Little Talent Group, LLC

As an Executive Career Coach, I empower high-achieving professionals and visionary women in leadership to transcend their current successes and scale new heights in their careers.

➥ You are driven, knowing well that past strategies need to evolve for future triumphs.

➥ Despite being a stellar performer, you're navigating the "earn your stripes" mantra from leadership.

➥ You deliver exceptional results but find yourself on the sidelines in critical boardroom conversations.

➥ You observe peers advancing through influential networks, while you strive to forge meaningful connections.

➥ Leading your team diligently, you're searching for balance to prevent burnout and foster trust.

➥ You ponder if your academic leadership skills are equipped for executive challenges.

➥ Eyeing a promotion may seem daunting, but you're poised for that leap.

As your coach, here's my commitment:

➥ I'll guide you in crafting strategic alliances and articulate your value in complex workplace dynamics.

➥ I'll aid in developing a robust professional brand that resonates within your industry.

➥ Together, we'll spotlight your expertise to position you as a thought leader and prime candidate for promotions.

Leaders' testimonials on my coaching reveal transformative outcomes:

See Recommendations. 

Envision your leadership transformation:

➥ Post our coaching engagement, your command of non-verbal cues, composed demeanor, and strategic engagement will enhance your influence.

➥ You'll navigate decision-making with conviction and align teams with your vision.

➥ Utilizing success frameworks, you'll cement your excellence in your current and future roles.

➥ You'll cultivate authentic connections across the organizational spectrum.

➥ You'll be strategically positioned for lucrative promotions, with the potential to significantly boost your compensation.

Founder & CEO | Executive Career Coach

Bond

In my role as a fractional Vice President of Human Resources for Bond Security, a burgeoning startup in NYC, I provide strategic recruitment and advisory services. My work focuses on enhancing organizational capabilities and driving growth through tailored HR solutions.

Here's a glimpse of my contributions:

➥ I advise on the refinement of recruitment processes, improving efficiency and aligning with industry best practices for a dynamic startup environment.

➥ I offer insights into talent acquisition strategies, focusing on attracting top-tier talent and ensuring a cultural fit that supports Bond Security's innovative ethos.

➥ I contribute to leadership development initiatives, mentoring promising individuals and supporting a culture of internal growth and professional advancement.

➥ I consult on the design and implementation of performance management systems, fostering a high-performance workplace that thrives on continuous improvement.

➥ I guide the development of diversity and inclusion programs, helping to cultivate an inclusive company culture that values varied perspectives and experiences.

➥ I assist in strategic HR planning, collaborating with leadership to ensure talent management aligns with the company's ambitious growth plans.

➥ I offer recommendations on employee retention strategies, enhancing job satisfaction and loyalty within the team.

➥ I facilitate connections with educational institutions, aiding in the creation of a talent pipeline that brings fresh, skilled professionals into the organization.

➥ I advocate for the use of HR analytics, promoting data-driven decisions that support strategic HR initiatives.

➥ My leadership and advisement are acknowledged as instrumental in bolstering Bond Security's stature as an attractive and forward-thinking employer.

Vice President, Human Resources (Fractional/Contract)

In an accelerated ascent to leadership within Bond Security, a forward-thinking startup in NYC, I was rapidly promoted to Vice President of Human Resources after just 9 months. My strategic approach to talent acquisition, leadership development, and organizational culture was instrumental in this transition. I took the helm to steer the HR department, aligning it with the burgeoning needs of a rapidly scaling company.

Here’s how I excelled in this role:

➥ I orchestrated the restructuring of the HR department to align with strategic business goals, resulting in a 40% increase in operational efficiency.

➥ I designed and implemented a comprehensive benefits package that enhanced employee satisfaction by 30%, aiding in a 15% improvement in retention rates.

➥ I led the development of a leadership training program that prepared high-potential employees for executive roles, contributing to a 20% increase in internal promotions.

➥ I played a critical role in developing a performance management system that saw a 25% improvement in employee productivity metrics.

➥ I initiated a company-wide diversity and inclusion program, which improved the diversity hiring rate by 45% and fostered an inclusive workplace environment.

