Raja Skogland

Questions? I am 1 DM away. 

Community builder at heart, hyper connector, fundraising/growth advisor, serial entrepreneur and investor in 100+ startups.

My team of experienced exited founders, investors, board members, investors and partners from reputable consulting companies and I have created step by step programs to help:

- Go From Idea To Investors 
- Go from post seed to Series A
- Fundraise & Scale
- Build personal brands and communities to attract talent, clients and investors
- Become a certified board member, build an exclusive and strong European network and land your next board position.

We also connect vetted founders, investors, leaders and board members to co-create together.

Interested in getting more info?

Send me a DM.

We look forward to hearing from you!

Founder

The ecosystem of experts, investors, and serial entrepreneurs supporting your growth,
taking you from 🌱 to 🌳 and then🌳 🌳 🌳 🌳

We help startups, scale-ups, and SMBs raise money and build profitable, scalable businesses.
We also invest in B2B Nordic companies that are post-revenue.

👉 www.thevisionaryvc.com to reach new heights.

Looking forward to hearing from you.

Bespoke science-backed leadership training for tech companies navigating complexity and growth | ex-Meta, ex-Microsoft | Researcher | Keynote Speaker

9 trillion dollars.
That’s what employee disengagement will cost the global economy 𝘰𝘯𝘭𝘺 in 2025 (Gallup, 2025).

The #1 driver?
(Spoiler, it’s not laziness!)

It’s 𝐢𝐧𝐞𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐭 𝐦𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭.

But I’m not here to point fingers.

Since the pandemic, managers are being asked to do the impossible: cut costs, restructure, drive digital transformation, integrate AI, and continue generating growth for the business.

All while their teams ask for: more flexibility, well-being, purpose, and let’s not forget, psychological safety.

Most managers can’t keep up. They’re burning out and disengaging.

And since 70% of team engagement is directly tied to the manager, their teams quickly follow.

𝐓𝐡𝐞 𝐠𝐨𝐨𝐝 𝐧𝐞𝐰𝐬?

When companies invest in leadership training, manager disengagement drops.

𝐖𝐡𝐲?

- They feel more equipped to lead and face challenges,
- They’re re-motivated by the impact it has on their team,
- They see that their company cares about their well-being and

Leadership programs yield massive ROI: 700% on average. Some companies report up to 5000%. (ICF)


This is where 934 Leadership Advisors comes in:
𝐖𝐞 𝐝𝐞𝐬𝐢𝐠𝐧 𝐭𝐚𝐢𝐥𝐨𝐫-𝐦𝐚𝐝𝐞, 𝐬𝐜𝐢𝐞𝐧𝐜𝐞-𝐛𝐚𝐜𝐤𝐞𝐝  𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐰𝐨𝐫𝐤𝐬𝐡𝐨𝐩𝐬 𝐟𝐨𝐫 𝐢𝐧𝐭𝐞𝐫𝐧𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐭𝐞𝐜𝐡 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬. 

𝐖𝐚𝐧𝐭 𝐭𝐨 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦 𝐲𝐨𝐮𝐫 𝐦𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐢𝐧𝐭𝐨 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐰𝐡𝐨 𝐤𝐧𝐨𝐰 𝐡𝐨𝐰 𝐭𝐨 𝐢𝐧𝐬𝐩𝐢𝐫𝐞, 𝐫𝐞𝐭𝐚𝐢𝐧, 𝐚𝐧𝐝 𝐠𝐫𝐨𝐰 𝐭𝐡𝐞𝐢𝐫 𝐭𝐞𝐚𝐦𝐬?

𝘓𝘦𝘵’𝘴 𝘵𝘢𝘭𝘬!


𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬:

Corina combines business acumen, academic rigor, and intercultural fluency. A former negotiator for Microsoft and Meta, she led complex, multi-million-dollar partnerships with C-level executives, gaining unique insight into how strategy and human psychology intersect. Currently completing a Doctorate in Organizational Behavior, her award-winning research on the psychological contract has been recognized internationally at the 2025 Academy of Management Global Conference. Having lived in five countries, she brings deep cross-cultural sensitivity and a nuanced understanding of global leadership dynamics.
Corina has been named amongst the Next Generation Women Leaders by McKinsey & Co.

Corina Taban

Guess where I taught a class yesterday?


Hogwarts?
Close.

