Service Marketing

Service Marketing helps businesses exceed their digital marketing goals with AI-powered tools, targeted campaigns, and personalized content strategies that drive results.

Fractional CMO & AI Strategist

Service Objects

Service Objects is a contact data validation company that provides multiple contact data validation services via batch or real-time APIs.

•	Developed a Go-to-Market (GTM) strategy that achieved the highest revenue for two consecutive years in the company’s history. increased sales by 70% YoY and tripled average contract value size.
•	Became an early adopter of utilizing Prompt Engineering to more effectively leverage AI to increase content creation and assist in brainstorming.
•	Redesigned website to update the look and feel and ensure messaging was solution-focused and aligned with GTM strategy.
•	Created Unique Selling Propositions (USPs) for each product and competitive battlecards for the sales team.
•	Consistently met established KPIs for marketing and sales.

Chief Revenue Officer

I was hired as the Director of Marketing to overhaul marketing operations and cultivate positive change. It is a heavily metrics-driven position that focused on 30/60/90-day plans to achieve company goals. I ensured performance goals were met and provided support. I was responsible for achieving company goals related to marketing, including marketing campaigns, press releases, website maintenance, and sales projects. 

Highlights of this role included: 
* Reduced ad spending by $120,000 per year while maintaining marketing qualified lead (MQL) count and quality by closely analyzing the marketing budget.
* Increased website traffic by 120% and blog traffic by 2,000% by developing a detailed content strategy and social media plan that resonated with target audiences. 
* Redesigned website to reposition service offerings from a high lead generation type model to solution selling, which was more aligned with the appropriate personas to support the G2M strategy.
* Spearheaded new product launches in regard to messaging, product page development, sales support materials and promotions.

Global Marketing Director

Adizes Institute

The Adizes Institute is a private, full-service, management consulting company with 60+ employees. 

I was hired to fill a newly created role to centralize and unify marketing operations by redesigning and rebranding the website. I formalized lead generation programs by leveraging book content and creating monthly webinars. 

Highlights of my accomplishments include: 

* Rebranded and redesigned the website to establish a unified, updated, and persona-based messaging across all offices, which resulted +125% in traffic. 
* Solidified decentralized websites across the globe to having all international offices using the corporate website.
* Leveraged company’s existing book content and launched monthly webinars to increase MQLs by 50%.
* Created an SEO strategy to define keywords to increase organic website traffic, which grew leads by 50%.
* Oversaw all publishing activities related to print and electronic books, including interfacing with international publishing contracts and launching 3 new book editions.

Director Global Marketing Communications

SupportIndustry.com

Supportindstry.com was an online portal membership organization targeted to senior-level customer support service professionals.  

I created a website that through online content successfully generated thousands of leads for sponsor companies. I developed and managed strategic alliances with key media partners to generate brand awareness. Implemented SEO to drive organic traffic to websites. I conducted customer support-focused presentations at industry-leading conferences. I delivered customized customer service and support classes to clients.

Highlights of my accomplishments include: 
* Developed three leading industry websites with 25,000+ total subscribers targeting senior-level service and support professionals.
* Grew sales from the ground up to reach nearly $1M in annual sales.
* Established a consistent brand and membership model that became to “go-to” place for senior-level professionals to access industry-related research and information.

Head of Sales and Marketing

I help SaaS marketing and revenue teams go from AI overwhelm to AI advantage.

For years, I led high-growth teams as a CRO, Head of Marketing, and Fractional CMO—building strategies, scaling demand gen, and driving customer success. But when generative AI first emerged, I was skeptical.

I didn’t jump on the hype.
I rolled up my sleeves, learned how to prompt, tested tools across real business challenges, and saw just how transformative AI can be when applied with strategy.

Today, I’m a certified prompt engineer and hands-on AI trainer helping SaaS companies turn curiosity into concrete growth outcomes—faster content creation, smarter campaigns, and more productive teams.

What makes my approach different?

