Resume Writer & Remote Career Coach + I’m “That Remote Guy” 🙋🏻‍♂️ Helping people find the remote career they’ve dreamed of in less time + Join 30K+ on the Escape the Cubicle Newsletter👇

You can work from anywhere. I’ll show you how. 👇

A Google search back in 2015 changed the course of my career, “How do you make money online?”

I was at a crossroads in my career and ready to make a change. I knew it was time to start building my own thing, a thing that someone couldn’t take away overnight. 

After discovering the world of freelancing, I replaced my income and never looked back. By the second year, I was able to triple that income (more than I ever thought possible) because of one platform: LinkedIn

LinkedIn allowed me to connect with clients all over the world, right at my fingertips. The opportunities that LinkedIn has opened up have been life-changing.

Now, I get to help others use LinkedIn to build a remote career as a Career Coach & Resume Writer and their own profitable brand as a Growth Strategist. I’ll help coach you on growing an online income through LinkedIn, a newsletter (like Substack), and a digital product.

…oh, and I still write amazing, interview-winning resumes if you need that. Just send a DM, and I’ll provide a free review for you. Or email it to me at (JohnHancockResumes@gmail.com).

---
Here’s what I've built:

✅ 125,000+ engaged LinkedIn followers
✅ 50,000+ LinkedIn newsletter subscribers
✅ 5,000+ Escape the Cubicle Substack subscribers
✅ 500+ transformed through my masterclasses
✅ 3000+ resumes written for every industry 

“Press Start” Here 👇

📌 Subscribe to my Substack at: www.EscapeTheCubicle.Substack.Com

📌 Join my Free 5-Day Email Class on “How to Grow & Monetize on LinkedIn” at the link top of my profile (or Featured Section)

📌 Connect for a 1on1 Coaching Call (by sending me a DM); I’ll help you build an actionable 30-day strategy to grow your brand on LinkedIn & Substack

📌 Grab my Six-Figure LinkedIn Growth Masterclass (& Playbook) with 500+ of my other students; click the link at top of my profile (or Featured Section)

📌 Get a newly polished resume at www.JohnHancockResumes.com

There's a better way to work. Let me show you how to find it.

Wes Pearce

Leaving a job because of a toxic boss isn’t weakness. It’s called self-preservation and being brave. 


I spent two years trying to "make it work" with a boss who constantly undermined me.

I watched my confidence erode. My Sunday nights became anxiety-filled. My health suffered.

Then I finally left.

Within two months at my new company, I realized something profound: I wasn't the problem. I never was.

Here's the truth: 

✅ 57% of people have quit specifically because of their boss, with another 37% considering it. (from DDI Development Dimensions International)

You're not alone if you're thinking about making that move.

What we tolerate becomes our standard. Every day you stay in a toxic work environment, you're telling yourself that's what you deserve.

The most courageous career move isn't always climbing higher. Sometimes it's walking away.

Watch for these warning signs that it's time to go:

📌 Your boss takes credit for your wins but blames you for their mistakes

📌 You receive unclear expectations then face criticism for not meeting them

📌 Your physical wellbeing or your mental health is declining

📌 You're constantly questioning your own competence at work 

📌 You can't remember the last time you were recognized for your work

A staggering 82% of American workers say they would quit their job because of a bad manager. The problem is, many don't, believing it reflects poorly on them.

Let me be clear: Leaving a toxic boss isn't failure. It's an act of self-respect.

—-
Ready to make your next move in 2026? I created Remote Dream Job Masterclass for you. 

Here’s the exact strategy & blueprint I teach all my 1on1 clients: https://lnkd.in/eExXfKCX

Resume Writer & Career Coach helping you “work from anywhere” 👨🏻‍💻 Follow for Career, Remote Job Search, and Creator Tips | Writing daily on EscapeTheCubicle.Substack.com Join 10,000+ Subscribers

I'll never forget the dream job I thought I had locked down. And then ghosted. 


Four rounds of interviews. Met with the hiring manager twice. Presented to the team. 

Even had a final conversation with the VP where he said, "We're really excited about bringing you on board. You'll hear from us this week."

Four weeks later, No call. No email. Not even a generic rejection.

I followed up once. Then twice. Then realized I was chasing people who clearly didn't respect my time enough to send a two-sentence email.

Here's what made it worse: I'd turned down other interviews because I thought this was a done deal.

That experience taught me something I'll never forget: How a company treats you during the hiring process is exactly how they'll treat you as an employee.

And companies wonder why they can't attract top talent.

Here's the reality: Every person you ghost tells 10 other people about the experience.

If you're hiring: Send the email. Even if it's a template. Even if it's bad news.

Candidates deserve basic human decency, not radio silence.

And if you're job searching: Remember that ghosting tells you everything you need to know about that company.

You didn't dodge a bullet. You dodged a whole firing squad. 

Has this ever happened to you?

—
📌 PS - Need more help with your job search? This is why I created Remote Dream Job Masterclass.

I’ll teach you the exact strategy I give my 1on1 clients to start generating remote job interviews without applying on job boards.

Or you can sign-up here: https://lnkd.in/eExXfKCX

The most inspiring story I've been part of this year wasn't about a 25-year-old founder.


It was about Margaret, my client who started her coaching business at 68.

After spending 40 years as a nurse, raising three kids, and surviving a divorce that wiped out her savings, she came to me ready to build something of her own.

No business degree, No email list, No idea how to start a Substack or sell coaching.

Just decades of experience helping people and a refusal to let age define what she could build.

We started from scratch. Built her Substack and then launched her pilot coaching program. Figured it out step by step.

Today? She's at 1,000+ subscribers and her coaching program is slowing booking out. She's making more than she ever did as a nurse doing work that finally feels like hers.