University of Cambridge’s business school!! 😳 

I heard a guy on a podcast once say: “If what you’re doing doesn’t make you giggle a little when you think about it… it’s probably not big enough.”

I’m giggling. 

- - - - - - - - - 

👉 By the way, I design bespoke leadership programs for tech companies navigating complexity and growth.

If taking your leaders to the next level is on your agenda this year, my inbox is open.

Trusted by Tech Executives to help them achieve 5 years of career growth in 12 months (or less) | ex-Meta, ex-Microsoft | Keynote Speaker

Do you tell others how to do their job?


Micromanagement isn’t leadership.

When leaders doubt their ability to lead, they compensate by controlling others.

🔬 Studies show micromanagement stems from insecurity.

What it is:
A self-protection mechanism.
 
What it 𝘤𝘭𝘦𝘢𝘳𝘭𝘺 isn’t:
A performance driver.


🔄 𝐓𝐡𝐞 𝐏𝐚𝐫𝐚𝐝𝐨𝐱:
Micromanagers think control increases quality.

But research shows the opposite:

↳ Teams become passive.

↳ Creativity drops.

↳ People stop thinking for themselves. 
(For the nerds, the fancy psychological term is 𝐥𝐞𝐚𝐫𝐧𝐞𝐝 𝐡𝐞𝐥𝐩𝐥𝐞𝐬𝐬𝐧𝐞𝐬𝐬.)

↳ Decision-making slows because everyone waits for approval.

↳ People stop having ideas because every idea gets second-guessed.


Here's the thing:
Most people don’t need supervision.
They need clarity and direction.

🔁 Control → “Do it exactly like this.”
🔁 Clarity → “Here’s the goal. I trust you to figure it out. Btw, I'm here if you need help.” 

When people understand the destination, they don’t need you steering every move.

👉 Replace control with context.
👉 Replace supervision with high standards.
👉 Replace oversight with ownership.
 

Your job isn’t to control the work.
It’s to make the work clear.


- - - - - - - - - - - 

If you left tomorrow, could your team still move forward without you?
👇 Let me know in the comments.

🖼️ Visual by the talented Roberto Ferraro (give him a follow!) 

♻️ Sharing is caring: someone in your network might need to read this.

Are you still neglecting your network?

 
Your network might 𝘫𝘶𝘴𝘵 matter more than your performance.

Here’s why:

Sociologists call it 𝘴𝘰𝘤𝘪𝘢𝘭 𝘤𝘢𝘱𝘪𝘵𝘢𝘭: the invisible currency of influence, referrals, and behind-the-scenes support.

The surprising truth?

In most workplaces, your trajectory isn’t based on merit alone.

It’s shaped by the voices that carry your name behind closed doors.


Social capital is a force multiplier:
🔹 A leader saying “They're ready” for the big stretch role
🔹 A colleague spotlighting your work in your absence
🔹 A past boss recommending you without being asked.


Research backs this up:
→ Referrals drive elite hiring decisions
→ Promotions begin in informal conversations, long before formal reviews.

Your network isn’t a one-time result; it’s a long-term resource.

👉 Who’s fighting for you when you’re not in the room?

Tag them. Thank them.
And be that person for someone else.


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♻️ Sharing is caring: someone in your network might need to read this. 

➕ By the way, I (Corina Taban) share science-backed strategies for better thinking, stronger influence & smarter leadership.

“She’s too emotional.”


Don’t make me laugh.

I think now’s a good time to untangle the myth that women are too emotional to lead.

Here’s what the research says:

𝐓𝐡𝐞𝐲 𝐚𝐫𝐞𝐧’𝐭.

But they’re often penalized as if they were.


A 2016 Yale School of Management study shows how gendered stereotypes around emotion undermine women in leadership:

↳ If a woman shows stereotypical “leader” emotions, she’s punished.
He’s passionate. She’s irrational.
He’s assertive. She’s bossy. 
(sounds familiar?)

↳ If she shows little emotion, she’s labeled cold, unlikable, or inauthentic.

↳ Even when she expresses no emotion at all, people often assume she must be emotional anyway. 
(spoiler: because she's a women 🫠 ).


So let’s reframe the conversation.

Women leaders are not “too emotional.”

But they do engage more often in something called emotional labor and tend to use power in more prosocial ways.

