Rob Dance

CEO & Founder of ROCK.

I started my business with just £1,000
 
(I bought a cheap van, a laptop, and a desk)
 
Today, we operate internationally
Today, we hire over 100 of the brightest minds
Today, we're an 8-figure business, on our way to 9
Today, we're launching several new start ups
Today, I work with some of the most gifted people in the world
 
But what you don't know is:
 
20 years ago, I failed my exams and dropped out of school
17 years ago, I really struggled to write a full sentence
15 years ago, I was too scared to make phone calls

So now I'm sharing my journey with you.
Daily insights to help anyone.
Let's goooooooo 🚀

CEO & Founder

After 15 years of growing my business, I realised something FUNDAMENTAL was missing.

Our unique culture and innovative ways of managing our people has always been a TOP priority for me.

So much so, I have never found the perfect software platform to manage our people operations and help my team remove the day-to-day noise so they can focus on our mission.

Then, one day, it struck me: I NEED to create this myself to help other businesses!!

And so, Ware was born.

Launching in 2025, Ware promises to transform how you build your culture and genuinely empower your team.

Ware. Everything is.

I used to think people left jobs for more money

(I was wrong)

They’re not chasing bigger paychecks.
They’re chasing peace of mind.

They leave when:

- Effort is never enough.
- Silence feels safer than honesty.
- Burnout is expected and vulnerability is a liability.

So here’s a reminder from Dan:
Retention starts with culture.

If you want to retain your best people?

Start with respect.

That means:

→ Managers who support, not shame
→ A culture where it’s safe to be honest
→ Teams that value rest as much as results

The paycheck is important, sure.
But it’s not the reason they stay.

Do you agree?

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I used to think people left for better pay.

Now I know, they leave for peace of mind and basic respect.

Dan Murray and Rob Dance

If the leaders in the room aren’t saying your name when opportunities come up…

You might be in the wrong room.

Connections open doors.

But loyalty?

That’s what keeps you in the conversation when you're not there.

You want leaders who back you without needing a reminder.

The kind who:

→ Recommend you without hesitation 
→ Speak highly of you when you’re not around 
→ Say your name in rooms you haven’t entered yet

That kind of support is rare.

And you won’t notice it’s missing - until it matters most.

So, pay attention.

Watch who speaks up. 
Watch who stays quiet.

Silence from the top says more than applause from the crowd.

Do you agree?

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Career growth isn’t just about learning new things.

It’s about letting go of:

- Old habits
- Old beliefs
- Old ways of doing things that once kept you safe

And that part hurts.

Especially when it’s something you’ve carried for years.

Something that used to work.
Something that once made you feel competent or in control.

But here’s the shift:

Growth happens when you're willing to unlearn.

When you’re brave enough to admit, this doesn’t serve me anymore.

And then? You relearn.

→ With humility
→ With curiosity
→ With discomfort

That’s the real work.

That’s what separates the adaptable from the stuck.

Do you agree?

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Everyone talks about wanting to grow.

But setting resolutions and hoping for the best?

That won’t get you there.

Because when life pushes back, most people fold.

So think about it this way:

You said this time would be different. 
Now life’s testing whether you meant it.

That resistance? 
That discomfort you’re feeling? 
That stretch beyond what’s familiar?

That’s what growth actually looks like.

It’s not meant to be easy. 
It’s meant to break patterns.

Because real growth demands:

→ Grit 
→ Accountability 
→ Uncomfortable truth

There’s no room for excuses.

So if it’s hard right now, that’s a sign.

You’re moving. You’re changing.

You’re growing.

Do you agree?

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I’ve hired hundreds of people

And here’s the truth:

Your CV gets you through the door.

But it’s how you show up every day that keeps you there.

As Eric Partaker said, it’s not about:

- Fancy titles
- Certifications
- Qualifications

It’s about:

1) How you handle the tough days.
2) How you react to unexpected setbacks.
3) How you stay composed under pressure.
4) How you adapt when the plan changes last minute.
5) How you keep pushing forward when motivation runs thin.
6) How you support your teammates when they’re struggling.
7) How you take ownership of mistakes without pointing fingers.

That’s what sticks.
That’s what people remember.

So be the person who makes things easier, not harder.

Do you agree?

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Your greatest skill isn’t on your CV. It's in how you show up every day.

Be the person who makes things easier, not harder. Rob Dance and Eric Partaker.