🔹 I combine executive strategy with operator-level execution
🔹 I’ve trained junior teams and senior stakeholders alike
🔹 I focus on practical use cases, not just AI theory
🔹 I understand the real tension: limited resources, big goals, and the pressure to move fast

Whether you’re leading a lean team, scaling demand gen, or just trying to get your marketers and sellers to adopt smarter tools, I’m here to help.

Let’s make AI the most reliable member of your team.

📬 DM me if you’re ready to:
→ Train your team to actually use AI
→ Accelerate your marketing without adding headcount
→ Get your org aligned around practical, strategic use of AI tools

I’ve seen this over and over.
Title ≠ impact.

Influence lives where you least expect it.

I've observed this pattern:

The COO whose team works around them.
The Director nobody consults.
The Manager who manages nothing.

And then there's the opposite:

The coordinator who drives strategy.
The specialist everyone seeks out.
The individual contributor who shapes decisions.

Here's what actually creates impact:

1/ Trust Before Title
→ People follow credibility, not hierarchy
→ Earn trust through consistent delivery

💡 Reality: My most influential team member was 3 levels below executive. Everyone came to her for answers.

2/ Problems Over Politics
→ Solve real problems, gain real power
→ Focus on what matters to the business

💡 Reality: The person who fixed our attribution problem became more influential than their boss.

3/ Relationships Over Reporting Lines
→ Your network determines your impact
→ Cross-functional trust beats vertical authority

💡 Reality: Leaders who only work through hierarchy get bypassed constantly.

4/ Results Over Rhetoric
→ Delivery creates influence
→ Track record beats talking points

💡 Reality: Quiet executors outrank loud strategists every time.

5/ Teaching Over Telling
→ Share knowledge, build influence
→ Mentoring creates lasting impact

💡 Reality: The best leaders I know spend 30% of their time developing others.

6/ Questions Over Answers
→ Ask better questions, drive better outcomes
→ Curiosity creates more impact than certainty

💡 Reality: The most powerful person in our strategy meetings rarely gave answers. Just asked killer questions.

7/ Consistency Over Charisma
→ Reliable beats remarkable
→ Trust compounds with consistency

💡 Reality: Boring but dependable leaders keep their influence. Charismatic flakes lose it fast.

The uncomfortable truth?

Titles are participation trophies for corporate climbers.

Real impact comes from:
→ Problems you've solved
→ People you've developed
→ Trust you've earned
→ Results you've delivered

I've watched people chase titles their entire careers.
Get the corner office.
The executive parking spot.
The fancy business card.

And still have zero impact.

Meanwhile, I've seen individual contributors change entire company trajectories.

Because impact isn't about where you sit on the org chart.

It's about whether people seek you out or work around you.

Whether your ideas get implemented or ignored.

Whether you make others better or just make them busy.

The title might get you in the room.
But impact determines if anyone listens.

And if you need the title to have impact?

You probably don't have either.

What's created the most impact in your career - title or trust?

Share below 👇

♻️ Repost if someone needs this reality check.

Follow Carolyn Healey for more leadership truths.

Carolyn Healey

Fractional CMO | Helping B2B Teams with Marketing Strategy | Enabling Execs and Teams Leverage AI to Improve Productivity

7 Ways to Create Lasting Impact Beyond the Org Chart

We'd just invested $50K in AI marketing tools. 

The CEO was expecting results.

Then I saw this 3:14 PM Slack message:
"The entire marketing team is threatening to quit if we implement another AI tool."

My stomach dropped.

My team was in full revolt.

I could've forced it. Pulled rank. Made it mandatory.

Instead, I shut my laptop and called an emergency meeting.

"Tell me what's really going on," I said.

For 2 hours, they vented:
→ "AI will replace us"
→ "We're drowning in tools already"
→ "You don't trust our expertise"
→ "Another dashboard to manage"

The fear was real. And I'd missed it completely.

Here's how we turned that resistance into our highest-performing quarter:

Week 1: I Stopped Selling and Started Listening
→ Cancelled all AI training sessions
→ Had 1:1s with every team member
→ Asked: "What's your biggest time-waster?"

💡 Reality: They weren't afraid of AI. They were afraid of becoming irrelevant.

