Be kind, even on the tough days
- Open doors to new opportunities
- Acknowledge their unique strengths
- Empower others to explore and learn
- Share feedback that helps others thrive
- Invite input in decisions that impact others
- Show appreciation - it means more than you know
- Believe in someone before they believe in themselves

Leadership isn't just about budgets or targets.

It's about kindness, respect, and leaving people better than when you met them.

Have you had a great leader?
Tag them to thank them ⬇️ 

♻️ Repost to inspire your network
➕ Follow Dora Vanourek for more

Early in my career, I made the same mistake 
with every piece of feedback.

It's not that I disagreed with what they said.

I just wanted to explain myself.
Provide context.
Share the circumstances.

I didn't want them to think I was incapable.

But here's what they heard:

Excuses.

And over time, people stopped telling me the truth.

Here's what I wish I understood sooner:

When you stop listening, people stop sharing.

And that's when growth stops too.

5 ways to receive feedback without getting defensive:

1. Pause before responding
→ Your first instinct is to explain. Resist it
→ Take a breath. Let the words settle.

2. Say "thank you" first
→ Even if it stings. Especially then
→ Gratitude keeps the door open for next time

3. Reflect on it later
→ You don't have to process it in the moment
→ Come back with questions tomorrow

4. Find the truth in it
→ Even if you don't agree 100%, there's usually something real
→ Find the 10% of truth, even if the other 90% is wrong

5. Separate the message from the delivery
→ Feedback can be poorly delivered and still be true
→ Don't let imperfect delivery block valuable insight

The most coachable people grow the fastest.

Not because they're the smartest.

But because they stay open when it's uncomfortable.

♻️ Repost to help someone stay coachable
➕ Follow Dora Vanourek for modern leadership

Most leaders obsess over the wrong things.

They chase better processes.

Refine strategies.

Restructure teams.

And when results don't improve:

They apply pressure.
Tighten timelines.
Use fear as a tactic.

Meanwhile, the people who care the most, stop caring.

The best leaders do the opposite:

✅ Know their names and their stories
↳ "How's your daughter's soccer season?"

✅ Treat everyone with equal respect
↳ The intern's time matters as much as the VP's. Act like it

✅ Follow through on their feedback
↳ Actually listen and act. Or explain why not. Silence kills trust faster than "no"

✅ Share your own mistakes first
↳ "Here's where I messed up" opens doors to honesty

✅ Replace "Who did this?" with "What can we learn?"
↳ One question assigns blame. The other builds resilience

✅ Address toxic behaviour quickly
↳ Every day you wait, good people update their resumes

You don't need another framework.

You need to look up from your spreadsheet and see the humans in front of you.

Before the best ones stop caring completely.

♻️ Repost to inspire people-first leadership
➕ Follow Dora Vanourek for more

High performers don't always get promoted.

Sometimes they get silenced.

You're excelling at everything 
- except getting recognized for it.

The problem isn't your performance.

It's how your success makes someone else feel.

7 signs your boss sees you as a threat:

1. The Control Trap 🔍
↳ They micromanage you while trusting others
↳ Build relationships beyond your manager

2. The Information Freeze ❄️
↳ You're always the last to hear what's happening
↳ Create multiple information channels

3. Credit Confusion 🎭
↳ Your wins become nameless "team efforts"
↳ Document your contributions consistently

4. The Expertise Challenge 🧠
↳ They undermine your expertise in front of others
↳ Back your ideas with clear data

5. The Strategic Isolation 🔒
↳ "Accidentally" excluding you from key meetings
↳ Join high-visibility projects independently

6. The Performance Paradox 📊
↳ Lukewarm reviews despite strong results
↳ Collect written feedback from peers and clients

7. The Growth Block ⛔
↳ Your opportunities mysteriously keep getting delayed
↳ Create your own path outside formal systems

Remember: Their insecurity is not your ceiling.

You don't need to shrink to keep others comfortable.

Keep showing up.

📌 Navigating your first year in a new role?

Get weekly insights in The First Year newsletter: 
dora.coach 

♻️ Repost to help someone
➕ Follow Dora Vanourek for more

7 Signs Your Boss Sees You as a Threat

Toxic managers don’t just crush your confidence.

They rewire how you see yourself.