But you won't see Margaret on any "30 Under 30" list. You won't read her story in business magazines celebrating "young disruptors."

Because we're obsessed with early success. With people who "made it" by 25. With the idea that if you haven't figured it out by 40, you've somehow missed your window.

But some of the best work happens after 50. After 60. After life has given you the wisdom that only comes from actually living.

The 55-year-old who finally published their book after years of rejection.

The 62-year-old who started a business after being laid off and told they were "too senior."

The 70-year-old still learning, still growing, still proving that ambition doesn't retire.

Those are the stories we should be celebrating.

Age isn't a deadline. It's just more experience to build from.

——
📌 if you’re ready to building something of your own in 2026? 

I created a “LinkedIn Growth Guide” breaking down how I grew to 150K followers here and built a business around it.

If you’d like a copy, just comment “GUIDE” I’ll send it over to you.

The worst career advice I’ve ever heard: "Just give it more time. It'll get better."


I've watched too many people torture themselves staying in places that are slowly wearing them down.

Their mental health is suffering, confidence is shot, skills are stagnating.

All because someone convinced them that leaving "looks bad" or that they need to "stick it out."

Here's what actually happens when you stay too long in a toxic place:

-You normalize behavior you'd never accept anywhere else…

-You start believing the problem is you, not the environment…

-You waste years trying to prove yourself to people who've already decided not to see your value…

I've had clients stay in toxic jobs for three, four, five years because they were scared of what leaving would look like on their resume.

Every single one? Wished they'd left sooner.

Your resume doesn't need to show endurance or blind “loyalty.” It needs to show growth.

And sometimes growth means knowing when to leave.

Stop sacrificing your mental health to avoid an awkward conversation in an interview.

Staying in the wrong place doesn't make you loyal. It makes you unavailable for the opportunities you actually deserve.

Leave. Recover. Find better.

That's not quitting. That's self-preservation.

—
📌 Ready to make your next move in 2026? I created Remote Dream Job Masterclass for you. 

& a newly updated DIY Resume & Cover Letter Kit.

Here’s the exact strategy & blueprint I teach all my 1on1 clients: https://lnkd.in/eExXfKCX

Six years in the same role. Zero promotions. Zero growth opportunities.


Jessica had been at the same company for six years.

Same role. Same salary range. Same empty promises about "future opportunities."

She was good at her job. Actually, she was great at it. But there was nowhere to go. 

When we first talked, she knew she needed to leave. But she was paralyzed.

"What if I can't find anything better? What if I'm not as marketable as I think? What if this is as good as it gets?"

So she stayed. Watching her skills plateau while her frustration grew.

Here's what I told her: You're not going to grow in a place that's already decided you're done growing.

So, we built a 90-day exit plan. Targeted roles that actually matched what she wanted. Got her resume in front of the right people.

She put the work in. By the end of summer, she had an offer. 

Fully remote. Higher pay. And actual growth opportunities, not just vague promises in performance reviews.

Here’s the truth: You can't outgrow a space that's designed to keep you small.

You can work harder. Stay later. Prove yourself over and over. 

But if the ceiling is low, you're just going to keep hitting your head on it.

If you've been in the same place too long with nothing to show for it, the problem isn't you.

It's the environment you're trying to grow in.
Change it. And watch what happens.

(Image: Travis Bradberry)

—
📌 Ready to make your next move in 2026? I created my Remote Dream Job Masterclass to help. 

The Masterclass gives you the exact strategy I teach my 1on1 clients to attract recruiters and find your next work-anywhere role. 

You can join here: https://lnkd.in/eExXfKCX

No alternative text description for this image

Rachel stayed at her company for four years waiting to be seen.


Four years of coming in early. Staying late. Taking on projects nobody else wanted.

Her manager kept saying she "wasn't ready yet" for a promotion. 

Meanwhile, less experienced people kept moving up around her…

When she finally quit, her manager seemed shocked. "We were going to promote you next quarter."

Sure they were.

Here's where Rachel went: She found a company that saw her value immediately.

Within six months at her new company, she got the promotion her old job said she wasn't ready for. 

Within a year, she was leading projects her old manager said were "above her level."

Her old team reached out last month asking if she'd consider coming back as a senior manager.

She declined. She didn't need validation from people who spent four years overlooking her.

The thing about toxic workplaces is they convince you your value is tied to their opinion. 

That if they don't see what you bring, maybe you don't bring much.

Sometimes the best thing you can do is stop waiting for people to see your worth and go somewhere that already does.

You don't need their table. Build your own. 

Or find one that's been waiting for exactly what you bring.

—
📌 Ready to make your next move in 2026? I created Remote Dream Job Masterclass for you. 

& a newly updated DIY Resume & Cover Letter Kit.

Here’s the exact blueprint I teach all my 1on1 clients, to land interviews in weeks: https://lnkd.in/eExXfKCX

Leadership Coach, Mentor & Keynote Speaker • Helping leaders grow agility and spark innovation • Follow for posts about personal growth, productivity, and process improvement • Founder at Agile Experts.

🚀 I help leaders and organizations to seriously level up their performance. No fluff!
Catalyzing meaningful change and progress straight ahead.
Especially, if you got stuck in shortcuts.
But still willing to make a difference!

💥 As a Leadership, Business Agility Coach and Trainer I offer highly effective services for enterprise transformation, strategy development, process improvement, leadership agility and culture change.

My focus 👉 Leadership for an evolution of adaptive organizations, purpose-driven, innovative and engaging.

My personal stance 👉 Standing in Inquiry and Respecting other People's views! 
Co-Creating even Better Ways!

Key topics in my daily work, and as a creator/author are:
👉 personal growth, 
👉 leadership development, 
👉 product innovation, 
👉 and joyful productivity. 