Week 2: We Redefined AI's Role
→ AI became the intern, not the boss
→ Team members chose which tasks to automate
→ No one was forced to use anything

💡 Reality: When they controlled AI adoption, resistance disappeared.

Week 3: Small Wins, Big Impact
→ Sarah automated report generation (saved 8 hours/week)
→ Mike used AI for competitive analysis (found 3 new opportunities)
→ Lisa streamlined email campaigns (2x open rates)

💡 Reality: They became AI evangelists when they saw personal wins.

Week 4: The Breakthrough
→ Team started sharing AI hacks in Slack
→ Created internal "AI wins" channel
→ Weekly show-and-tell sessions began

💡 Reality: Peer learning beat any formal training I could've mandated.

Results after 90 days:
→ Campaign output: Up 47%
→ Lead quality: Up 62%
→ Team satisfaction: Highest ever
→ Time on creative work: Doubled

But here's what really happened:

AI didn't replace anyone. It replaced the work everyone hated.

The same team that threatened to quit? They're now teaching other departments how to use AI.

My framework for turning AI resistance into results:

Start with Fear
✓ Acknowledge it's real
✓ Address job security directly
✓ Show how AI makes them MORE valuable

Give Control
✓ Let them choose what to automate
✓ Start with their biggest pain points
✓ Make adoption voluntary

Celebrate Humans
✓ Highlight what AI can't do
✓ Invest saved time in creative work
✓ Reward innovation, not just efficiency

The biggest lesson?

Resistance isn't the problem. It's information.

It tells you exactly what your team needs to hear.

That Slack message could've been a disaster.

Instead, it became our turning point.

Because when you stop forcing AI on people and start solving their actual problems?

They don't just accept it. They champion it.

Has your team resisted AI adoption?

Share your experience below 👇

♻️ Repost if a leader needs this playbook.

Follow Carolyn Healey for more AI transformation insights.

DM me on how I can help you train your team on leveraging AI to improve productivity and free up time.

CMOs hate looking clueless.
 
Especially in front of their own team.
 
But AI is moving fast.
 
One called me last week for help.

He asked for private AI training.
 
The vulnerability hit me.

Here's a senior leader, managing a team of 45, admitting they feel lost in the AI revolution.

"I'm supposed to be the expert. But I don't even know how to write a good prompt."

So we spent 4 hours together. Just us, ChatGPT, and Claude.

Here's what happened in our session:

Hour 1: Personal Productivity Basics
→ Email management and response templates
→ Meeting prep and agenda creation
→ Research and competitive analysis

💡 Reality: Cut their daily email time from 2 hours to 30 minutes. But the real breakthrough? They were treating AI like Google instead of a thinking partner.

Hour 2: Strategic Thinking with AI
→ Market analysis and trend identification
→ Campaign ideation and strategy development
→ Budget planning and resource allocation

💡 Reality: Generated 6 months of campaign ideas in 45 minutes. Specific prompts with business context generated 10x better results than generic questions.

Hour 3: Team Management Applications
→ Performance review preparation
→ 1:1 conversation guides
→ Conflict resolution scenarios

💡 Reality: AI helped them prepare for a difficult termination conversation that went smoother than expected. The fear of "looking incompetent" disappeared when they saw immediate results.

Hour 4: Business Problem-Solving
→ Customer retention analysis
→ Pricing strategy evaluation
→ Competitive positioning refinement

💡 Reality: Discovered 3 untapped market opportunities their team had missed. Confidence came from understanding which AI capabilities solved their specific problems, not learning every feature.

The breakthrough moment?

When they realized AI wasn't replacing their expertise.

It was amplifying it.

My 1:1 AI training framework:

Start with Their Pain Points
✓ What takes too much time?
✓ What decisions feel overwhelming?
✓ What conversations do they dread?

Build Confidence Through Wins
✓ Start with easy productivity gains
✓ Show immediate time savings
✓ Celebrate small victories

Focus on Business Impact
✓ Connect AI use to revenue goals
✓ Demonstrate competitive advantages
✓ Measure actual productivity improvements

AI adoption is not a technology problem. It's a confidence problem.