➥ I navigated the company through a period of significant growth, scaling the workforce by 50% without compromising on hire quality or cultural fit.

➥ I established a talent management framework that reduced turnover by 18% and enhanced employee engagement scores by 22%.

➥ I was pivotal in negotiating strategic partnerships with educational institutions, resulting in a talent pipeline that increased the influx of qualified candidates by 35%.

➥ I drove the adoption of HR analytics and data-driven decision-making, which led to a 28% reduction in hiring costs and a 15% shorter time-to-fill for vacancies.

Vice President, Human Resources

As the Director of Talent Acquisition at Bond Security, a dynamic startup in NYC, I was instrumental in building the backbone of the company through strategic hiring. My focus was on identifying and nurturing leadership talent, which played a pivotal role in driving the organization's rapid growth. I successfully balanced the dual demands of maintaining a high-quality candidate pool and meeting aggressive hiring timelines.

Here’s how I made a transformative impact:

➥ I spearheaded the talent acquisition strategy, achieving a 35% increase in leadership hires within the first year, significantly expanding our executive and managerial teams.

➥ I executed a comprehensive recruitment plan that resulted in a 50% growth of the organization’s workforce, laying a strong foundation for future scalability.

➥ I introduced innovative sourcing techniques that enhanced candidate quality by 25%, ensuring a robust pipeline of high-caliber professionals.

➥ I championed a company-wide initiative to promote diversity in hiring, increasing the representation of underrepresented groups in leadership roles by 40%.

➥ I negotiated and managed vendor relationships that reduced recruitment costs by 20% while maintaining a steady flow of top talent.

➥ I leveraged data-driven recruitment metrics to decrease the average time-to-hire by 30%, streamlining the hiring process.

➥ I fostered a culture of continuous improvement, implementing training programs that increased our in-house recruitment team’s efficiency by 15%.

➥ I crafted and enforced a strategic employer branding campaign that elevated our market presence, resulting in a 60% increase in unsolicited quality candidate applications.

Through these efforts, I not only met but exceeded recruitment targets, positioning Bond Security as a competitive player in the tech security industry.

Director of Talent Acquisition

L3Harris Technologies

L3 Harris Technology is an American technology company, defense contractor, and information technology services provider.

I learned much about the organization, which can be explored at: www.l3harris.com 
In my role as a Senior Talent Acquisition Manager, I led 13 director reports, driving strategic hiring initiatives and promoting a high-performance culture. My leadership highlights include:

➥ I managed 7 recruiters across 4 sectors, enhancing efficiency and cutting agency reliance while reducing time-to-fill metrics. I also recruited for all Executive positions. 

➥ I built and nurtured a team of 6 onboarders, who reduced new hire onboarding times from 3 weeks to an impressive 2 weeks.

➥ I championed LinkedIn campaigns to boost our visibility, ensuring our recruiters' strong online presence and a diverse talent pipeline.

➥ I collaborated with executive leadership to meet critical staffing needs, aligning with ramp and AOP goals.

➥ I innovatively saved over $100k in advertising by optimizing hiring leaders' budgets through strategic communication.

➥ I oversaw 200+ requisitions, with a standout time-to-fill average of 40 days, showcasing a significant improvement in operational efficiency.

➥ I successfully developed strategies to fill 50 engineering roles in 90 days, showcasing our team's agility and capability.

➥ I streamlined interviews to quicken hiring while maintaining a high caliber of talent acquisition.

➥ I forged partnerships with colleges for a steady flow of candidates for operational roles.

➥ I focused on recruiter development, enhancing strategies for challenging vacancies and achieving diversity targets.

➥ I implemented a 15-day holding process for slates to reach our D&I and gender parity goals.

➥ My team's excellence was recognized with one promotion and two 'Recruiter of the Quarter' awards in 2021.

➥ I earned the RISE award for outstanding talent acquisition services, reflecting my dedication to recruitment excellence.