We all say we’re too busy.

But the truth is…

Most of us just aren’t prioritising what matters.

If you took an honest look at your day last year, you’d probably find:

→ Endless scrolling 
→ Mindless procrastination 
→ Tasks that lead nowhere

The problem isn’t time.

It’s focus.

Growth doesn’t wait for perfect conditions.

It happens when you show up…

- Consistently
- Deliberately

Even when it’s inconvenient.

You do have the time.

You just have to take it back from the things stealing it.

Do you agree?

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No one is too busy. It's just a matter of priorities. Rob Dance.

Here’s a simple rule I live by:

If it doesn’t help you grow or feel good?

It’s not worth your time.

You don’t owe your energy to anything that drains you.

That’s not harsh.
That’s clarity.

Whether it’s:

→ A job 
→ A relationship 
→ A routine that no longer fits

You’re allowed to walk away from anything that holds you back.

Because protecting your peace isn’t a luxury.
It’s a necessity.

A quiet kind of strength that often goes unseen.

So if it’s not helping you move forward, ask yourself:

Why are you still holding on?

Do you agree?

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If it doesn't being peace, progress or purpose then don't give it your time energy, or attention. Rob Dance.

Let’s be honest…

People at work will always have opinions.

– Some will question your choices. 
– Some will critique your performance. 
– Some will try to box you into a role you’ve outgrown.

But here’s the truth:

Their opinions don’t decide your value.

They never did. 
They never will.

Your competence, your potential, your worth - not up for debate.

So stop shrinking to fit someone else’s version of “professional.”

You set the standard. 
You define the path.

Not them.

Do you agree?

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Your worth is not determined by anyone else's opinion. Rob Dance

Letting go isn’t failure.

It’s clarity.

You can care about the mission.

- The people
- The bigger purpose

But when the culture stops caring back?

You’re in a battle you can’t win.

You can’t outwork a system that refuses to change.

Not if leadership won’t listen. 
Not if the values on the wall mean nothing in practice.

Eventually, you realise:

→ Your time matters 
→ Your energy is limited 
→ Your passion deserves better

Leaving isn’t giving up.

It’s recognising what no longer deserves you.

Do you agree?

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Sometimes you have to let go of the role. 

Not because you don't care, but because they don't. 

Rob Dance.

If peace only comes when work is perfect…

→ Your manager's happy
→ Projects go smoothly 
→ Your inbox is quiet

That’s not peace. 
That’s control.

And control never lasts.

Real growth?

It happens when you stay grounded while everything at work is in flux.

Because the truth is:

→ Deadlines shift 
→ Teams change 
→ Plans fall apart

So if you're waiting for calm to feel calm, you’ll be waiting a while.

The real challenge?

Staying grounded when nothing’s going to plan. 
That’s where growth happens.

Because peace isn’t about having a perfect week.

It’s about holding your centre when everything’s uncertain.

Do you agree?

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If your peace depends on everything going right, it's not peace, it's control. Learn to be steady in uncertainty. That's real growth. 

Rob Dance

Biggest lesson of my career?

Stop giving more than you’re getting…

Especially when people show you that they won't return the same energy.

I learnt this the hard way:

- Burnout
- Being overlooked
- Constant overthinking

But they were there, right from the start.

I just didn’t want to believe them.

So if you’re stepping into a new space, pay attention to the red flags:

1) Overwork with no recognition
2) No room for questions or feedback
3) More competition than collaboration
4) Leaders who preach empathy but don’t live it

Trust your gut.

It will protect you peace more than anything else.

Do you agree?

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Books teach you a lot.

But people?

They teach you how to lead.

→ The calm one when everything fell apart
→ The honest one when no one else would be
→ The one who made you feel like you mattered

They didn’t quote theory.
They just acted.

And that’s what stuck.

Because real leadership isn’t found in pages.

It’s found in people.

Empathy
Honesty
Presence

You learn that by watching, listening, and feeling.

So if you want to lead better?

Pay attention.

The best lessons are walking past you every day.

Do you agree?

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Fear isn’t about something being impossible…

(Despite what you may think)

It’s about stepping into the unknown.

- No clear map.
- No guarantees.

Just unfamiliar ground.

That’s uncomfortable.

But it’s not a sign you can’t do it.

Because fear doesn’t mean failure. 
It means growth is on the table.

That nervous energy?

It’s not a warning. 
It’s proof you care.

