Connector of Talent and Success 💼 | Empowering Businesses to Thrive through People | Culture Growth Strategist | Coach | Writer | HR leader | #1 LinkedIn Belgium | Top #150 LinkedIn 🌍

Who I help: Ambitious introverts and people-first companies

Problems: Visibility without burnout, quiet leadership, culture that enables deep work

Outcomes: Promotions, role transitions, retention, high-trust cultures

STRATEGIC HR LEADER AND COACH WITH HANDS-ON APPROACH AIMING FOR THE BEST EMPLOYEE/BUSINESS EXPERIENCE - INTROVERT ADVOCATE

International HR Executive passionate about the link between employee experience and business dynamics. Combining a strong focus on strategic thinking and planning with a structured and factual hands-on approach. A positive well connected team coach with a natural sense of empowering team members in a spirit of challenge, learning and mutual recognition. Sound decision making capabilities based on critical reflections within companies focusing on innovation, change, digital transformation and learning.

A. Group HR Director Alter Pharma (200 FTE - BE/IRL/US) – private equity backed firm defining & implementing HR strategy (from strategy to operations) including definition of mission/vision/strategy & values.
B. Global HR Business Partner BU Kerley international/Tessenderlo Group (+/-300 employees - 11 countries) developing/transforming key HR processes (talent resource planning, talent acquisition, performance management, competency management, learning, reward,..) - HR project lead new factory Rouen, France. 
C. Global HR Executive SWIFT (+/- 3.000 employees in +25 countries) transforming/coaching business and HR into new ways of (digital) working/thinking to improve the employee and business experience 
D. Global Head of Reward Tessenderlo Group (+/- 5.000 employees in +25 countries) - strategic development/transformation reward strategy
E. Development new holistic performance management framework for Tessenderlo Group, including full implementation recognition stream.
F. HR Project Manager : move of the Chiquita EME Headquarters from Belgium to Switzerland (social plan negotiations, c&b setup, recruitment, mobility, new policy/process design,...)

Professional coaching certification Better Minds at Work               2018 - 2019
Centre for Creative Leadership - senior leadership program           Q1-2 2018
Management Development Programme Vlerick (17 days)		  2010 - 2011
Strategic Compensation & Benefits Management, Vlerick 		  2007      
Master degree in Law&Taxation, Katholieke Universiteit Leuven    1997 - 1998

Steven Claes

Every setback felt like proof I was too quiet to succeed.
Every win felt like luck.

At 32, my boss pulled me aside.
“You're too quiet for executive leadership.”

I replayed that conversation for months.
Every meeting I stayed quiet.
Every presentation I let others dominate.
Every networking event I left early.

The feedback stung because I believed it.

The lateral moves? I blamed myself for not being louder.
The passed-over promotions? Thought I didn’t sell myself enough.
The struggling projects? Maybe I was too introverted to lead.

I carried those stories for years.
Like stones in my pocket.
Getting heavier with each new challenge.

Then something shifted.

The promotions I didn’t get kept me learning.
Now I lead with knowledge, not just ambition.

The struggling projects taught me to listen for what wasn’t being said.
That skill transformed every team I touched.

What introverts do differently with setbacks:
 • We don’t bounce back. We build back.
 • We don’t forget feedback. We mine it for truth.
 • We don’t perform resilience. We develop it quietly.

What others saw as mistakes:
 → Avoided office politics (built trust through work)
 → Skipped self-promotion (let results speak louder)
 → Stayed in roles too long (mastered depth)
 → Took time to process (while others rushed to respond)

Today I’m CHRO.
Still quiet.
Those “setbacks” were my education.

Every introvert I’ve hired has a similar story.
Told they were too quiet.
Too thoughtful.
Too slow.

Now they’re running divisions.
Transforming cultures.
Leading quietly.

Your setbacks aren’t failures.
They’re data points.
Your quiet processing isn’t weakness.
It’s how you turn feedback into fuel.

That boss who said I was too quiet?
He was half right.
I was quiet.
But I was building.

💬 What feedback once hurt but later helped you grow?

♻️ Repost if you've been underestimated for being quiet
📩 Free Weekly career strategies for Ambitious Introverts -> hit the newsletter button under my profile

Some introverts are prisoners of their wiring.
Others are architects of their growth.

I’ve coached enough quiet leaders to see the split happen in real time:

The stuck ones hold on to: "I'm wired this way. I can't change."
The ones who thrive? They know wiring is where you begin, not where you end.

I worked with a senior manager who kept saying:
"I was raised to stay quiet and not make waves."

Fifteen years. That one sentence kept her invisible.
Passed over for promotions.
Watching louder colleagues move ahead.

And yet. In those same fifteen years, she'd:

-Led 3 projects that saved millions
-Built relationships nobody else could unlock
-Spotted problems that stayed invisible to everyone around her

Her quiet upbringing gave her the ability to observe. 
Deep listening became strategy. 
Her stillness earned trust.

The prison wasn't her introversion.
The prison was her story about it.

Evolution for introverts isn't about becoming extroverted.
It's about updating your story.

Instead of avoiding tough conversations 
→ Use email to drive decisions

Instead of dreading all meetings 
→ Own your 1-on-1s where depth wins

Instead of staying silent 
→ Put your thoughts on paper first, then speak

That senior manager I mentioned?
She stopped apologizing for how she works.
Started using her strengths.
Promoted six months later.

Same person. Different story.

Here's what this work taught me:

Your nature doesn't need fixing. 
Your story about it does.

Your past shaped you. 
Your choices reshape your future.

Your quiet traits aren't a limitation. They're data.

Stop waiting for permission to evolve.
Start choosing which parts of your wiring serve you.

Which story kept you quiet this week?

♻️ Share this with introverts ready to rewrite their story

📩 Follow me (Steven Claes) for introvert career strategies

Stop trying to fix introverts.

In 20 years as an HR leader, I've seen companies burn millions trying to turn quiet leaders into loud ones.

It doesn't work. And it pushes your best people out the door.

Swipe through for what introverts need vs. what people think we need.

💾 Save/share this before your next 1:1. 

P.S. What would you add to this list?

li_at

JSESSIONID

Talks about #hr, #culture, #strategy, #leadership, and #management

What Workplaces Think Introverts Need vs What We Need

omnia khfagy

They told me to fix my introversion. 
I fixed my environment instead.

We're introverts. We're not broken, just wired differently.

I spent 20 years as a CHRO watching the same pattern play out. 
The loudest voices got heard while the deepest thinkers got ignored. 

Quick reactions got rewarded, and thoughtful strategies got buried under the noise.

That's when I realized something.

We don't need to compete on volume. No, we compete on depth.

We build fewer bonds but stronger connections. 
Not because we can't connect widely, but because we choose connection wisely. 

While others drain themselves chasing validation, we recharge in stillness. 
While they mistake noise for progress, we find power in pause.

This isn't weakness. It's strategy.

We're not hiding or afraid. 
We're protecting our energy for what actually matters.

The research backs what we've always known: 

• Introverted leaders see 40% higher team retention because we listen more than we talk 
• We outperform in complex problem-solving by 74% because we think before we act 
• Our deep work drives 3x more innovation because we focus on substance over speed

Depth beats width. Every time.

