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

She had the highest retention in the company.
They passed her over twice.

The feedback? "Needs more presence in leadership meetings."

But when I dug deeper:
→ Her teams stayed longer than anyone else's
→ Her projects delivered early, consistently
→ Her cross-functional relationships were the strongest in the division

She wasn't lacking presence. The organization hadn't learned to recognize her kind of leadership yet.

I've watched this play out for 20 years as a CHRO.

The quiet leader gets labeled "not a team player." The thoughtful contributor gets told to "speak up more." The one who needs processing time gets dinged for lacking executive presence.

Meanwhile, they're the ones noticing what everyone else missed. Thinking three steps ahead while others are still talking through step one. Building relationships that actually matter instead of collecting business cards.

We're not shy. We're not stuck up.
We're listening. Observing. Taking it in before we speak.

And if an introvert opens up to you? Know that trust was carefully given.

Your way of showing up isn't wrong. It's just different, and often exactly what your team needs.

📩 Daily success as an introvert? These are the techniques I swear by: 
https://lnkd.in/eSdKpkMs

🔁 Know an underrated introvert? Repost this to remind them they’re not alone.

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CHRO | Introvert Advocate | Career Growth for Ambitious Introverts | HR Leadership Coach | Writer | Newsletter: The A+ Introvert (60% Open Rate)

Your workplace was not designed for you.

Not if you're an introvert.
And no one wants to talk about it.

You have no idea what storms people are walking through. But for introverts, the workplace often adds to the storm instead of offering shelter.

Every day you're fighting a quiet battle.
Meetings that drain you.
Open plans that scatter your focus.
The constant pressure to "be more visible."

You just want to do good work without exhausting yourself.

The truth is most introverts are walking through storms alone. And no one sees it.
➟ They deliver excellent work, then watch someone louder get the credit
➟ Back-to-back meetings leave zero time to recover
➟ They hear "speak up more" when their strength is thoughtful contribution

Ping pong tables and pizza Fridays?
Nice. But they do not fix what's actually draining you.

"Be more visible" and "network more"?
That advice ignores how introverts actually build influence.

What introverts need to do their best work:
✅ Leaders who value depth over volume
✅ Recognition for written work, not just who speaks loudest in meetings
✅ Meeting-free blocks for actual focus time
✅ Permission to recharge without feeling guilty about it
✅ Career paths that do not require constant performance
✅ Time for thoughtful processing before decisions
✅ Cultures where reflection counts as much as quick reaction

This is what makes introverts want to stay.
A workplace that honours different strengths.
That recognises quiet confidence.
Where people succeed without burning out by Tuesday.

What is ONE thing your workplace does (or does not do) that makes the biggest difference for you?

🔁 Repost this if you want to support introverts in your network.
📩 My weekly A+Introvert Newsletter → see profile 👆 or featured section

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

"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

Mohit Valecha 🧢

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

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)

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

📩 Want more like this? Subscribe to The A+Introvert newsletter (link in profile)

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

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

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

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)

I stayed quiet in meetings for years.

Then one CEO told me:
"When you speak, I know it matters."

I'd spent years thinking my silence was a liability.
Turns out it was my edge.

Most communication advice for introverts?
"Just speak up more."

But more communication does not equal better communication.

⬇️ Swipe to learn how introverts turn quiet into influence.

💾 Save & repost this before your next meeting.
📩 Get my newsletter The A+ Introvert → link in carousel last page

Stop Apologizing For Not Speaking Up Immediately (Really)

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.

Happy New Year to the ones who did not make a highlight reel.

The ones who didn't launch the side hustle.
The ones who skipped the grind to protect their peace.
The ones who chose silence over sprints.

After 20 years in HR, I saw the same pattern every January 1.

Loud success gets rewarded.
Quiet progress gets overlooked.

If you didn't broadcast your wins, they didn't count.
If you took your time, you were "slow."