As we have entered the age of AI, uncertainty and change is everywhere.
I keep exploring the latest trends and developments with AI.
And I'm sharing my insights about the possibilities that come for leaders and organizations through AI.

Mike Leber

Most companies hire for skill.
The smartest ones hire for character.
Because only character makes skills count.

No fancy title.
No perfect resume.
Just energy, values, and the will to grow.

One “yes” from the right leader can change a life.

Because what someone lacks in experience,
they can make up for in attitude, curiosity, and grit -
if someone else is willing to see it.

You can always teach the "how".
But you can’t teach the "who".

That’s the difference between a good hire
and a great one.

It’s not what they’ve done.
It’s who they are 👇

1. Attitude
Tough days don’t break them.
They show up with solutions, not excuses.

2. Curiosity
They ask why, not just how.
Always chasing better, never settling.

3. Integrity
They do what they say they’ll do.
Trust is their real resume.

4. Resilience
When things go wrong, they recover fast.
They take the hit, learn what matters, 
and stand back up again.

5. Humility
Listening matters more than being right. 
That’s how real growth happens.

6. Accountability
When they drop the ball, they own it.
Then they fix it - no drama.

7. Empathy
They notice what others feel, not just what they do.
True connection starts there.

8. Initiative
They step in without being asked.
No push. No permission.

9. Self-awareness
They know their impact.
Adjust, learn, improve - repeat.

You can teach skills.
You can’t teach soul.

Hire for character.
Train for skill.
Lead with both.

♻️ Repost to remind others that impact starts with character.
➕ Follow Mike Leber for daily insights on leadership and growth.

Your title won’t be remembered.

But the way you treat people will.

I’ve seen both sides of leadership.
Titles that looked impressive on paper.
And leaders people still talk about years later.

They’re not the same.

Because promotions fade.
Power shifts.
And titles disappear.

But the way you lead others?
That’s your real legacy.

Most chase titles, 
perks, and status symbols.

Few focus on the one thing 
that makes leaders unforgettable:

✨ How they make people feel.

9 Mindset Shifts to be a leader people remember:

1. From Authority → To Influence
Titles give control.
Character earnstrust.

2. From Power → To Service
Stop leading for perks.
Start leading for people.

3. From Ego → To Empathy
Replace “I know best” with
“What do you need?”

4. From Credit → To Contribution
Give recognition away freely.
Shared wins last longer.

5. From Command → To Connection
People don’t follow rules.
They follow relationships.

6. From Perfection → To Humanity
Admit mistakes.
Show vulnerability.
That’s how trust forms.

7. From Silence → To Listening
Not just hearing words-
understanding what’s unsaid.

8. From Recognition → To Growth
Your real job?
Make others better than you.

9. From Titles → To Impact
No one celebrates your org chart.
They remember your impact.

Leadership isn’t the label on your badge.

It’s the fingerprints 
you leave on people’s lives.

Lead in a way they’ll never forget.

✅ Did this resonate? 

Let’s make leadership about people again.

♻ Repost to spark this shift in your network.
➕ Follow Mike Leber (👉https://lnkd.in/dtbDSxss) for daily insights on leadership and growth.

—

📌 Grab my free "True leader's playbook" for leadership growth
https://lnkd.in/eNy9xRUK

Some leaders read numbers.

Great leaders read people.

They notice what others miss.
The pause.
The tension.
The thing no one says out loud.

Because empathy isn’t a soft skill.
It’s awareness.
Of what’s actually happening beneath the surface.

Too many chase KPIs 
and forget the humans behind them.
They master management - but fail at humanity.

Real leaders don’t talk about empathy.
They prove it. 👇

1. They notice when something’s off
The smile is forced.
The room feels heavy.
They check in before it breaks.

2. They ask before they act
No jumping to judgment.
“What’s making this hard for you right now?”
Understanding beats assumption.

3. They protect dignity, not egos
Direct, never demeaning.
Growth can’t grow in shame.

4. They slow down when others struggle
Compassion > urgency.
Lift one person, not just the numbers.

5. They normalize honesty
No pretending. No masks.
They make it safe to say, “I’m not okay.”

6. They stay kind under pressure
When it’s hardest to care,
that’s when it matters most.

7. They understand you carry more than tasks
Sometimes it’s grief.
Sometimes fear.
Sometimes life itself-
and they make space for all of it.

Experience can teach you process.
Empathy teaches you people.

And that’s the difference
between managing work
and changing lives.

♻ Repost to spark more care, less control.
➕ Follow Mike Leber for daily insights on leadership and growth.

—

📌 Grab your free "True Leader's Playbook"
21 daily habits that build trust - one human moment at a time.
👉 https://lnkd.in/eNy9xRUK

You can’t grow in soil that starves you.
No matter how hard you try.
No matter how talented you are.

Choose better ground.

Because growth isn’t just about effort.
It’s about environment.

You can do everything right
and still lose your spark 
around the wrong people.

Let go of those who:
🚫 Smile to your face, but doubt behind your back
🚫 Shrink every big idea
🚫 Disappear when you struggle
🚫 Compete with you when you win
🚫 Need you smaller to feel bigger

Hold close the ones who:
✅ Remind you of your worth when doubt gets loud
✅ Believe in your next step before it's visible
✅ Challenge you with care, not ego
✅ Celebrate your wins like their own
✅ Protect your peace when you forget to

Because growth doesn’t happen in noise.
It happens in safety.
In belief.

It happens where you're
seen, supported, and stretched.

So if you feel stuck -
maybe it’s not you.
Maybe it’s your soil.

Find the people who lift you up.
Leave the ones who drain your potential.

