J.B. Hunt Transport Services, Inc.

• Lead engineering efforts for Final Mile Services and Managed Logistics Solutions.
• Direct the E&T Development Program since 2016, accelerating career progression for 130 engineers through structured rotational assignments and targeted skill development.
* Mentor and develop high-potential leaders across engineering and technology teams, fostering collaboration and delivering measurable operational improvements.

Sr. Director of Engineering & Technology

Director of Engineering

Director of Carrier Relations

Engineering Manager

Maxwell Leadership

Provide coaching, training, and facilitation for professionals and leadership teams, leveraging Maxwell Leadership principles to enhance team performance, influence, and results.

Highlights:
* Designed and delivered leadership workshops for corporate teams
* Mentored emerging leaders into higher-impact roles
* Applied 20+ years of corporate leadership experience to real-world development programs

Certified Leadership Coach | Speaker | Trainer

John Brown University

Adjunct Professor of Statistics

ArcBest

Industrial Engineering and Economic Analysis

Senior Engineering Leader for Final Mile Services and E&T Development Program

I believe leadership is less about titles and more about influence, vision, and the ability to inspire others to perform at their best.

Over the past two decades, I’ve had the privilege of leading engineering and technology teams, mentoring emerging leaders, and guiding high-performing teams through complex challenges.

Alongside my corporate role, I’m a Maxwell Leadership Certified coach, speaker, and trainer, helping professionals and leadership teams sharpen their skills, expand their influence, and deliver stronger results.

My approach combines proven leadership frameworks with real-world application — whether it’s developing leadership presence, fostering collaboration, or creating a culture of continuous improvement.

I share insights here on LinkedIn to spark better conversations about leadership, growth, and career success.

📩 I enjoy connecting with people who are committed to growth — whether you’re an individual contributor, leading teams, or guiding an organization. If you’re interested in exchanging ideas on leadership, building high-performing teams, or personal development, feel free to connect and start the conversation here on LinkedIn.

Tarek Taha

I didn’t realize I was making the best investment of my life.

Back in 2011, every Saturday followed the same rhythm.
I’d wake up early, let my wife sleep in, and take my daughter to our favorite coffee shop.

Black coffee for me.
Carminilla latte for her.

During that time, I was mostly pouring my energy into myself. Career, fitness, chasing productivity.

I thought that was growth.
Looking back, I was missing where it mattered most.

A new job and a move back home gave me a reset. 
Those Saturday mornings slowly became a ritual we rarely missed.

Nothing fancy. Nothing expensive.
Just time focused on my daughter.

Week after week, it turned into something bigger.

At her wedding last year, I shared this story.
I choked up. She did too.

Those mornings shaped our relationship in ways neither of us fully understood at the time.

She was home for Thanksgiving last week.

It reminded me that the return on the time you invest in the people you love keeps showing up long after the moment has passed.

Everything else we chase is temporary. 
But the time we give to the people we love lasts.

It is the greatest investment you will ever make.

Read the full story here: https://lnkd.in/gQWV2av9

Senior Engineering Leader & Certified Coach | Helping leaders grow with confidence and clarity

I used to think good leadership was about keeping everyone comfortable.

Then I watched my team become frustrated because I waited too long to address a performance issue.

The silence didn't keep the peace. It bred resentment.

High performers got frustrated carrying the weight.
The underperformer never got a chance to improve.
And I lost credibility with everyone.

Here's what I learned:

Hard conversations aren't about being harsh.
They're about being honest before small problems become team-wide dysfunction.

The best leaders I know don't avoid conflict.

They address it early, directly, and with clarity.

Because teams don't grow in comfort.
They grow when someone cares enough to tell the truth.
—
I write about the power of authentic leadership every week: https://lnkd.in/gyH-3xm2

(3) Post | Feed | LinkedIn

li_at

JSESSIONID

I dropped my YETI cup when Susanna screamed.

We were on a fishing boat on a perfect October morning when her fishing rod began to dance.

She had just caught her first fish EVER. 

By the end of that weekend, she'd caught eight. Named them all. Albert through Harry.

After 34 years of marriage, we had never gone fishing. 
That hit me harder than I expected.

It made me ask: What else have we never tried?

You're not tired of your life. 
You're tired of the loop you're in. 

And most of us don't notice when that loop starts:
Wake up. 
Coffee. 
Work. 
Dinner. 
Scroll. 
Sleep. 
Repeat.

Nothing's broken. But nothing's alive either.

I see it at work all the time.

People are going through the motions.
Not miserable.
Just asleep.
Anesthetized by comfort.

But your life isn't as fixed as it feels.

I wrote about that morning and the unexpected lesson it taught me in today's blog: https://lnkd.in/gGwnyNNh

Most leaders don't learn leadership from great bosses.

They learn it from terrible ones.

People say toxic managers ruin careers.

I say they're the best teachers you'll ever have - if you're paying attention.

Years ago, I had a manager who micromanaged everything.

Every calculation? Checked.
Every decision? Required his approval first.
Every answer? Had to be precise to 10 decimal places.

I had zero agency.
Zero autonomy.
Zero trust.

It was suffocating.

70% of U.S. workers would leave a job due to a bad manager.

I understood why. I was one of them.

But here's what I didn't realize at the time:

He was giving me a masterclass in how NOT to lead.

Front row seat. Daily lessons. Crystal clear examples.

Every interaction showed me what happens when you:

• Treat employees like they can't think
• Value precision over progress
• Hoard decisions instead of building capability
• Create dependency instead of growth

I watched talented engineers become order-takers.
I felt my own confidence erode daily.
I saw how distrust destroys teams.

The lesson stuck.

When I finally led people, I did the opposite:

Trust first.
Give room to grow.
Care more about their growth than my control.

The worst leaders teach you exactly what matters.

They just do it backwards.

What did your worst boss teach you?

My pay has grown 386.75% since my first job 32 years ago.