But here is what performance reviews still don't measure:

↳ The anxiety you carried into every meeting.
↳ The boundaries that protected your energy.
↳ The one hard conversation you finally had.
↳ The quiet leadership that changed someone's year.

If you ended 2025 exhausted instead of celebrated, this is for you.

You don't need a "New Year, New You."
You need more you.

↳ More aligned decisions.
↳ More intentional no's.
↳ More places that fit your nervous system.

In 2026, the goal is not to be louder.
It is to be truer.

You are not behind.
You are playing a game that was never built for you.

This year, build your own.

Happy New Year.

You as you are is enough to build on.

♻️ Know an introvert who needs this? Pass it on.

BonaMente

Helping companies bring transformational ideas into Business-as-usual.
Powerful blend of Strategic HR experience, strong business acumen and passion for modern trends in people-centric Leadership and way of organizing.

Supporting business leaders and company owners on wide range of transformative journeys:
- Complex multi-dimentional change programs
- Business Performance turnaround
- Business model change
- Leadership paradigm shift
- Targeted organizational culture change
- HR transformation
- M&A integration, spin-off business transformation

Individual Entrepreneur, Business Transformation Consultant

LeanPeople

The multi-discipline expertise business service platform, dedicated to put strategies into practice. Everything a mid-size business needs to reach outstanding results:
- business and market positioning
- marketing and market intelligence
- people and culture
- organization and processes
- legal and finance
We take care of your organization in all means, so you could care of your core business.

Co-founder and Chief Transformation Officer

Electrolux

Effectively manage manufacturing, supply chain, and logistics for 20 factories, 34 warehouses, one supply chain fulfillment centre, a population of 15k, and 18 direct reports. Define and deliver major improvements for Employer Value Proposition. Address the coming needs of Industry 4.0 transformations regarding digitization and modern capabilities. Utilize leadership skills to fuel positive organizational change, experiment with the latest methods, and meet the needs of the VUCA environment. Travel 50–70%.
Key Contributions
Reached and maintained the strategic target for product delivery at continuously improving cost while growing employee engagement since 2016. The key success came from several turnaround initiatives allowing entire end-to-end Supply Chain to perform at best of capabilities:
•	Designed, implemented and continouosly growing the new leadership approach based upon trust, engagement, and realizing full team potential.
•	Accomplished several multi-year cultural change programs: Consumer-focused supply, cross-functional collaboration, talent-driven teams; new practices became the blueprint for success.
•	Realized major organizational setup changes in Quality, Supply Chain and Manufacturing; completely re-energized and transformed the teams into admirable, high-achieving and continuously improving.

HR Director Industrial Operations EMEA (from 2019 - Europe)

Fully supported all organization units located in the region (Sales & Service, Professional Equipment, Logistics, IT, Global Technology) leading an HR team of three that managed 250 staff members. Guaranteed timely turn-arounds on key projects. Streamlined the processes for leadership changes and paved the way for increased profits and growth. Built new capabilities and new culture while making the leap to drive business to the next level as an independent self-driving sales machine.
Key Contributions
•	Secured business continuity and increased HQ stakeholders’ understanding of situation.
•	Completely re-energized the team and seeded enthusiasm and self-esteem, assuring all are ready for stepping up the responsibility and taking all market opportunities
•	Ushered the company into an era of being a top player in the Russian and CIS markets.

Regional HR Director (CIS counties + Baltics)

Linde Gas

Oversaw four production facilities, two ongoing M&A projects, and an HR team of 10 that supervised 1k employees.  Developed and implemented new and improved HR policies, procedures, and processes that contributed to overall organizational success. Preserved cost basis and needed profitability after the financial crisis struck. Restructured processes, minimized hiring and training efforts, and developed key leadership teams. Oversaw large customer installation projects. Focused upon succession planning and preserving operational capabilities.
Key Contributions
•	Reached all targets and deliverables when completing two M&A projects.
•	Assured business continuity along economical crisis, delivering expected level of EBIT and ROI.
•	Successfully rolled out a critical SAP HR project.