Leaders are scared to look incompetent in front of their teams.

So they avoid AI entirely or pretend they know more than they do.

Both strategies fail.

The leaders who will thrive? They're getting private training now.

Building confidence before building company-wide strategies.

Because you can't lead a transformation you don't understand.

Are you ready to admit what you don't know about AI?

Share below 👇

♻️ Repost if a leader needs this wake-up call.

Follow Carolyn Healey for more AI leadership insights.

DM me if you want to discuss private AI training for you or your leadership team.

The AI Confidence Playbook for Leaders

A hard lesson taught me everything about trust.

It takes years to build.
Seconds to destroy.

I watched a CEO lose his entire team.

Not because of layoffs.

Not because of bad strategy.

Because he lied.

“We’re not selling the company,” he told everyone at the all-hands meeting.

Three weeks later, the acquisition talks hit the press.

Within 45 days, every senior leader walked out.

Because trust was dead.

Here's what I've learned about building unshakeable trust:

1/ Radical Transparency Beats Comfortable Lies
→ Share bad news fast and honestly
→ "I don't know" builds more trust than fake answers

💡 Reality: Teams with transparent leaders have 74% higher engagement.

2/ Consistency Creates Safety
→ Your mood swings destroy trust
→ Predictable leaders build confident teams

💡 Reality: The most trusted leader I know is also the most boring. Same energy every day.

3/ Admit Mistakes Before Others Find Them
→ Own your failures publicly
→ Explain what you learned

💡 Reality: My biggest trust gains came after my biggest public admissions of failure.

4/ Follow Through or Don't Commit
→ Every broken promise erodes foundation
→ Under-promise if you must, but always deliver

💡 Reality: I track every commitment I make. 94% follow-through rate. Team knows I deliver.

5/ Share Credit, Take Blame
→ Success belongs to the team
→ Failures belong to you

💡 Reality: Leaders who take blame have 3x more loyal teams.

6/ Listen More Than You Speak
→ Trust grows in silence
→ People trust leaders who actually hear them

💡 Reality: My 80/20 rule - listen 80%, talk 20%. Trust scores went up 40%.

7/ Be Human, Not Perfect
→ Vulnerability creates connection
→ Perfect leaders feel fake

💡 Reality: Sharing my struggles with imposter syndrome made my team trust me more.

Trust killers I see everywhere:
→ Saying "my door is always open" then being unavailable
→ Asking for feedback then punishing honesty
→ Playing favorites while preaching fairness
→ Changing direction without explanation
→ Taking credit for team wins
→ Gossiping about other employees

The truth?

Every interaction either deposits or withdraws from your trust account.

Cancel that 1:1? Withdrawal.
Remember their kid's name? Deposit.
Blame them publicly? Withdrawal.
Defend them in meetings? Deposit.

Here's what high-trust teams do:

→ Move 5x faster (no CYA emails)
→ Take bigger risks (psychological safety)
→ Stay through tough times (loyalty)
→ Tell you problems early (no fear)
→ Recruit their friends (advocacy)

Low trust teams?

They document everything.
They play politics.
They leave at the first opportunity.

Trust isn't soft stuff. It's the hardest currency in leadership.

And unlike your title, you can't demand it.

You can only earn it.

What's the biggest trust killer you've witnessed?

Share below 👇

♻️ Repost if your team needs this reminder (thank you!).

Follow Carolyn Healey for more leadership insights.

Revenue was down. 

We had 6 months to fix it.

The board demanded it.

My team looked like we’d already failed.

I'd seen this movie before. 

Impossible goals that crushed good teams.

But this time, I tried something different.

"Forget the number," I said. "What would have to be true for this to happen?"

That question changed everything.

Here's how leaders help teams achieve the impossible:

1/ Make the Impossible Specific
→ "Double revenue" is paralyzing
→ "Win 10 enterprise clients" is actionable
→ Break mountains into rocks

💡 Reality: We identified exactly 47 target accounts that could get us there. 

