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We all know this section is overrated. 

If you want to find out more, let’s chat and meet.

It will be the most accurate version of both of us. 


Sandra Macele

Ladies and gentlemen, distinguished professionals, thought leaders, disruptors, and people who have “excited to announce” tattooed somewhere on the inside of their eyelids.

Tonight we’re here to talk about belonging.

No, sorry.

We’re here to talk about fitting in.

Brené Brown explains the difference perfectly:

Belonging is not negotiated externally. It’s belonging to yourself so deeply, you don’t betray who you are for acceptance.

Just this explains why many up here feel so disconnected (and invisible).

It is because we try to FIT IN.

Fitting in is being whoever we need to be, so we don’t get rejected.

And LinkedIn is excellent at this.
Corporate too.

So people learn to say:
- what looks like success
- sounds like “leadership”
- and “feels safe”

Because of:
- risk management
- social proof
- corporate consequence

Clear.

We all comply to some extent.
Me.
You.
The “here are 7 lessons” genre.

But here’s the problem when you create content for business.

Nobody remembers the person who fits in perfectly.

So if you’re a job-seeker, fitting in can be a survival approach.

Understood.

But if you create content for business ... 
with fitting in, you basically erode your brand.

You end up sounding like:

- “I’m humbled to share…”
- “Leadership is a journey…”
- “Here are 3 lessons from …”

If someone sees “belonging approach” as wreckles ...

I hate to create you nightmares ...

... but it is a very successful differentiation strategy in a very noisy market.

So when your content is written to avoid rejection…

…congrats. 

It’s also written to avoid any kind of impact.

______________
To get my content:
Tap double 🔔 

Or subscribe to my newsletter: https://lnkd.in/eVyiJhHA

For the people who think dangerously well. ​>​>​> Scaling Intellectual Authority / Thought Leadership 🌃 (Storyteller, raised on cyberpunk fiction.)

Which system scr*wed millennials the most?
Starting with:

The corporate gold star addiction.

😑 

Corporate life taught us that if you:
→ stay quiet & polite,
→ don’t take credit,
→ don’t take space,
→ don’t question anyone senior,
→ don’t have your own opinions,

you’ll be “rewarded” with …
… another job where you still can’t speak your mind.

And now you write a LinkedIn post and your entire body (including your hair) screams:

“DELETE!”

Previously to this one was:
The school system people-pleaser program.

The place that taught us, you will be punished for trying to be original.

But memorizing dead people’s opinions will give you an A+.

Then we wonder why adults freeze at the idea of publicly thinking for themselves.

Before the school system, we had the original PR firm.

The family model of “Don’t embarrass us!”

Our first audience was a kitchen full of silent judges who could smell “embarrassment” the way wolves smell fear.

And they ran the same slogan for 20 years:
“What will people think!?!?”

But the worst offender is:
The “Be small so others feel comfortable” culture.

→ quiet kid praised for being “mature”
→ loud kid shamed into becoming quiet
→ creative kid told to pick a “real” career
→ sensitive kid told they’re “too much”

And by adulthood …

You walk into rooms trying to take up the least possible space.

So when millennials say, “I’m scared to express what I think,”

OF COURSE YOU ARE!

Because expression feels like the betrayal of those invisible systems that trained us to survive by staying ornamental!

BUT.

Being and staying small doesn’t protect anyone.

__________
To get my content in your feed, please tap the double 🔔
For more, subscribe here: https://lnkd.in/eVyiJhHA

Writing demands two sacrifices.

First, the courage to show yourself.

Second, the strength to endure social judgment once you do.

To write with power is not to assemble sentences with AI.

It is to arrive with your whole mind and soul.

Visibly.
Or invisibly. 

Your intelligence, yes.

But also yesterday’s failure, still warm.

And the older failures, fossilized from 10 years ago, for which you never forgave yourself.

You do not leave behind
your shame,
your guilt,
or your private sense of justice.

They come with you.

They can seep into 
a single carousel.
a newsletter.
a post like this.

And suddenly you are visible as a full-color human.

Which is exactly why so many choose suffocation instead.

They make themselves small in expression to survive the gaze of those who distribute social validation.

Eww.

Approval.

Who would admit to needing it.

And yet.

Social validation is the revenue.

This is where the great collective pretending begins.

…

Emotions?

In a professional setting?

On LinkedIn?!?!?!

Disgusting.

Except for the inconvenient fact that nothing has ever moved people at scale without emotional intensity.

Awe.
Anger.
Hope.

Because emotion sets thought in motion.

But to work with emotion is an act of craft.

It requires restraint, as much, as courage.

It requires “an artist”.

