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

My boss hired someone smarter than all of us.
Then said 9 words that rewired how I lead.

I watched it unfold 10 years ago.
Sarah brought in someone who outclassed us all.
Even her.

Half the team panicked.
My stomach dropped.
Was she replacing us?

She just smiled:
"Perfect. Now we can finally build something that matters."

That moment rewired everything.

As an introvert, I'd spent years:
• Pretending I had all the answers
• Hiding when I didn't understand
• Competing instead of collaborating

It was exhausting.
And it kept me small.

Ten years ago, I flipped the script.

My first hire: a tech genius I couldn't keep up with.
My second: a strategist who saw what I missed.
My third: an extrovert who connected where I couldn't.

Each hire bruised my ego.
Then made me unstoppable.

What nobody tells you:
Introverts make the best talent magnets.
We listen. We observe. We create space.
We don't need the spotlight.
We need the results.

The paradox is this:
The more brilliant people you bring in,
The more brilliant you become.

Not because you know more.
Because you build more.

Weak leaders want to be the smartest.
Strong leaders build the smartest room.

Your legacy isn't your brilliance.
It's how brilliant others became because of you.

When did you stop competing and start collaborating?

♻️ Share this if you believe in ego-free leadership
📩 Join here for free weekly introvert career tips → https://lnkd.in/e7xQPNtn

They said I was too much.
Turns out they were too limited.

A brilliant CHRO told me recently: "Steven, I've spent 15 years toning down my opinions, holding back, pretending shallow conversations were enough when depth is all I've ever craved."

I understood immediately.

I've lived it too.

Softened my directness to seem "diplomatic."
Smoothed my edges to appear "approachable."
Pretended small talk satisfied me when I was hungry for real connection.

And I ended up feeling like an outsider.

Because I WAS an outsider in places where I'd shrunk myself just to belong.

The pond people have labeled me:

→ Too quiet (meaning: you're hard to read, and that unsettles me)
→ Too direct (meaning: you skip the performance, and I can't handle that)
→ Too intense (meaning: you make me think, and I'd rather not)
→ Too ambitious the "wrong way" (meaning: you chase impact, not just visibility)

But two decades as a CHRO taught me this: Every time you shrink yourself, you train people to expect less from you.

When you're constantly making yourself smaller:
→ You attract relationships that require you to stay small
→ You master the art of being less than you are
→ You construct a career that fits everyone but you

I once believed the introvert advantage meant networking like an extrovert. Speaking louder. Being more visible.

I was wrong.

The true advantage? Recognizing that your need for substance IS your value.

When I stopped apologizing for choosing depth over surface, everything shifted.

1️⃣ You stop dimming your light so others feel comfortable in their mediocrity.

2️⃣ You surround yourself with people who see your intensity as integrity.

3️⃣ You discover your tribe. The ones who view thoughtfulness as strength, not a flaw to fix.

The teams needing someone to navigate complexity? They relied on me.
The cultures hungry for authentic leadership? They found me.

But only because I showed up fully. Not the diluted version.

Not everyone can handle you at full strength.
That's not yours to fix.

The people meant for you? They'll swim out to meet you in deep water, even if it scares them.

The rest will stay on shore, insisting the ocean is "too much."

Let them.

If you're an ocean, stop shrinking yourself into a pond.

If you're built for depth, you don't have a career problem.
You have a boundary problem.

The moment you address that, everything transforms.

As 2026 starts: Which boundary will you finally protect in the year ahead?

💾 Save this & ♻️ share if you're an ocean refusing to become a pond

📩 Join Weekly depth in The A+Introvert Newsletter: https://lnkd.in/e7xQPNtn

Years ago, I watched HR let someone go for being "too quiet."
I was once that quiet person too.

The official reasoning?
"Lacks energy."
"Not aligned with our culture."

But after twenty years leading teams, I've learned what genuine enthusiasm actually looks like:

Arrives prepared.
Delivers excellent work.
Communicates with clarity.
Elevates others.

That's what deserves recognition.

Yet too many organizations still reward:
• Volume over substance
• Reaction over reflection
• Perception over results

I've been in those performance conversations.
I've read the carefully worded feedback.
I've watched exceptional people walk away because they weren't loud enough.

Excellence doesn't require a spotlight.
Impact doesn't demand a stage.
Results outweigh small talk every time.

We get it wrong when we:
• Label quiet as a weakness
• Treat extroversion as the culture standard
• Mistake personality for capability

Genuine enthusiasm shows up as:
✓ Reliability
✓ Craftsmanship
✓ Steady presence
✓ Measurable impact

The strongest teams don't pick between energy and depth.
They embrace both.

They need you. Whether quiet or loud.

Stop penalizing quiet excellence.
Start tracking what actually matters.

As we step into 2026: What will you measure differently this year?