You don’t need to be 100% ready.

You just need to take the step.

Do you agree?

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It's scary because it's new, not because you're incapable. - Rob Dance

The old advice?

– Do more
– Hustle harder
– Say yes to everything

But that mindset?
It’s a fast track to burnout.

Because more isn’t always the answer.

Sometimes, it’s the problem.

So instead of another to-do list, try a stop doing list.

Ask:

→ What’s draining energy I don’t have?
→ What doesn’t align with who I’m becoming?
→ What am I only doing out of habit, guilt, or fear?

Protecting boundaries starts there.

With honest answers.
And hard cuts.

Because clarity doesn’t come from cramming in more.

It comes from clearing space.

Do you agree?

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Pivot with intention — from inner rewiring to outer results | Business & Leadership Coach | Product Advisor | Speaker | Helping leaders & companies win their biggest pivots

Hi, I’m Clara.

From navigating communist Romania to building a life and career across countries, building a family while leading multimillion-dollar product teams, and then reinventing myself as an entrepreneur, my journey has been full of bold pivots.

Now, I help leaders, founders, and companies navigate their own high-stakes transitions—without the fluff, the overwhelm, or the endless struggle.

FROM STUCK TO STRATEGY, FAST.

I don’t do endless sessions. I get leaders and companies unstuck, clear, and moving forward—fast.

As an ex-tech product leader turned business & leadership coach, I bring real-world product thinking, business strategy, and mindset transformation to help senior executives and teams navigate high-stakes transitions—whether that’s scaling leadership, shifting to a product-led model, or making bold business moves.

YOU'VE CLIMBED THE MOUNTAIN...NOW YOU'RE QUESTIONING IF IT'S THE RIGHT ONE.

That moment in between—the crossroads, the career shift, the leadership challenge—awakens an inner warrior. Now you need to channel that energy in the right direction by identifying the internal barriers that are keeping you stuck.

Because what got you here won't get you where you want to go.

My counterintuitive approach gets you unstuck without adding more to your plate.

You don’t need more information.

You need better questions, sharper decisions, and the right mindset shifts to move forward.

This is not about working harder.

This is about leading, living, and working with clarity, confidence, and alignment.

WHO I WORK WITH

☑️ High-Achievers in Transition – Whether stepping up or stepping out, you need clarity on what’s next.

☑️ Founders & Entrepreneurs – Navigating the rollercoaster of building something new, scaling leadership, and making bold moves.

☑️ Leaders at Crossroads – Making decisions from deep knowing, not just data or pressure.

☑️ Companies Shifting to a Product-Led Model – Aligning leadership, strategy, and execution for long-term impact.

If you trust me to help you—I’ll honor that and bring what I believe will serve you best.

Are you ready?

Let’s get to work.

Clara Vincenc-Cismaru

Most people don’t fail at their goals.
They fail at updating who they are.

At the start of the year, most people plan what to do next.
- They review achievements.
- They define a vision.
- They set new goals.
- They optimise habits.

Very few pause to look at something else.

The role they are stepping out of.
And the role they are stepping into.

Because when a role changes,
old ways of thinking stop working.
Not because something is wrong.
But because the inner language, beliefs, and self-expectations haven’t caught up yet.

We don’t drift because we lack discipline.
We drift because we’re still acting from yesterday’s role.

If this year feels uncertain, tense, or heavier than expected,
don’t rush to fix it.

Pause for a moment and ask:
👉 Which role am I releasing and which one am I being asked to inhabit now?

This month, I’ll explore a different way of planning.
One that starts with roles and self-leadership.
Not resolutions.

I help senior leaders and founders cut through uncertainty and lead decisively in fast-changing environments, without second-guessing themselves | Executive Coach & Strategic Advisor | Speaker

Do you believe in the magic of Christmas?

Just imagine.

Last year, my daughter asked me a very important question.

“Mommy, if Mikuláš doesn’t exist… does Santa exist?”

In the Czech tradition, Mikuláš comes with an angel and a devil.
Good children get gifts.
Bad children are taken away.

They do this in schools.
And she was scared.

I don’t believe fear belongs in childhood magic.
So I told her the truth about Mikuláš.

Her next question was perfectly logical.

“If one tradition isn’t true, why is the other one true?”

For a moment, I panicked.
I wanted her to stay in the world where magic still lives.

So I answered from instinct.