Before you stop scrolling, this isn't a humble brag.

The point is, that number would have boggled my mind 32 years ago.

Instead, when I looked at my pay stub last week, I felt...

...Nothing.

That's when I realized something I did not want to admit.

I have gotten comfortable in my comfort.

Each week in my blog, I encourage readers to:
- Step into their potential
- Stop playing small
- Take the risk

But here I was, living the same cycle I warn others about.

Dr. Myles Munroe said,
"The wealthiest place in the world is the cemetery. There lies companies that were never started, masterpieces that were never painted.  In the cemetery is buried the greatest treasure of untapped potential."

Comfort itself is not the problem.

The problem starts when it replaces your sense of purpose.

So here is the question I'm thinking about:

What am I leaving on the table because comfort feels safer than becoming who I was meant to be?

Your dreams do not belong in the graveyard.

They belong here in the world where they can change lives.

I wrote more here: https://lnkd.in/gFbwsH5w

I few weeks ago, I walked into a private dinner in Austin expecting business talk.

Justin Welsh and Jennifer Welsh were hosting.

The room was filled with people far more successful than me.
-A woman who’d run a podcast for eight years
-A former VP at Uber
-An accomplished speaker and author
-I could go on...

But here’s what surprised me:

No one talked about funnels.
No one pitched an offer.
No one tried to “network.”

They shared their stories.
They opened up.
They connected.

This wasn’t a tactical conversation.

It was fifteen real people with a desire to connect with other real people.

And in that moment, something clicked:

The most successful people aren’t chasing tactics.

They’re chasing connection.

Because you can automate content.
You can scale with AI.
You can build systems that run while you sleep.

But you can’t automate belonging.

The camaraderie in that room was something you can’t replicate online.

It was human.
It was warm.
It was real.

We spend so much time optimizing our lives that we forget this:
Real relationships still happen in real rooms.

Maybe the best strategy
is simply showing up as yourself
in the right room.
--
Adam Wright Daniel Layfield joel bein Katie Taylor,Kieron Monahan Marika Ponton Melissa Galt Natasha Gorodetsky

The $10M Solopreneur | Helping 100,000+ experts turn their experience and expertise into income.

Personal Finance Made Simple

Founder, Clarity Collective | CLEAR-EDGE Marketing Advantage | Never Waste Time & Money on Marketing Again

Product Managment

permanently liberating founders from self-doubt and mental blocks so they can create with freedom, not friction | negative belief gone forever in 10 minutes (like Santa isn’t real) 🎅 | Host of The Joel Bein Show 🎙️

Founder and Chief Executive Officer | Mission-Driven Health Tech Executive | Strategic Partnerships & Pediatric Innovation

I guide the C-Suite to create strategy the competition can't copy. | ex-W+K, TBWA\ and M&C Saatchi.

The Judgment-Free Profitability Coach • CPA, 400+ Audits • 3X Business Owner • 2X Exits → Transform your business with a Profit Mindset

Double Your Revenue in Half the Time ▪️ Business Coach for Luxury Design Firms ▪️ Design Business Freedom™ - Interior Design Success Without Limits or Sacrifice ▪️ Industry Speaker ▪️ Author of ‘Marketing Luxury Design’

Build what matters - I help small to medium-sized B2B companies scale through strategic product leadership and execution | AI strategy & launch | Founder, Product Pursuits | xSAP | WIP Chapter Founder | PM Women in AI

I was scared, people pleasing, meek engineering leader…then I almost died (and it changed everything)

I was like most of you: the engineers.

The nerds.
The cautious ones.
The follow the directions to a tee people.

But that all happened when I was in the ICU at 2 am wondering if I would see the sunrise.

I was texting my best friend my bank logins to ensure my family was taken care of.

Thankfully, I survived.

But when I turned to work, I began to evolve.

Completely.

I stopped caring about stepping on toes.
I didn’t care what others thought about me.

I told the truth.

I began to realize that I was made for something more.

I stepped into myself there and then.

Too many of you (myself included) wait till it's too late to be who you are.

And I’m on a journey to show you that you can start today.

NOW.

Check out my Authentic Life Audit in my profile and see where you fall.

It could change your future.

Gen Z isn’t lazy. We are.

I’ve worked with enough people across generations to see this clearly: 
We’re getting Gen Z wrong.

They show up wanting guidance.
They want direction.
They want feedback.
They want someone to actually lead them.

Instead, we criticize them.
We compare them to who we were at 22.
We expect them to figure out alone what no one taught us either.

That’s not leadership.
That’s avoidance.

Here’s what they’re actually bringing to the workplace:
• They use AI to simplify what we overcomplicated
• They want meaningful work, not meaningless promotions
• They value flexibility because they watched us burn out
• They want to learn, not just execute

They’re not trying to work less.
They’re trying to work smarter.

The engagement problem isn’t Gen Z,
It’s our unwillingness to lead differently than we were led.

In 10 years, they’ll be the ones shaping culture and setting the standards.

We won’t be in the room forever.

Transfer leadership.
Or gatekeep it until they stop asking.

Your move.

7 reasons your annual review isn't leading to a promotion.

(and what to do about it)

1. You treat punctuality as optional.
 ↳ Showing up late signals unreliability.
 ↳ Arrive early, prepared, and ready to contribute.

2. You only focus on yourself.
 ↳ Look for ways to lighten the load for your team.
 ↳ Share credit generously so others want to work with you.

3. You wait to be told what to do.
 ↳ Anticipate needs and prepare solutions before they’re asked for.
 ↳ Take initiative on small problems. That’s how leaders test you.

4. You bring problems, not solutions.
 ↳ Never ask “What should I do?”
 ↳ Present three approaches and recommend the one you’d choose.

5. You stay quiet in the room.
 ↳ Ask smart, well-timed questions that push thinking forward.
 ↳ Offer insights that connect today’s discussion to the bigger picture.