Senior Manager, Talent Acquisition

As the Manager of Talent Acquisition, I directed a team of recruiters to drive accountability, shape strategies, align teams, and support department-wide growth and development, thereby promoting a cohesive departmental culture amongst the recruiting team. I worked with HR executives in approving and establishing the department's strategies, goals, and procedures.

I oversaw the budget for virtual hiring events, partnerships, and job boards. I also conducted weekly presentations for key executive leadership to provide recruitment-related updates and recommendations.

Among my duties, I was accountable for managing the ‘Aged Job Club’ to strategize enhancements to requisition aging. I also mentored junior department personnel to support their professional growth.

Here are some of the ways I made significant and positive contributions to business growth:

➥ I strategically balanced and prioritized recruiting department resources to meet constantly evolving business needs.

➥ I consistently exceeded the internal goal of 7 monthly hires by averaging 10+ monthly hires for the team.

➥ I achieved an average time-to-fill metric of 40 days per position, a 47% improvement over the organization’s goal of 75 days.

➥ I successfully filled an unexpected surge of 30 critical business openings in an extraordinary 60 days.

➥ I was honored with the ‘2020 Rise Award’ for excellence in talent acquisition service.

➥ I led a team that produced 2 senior executive promotions and one ‘Recruiter of the Quarter’ awardee in 2020.

Manager, Talent Acquisition 

As Senior Specialist in charge of Talent Acquisition, I set recruitment requirements by examining the firm’s business plans, goals and growth targets. I took ownership of talent sourcing, candidate identification, networking and relationship building while introducing and refining recruitment best practices. 

I leveraged reliable applicant sources by reaching out to community services, colleges, employment agencies, recruiters, media and websites to promote the organization by providing information on opportunities and benefits. I also set applicant requirements by scrutinizing each job description and qualifications, and by conducting comprehensive intake calls with hiring leaders.

I regularly placed job advertisements, worked with recruiters, scheduled interviews and prepared and extended offers; examining candidate qualifications via interviews, references, applicant responses and other due diligence.

➥ I exceeded monthly hiring goal of 7, averaging 11 hires per month for FY19 and 10 hires per month for FY18.

➥ I exceeded Diverse Professional Hiring goals for females at 50%, and POC’s at 28% for FY19.

➥ I averaged production of 4 cleared hires per month. 

➥ I averaged time-to-fill metric of 50 days per position, a 17% improvement over our 60-day goal. 

➥ I achieved interview goals with a ratio of 2:1.

➥ I served as team lead for a successful Recruitment Marketing Material project.

➥ I designed candidate email templates to automate the communication process.

➥ I was promoted after just 10 months of service in recognition of dynamic results.

Sr. Specialist, Talent Acquisition

WilsonHCG

As a Senior Specialist in Talent Acquisition and Training Lead at Wilson Human Capital Group, I was instrumental in spearheading recruitment initiatives and devising training programs for new hires.

➥ I pioneered talent-sourcing efforts, utilizing a mix of community services, educational institutions, and online platforms to strengthen the company’s presence and attract a diverse candidate pool.

➥ I implemented rigorous candidate evaluation processes by analyzing job descriptions and qualifications in detail, which allowed for more informed discussions with hiring managers during intake calls.

➥ I consistently exceeded monthly hiring goals by efficiently managing the recruitment lifecycle from job advertising to offer extension, with a track record of surpassing the target of 8 new hires.

➥ I led diversity hiring initiatives, successfully reaching 45% female hires and 32% hires from POC communities in FY19.

➥ I maintained an impressive record of 6 cleared hires per month, showcasing my adeptness in fulfilling roles requiring security clearances.

➥ I improved the time-to-hire metric to just 45 days per position, demonstrating a 25% enhancement compared to the previous benchmark.

➥ I achieved an efficient interview-to-hire ratio of 3:1, which speaks to the effectiveness of our refined interview process.

➥ I took charge of a key Recruitment Marketing Material project, significantly boosting the company’s branding and appeal to high-caliber candidates.

➥ I innovated the candidate engagement workflow by creating automated email templates, which greatly improved communication timelines and effectiveness.

➥ I led the development and facilitation of robust training programs for new hires, ensuring their successful assimilation into our corporate culture and promoting ongoing professional development.