💾 Save this & ♻️ share if you believe quiet work deserves loud recognition

📩 Weekly insights for ambitious introverts in The A+Introvert Newsletter: https://lnkd.in/e7xQPNtn

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

As one year ends and another begins, this feels worth repeating:

We're introverts. Not broken. Just wired differently.

I spent two decades as a CHRO watching the same cycle repeat.
The loudest voices got attention while the deepest thinkers got overlooked.

Quick reactions earned praise. Thoughtful strategies got buried in the noise.

That's when it clicked.

We don't compete on volume. We compete on depth.

We form fewer bonds but stronger ones.
Not because we struggle to connect widely, but because we choose connection intentionally.

We restore in stillness.
We discover power in pause.

This isn't weakness. It's strategy.

We're not hiding or hesitant.
We're preserving our energy for what truly matters.

The data confirms what we've always sensed:

• Introverted leaders achieve significantly higher team retention because we listen more than we speak
• We excel in complex problem-solving because we reflect before we act
• Our deep work generates far more innovation because we prioritize substance over speed

Depth outperforms width. Always.

What I want you to understand:

➡️ Your need for constant stimulation isn't our burden.
➡️ Your discomfort with silence isn't our crisis.
➡️ And your definition of success isn't our roadmap.

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

Not through persistence or pressure,
but through respect.
Through substance.
Through recognizing that our boundaries aren't walls. They're filters.

➡️ We're not antisocial. We're selectively social.
➡️ We're not slow. We're thorough.
➡️ We're not cold. We're intentional.

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

That's an edge.

Stop trying to fix us. We were never broken.

As you step into 2026: What boundary will you protect to honor your energy this year?

💾 Save this & ♻️ share it if you're proudly wired differently

📩 Start the new year with one insight per week in The A+Introvert Newsletter: https://lnkd.in/e7xQPNtn

"Don't fall in love with success. Fall in love with the habits that bring success."

That would've saved me years.

Twenty years ago, I was the ambitious introvert.
Crushing tasks. Exceeding targets. Getting nowhere.

Then my mentor pulled me aside.
"You're winning battles. But you're losing the war."

I was working harder than anyone else in the room.
But I was still invisible.

Success is borrowed. Habits are owned.

The project you deliver? That's success.
The deep work that made it brilliant? That's a habit.

The recognition you earn? Success.
The daily rituals that keep you going? Habit.

Chase success without habits, and you're building a career on sand.
Build the right habits, and success has no choice but to follow.

Quiet leaders who last do not fall in love with the spotlight.
They fall in love with:

⏰ Morning routines that protect their energy
🚫 Calendar blocks that make space for focused work
🤔 Time for reflection that sharpens judgment
📚 Reading habits that widen perspective
🛡️Boundaries that preserve their sanity

Promotions can be delayed.
Bonuses can be cut.
Recognition can be missed.

But habits?
They compound.
They decide who you become.

The introvert's edge isn't volume.
It's systems that keep working when the noise fades.
__________
Repost if you're done proving yourself and ready to build yourself

I built some tools for Introverts around exactly this. https://lnkd.in/eSdKpkMs

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Annie Sala

Networking like an extrovert nearly cost me everything.

More events.
More coffee chats.
More small talk with people I'd never see again.

I thought more connections meant more opportunities.

I was wrong.

What I actually built was exhaustion.
And a contact list full of people I barely remembered.

When I finally dropped that belief, everything changed.

I stopped chasing quantity.
Started protecting my energy.
Invested in fewer people, went way deeper with each one.

The networking events I skipped?
Cost me nothing.

The shallow connections I let go?
Made room for the ones I actually need.

After 20 years as a CHRO, I've watched too many introverts burn out trying to play the extrovert game.

The ones who thrive?

They stop forcing what drains them.
They build their network around how they actually work best.

This weekend, try this:

→ Text one person who genuinely energises you. No agenda. Just checking in.
→ Say no to one thing you were going to push yourself through.
→ Spend 10 minutes in stillness. Introverts don't recharge in crowds. They recharge in quiet.

Letting go of the wrong approach is not giving up.
It's making space for the right one.

What's one thing you're letting go of this weekend?

💚 Happy Friday, friends.

♻️ Repost if you believe success should never require self-erasure.

💌 I write the A+ Introvert Newsletter. Weekly insights for introverts who lead quietly and build deeply. No fluff, ever.→https://lnkd.in/e2Yn259g

The fastest way to lose your best people?
Oversee every decision they make.

You didn't bring in talented minds to monitor them.
You brought them in to lead, solve, and deliver.

But the moment trust disappears:
→ Motivation drops
→ Creativity freezes
→ They quietly start exploring options

🚨 Micromanagement damages more than output.

It corrodes culture from the inside.

What it actually does to your team:

• Drives your strongest performers toward the exit
• Creates resentment simmering under the surface
• Shuts down creativity before it starts
• Produces stress, then exhaustion
• Delays every single decision
• Swaps clarity for anxiety
• Fractures trust
• Kills loyalty
• Breeds fear

Now flip the approach.