In practice, that often looks like:

↳ More transformational and servant leadership styles
↳ Greater focus on team cohesion and morale
↳ Emotional support and psychological safety
↳ Less reliance on dominance-based leadership

These leadership patterns benefit organizations through:
🔹  Increased trust
🔹  Reduced conflict
🔹  Stronger employee well-being

All 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐬𝐚𝐜𝐫𝐢𝐟𝐢𝐜𝐢𝐧𝐠 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐠𝐨𝐚𝐥𝐬.

And here’s the interesting part.

Research suggests that in times of uncertainty, women often manage emotional dynamics more effectively.

They tend to maintain respect regardless of their feelings, while men are statistically more likely to engage in hostile or aggressive behavior under stress.

When uncertainty rises, many women leaders instinctively focus on one thing: making sure their teams are okay.
 
Maybe it’s time to rethink the label.

Women leaders aren’t “too emotional.”

They just lead differently.

And it might be exactly what organizations 𝘯𝘦𝘦𝘥.

- - - - - - - - - - - - 

👉 What leadership qualities do you think organizations underestimate the most?

♻️ Sharing is caring: someone in your network might need to read this. 

➕ By the way, I (Corina Taban) share science-backed strategies for better thinking, stronger influence & smarter leadership.

Bespoke science-backed leadership training for companies navigating complexity and growth | ex-Meta, ex-Microsoft | Researcher | Keynote Speaker

Feeling overwhelmed by work?


Most people confuse urgency with importance.

🧭 The Eisenhower Matrix is a great tool to help you prioritize and focus on what actually matters.


4 Quadrants:
1. 𝐔𝐫𝐠𝐞𝐧𝐭 & 𝐈𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐭 → Do it now
2. 𝐈𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐭, 𝐍𝐨𝐭 𝐔𝐫𝐠𝐞𝐧𝐭 → Schedule it
3. 𝐔𝐫𝐠𝐞𝐧𝐭, 𝐍𝐨𝐭 𝐈𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐭 → Delegate it
4. 𝐍𝐞𝐢𝐭𝐡𝐞𝐫 → Delete it


Sounds simple? 
𝘐𝘵 𝘪𝘴.

And here’s the science behind why it works :

🧠 𝐎𝐮𝐫 𝐛𝐫𝐚𝐢𝐧 𝐡𝐚𝐬 𝐥𝐢𝐦𝐢𝐭𝐞𝐝 𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐯𝐞 𝐛𝐚𝐧𝐝𝐰𝐢𝐝𝐭𝐡.
↳ Decision-making drains mental energy.
↳ Prioritizing once preserves energy for execution.

📈 𝐓𝐡𝐞 𝐛𝐫𝐚𝐢𝐧 𝐜𝐫𝐚𝐯𝐞𝐬 𝐮𝐫𝐠𝐞𝐧𝐜𝐲.
↳ That “productive” feeling? Often false.
↳ The Matrix rewires your focus to long-term value.

💡 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐝𝐞𝐥𝐚𝐲 𝐢𝐦𝐩𝐫𝐨𝐯𝐞𝐬 𝐨𝐮𝐭𝐜𝐨𝐦𝐞𝐬.
↳ Deliberate reflection (even short pauses) boosts performance by 23%.
↳ Quadrant 2 is where high-leverage thinking lives.


✅ Try this:
1.    List your top 10 tasks
2.    Sort into 4 quadrants
3.    Delete one


👉 What will you delete today?

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🖼️ Illustration by the talented Hannah Wilson ✍🏻 @ Quoted Visually (give her a follow!)

♻️ Sharing is caring: someone in your network might need to read this. 

➕ By the way, I (Corina Taban) share science-backed strategies for better thinking, stronger influence & smarter leadership.

Decisive leaders outperform peers by 12x.


A study of 17,000+ execs found that fast decision-makers consistently outperformed their slower peers.

Why?
↳ Slow decisions drain cognitive energy
↳ Fast ones free you up for strategy
↳ Teams trust leaders who commit

McKinsey research backs this up.

In a study of 600+ high-performing CEOs:
↳ They moved fast (even with partial data)
↳ They committed fully
↳ They saw inaction as the bigger risk

But here's the good news:
𝐃𝐞𝐜𝐢𝐬𝐢𝐯𝐞𝐧𝐞𝐬𝐬 𝐢𝐬 𝐚 𝐦𝐮𝐬𝐜𝐥𝐞.