Change the ground.
And watch where you’ll grow next. 🌱

♻ Repost to remind someone: you don’t grow where you’re drained.
➕ Follow Mike Leber for daily inspiration on human-first leadership.

Image credit & inspiration: Justin Wright

—

📌 I’m building a free Leadership Readiness Assessment 
to help leaders shape environments where people and innovation thrive.
Join the waitlist to get it first 👉 
https://lnkd.in/dQt7W-GZ

Wealth can fill a bank.
Power can fill a room.
But kindness? That’s what fills a life.

Impact isn’t measured by what you collect.
It’s measured by what you leave behind.

By who felt stronger because of you.
By who felt safer.
By who felt seen.

The people who shape us most
don’t do it with titles or trophies.

They do it with qualities that don’t expire.

If you want to know who truly matters,
look for these:

9 qualities worth admiring 👇

1. Courage
Choosing what’s right- 
especially when it costs something.

2. Consistency
The same person on hard days
and easy ones.

3. Integrity
Doing the right thing-
even when no one’s watching.

4. Humility
Staying teachable, 
no matter how loud the applause.

5. Presence
Undivided attention-
as if nothing else exists.

6. Encouragement
Speaking belief- 
when someone is close to giving up.

7. Compassion
Seeing past flaws-
and choosing to believe in the best.

8. Gratitude
Never treating people
as replaceable.

9. Authenticity
Dropping the mask 
and letting honesty lead.

These are the people who shape destinies.
Not the loudest. 
Not the richest. 
Not the most decorated.

But the ones who show up real.
Who make you feel seen.
Who remind you that people matter more than trophies.

Because in the end, 
we don’t remember perfection.

We remember presence.
We remember gratitude.
And the ones who made us braver, steadier, better.

♻ Repost to remind your network: admire what lasts, not what shines.
➕ Follow Mike Leber for daily insights on personal growth.

Image credit: Business2success on Instagram

Most leaders think kindness is a style.
The best ones know it’s a test.
Especially under pressure.

I've seen two types of "kind" leaders.

The first use kindness when it's useful.
When engagement drops.
When people were about to leave.
When results start slipping.

Kindness as an intervention.
A tactic.
A temporary tone change.

I’ve been on the receiving end of that.
The sudden check-in.
The caring words-
right after numbers turn red.

It feels supportive.
Until it disappears the moment things stabilize.

Then there’s the other kind.

Leaders whose kindness doesn’t fluctuate.
Not with results.
Not with mood.
Not with stress.

They don’t become colder when things get hard.
They don’t grow nicer when they need something.
They don’t switch empathy on and off.

Kindness - when it actually costs something 👇

1. When someone admits they’re overwhelmed - late
Not early. Not polished. 
Simply Late.
The leader doesn’t ask why.
They say: “Thanks for telling me now.”

2. When a top performer drops the ball - for the first time
No overreaction. 
No silent judgment.
Just one question: “What changed?”

3. When someone makes a visible mistake in front of clients
The leader absorbs it publicly.
The Learning happens privately.

4. When feedback is needed - and it won’t be easy to hear
They don’t lead with criticism.
They lead with belief.
“This matters. And I know you can handle it.”

5. When someone asks for time off - and feels guilty for asking
No negotiation. 
No pressure.
“Go. We’ve got this.”

6. When layoffs or restructuring are unavoidable
No hiding behind email. No corporate fog.
They show up. 
Answer hard questions.
Acknowledge the impact.

7. When someone’s personal life collides with work
No probing. No conditions.
Just flexibility.
Offered quietly. 
Remembered forever.

The difference shows up in real moments.
Same crisis.
Same constraints.
Same stakes.

One leader suddenly “listens” because they need buy-in.
The other listens because that’s who they are.

Kindness that’s conditional builds suspicion.
Kindness that’s constant builds trust.

And people feel the difference instantly.

You can’t fake kindness under pressure.
You either carry it-
or you don’t.

♻ Repost to show what leadership can look like.
➕ Follow Mike Leber for daily leadership insights that actually stick.

Image inspiration: Chris Laping

—

📌 I’m building a free Leadership Readiness Assessment 
to help leaders understand the impact they're leaving behind.
Join the waitlist to get it first 👉 
https://lnkd.in/dM8Ks7Ns

Hard work isn’t always the problem.
Talent isn’t either.
Sometimes it’s just the wrong environment.

Many people feel stuck in their careers. 
and assume something must be wrong with them.

So they work harder.
Prepare more.
Care deeply.

And still...
it never feels like enough.

I learned this the hard way too.

You can give your best.
Do everything "right".

And still stall.

Because growth doesn’t only depend on how hard you try -
it depends on where you’re trying to grow.

It took me far too long to see this:

I wasn’t failing.

I was forcing my best work 
to survive in the wrong environment.

That’s when the question changed.

Not “What’s wrong with me?”
But “Is this an environment where I can actually thrive?”

Because environments don’t just shape performance.
They quietly decide who gets to grow - 
and who slowly shrinks.

If growth ever felt easier than expected, 
this is why 👇

1. Pace is set by clarity - not urgency
Not everything is “critical.”
Thinking isn’t rushed.
Healthy environments know what can wait.

2. People don’t compete for visibility
Credit isn’t scarce.
Ideas don’t need protecting.

3. Disagreement doesn’t threaten belonging
You can challenge ideas
without risking your place.

4. People are allowed to change their minds
Updating your view isn’t weakness.
It’s expected.

5. Your value doesn’t reset each morning
You don’t have to re-earn your worth.
You’re trusted - even on quiet days.

6. No one weaponizes your honesty later
What's shared in trust
stays in trust.
Psychological safety has memory.

7. Leaving isn’t framed as betrayal
People can outgrow roles 
without becoming enemies.

If something feels heavy where you are,
don’t rush to fix yourself.