What I need you to understand:

➡️ Your need for constant stimulation isn't our problem. 
➡️ Your discomfort with silence isn't our emergency. 
➡️ And your definition of success isn't our blueprint.

If we let you in, you've earned it. 

Not through persistence or pressure, 
but through respect. 
Through substance. 
Through understanding that our boundaries aren't barriers, they're filters.

➡️ We're not antisocial, we're selectively social. 
➡️ We're not slow, we're thorough. 
➡️ We're not cold, we're careful.

In a world drowning in noise, that's not a limitation.

That's an advantage.

Stop trying to fix us. We were never broken.

What boundary have you set recently that protected your energy?

♻️ Share if you're proudly wired differently 
📩 Follow Steven Claes for more introvert truth

Research reveals the introvert paradox: 
More productive. Lower performance ratings. 

A 2024 study by SOAS University of London found: 
"Introverts are more productive despite displaying lower job performance than extroverts." 

I've watched this disconnect destroy careers. 

As a CHRO for 20 years, I saw the pattern repeat itself over and over again. 
Claire outperformed every metric. 
Yet her evaluation said "lacks presence." 

Thomas designed the entire system architecture. 
His review noted "could be more vocal in meetings." 

The quiet frustration builds. 
The talent gets overlooked. 

The problem isn't your output. 
It's the visibility of your output. 

Introverts lose in three predictable scenarios: 

1. The visibility trap 
Your deep work happens in silence. 
Your contributions lack witnesses. 
Your impact goes unrecognized. 

2. The documentation gap 
Your wins stay in your head. 
Your progress lacks a paper trail. 
Your patterns remain invisible. 

3. The credit vacuum 
Your ideas travel. 
Your name gets left behind. 
Your influence goes unmeasured. 

But smart introverts don't try to become extroverts. 
They create systems to show their natural strengths. 

Four systems that actually work: 
1. Create your visibility rhythm 

→ Monday: Share your weekly focus (3 bullet points) 
→ Friday: Send a 5-minute wins report to stakeholders 
→ Monthly: Connect your work to company priorities 

2. Build your evidence file 

→ Capture metrics from your deep work sessions 
→ Save positive feedback verbatim 
→ Track resources saved through your solutions 

3. Set deep work boundaries 

→ Block 90-minute uninterrupted focus blocks 
→ Create canned responses for interruptions 
→ Set "office hours" for questions/collaboration 

4. Use strategic presence 

→ Speak once early in every meeting 
→ Send one thoughtful follow-up after discussions 
→ Ask one question that shows your listening depth 

When I coached Sarah, an introverted finance director, she started sending a weekly "impact email" every Friday at 4pm. 
Five bullet points. 
Three minutes to write. 

Her boss forwarded it to the C-suite every single week. 
She went from "too quiet" to "indispensable strategic partner" in six months. 

The only thing that changed? 
Her system, not her personality. 

Your introversion isn't the problem. 
Your strategic approach is the solution. 

Want to advance without exhaustion? 

Get the exact templates, scripts, and systems that helped thousands of introverts without burning out in the free A+ Introvert Newsletter (link in featured section). 

💾 Save this for when your impact feels invisible.

🔁 Repost if you believe quiet professionals deserve loud recognition.

Introverts don't need fixing.
Your workplace culture does.

I spent 20 years watching companies try to "fix" introverts.

Presentation skills workshops.
Open offices.
Loud happy hours.

Meanwhile, they ignored the real problems:
• Meetings that reward whoever talks most
• Brainstorms that silence deep thinkers
• "Collaboration" that means constant interruption

At 32, a VP told me:
"You need to speak up more. This quiet thing is career suicide."

I tried to be louder.
Until I realized: the mold was broken, not me.

Today I'm CHRO.
Still quiet. Still succeeding.
Because I stopped fixing myself and started fixing the system.

👇 This carousel breaks down what actually works.

♻️ Share if you believe quiet leadership deserves more respect and save for later.

Introverts Don't Need Fixing (Your Workplace Culture Does)

I thought I was too quiet to lead.
Turns out, I was just introverted.

These 10 TED Talks helped me stop overthinking,
start showing up, and build a career on my terms:

Skip the Small Talk by Kalina Silverman
https://lnkd.in/dDJhrm_U
→ Permission to skip surface-level conversations

The Art of Being Yourself by Caroline McHugh
https://lnkd.in/dvqjsPzP
→ Stop performing. Start being.

The Secret Shame of Introverts by Monica Parkin
https://lnkd.in/ddgjTnk5
→ Why your quiet nature isn't a weakness

The Mind Behind Linux by Linus Torvalds
https://lnkd.in/dgnNDY-C
→ Proof that introverts build world-changing things

Stop Screwing Yourself Over by Mel Robbins
https://lnkd.in/dsVzu2MJ
→ The 5-second rule that bypasses overthinking

Your Body Language Shapes You by Amy Cuddy
https://lnkd.in/dayBXPnF
→ Power poses for when confidence feels fake

My Year of Saying Yes by Shonda Rhimes
https://lnkd.in/dUsR6Jxz
→ An introvert's guide to selective courage

Who Are You, Really? by Brian Little
https://lnkd.in/dF6Dp4Ks
→ Why acting out of character serves your goals

The Power of Vulnerability by Brené Brown
https://lnkd.in/dnVNdWnR
→ Leading with authenticity, not armor

The Power of Introverts by Susan Cain
https://lnkd.in/drHJYhyD
→ The talk that started a quiet revolution

After 20 years as CHRO, I know this:
Your quiet leadership style isn't the problem.
The world just hasn't caught up yet.

These talks taught me to stop apologizing for thinking before speaking.
To stop forcing extroversion.
To start leading from my strengths.

💾 Save this for later, and repost it to spread some value to your network.

📩 Follow Steven Claes for introvert career strategies that keep you authentic.

54% of employees are quietly breaking down.
You won’t see it until it’s too late.

Your best people aren’t quitting.
They’re not burning out.
They’re breaking. In silence.

And your quietest ones?
They’re drowning.

👉 Swipe to spot the signs before they disappear.

💾 Save this to revisit the warning signs.

♻️ Share it to support someone who's quietly cracking.

Warning Signs Everyone Misses (Means breaking)

They told us to "speak up more."
Turns out silence was our strategy.

As a CHRO who spent 20 years being called "too quiet," I've lived these traits. 

These are not personality quirks.
They're high-performance systems.

5 Weird Traits That Actually Drive Introvert High Performance:

1. Staying silent in meetings
↳ Builds strategic thinking muscle
↳ Catches critical details others miss
↳ Preserves mental energy for decisions that matter
↳ Creates space for deeper analysis

2. Preferring solo lunch breaks 
↳ Prevents decision fatigue before afternoon meetings
↳ Recharges cognitive batteries
↳ Maintains peak performance levels
↳ Protects creative thinking time

3. Pausing before responding 
↳ Delivers thoughtful responses instead of impulsive reactions
↳ Prevents costly communication mistakes
↳ Signals executive presence naturally
↳ Builds trust through consistency

4. Reviewing work multiple times 
↳ Catches errors before they compound
↳ Creates visible excellence standards
↳ Builds reputation for reliability
↳ Eliminates rework downstream

5. Requiring quiet time daily 
↳ Sparks breakthrough solutions
↳ Processes complex problems effectively
↳ Maintains competitive edge
↳ Protects sustainable performance

The brutal truth?