HR Director

Samsung Electronics

CIS region was newly shaped organization in 2005, became independent and reported directly to HQ. CIS region included 8 subsidiaries: Sales, Service, and R&D functions. Population around 1.000 employees, HR team 8 people.
Main achievements:
-	Built up CIS Headquarter from scratch, including main holding function (among which HR)
-	Established all core HR processes from practically 0 levels or upgraded up to required international standard
-	Effectively installed localized Leadership team. Traditional Korean expatriates moved to "adviser" roles where needed, otherwise fully localized.
-	Reduced Employee turnover from 25% to 5%
-	Together with the Manufacturing unit completed due diligence study (people side) for the opening factory in Russia

CIS Region HR Manager

That was the project of integrating acquired PWC Consulting business into IBM. The idea was to find synergies between 2 businesses to move from Product- to Solution-based model. The population of ~100 consultants.
- Aligned all processes to IBM standard while keeping low turnover rate.  
- Consulting department got through several restructurings with overall headcount increase
- Reached project deployment ratio was 86%. 
- Re-tuned the educational system to allow consultants to use time without project for learning.

HR Manager. Business Consulting Services department (integration project)

Luxoft

My core responsibility was to build the software development team of around 200 people for the new business stream of Luxoft - dedicated software development centres for big corporate clients.
The pilot project I held was with super demainging Deutsche Bank who decided to outsource their USA and UK development centres to Luxoft.

The core responsibility was hiring initial team of ±100 people within a strict timeline of several months and expand it as per demand keeping speed, at uncompromised quality of candidates.

Along with the growth of the team, I was also involved into employee development, leadership development and team cohesion building activities.

Recruitment Manager

Unconventional Leadership Enthusiast | Creator and propagator of the "5E's of Leadership" | Empowering Leaders to Transform & Thrive in the Age of Change

With over 20 years in corporate HR, I’ve transformed underperforming teams into high achievers and turned potential into performance.

Like many managers, those I’ve helped have faced the complexities of leading teams through challenging changes and resolving deep-rooted issues.

Today, as a consultant, I elevate leaders from daily firefighting to strategic excellence, driving outstanding team results.

My Commitment. 

I empower you to:
- Elevate your teams to new heights.
- Synchronize structures, processes, capabilities, and culture.
- Unlock your team's full potential with a clear performance roadmap.
- Foster a culture of continuous improvement and learning, tailored to your needs.

Why Partner with Me?
I offer more than advice — I become your strategic partner, crafting a unique approach that fits your world. As a mentor, coach, advisor, and consultant, I provide the methods and insights to view your organization from every angle, connecting these elements into a holistic picture.

People are the core of business success and the central driver of growth. If you're ready to uncover and maximize your organization's potential, let's collaborate.

Your vision, combined with my expertise, will forge a path to outstanding team results. 
Reach out with a message or book a call (button at the top of my profile). Together, we’ll shape the future of your organization.

Mikhail Lvovskii

I've been pushed out of an organization before.

Not for underperforming.
But for being right, too loudly.

I called out the problems,uncomfortable truths about leadership and culture that everyone saw, but no one wanted to discuss out in the open.

Privately, every leader said, "You're right."
Publicly, they chose peace over progress.

A few months later, I was "reorganized out."

I was advised many times to learn how to "manage stakeholders".
The obvious lesson would be to stay quiet.

But that's not the lesson I learned.

Here's my real takeaway:
- Pick your battles, but never pretend the battle doesn't exist.
- Some organizations want to be fixed.
- Some just want to look like they're trying.

If you're the one who solves hard problems, learn to spot the difference early.
Your energy is too valuable to waste in places that only want the illusion of progress.