2/ Remove the Roadblocks, Not the Standards
→ Ask: "What's stopping you?"
→ Then actually remove those barriers
→ Most "impossible" is just "inconvenient" in disguise

💡 Reality: Legal approval took 3 weeks. We got it down to 48 hours. Game changer.

3/ Create Safe Space for Crazy Ideas
→ "What if we tried..." should never be mocked
→ The worst ideas often spark the best ones
→ Innovation requires psychological safety

💡 Reality: Our "stupidest" idea - giving product away free for 30 days - drove 40% of our growth.

4/ Celebrate the Attempts, Not Just Achievements
→ Reward bold swings that miss
→ Make heroes of those who try
→ Failure forward beats standing still

💡 Reality: We threw a party for a campaign that flopped spectacularly. Team morale soared.

5/ Show Them What's Possible
→ Share stories of other underdogs
→ Bring in people who've done it
→ Belief is contagious

💡 Reality: Flew in a founder who'd grown 10x in 8 months. Seeing her made it real for us.

6/ Resource Like You Believe
→ Impossible goals need impossible support
→ Don't ask for miracles with scraps
→ Investment shows faith

💡 Reality: Tripled our marketing budget mid-quarter. Board thought I was crazy. Team knew I believed.

7/ Get in the Trenches
→ Leaders who delegate impossible goals fail
→ Roll up your sleeves
→ Share the weight

💡 Reality: I personally called our 10 biggest prospects. Team saw me sweating alongside them.

8/ Track Progress Obsessively
→ Daily wins matter more than monthly misses
→ Momentum is everything
→ Small victories compound

💡 Reality: Our "impossible tracker" showed 1% progress daily. 1% x 180 days = transformation.

9/ Protect Them From Doubt
→ Shield your team from naysayers
→ Including your own doubt
→ Be the belief when theirs wavers

💡 Reality: Board called it impossible in month 2. I never told the team. Just kept pushing.

The result: we didn't double revenue in 6 months.

We tripled it in 8.

Because I learned this truth:

Teams don't achieve impossible goals because of perfect strategy.

They achieve them because someone believes they can.

And shows them how.

What impossible goal is your team facing?

Share below 👇

♻️ Repost if a leader needs this reminder.

Follow Carolyn Healey for more leadership insights.

9 Ways Leaders Help Teams Achieve Impossible Goals

67% of sales time goes to dead-end leads.

That’s not a typo.

It's a huge problem for marketing.

Why? The sales team burns out. You lose revenue.

AI can fix this bottleneck.

AI goes beyond simple scoring, offering detailed insights that human analysis can't match (all in real-time). 

Here are 9 proven tactics to leverage AI-driven lead qualification:

1/ Use Predictive Scoring
→ Leverage historical data to predict conversion likelihood
→ 43% improvement in qualification accuracy
→ Automatically flag high-potential prospects

💡 Pro tip: Start with your last 12 months of closed deals to train your AI model.

2/ Real-time Behavior Analysis
→ Track digital footprints across platforms
→ Identify purchase intent signals instantly
→ Generate real-time engagement scores

💡 Pro tip: Focus on high-intent actions like pricing page visits and demo requests.

3/ Natural Language Processing
→ Analyze communication patterns
→ Understand sentiment and urgency levels
→ 3x faster response to high-intent leads

💡 Pro tip: Include email subject lines in your analysis - they often reveal true intent.

4/ Automated Engagement Tracking
→ Monitor interaction frequency
→ Score based on meaningful touchpoints
→ 56% reduction in qualification time

💡 Pro tip: Weight recent interactions higher than historical ones.

5/ Dynamic Profile Enrichment
→ Automatically update lead information
→ Create comprehensive buyer personas
→ 78% more accurate ideal customer profiles

💡 Pro tip: Verify enriched data quarterly to maintain accuracy.

6/ Multi-channel Attribution
→ Track leads across all platforms
→ Identify most effective conversion paths
→ 40% better resource allocation

💡 Pro tip: Set up unique tracking parameters for each channel.