“If you believe Santa exists, he exists.
If you don’t believe, he doesn’t.
You choose what you believe What do you choose to believe?”

She didn’t hesitate.

“I choose to believe he exists.”

And just like that, the magic stayed.

–––

In my coaching work, I often invite people into a simple space:

“Just imagine…”

No constraints.
No strategy.

Only possibility.

When you allow yourself to dream without restriction, something magic happens.
Creativity opens.
New angles appear.
Motivation returns.

Solutions don’t come from pressure.
They come from clarity born in imagination.

–––

So this Christmas, my invitation is simple.

Go home.
Slow down.
Let yourself dream.

Believe, just for a moment, that magic still exists.
That your big dreams are not too much.
That imagining is not childish, but essential.

Because what you choose to believe quietly becomes the world you live in.

Merry Christmas.
May you choose belief.

I help senior leaders in transition cut through uncertainty and lead decisively in fast-changing environments, without second-guessing themselves | Executive & Leadership Coach | Business Strategic Advisor | Speaker

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The most expensive "yes" isn't the one you regret.
It's the one you don't own.

A HIPPO says: "We need this." Everyone nods. And you say yes.

Not because it's clear. Not because it's realistic. But because pushing back feels risky.

Then you walk back to your team… and turn it into urgency.

That's when the real damage starts:
⚠️ Your team pays the interest 
⚠️ Expectations inflate
⚠️ Trust erodes (even if the team performs) 
⚠️ Your reputation gets hit from both sides

Upwards: "They didn't deliver." 
Downwards: "Why would I follow you into the next fire?"

Most leaders think the problem is communication.
It's not.

It's what happens in the 8 seconds when your nervous system hijacks the decision.

The leaders who avoid this trap don't have better scripts.
They've built the capacity to stay present in those 8 seconds - long enough to choose instead of react.

That capacity can be built. And it starts with seeing your specific pressure signature.

I wrote about how this actually works (and why information alone won't fix it) 👇

View newsletter: Lead with Love and Service

Why smart leaders lose their teams in the 8 seconds before they say yes - and how to build the capacity to choose differently Most leadership damage d

Open article: The Most Expensive "Yes" Isn't the One You Regret. It's the One You Don't Own. by Clara Vincenc-Cismaru • 7 min read

The Most Expensive "Yes" Isn't the One You Regret. It's the One You Don't Own.

Most professional losses don’t come from bad decisions.

They come from something important staying unclear for too long.
Especially in moments that affect roles, money, or authority.

If you’re a kind, competent leader, you notice this early.

- A rule isn’t fully explained.
- A process is shown quickly, without context.
- A decision is moving forward, but the criteria aren’t fully clear.

Nothing is openly wrong.
So you move on.

Then your mind does what intelligent minds do.
It fills the gaps.

"Maybe I didn’t communicate clearly enough."
"Maybe I should explain more."
"Maybe I’m missing something."

Anxiety grows.
Energy shifts from decisions to interpretation.
You start preparing arguments-
BEFORE you fully understand the game you’re in.

This is where many leaders move too fast.
They jump straight to proving or negotiating,
when what’s actually missing is clarity of process.

👉The order matters.

1. First clarity.
2. Then understanding.
3. Only then explanation, proof, or negotiation.

Unanswered questions don’t stay neutral.
They multiply
especially when you carry responsibility.

And once that happens,
you’re no longer responding to reality.

You’re responding to a story created under pressure.

For leaders navigating uncertainty,
this isn’t a communication technique.

It’s how decisions stay clean under pressure.

#TrustedAdvisor
#ExecutiveCoaching
#LeadingInUncertainty
#StrategicClarity
#ClarityBeforeAction

You know those moments when you’re trying to help and somehow everything just gets worse?

Last night was one of those.

My daughter was in pain.
I was tired.

I had already given her the treatment that helps.
She didn’t like how it felt.

She kept asking me to fix it, while blaming me for the very thing that could help.

So we got stuck.

Frustration.
Blame.
Stories.

We went in circles for over an hour until it felt heavy.

At some point I remembered something simple.

The strongest nervous system wins.

And as the adult, it was on me to take that role.

So I slowed down.
Lowered my voice.
Showed love.
Stopped explaining everything that came after.

Once she felt safe enough, she was ready to listen.

I went back to the beginning.

This is what’s happening.
These are the two options.
None of them perfect.
I don’t see a third one.