6. You zone out in meetings.
 ↳ Put your phone away and engage fully.
 ↳ Take notes and follow up. People notice who remembers details.

7. You try too hard to impress.
 ↳ Don’t flatter the boss. Contribute real ideas.
 ↳ Focus on results and reliability, not appearances.

7 Reasons Your Annual Review Isn't Leading To A Promotion

I didn’t realize how much my attention was shaping the person I was becoming.

There was a stretch in my life where I spent hours every day consuming the latest headlines and whatever the internet was furious about.

And it changed me.
 • I became more reactive
 • I became more cynical
 • I was “informed,” but nothing in my life was actually improving
 • I was absorbing emotions that weren’t mine

Then it hit me.
My inputs were building my identity.
Not my goals. Not my intentions.
My inputs.

So I made a shift.
 • I turned off the news
 • I chose what I wanted to learn
 • I paid attention to people who were building, not complaining
 • I focused my energy on adding value to others

And everything got better.

Choose your inputs.
Change your life.

I tried outsourcing my hope. It didn’t work.

I didn’t get the promotion I wanted.
Everything I had worked for fell through.
My confidence eroded.
My mood shifted.
My future felt dim.

But here is the truth:
Hope is not something others can give you.
Hope is something you build inside yourself.

I finally learned this when I invested in my own growth in 2019.
No one told me to do it.
I just reached a point where I was tired of waiting for circumstances to make me happy.

And once I committed to growing, everything shifted.

My hope grew.
My joy grew.
I felt more alive in the seat I was already sitting in.

If you are waiting for life to change first, I get it.
I tried that.
It does not work.

Hope expands as you do.
It is an internal decision before it becomes an external reality.

Real hope sounds like this:
“Yes, things are hard. And I am growing anyway.”
“Yes, I’m not sure what to do next, but I’m taking steps each day.”

Choose to grow when others are playing it safe.
Choose to create when others don’t understand.
Choose personal responsibility over waiting for things to change.

I write about hope each week: https://lnkd.in/gtHC-d5V

I didn’t realize how often I apologized for simply being human.

“Sorry I didn’t reply, I was sleeping.”
“Sorry I missed your call, I was at dinner with my family.”
“Sorry for the delay, I was on vacation.”

At some point, rest started feeling like a mistake.

Here’s what I finally understood:
 • Rest isn’t a disruption
 • Boundaries aren’t rude
 • Time off isn’t unprofessional
 • Being unavailable isn’t a personal flaw

I decided to stop saying sorry for living my life.

You deserve rest.
You deserve space.
You deserve moments where you’re unreachable.

Taking care of yourself is reason enough. 
No apology needed.

Most leaders have no place where they can be fully human.

Two weeks ago, I had lunch with my friend Ilyas in Austin, Texas.

We graduated from the same university 13 years apart.

He has had real success in both academia and business, but what stood out was his genuine heart.

As we were eating, he shared an idea that stuck with me.

A third space for leaders.

Not home.
Not work.
Something in between.

A place where the title doesn't matter.
Where you don't have to perform.
Where you can tell the truth without fear.

As we talked, it hit me how uncommon that really is.

Most leaders carry tremendous weight on their shoulders, yet they rarely have a space where they can speak openly about the decisions they must make.

Leaders need a place to connect with others who understand the pressure.
A place to slow down.
A place to be human first.

That conversation felt like the start of something meaningful.

I have a feeling this idea will grow in ways neither of us can predict.

👉If a third space for leaders existed, what would you want it to feel like?

Chief Data Scientist | Distinguished AI Executive | Startup→Fortune 100 Exit | UT Austin Faculty | Venture Partner

I spent 6 months questioning my own competence.

My manager would give vague instructions, then act shocked when I didn't deliver what they "clearly" asked for.

It took me too long to realize: this wasn't about my performance.

This was gaslighting.

Here's the 4-step cycle I finally recognized:

𝗦𝘁𝗲𝗽 𝟭: 𝗩𝗮𝗴𝘂𝗲 𝗜𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝗼𝗻𝘀
They give unclear direction, then claim it was "obvious" what they meant.

What to do: Document everything. Send follow-up emails confirming what you understood. Create a paper trail.

𝗦𝘁𝗲𝗽 𝟮: 𝗕𝗹𝗮𝗺𝗲 𝗦𝗵𝗶𝗳𝘁𝗶𝗻𝗴
When things go wrong, suddenly it's all your fault. They rewrite history about what was agreed.

What to do: Reference your documentation. Stay calm. Don't get defensive—just point to the facts.

𝗦𝘁𝗲𝗽 𝟯: 𝗗𝗲𝗻𝗶𝗮𝗹
"I never said that." "You're remembering it wrong." They make you doubt your own memory.

What to do: Trust your records over their words. Your contemporaneous notes don't lie.

𝗦𝘁𝗲𝗽 𝟰: 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝗶𝗻𝗴 𝗬𝗼𝘂𝗿 𝗖𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝗲
"Maybe you're not cut out for this." They attack your abilities to keep you off-balance.

What to do: Seek external validation. Talk to trusted colleagues. Consider whether this environment serves your growth.

The pattern is the proof.

One incident might be miscommunication. Four steps on repeat? That's a system.

You're not crazy. You're not incompetent.

You're being manipulated.

I used to think leadership meant being the loudest voice in the room.

So I tried to be that person.

Spoke up in every meeting.
Made bold declarations.
Projected unwavering confidence.

It felt fake.

Because it was.

I wasn't using my actual gifts. I was performing a version of leadership I thought people expected.

Then something shifted.

I stopped trying to be the most impressive person in the room.

I started asking: "What does my team actually need?"

Instead of leading every conversation, I listened more.
Instead of having all the answers, I asked better questions.
Instead of proving my worth, I focused on theirs.

It felt more natural.
Like I could finally breathe.

And something interesting happened:

My team felt more supported.
More understood.
More heard.