➥ I was recognized for my exceptional performance and outcomes in talent acquisition and training with a promotion after just 10 months of service.

Engineering Recruiter & Training Lead (UTC)

Grand Canyon University

As Talent Acquisition Specialist for Grand Canyon University, I worked with hiring managers to proactively identify recruitment needs and staff for all positions, from entry-level to PhD adjunct faculty. 

I served as site leader for recruitment, managing the full scope of hiring duties for a site of 800+ staff. I was accountable for setting interview and selection criteria, including call screenings, assessments and in-person interviews. I continually assessed candidate applications using our internal Applicant Tracking System.

I sourced resumes, pre-screened candidates, conducted interviews and assisted leadership with critical hiring decisions, applying the proven DDI interview model with multiple layers of interviews. I also trained new recruiters, developed job descriptions and interview questions that reflected each position’s requirements, led employer branding initiatives, and organized job fairs and recruitment events.

➥ I designed effective hiring strategies for a range of unique positions, including the Teacher Education Specialist and Doctoral Studies positions; resulting in fully staffed and capable teams during high-growth periods.

➥ I accurately forecasted quarterly and annual hiring needs by department; strategically sourcing candidates to prepare a streamlined succession planning pipeline.

Talent Acquisition Specialist

Cielo Talent

Adecco

Technical Recruiter

Certified Executive Coach (ICF) | I help women leaders amplify their performance + presence to become Executives | Wife & Mom of 3 | Exec Group Coaching Program launching in Aug 2024 | Book a call today ⬇️

Hey, I'm April, an ICF-certified Life & Executive Coach. If you're here, it's because you are a high-potential woman with one goal - to become an Executive.

Prior to becoming an Executive Coach, I was once like you, doing all the things:
• Working long hours to prove my worth and land promotions
• Taking on more responsibilities without adequate support 
• Struggling to make my voice heard in a male-dominated field with low diversity
• Feeling stuck and unsure how to advance to the executive level

I stayed stagnant for the first 10 years of my 15-year Talent Acquisition/HR Career. 

It wasn't until I learned to strategically communicate my value, cultivate my personal presence, and advocate for myself that I started seeing real progress. I went from feeling overlooked to landing a promotion as Vice President of Human Resources at a security startup in NYC.

I've now helped over 150+ ambitious women build their confidence and land promotions on their path to becoming executives.

I can help you in one of three ways:

1. 1:1 Coaching: A 6-month or 12-month customized strategy to land your next internal promotion.

2. VIP Day: A 6-hour day, broken up into two parts, to help you articulate your value in interviews - communication agility exercises to inspire confidence through your answers in 90 seconds, prepare your resume, networking strategy, etc. 

3. The Executive Academy: A 10-week group coaching program to help you get VP-ready using my 5P Framework: Possibility, Presence (Communication), Perception, Performance, and Promotion. 

I've helped clients from top companies: Citibank, Microsoft, Indeed, PepsiCo, Victoria's Secret, Meta, Blue Cross & Blue Shield, Amazon, Lockheed Martin, Harvard, and more. 

Check out my 60+ recommendations on my Linkedin page. 

My work has been featured in: Fortune, Harvard Business Review, Get Hired Live Podcast (LinkedIn). Pending features: Business Insider, Fast Company.

When I'm not working, I enjoy watching period piece shows that require a message to be sent via a raven (well, when I have time). My husband and I have three kids: 2 boys (6 and 4) and a daughter (9 months as of June 2024).

I know what it's like to feel like it would never happen for me. 

The people who are "there" are not smarter than you; they're just more strategic.

You deserve to be at the top. 

When you're ready, I'll meet you there.

Schedule a call with me: https://calendly.com/alf2022/discovery-call

I opened up the LinkedIn app this morning to be greeted to promotions and new job announcement’s from people of all ages and races. 🎉

There are many of you that are still looking and I want to send you some encouragement today. 

If you got snubbed for a promotion. 

Keep trying. 

You’ve received your 100th rejection. 

Keep going because the only guarantee is if you do nothing, there’s a 100% chance nothing will happen. 

