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

Career Strategist | Thought Partner | I help high potential women leaders to become the top 1% in their career by optimizing their performance and amplifying their presence to land promotions to Mgr-SVP | Wife & Mom of 3

Experiencing heartbreak made me appreciate my husband. Being fired lit a fire in me to climb to an Executive role. Being betrayed inspired me to make better friends. These are invitations to change your circumstances. Can you relate? Drop a 💗below. #aLITTLEadvice 
---
I'm launching a group coaching program: The Executive Leadership Boardroom.

This program will be for women people leaders (Mgr, Sr. Mgr, Director, VP etc) who want to be Executives. 

Sign up for the waitlist here: https://lnkd.in/g3AU9nKW

April Little

Certified Executive Coach (ICF) | I help women leaders amplify their performance + presence to become Executives | Wife & Mom of 3 | Executive Group Coaching Program starting in June 2024, Join the waitlist ⬇️

I don't know who needs to hear this, but it's OK if what you want isn't the same as the popular leadership quotes floating around online. More doesn't make you greedy, it makes you a realist. I felt the need to fix this viral quote I saw on Pinterest. Who's with me? Drop a 💪 below. #aLITTLEadvice

When I started climbing the career ladder and even starting my own business, here's what I thought it would be like:

- I'd call all the shots
- More control over my time
- Spend more time with friends
- Success would come with hard work

Here’s what it’s actually like: 

- Decision fatigue
- I lost several friendships
- The PRESSURE to be successful (Drake voice) is slow and intense

Yet, it's still rewarding, and I wouldn't choose another path.

And I’ll still clap 👏🏾 genuinely for others despite those that “slow clapped” for me. 

Silver lining: I've made new friends for the season I'm in. We also have more time to spend with our three children, homeschooling them.

Pursuing career advancement or entrepreneurship often comes at a personal cost, including strained or lost friendships.

While we could say if you lose friends, they were never real friends to begin with, it doesn't change or negate the fact that it still sucks.

This is why I will always clap and support anyone who chooses to climb the ladder or start a business, despite the personal sacrifices it may require along the way.

Today's quote is inspired by Elvi 💗

#sabbath #aLITTLEadvice
——
I'm launching a group coaching program: The Executive Leadership Boardroom.

This program will be for women people leaders (Mgr, Sr. Mgr, Director, VP etc) who want to be Executives. 

Sign up for the waitlist here: https://lnkd.in/g3AU9nKW

Back in 2021, my 2nd request for a supervisor was constantly deferred to "someday" all while being asked to take on my 14th direct report.

Spoiler alert: someday never came.

I was tired of working 16-hour days while my counterparts benefited from more experienced team members and could go home on time.

I held out for the promise of a supervisor for six months until dehydration got the best of me.

I made a difficult decision to leave my job without another lined up. When I left, my company replaced my role with three people.

I invested $600 in a new resume and LinkedIn, and I spent hours tailoring my resume and applying to jobs, landing one six weeks later.

If I was faced with this decision in the 2024 job market, I would utilize Teal's AI Resume Builder (a fraction of the cost) to tailor and improve the effectiveness of my resume. I’d also use their job board and job tracker to auto-fill and keep track of my applications. They also have a LinkedIn profile reviewer tool. 

Using the time I'd save on my job search, I would dedicate more effort to thoroughly researching companies, preparing for interviews, and self-care.

Remember, your well-being and career growth should always be a priority. 

Check out Teal today:  https://tealhq.co/april

Share ♻️ this post with someone that may need this reminder. 

#tealpartner #sponsored

When I quit my VP of HR role in 2022 to start my coaching business, I quickly learned that leadership in a startup environment is vastly different from leading teams in corporate America.

In my previous role, I focused on providing career advancement opportunities, financial incentives, and a stable work environment to motivate my team. 

However, as a founder, I discovered that my new team members, who also have their own businesses, are driven by the opportunity to learn new skills and take on challenging work.