Engagement went up.
Trust went up.
Results went up.

When I stopped making leadership about me and started making it about them, everything changed.

Here's the thing no one talks about:

Serving first is what makes people want to follow.

Not your title.
Not your confidence.
Not your authority.

Your willingness to put their success before your ego.

That's what earns trust.
That's what builds loyalty.
That's what creates real impact.

Leadership isn't about being followed.

It's about making others feel capable of leading themselves.

Have you experienced this shift?

I wrote more here: https://lnkd.in/gkR7R96M

I used to confuse authority with leadership.

I could not have been more wrong.

The person who stands at the top waiting for applause? That's not a leader.

That's just someone with authority.

The real leader:

1. Puts people before position.
↳ Your job is to make them better, not look better
↳ Influence comes from impact, not authority

2. Sees who others miss.
↳ The quiet ones often contribute the most
↳ Every voice matters when you're actually listening

3. Owns the losses and shares the wins.
↳ When it breaks, you take it
↳ When it works, they get the credit

4. Leads through action, not words.
↳ Show the standard you expect
↳ Your behavior sets the culture

5. Stays humble and open.
↳ Admit when you're wrong
↳ Ask for feedback like you mean it

6. Serves without keeping score.
↳ Their success is your success
↳ Lead with them, not above them

Your spotlight doesn't matter.

What matters is how many people you help find theirs.

At 12 years old, I asked my mom a strange question:

“Mom…tell me what I want.”

I wasn’t looking for advice. I was looking for direction. And I spent years hoping someone else had the answer.

Benjamin Hardy says your brain is a prediction machine.
Every choice you make today is shaped by the future you believe you’re heading toward.

That explained a lot.

Because for most of my adult life, I wasn’t choosing based on a future I wanted.
I was choosing based on approval. Comparison. Fear.

No wonder I kept asking other people to define my path.

Everything shifted when I finally started asking a better question:
Who do I want to be?
Am I making choices that move me toward becoming that person?

That question matters more than your job title.
More than your past.
More than whatever people expect of you today.

Because no one else can tell you what you want.

At some point, you have to choose the person you want to be.

This came from today's newsletter: https://lnkd.in/g5jh9GgM

Wynton Marsalis sat in the back row of his own concert.

My wife and I went to see him.
He was the reason everyone bought a ticket.

After the intermission, he handed the microphone to Chris Lewis, a young saxophonist sitting in the front row.

Then he did something he didn’t have to do.

He stepped back.
Sat in the last row.
Barely visible.
Just playing his part while Lewis led the band through the rest of the set.

The musicianship was incredible.
But what stayed with me was the joy on stage.

This wasn’t ego.
It wasn’t about showing he’s still the best.
It was about giving someone else the room to rise.

And that’s when it clicked for me:
Real leadership isn’t staying in front.
It’s knowing when to move back.

Sometimes it looks like:
 • Passing the baton when you could easily keep it
 • Adding value quietly instead of demanding attention
 • Creating space for the next generation to grow
 • Feeling proud of someone else’s win as if it were your own

Marsalis could’ve taken every solo.
The crowd would’ve cheered.

Instead, he chose to mentor.
He chose to elevate.
He chose to lead from behind.

The best leaders don’t need to be seen leading.
You can feel their impact in everyone around them.

I write about leadership and growth each week: https://lnkd.in/gPiEXnq4

He'd already been driving for 6 hours before I got in his car.

Turns out, he wasn’t just an Uber driver. Jallal is a software engineer.

Did everything right: got the degree, moved to Austin, chased the startup dream.

His reality? $22/hr from 3–11 p.m.
Then, Uber from 7 a.m. to 3 p.m. just to survive.

Can’t afford to marry his girlfriend.

We talked the whole ride. Real conversation.

He told me about the code he writes at night, the features no one notices.
The wedding he’s been postponing for two years.

I’ve been there: that moment when you realize the path you’re on isn’t taking you where you thought it would.

The question that stuck with me wasn’t about work. It was, "What am I actually building?"

How often do we stop long enough to ask ourselves that?

Most managers think their job is keeping great people on their team.

They're wrong.

A University of Chicago study of 200,000 workers found something counterintuitive:

The best managers moved their people 40% more often than average managers.

Not because they wanted to lose talent. Because they spotted strengths that didn't fit the current role.

Those employees earned 13% more seven years later. Their performance jumped 16%.

Top managers spent 19% more time in one-on-ones.

Not managing tasks. Understanding what made each person come alive.

Your best employee might be thriving somewhere else.

The question isn't whether you can afford to move them. It's whether you can afford not to.

If this resonates with how you want to lead, let's connect.

Most Managers Hold On to Their Best People. The Best Ones Move Them.

Quanta Services, Inc.

Sr. HRIS Data Analyst Consultant

CURRENT PROJECT - Started April 1, 2025

Industry: HR Data Integration and Compliance
Collaborating with Quanta Services to centralize employee data from multiple acquired companies’ HR systems, improving data accuracy and operational efficiency across the organization. Streamlining confidential employee data from Qaunta's centralized system into Fidelity for proper administration of 401(k) and benefits. 

Using:
SQL | ETL Workflows | Data Governance | Cross-Departmental Collaboration | Stakeholder Communication

Key contributions:
• Developing standardized frameworks for reviewing and reconciling retirement data, enhancing audit readiness and governance across all business units.
• Driving automation initiatives to streamline repetitive tasks within the Total Rewards function, reducing manual workload and improving reporting efficiency.
• Identifying and implementing process improvements to elevate operational effectiveness within the Total Rewards team and across Quanta’s broader HR ecosystem.
• Collaborating cross-functionally with payroll, benefits, and HRIS teams to optimize data flows, improve transparency, and support a scalable rewards infrastructure.