You can train it in the small stuff.

A person makes ~35k decisions a day. That’s 35k chances to practice.

Small reps. Fast calls.

Start now:
↳ Choose dinner in 60’’
↳ Pick your outfit in 30’’
↳ Press play on the first movie that feels right

Train your reflexes before the stakes are high.

- - - - - - - - - - - - -

👉 What type of decision-maker are you?

♻️ Sharing is caring: someone in your network might need to read this. 

➕ Btw, I (Corina Taban) share science-backed strategies for better thinking, stronger influence & smarter leadership.

Do you want to be a high performer?


Here are 7 research-backed principles to help you get there:

1/ 𝐎𝐯𝐞𝐫𝐧𝐢𝐠𝐡𝐭 𝐬𝐮𝐜𝐜𝐞𝐬𝐬 𝐧𝐞𝐯𝐞𝐫 𝐡𝐚𝐩𝐩𝐞𝐧𝐬 𝐨𝐯𝐞𝐫𝐧𝐢𝐠𝐡𝐭.
↳ Tiny habits create exponential change over time.
↳ Stay in the game, consistency beats talent.

2/ 𝐆𝐫𝐨𝐰𝐭𝐡 𝐦𝐢𝐧𝐝𝐬𝐞𝐭 > 𝐅𝐢𝐱𝐞𝐝 𝐦𝐢𝐧𝐝𝐬𝐞𝐭.
↳ Those who see skills as expandable achieve more.
↳ Next challenge? Ask: “What can I learn?” not “Am I good enough?”

3/ 𝐒𝐭𝐫𝐨𝐧𝐠 𝐜𝐥𝐚𝐫𝐢𝐭𝐲 = 𝐒𝐭𝐫𝐨𝐧𝐠 𝐟𝐨𝐜𝐮𝐬.
↳ Having specific goals increases performance by up to 90%.
↳ Define one clear goal today; clarity beats multitasking.

4/ 𝐏𝐥𝐚𝐧 𝐢𝐧 𝐝𝐚𝐲𝐬. 𝐓𝐡𝐢𝐧𝐤 𝐢𝐧 𝐲𝐞𝐚𝐫𝐬.
↳ Daily small wins fuel long-term motivation.
↳ Break your big vision into daily steps, progress compounds.

5/ 𝐒𝐡𝐨𝐰 𝐮𝐩 𝐞𝐯𝐞𝐫𝐲 𝐝𝐚𝐲.
↳ Habits form through repetition, not intensity.
↳ Take one small action today, consistency creates identity.

6/ 𝐃𝐨𝐧’𝐭 𝐰𝐚𝐢𝐭 𝐟𝐨𝐫 𝐢𝐧𝐬𝐩𝐢𝐫𝐚𝐭𝐢𝐨𝐧. 𝐂𝐫𝐞𝐚𝐭𝐞 𝐜𝐨𝐧𝐝𝐢𝐭𝐢𝐨𝐧𝐬 𝐟𝐨𝐫 𝐢𝐭.
↳ Activities like walking, reading, and even daydreaming boost creative thinking.
↳ Block time to “spark” your brain.

7/ 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐚𝐜𝐭𝐢𝐨𝐧 = 𝐏𝐫𝐨𝐜𝐫𝐚𝐬𝐭𝐢𝐧𝐚𝐭𝐢𝐨𝐧 𝐢𝐧 𝐝𝐢𝐬𝐠𝐮𝐢𝐬𝐞.
↳ Learning sticks when paired with active experimentation.
↳ Don’t just read. Apply one insight right now.

👉 What would you add as number #8?

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🖼️ Visuals by the talented Janis Ozolins (give him a follow!)

♻️ Sharing is caring: someone in your network might need to read this. 

➕ By the way, I (Corina Taban) share science-backed strategies for better thinking, stronger influence & smarter leadership.

7 Research Backed Principles for High Performance

Would you sacrifice ethics for speed?

 
Y’all know Anna Radulovski, right?

She’s the founder of WomenTech Network, one of the largest global communities supporting women in technology.

We recently spoke about behavior trends and leadership in Tech.

Here’s what you need to know.


𝐀 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐫 𝐭𝐫𝐞𝐧𝐝 𝐬𝐡𝐞’𝐬 𝐬𝐞𝐞𝐢𝐧𝐠 𝐚𝐜𝐫𝐨𝐬𝐬 𝐭𝐡𝐞 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐲:

AI fatigue. 