When you choose trust over control:

✅ Energy rises
✅ Ideas start flowing
✅ Teams gain momentum
✅ Ownership begins to multiply
✅ Your culture becomes a magnet for talent
✅ Collaboration happens naturally and consistently

Great leadership isn't about oversight.
It's about belief.

Hire well.
Point the direction.
Then get out of the way.

As we head into 2026, a reflection worth carrying into the new year.

💾 Save this & ♻️ share it with a leader who could use the reminder

📩 Weekly leadership insights in The A+Introvert Newsletter: see link in my profile

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. It pushes your best people out the door.

What introverts need is not what most managers think.

⬇️ Swipe through to see the difference.

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

📩 Join the Free A+Introvert Newsletter for weekly bite-sized career tips → https://lnkd.in/e7xQPNtn

What Workplaces Think Introverts Need (vs What We Need)

Burnout isn't about workload.
It's about performance.
And I don't mean your results.

—

A VP I worked with nearly quit.
Not because the job was too much.
But because the performance was.

She wasn't lazy.
She wasn't weak.
She was exhausted from being "on" all day.

That's not personality mismatch.
That's culture misfit.

Cambridge research confirms it:
Introverts who act extroverted to succeed
Pay for it with their well-being.

The painful twist?
It works.
They get promoted faster.
But the cost is massive.

You don't have to choose between success and sanity.

Five ways to protect your energy without sacrificing your career:

1. 𝗦𝗰𝗵𝗲𝗱𝘂𝗹𝗲 𝘀𝗼𝗹𝗼 𝘁𝗶𝗺𝗲 𝗹𝗶𝗸𝗲 𝗮 𝗺𝗲𝗲𝘁𝗶𝗻𝗴
→ Block a 1h slot daily as "Strategic Work"
→ No one questions strategy time
→ Use it to reset, not just to work

—

2. 𝗗𝗲𝗰𝗹𝗶𝗻𝗲 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀 𝘄𝗶𝘁𝗵 𝗽𝗿𝗲𝗰𝗶𝘀𝗶𝗼𝗻
You don't win by being everywhere
You win by being essential
→ Choose 3 high-leverage meetings
→ Send notes for the rest
→ Stay visible without being present

—

3. 𝗦𝗲𝘁 𝗲𝗻𝗲𝗿𝗴𝘆 𝗯𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘆𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗵𝗲𝗺
Extroversion has a shelf life
→ Leave events at 80%, not zero
→ Walk for 5 minutes after calls
→ Say "I need to think on this" instead of answering fast

—

4. 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝘁𝗵𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗱𝗶𝗿𝗲𝗰𝘁𝗹𝘆
If success requires acting
The system (and not you) is broken
→ Propose async updates
→ Document your wins
→ Let results speak louder than airtime

—

5. 𝗙𝗶𝗻𝗱 𝘆𝗼𝘂𝗿 𝗽𝗼𝗰𝗸𝗲𝘁 𝗼𝗳 𝗽𝘂𝗿𝗽𝗼𝘀𝗲
People with side projects report 30% higher well-being
→ Start the newsletter
→ Mentor someone who gets it
→ Build where depth beats volume

—

That VP?
She pitched a hybrid analyst role to her boss
Less client meetings, more strategic thinking
Same title, new structure

Six months later, promoted to SVP
Not for pretending
But for being seen doing what she does best

Her biggest energy leak? Weekly stand-ups.
Now she sends a Monday update instead.

You don't need to act to advance
You need systems that help you last

—

♻️ Repost or save if you're done trading performance for peace

 📬 Want more like this? Follow my newsletter for weekly energy and career strategies: https://lnkd.in/e2Yn259g

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

Kind leaders aren't weak.
They're strategic.

After 20+ years in HR, here's what the data actually shows about leading with kindness. And where most leaders miss the mark.

1. Balanced Care
✅ Caring for yourself to better care for others
❌ Self-sacrificing until you're drained
→ Well-rested leaders build teams with far less burnout.

2. Presence
✅ Creating safety through focused attention
❌ Avoiding hard conversations to stay "nice"
→ When people feel seen, oxytocin rises. Trust rewires.

3. Smart Support
✅ Challenging people to grow
❌ Solving their problems for them
→ Support without stretch weakens resilience on both sides.

4. Real Understanding
✅ Leading through shared experience
❌ Preaching from a pedestal
→ Empathy builds trust at a neurological level.

5. True Giving
✅ Acting from genuine generosity
❌ Helping out of guilt or pressure
→ Authentic kindness creates far deeper engagement than obligation.

6. Energy Boundaries
✅ Saying no to protect your yes
❌ Burning out through constant availability
→ Clear limits amplify leadership effectiveness.

7. Simple Truths
✅ Building trust through small, daily actions
❌ Relying on big gestures to fix gaps
→ Consistency compounds into culture.