I soon realized that my leadership approach needed to adapt. Relying solely on my own expertise and storing processes in my head was not sustainable and could lead to burnout. 🫠

To be an effective leader in this new context, I needed to provide my team with clear direction, well-defined processes, and standard operating procedures (SOPs) to help them perform their roles effectively and grow as leaders themselves. I wanted to empower my team to step up and take ownership of their responsibilities, even when I'm not around.

One of the most significant steps I took was putting every process down in writing so that my team could access and understand them. I partnered with Trainual to create a Leadership SOP to empower my team and to create repeatable success. The template focuses on essential checklists for leaders, including:

✅ Knowing your purpose and how it helps you be a genuine leader

✅ Learning how to make good decisions

✅ Building and leading a great team through communication, trust, and working together

✅ Making sure team goals match the company's mission and vision

✅ Becoming more self-aware and always growing through mentoring and self-reflection

I'm not only helping my team succeed in their current roles but also preparing them for future leadership opportunities within my company and their own.🏆

Want access to the template? See details below🔽

#TrainualPartner

Executive Career Coach Strategist | I help high potential women leaders to become the top 1% in their career by optimizing their performance and amplifying their presence to land promotions to Mgr-SVP | Wife & Mom of 3

After consistently securing major wins, a client of mine went to her leader to express her interest in securing a SENIOR LEADERSHIP PROMOTION; she assumed she would have her support. Instead, she was told to "earn your stripes and be patient."

(this happens often)

Her manager had been with the company for 20 years, 10 of which were in the same role.

Instead of helping my client create her own path to success, she wanted her to clone hers.

After 4 years of service, she made the decision to leave.

The worst kind of leader is one that pulls the ladder up behind them. 

They say things like: 

"Be patient and keep doing what you're doing"
"I had to wait my turn, so you should too"
"You're not ready for a promotion yet"
"You need to prove yourself more"

When they should:

Provide opportunities for stretch assignments and increased responsibility.
Advocate for their team members' promotions when they're ready.
Celebrate their team members' achievements and successes.
Champion their team members' growth and development.

As leaders, it's our responsibility to support and nurture our team members' growth, even if their path looks different from our own.

In the end, the organization lost one of their best and brightest (yes I'm bias) due to a leader who chose to resent her ambition rather than nurture it.

#aLITTLEadvice 

The CEO of Ikea recently said that he became CEO because he did not care about titles. I call this Bull$*&t. 

Becoming CEO does not happen by accident. 

(unless nepotism is involved)

Many of us have conditioned ourselves to believe TITLES don't matter, and we often pacify this belief with lofty quotes like "You don't need to be a leader to lead." 

You don't need a title to lead, but it can also be a one-way ticket to being exploited at work. Here's why:

You may be asked to take on additional responsibilities without compensation or recognition.

Your contributions and expertise may go unacknowledged or undervalued.

You may find it challenging to establish authority and command respect from colleagues and subordinates.

You may be passed over for promotions or leadership opportunities due to lack of a formal title.

However, titles do matter for several reasons:

And no it’s not just about Oooo look at me I’m the VP. It’s BIGGER than that!

Titles define your role and responsibilities within an organization.

They command respect and authority, which can be essential for effective leadership.

Titles often come with increased compensation and benefits - closing the wealth gap for many of US. 

They can open doors for career advancement and new opportunities.

Titles matter because they signify your level of expertise, experience, and contribution to the organization. 

If you don't want a title, that's okay.

(this post may not be for you)

However, if you desire one, expressing that desire is perfectly acceptable.

I’ll leave you with this short story: 

This is a story about four people named Everybody, Somebody, Anybody, and Nobody. There was an important job to be done and Everybody was sure that Somebody would do it. Anybody could have done it, but Nobody did it. Somebody got angry about that, because it was Everybody’s job. Everybody thought Anybody could do it, but Nobody realized that Everybody wouldn’t do it. It ended up that Everybody blamed Somebody when Nobody did what Anybody could have. -Author Unknown

—
My name is April Little, and I coach professional women corporate Leaders that do care about TITLES and they’re not ashamed of it! 