Interim HR Director/CHRO | Turnaround & Transformation Specialist | Helping leaders succeed when context is tough

No alternative text description for this image

A CEO once said, "I need you to fix my HR team."

I spent a week inside.

After watching how things really ran, I went back to him and said:

"Your HR team isn't broken. Your leadership team is. HR is just the mirror."

He didn't love that answer.

But here's what I saw:

- Leaders sidestepped HR, then blamed them for being out of the loop.

- Leaders made hiring decisions, then blamed HR when those hires didn't work.

- Leaders avoided hard conversations, then blamed HR for "cultural issues."

HR was doing exactly what leadership allowed.

If you want better HR, look in the mirror first.

Fix your leadership, and HR will follow.

Something uncomfortable hit me over the past 5 years.

I spent two decades chasing the classic playbook.
Big companies. Regional roles. Clear track. Predictable future.

Then I stepped off.

Not because I failed.
But because I saw how the game changes at the top.

The higher I climbed, the more political it got.
It became less about fixing real problems.
More about protecting seats and managing optics.

Turns out, I'm wired for turnarounds, not politics.

I want the calls that start with:
"Help. This is broken. We need to fix it."

Not the ones that end with:
"Let's schedule another alignment meeting."

So I tried consulting, coaching, training.
They were fine, but short-term. 
You show up, give advice, then politics and old habits creep right back in.

2025 taught me this:
I'm done playing in other people's games.

2026 will be about impact, not titles.
Real problems. Real turnarounds. Real change.

What did 2025 teach you?

My first turnaround almost broke me.

I was just over 30, full of ambition, convinced that if I just worked harder, I could fix anything.

The job was huge. Transform a fast-growing country into an independent region. Build everything from scratch. Change old habits, set up new processes.

Here's what I ran into:

- There was no real team, just job titles
- Managers agreed in meetings, then did whatever they wanted
- The culture valued hierarchy over common sense

So I did what most do. I worked long hours. Built impressive plans. Laid out all the change on paper.

Nothing moved.

The breakthrough didn't come from another plan. It came when I stopped talking and started listening.

Not the "HR listening" where you nod along and take notes.

Real listening. The kind where you're silent long enough to hear what people are afraid to say out loud.

That's when things started to shift.

Turnarounds don't start with strategy. They start with trust.

Trust starts with listening.

HR speaks a language nobody else understands. And that's HR's fault.

Every time I hear “unlocking potential” I wonder if we’re marketing a magic trick.

“People-centric culture” gets thrown around like confetti. Sounds good on a slide deck. But ask ten HR folks to actually define it, and you’ll get ten different answers. 

Here’s what business leaders actually want:
-> Who’s performing and who isn’t?
-> Who do I keep and who do I move out?
-> How do we hit our targets, fast?

If HR can’t translate all the nice words into clear business outcomes, we’re not partners. We’re decoration.

The truth is, HR has to get fluent in business. Not the other way around.

That’s the only way you go from “nice to have” to “critical for survival.”

Happy New 2006 Year to everyone!
Best wishes to you and your closed ones!

Certified Transformational Coach

Global Professional in Human Resources (GPHR)

Change Management. Level 4. Change Trainer.

Coaching for Performance. Train the Trainer

Continuous Improvement and Lean Management

EQ 360 degrees feed-back coach

Efficient methods of recruitment and headhunting

Electrolux Leader

Electrolux Next Level Leader

HR Academy

Job Evaluation: Mercer's methodology

People management skills

People management training. Train the trainer

Preparation to GPHR certification

Samsung Leadership program

StoreWars business simulation

Storytelling

Interim HR leadership and transformation execution for organizations facing crisis, transition, or underperformance.

Short- to mid-term Organizational interventions to the teams with dysfunctions, in order to build high the basis for high performance.

Selected projects:

Pharma (multinational, CEE) – Reset the top team, introduced ambitious visioning and planning cadence, strengthened collaboration → positioned business for accelerated market growth.