#SR #TOTAL #REWARDS #DATA #ANALYST #CONSULTANT #HR #DATAINTEGRATION #SQL #ETL #GOVERNANCE

Sr Total Rewards Analyst

Sr. HRIS Data Analyst Consultant

CURRENT PROJECT - Started November 2024

Industry: HR Data Integration and Compliance
Collaborating with Quanta Services to centralize employee data from multiple acquired companies’ HR systems, improving data accuracy and operational efficiency across the organization.

Using:
SQL | ETL Workflows | Data Governance | Cross-Departmental Collaboration | Stakeholder Communication

Key contributions:
• Spearheaded the integration of employee data, achieving a 40% improvement in data accuracy through meticulous design and execution of SQL queries to identify discrepancies and streamline data cleanup.
• Resolved 35% of critical issues by troubleshooting production support challenges and optimizing ETL workflows for enhanced data integrity.


#SR #DATAANALYST #CONSULTANT #HR #DATAINTEGRATION #SQL #ETL #GOVERNANCE

HRIS Data Analyst

General Dynamics

Sr. Data Analyst

Previous role - August 2023 to August 2024

Industry: Aerospace Manufacturing | Data Analytics

Utilized:
Power BI – Real-time Dashboards | SQL – Data Integrity Checks

Key contributions:
• Data Optimization: Enhanced data retrieval processes using advanced SQL techniques, achieving a 40% improvement in retrieval speed.
• Automation: Automated manual reporting processes, reducing effort by 50% and improving accuracy significantly.
• Cross-Functional Collaboration: Established consistent KPI definitions and data standards, fostering cohesive decision-making across departments.

#LeadDataAnalyst #DataVisualization #SQL #Automation #BusinessIntelligence #KPIs #Manufacturing #Aerospace

Sr. Data Analyst

Providge Consulting

Sr. Business Analyst

Role duration - March 2022 to March 2023

Industry: Medical Device and Regulatory Compliance. Worked with an innovative medical technology company to drive operational efficiency and ensure regulatory compliance across data and reporting processes.

Utilized:
JIRA – Agile Workflow Management | Confluence – Documentation | Power BI – Real-time Dashboards | SQL – Data Integrity Checks

Key contributions:
• Gathered and translated stakeholder requirements into actionable technical specifications, enabling streamlined software development.
• Led offshore teams in creating software test cases and user stories, ensuring robust testing processes and successful software launches.
• Collaborated with regulatory teams to develop accurate testing reports, achieving 100% compliance during audits.

#SrDataAnalyst #DataIntegrity #Dashboards #BI #Compliance #Automation #StakeholderEngagement

Sr. Business Analyst

Business Analyst 

Role duration - February 2021 to March 2022

Industry: Medical Device and Regulatory Compliance. Worked with an innovative medical technology company to drive operational efficiency and ensure regulatory compliance across data and reporting processes.

Utilized:
Testing & Debugging Tools – Bug tracking and resolution | Data Analysis – Trend identification and issue prediction | Stakeholder Communication – Enhanced transparency and accountability

Key Contributions:
• Designed and implemented a pre-release checklist, reducing release errors by 30%.
• Conducted meticulous data analysis, resulting in a 20% improvement in issue detection.
• Improved testing efficiency by 15% through process optimization and documentation.
• Ensured regulatory compliance, achieving zero non-conformities in audits.

#DataAnalyst #SoftwareTesting #QualityAssurance #MedicalTechnology #RegulatoryCompliance #ProcessImprovement

Business Analyst

Tata Consultancy Services

Quality Engineer

Role Duration - June 2018 to March 2021

Industry: Medical Devices, Post-Market Surveillance

Utilized:
Risk analysis | Salesforce - Production Support | EU MDR Regulations | Data Analysis

Key Contributions:
• Compiled Post-Market Surveillance Reports in compliance with EU MDR standards, maintaining a flawless audit track record.
• Conducted statistical analysis to identify trends, leading to a 25% reduction in reported defects and enhanced product quality.
• Collaborated with cross-functional teams to update and validate critical quality documents, ensuring regulatory alignment.
• Implemented data integrity checks, reducing reporting errors by 20% and improving data reliability.
• Identified and implemented process improvements, streamlining quality documentation and creating more efficient workflows.

#SR #DATA #ANALYST #QUALITY #ASSURANCE #MEDICALDEVICES #POSTMARKET #SURVEILLANCE #EUMDR

Quality Engineer

Quality Engineer

Role duration - Dec 2016 to May 2018

Industry: Medical Devices (Artificial Body Part Measurement Systems)

Utilized:
Citrix (Infinity QS) - Digital Documentation Platform | Regulatory Compliance Auditing | Cross-Functional Team Collaboration

• Spearheaded the digital transformation of documentation processes, transitioning from paper-based systems to Citrix (Infinity QS), improving data accuracy by 35% and enhancing regulatory compliance.
• Validated digital processes to ensure adherence to regulatory standards, reducing documentation errors by 20%.
• Streamlined data entry and validation workflows, improving reporting reliability and transparency across departments.
• Collaborated with cross-functional teams to implement digital systems, ensuring seamless compliance alignment and operational efficiency.

#DigitalTransformation #MedicalDevices #QualityAssurance #DataAccuacy #RegulatoryCompliance #ProcessImprovement

Procter & Gamble

Quality Engineer (Co-op)

Role duration - Jan 2013 to Aug 2015

Industry: Manufacturing – Consumer Goods

Utilized:
PlantSim - Supply Chain Simulation | VPIX - Virtual Plant Tours

Key contributions:
• Developed simulation models for smart bottle-cap testing, reducing waste by 15%.
Executed real-time variable titration using simulation data, enhancing production efficiency by 12%.
• Collaborated with cross-functional teams to standardize testing protocols, achieving consistent and reliable results.
• Conducted in-depth analysis of testing data to identify trends, improve product quality, and enhance performance.
• Led initiatives to standardize and streamline testing processes, increasing accuracy and consistency.