8. Brain Chemistry
✅ Driving positive reactions through follow-through
❌ Using "kind" words without action
→ Kindness reshapes stress, performance, and trust.

The bottom line:
Kindness isn't softness.
It's a performance multiplier.

Which one made you rethink how you lead?

💾 Save this & ♻️ share it with a leader who needs to see this

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

For 20 years, I watched companies try to "improve" their introverted employees.

They sent them to presentation skills workshops.
They placed them in open office layouts.
They nudged them toward noisy networking events.

But they missed what really needed changing.

Meeting norms that reward the loudest voice.
Brainstorms that drown out deep thinkers.
"Collaboration" that looks more like constant interruption.

When I was 32, a VP pulled me aside.
"You're too quiet. That'll hurt your career."

So I tried to become louder.
More visible.
More like everyone else.

Eventually I realized something important.

I wasn't the problem.
The environment was.

Today I'm a CHRO.
Still quiet.
Still thriving.

Not because I changed who I am,
but because I focused on changing the system.

If you're doing this:
❌ Telling introverts to speak up more
❌ Requiring constant collaboration
❌ Assuming quiet means disengaged
❌ Defining culture through happy hours
❌ Rewarding visibility over value

Try this instead:
✅ Send agendas in advance so they can prepare
✅ Start meetings with quiet time for written input
✅ Offer multiple ways to contribute, not just talking
✅ Create quiet zones for focused work
✅ Recognize the impact, not just who talks the most

The most innovative companies don't try to fix introverts.
They build environments where introverts can shine.

Quiet-friendly cultures boost productivity.
Written brainstorming surfaces better ideas.
And your next big idea might be sitting silently in the corner.

The companies losing top talent right now?
They're still trying to make introverts louder.

The ones winning?
They're creating spaces where every style can thrive.

If someone seems too quiet,
maybe the system is too noisy.

Stop trying to change them.
Start changing what's actually not working.

Because a culture that works for introverts
works better for everyone.

💬 What's one small change that could make your workplace more inclusive for quieter thinkers?

♻️ Share if you believe quiet leadership deserves more respect

📩 Join 100K+ ambitious introverts who get free weekly career tips: https://lnkd.in/e7xQPNtn

Introverts aren't broken.
They're built differently.

This isn't opinion.
It's neuroscience.

Swipe through the data:
10 slides. 1 perspective shift. 👇

What resonates most?

Mine is Slide 5.
(The leadership stat changed everything for me.)

What's yours?

💾 Save this & ♻️ share it with an introvert who needs to see the science

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Your Brain On Introvert Mode (the shocking truth)

Burnout isn't about working too hard.
It's about pretending too much.

For introverts, the real crisis is not the workload.
It's performing extroversion 40 hours a week.

7 signs you're burning out from the performance:

1️⃣ Hiding in your car between meetings. 
→ This is not odd. It's survival mode.

2️⃣ "I'm fine!" when you're clearly not. 
→ The mask stays on. Always.

3️⃣ Your best work happens after everyone leaves. 
→ Because finally, you can stop performing.

4️⃣ Sunday night dread about people, not tasks. 
→ Your nervous system already knows what Monday brings.

5️⃣ Social battery dies by Tuesday. 
→ You're not weak. You're drained from acting all day.

6️⃣ Calls drain you more than the actual work. 
→ It's not the content. It's the constant "on" that kills you.

7️⃣ Recovery takes the whole weekend. 
→ Two days to recover from five is not a sustainable equation.

After 20 years in HR, I've watched this pattern destroy talented people.
Not because they weren't strong.
Because they were never given permission to stop pretending.

What helps (for you):
→ Block 10 minutes between meetings. Non-negotiable.
→ Replace one call with async. Protect your voice.
→ Batch high-contact tasks on specific days. Guard one deep-work block.
→ Stop apologizing for needing quiet to think.

What workplaces need to change:
→ Create meeting-free blocks for real work.
→ Default one weekly update to async instead of live.
→ Train managers to lead introverts: advance agendas, written input options.
→ Design offices with actual quiet spaces, not just open-plan buzz.

Your energy is real.
Your limits are legitimate.
Your need for space is not weakness.
It's wiring.

Which sign hit closest to home?

♻️ Repost to help introverts burning out in silence.

💌 Want to thrive without burning out: https://lnkd.in/eSdKpkMs

The loudest person in your meeting just killed your best idea.
Not on purpose. They simply spoke first.

For 20 years as CHRO, I watched brilliant introverts stay silent because the conversation moved too fast. 

By the time they processed the question, three extroverts had already answered it. We were only getting 20% of the room's intelligence.

The solution is counterintuitive.
Start every meeting in silence.

I call it the Write-First Rule.

Here is what happens:

You pose a question, then everyone writes their answer before anyone speaks.

No groupthink.
No anchoring to the first idea.
No performance pressure.

The result? 42% more original ideas in rooms where we tested this.