What they called weaknesses were actually our operating system. 

And once you own that system instead of apologizing for it, everything shifts.

Because here's what most companies miss: introverts are not broken. Extroverts don't need fixing. 

They're different processors who need different conditions.
Give them those conditions and watch what happens.

📩 Get weekly insights via the A+ Introvert Newsletter: https://lnkd.in/e2Yn259g

♻️ Share this for every introvert who's been misunderstood

Overthinking costs you more than you realize.

Not in time.
In opportunities you never take.

Introverts know this trap better than anyone. Analysis becomes avoidance.

Five ways to close that gap:

1. The 5-Second Rule

Mel Robbins nailed it. You have an instinct to move? Count down 5-4-3-2-1 and go.

Your brain will talk you out of it otherwise.
That window closes fast. Five seconds. Use them.

———

2. The Two-Minute Rule

Takes less than two minutes? Do it now.
Don't add it to a list. Don't schedule it. Don't think about it.

David Allen's point: tracking a small task takes longer than finishing it.
Stop managing. Start finishing.

———

3. Brain Dump Before You Decide

Too much noise in your head? Set a timer for ten minutes. Write it all down.
No filter. No structure. Just out.

Once it's on paper, patterns appear. Priorities get clear.
You can't organize chaos while you're drowning in it.

———

4. Externalize the Problem

Stop saying "I'm an overthinker."
Say "Overthinking is here again."

See the difference? You're not the problem. The thought pattern is.
You're not the storm. You're the one watching it pass through.

———

5. The "If-Then" Plan

Vague intentions don't work. Automatic actions do.

Try this:
"If it's 7am, then I write for 20 minutes."
"If I feel resistance, then I count 5-4-3-2-1 and start."

Peter Gollwitzer's research backs this. It doubles your success rate.
Pre-decide so you don't have to re-decide every time.

———

The truth more introverts need to hear:
Knowing what to do means nothing if you don't do it.

Your move.

♻️ Share this with someone who needs it.
👤 Follow me (Steven Claes) for more on ambitious introverts

A 23-year-old intern dismantled my entire hiring strategy with one question:

"But what if they're not comfortable talking about themselves?"

She was talking about introverts in interviews.

I'd been screening out brilliance for 5 years and had no idea.

I used to defend every view.
Debate every point.
Need to be right.

But that one quiet question changed everything.

It taught me something 10 years as CHRO hadn't:

Wisdom isn't about having the best answers.
It's about hearing the questions you never thought to ask.

Now when someone speaks, whether it's my CEO or my nephew, I do something different.

I pause.

Not to plan my response.
But to understand their world.

The 3-Question Framework I Use to Listen Deeper

1. What am I defending?
Before responding, name the ego or assumption you're protecting.
Then let it go.

2. What's their 10%?
Even if you disagree with 90%, find the 10% that's true.
There's always something. Start there.

3. What would I think if I were them?
Not with your experience. With theirs.
Not with your context. With theirs.
This is where breakthroughs live.

This shift changed how I lead:

→ I stopped mistaking volume for value
→ Started finding insight in silence
→ Learned that understanding > being understood

The data backs it up:

Teams with psychological safety where every voice matters are:

✔️ 76% more likely to engage
✔️ 50% more productive
✔️ 27% less likely to leave their jobs

But we still reward:

❌ Quick answers over thoughtful questions
❌ Confident assertions over curious pauses
❌ Debate winners over bridge builders

Your quietest team member isn't checked out.
They're checking angles you haven't considered.

That junior employee questioning your process?
Might be your next breakthrough.

Growth doesn't come from adding more of what you already know.
It comes from seeing what you've been blind to.

Perspective isn't just power.
It's the only path to wisdom that matters.

Try these 3 questions in your next meeting. Watch what shifts.

And tell me this:

💬 When did listening to someone completely different from you change everything?

♻️ Share this if you believe the quietest voices often hold the deepest insights

I stopped pretending to be an extrovert.
My career exploded.

Because showing up everywhere wasn't commitment. 
It was fear wearing a name tag.

The truth?
You don't advance by being everywhere.
You advance by managing yourself.

What drains introverts in leadership
and what drives career growth instead 👇

1. Performing extroversion kills energy
Self-management creates sustainability.
→ Forcing constant visibility? You burn out.
→ Strategic presence? You grow faster.

2. Saying yes to everything stalls growth
Saying no with boundaries accelerates it.
→ Nearly half of introverts in extroverted roles report burnout compared to a quarter of extroverts.
→ Protecting your energy isn't selfish. It's strategic.

3. Constant meetings drain focus
Delegation multiplies impact.
→ Being in every conversation limits your team.
→ Empowering others to lead is 5x more effective at avoiding burnout.

4. Loud leadership demands attention
Quiet leadership earns respect.
→ Empathetic leadership isn't about volume. It's about making space.
→ Inclusive leadership recognizes people recharge differently.

5. Networking everywhere scatters influence
Showing up intentionally builds it.
→ Career advancement for introverts: be present where it matters, invisible where it doesn't.

6. Chasing visibility creates exhaustion
Managing energy creates resilience.
→ I went from performing to leading authentically and my impact multiplied.
→ The shift? Self-management became non-negotiable.

7. Ignoring rest kills performance
Protecting solitude fuels it.
→ Introverts need quiet to recharge. Ignoring that is running on empty.
→ Real leadership models rest, not just productivity.

You can build a career through constant performance.
Or sustainable success through intentional leadership.

One burns you out by Wednesday.
The other grows even when you step back.

♻ Repost to help introverts: visibility isn't everything. Intention is.

📬 Want deeper strategies like these?
I write a weekly newsletter on quiet leadership and career growth for introverts: https://lnkd.in/e2Yn259g

Your star performer left at 5 PM every day.

That wasn't a red flag.
That was a roadmap.

I used to stay until 8.
Sent emails at midnight.
Wore exhaustion like a badge.

Then I noticed something.

Sarah, our top analyst, packed up at 5 PM.
Every. Single. Day.

The execs whispered about her "lack of commitment."
Some people labeled her not a team player.

But six months later?
She delivered more value than our entire always-on team.

What they missed:
She wasn't coasting. She was focused.

• No 47-email chains about nothing
• No staying late just to be seen
• No 3-hour meetings that could've been an email
• No pretending to work while scrolling LinkedIn

Just deep, meaningful work.

After 5?
She recharged. Unplugged. Came back clearer.

While others ran on fumes.

What happened next changed how I led:

• The "lazy" analyst got promoted to Director
• One team member hit a wall and had to step back
• The always-on manager made critical mistakes

I learned something:
8 focused hours beat 12 exhausted ones.
Real productivity happens in bursts, not marathons.
Your best ideas come after rest, not during it.

I started telling my team:
→ Your best work happens when you're fresh
→ Creativity needs room to breathe
→ Burnout helps no one

The outcomes?

The exec who doubted her? Stress leave.
The always-on manager? Critical mistakes cost us a major client.
Sarah? Running the department.

Her worth was never in the hours.
It was in the outcomes.

♻️ Repost if you believe boundaries create better teams
📩 Join thousands of ambitious introverts building sustainable success: https://lnkd.in/e7xQPNtn

Gary Brown

Your best introvert is planning their exit. 
They just haven't told you yet.