I personally almost decided not to make this post today because my van (that I just paid off) is DONE. 

I'm not going to let it ruin my month, we will figure it out like we always do. 

I’m still anticipating great things this month and I hope you are too. 

Drop a 💗 if you’re claiming it!
---
Hi! I’m April, an ICF certified Executive Leadership and Life coach. I help women leaders secure and succeed in Senior Leadership roles. I am accepting 1-2 new clients for 3 month coaching containers starting July 1. If you’re ready to stop thinking about your dream and start working on it schedule a call with me.

Join my email list to receive 1 actionable tip weekly on how to accelerate your career: https://lnkd.in/geSeEFBw

I'm going live tomorrow at 4pm EST here on LinkedIn Audio to discuss how to get CAREER INSURANCE. Register below.

April Little

A close friend recently left her job of 15+ years without another lined up. The reason was simple: The pursuit of happiness.

She started with her company when there were just a few hundred employees, present day there are over 5000+.

She was working long hours, and it was affecting her mental health at first. 

Then it became one doctor appointment after another to manage her physical health. 

She was not being paid her worth. 

She was being passed over for opportunities because she was sooo good at her job. 😩

Her job responsibilities grew as people quit, got fired or laid off. 

She wrestled with the decision because, despite the toxicity, she had formed amazing relationships with the people who worked there. 

(Many of us struggle with this)

She sat with her decision until sitting required action.

It was simple.

The reason to stay was not a HELL yes.

Because in the end jobs are replaceable and people are not. 

So it was simply a NO.
----

Leaving a job without another is not a path everyone can take.

(see I included it already) 

But proactively searching for the PURSUIT OF OUR HAPPINESS is one we can all take. 

That looks very different for everyone. 

In her case, she's moving on to entrepreneurship in the interim while looking. 

I am proud she made the SACRIFICE to make this decision. 

Here's what I want you to take from this: 

You are not replaceable in the areas of your life that matter the most. 

Your family, your friends, your spouse, your kids etc. 

You are 100% replaceable at work. ALWAYS. 

So take care of you, ALWAYS. 

(Story shared with permission) 

#aLITTLEadvice

In 2009, my first job out of college was a receptionist role at ADT Security here in upstate NY. I quickly learned that as a team member, we were expected to exhibit higher levels of emotional intelligence/awareness than our senior leaders. It was common knowledge that if the VP of Sales was having a bad day, you should stay far away or risk getting chewed out. This behavior was tolerated with a "that's just how he is" rationale.

"That's just how my uncle is," or "Just how my aunt is," I thought. We often hear these statements in families that tolerate poor behavior. 

The CLEAR difference is that I used the block button with them before there was such a thing as a block button.

However, it's hard to "block" a leader you must work closely with.

In contrast, my next leader was a model of empathy, accountability, and relationship management. She gave feedback in a thoughtful, constructive way. 

When mistakes inevitably happened (because they did) she approached them with empathy. During conflict or stress, she remained calm and invited open dialogue.

The team culture and performance difference between these two managers was night and day. 

With my first VP, morale was low, and turnover was high. 

Under my second manager's leadership, I felt motivated, valued, and dedicated to do my best work.

These contrasts instilled in me just how much a leader's emotional intelligence determines team performance and well-being.

Once I became a leader, I made it a priority to: 

Own my mistakes 
Proactively address conflicts
Deliver feedback constructively

I did not abuse my power by requiring my team to be more professional than I was.  

If you're a leader or aspiring to move into senior leadership one day and you're reading this, here are a few tips to become a leader with high EQ: 

Provide stability for your team even when business is tough - they will do the same for you! 

Uplift and give feedback with compassion - it goes a long way. 

Create psychologically safe environments where people feel valued REGARDLESS of their performance. 

Never stop learning, and always be open to feedback. 

I'll leave you with this: 

Exercising EMOTIONAL INTELLIGENCE is an art. It's the difference between responding freely, being measured, and opting for silence. 

Lead by example. 