I break down the exact 4-step protocol and why it works in the carousel below. 👇

Swipe to see the method

💾 Save this to run your next meeting in silence

♻️ Repost if you believe in capturing 100% of your team's brainpower

The Loudest Person In Your Meeting Killed Your Best Idea

My manager and I were both right. That was the problem.

For two years, it felt like constant friction.

I thought he was shutting me down.
He thought I was being difficult.

Same situation. Different sides of it.

As an introvert, I'd come to every meeting overprepared.
Arguments rehearsed in my head.
Draining myself trying to be heard.

I didn't need louder words.
I needed a different question.

Help me see what you're seeing.

Those seven words changed my career.

I was protecting the project.
He was protecting the people.

Same end. Different direction.

That conflict wasn't toxic.
It was just incomplete.

I stopped needing to win.
I started wanting to understand.

Twenty years in HR, I learned something.
You don't need to be right to move forward.
You need to be willing to see the other side.

When did a question shift a relationship at work?

♻️ Share this with someone who sees things different than you do

Stop forcing yourself to be "on" all day.

Your boss sees quiet.
Your close team sees hilarious.

Your network sees reserved.
Your best friend? Sees you acting like an extrovert.

And here's the thing.
Everyone holds a different version of you.
That is not broken. That is strategic.

➡️ When you are around people who give you energy, you show up fully. 
➡️ When you are around strangers or high-stakes rooms, your battery drains faster than you'd like.

This is not two people.
This is one person with limited energy making intentional choices about where to spend it.

Most introverts sabotage themselves trying to be the same everywhere.

So they either:
➡️ Exhaust themselves performing for everyone
➡️ Hide completely and wonder why nobody knows what they can do

Here is the breakthrough:

➡️ Stop trying to be consistent.
➡️ Start being intentional.

You are not broken because you go quiet at a conference.
➠ You are smart because you know the return on your energy investment.

You are not unfriendly because you skip happy hour.
➠ You are protecting your ability to show up fully in the meetings that actually matter.

You do not need to be the same version in every room.
You need to decide which rooms deserve your full energy.

What is one event or meeting you are going to skip this week, guilt-free?

♻️ Repost this for the introvert who needs permission to stop performing

Being "always available" destroyed my best work.

My sharpest thinking happened at 6am before anyone could reach me.
My worst decisions came from back-to-back calls with no space to process.

For years I wore it like a badge of honor.
Responding within minutes.
Never missing a meeting.
Always on.

As a CHRO, I thought that's what leadership looked like.

I was wrong.

7 truths about introvert productivity:

🔋 90 uninterrupted minutes beat all-day availability
Research shows it takes 23 minutes to regain focus after an interruption.
This is where real work happens.
Not in constant collaboration.

🔋 Transition time is not optional
15 minutes between meetings to reset is not luxury.
It's how your brain works.

🔋 Alone time is strategic
Your brain recharges in quiet, not chaos.
Biology, not antisocial behavior.

🔋 Saying no is a productivity strategy
Three meetings with real substance beat twelve status updates.

🔋 Email beats video calls for most things
Async communication protects time for work that actually matters.

🔋 Morning energy is sacred
Give your peak hours to hard thinking.
Not admin.

🔋 Your calendar should reflect your nervous system
Not everyone else's expectations.

Productivity is not about doing more.
It's about protecting your energy for what actually matters.

♻️ Repost for the introvert doing real work after everyone leaves
📩 Weekly introvert career insights → https://lnkd.in/e2Yn259g

Quiet leaders rarely get the spotlight.
But research from Harvard shows they lift team performance by 28% when their people take initiative.

As an introverted CHRO, I've witnessed what calm, focused leadership can achieve.

🔴 When introverts feel forced to act loud:
❌ Chasing visibility over substance
❌ Rushing decisions to appear confident
❌ Talking more, absorbing less
❌ Building wide networks without real connection
❌ Reacting quickly and missing the deeper point
❌ Filling silence because it feels uncomfortable
❌ Offering fast answers to seem sharp
❌ Prioritizing attention over understanding
❌ Overlooking signals from the team
❌ Burning out from playing a character

The cost adds up.
Leaders lose their sharpness.
Innovation stalls.
Morale fades.

That's not leadership. That's performance.

🟢 When introverts lead on their own terms:
✅ Staying grounded and leading with presence
✅ Deciding with clarity, not speed
✅ Listening before responding
✅ Cultivating deep trust
✅ Thinking first, acting second
✅ Leveraging silence strategically
✅ Making room for others to contribute
✅ Catching what others miss
✅ Remaining steady when pressure rises

This approach works.
Teams flourish.
Voices emerge.
Outcomes improve.

Extroverts bring momentum.
Introverts bring depth.
Both are essential.
But quiet leadership still gets undervalued.

I've led this way for two decades.
It works because it's real.