Micromanaging says three things: 

"I don't trust you." 
"I need control more than results." 
"Your process scares me because it's not mine."

For introverts, this kills retention faster than anything else.

We need deep work. 

Focus without constant interruption and mental space to think through complex problems.

Micromanaging destroys all three, and it's why your quiet top performers leave first. 

No drama, no warnings. 
They're just gone.

In 20 years as a CHRO, I've watched this pattern play out dozens of times.

One company I worked with broke the cycle with a simple shift. 
Outcome accountability instead of process control. 

Leaders set the goal, and teams chose how to get there.

The impact was immediate. 

Turnover among introverted leaders dropped 60%. 
Same deadlines, better quality, and zero hand-holding required. 

Because when you trust people to do the work their way, they deliver.

Great leaders trust, then step back. 
Micromanaging says everything about the manager and nothing about you.

How have you handled micromanagers without burning bridges?

♻️ Share if you care

Your meetings are killing your best talent.

I was the quiet one for 10 years.
Invisible. Passed over.
Watching others get promoted for my ideas.

Now I'm the one changing the room.

Here's what introverts hear when you say:
"Why are you so quiet?" → "Why are you broken?"
"Just jump in!" → "Is this worth my battery?"
"Let's go around the table." → Time to update LinkedIn.

The math is simple but more leaders miss it:
- 50% of your workforce = introverts
- 90% of your meetings = built for extroverts

You're designing meetings that push your brightest people out.

I made 10 script swaps to save your talent.

Small changes in how you run meetings. 
Big difference in who stays engaged.

Swipe through. Change the words. Keep your people.

Quiet isn't disengaged.
It's brilliant.

♻️ Share and save this before your quiet talent becomes your competition

📩 Follow the A+Introvert Newsletter for more bite-sized career insights

What to Say (and not say) To Support Introverts in meeting

Most introverts nail the interview.
Then burn out in 90 days.

After 20 years as a CHRO, I've seen it happen too many times. 

Brilliant introverts accepting roles that drain them because they didn't ask whether the company actually values different working styles.

73% of employees leave due to poor cultural fit. 
Introverts feel this more, scoring 10% lower in workplace well-being.

The interview isn't just them sizing you up. 
It's you sizing up whether this company respects how you work best.

Swipe through for the 9 questions every introvert should ask before saying yes.

Your energy isn't up for negotiation. Neither is your environment.

💾 Save this for your next interview
♻️ Share with an introvert who needs this

Most Introverts Nail The Interview (Then Burn Out)

Stop building a career on loyalty.
It's the ultimate introvert trap.

For 10 years, I gave my quiet best to companies that forgot my name the day I left.

The loyal one stayed with the company.
The purposeful one stayed with the mission.

This simple truth is reshaping how ambitious introverts build careers.

And the data backs it up.

———

Nobody talks about this:

92% of people want purpose at work.
Not perks. Not ping pong tables.
Purpose.

But only 21% of workers feel truly engaged.

That gap?
That's where ambitious introverts thrive.

———

You've been told to network more.
Speak up in meetings.
Be more visible.

But the research reveals something different.

Employees who find their work meaningful are 294% more likely to stay.

That's not a typo. 294%.

Compare that to fair pay? Only 54% more likely to stay.

Meaning beats money by 5X.

———

The introvert's mission-first strategy:

1. Anchor to your calling, not your contract
68% of Millennials accept lower pay for deeper purpose.
Why? Purpose energizes. Prestige exhausts.

2. Let your results do the talking
You don't need the spotlight.
You need the right mission.

3. Choose companies that match your values
Purpose-driven companies have 40% higher retention.
3x better financial returns.
Higher employee satisfaction.

———

The truth that changes everything:

Company loyalty asks: "How long will you stay?"
Mission alignment asks: "What impact will you make?"

One traps you.
One frees you.

44% of Gen Z and 45% of Millennials have already quit jobs lacking purpose.

They're not job-hopping.
They're mission-hopping.

———

Freedom is harder than attachment.
Security is easier than purpose.

But when you commit to a purpose instead of a place:
You perform better.
You stay longer.
You grow faster.

The right mission won't require you to be louder.
It will require you to be you.

So anchor to your calling.
Not your contract.

Serve meaning.
Not membership.

What mission pulls you out of bed?

♻️ Repost this to help people find their mission (and save to check later)

📩 Follow Steven Claes for career strategies that honor your wiring

My first raise request took 45 minutes.
It failed.

My last one took 8 minutes.
It got me $35K more.

What changed?

I stopped trying to sound confident.
I started showing the numbers instead.

Swipe through for the exact 8-minute structure that did it →

Most introverts think a raise conversation means you need to sell yourself.
Walk in. Perform. Be louder.

That's not it.

It means building a case your manager can take upstairs and defend.

Extroverts walk in and improvise.
Introverts prepare a document and present it.

And in raise conversations, the document wins.

I've reviewed hundreds of raise requests as CHRO.
The ones that worked: short meeting, clear data, exact number.
The ones that didn't: long stories about teamwork and going the extra mile.

Your manager doesn't need a performance.
They need ammunition.

Numbers they can repeat.
Wins they can cite.
A case they can defend when you're not in the room.

Your quiet preparation isn't the problem.
It's the solution.

💾 Save this before your next raise conversation

♻️ Repost if you know an introvert who needs to hear this

The 8-Minute Strategy that got me a $35K Raise

I thought I was too quiet to lead.
Turns out, I was just introverted.

But it took me 15 years of forcing extroversion to figure that out.

These 10 books helped me stop apologizing for who I am
and start building a career that actually fits me.

1. Quiet by Susan Cain
The book that redefined what it means to lead with calm and conviction

2. The Introverted Leader by Jennifer B. Kahnweiler
A step-by-step guide to leading without faking extroversion

3. Deep Work by Cal Newport
Why focused thinkers are becoming the most valuable people in any room

4. The Introvert's Edge by Matthew Pollard
Sales isn't about charm. It's about process. Introverts win with both

5. The Introvert Advantage by Marti Olsen Laney
The science behind why you need depth, not noise

6. Quiet Influence by Jennifer B. Kahnweiler
Six strengths that help introverts lead lasting change

7. Networking for People Who Hate Networking by Devora Zack
Real strategies for building relationships without working a room

8. Self-Promotion for Introverts by Nancy Ancowitz
How to get noticed without having to shout

9. The Powerful Purpose of Introverts by Holley Gerth
You're not flawed. You're wired this way for a reason

10. The Introvert Entrepreneur by Beth Buelow
How to build something big without pretending to be loud

After 20 years as CHRO, here's what I've learned:
Your quiet style isn't the problem.
The workplace just hasn't caught up yet.

These books reminded me that:
✔ Listening in 1-on-1s created more trust than speaking at 100 all-hands
✔ My written strategy docs moved projects faster than any meeting pitch
✔ Deep thinking in solitude solved problems committees couldn't crack
✔ Building three strong relationships beat networking with 300 strangers

Half the population is introverted.
It's time we stopped treating that like a disadvantage.

If you're tired of being told to "speak up,"
this list is your permission to double down on your quiet strength.

Which of these books speaks to your current challenge?