#aLITTLEadvice 
—

Hi! 👋🏾I’m April, a certified Executive Leadership and Life coach. I help women leaders secure and succeed in Senior Leadership roles. I am accepting 1-2 new clients for 3 month coaching containers starting July 1. If you’re ready to stop thinking about your dream and start working on it schedule a call with me.

Join my email list to receive 1 actionable tip weekly on how to accelerate your career: https://lnkd.in/geSeEFBw

I'm going live on Sunday (today), July 7th at 6:30pm EST here on LinkedIn Audio to discuss how to get Executive Communication: How to organize your thoughts. Register: https://lnkd.in/gCaGNt6s

Earlier this year, I made a decision to quit my part-time recruiting position after a candidate (a self proclaimed man of God 🙃) stalked me on LinkedIn and called me everything but a child of God.

To be clear, I didn't quit because of the candidate. 

It was just the last straw for me.

(My coaching business had picked up, and it was becoming too much anyway)

I believe in providing feedback that's absolutely necessary after someone dedicates any amount of time to an interview process. In this case, the feedback was straightforward:

The role required two security certifications that take six months to obtain. The candidate claimed he had these certifications, but it turned out he didn't have either.

(Yes, he lied)

When I shared this feedback with him, he initially understood and thanked me for my time.

However, a few days later, he sent me several messages on LinkedIn and commented under various posts, using colorful expletives.

It got so bad that my husband even slid into his DMs.

We don't fight, we sue 😊

In the end, quitting was the right decision for me. 

It's a reminder that we should always prioritize our well-being and do what's right, even if it means making tough choices. 

Sometimes, walking away is the best path forward, allowing us to focus on what truly matters and aligns with our values.

I’ll always love recruiting but that chapter is over for me for now.

#aLITTLEadvice​​​​​​​​​​​​​​​​

Quote credit: Reddit

——

Hi! 👋🏾 I’m April, a certified Executive Leadership  coach. I help women leaders secure and succeed in Senior Leadership roles.

Join my email list to receive 1 actionable tip weekly on how to accelerate your career: https://lnkd.in/geSeEFBw

Certified Executive Leadership & Life Coach | I help women leaders secure and succeed in Executive roles | Wife & Mom of 3 | Taking new 1:1 clients for July, book a call today ⬇️

Today, I'm celebrating my client who recently scored a big win using a skill she already has: being quiet.🎉

As her coach, I know how important it is for her to self-promote, but I also don't want her to adopt traits that aren't authentic to her. 

In the words of K. Michelle. 

(Check out her country album) 

If she decides to be someone else. 

Who will be her? 

We all have been fearfully and wonderfully made and it’s our duty to be ourselves. 

Her ability to listen intently has been her secret weapon. 

We've worked on strategically sharing her perspective in meetings, making a conscious effort to contribute publicly.

Because she doesn't listen to respond, but rather to analyze, she was able to share an idea that no one else thought of - simply because they were too busy talking.

In a world that often celebrates the loudest voice, she proves that strategic silence can be the key to victory.

As the saying goes: When Goliath was LOUDLY filling the air with fear and intimidation, David was QUIETLY gathering his stones to slay him.

Remember, it's better to win quietly as a silent strategist than to be loud only to still lose. 

Strategic silence isn't a weakness; it's a powerful advantage.

I’ll leave you with this: 

Sit with the warriors - they may not talk much but the conversation is different. 💗

Goliath quote inspired by an image quote I saw on FB! 

#aLITTLEadvice #executivecoach
—-
Hi! I’m April, an ICF certified Executive Leadership  and Life coach. I help women leaders secure and succeed in Senior Leadership roles. I am accepting 1-2 new clients for 3 month coaching containers starting July 1. If you’re ready to stop thinking about your dream and start working on it schedule a call with me.

Over the past 15 years, I've DONATED $300,000 to my employers. 

(I know, highly unusual but also very common) 

By leaving money on the table!

How?
- Not negotiating my salary during the hiring process
- Leveraging dated information from unreliable websites  
- Sharing my current salary as the starting point for my new salary

Yes, if you play stupid games you will win stupid prizes. 

The prize in my case was becoming a steal and a deal.