#DATAANALYST #QUALITYCONTROL #MANUFACTURING #SIMULATIONMODELING #PRODUCTQUALITY #EFFICIENCYIMPROVEMENT

Quality Engineer (Co-op)

Most mid-market companies lose revenue every day because sales and operations teams are buried in manual work.
Leads aren’t followed up fast enough. Inbound calls slip through the cracks. CRM updates are inconsistent.

That’s where I come in.

I run the AI-Powered Business Ops Accelerator, a done-for-you program that helps $5M–$50M companies automate lead generation, sales calls, and workflow processes in just 90 days — without adding headcount.

With my background as a Senior Business Analyst and Data Quality Leader (P&G, Zimmer Biomet, Medtronic, Canary Medical, Quanta Services), I combine deep data governance expertise with hands-on AI agent development. My systems cut admin time by up to 40% and increase conversions by ensuring no lead goes untouched.

📌 What we deliver:
→ AI agents for lead gen email campaigns, inbound/outbound calls, and CRM updates
→ Automated reporting and data governance workflows
→ Done-for-you setup, training, and 90-day ROI guarantee

If you’re leading sales or operations at a mid-market company and want to scale without scaling payroll, DM me “AI” here on LinkedIn.

Ogechukwu Okoh
Founder | AI-Powered Business Ops Accelerator
📍 Houston, TX | Working with clients globally

#AI #Automation #SalesOps #BusinessAnalysis #DataGovernance #RevenueEnablement

Ogechukwu Okoh

Being good at your job will open doors.
Being good to people will open rooms you didn’t know existed.

I’ve worked in global corporations, startups, and everything in between.

The pattern never changes:
The people who grow the fastest…
The people who get invited into opportunities…
The people leaders want on their team…
Aren’t just talented.

They’re liked.

Not fake. 
Not overly agreeable.
Just… human.

Here’s the part nobody teaches you:
Your relationships at work often determine your ceiling more than your skill set.

People advocate for people they enjoy working with.
People retain people they trust.
People promote people who make their job easier, not harder.

So don’t go to work just to work.
Say hello.
Show appreciation.
Build connection.

Invest in people — not for transactions, but for the truth.
Work is a team sport.

Your skills get you in the door.
Your relationships determine how far you go once you’re inside.

I got promoted twice in 18 months. Then I crashed.

Not because I couldn't handle the work.
Because I didn't know how to lead without burning out.

I was the "fix-it" guy. If something was broken, I jumped in. 
I worked weekends. 
I said yes to everything.

My managers loved it.
My body didn't.

One Sunday night, I sat in my car outside the office and realized: I can't keep doing this.

That's when I learned the hardest leadership lesson:
Your value isn't in how much you can carry. It's in how well you can build systems that carry themselves.

I started documenting processes. Training teammates. Automating repetitive work. Saying no to tasks that weren't mine to own.

Within 6 months, my team's output doubled and I was working 20% less.

Leadership isn't about being the hero.
It's about making yourself less necessary.

The best leaders don't do more. 
They multiply what's already working.

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Good Boss: Invests in your growth, not just your output.
Bad Boss: Assigns low-level tasks, then takes credit for them.

Good Boss: Trusts that you’ll deliver on time.
Bad Boss: Needs constant updates to feel in control.

Good Boss: Speaks positively about you in rooms you’re not in.
Bad Boss: Smiles to your face, but cuts you down behind closed doors.

Good Boss: Measures productivity by results and outcomes.
Bad Boss: Judges work ethic by how long you sit at your desk.

Invest in your people.
Their growth is your legacy.

I moved to the United States in 2011 with nothing but ambition, pressure, and a belief that I had to succeed.
Not just for me, but for my family.

I didn’t come from wealth.
I came from a culture where you work hard, stay humble, and make your parents proud.

My first few years weren’t glamorous.

I worked, studied, hustled, and figured things out alone in a country I didn’t fully understand yet.
I didn’t have the tech background everyone told me I needed.

I had Mechanical Engineering.
And a determination to make something of myself.

So I reinvented myself — again and again:
From engineering → data analytics
From data → software automation
From automation → AI consulting
And each pivot felt like starting over.

The truth:
Success is less about where you start and more about how many times you’re willing to step into the unknown.

Today, I help companies automate operations, build AI systems, and scale smarter.

I’m still getting better.
Still reinventing.
Still climbing.

Grateful for how far I’ve come.
Hungry for how far I’ll go.

If you’re on your own pivot journey, keep going.
Your story is still being written.

I once watched a VP spend 6 hours this week doing work a $20/month AI tool could've done in 8 minutes.

Here's what I've learned after helping 50+ leaders automate their operations:
The biggest barrier to AI adoption isn't the technology.
It's the identity wrapped up in being "busy."

We wear exhaustion like a badge of honor. 
We glorify the grind. 

We say we want freedom, but we're terrified to let go of the work that makes us feel needed.
So we stay stuck.

Manually building reports. 
Copying data between systems. 
Scheduling meetings one by one.

Meanwhile, AI sits idle, waiting to give you back 10–15 hours a week.

The companies winning right now aren't working harder.
They're questioning every manual task and asking: "Could AI do this?"

Your competitive advantage isn't how much you can do. 
It's how much you can delegate to people AND to technology.

DM me "AI" if you want to identify the low-level work draining your team's time.

Most consultants fail their transition the same way:
They come in guns blazing trying to change everything.

Nobody wants to be “fixed.”
They want to be understood.

When you step into a new team, don’t start by proving yourself.
Start by listening.
Understand how the team works.
How decisions actually get made.
What culture drives those decisions.
And most importantly, be likeable.

Your new teammates are humans first. 
Appeal to that.
Then learn...fast.

Ask the right questions.
Take notes. 
Observe dynamics.

But remember — the most knowledgeable people are also the busiest.
Don’t overwhelm them.
Use the access you have wisely, and find answers through observation and initiative.

Once you’ve earned trust and understand the system, start finding leverage points.