7/ Smart Segmentation
→ Auto-categorize leads by potential value
→ Prioritize high-ROI opportunities
→ 2.5x increase in conversion rates

💡 Pro tip: Create no more than 5 segments to keep it actionable.

8/ Intent Data Analysis
→ Monitor research patterns
→ Predict purchase readiness
→ 65% faster sales cycles

💡 Pro tip: Look for competitors' branded searches as buying signals.

9/ Automated Lead Routing
→ Match leads to best-fit sales reps
→ Reduce response time by 91%
→ 34% higher close rates

💡 Pro tip: Route based on industry expertise, not just rep availability.

Companies that adapt now will have a distinct advantage over those still relying on manual processes. 

The question isn't if you should implement AI-driven qualification, but how quickly you can get started.
_________

♻️ Repost if your network needs to see this.

Follow Carolyn Healey for more AI-related content.

I created a presentation worth $750K.

I show it to every leadership team I work with.

It isn't about vision. It isn't about values.

It's about the hidden toxins killing their company.

Title: "The $750K Culture Killer You're Ignoring"

Here's what it reveals:

Welcome to reality. You're about to lose $750K. Minimum.

I know because I've watched it happen. Repeatedly.

You'll ignore the warning signs.

You'll rationalize the behaviors.

And in 12 months, your culture will be unrecognizable.

Not because of market changes. Because of what you tolerated.

Here's what cultural decay actually costs:

→ $200K: Mass exodus of top talent
→ $150K: Plummeting productivity 
→ $125K: Customer churn from poor service
→ $100K: Failed initiatives from lack of trust
→ $75K: Recruiting costs to replace cynics
→ $50K: Legal fees from toxic behavior claims
→ $50K: Lost innovation from fear-based culture

Total: $750K. Per year. Minimum.

Great cultures don't collapse overnight. They rot from these toxins:

1/ The Meeting After the Meeting
→ Real decisions happen in parking lots
→ Public agreement, private rebellion

💡 Reality: When hallway conversations matter more than conference rooms, trust is dead.

2/ The Brilliant Jerk Protection Program
→ "But they deliver results"
→ One toxic star poisons ten good people

💡 Reality: I've seen entire departments quit rather than work with protected jerks.

3/ The Accountability Allergy
→ Mistakes get buried, not examined
→ Blame flows down, credit flows up

💡 Reality: Teams that can't fail together can't succeed together.

4/ The Feedback Desert
→ Annual reviews replace daily coaching
→ People discover problems at exit interviews

💡 Reality: By the time you hear the truth, it's too late.

5/ The Innovation Graveyard
→ New ideas meet "that's not how we do things"
→ Risk-taking gets punished, not rewarded

💡 Reality: Your competitors are hiring your frustrated innovators.

6/ The Trust Tax
→ Everything requires approval
→ CYA emails outnumber productive ones

💡 Reality: Low-trust teams move 5x slower than high-trust ones.

7/ The Values Charade
→ Posters on walls, not behaviors in halls
→ Leaders violate values without consequence

💡 Reality: Employees spot hypocrisy in seconds. And they remember.

The truth?

Culture isn't what you say. It's what you tolerate.

Every toxic behavior you ignore becomes permission.

Every standard you don't enforce becomes optional.

And slowly, invisibly, your culture dies.

While you're focused on strategy and metrics.

Forget culture, and you'll be explaining to your board why replacing half your workforce just cost the company $750K.

And why the other half is actively looking.

What toxic behavior is your company tolerating?

Share below 👇

♻️ Repost if a leader needs this wake-up call.

Follow Carolyn Healey for more leadership truths.

The $750K Culture Killers You're Ignoring

AI changed how businesses hire.

They don’t want generalists.
 
They want humans who think strategically.

Companies using AI pay 56% more for this skill.

I see this in every client conversation now.

"We need someone who can work WITH AI, not compete against it."

The salary premium isn't for AI skills. It's for AI partnership.