💾 Save this & ♻️ share it to remind others that quiet leaders belong at the table

📩 One introvert career insight per week in The A+Introvert Newsletter: https://lnkd.in/e2Yn259g

We promote the loudest voice.
Then wonder why teams burn out.

I've spent 20 years in leadership.
And I've watched brilliant introverts get overlooked again and again.

They didn't fall short.
They quietly pulled ahead.

Harvard and Wharton research tells us something most companies ignore. Introverted leaders drive:
➜ 28% higher productivity
➜ 84% more engagement
➜ 50% lower turnover

So why do we still mistake quiet for weak?

Because we've built systems that reward volume over value.
Visibility over results.
Performance over substance.

This carousel breaks down:
➜ What the data really says
➜ Why introverts make elite leaders
➜ How to lead with quiet confidence

The quiet ones in your meeting today?

They're not disengaged.
They're processing at a level most leaders never reach.

💾 Save this for your next leadership conversation.
♻️ Share if your culture still mistakes noise for leadership.

Your Team Thinks Quiet Means Weak (The Data Disagrees)

Last year I collapsed on December 26th.
This year? I said no to three Christmas gatherings.

For years, I treated December like a survival marathon:
Every party. Every dinner. Every "quick drink" that drained three hours of energy.

I was everywhere. Present nowhere.

This year, I'm doing something radical for an introvert who spent 20 years performing "fine."

I'm protecting my energy like it actually matters.

—

What I'm DOUBLING DOWN on:

→ Strategic presence over constant visibility
2 gatherings. Inner circle only.
3-hour windows with recovery time. Not 6 events in 4 days.

→ Micro-recharge moments
Even during events, I step out.
10 minutes. Fresh air. Reset.

→ Saying no without guilt
"I'd love to, but I'm protecting my energy so I can show up fully where it matters."

—

What I'm STOPPING:

→ Showing up just to be seen
Exhaustion isn't a love language. Presence is.

→ Socializing out of obligation
If it's a "should," it's a no.

→ The myth of the holiday hero
They don't need me everywhere.
They need me present. Not performing.

—

Your energy isn't infinite.
Protecting it isn't selfish.
It's strategic.

What's one event you're skipping to protect your peace this season?

♻️ Share this with an introvert who needs this reminder.
🎄 Merry Christmas to everyone celebrating.

Elangovan Perumal, PMP®

Senior Director | Customer Success Advocate | Strategic Thinker with an Optimistic Attitude | ✅ Follow for Leadership & Strategy Insights

I work at the intersection of 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆, 𝗔𝗜-𝗘𝗻𝗮𝗯𝗹𝗲𝗱 𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝘆, 𝗮𝗻𝗱 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗖𝗹𝗮𝗿𝗶𝘁𝘆.

In my corporate role, I help businesses scale by translating strategy into execution — building delivery engines, global teams, playbook and operating models that grow with the business.

In parallel, I work with leaders and mid-career professionals who are capable, experienced, yet stuck — helping them gain clarity, confidence, and direction in their leadership journey.

That balance defines my work.


𝗪𝗵𝗼 𝗜 𝗔𝗺

I’m a 𝗦𝗲𝗻𝗶𝗼𝗿 𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿 𝗮𝗻𝗱 𝗗𝗲𝗹𝗶𝘃𝗲𝗿𝘆 𝗖𝗲𝗻𝘁𝗲𝗿 𝗟𝗲𝗮𝗱𝗲𝗿 with 18+ years of experience across Global IT Services and Consulting, working in 𝗕𝗙𝗦𝗜, 𝗛𝗲𝗮𝗹𝘁𝗵𝗰𝗮𝗿𝗲 & 𝗟𝗶𝗳𝗲 𝗦𝗰𝗶𝗲𝗻𝗰𝗲𝘀, 𝗮𝗻𝗱 𝗠𝗲𝗱𝗶𝗮 & 𝗘𝗻𝘁𝗲𝗿𝘁𝗮𝗶𝗻𝗺𝗲𝗻𝘁 Industries.

My core strength lies in 𝗯𝗿𝗶𝗱𝗴𝗶𝗻𝗴 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗶𝗻𝘁𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝗼𝗻 — especially in environments undergoing scale, transformation, or change.