💾 Save this for when you need it

🔁 Share it with a quiet professional who deserves to feel seen

PS. Follow the Free A+Introvert Newsletter for weekly bite-sized career insights (link in my profile).

Today I turn 52.
At 25, I hid in bathroom stalls before meetings.
Now I lead them as CHRO.

The same traits that made you second‑guess yourself at 25
are the ones that can make you impossible to replace
at 25, 52, or whatever comes next.

But only if you stop apologising for them.

I knew that in my head a long time ago.
I just didn’t have the guts to say it out loud.
That part took years.

I hope you don’t wait as long as I did.

25: The Breaking Point

I was the quiet one faking loud.

Forced networking until 2am. 
Performed enthusiasm I didn't feel. 
Dominated meetings that drained me by noon.

I sat in my car after another leadership summit thinking: 
"I'm in the wrong career."

Then a mentor said eight words that changed everything: 
"Stop playing their game. Start playing yours."

52: The Breakthrough

Today, I lead differently.

I skip 80% of networking events. 
Build five deep relationships instead of fifty shallow ones. 
Speak less but land every word.

Not despite being quiet. Because of it.

This is what I finally understood:

That overthinking? Catches problems before they explode. 
That selective socializing? Builds unbreakable loyalty. 
That need for quiet? Where real strategy happens. 
That careful processing? Why people trust my decisions.

At 25, I thought leadership meant being everywhere. 
At 52, I know it means being fully present where it matters.

I protect my mornings for deep work. 
Take walking meetings when I need to think. 
Leave events before I'm drained, not after.

The same traits that made you doubt yourself at 25 will make you irreplaceable at 52. 
But only if you stop apologizing for them.

You don't rise by volume. 
You rise by depth.

To every introvert who thinks they need to change: The world has enough performers. It needs more thinkers.

What "weakness" from your 20s became your superpower?

♻️ Share this if you're done apologizing for how you're wired. Not as an admission, as a declaration.

PS. Who dares to guess the age at this picture? :)

• Spearheaded the Enterprise Performance Management (EPM) strategy across seven products, enhancing integration for a seamless user experience.  

• Conducted five in-depth competitor analyses, identifying product and pricing gaps to refine the product roadmap.  

• Engaged with over ten high-impact customers, accelerating the development of critical features and influencing strategic deal closures.  

• Enhanced user experience by eliminating 10+ friction points, achieving a user satisfaction rating of 4.6/5.

Group Product Manager - S/4HANA Group Reporting Financial Consolidation

•	Conducted market analysis and collaborated with sales & marketing for early user adoption.

•	Executed lifecycle for three group reporting product components, increasing customer experience and closing feature gaps by 40%.

•	Presented new product features to 30+ customers, highlighting potential and gathering critical feedback before launch.


•	Led AI technology brainstorming and implemented proofs-of-concept, promoting the AI mindset within the team.

•	Collaborated with engineering and design teams to deliver user-centric solutions, resulting in a 50% increase in user engagement.

•	Examined metrics and root cause analysis to drive continuous improvement, eliminated 30% of support tickets & increased NPS.

•	Guided and facilitated 20+ customers during acceptance testing, leading to streamlined processes and enhanced product adoption.

•	Cultivated a culture of ownership and autonomy, enhancing team productivity, bonding, and continuous growth by 50%.

•	Facilitated vendor-led onboarding of external consultants, increasing productivity by 40%.

Product Manager - S/4HANA Group Reporting Financial Consolidation

•	Partnered with senior VPs to optimize the contract exceptions process, ensuring data integrity and achieving 20% faster cycle time.

•	Act as a trusted advisor to C-level executives, leading programs like cost optimisation and Hyperscaler strategy.

•	Led four projects with seamless communication and stakeholder collaboration, achieving 100% on-time delivery.

•	Slashed approvers by 46% through solution consolidation, resulting in faster approvals and heightened productivity. 

•	Analysed data with teams to assess risks of migrating solutions to different data centres, achieving a 30% risk reduction.

•	Managed four projects, ensuring seamless communication and stakeholder collaboration as the primary contact.

•	Created and presented data-driven executive reports, enhancing decision-making processes and stakeholder satisfaction by 25%.

Program Manager - Strategic Programs 

•	Led cross-functional workshops on new SAAS cloud product features, resulting in a 25% increase in customer usability.

•	Motivated talent and fostered innovation, resulting in a 30% productivity increase and successful delivery of product features.

•	Introduced technology-driven automated testing framework, boosted team performance by 30% and reduced bugs by 20%.

•	Chaired 5+ cross-functional teams to deliver ERP solutions, achieving a 20% reduction in project completion time.

Project Manager - S/4HANA Group Reporting Financial Consolidation

•	Developed early knowledge transfer materials for customers and improved feature adoption and user satisfaction by 24%.

•	Implemented Agile principles, slashing Cycle time by 20% and amplifying team throughput.

•	Implemented stories and integrated the product with the SAP Analytical Cloud, improving the data transfer speed.

•	Demonstrated strategic thinking to balance customer needs with SAP priorities, cutting incident response time by 20%.

•	Coached and mentored the team to gain ownership and autonomy, which reduced delivery time by 50%.

Development Expert/Scrum Master - S/4HANA Group Reporting Financial Consolidation

I worked as a single point of contact for various topics like integration, public APIs, currency translation, etc. 

Prsented my product group reporting in various customer workshops to enhance the product to exceed customer expectations.

Senior Developer - S/4HANA Group Reporting Financial Consolidation

SophisTex GmbH

Have worked on various projects on PLM Recipe Management. Embedded Search, TREX etc.

Solution Architect

EXA AG

As a delivery lead, participated in requirement gathering, designing, and successfully delivering the objects.

A customer recommends me on LinkedIn to provide an excellent solution to their problem and avoid escalation.

Designed and implemented the enterprise search TREX solution to ease its complicated architecture.

Trained the customers at various locations on the new product and its features.

Technology Analyst

Capgemini

I was working as FS-PM(Policy Management) consultant. I was handling the team of 4 and mainly involved in the design and implementation of new change requests.

Senior Consultant

Defiance Technologies Limited

Taken several initiatives to learn new technologies like CRM and Adobe forms and developed several objects.

Appreciated by the senior management for developing maximum objects in minimum time with good quality in the time crunch project.

Did a certification on SAP Netweaver gateway to make my organization a certified partner of gateway technology of SAP.

Lead SAP Consultant

Partner Consultant at SAP Labs

Worked for one of the biggest customers of SAP and was involved in various design and development objects.

Senior SAP Developer

IBM India Pvt Ltd

Worked with various functional consultants like SD, MM, and FICO and quickly resolved their requirements.

Trained the fresher of the company on ABAP language. 

Worked as a single contact between offshore and onshore teams.

Associate SAP Consultant

HCL Technologies

Worked on learning new technologies and tools like Java, ABAP, and Cramer and supported the team for the smooth execution of the day.

Taken several certifications like SCJP(Java), ABAP consultant, ITIL, etc.

Empowering people to know more, do more, and be more | Life-long learner | Product/Program Manager

Working hard but feeling stuck in your career?
Want to step into leadership but don’t know how?
Already a leader but struggling to get recognized & promoted?

You’re not alone. Many talented tech professionals work hard yet struggle with leadership execution, visibility, and influence.

I know because I’ve been there.