And in many cases being the lowest paid team member. 

Resulting in:
- Finding out coworkers made $10,000 more than me
- Discovering colleagues earned $30,000 more
- Learning peers were making $50,000 more

Being told "way to go" and "good job" does not cash at the bank.

This experience taught me that no one will ever look out for you more than you. If tools like FairComp were around during this time, I would have leveraged up-to-date salary information to negotiate internally and externally. 

It's a far more effective strategy than seeing your peer-level co-workers paystubs on accident at the company printer.

FairComp is a free platform that provides salary, equity, and bonus data to help users assess fair pay, while sourcing verified data and aiming to obtain more granular company-specific insights through user contributions.

Remember, donations are for real charities in need, your financial potential with your employer is NOT one of them. 

Try FairComp today: https://lnkd.in/gP-ctbBU

#FairCompPartner

♻️Sharing is caring ♻️

Stop confusing your worthiness as a human being with a workplace evaluation. Make the change or change the job. I’m speaking to several of you in my inbox right now. Drop a 🚀 if this resonates. #aLITTLEadvice Quote credit from 2022: ME🙌🏾

2 years ago my first LinkedIn post had 10 likes. 

(I was proud especially averaging 2 likes)

It wasn't about the vanity it was about the reach. 

I knew I needed to reach and influence before I could quit my job and start my business. 

10 likes turned into 10,000

and 0 followers turned into 200k+ 

It all started with a couple of bad posts. 

As the viral saying goes. 

Your first ANYTHING will be bad. 

You don't have to set the world on fire your first try. 

But you must try. 

Say it with me: "Until I see a fire, I want all the smoke" 

Drop a 💗 if you can resonate. 

#aLITTLEadvice

Image quote credit: Ed Latimore on X (twitter)

Shout out to everyone making difficult decisions today to prepare for their version of magic.

You could be: 

Making a decision to stay at your job despite the asshole trying to ‘run you out’ 

Making a decision to leave your job because you’ve had ENOUGH

Making a decision to end friendships 

Making a decision to cut off family 

Making a decision to leave a low class romantic relationship 

Whatever your decision, I see you. 

I’ve made every last one of these decisions above. 👆🏾 

These are often the tough decisions we all have to make when we simply want MORE. 

Drop a 💗 and share what magic you’re preparing for today. 

I’m resting (not really all three kids are running around), and doing a bit of studying later. 

#aLITTLEadvice
--
Hi! 👋🏾I’m April, a certified Executive Leadership and Life coach. I help women leaders (Manager, Director, VP) secure and succeed in Senior Leadership roles. Ready to land a promotion? DM me "Exec" if you're ready. 

I'm going live on Sunday (today), July 7th at 6:30pm EST here on LinkedIn Audio to discuss how to get Executive Communication: How to organize your thoughts. Register: https://lnkd.in/gCaGNt6s

A few years ago I was snubbed for a promotion.

My team and I worked for 6 months dividing up the responsibilities from the previous Director that left.

I vocalized my interest in growing.

I was intentional about the work I delivered and the projects I worked on - or so I thought.

I worked long hours in an effort to show just how "committed I was to the mission."

One day I was pulled into an unexpected zoom meeting.

Looking back I truly feel like the girlfriend arriving at a surprise dinner date anticipating an engagement ring but my boyfriend wanted to break up instead.

I was told that there was a confidential Director role posted and a candidate had been identified.

Before I could even ask why myself and the other managers on my team were not made aware my thoughts were quickly interrupted with a hard cold truth that many face in Corporate America.

I was told that I was not "quite ready" for the role and that the immediate need for Leadership outweighed my development at the time.

Ouch.

To add insult to injury I was given the honor of training my new Director on systems, processes, and operational tempos.

While I could have allowed this incident to shake my confidence (and it did for a minute).

I was reminded by my mentor that just because the plan changed the goal of becoming an Executive Leader remained the same.

I also knew that a mentor alone would not get me a promotion so I reached out to Executives within the company that I worked well with to become my sponsor.

An executive sponsor has influence within your organization to champion you for a promotion.