#aLITTLEadvice

A few Saturday reminder’s for folks that are using today to rest, to upskill, to read, to improve, to change. Drop a 💛 if this resonates. #sabbath #aLITTLEadvice cc: Helen Marie

A few weeks ago during a grounding session with my client I asked her to share her motivations and goals. She only had one. A higher salary. Before we moved on I asked if she had any other motivations, she said no “I need more money.”🤌🏾This is your reminder that it’s ok if money is the #1 reason and the only reason you might be looking for a new role. Keep negotiating, you’re not delusional, life is just more expensive. Source: FB Workplace Memes

Moving the needle does not require brilliance, it requires tenacity and confidence. No one will believe in you like YOU do. Drop a 💗if you can relate. #aLITTLEadvice #sundays #executivecoach
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Announcement🎉🎉: I'm launching a group coaching program:

The Executive Leadership Boardroom - a 12-week program.

This program is designed for women who are currently in people leader roles (Manager, Senior Manager, Director, VP, etc.).  and are ready to secure executive promotions.

This program will focus entirely on helping you become an executive, making it ideal for individuals seeking promotions. This program is not ideal for someone who has URGENT jobsearch needs as we will focus on professional development. 

There are only 10 spots available, with pending sales calls this week.

Sign up for the waitlist here: https://lnkd.in/g3AU9nKW

I just sent an email to everyone on the list!

I was 32 years old when I started making $100,000.

As a recruiter at the time, I was sure the closest I'd ever come to six figures was the executive-level offer letters I generated for my candidates.

Why did it take me so long?

(or so I thought at the time) 

I didn't really take advantage of all the things I could do during a proactive job search to stand out: tailoring my resume, researching companies BEFORE accepting interviews, and networking strategically. 

(I also had a mindset issue) 

As a result, I signed offer letters before fully reading them, which led me to rush into jobs without understanding the organization's details and growth potential, often finding myself quickly reaching the 'ceiling'. 😅

If I had to focus on a job search solely for money, I'd first remind myself over and over again that it's NEVER TOO LATE.

Then, I'd launch a proactive job search focused on what I need to prioritize most in order of importance: compensation and culture.

I'd utilize Teal’s AI Resume Builder, a cost-effective tool to tailor and improve the effectiveness of my resume. I'd also use their job board and job tracker to auto-fill and keep track of my applications and job descriptions, as so many are taken down, but they stay in Teal so I can review the published salary.

With Teal's tools and resources, I could have taken a more strategic approach to my job search, focusing on opportunities that aligned with my priorities and showcasing my unique value to stand out to top employers. It's never too late to make a change and pursue the career and compensation you deserve.

Check out Teal today: https://tealhq.co/april

Share ♻️ this post with someone who needs to know it's never too late.

#tealpartner #sponsored

graphical user interface, text, application, chat or text message

If you're a high-level individual contributor or a professional woman in a managerial or leadership role, you understand that you've come a long way and there's more to achieve. 

You recognize the need to enhance your image, maintain composure under pressure, forge new workplace connections, exude confidence beyond your current position, communicate effectively to secure that next promotion, and transition from competing with your team to leading and trusting them.

▶️Here's who you are:

You're ambitious and ready for more, but you realize that the same strategies that got you here won't take you further.

You're a top performer, yet your current leadership insists that you "earn your stripes."

While you excel in delivering results, you often miss opportunities to engage in influential discussions in the boardroom.

Your peers, who may not be as qualified, are advancing faster due to their key relationships with influential stakeholders.

Despite leading a dedicated team, you feel overwhelmed by trying to control every aspect, leading to burnout.

You question if the leadership skills you acquired in academia are sufficient for reaching the executive level.

You desire a promotion but find it intimidating.

▶️As your executive career coach, I will: 

Help you build strategic relationships.

Teach you to communicate your values, even in workplace conflicts.

Assist in establishing a powerful professional internal brand.

Position your expertise and thought leadership.

Help you position yourself to land an internal/external promotion. 

▶️Here's what some leaders and creators have to say about my services:

"After interviewing with several large organizations, I moved into a C-Level position with a 55% pay increase. April knows her stuff and equips you with the tools to advance your career." - K. Tolliver

"April is a treasure! I secured a new role as the Head of Marketing with a $60,000 increase." - M.M.
Imagine becoming the leader you aspire to be:

▶️After our 3/6/12 month coaching container, you will: 

Understand the importance of body language, composure, and engagement alongside your deliverables.