𝗜’𝘃𝗲 𝗹𝗲𝗱:

* Global PgMO and large delivery portfolios
* AI-enabled and digital transformation programs
* High-performing, cross-geo teams aligned to business outcomes


𝗪𝗵𝗮𝘁 𝗜 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘇𝗲 𝗜𝗻

• Strategy-led, AI-powered delivery at scale • Program & Portfolio Leadership (Global PgMO) • Building and scaling global teams and delivery centers • Helping managers grow into confident, values-driven leaders


𝗦𝗲𝗹𝗲𝗰𝘁𝗲𝗱 𝗜𝗺𝗽𝗮𝗰𝘁

• Built PMO, Quality Engineering Practice, HR, Business Ops, and Talent functions from the ground up 
• Scaled teams by 350%, contributing to a $17𝗠 𝗮𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻 
• Designed and scaled delivery centers across India (150+ team members) 
• Coached 50+ 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 into leadership roles, contributing to 400% 𝗮𝘃𝗲𝗿𝗮𝗴𝗲 𝗘𝗕𝗜𝗧𝗗𝗔 𝗴𝗿𝗼𝘄𝘁𝗵 
• Led product innovation on Azure serverless platforms with cloud and ML integrations


𝗠𝘆 𝗖𝘂𝗿𝗿𝗲𝗻𝘁 𝗙𝗼𝗰𝘂𝘀

I’m increasingly focused on 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 & 𝗖𝗮𝗿𝗲𝗲𝗿 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 — particularly for managers and mid-career professionals navigating growth, visibility, and transition.

I’m also exploring pathways toward 𝗜𝗻𝗱𝗲𝗽𝗲𝗻𝗱𝗲𝗻𝘁 𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿𝘀𝗵𝗶𝗽, with interests in ESG, governance, and long-term value creation.


𝗟𝗲𝘁’𝘀 𝗖𝗼𝗻𝗻𝗲𝗰𝘁

If you’re:

* A 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗹𝗲𝗮𝗱𝗲𝗿 looking to scale delivery with strategy and AI
* A 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 seeking clarity in your leadership or career journey

I’m open to meaningful conversations.

Head of Business Transformation Services

Worked closely with leaders across different geographies in designing, leading and implementing internal business programs of varying size and complexity

Performed rapid assessment of landscape for clients and provide insights to accelerate action towards refining their current state

Driven decision making and be the trusted advisor to the stakeholders

Brought diverse and thought-provoking perspective to transformations, including market trends, new and innovative ideas from my experience and organizational points of view

Explored and co-created solutions that address the needs of clients

Driven and built upon a culture of continuous improvement by developing innovative ideas 

Developed detailed project plans, anticipate risks and plan mitigations ahead of time

Effectively collaborated with multiple and diverse set of stakeholders in a global environment

You can't buy motivation.
But you can create it.

Most leaders think they need bigger budgets to motivate their teams.
The reality? The best motivators cost nothing.

Here's how to energize your people without spending a penny:

1/ Give them ownership
→ Assign the project goal, not the daily tasks
→ Say "I need this outcome by Friday" instead of "Do steps 1, 2, 3"
→ Let them present solutions to problems instead of giving answers

2/ Recognize publicly
→ Start meetings by highlighting someone's recent win
→ Send company-wide emails with specific achievement details
→ Mention their name when sharing project results with leadership

3/ Have real growth conversations
→ Ask "Where do you want to be in 18 months?"
→ Identify 2-3 skills they want to build this quarter
→ Connect today's tasks to tomorrow's opportunities

4/ Offer flexibility that matters
→ Let high performers choose their core working hours
→ Allow deep work blocks without meetings
→ Trust results over hours logged

5/ Connect work to impact
→ Share specific customer success stories from their work
→ Explain how their role drives company mission
→ Show the ripple effect of what they do daily


6/ Give them a voice
→ Ask for their input before finalizing decisions
→ Create a monthly forum where anyone can pitch ideas
→ Actually implement suggestions and credit the contributor

Money motivates temporarily.
Purpose and respect motivate permanently.

Pick one strategy.
Start tomorrow.

-------

I help professionals and students find CLARITY in careers and leadership - DM if support required.

Follow Elangovan Perumal, PMP®️ for more

You become unstoppable when you work on things people can't take away from you.

Not your job title.
Not your salary.
Not your corner office.
Not the recognition you've earned.

All of that can vanish in a single meeting.

But your character?
That follows you everywhere.

Your daily habits?
They compound whether you're promoted or laid off.

Your mindset when things get hard?
Nobody can steal that from you.

Your attitude when facing setbacks?
That's yours to control, always.

The market can crash.
Your industry can disappear.
Your company can fold overnight.

But the discipline you've built?
The resilience you've developed?
The way you think through problems?

Those travel with you.

When everything external falls apart, what you've built internally keeps you moving forward.

Character shapes how people see you.
Habits determine what you accomplish.
Mindset decides how you handle pressure.
Attitude controls how others want to work with you.

These aren't soft skills.
They're the foundation of everything else.

Focus there first.
Everything else becomes possible.

-------

I help professionals and students find CLARITY in careers and leadership - DM if support required.

Follow Elangovan Perumal, PMP®️ for more

You work hard every day.
But somehow you still feel stuck in the same place.

Sound familiar?

Here are 6 early-career mistakes that keep you there:

1/ Hiding Your Wins

Most people think good work speaks for itself.
It doesn't.

Your manager has 10 other priorities competing for their attention.