With 17+ years in product and program management, I’ve led global teams, worked with CXOs, and driven strategic initiatives. But despite my success, I once struggled to position myself for higher leadership roles.

I learned that leadership isn’t just about hard work—it’s about:

√ Executive presence to command respect
√ Strategic positioning for leadership growth
√ Impactful communication to influence decisions
√ High-performance team management to drive results

Once I mastered these, my career transformed.

Now, I help ambitious tech professionals like YOU do the same.

Through my Future-Proof Leadership Journey, I help leaders:

➟ Transition from IC to leadership roles 
➟ Support senior leaders to build executive presence 
➟ Get recognized, promoted, and accelerate career growth

But my journey didn’t stop there. As a Product Development Leader, I continue to take on challenges, push beyond my comfort zone, and lead with purpose.

In my career, I’ve:
●  Collaborated with CXOs to shape strategy & drive business growth
● Led multi-million-dollar programs aligning execution with business goals
● Led cross-functional teams to deliver complex product solutions that impact business growth
●  Transformed reporting processes, reducing errors by 28% and improving efficiency
●  Mentored leaders & teams to build a culture of growth & excellence

I believe leadership is about inspiring teams, driving change, and creating impact. Now, I’m passionate about helping others break through career ceilings, just as I did.

Let’s connect!

➀ Want to accelerate your leadership career? DM me ‘Leadership’ or email me at bhasinharit948@gmail.com.
➁ Looking for a product leader to drive business impact in your organization? DM me.

Competencies: Financial consolidation, Product & Program Management, Cross-Functional Team, Agile Leadership, Strategic Planning, Strategic Communication, Coaching & Mentoring

Harit Bhasin

Bad leaders don’t just waste your time.

They make you doubt yourself.

You start second‑guessing every email.
Editing your own voice before you speak.
Wondering if you’re the problem.

That’s not leadership.
That’s slow destruction.

Good leaders?
They hand you the big task you’re scared of
and say, “I trust you.”
They make you feel ten feet tall.

Here’s the difference: 🟥 Bad Leaders vs 🟩 Good Leaders

🟥 Bad leaders hoard control.
🟩 Good leaders give you space to own it.

🟥 Bad leaders look for mistakes.
🟩 Good leaders look for strengths.

🟥 Bad leaders shrink your voice.
🟩 Good leaders amplify it.

🟥 Make you feel smaller after every interaction
🟩 Make you stand taller after every interaction

🟥 Micromanage like they don’t trust you
🟩 Step back so you can grow

Confidence doesn’t grow in fear.
It grows in trust.

📌 If you lead, remember:
You’re either making people feel smaller
or making them believe they can do bigger things than they ever imagined.

How many leaders believed in you when you didn’t?
Drop the number in the comments.

🔁 Repost to remind leaders that belief is the real promotion.

🔔 Follow Harit Bhasin for leadership & career insights.

Leadership & Career Coach • Product Development Leader • Helping tech leaders get promoted with influence & presence • Follow for leadership & career growth tips

If you think you’re smart in buying
You won’t be after this.

Every purchase you’ve made wasn’t purely logic.

It was guided 
☞ sometimes gently
☞ sometimes forcefully by psychology.

Here are 9 psychological effects of your decision every time.

Thanks to Tom Pestridge for the visuals.( Follow him)

1. The Framing Effect
↳ How you present information changes how people feel about it.

2. The Affordability Illusion
↳ Breaking a large price into smaller amounts makes it feel manageable.

3. The Rule of 3
↳ Given three choices, most people avoid the cheapest and pick the middle.

4. The IKEA Effect
↳ We value things more when we’ve had a hand in making them.

5. The Power of Free
↳ Adding “free” makes something instantly more attractive.

6. The Contrast Effect
↳ We judge value by comparison, not in isolation.

7. The Paradox of Choice
↳ Too many options lead to hesitation or no choice at all.

8. Anchoring Bias
↳ The first number you see shapes what you think is reasonable.

9. Endowment Effect
↳ We value things more once we feel ownership.

Marketing uses these every day.
The question is will you spot them before they work on you again?

💬 Which of these have you fallen for recently?
Let me know in the comments.

🔁 Share so more people know how buying really works.
Follow Harit Bhasin for more leadership & career insights.
Thanks to Tom for this wonderful collection.

Psycological Effect

You’re not stuck because of your past.
You’re stuck because you keep replaying it.

“Learn from mistakes” is good advice 
 until the mistakes become your mindset.

Every time you chase something new,
your past tries to pull you back:

🚫 “Don’t try.”
🚫 “You failed before.”
🚫 “Play it safe.”

And slowly, your world gets smaller.

Your wins carry more power than your failures
You just don’t revisit them.

Wins remind you:
 💪 You’ve solved hard problems.
 💪 You’ve bounced back before.
 💪 You can do it again.

Here’s how to break the past–loop so you can grow forward:

1. Keep a win list
→ One file with every praise and success. Read it before any big step.

2. Picture the win
→ See yourself doing the hard thing, not failing it.

3. Stay close to believers
→ People who lift your energy, not drain it.

4. Answer self-doubt fast
→ When your brain says “you can’t,” say “I have before.”

5. Separate you from your mistakes
→ A bad moment doesn’t define a good leader.

Your next chapter can’t start if you’re still living in the last one.
Let go so you can move forward.

💬 What win are you proud of this week? Share one below.

🔁 Share this with someone who’s stuck replaying yesterday.
🔔 Follow Harit Bhasin for leadership & career insights.

They promoted someone you coached last year.
But forgot to thank you for the system.

You build people.
You guide them.

You pass on skills they use long after you leave the room.
But some teams forget the person who lit the way.
And that’s when the truth shows up.

Here are 7 things you learn when others rise using work you shaped:

1. Some leaders enjoy the results and ignore the source
✦ They take the outcome and skip the credit.
👉 Track your impact so your work speaks even when they don’t.

2. Silent contribution gets noticed last
✦ If you never speak up, they assume your support is endless.
👉 Share small wins so your role stays clear.

3. Not everyone wants you visible
✦ Some teams prefer when you stay behind the scenes.
👉 Notice who mentions your name in rooms you’re not in.

4. People remember success, not the structure behind it
✦ They see the promotion but forget the foundation you built.
👉 Bring up the systems you created during check-ins.

5. Coaching without limits drains your energy
✦ Giving too much without recognition wears you down.
👉 Set boundaries so your help stays healthy, not heavy.

6. Lifting others nonstop can slow your own rise
✦ You can’t grow if all your effort goes outward.
👉 Invest in your own path with the same focus you give others.

7. The right room values the architect, not just the star
✦ When people respect systems, they respect you.
👉 Choose teams that see the builder, not just the result.

You’re not upset about their success.
You’re tired of being unseen in the story you shaped.

Which point felt the most real to you?
Let me know in the comments below!

Repost this to help someone who quietly builds everyone else.

Follow Harit Bhasin for more leadership and career insights.

Most candidates end interviews weak.
And that’s why they never get the call back.

Interviews aren’t decided by who talks the most.
They’re decided by who leaves the strongest last impression.

If you don’t close with power, you’ll be forgotten before they reach lunch.

Here are 9 truths about closing interviews:

1. Saying “Thanks for your time” is weak
💡 Polite words don’t make you memorable.
📌 End with: “This is where I do my best work.”