Nothing may be broken.
Some environments don’t grow people -
they drain them.
Or just don't fit.

You don’t need to become more.
Just the right place to become yourself.

♻ Repost for someone who hasn’t found their right place yet.
➕ Follow Mike Leber for leadership that puts people first.

Anyone can lead when things go well.
Real leadership shows up
when pressure enters the room.

Pressure in conversations.
In reactions.
In how people are treated when plans fall apart.

That’s where most leaders disappear.

Here’s the uncomfortable truth:
Your leadership legacy isn’t written in targets or results.
It’s written in moments no one rewards you for.

When mistakes don’t cost dignity.
When struggle doesn’t invite punishment.
When goodbyes don’t erase respect.

That’s the real test.

Because bad leaders still hit numbers.
They get promoted.
They look impressive on paper.

But they leave behind:
People who doubt themselves
Teams that stop speaking up
Silence disguised as “alignment”

Real leaders leave something else entirely.

If you want to lead like that,
this is where it shows 👇

1. Be kind when it costs you nothing
The baseline most leaders never reach.

2. Ask “What do you need?” before “Why is this late?”
Support first. Performance follows.

3. Separate the person from the problem
Correct without crushing.

4. Adapt your leadership to the human - not the role
Same standards. Different support.

5. Remember presence isn’t one-size-fits-all
Not everyone signals confidence loudly - and they shouldn’t have to.

6. Speak the truth gently - and still speak it
Kind without honesty isn’t leadership.

7. Refuse to trade values for speed, image, or approval
Pressure exposes what you really stand for.

8. Stay human after people resign
Decency doesn’t expire with access rights.

9. Leave people feeling respected - even in disagreement
That’s the part they remember.

Trust me.
If this feels small, it isn’t.

This is where leadership is decided.

Not in big speeches.
But in small choices, repeated daily.

That’s how trust is built.
That’s what lasts.

Lead for that.

♻ Repost to raise the bar for leadership.
➕ Follow Mike Leber for daily insights on people-first leadership.

—

📌 I’m building a free Leadership Readiness Assessment 
to help leaders understand & dial up the impact they're leaving behind.
Join the waitlist to get it first 👉 
https://lnkd.in/dM8Ks7Ns

You can tell a strong team instantly.
Not by who wins.
But by who wants others to.

Some teams look like teams.

Busy. 
Polite. 
Aligned on paper.

I used to think that was teamplay.

Turns out, it’s often just people cooperating
while quietly protecting themselves.

Real teams feel different.

They don’t need heroics.
They don’t need competition disguised as “drive.”

They need an environment
where people don’t have to armor up
just to do good work.

That’s the part many leaders miss.

Because when people are protecting themselves,
they’re not building anything together.

But when leadership gets it right,
something rare happens-

People stop keeping score.
They stop posturing.
They start lifting each other.

Real teams don’t announce themselves.
They behave like this 👇

1. People ask for help without rehearsing an excuse
No long explanations.
No justification.
Just trust that asking won’t cost them credibility.

2. Pressure pulls people closer, not apart
Deadlines don’t turn into blame games.
Challenges don’t trigger silence.
They trigger collaboration.

3. Someone leaves early-and the team protects their absence
No jokes. No side comments.
Just respect.
Because performance isn’t measured by sacrifice theater.

4. Success feels shared-even across roles
Engineering celebrates Sales wins.
Sales protects Delivery constraints.
Functions stop competing. 
Because leadership aligned them around outcomes, not optics.

5. People challenge each other without escalating
No triangulation.
No politics.
Just direct, adult conversations.

6. The leader becomes less central over time
More conversations happen without them.
More decisions stick without escalation.

7. Trust survives bad weeks
Because it was built before things got easy.

If you lead people, this is the part that matters.

Not the plans.
Not the metrics.
Not the moments where everything works.

But the invisible shifts:
When people feel safer asking for help.
When pressure makes them lean toward each other.
When success feels shared instead of scarce.

This won't show up on dashboards.
But it’s the reason everything else works.

That’s leadership that lasts.

♻ Repost if this reflects the teams you believe in
➕ Follow Mike Leber for leadership worth practicing

You can replace roles.
But you can’t replace trust.
And you can’t rehire loyalty.

That’s where many leaders get it wrong.

They treat people like inventory.
Interchangeable. Replaceable.
“Another hire will fix it.”

But trust doesn't reset.
And loyalty doesn’t return once it’s gone.

By the time this becomes clear,
their best people have already decided to leave.

10 daily choices that make people stay -
not walk 👇

1. Notice effort, not just outcomes
Results are visible.
Effort is usually quiet.
Ignored effort slowly disconnects people.

2. Defend reputations
If gossip travels faster than your support,
loyalty dies in silence.

3. Protect their energy
Burnout isn’t a character flaw - it’s neglect.
Guard energy like you guard budgets.

4. Cheer when they outgrow you
If you helped build their wings,
don’t fear their flight.

5. See the whole person
Not just their role.
Not just their output.
People stay where their humanity is valued.

6. Make hard talks human
Correction without care feels like attack.
Care is what lets truth land.

7. Give them room to grow
No stretch. No future.
People don’t leave for more money -
they leave for more oxygen.

8. Invite their fingerprints on decisions
A real seat at the table 
means their ideas shape the outcome.

9. Celebrate milestones, not just KPIs
First wins. Anniversaries. Life events.
These anchor belonging.

10. Ask what they need
Don’t assume. Needs evolve.
Care means asking again.

Deadlines fade.
But how you made people feel-
that’s remembered forever.

Safe. Seen. Supported.

Be the reason someone stays,
not the reason they go.