→ Update your manager in weekly 1:1s about project milestones
→ Share outcomes, not just tasks ("This reduced processing time by 30%")
→ Keep a simple wins document you update monthly

2/ Staying Silent Instead of Speaking Up

You have ideas.
But you wait for the perfect moment that never comes.

→ Prepare one thoughtful question before every meeting
→ Start small with team discussions before big presentations
→ Use "Building on that idea..." to add to conversations

3/ Confusing Busyness With Impact

Being busy feels productive.
But it's not the same as moving the needle.

→ Ask yourself daily: "Does this actually matter?"
→ Track outcomes, not hours worked
→ Focus on 2-3 high-impact activities instead of 10 small ones

4/ Staying Comfortable in Your Role

Comfort zones are cozy.
They're also career killers.

→ Volunteer for one cross-functional project each quarter
→ Learn a skill that complements your current role
→ Ask your manager: "What stretch assignment could help me grow?"

5/ Avoiding Feedback

Feedback feels scary.
But flying blind is scarier.

→ Ask one simple question: "What's one thing I could improve?"
→ Schedule quarterly feedback sessions with your manager
→ When you get feedback, say "thank you" and act on it

6/ Ignoring Networking

Networking sounds fake.
But relationships are real currency.

→ Reach out to 2-3 new people each month
→ Share specific insights when commenting on posts
→ Attend one industry event or virtual meetup per quarter

Your career won't fix itself.
But these small changes compound quickly.

Start with one mistake.
Fix it this week.

The stuck feeling is temporary if you make it so.

-------

I help professionals and students find CLARITY in careers and leadership - DM if support required.

Follow Elangovan Perumal, PMP®️ for more

Avoid spending time with these people for your own peace of mind 

Many people find themselves overwhelmed by toxic relationships
but the top 23% have mastered the art of protecting their peace.

What’s the difference?

They actively prioritize their mental well-being by 
choosing who they spend time with and who they avoid.

✅ Supportive and growth-driven circles 
❌ toxic, drama-filled relationships.

✅ Positive energy 
❌ constant complaining and negativity.

✅ Emotional boundaries 
❌ emotional manipulation.

✅ Constructive conversations 
❌ unnecessary gossip and chaos.

✅ Energy-giving connections
❌ energy-draining personalities.

✅ Respect for personal space 
❌ people who invade your mental peace.

✅ Empathy and understanding 
❌ criticism and judgment.

✅ Uplifting voices 
❌ constant negativity and belittling remarks.

It’s time to surround yourself with the right people 
and start your journey toward mental clarity. 

Your path to inner peace begins now.

----------------------------
I help Leaders Grow with Clarity. DM if you need support.

REPOST and Follow Elangovan Perumal, PMP®️ for more insights

#Leadership #companion #Toxicleader

100+ students. One room. Zero boredom.

Reflecting on the workshop I conducted on "Entrepreneurship Development and Start-up Ecosystem" at Vel Tech Rangarajan Dr. Sagunthala R & D Institute of Science & Technology, Chennai

I saw firsthand the immense potential thriving in our youth.

It’s not just about 

→ Creating future business owners
→ Funding pitches
→ Awards

Was less about startups but more about 

→ Problem-solving mindset
→ Nurturing curiosity
→ Taking ownership
→ Resilience

What stayed with me wasn’t the numbers.
It was the questions.

“Sir, how do we know if we’re actually into entrepreneurship?”
“Is clarity more important than ideas?”
“Can we lead before we get a role?”

That’s when you know the workshop worked.

And then…

the conversation continued 🎙️

Just wrapped up a podcast with Yantriksha X Hub - honest talk on 

 Leadership, Career Clarity, Strategy & Student Startups 

→ Entrepreneurship
→ Student Startups 
→ Careers clarity
→ Leadership
→ Mindset

If you work with student, young founder or were once a capable but confused one - this one might hit home. 
Will posted once it is available.

Thank you IIC Vel Tech for inviting me for the second time !

Struggling with business stagnation?

These 10 books offer actionable strategies for explosive growth:

1/ Scaling Up
Tools for scaling with focus on People, Strategy, and Cash.

2/ The Lean Startup
Innovate fast and minimize risk with Lean methods.

3/ Exponential Organizations
Use tech to scale exponentially

4/ Good to Great
Transform good companies into great ones.

5/ Measure What Matters
Achieve goals with OKRs.

6/ Zero to One
Innovate for massive growth.

7/ The Hard Thing About Hard Things
Overcome tough business challenges.

8/ Blitzscaling
Rapid growth strategies from LinkedIn & Airbnb.

9/ Traction
Drive customer growth and beat stagnation.

10/ The 10X Rule
Think bigger to achieve 10X success.

What do you think?

Share your thoughts in the comments!
——————————————
I help Leaders Grow with Clarity.

REPOST and Follow Elangovan Perumal, PMP® for more insights

#BusinessGrowth #Startups #Entrepreneurship #Leadership #10xGrowth

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Elangovan Perumal, PMP®

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