2. Not asking about next steps kills momentum
💡 If you don’t ask, you look passive.
📌 Say: “What’s the next step in your process?”

3. You never restate your value
💡 Managers forget most of what you said.
📌 Summarize your top 2–3 wins before you leave.

4. You don’t show excitement about the role
💡 Quiet candidates look uninterested.
📌 Say: “This role aligns perfectly with what I’ve been building toward.”

5. You fail to connect your skills to their pain
💡 Interviews are about problems, not you.
📌 Close with: “Here’s how I can help solve X for your team.”

6. You forget to ask one bold closing question
💡 Safe questions don’t get remembered.
📌 Try: “What’s one reason you wouldn’t hire me?”

7. You don’t express leadership ambition
💡 They’re not just hiring a worker.
📌 Say: “Long term, I want to lead here. What would that path look like?”

8. You leave without planting a next step
💡 Silence makes you forgettable.
📌 Offer: “I’ll send over a brief summary of ideas I’d bring in the first 90 days.”

9. You skip the memorable email
💡 Silence after an interview feels cold.
📌 Send each interviewer a short note. Add one thing you enjoyed from the conversation to make it personal and memorable.

Interviews aren’t won in the middle.
They’re won at the close.

Want the high-resolution PDF? Download here https://lnkd.in/efsAC8Ew

👉 Tell me one more way you close the interviews below in the comments.

🔁 Repost so someone stops walking out invisible.
🔔 Follow Harit Bhasin for more leadership & career insights.

Stop talking. Start landing your message.
This is how you move from casual speaker → strategic communicator.

You can have the best ideas in the room.
But if you can’t make people hear, feel, and act on them:
They don’t exist.

Here’s how to speak so your words move decisions, not just fill airtime 👇

1. Start with the punchline.
❌ “We’ve been testing a few systems lately…”
✅ “The system’s now 25% faster—and here’s how.”
💡 People lean in when you start with impact.

2. Frame it in threes.
❌ “So many things are happening across teams…”
✅ “We’re tracking three things: progress, risks, and next moves.”
💡 Three buckets = instant clarity.

3. Use pause as power.
❌ “Uh, so yeah, this could save money, like maybe…”
✅ “This project could save $1M this year. (pause) But only if we act now.”
💡 Silence makes weight visible.

4. Lead with the decision.
❌ “After reviewing all vendors, exploring features, and testing samples…”
✅ “We’re choosing Vendor B. Here’s why they fit best.”
💡 Leaders talk in conclusions first, not suspense.

5. Drop the fluff.
❌ “I kind of think maybe we should wait?”
✅ “We should wait until Q2 before rollout.”
💡 Certainty builds trust faster than agreement.

6. Speak in tweet-size sentences.
❌ “The problem isn’t that the process is slow because of budget cuts…”
✅ “This isn’t a budget issue. It’s a visibility issue.”
💡 Short. Sticky. Repeatable.

7. Anchor in repeatable structure.
❌ “So basically, what happened was…”
✅ “Here’s what happened. Here’s what it means. Here’s what we do next.”
💡 Format beats flair every time.

8. Always end with action.
❌ “Let’s sync again next week.”
✅ “I’ll draft today. Maria reviews Friday. We decide Monday.”
💡 Action turns talk into momentum.

Communication isn’t a “soft skill.”
It’s your multiplier.

📩 Want to download a high-resolution image? Download & Subscribe to my newsletter here: https://lnkd.in/e2E5Htsi

Which of these 8 shifts will you start practising today?
💬 Drop your number below.

🔁 Share it to help someone lead with clarity.

Follow Harit Bhasin for more leadership & career insights.

I waited years to be seen and shrank a little more each day.
Visibility doesn’t come to those who stay silent.

I worked hard.
Said yes.
Stayed loyal.

Hoping someone would choose me.
Promote me.
See me.

It never came.
And the longer I waited, the more I lost.

So I stopped waiting.
I chose myself.

Here’s how I turned that shift into action:

🟥 If you’re doing this… ➤ Do this instead

🟥 Thinking loyalty will lead to growth
➤ Loyalty without leadership gets overlooked.

🟥 Staying quiet in meetings
➤ Ask one question that makes people think.

🟥 Hoping someone will hand you an opportunity
➤ Create your own and invite others in.

🟥 Overworking behind the scenes
➤ Start showing your results without apologizing.

🟥 Waiting to be assigned new work
➤ Volunteer for a high-visibility initiative.

🟥 Doing the job in front of you
➤ Do the job above you before it’s yours.

🟥 Trying to earn visibility through effort
➤ Earn it through impact, story, and clarity.

🟥 Keeping your impact private
➤ Send updates that showcase outcomes, not just effort.

🟥 Waiting for the perfect moment
➤ It never comes. Start anyway with what you have.

🟥 Assuming people know your value
➤ Tell short, specific stories of your results.

You weren’t born to be background noise.
You don’t need permission to rise.
You just need to stop waiting.

Which one are you done waiting for?
Let me know in the comments. 👇 

🔁 Repost this to remind someone: waiting is the slowest strategy.

🔔 Follow Harit Bhasin for bold career advice that puts you in charge.

Thinking Loyalty will lead to growth

My first leadership lesson didn’t come from a boss.
It came from my grandfather stopping in the cold to help a stranger.

No audience.
No camera.
No praise.

Just quiet kindness that expected nothing back.

That moment stayed with me.
And it shaped how I try to lead today.

Because leadership is not your title.
It’s how you treat people who can’t do anything for you.

Here are the habits that keep me grounded:

1. Treat every person with dignity
→ Respect is seen in small moments.
✓ Use people’s names, especially the ones others ignore.

2. Show up for people who can’t repay you
→ Power means nothing if it only serves you.
✓ Help someone today without telling anyone.

3. Lead without ego
→ You can’t guide people if you’re busy proving you’re right.
✓ Drop one grudge. Say hello first.

4. Create psychological safety
→ People speak truth only when they feel safe.
✓ Tell your team: “You can challenge anything here.”

5. Respond calm, even when it’s unfair
→ People forget your words, not your tone.
✓ Pause, breathe, then respond.

6. Say thank you and make it real
→ Gratitude builds loyalty faster than authority.
✓ Thank one person who made this week easier.

7. Respect people’s time
→ Being late is disrespect disguised as ‘busy.’
✓ Show up on time for your next meeting.

Kindness isn’t soft.
It’s a leadership edge.
And you don’t need a title to live it.

Which number will you carry into today?
Tell me below. 👇

Repost if you believe leadership starts with how you treat people.
Follow Harit Bhasin for leadership and career insights.

She gave three years of results, ideas, and loyalty.
The job went to someone who’d been there three weeks.

She wasn’t chasing fame, just fairness.
But when the role opened, her name never came up.

No one told her why.
No one asked how that felt.

So she smiled.
Updated her resume.
And two weeks later, she left.

Not out of anger.
Out of self-respect
Because people don’t leave companies first.
They leave when people stop believing they belong.

5 Ways Real Leaders Protect Their Best People 👇

1. Don’t wait for exit interviews to show you care.
→ “What’s the next role you’re ready for?” should be routine.

2. Recognize consistency early.
→ The quiet ones are your real culture builders, spot them before someone else does.

3. Give them a stage, not just a task.
→ Visibility fuels confidence and growth.

4. Reward quietly. Promote publicly.
→ Private appreciation builds loyalty. Public recognition builds belief.

5. Grow from within before you hire outside.
→ If you don’t grow them, someone else will and you’ll lose more than talent.