Lead so people stay by choice,
not by contract.

♻ Repost if this is the kind of workplace you want to build.
➕ Follow Mike Leber for leadership that people actually stay for.

The best leaders don’t make themselves necessary.

They don’t confuse presence with impact.

Most people fear being replaceable.
Many leaders let that fear shape how they lead.
So they cling.

To control.
To visibility.
To being “needed.”

I’ve seen this up close-
in boardrooms, 
leadership teams, 
and fast-moving organizations.

Being replaceable is normal.
Being forgettable is optional.

Great leaders understand this.

They don’t try to become indispensable.
They make their impact undeniable.

They make themselves unnecessary-
and unforgettable.

Years later, 
these are the moments people still remember 👇

1. Designing decisions that survive absence
Progress without permission. Leadership that works when you’re gone.

2. Being consistent on the hard days, not just the good ones
Same tone. Same standards. Safety when pressure hits.

3. Taking the heat upward to protect teams downward
Questions absorbed. Trust deepens when stakes are real.

4. Giving someone a second chance when it’s easier not to
Firm line. But still an open door.

5. Giving someone dignity on the worst day of their career
Private conversation. Self-respect preserved.

6. Saying no to growth that would break the team
Ambition paused. Sustainability over applause.

7. Leaving behind leaders instead of followers
Judgment shared. Impact beyond presence.

8. Taking a career risk so someone else doesn’t have to
Cover provided. Legacy sealed.

Leadership isn’t about being irreplaceable.
That's a trap.

It’s about leaving people stronger,
systems healthier,
and standards clearer than before.

You may be replaced one day.
But your impact doesn’t have to be.

♻️ Repost to normalize leadership that multiplies.
➕ Follow Mike Leber for practical, human leadership insights that stick.

Image credit: Simon Koerner

—

📌 I’m building a free Leadership Readiness Assessment 
to help leaders understand the impact they're leaving behind.
Join the waitlist to get it first 👉 
https://lnkd.in/dM8Ks7Ns

Most careers aren’t destroyed by failure. 

They’re destroyed by careless words.

And most leaders don’t realize
they’re shaping confidence mid-conversation.

Too many believe performance comes from pressure.
From pushing harder.
From raising the bar louder.

But the truth is simpler - and far more powerful ...

Performance comes from belief.
Belief isn’t given.
It’s spoken into existence.

One sentence can shrink someone.
Another can set them free.

9 things great leaders say.
Each one can change a career. 👇

1. “I trust your judgment.”
→ Ownership replaces hesitation.

2. “I’ve noticed your growth.”
→ Progress feels seen - not assumed.

3. “Take the lead on this.”
→ Turns tasks into opportunities.

4. “Your perspective matters.”
→ Invites quiet voices stepping forward.

5. “Let’s learn from this.”
→ Turns failure into fuel for growth.

6. “You made a real difference.”
→ Connects effort to lasting impact.

7. “I’ve got your back.”
→ Creates safety nurturing boldness.

8. “I’m proud of you.”
→ Plants a memory people never forget.

9. “I believe in you.”
→ Unlocks greatness hiding in plain sight.

Kind words spark brave voices.
Brave voices build strong teams.
Strong teams build cultures people don’t want to leave.

Lead with kindness.
Lead with courage.
Lead with the power of your voice.

Your words might be the reason someone finally believes-
in themselves, 
in their team, 
and in what’s possible.

♻ Repost to remind leaders: words matter.
➕ Follow Mike Leber (👉https://lnkd.in/dtbDSxss) for daily insights on leadership and growth.

Average leaders chase the spotlight.
Good leaders stand in it.
Great leaders give it away.

I’ve learned this the hard way.

The most effective people I worked for
were never the smartest in the room.
And they never tried to be.

They focused on something harder:
bringing together people who were better than them
at different things -
and making that work.

Too many managers chase credit.
Titles.
Applause.

The ones who truly scale impact
do the opposite.
They stop proving themselves
and start building the team.

Most people in charge get this wrong.
The great ones do these 9 things instead 👇

1. Create safety for truth
People speak up because honesty isn’t punished.

2. Step back at the right moment
They know when leadership means getting out of the way.

3. Absorb blame. Spread praise.
They carry weight quietly and give credit loudly.

4. Stay calm when it's messy
Their energy sets the tone for the room.

5. Ask the harder questions
The ones that spark thinking - not comfort.

6. Choose principles over politics
They protect what’s right, not who’s powerful.

7. Pay people what they’re worth
Because respect also shows up in the paycheck.

8. Build careers, not cages
They want you to grow - even if it means outgrowing them.

9. Multiply others
Their impact lives in the leaders they leave behind.

At the end of your career,
no one will remember your slides.
Or your frameworks.
Or your perfect strategy.

They’ll remember the people you assembled.
The strengths you combined.
The trust that made it work.

That’s real leadership.
Not being the best at everything -
but knowing how to bring the best together.

♻ Repost to inspire the next generation of leaders.
➕ Follow Mike Leber for grounded leadership that actually lasts.

Image credit: Carmen Morin

—

📌 Grab your free "True Leader's Playbook"
21 daily habits to earn trust and lift people:
👉 https://lnkd.in/eNy9xRUK

A bad manager breaks your confidence daily.
A great one builds it back stronger.
The damage is quiet-until it isn’t.

It doesn’t show up all at once.
It seeps in through how work feels.

You speak less.
You hesitate more.
You start doubting yourself.

And by the time most people notice,
they’re already exhausted, 
disengaged, 
or mentally gone.

So let’s get real about the signs.
Before it costs you your peace, progress, or potential.