Make tough decisions and persuade others to align with your vision.

Use frameworks for consistent success in your current role and future promotions.

Foster genuine relationships across all organizational levels.

Empower your team to operate independently, granting you more visibility.

Be positioned to land an internal/external promotion with a salary increase up to 400k OTE. 

Schedule a free career audit (see featured section).

At this point I feel like Thanos, I've collected another infinity stone: Leadership Coaching Certification💎

(I have no plans on getting a soul stone)

I'm building my plane in the air publicly. 

As many of you know, I quit all of my certifications last year. 

I re-enrolled in the ICF coaching program I started, and I completed my Exec Cert and now my Leadership Cert!

I'm just a few hours away from completing my ACC credential for the Life Coaching Cert. 

Here's what I've completed: 

✅Executive Coaching 
✅Leadership Coaching

Pending: Life Coaching (a few hours away)

I'll keep sharing what I'm working on. As business owners, I strongly believe we should reinvest 10% of our revenue in our professional development every year. 

Stay ahead or get left behind. 

As I've said before I don't think coaching certs are necessary for EXPERIENCED DOERS.

I'm healing my inner younger 20 year old self that QUIT almost everything I started.

So I'm finishing my race. 

Here's what's next: 

I'm launching a group coaching program: The Executive Leadership Boardroom.

This program will be for women people leaders (Mgr, Sr. Mgr, Director, VP etc) who want to be Executives. 

Sign up for the waitlist here: https://lnkd.in/g3AU9nKW

Keep obsessing (but please rest) over your goals. 

#aLITTLEadvice

This one is personal for me and for the many of you who wrote to me this weekend. I can raise my hand for EVERY last one of these. Can you?#aLITTLEadvice #notetoself #executivecoach
—-
I'm launching a 12 week group coaching program: The Executive Leadership Boardroom.

This professional development program will be for women people leaders currently leading teams (Mgr, Sr. Mgr, Director, VP etc) who want to be Executives.

High achieving midlevel-individual (7+ years experience)contributors are also welcome. 

Locations: US, Canada, UK due to program hours. 

Sign up for the waitlist here: https://lnkd.in/g3AU9nKW

My children are the reason I was promoted 4x over the last 5 years.

Prior to my husband and I starting a family, I was complacent in my career.
I always yearned for more.

But the battle of "leave well enough alone" always won.

Well enough at the time was:

Never upskilling or relying on day-to-day knowledge
Being passed over for promotions
Never sharing my perspective
Making $60k a year

The dark night of the soul for me was when I could barely make ends meet.

No matter how much I delivered in my role - my responsibility, desire, and income were NOT in sync.

I knew something had to change.

I wanted to give my children a better life.

I wanted to give them something to aspire to.

I wanted to aspire to something greater than what I had been doing.

With my husband's full support, I decided to embark upon my own "Lord of the Rings Adventure."

- I made my intentions clear in writing
- I optimized my internal branding
- I sought out a few people that were a few steps ahead of me
- I was not the negotiator I am today, but I learned how to research targets

I became the transformation I wanted to be BEFORE it was realized.

I have LES BROWN to thank for lighting a fire in me (check out his videos)

Here's where I landed:

- I took on a senior level role that catapulted me into fast track leadership
- I tripled my salary
- My kids get apple juice wasted on the regular :)

If you're reading this today, I want you to know your "WHY" does not have to look like anyone else's.

Wanting it is enough.

It's your birthright to live well.

You just need to have the WILL.

You need to stay the COURSE.

And...

In the words of Les Brown:

YOU NEED TO STAY HUNGRY!

#aLITTLEadvice

Pic: At the library earlier today

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April Little

What is April talking about?

Who is engaging with April

April Little's Best Posts .css-qqfgvy{font-size:var(--chakra-fontSizes-md);}(last 30 days)

Want to drive more opportunities from LinkedIn?

April Little's Linkedin Analytics

April Little's Best Posts (last 30 days)