Global Electronics producer – Advised on HR operating model redesign, aligning service delivery with business strategy → increased ownership by line managers, freed HR from admin.

Industrial Plant (Germany/Poland border, 900 employees) – Installed accountability ladder and reset leadership culture → productivity lifted by 20% in 3 months.

Law Firm (Poland, 400 employees) – Partnered with new HR Director after failed engagement survey → leadership reset, trust rebuilt, attrition slowed within 6 months.

Founder and Principal Consultant

Helping companies overcome challenges in the area of people, leadership and culture.
Helping to run organizational transformation: design, implementation, change management.
Transforming HR organizations to be true business partners and move them towards business drivers.

Chief Transformational Officer

Built HR function from scratch for international logistics company: strategy through execution, all processes, leadership team across 15 countries.

Led three major turnaround initiatives:

German Entity Turnaround (2023-2024)
Situation: German manufacturing entity in crisis — leadership vacuum, toxic culture, talent exodus. Running consistent losses (-10M EUR annually) despite major technology investment.
Action: Led leadership and culture reset. Addressed talent crisis through targeted interventions. Aligned leadership team around performance recovery. Reviewed and streamlined key functional processes.
Result: From -10M EUR annual losses to breakeven within 1 year. Organization stabilized, leadership aligned, underperformers exited.

Italian Operations Integration (2023-2024)
Situation: Three Italian plants operating as warring factions — fighting internally and resisting collaboration with European operations.
Action: Drove cross-plant alignment initiatives. Broke down silos between Italian entities and broader European organization. Built collaborative leadership culture.
Result: Italian product sales in Europe increased ~25%. Unified operations, established productive collaboration. Refreshed Italian management at top 2 layers.

Lithuania Leadership Transition (2022-2024)
Situation: Young leadership team installed after leadership reset, struggling to drive change in entrenched old-guard organization.
Action: Coached and supported new leadership team through transformation. Helped build credibility and change capability. Addressed resistance, aligned organization around new direction.
Result: Orders execution speed improved 30%. Complete business model turnaround from imports to local production within 1 year. Annual growth 15%.

European operations sold to strategic buyer in 2024 following successful stabilization.

Chief Human Resources Officer

Progressive HR leadership across EMEA Industrial Operations, with four major turnaround/transformation cases:

Quality Function Crisis Recovery (2018-2019)
Situation: Global quality scandal — mass product recall (dishwashers) causing massive financial losses and reputational damage. Quality function neglected for years: incompetent team, weak culture, no credibility.
Action: Partnered with new Quality leader to rebuild from ground up. Replaced more than half of leadership team. Redefined function's mission. Recruited high-caliber talent. Coached leader through confidence gaps.
Result: All critical quality issues resolved within 12 months. Historical quality records broken every subsequent year. Function transformed from liability to competitive advantage.

East Europe Manufacturing Labor Crisis (2018-2019)
Situation: By season 2018: zero applications for seasonal workers, significant drop in permanent worker inflow. No one wanted to join Electrolux factories.
Action: Gathered EMEA Manufacturing leadership to develop comprehensive solution. Introduced migrant workers approach despite strong stakeholder resistance.
Result: Decreased workers' attrition from 25% to 8% within months. Employee engagement improved 22 percentage points in Eastern Europe. Season 2018 sdtafed fully. YoY productivity and OEE targets over-achieved for first time in Eastern Europe.

Supply Chain Centralization (2014-2016)
Situation: Major organizational restructuring — centralizing Supply Chain operations across EMEA. Experienced plant managers losing power. Strong resistance, lack of trust, leadership vacuum.
Action: Deployed as embedded change agent. Bridged gaps between central leadership and local plant management. Ensured functioning of new structure during transition.
Result: New centralized organization successfully established and operational. Achieved strategic targets for product delivery at improving cost. New SC organization gained trust and demonstrated advanced capabilities.