9 moments that expose the truth 👇 

1. When things go wrong
❌ Points fingers.
✅ Takes responsibility.

2. When you share an idea
❌ Dismisses it - or steals it.
✅ Explores it - and gives you credit.

3. When you're struggling
❌ “Not my problem.”
✅ “Let’s solve this together.”

4. When you mess up
❌ Public blame.
✅ Private guidance.

5. When you shine
❌ Feels threatened.
✅ Feels proud.

6. In 1:1s
❌ Task dumps.
✅ Career check-in.

7. When you want to grow
❌ “You’re not ready.”
✅ “Here's how.”

8. When you set boundaries
❌ Guilt and pressure.
✅ Respect and trust.

9. When you give feedback
❌ Shuts it down.
✅ Leans in and listens.

Toxic leadership shrinks people.
Great leadership multiplies them.

One makes you question your value.
The other reminds you of it.

You deserve to grow.
To feel safe.
To bring your best without fear.

And if you’ve never had that kind of leader - 
be the one you needed.

♻ Repost to help someone see what's possible.
➕ Follow Mike Leber (👉https://lnkd.in/dtbDSxss) for daily insights on leadership and growth.

Quote credit: Dr. Carolyn Frost

People don’t leave for higher pay.
They leave because no one ever said:
“Your work matters.”

I’ve seen great people walk away.
Not for money-
but for meaning.

The truth?
Hard work doesn’t break people.
Being invisible does.

Because when someone feels appreciated,
they don’t just show up.
They light up.

This is what appreciation actually does 👇

1. Energy multiplies
Seen effort fuels people.
Unseen effort kills them inside.

2. Loyalty locks in
People don’t quit jobs.
They quit being ignored.

3. Creativity explodes
Recognition creates safety.
Safety sparks risk-taking.
That’s where innovation starts.

4. Performance compounds
One “thank you” doesn’t just acknowledge the past.
It accelerates what comes next.

5. Culture shifts
Appreciation spreads fast.
What you model, others repeat.

6. Trust deepens
Appreciation says: “I see you. I value you.”
That's the soil where trust takes root.

7. Potential unlocks
When people feel recognized,
they stop holding back.
And start reaching higher.

Anyone can hand out paychecks.
Few know how to hand out belief.

Notice more.
Assume less.
Choose appreciation.

💡 Tag someone who deserves to hear “you matter” today.

♻ Repost to make appreciation the norm.
➕ Follow Mike Leber for daily insights on human-first leadership.

—

📌 I’m building a free Leadership Readiness Assessment 
to help leaders understand the impact they're leaving behind.
Join the waitlist to get it first 👉 
https://lnkd.in/dM8Ks7Ns

Most leaders chase the spotlight.
Great ones give it away.
That’s how real respect is earned.

Many think leadership means being seen.
Speaking louder.
Owning the room.

But here’s the paradox:
The more light you take,
the less space others have to rise.

Real leaders don’t chase attention.
They redistribute it- 
for everyone else.

Because power isn’t proven by presence.
It’s proven by who grows around you.

How real leaders make others unstoppable 👇

1. Visibility
They make people seen, not small.
What you ignore - you slowly lose.

2. Trust
They give ownership before certainty.
Control shrinks people. Belief expands them.

3. Challenge
They don’t protect from storms.
They walk through them together.

4. Empowerment
They pass the mic.
Leadership isn’t volume - it’s amplification.

5. Credit
They reflect praise like a mirror.
Because credit shared becomes culture.

6. Example
They teach more through calm than command.
People copy consistency - not charisma.

7. Legacy
No hunger for applause.
Just the quiet work of lifting people
who lift others next.

Great leaders don’t collect followers.
They create leaders who can stand without them.

Control becomes trust.
Ego turns into service.
Credit transforms into legacy.

The real reward of leadership
is watching others win without you.

♻️ Repost to celebrate the leaders who lift others higher.
➕ Follow Mike Leber for daily insights on leadership and growth.

Image credit: Justin Wright

—

📌 I’m building a free Leadership Readiness Assessment 
to help leaders shape environments where people and innovation thrive.
Join the waitlist to get it first 👉 
https://lnkd.in/dQt7W-GZ

The most dangerous leaders I know
aren't incompetent.
They’re deeply convinced.

BlackBerry had confidence.
Kodak had a legacy.
Blockbuster had scale.
Nokia had talent.

Until they didn’t matter anymore.

That’s the price of certainty.

I’ve watched the same pattern up close.

Smart leaders.
Respected leaders.
The ones everyone listened to.

Until they stopped listening themselves.

Meetings where questions disappeared.
Feedback got “acknowledged” - then ignored.
Concerns were labeled as resistance.
New ideas dismissed with:
“We’ve tried that before.”

That’s when things quietly broke.

Not all at once.
But slowly.
Predictably.

And that’s the danger in turbulent times like these.

Because certainty feels safe -
right up until it isn’t.

What works now isn’t louder conviction.
It’s faster learning.

This is what keeps leaders relevant 👇

1. Questions before conclusions
Curiosity first. Certainty later.

2. Dissent earning airtime
Pushback is treated as signal, not friction.

3. The last word isn’t theirs
Decisions stay open long enough for truth to surface.

4. “We’ve always done it” is a red flag
Familiarity gets challenged, not trusted.

5. Quiet voices get amplified
Insight isn’t confused with volume.

6. Mistakes aren’t dissected in public
Learning stays safe. Fear stays out.

7. “That’s weird” isn’t the end
Unconventional ideas get explored, not buried.

8. “Let’s test it” replaces “That won’t work”
Stop debating.
Start testing.

The leaders who last
aren’t the loudest.

They’re the most curious.

They don’t win by having the best answers.
They win by asking better questions - 
again and again.

And in a world that won’t slow down,
the most powerful move a leader can make
is simple:

Stay teachable.