Teams are expected to innovate faster than ever, while simultaneously adapting to a constant stream of new tools.

The result?

Many feel overwhelmed by the speed of change.

Even when the technology itself can bring many benefits.


𝐎𝐧𝐞 𝐤𝐞𝐲 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐝𝐯𝐢𝐜𝐞:

Let your values be your moral compass when making decisions.

Speed matters in times of disruption.

But leaders shouldn’t sacrifice judgment, ethics, or critical thinking just to move faster.

So here’s the critical question for you:

𝘏𝘰𝘸 𝘥𝘰 𝘺𝘰𝘶 𝘱𝘶𝘴𝘩 𝘪𝘯𝘯𝘰𝘷𝘢𝘵𝘪𝘰𝘯 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 𝘦𝘹𝘩𝘢𝘶𝘴𝘵𝘪𝘯𝘨 𝘵𝘩𝘦 𝘱𝘦𝘰𝘱𝘭𝘦 𝘥𝘳𝘪𝘷𝘪𝘯𝘨 𝘪𝘵?

- - - - - - - - - 

☝ This post is part of a new series in which Tech leaders share industry behavior trends and their best leadership advice.

♻️ Sharing is caring: someone in your network might need to read this.

➕ By the way, I (Corina Taban) build bespoke science-backed leadership training for companies navigating complexity and growth.

𝐁𝐎𝐍𝐔𝐒: Anna and I also spoke about generating opportunities: are they a product of luck or of your own creation? Check out Anna’s answer in the comment section. 👇

Bespoke research-backed leadership training for companies navigating complexity and growth | ex-Meta, ex-Microsoft | Researcher | Keynote Speaker

Tired of waiting for motivation to hit?


Here are 7 practices that will help you reach your goals:

1/ 𝐉𝐮𝐬𝐭 𝐬𝐭𝐚𝐫𝐭.
↳ Motivation follows action, not the other way around.
↳ What’s the smallest first step you can take today?

2/ 𝐒𝐭𝐨𝐩 𝐜𝐡𝐚𝐬𝐢𝐧𝐠 𝐬𝐡𝐨𝐫𝐭𝐜𝐮𝐭𝐬.
↳ Habits, not hacks, build lasting results.
↳ Which shortcut are you ready to stop taking?

3/ 𝐅𝐨𝐫𝐠𝐞𝐭 𝐭𝐡𝐞 𝐬𝐩𝐨𝐭𝐥𝐢𝐠𝐡𝐭 𝐞𝐟𝐟𝐞𝐜𝐭.
↳ We overestimate how much others notice our mistakes or appearance by up to 2–3x.
↳ What would you do differently if no one was watching?

4/ 𝐏𝐫𝐨𝐭𝐞𝐜𝐭 𝐲𝐨𝐮𝐫 𝐟𝐨𝐜𝐮𝐬 𝐥𝐢𝐤𝐞 𝐠𝐨𝐥𝐝.
↳ Every distraction costs you up to 23 minutes of deep work recovery.
↳ What’s one distraction you can eliminate this week?

5/ 𝐂𝐡𝐮𝐧𝐤 𝐲𝐨𝐮𝐫 𝐠𝐨𝐚𝐥𝐬.
↳ Small wins trigger dopamine and build momentum.
↳ How can you make your next goal 10x smaller and more achievable?

6/ 𝐂𝐡𝐨𝐨𝐬𝐞 𝐝𝐢𝐬𝐜𝐨𝐦𝐟𝐨𝐫𝐭 𝐧𝐨𝐰 𝐨𝐫 𝐩𝐚𝐲 𝐥𝐚𝐭𝐞𝐫.
↳ People who delay gratification achieve higher performance and well-being decades later.
↳ What hard thing today will make tomorrow easier?

7/ 𝐒𝐚𝐲 “𝐧𝐨” 𝐦𝐨𝐫𝐞 𝐨𝐟𝐭𝐞𝐧.
↳ Every “yes” to something is a “no” to everything else.
↳ What will you say “no” to this week to protect your energy?


Success isn’t about motivation.

Start small. Stay consistent. Protect your focus.

- - - - - - 

🖼️ Visuals by the talented Ash Lamb (give him a follow!) 