Where can you:
✔ Save the team time?
✔ Help generate revenue?
✔ Improve efficiency or wellbeing?
That’s how you go from “the consultant” to “someone we can’t afford to lose.”

Don’t chase authority, earn it.
Observe. Learn. Add real value.
That’s how you make the leap from contract to career.

Fear-based leadership is easy,
but it’s the fastest way to lose your best people.

Too many managers obsess over short-term numbers.

Meanwhile, their top performers are quietly polishing their resumes.

When teams operate from fear, they choose:
Safety over success
Silence over innovation
Survival over growth

If you want compliance, threaten job security.
If you want real impact, lead differently.

❌ What ineffective leaders do:
– Dangle “job security” over conversations
– Use subtle threats (“We need to talk about your future here…”)
– Manufacture false urgency (“This is due EOD!” when it’s not)
– Keep people guessing about projects and expectations
– Turn reviews into weapons

✅ What true leaders do:
– Recognize and appreciate—often
– Invest in employee growth
– Share the bigger vision and show how each role matters
– Give the team ownership (and trust them to deliver)
– Stand behind their team, always

Anyone can get people to obey out of fear.
Only real leaders win hearts, minds, and loyalty out of trust.

Lead with trust, not threats.
Want a team that cares? Start by showing you care.

The people you allow around you will make or break your future.
And most people learn this the hard way.

Warren Buffett said it best:
“Surround yourself with people who push you to do better.”

Here’s the truth most won’t admit:
Your environment is silently shaping your ambition… your discipline… and your standards.

In my early career, I thought success was about talent.
Then I realized it was about proximity.

Sit around complainers, you underperform.
Sit around builders, your whole life accelerates.

When I entered the AI and automation space, everything changed.

It wasn’t because the work got easier,
It was because I was finally surrounded by people who thought bigger, executed faster, and refused to settle.

High-performance is contagious.
So is mediocrity.

If you want to grow in 2025, audit your circle ruthlessly:
– Who drains your energy?
– Who expands your thinking?
– Who pushes you without competing with you?
– Who celebrates your wins like they’re their own?

Your circle is either your ceiling or your launchpad.
Choose wisely.

Ever feel like you’re working harder than ever,
but still not getting recognized for the value you bring?

It’s exhausting to be the engine behind the scenes, 
powering growth, 
solving problems…

And seeing others take the credit, 
or worse
being overlooked when the next opportunity comes up.

I’ve sat in those meetings, 
watched ideas get ignored, 
watched hours of drive and dedication get measured by “time at your desk” instead of results.

It’s time to flip the script:
You deserve systems that amplify your impact.
Cultures that value outcomes, not just hours.
Leaders who celebrate your wins and invest in your growth.

Success isn’t a solo sport.

When your talents are recognized, your whole team wins.
It’s your turn to build a legacy, one smart system at a time.

If you’re ready to work smarter, be seen, and finally get the recognition you deserve, DM me “IMPACT.”

I once lost an opportunity because I didn’t look like I was ready for it.

It was 2016.
I was working at a global company — talented team, high-visibility role.

One morning, my manager pulled me aside after a client presentation.

He said,
“You did great. But next time, dress like the person you’re asking them to trust.”

At first, I was defensive.
The work was solid. 
The data was sharp.
Why should my outfit matter?

But later, I understood:
He wasn’t talking about clothes.
He was talking about signals.

In every room — physical or virtual — people make split-second decisions:
“Can I trust you?”
“Do you take yourself seriously?”
“Do I feel confident putting my name next to yours?”

I started showing up differently.
Not fancier — just more intentional.

Pressed shirts. Eye contact. Better lighting on Zoom.

Same person. 
Same ideas.
Different energy.
Different outcomes.

You don’t have to dress up.
You just have to dress like the future you’re building.

Your next big break isn’t going to come because you ‘fit the job’ perfectly.
It’s going to come because you proved you could make the job fit you.

In consulting, I flipped the script dozens of times.
I joined projects where the title didn’t match my ambition.
The role didn’t reflect my vision.

But the company needed someone who could integrate AI-systems, strip out low-value work, and free up leadership time for strategy. 
That’s me.

Here’s the unspoken truth:
 ► Most hiring is backward-looking.
 ► The most successful hires are forward-acting.

When you bring a mindset of “What can I build?” 
instead of “What can I do?” 
you shift from being chosen → to being problem-solved.

I’ve helped teams automate ops, measure risk proactively, and unlock new strategic bandwidth, all because I walked in ready to build what wasn’t yet built.

Don’t just fit the role. 
Reimagine it. 
Make it yours.

Most careers don’t stall from lack of talent....

They stall from waiting for permission.

You wait for someone to notice your hard work.
You hope for the right moment.
You dream the stars will finally align.

I know the feeling. 
I waited years, thinking someone would open the door for me.

Then the truth hit:
No one’s coming to rescue me.
No one’s coming to crown me.
No one’s coming to hand me opportunity.

The only way forward?

Move from hoping to doing.
From asking to acting.
From waiting for change to becoming the change-maker.

Followers didn’t just show up. I earned every connection, every conversation.

Success didn’t appear overnight. I built it, brick by brick.

Freedom? I claimed it, one smart move at a time.

Here’s what I know:
Every morning, you have two options —

Wait on “what if”…
Or start creating “I will.”

The leaders you admire? 

They stopped waiting a long time ago.
They outgrew hoping.
They committed to building.

Stop asking, “Will someone notice me?”
Start showing, “Here’s why I matter.”

Your next breakthrough? It’s not waiting for you.
You have to make it happen.

Copy this, share it, own it.
Start building your own future, today.

Changing roles doesn’t mean you’re lost.
It means you’re chasing growth faster than comfort can catch you.

My career in consulting has been about constant change.
New roles, new teams, new projects.

In over 10 different companies, I’ve worked with leaders who moved fast, broke molds, and expected results.