They use guilt, fear, and shame to maintain control.

Their tactics leave you questioning:

❌ your judgement
❌ your worth
❌ and even your sanity

But it's not you – it's them.

7 phrases toxic managers use:
(and how to protect yourself)

1. You should be grateful you even have a job
↳ Uses fear to silence your legitimate concerns
↳ "I want to contribute effectively. Can we find a solution?"

2. Everyone else is managing just fine
↳ Unfair comparison shames you into silence
↳ "Let's review my workload and priorities"

3. I have a lot of pressure from above, so you need to...
↳ Shifts poor planning onto your shoulders
↳ "I understand. Let's align on priorities"

4. You're being too sensitive
↳ Minimizes feelings to avoid personal accountability
↳ "This is affecting my work performance"

5. I'm doing this for your own good
↳ Masks controlling behaviour as genuine care
↳ "Can you explain how this helps me?"

6. If you were really loyal, you'd stay late...
↳ Emotional guilt-trips to ignore healthy boundaries
↳ "Can we align earlier on priorities?"

7. You're lucky I'm protecting you
↳ Creates dependence through imagined threats
↳ "What am I being protected from?"

You can't change who they are.

 But you can control what you tolerate.

You deserve to thrive, not just survive.

♻ Repost to help your network
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📌 Navigating your first year in a new role?
Get weekly insights in The First Year newsletter: 
https://lnkd.in/gkbJnUVb

7 phrases toxic managers say to manipulate you

Nobody deserves to be insulted or belittled.

Too often, we stay silent and wish we'd spoken up.

Or we react emotionally and regret it later.

There's a better way to respond with calm, clarity, and strength.

7 ways to handle insults at work:

1. Seek Clarification
↳ Make them reflect on what they said
↳ Did you mean to embarrass me just now?

2. Set Boundaries
↳ Clearly state what behaviour isn't acceptable
↳ That tone is not ok with me.

3. Use the Pause Technique
↳ Strategic silence followed by a calm response
↳ [Pause] Let's take a step back and approach this differently.

4. Mirror With Professionalism
↳ Reflect their behaviour so they confront it
↳ I'm hearing frustration. Is there a bigger issue?

5. Redirect to Solutions
↳ Shift from personal attack to problem-solving
↳ Let's focus on next steps, not assigning blame.

6. Use Humour (if it fits your style)
↳ A light touch can defuse tension
↳ That's one way to start a Wednesday meeting!

7. The Direct Approach
↳ The clearest response is often most powerful
↳ That was inappropriate. Let's restart or pause here.

You don't have to shrink to keep the peace.

Stand your ground with calm power.

📌 Navigating your first year in a new role?
Get weekly insights in The First Year newsletter:
https://lnkd.in/gkbJnUVb

7 Smart ways to handle insults at work

The fastest way to fail in a new role?

Do exactly what got you hired.

It's called the competence trap - 
where your biggest strength becomes your blind spot.

7 mistakes leaders make in the first 100 days:

1. Misreading the Culture 🏢
↳ Seeing surface behaviours but missing deeper values
↳ Schedule listening tours with employees at all levels

2. Bringing the Old Playbook 📚
↳ Forcing familiar fixes onto problems creates resistance
↳ Ask "Why is it done this way?" to understand

3. Neglecting Key Stakeholders 🤝
↳ Focusing only on direct reports misses critical support
↳ Map all stakeholders and build an engagement plan

4. Moving Too Fast on Team Changes 👥
↳ Misreading team dynamics creates unnecessary instability
↳ Assess systematically before making changes

5. Underestimating Organizational Politics 🎭
↳ Overlooking hidden alliances leads to blindsided resistance
↳ Map informal networks before launching initiatives

6. Failing to Renegotiate Unclear Mandates ⚖️
↳ Not clarifying conflicting expectations from stakeholders
↳ Renegotiate KPIs and budgets

7. Energy Depletion 🔋
↳ Proving yourself while well-being slips
↳ Remember: your energy, not just time, is your scarcest resource

Success isn't about your track record.

It's about decoding the rules where you are now.

📌 Navigating your first year in a new role?
Get weekly insights in The First Year newsletter: https://lnkd.in/gkbJnUVb

♻ Repost to help your network
➕ Follow Dora Vanourek for more

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