No pressure.
No blame.
Just facts.

That’s when she started to calm down.

The pain didn’t disappear.
But the situation finally made sense to her.

I see the same thing happen at work.

Conversations that get tense.
Decisions that start to feel personal.
People argue about solutions.

And often, it’s because something small at the start stayed unclear.

Instead of naming it, we add meaning.
We charge it emotionally.
We build stories.
Until the story feels bigger than the situation itself.

Some things can’t be controlled.
But some things need a clear choice.

And when we don’t slow down enough to see which is which,
the situation ends up deciding for us.

#strategicclarity  
#decisionhygiene  
#leadershippresence  
#trustedadvisor
#mybestcoach

Most leadership losses don’t come from incompetence.
They come from letting an organization define you as less than you are - and discovering that perception doesn’t care how well you perform.

The smaller title.
The interim scope.
The compensation you told yourself you’d “fix later” once you proved your value.

You took it because you wanted in.
Because pushing back felt risky.
Because you assumed performance would speak for itself.

I’ve made that trade. Here’s what I didn’t understand then:

Organizations don’t just evaluate what you do.
They evaluate you through the role they’ve learned to associate you with.

Your title becomes your perceived authority.
Your scope becomes your assumed capacity.
Your level becomes the story - and that story travels faster than any result you’ll deliver.

Correcting it later won’t be a simple conversation.
It becomes political work.

And here’s the uncomfortable truth:
Even if you get promises about the path forward… even if there’s a plan on paper…

If the organization doesn’t see you at the next level from the start, you’re not climbing a ladder.
You’re running a campaign to change their mind about who you are.

A senior move is to protect the entry point:

“If I start here, what’s the explicit path to where this role actually needs to be - timeline, criteria, sponsor, and how it gets communicated?”

Then ask yourself:
Do they already see me there?
Or am I signing up to convince them?

Because one of those is a job.
The other is a fight you might not win.

Your team is navigating constant change. And you just made the rules more vague.

Let's take unlimited holiday as an example.
When a client met this policy, their first reaction wasn't "great, more freedom." It was: "This means less than the standard holiday here."

And they were right to be suspicious.
Flexible policies sound generous. Until nobody knows what's actually allowed.

When you make something unlimited, you don't make it generous. You make it undefined. And undefined means someone else defines it for you.

That someone is the culture. The unwritten rules. The people who are most visible - working late, answering emails at all hours, the colleagues without kids or other responsibilities pulling them away.

The "norm" becomes whatever they do. And if you're different - if you need more time off, or need it at different times - you're the outlier.

I have direct experience with this in my corporate days. For family reasons, my long holiday is in autumn, not summer. Right when companies are restructuring, evaluating, planning next year. Even without an unlimited policy, it was never the right time. No one could legally stop me. But the perception hurt me eventually.

You thought "unlimited" meant freedom. Your team heard "figure it out yourself."

But this isn't about holiday policies.
The business is unpredictable enough. Your culture shouldn't be too.

Leaders are already operating in constant external uncertainty. Market shifts, technology disruption, geopolitical instability. And then, without realizing it, they add another layer inside their organizations.
Not through the work itself. Through how undefined the work is.

Flexible hours with no boundaries. "Use your judgment" with no examples. Open-ended policies that sound progressive but leave people guessing.

When things aren't clear, people fill in the gaps. They make assumptions. And those assumptions differ, which means conflict. Misunderstandings. People wondering if they're doing something wrong when they're just trying to navigate what nobody spelled out.

Flexibility needs structure. Not "unlimited holiday" but "here's the range, here's how we cover for each other, here's what taking time off actually looks like."

Vagueness doesn't create freedom. It creates anxiety.
The ambiguous spots in your organization - the policies that seem fine, the flexibility that feels progressive, the "trust-based" approaches that don't define what trust looks like - these are often invisible. Until someone gets hurt by them, burned out trying to guess the rules, or leaves because they couldn't figure out how to fit.

Leading through uncertainty is hard enough. Stop adding more by leaving things undefined.

Your best people are already reading between the lines. They're already filling in the gaps you didn't mean to leave.

The question is: what story are they telling themselves about what's allowed here?

#leadershipinuncertainty 
#organizationalculture 
#executivecoaching
#strategicadvisor

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Clara Vincenc-Cismaru

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The Battle

Rob Dance

Clara Vincenc-Cismaru

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