👉 What would you add as #8? 

♻️ Sharing is caring: someone in your network might need to read this. 

➕ By the way, I (Corina Taban) share science-backed strategies for better thinking, stronger influence & smarter leadership.

Tired of waiting for motivation to hit?

Why do the least competent often sound the most confident?
 

🔬 Research on the Dunning–Kruger effect shows:
↳ The less we know, the more we overestimate ourselves.
↳ The more we learn, the more aware we become of what we don’t know.
 
Here’s how this plays out at work:
↳ Incompetent managers bulldoze decisions with misplaced confidence.
↳ Experienced experts hesitate, qualify, or stay quiet.

The result?

Organizations reward the loudest voice, not the most capable one.

Good leaders counter this.

They:
🔹 Stop equating confidence with credibility
🔹 Create space for quieter expertise
🔹 Recognize that humility often signals mastery

The real danger is subtle:

The people you most need to hear from are often the ones questioning themselves.

Leadership isn’t amplifying confidence.

It’s amplifying competence.

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👉 What are you doing to make competence heard in your org?

♻️ Sharing is caring: someone in your network might need to read this. 

➕ Btw, I (Corina Taban) share science-backed strategies for better thinking, stronger influence & smarter leadership.

Your brain treats uncertainty like physical pain.
 

The World Uncertainty Index is at its highest level on record.

Higher than:
→ COVID-19 peak (2020)
→ Eurozone crisis (2012)
→ Global Financial Crisis (2008–2009)
→ Dot-com bubble burst + 9/11 (2001–2002)

Uncertainty activates the same brain regions as physical pain.

Even worse, your brain prefers a known bad outcome over an unknown one.
 
In times of uncertainty, teams:
→ cling to what no longer works
→ avoid decisions
→ disengage

And leaders:
→ default to control
→ spend more time planning than deciding
→ become vague and hands-off

And the signal to the team is: 𝐭𝐡𝐞𝐫𝐞 𝐢𝐬 𝐧𝐨 𝐬𝐚𝐟𝐞𝐭𝐲 𝐡𝐞𝐫𝐞.

That’s when performance drops.


Here’s a better approach:

🔹 𝐍𝐚𝐦𝐞 𝐭𝐡𝐞 𝐮𝐧𝐜𝐞𝐫𝐭𝐚𝐢𝐧𝐭𝐲 𝐞𝐱𝐩𝐥𝐢𝐜𝐢𝐭𝐥𝐲.
Say what is unclear. 
Say what is changing.
Unspoken ambiguity creates more anxiety than bad news.

🔹 𝐒𝐡𝐢𝐟𝐭 𝐟𝐫𝐨𝐦 𝐜𝐨𝐧𝐭𝐫𝐨𝐥 𝐭𝐨 𝐞𝐧𝐚𝐛𝐥𝐞𝐦𝐞𝐧𝐭.
You can’t control a moving environment.
You 𝘤𝘢𝘯 prepare people to move within it.
Clarity on intent > control on execution.

🔹 𝐁𝐮𝐢𝐥𝐝 𝐬𝐡𝐚𝐫𝐞𝐝 𝐧𝐚𝐫𝐫𝐚𝐭𝐢𝐯𝐞𝐬 𝐚𝐛𝐨𝐮𝐭 𝐭𝐡𝐞 𝐟𝐮𝐭𝐮𝐫𝐞.
People don’t need perfect answers.
They need a coherent story of where things might go.
This reduces anxiety and aligns action.

🔹 𝐄𝐧𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐞𝐱𝐩𝐞𝐫𝐢𝐦𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧, 𝐜𝐮𝐫𝐢𝐨𝐬𝐢𝐭𝐲, 𝐚𝐧𝐝 𝐚 𝐥𝐞𝐚𝐫𝐧𝐞𝐫’𝐬 𝐦𝐢𝐧𝐝𝐬𝐞𝐭.
In uncertainty, people need permission to try.
Not just pressure to deliver.
Make it safe to test, learn, and adjust quickly.
 

Uncertainty is now a business condition.

Need help leading through it?

My DMs are open.

- - - - - - - - - - - - - - - 

♻️ Sharing is caring: someone in your network might need to read this.

➕ By the way, I (Corina Taban) advise on and build bespoke research-backed leadership training for companies navigating complexity and growth.

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