♻ Repost if you believe curiosity is a leadership strength.
➕ Follow Mike Leber for daily leadership insights that challenge the status quo.

—

📌 I’m creating a free Leadership Readiness Assessment 
to help leaders spot blind spots before they turn into breaking points.
Join the waitlist to get it first 👉 
https://lnkd.in/dM8Ks7Ns

The people who rise fastest?
Not the loudest. Not the ones with fancy titles.
It’s the ones who show up when it matters most.

Think about who you’d call first
when things start to break.

That instinct is rarely wrong.
People follow behavior before hierarchy.

Titles might open doors.
But what keeps you in the room
is how you show up -
every single day,
for others.

✔️ Through uncertainty.
✔️ Through their challenges.
✔️ Through the grind.

Because leadership isn’t a title.
It’s a behavior.

And the real leaders?
They make life easier - not harder.

9 behaviors that earn real respect 👇
(no title required)

1. Stay calm in chaos
When pressure spikes, stability replaces panic.

2. Communicate clearly
Simplify when others complicate.

3. Listen fully
Not to reply - but to understand.

4. Move things forward quietly
Progress doesn't need applause.

5. Fix outcomes, not narratives
Results end debates.

6. Own the hard stuff
Take responsibility when others run.

7. Stay consistent
Your word becomes your reputation.

8. Protect the team’s dignity
Never trade people for status.

9. Lead with empathy
Because people never forget how they were made to feel.

Want to stand out?
Show up for others.

Be the calm in their storm.

Be the person 
who makes things easier, 
not harder.

That’s leadership. 
No title required.

♻ Repost to help someone in your network lead better.
➕ Follow Mike Leber for daily insights on leadership and growth.

—

📌 Grab your free "True Leader's Playbook"
21 daily habits that build trust - one human moment at a time.
👉 https://lnkd.in/eNy9xRUK

Don’t stay where you feel empty.
“It’s too late” might make sense.
But it isn't true.

Straight careers?
They barely exist.

The interesting ones?
They zigzag.

Look closer:
➟ Jeff Bezos - worked in finance ➝ Amazon at 30.
➟ Arnold Schwarzenegger - actor at 30 ➝ Governor at 56.
➟ Vera Wang - ice skater, journalist ➝ Fashion designer at 40.
➟ Julia Child - cook. Author at 49 ➝ TV star at 51.
➟ Harrison Ford - carpenter ➝ Hollywood icon at 35. 

Most career advice gets it backwards.

They tell you:
Polish the résumé
Wait until you’re ready
Don’t take risks

I’ve seen people stay and fade.
Others leave messy - 
and rise faster than expected.

Same fear.
Different futures.

This is what separates stuck from evolving 👇

1. Stop optimizing what you want to leave
Polish can’t fix misalignment- 
only change can do.

2. Let go of outdated identities
What once protected you 
can quietly become what holds you back.

3. Detach your worth from your last title
That role expired.
Your value didn’t.

4. Stop competing with twenty-somethings
They win on speed.
You win on judgment.

5. Choose roles that value perspective
Execution is common.
Context is rare.

6. Build proof before you announce change
Side projects speak louder
than career declarations.

7. Don’t burn bridges to feel brave
Quiet exits scale better.
So do reputations.

8. Collect rejection deliberately
“No” proves momentum.
Comfort proves avoidance.

9. Build a financial runway first
Liquidity creates leverage.
Leverage creates calm.

The truth?

Career change isn’t about age.
It’s about refusing rules that no longer fit.

Leave what drains you.
Build what hasn’t fully formed yet.

One day you’ll call this obvious.
Today, it’s just brave.

♻️ Repost this for someone who needs it.
➕ Follow Mike Leber 👉 https://lnkd.in/dtbDSxss for clarity and courage to reinvent your career.

Most careers are built on approval.
The ones that last
are built on conviction.

There’s a moment in every career
that quietly decides everything.

Not the promotion.
Not the title.
Not the applause.

It’s the moment you stop asking,
“Will this be accepted?”
instead start asking,
“Is this true?”

That shift is invisible.
But it changes how you think.
How you decide.
How fast you grow.

Most people never make it.

They trade instinct for safety.
Judgment for consensus.
Edge for approval.

And call it professionalism.

If you want work that actually lasts, start here 👇

1. Trust the ideas that feel alive-even when they’re inconvenient.
If it won’t let you go, it’s trying to take you somewhere.

2. Obsess without apologizing.
Excellence never starts casual.

3. Use your weird thinking as leverage.
Innovation doesn’t come from best practices.

4. Expect to be misunderstood early.
Most breakthroughs sound excessive
right up until they become necessary.

5. Stop diluting yourself to move faster.
Shrinking only delays growth.

6. Choose people who don’t ask you to be smaller.
The right ones will pull you forward.

7. Refuse to turn down your inner volume to make others comfortable.
Impact doesn’t come from fitting in.
It comes from conviction.

The people who change things
aren’t reckless or lucky.

They’re aligned.

They move because they know
when to listen-
and when not to.

Because the world doesn’t reward volume control.
It rewards integrity.

♻ Repost to remind someone they don’t need to shrink to succeed.
➕ Follow Mike Leber (👉https://lnkd.in/dtbDSxss) for insights on leadership, innovation, and growth.

Quote: Steven Bartlett

taplio

The Battle

Wes Pearce

Mike Leber

Followers

Posts

Engagements

Likes

Performance ScoreWes Pearce's LinkedIn Performance

Performance ScoreMike Leber's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Wes Pearce

Mike Leber

Followers

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);}Wes Pearce's LinkedIn Performance

Performance ScoreMike Leber's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreWes Pearce's LinkedIn Performance