Commercial Organization Turnaround
Situation: Dysfunctional commercial organization with toxic culture, chronic underperformance, consistent losses. Managing Director terminated in week two of my arrival.
Action: Kept business running for 4 months while assessing team. Personally removed most toxic individuals. Rebuilt leadership culture around accountability. Supported onboarding of new MD and completed organizational reset.
Result: Transformed from loss-making unit to fastest-growing commercial team in Europe. Delivered significant sales growth and profit turnaround within 18 months. Built self-steering team capable of sustaining performance.

HR leadership for industrial gas operations including oversight of two M&A integration projects. Managed complex stakeholder environment, aligned cultures and systems across acquired entities while maintaining operational stability.
Assured stable business functioning along severe Financial crisis of 2008-2009, forcing mass redudancies and business restructuring. While making sure 2 entities acquired pre-crisis were integrating into the business wihtout performance loss.

Regional HR leadership across CIS markets for consumer electronics business.
Establishing HR system from scratch along shaping new Global region in CIS.

Post-merger integration of Business Consulting practice into IBM structure. Aligning processes, leadership practices and culture.

Recruitment and development support for the pilot project for the emerging business model of dedicated software development centres.

Interim HR Director/CHRO | Turnaround & Transformation Specialist | I stabilize broken organizations and rebuild dysfunctional teams

English

German

Polish

Russian

SHRM

Best HR advice I ever got? Came from a factory floor supervisor in Poland.

"You HR people love your processes. But my guys don't read your policies. They watch what happens when someone breaks them."

I was two weeks into a turnaround. I had a deck full of slides about culture transformation.

Nobody cared.

They didn't listen to my speeches. They watched what I did when the first line manager screamed at an employee.

They watched what happened when someone missed their targets.

They watched who got promoted. Who got sidelined.

And they watched if poor behavior was ignored, or if it had consequences.

Here's the truth: Culture isn't what you write down, or what you present.

It's what you tolerate.

HR professionals love to say people are our greatest asset.

Then budget season hits.

Suddenly, people become our biggest cost.

I once sat in a meeting where we spent two hours analyzing travel expenses line by line. 

Then, in ten minutes, the team decided to cut the entire L&D budget.

Someone said, We'll bring it back next year.

We didn't.

Here's the truth. The best leaders I've worked with never repeated empty slogans about people.

Instead, they said, Show me your org chart and your budget. I'll tell you what you actually value.

What you fund is what matters.

If you want leaders who build high-performing teams, start by checking where the money goes.

Because a budget is a strategy with numbers attached.

And people see the difference.

Why do we follow rules?

Most leaders assume resistance means defiance.

But it might just mean the rule makes no sense.

My kids used to ask “but why?” over and over.
It felt like stalling.
It wasn’t.
They weren’t challenging my authority, they were challenging my logic.

Here’s the catch,
- They adapt fast when a rule has a reason.
- But if I can’t explain it, they lose interest, buy-in, and trust.

Workplaces aren’t much different.

Teams don’t resist clear, purposeful rules.
They resist the rules that feel arbitrary or outdated.

If you see pushback, ask yourself:

Is this a rule,
or just a habit we never questioned?

If you want lasting change, start with meaning.
Explain the “why.”
Make it make sense.

Otherwise, you’re not building culture,
You’re enforcing compliance.

And compliance never drives performance.

Ever had to reset a team almost from scratch?

I once walked into a unit with 8 managers. Within months, 6 were gone.

Not because they were bad people. Just wrong for what the business needed next.

But here's the moment everyone underestimates... 
The real test wasn't letting people go.

It was looking the 2 who stayed in the eye and saying, 
"I need you to trust me. This will get better."

They had just watched most of their peers leave. 
They had every reason to update their resumes.

But they stayed.

Two years later, the same team broke every performance record.

People think turnarounds are about who you cut. 
They're really about finding who you can build around, and believing in them when it's uncomfortable.