She’d earned more than a thank-you.
She’d earned growth and respect.

💬 Have you seen this happen before?
Share your story in the comments. 👇

🔁 Repost this to remind leaders:
The best candidate might already be on your team.

🔔 Follow Harit Bhasin for leadership & career insights.

Master These 5 Stakeholder Types Before You Lead Anyone

Most micromanagers aren’t bad leaders.
They’re scared ones.

When pressure rises, so does their need for control.

They think they’re driving excellence.
The team thinks you’re watching.
 
Micromanagement doesn’t look like leadership.
It looks like fear with a checklist.

Employees: Do this if you’re being micromanaged
✅ Show your thinking before they ask
✅ Share small wins to build trust
✅ Align early, then ask for space

You can shift the pattern.
But you can’t fix what they won’t face.

Managers: Signs You’re Micromanaging
❌ Your team asks for permission more than updates
❌ You rewrite the work instead of reviewing it
❌ You explain every step instead of sharing the goal

Most won’t say a word.
But they feel it every day.

How to Lead Without Micromanaging
✅ Set the outcome, not the method
✅ Let them try, then support the result
✅ Focus on growth, not perfection

Micromanagement gets compliance.
Trust creates speed and ownership.

Ever been micromanaged? How did it feel?
Let me know in the comments below. 👇 

 Repost if you believe leadership means letting go.
 Follow Harit Bhasin for leadership and career insights.

10 AI prompts to write resumes that get callbacks.
And prep interviews that get offers.

Most resumes read like job diaries.
Recruiters don’t hire diarists, they hire proof.

Same with interviews.
It’s not about answers. It’s about outcomes.

Your story wins both.

Here’s 10 prompts how to build it fast.

RESUME PROMPTS

1. Impact Detector
“Scan my resume. Highlight tasks vs. results. Rewrite with measurable impact.”

2. Story Builder
“For each achievement, write a 3-line story: Problem → Action → Outcome.”

3. ATS Optimizer
“Tailor this resume to pass ATS scans for this job description.”

4. Relevance Filter
“Identify resume bullets that are irrelevant or distracting for this role.”

5. Verb Upgrade
“Replace weak verbs with strong, leadership-oriented verbs for [industry/role].”

INTERVIEW PROMPTS

6. Likely Questions Generator
“Generate the 10 most common interview questions for this job.”

7. STAR Story Builder
“Turn these resume bullets into STAR-format interview answers.”

8. Elevator Pitch Coach
“Write 3 versions of ‘Tell me about yourself’: casual, formal, and exec-level.”

9. Tech Translator
“Rewrite this technical explanation so non-technical people understand it.”

10. Mock Interview Simulator
"Act as an interviewer for this role. Ask 1 question at a time. Critique my answers.”

📥 Download the high resolution pdf here. https://lnkd.in/efsAC8Ew

These prompts are already helping job seekers stand out.
🔁 Repost if you want your network to win too.

🔔 Follow Harit Bhasin for more leadership & career insights.

My friends thought I would fail my biggest exam.
I was at an amusement park the day before.

Everyone else was locked inside, books stacked, faces tense.
One mistake meant losing an entire year.

But I was laughing on rides, not cramming equations.
People avoided me like I was contagious:
“You’re the one who’ll flunk. Don’t talk to us.”

They didn’t know this:
When you’ve done the real preparation, you don’t need panic.
You need calm.

Here are 9 truths that moment taught me:

1. Good prep beats last-minute chaos
✦ When your base is strong, you don’t need drama to feel ready.
👉 Calm shows up because you’ve earned it.

2. Last-minute panic doesn’t fix weak prep
✦ Cramming hides gaps; it doesn’t fill them.
👉 The real work happens weeks before, not the final night.

3. Silence often signals readiness
✦ Some people study noisy; some stay steady.
👉 Your results come from routine, not noise.

4. A break isn’t a distraction. It’s recharge
✦ Your brain needs space, not nonstop tension.
👉 Even a short walk can reset your entire pace.

5. Confidence comes from process, not luck
✦ If you’ve done the work, you can trust your path.
👉 Build routines that keep you calm when stakes rise.

6. You don’t need to be the topper to win
✦ Being A-grade isn’t the same as being ready.
👉 Trust the method you built, not the image others expect.

7. Consistency beats intensity
✦ Daily effort compounds far more than last-minute sprints.
👉 Keep your pace steady, not frantic.

8. Your lane matters more than theirs
✦ Watching how others prepare only adds confusion.
👉 Protect your pace. It’s your strongest advantage.

9. Life isn’t meant to be all grind
✦ You’re not a machine. You’re a human who needs lightness.
👉 Keep fun alive so pressure doesn’t drain you.

If your prep is real, calm becomes your superpower.
Hard work + smart work + rest always wins.

If this post helped you shift your mindset or take action, my newsletter dives deeper into real stories and actionable tactics. Join here: https://lnkd.in/evSrXPzr

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I didn’t get the promotion I deserved.
But my personal brand inside a big company changed everything.

I worked hard. I delivered results.
But none of it mattered.

In big organisations, effort doesn’t equal growth. Visibility does.

Once I built my personal brand, everything shifted.
I got invited to CXO meetings.

I was trusted with strategic topics beyond my role.
And suddenly, opportunities started chasing me.

If you want the same shift, here’s how you build a personal brand inside a big organisation, without bragging and without politics:

1. Find your strengths and weaknesses
💡 If you don’t know them, others will define them for you.
📌 Find them. If you’re unsure how to find, DM me.

2. Show up in high-visibility spaces
💡 Brand needs an audience.
📌 Speak up in town halls, cross-team calls, and company-wide forums.

3. Own problems others avoid
💡 Leaders remember problem-solvers.
📌 Grab messy projects when others hesitate to raise their hands.

4. Package your wins, don’t just deliver them
💡 You create a bigger brand when you have more visibility.
📌 Share your win proudly and highlight how you supported the team.

5. Network beyond your boss
💡 One manager can’t carry your brand.
📌 Build relationships two levels up and across departments.

6. Build thought leadership inside
💡 Branding isn’t only external.
📌 Share best practices, insights, and lessons in internal newsletters, Slack, or learning sessions.

7. Guard your reputation ruthlessly
💡 In big orgs, whispers spread faster than wins.
📌 Never miss deadlines, and never throw others under the bus.

8. Align your brand with business goals
💡 Random branding is noise.
📌 Make your value story connect to what the company is really chasing.

9. Sharpen communication skills
💡 In big orgs, talk beats talent.
📌 Master presentations, storytelling, and clarity; it’s how leaders remember you.

Be patient and consistent.
Brands aren’t built overnight.
 
Show up, add value, and keep at it until people know your name.

Inside a big organisation, your brand is your currency.
It decides who gets promoted, protected, and picked for opportunities.

If you want to use the same strategy in your own career, let’s meet and get started: https://lnkd.in/eWZ5q_HS

🔁 Repost so someone stops staying invisible at work.
🔔 Follow Harit Bhasin for more leadership & career insights.

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