Each transition felt like starting over.
But every one of them stretched me.
That’s the thing about consulting.

You rarely feel ready.
You just learn to rise.

Working across industries taught me something priceless:
↳ The best employees aren’t the ones who know everything.
↳ They’re the ones who figure it out anyway.

Growth doesn’t happen inside your comfort zone.
It happens in the room you weren’t sure you belonged in, but showed up anyway.

You don’t grow by doing what you’re ready for.
You grow by doing what readiness demands.

4 years ago, I faced a crossroads in my career.

I had just received an unexpected offer from another company,
One that would lift my salary by over 50%.

I was nervous to break the news to my boss.

When I told him, instead of frustration, he simply asked:
“How much are they offering?”
I shared the number.
He didn’t flinch.

Instead, he said:
“If this is the best move for you and your family, 
I’ll be your reference.”

He went out of his way to help me prep for the interviews,
And made sure I got that opportunity.

Our last meeting wasn’t about what I could do for him,
But what I could do for myself.

He taught me:
Great bosses put people first,
Even if it means letting them go to grow.

We’re still close friends today.

He checks in regularly and is genuinely proud of my progress.

It’s a reminder:
The right boss will celebrate your wins, 
Advocate for your best interests, 
Build a relationship that lasts beyond the workplace.

Do what’s best for you.
Don’t settle for anything less than respect and support.

If your LinkedIn strategy still looks like this…
 ❌ Post once a week and “hope” it performs
 ❌ DM recruiters and never hear back
 ❌ Spend hours applying online

You don’t have a content problem, you have a system problem.

In the last year, I tested over 100 AI-powered LinkedIn posts and campaigns.

The results?
More engagement, more visibility, and more impressions than ever before.

I put everything I learned into a free guide,
📘 The LinkedIn AI Playbook

Here’s what’s inside:
 💡 The exact post framework that attracts recruiters
 🤖 7 ChatGPT prompts to write content that converts
 📈 How to turn a viral post into a lead funnel

Dm me "PLAYBOOK" and I'll send it to you. 

You don’t need to post more. 
You just need to post smarter.

Stop asking "What can AI do?" 
Start asking "What can AI do for me?"

Most leaders are treating AI like a toy. 
They're generating headshots or writing funny emails.

The real power isn't in tactical tricks. 
It's in strategic systems.
You don't need to be a tech expert to use AI. 
You just need to be an expert in your own problems.

Here are 3 quick areas you can automate today:
↳ Lead Qualification - Use AI to score inbound leads based on your criteria, so your sales team only talks to hot prospects.
↳ Meeting Summaries - Automatically transcribe, summarize, and assign action items from every single call.
↳ Financial Reporting - Automate the pull of data from 5 different platforms into one simple, daily report that takes 30 seconds to read.

The goal isn't to "use AI." 
The goal is to get your time back.

Want my 5-step framework for finding your #1 automation opportunity? 
DM me "AUTOMATION".

I used to think I was behind in life.

Behind in my career.
Behind in success.
Behind in everything.

Then one day, it hit me:
What I call pressure is what someone else calls a blessing.

That “stressful” project? Someone wishes they had that opportunity.
That “difficult” client? Someone wishes they had clients.
That “hectic” day? Someone’s praying for a job.

We spend so much time trying to reach the next milestone that we forget to be grateful for how far we’ve already come.

Gratitude doesn’t mean you stop growing.
It means you recognize progress while you’re still in the process.

So today, take a moment.
Breathe.
Look around.
You’re doing better than you think.

What’s one thing you’re grateful for right now?

If you think LinkedIn is “just noise”, think again. 

One post changed my trajectory.

2 months ago, I made a simple commitment: Post every day.
Share one idea, lesson, or story; no matter how busy things got.

Thirty days later, one post landed over 13,000 impressions.

Suddenly, I was in DMs with leaders I’d never have crossed paths with in any other way.

I used to dismiss social platforms. 
Thought they were for kids, not pros.

Today? LinkedIn is where I explore my creativity, 
connect with incredible minds, 
and unlock opportunities.

There are 134 million professionals on LinkedIn every day.
And it doesn’t cost you a cent to put your voice out there.

Think your next big break is hiding offline?

Sometimes, it starts with a small, genuine conversation right here—free, instant, and one post away.

Why wouldn’t you take advantage of this?
Your next opportunity is waiting.

DM me “LINKEDIN” and I’ll show you the exact framework that led me from zero to 13K+ impressions, with a tiny following.

I’ve learned something over the years....

You can’t force people to care.
You can’t micromanage motivation.
And you definitely can’t control personality.

People are going to find a way to be who they are,
and when you give them space to do that, they often surprise you.

Some of the best work I’ve seen didn’t come from strict oversight or perfect systems…
It came from leaders who simply said:

“I trust you. Do it your way.”

When people feel trusted, they take ownership.

When they feel seen, they perform.

When they feel safe, they innovate.

So maybe great management isn’t about getting people to follow rules,
it’s about creating an environment where they don’t need them.

Let people be themselves.
They’ll show you what they’re capable of.

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Everyone wants better results.
But results don’t just happen.

Results come from action.
Action comes from thought.
And high-level thinking? That’s called strategy.

Most people “plan” - few actually strategize.

Effective strategy takes time, clarity, and insight.
AI gives you all three... instantly.

Use AI as your strategist, not just your assistant.
It can:
- Reveal blind spots you don’t see.
- Run risk scenarios faster than any analyst.
- Predict outcomes using patterns already in the market.
- Show what your competitors are doing before you even react.

In every industry, in every role, the people who learn to strategize with AI will outpace the ones who just use AI for convenience.

DM me “AI” if you want to learn how to turn AI into your personal strategist and build bulletproof plans that win every time.

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Tarek Taha

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taplio

The Battle

Tarek Taha

Ogechukwu Okoh

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Posts

Engagements

Likes

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

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