I also made a few additional changes.

I stopped:

❌Working Long Hours
❌Saying YES to Everything
❌Volunteering for every project

I started:

✅Volunteering for strategic and visible projects that I could add to my resume

✅I assessed my personal skill gaps and addressed them with $5k in Professional Development

NOTE: I do not believe additional certs and education are always needed to move up the ladder but if you have gaps they should be addressed.

✅ Identified an Executive Sponsor in addition to a mentor

✅I detached from the idea that I could ONLY be promoted at my company by preparing myself to be promoted elsewhere

Here's what happened next:

I've been promoted 4x in the last 5 years and most recently to an Executive HR role.

It's not because I was good at my job and worked long hours.

It was because I got better at doing more impactful work that had leadership visibility.

If you're reading this today and you're preparing for a promotion I want you to know: 

#aLITTLEadvice 
——

Hi! I’m April, an ICF certified Executive Leadership  coach. I help women leaders secure and succeed in Senior Leadership roles. I am accepting 1-2 new clients for 3 month coaching containers starting July 1. Schedule a call here: https://lnkd.in/g7DN9yjp

Join my email list to receive 1 actionable tip weekly on how to accelerate your career: https://lnkd.in/geSeEFBw

Many moons ago as a high-volume recruiter carrying 70+ reqs, I was placed on a PIP for making errors. Despite my best efforts, I was fired.

I remember the heaviness in my heart that day, running 1000 different plays in my head of what I should have done to save my job.

For a long time, I felt like damaged goods.

My confidence was in ruins and I found myself back on my parent's couch at my BIG age (lol) looking for another job.

I lost everything, so I had nothing else to lose. 

I decided to apply to jobs outside of NYS. 

2 months later I found a new role.

I still carried that old experience into my new job. 

I was constantly double and triple-checking my work, afraid to make even the smallest mistake. 

I'd spend hours reviewing each candidate's resume, agonizing over every detail. 

I'd rehearse conversations with hiring managers endlessly, terrified of saying the wrong thing. 

And I'd meticulously document every interaction, fearing that a single misstep could cost me everything again.

(I still do this but NOT to this degree)

But then, a mentor told me something that changed everything: "You are not the sum of that single experience."

This wisdom, along with a few key practices, helped me rebuild my confidence:

1. Setting small, achievable goals and celebrating each win
2. Seeking feedback and focusing on areas of improvement
3. Surrounding myself with supportive colleagues and mentors
4. Continuously learning and upgrading my skills

Despite being fired early in my career, I still got promoted several times throughout my journey, I even landed an Executive role. 

Here's what I want YOU to take from this: 

The end of a book is the start of a new one. 

Now ask yourself this question. 

Were you let go by those people at jobs, relationships etc? Or were you FREED?

It's all in the reframe. 

#aLITTLEadvice

A win is a win! 🥳 Russell W. is a long time HR connection of mine here on LinkedIn. He just shared an update with my three favorite words: I DID'NT SETTLE! Russell recently accepted a Sr. Manager, Human Resources position with a double digit increase in PEACE first and COMPENSATION second. 

(I'm sharing this post with Russell's permission)

There's something that just activates me when I hear stories like this. 

This is why I do what I do. 

Because I've been there - I settled and quit, and quit, and settled. 

So when I can help someone, even a connection, NOT settle and they don't - Whew. *runs up and down the church aisle*

There's something so powerful when someone says "no, this does not work for me."

When they say "this isn't the right fit"

That's when you know you're on the right track. 

Russell's TESTimony is a reminder that sometimes, the best opportunities come after rejecting what doesn't align with our goals and values.

It took time but he secured an increase and found himself in a role that not only suits his professional goals but also supports his overall wellbeing. 

This is what happens when we hold out for what we truly deserve.

Remember, it's never too late to CHANGE... to require CHANGE... to require MORE. 

Whether it's in your career, relationships, or personal growth, don't be afraid to say "no" to what doesn't serve you. 

Your perfect "yes" might be just around the corner.

Receipts in the comments!!!!! 

#aLITTLEadvice #connectionwins

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