That's how you turn chaos into momentum.

The fastest turnaround I ever led? It took just 90 days.

Not because I had a smarter plan. 
Not because I was a genius.

It was fast because the hard part was already done. The previous leader had diagnosed everything that was broken. He spelled out exactly what needed to change.

But he couldn't pull the trigger.

When I showed up, his summary was right there: 
A file on his desk called, "What we need to do but won't."

He knew. His team knew. They all knew. 

My job wasn't insight. It was permission.

Organizations don't always need a new strategy. 
Sometimes, they just need someone who's ready to do the obvious work.

Execution, not ideas, is often what's missing.

5 warning signs a newly appointed leader is heading for failure with their inherited team

Most leaders get 100 days to make a mark.

But some start falling behind from day one.

Here are the red flags to watch for:
-> They're still "assessing" after 90 days 
-> Endless analysis is just indecision. 
-> If there's no visible change by month three, momentum is lost.

They kept everyone to avoid conflict 
If nobody moves, nothing changes. Avoiding tough calls signals weakness, not stability.

The old guard is managing them, not the other way around 
When legacy players set the agenda, the leader becomes a bystander.

They blame "the culture" instead of naming specific problems 
Talking about "culture" is safe. Real leadership means calling out real issues, directly.

They're waiting for permission to act. 
Leaders aren't hired to ask for a hall pass. 
They're there to move the needle, fast.

If you see these signs, don't wait for a turnaround. Dig in now, before small problems become fatal.

What would you add to the list?

Three plants in Italy. All fighting each other. All fighting Europe.

Leadership aged 65 to 70. No succession plan. That was the brief.

What happens when three business units are locked in their own turf wars, led by leaders long past their prime, with no one ready to step up?

We didn’t try to “fix” the infighting with another round of team-building workshops.

Instead, we started with two big moves:

1️⃣ First, cross-plant alignment. Get all three plants talking, sharing issues, and focused on a common goal. It was messy. There were arguments. That was the point.

2️⃣ Second, a two-layer leadership refresh. We moved the 65+ crowd into advisory roles, not as a punishment, but to honor their experience. Then we promoted the next generation - people who had been waiting (sometimes a decade) for their shot.

It wasn’t overnight, but here’s what happened:

A 25 percent increase in sales. Not from a shiny new product, but from the plants finally pulling in the same direction. And to the great deal internationally.

Here’s the lesson: Sometimes transformation is less about process and more about people. Specifically, handing over the reins. Generational transition is not just a succession plan, it’s a business multiplier.

If your leadership team is stuck in the past, the company will be too. Change that, and watch what happens.

Ona totally not a serious note. 
What do you play with on the weekend?
I’m playing with AI :)
From a relatively innocent photo with sax, this funny silly video which everyone makes now :)
I bet if the traction will be high or not.

25 percent attrition. Not one seasonal worker applying. Production teetering on the edge.

That was the mess I walked into in January.

The solution? Forget the buzzwords and the feel-good posters. We went straight for what matters:
- Mapped every skill on the floor, so nobody was invisible or over their head.
- Torn up the old pay structures, brought in real incentives, and made it clear that good work pays.
- Built a migrant worker program from scratch, so when the locals didn’t line up, someone else could step in.

No engagement surveys. No pizza parties. Definitely no motivational quotes taped to the coffee machine.

What happened?
- Attrition tanked to 8 percent.
- Engagement shot up by 22 points.
- Productivity didn’t just recover, it set new records.

It’s simple. You can’t fix a crisis by throwing “culture” at it and hoping for the best. You go after the core problems. You move fast, you use common sense, and you don’t waste anyone’s time.

Want to turn around a struggling plant, team, or business?

Drop the fluff. Fix the fundamentals. Then watch the numbers change.

Agree? Disagree? Tell me what’s worked for you when everything was on fire.

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