An inner intelligence to measure.

A good “artist” knows ... or I would argue FEELS ... 
where to sharpen
where to withhold
and where to release the scream.

THAT is what powerful content does.

And that is why …

… good content is rare.

___________________
Tap the double 🔔 for more
or sacrifice your email here: https://lnkd.in/eVyiJhHA

PS. Thank you, Lauren Ducrey, for your poetic inspirations, reminding me why I love what I do.

I remember being a kid, doing something stupid, and then my dad's left arm hooked me like a clamp, yanked me off the ground, my feet kicking air for half a second, and then his right hand came on my bu**cheeks.

Hard.

I cried so much my eyes blurred.

Later, in my bedroom, in front of the mirror, I was inspecting the painful part like evidence.

I remember I had to wipe my face with the back of my hand, so I could even see.

Across both cheeks, I had five fingers in bright red color.

Like a stamp.

I was 6 or 7.

For a full disclosure -
I grew up in a time and a place where hitting a child was normal discipline.

Fortunately for me, and unfortunately for my dad …
I was a creative, sensitive kid, and those things planted something.

A fire I still carry.

Because now, when someone challenges me, I don’t fold.

I plant my feet like an unhinged rooster on a pile of cowsh*t,
chest out,
eyes blazing,
utterly convinced I was built for this moment, and my whole mouth goes:

“Whaaaaat?? You talking to meee?!?!”

And then life happens and starts smacking you in ways a hand could never compete with.

It smacks you with betrayal.
Humiliation.
With loss.
With the slow drips of disappointment.

And that does something to people.

What fascinates me is how differently we live with the leftovers.

> Some people get marked by hardship and freeze.
> Some people get marked, and they build. They take the pain, the anger, the buzzing voltage of it, and they pour it into something that stands.
> Some people self-destruct.
> Some people destroy others.
> And some people walk through it like it didn’t touch them at all.

My vision on things shifted when I learned to say thank you to pain.

I stopped asking it to be fair and took it as it was.
Then I used it like fuel.

Because pain has energy in it, energy wants direction …
So I gave it direction.

And if you don’t waste it on destroying, it can actually build.

I don’t know who needs to hear this, but here it is.

Happy 2026. 
I am back to work.

DISCLAIMER: Last time I hosted a LinkedIn event. It was a complete dumpster fire ... because it never happened. 😄 🙌 

(technical oopsie-daisy)

Let's go again!

Team Wellbeing:

Our host
Annika Mohlin 🌱
— Self-leadership, boundaries, sustainable ambition

Josh Perry
— High Performance Coach (creation vs survival mode)

Emily Heird, LPC/MHSP
— Licensed therapist & mental performance coach

Team Marketing:

Jenni Reher
— Marketing strategist, creator of Find Your Weird™

Sandra Macele
— Identity & positioning strategist (thought-leadership infrastructures)

Robert van Tongeren
— Content strategy that makes you look like a genius

Join us tomorrow!

For the people who think dangerously well I Scaling Intellectual Authority I Thought Leadership I ex CMO & Creative Director 🌃 Storyteller, raised on cyberpunk fiction 🇪🇺

Robert van Tongeren and 100 other attendees

You’ve all seen it: The trauma-dump with a CTA. And then you wonder: Is this brave… or ...?

This audio Live is a real-time debate between people who build attention and people who protect nervous systems.

We are answering:
- Who decides when sharing becomes “over”sharing?
- When does “vulnerability” become “emotional burden” for the audience?
- Should you post while you’re still bleeding, or after you’ve processed?

We made a panel of 3 marketers vs 3 wellbeing coaches!

Team Wellbeing:
Our host Annika Mohlin 🌱 —  Self-leadership, boundaries, sustainable ambition.
Josh Perry — High Performance Coach (creation vs survival mode)
Emily Heird, LPC/MHSP — Licensed therapist & mental performance coach 

Team Marketing:
Jenni Reher — Marketing strategist, creator of Find Your Weird™ 
Sandra Macele — Identity & positioning strategist (thought-leadership infrastructures)
Robert van Tongeren — Content strategy that makes you look like a genius

Log in tomorrow, and bring your best questions ;) muahahaha ...

Today’s event is postponed because LinkedIn requires a PhD in Interface Archaeology to host an audio conversation. 

I overestimated both my qualifications and the platform.

But ... their ongoing commitment to experimental user experience is truly one of a kind 😂 

We will regroup with the team and come back with a new date and time.

🙌

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
➕ Follow Dora Vanourek for more

📌 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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Dora Vanourek

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The Battle

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Dora Vanourek

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Engagements

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Sandra Macele's LinkedIn Performance

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