Here's what companies are paying premiums for:

1/ Strategic Thinking Over Task Execution
→ Humans design the strategy behind the plan
→ Context and nuance still require human judgment

💡 Reality: One client pays 40% more for marketers who can create AI prompts that generate strategy.

2/ Emotional Intelligence in an Automated World
→ AI handles data, humans handle relationships
→ Reading between the lines becomes premium skill

💡 Reality: Companies with high-EQ leaders see 3x faster AI implementation across teams.

3/ Creative Problem-Solving at Scale
→ AI suggests solutions based on patterns
→ Humans imagine solutions that don't exist yet

💡 Reality: The most valuable employees ask "What if we tried something completely different?"

4/ Ethical Decision-Making Under Pressure
→ AI optimizes for metrics
→ Humans optimize for values

💡 Reality: When AI suggested laying off underperformers, human leaders asked "What's the real cost to culture?"

5/ Cross-Functional Translation
→ AI speaks in data
→ Bridge-building between AI insights and human implementation

💡 Reality: "AI translators" who can explain model outputs to non-technical teams command 60% salary premiums.

6/ Change Management in AI Transitions
→ AI adoption fails without human buy-in
→ Leading people through technological change requires deep people skills

💡 Reality: Companies pay top dollar for leaders who can make AI feel less threatening to existing teams.

7/ Quality Control for AI Output
→ AI generates fast, humans ensure it's right
→ Knowing when to trust AI and when to override it

💡 Reality: The person who catches AI mistakes before they become business disasters? Invaluable.

8/ Customer Relationship Preservation
→ AI can serve customers efficiently
→ Humans create the relationships that drive loyalty

💡 Reality: B2B companies using AI still need humans for complex deal negotiations and relationship management.

9/ Purpose-Driven Leadership
→ AI optimizes processes
→ Humans ensure those processes serve meaningful goals

💡 Reality: Purpose-driven companies see 40% less AI anxiety because people understand the "why."

Technical AI skills are becoming commoditized.

But human skills that complement AI? Those are becoming premium.

The highest-paid professionals won't be the ones who can use AI best.

They'll be the ones who can make AI more human.

That requires humans who understand both technology and humanity.

Which AI-complementary skill are you developing?

Share below 👇

♻️ Repost if your network needs this career reality check.

DM me if you want to discuss how I can help you upgrade your AI skills.

9 High-Value Skills Separating Top Talent in the Age of AI

Many leaders hit this wall.
Your skills get too narrow.

T-Shaped Talent breaks you out.

This versatile skillset empowers leaders to solve complex, interdisciplinary challenges and drive innovation.

Here’s 9 ways T-Shaped talent can revolutionize your leadership:

1/ Core Expertise: Master Your Vertical Domain
→ The vertical stem of the T represents profound knowledge in one key area, like marketing strategy.

→ This depth builds credibility and enables precise decision-making.

💡 Leaders: Deepen your primary expertise to anchor your leadership.

2/ Cross-Disciplinary Breadth: Build the Horizontal Bar
→ The top of the T fosters skills in adjacent fields, promoting holistic views.
→ It encourages leaders to connect dots across silos.

💡 Leaders: Gain knowledge in complementary disciplines to create cross-functional strategies.

3/ Collaborative Innovation: Fuse Teams
→ T-Shaped leaders bridge expertise gaps, turning diverse inputs into creative solutions.
→ This drives agility in responding to market shifts or disruptions.

💡 Leaders: Foster collaboration across diverse teams to unlock innovative solutions.

4/ Adaptive Problem-Solving: Navigate Complexity with Ease
→ Combining depth and breadth equips leaders to dissect multifaceted issues.
→ It turns ambiguity into actionable plans.

💡 Leaders: Blend specialized and broad perspectives to solve complex challenges.

5/ Empathetic Communication: Speak Everyone's Language
→ Broad skills enhance active listening and articulation across functions.
→ This softens hard expertise into relatable leadership.

💡 Leaders: Communicate with clarity and empathy to align diverse stakeholders.

6/ Strategic Foresight: Anticipate & Shape Trends
→ Spot interconnections, forecasting how AI, sustainability, and consumer behavior intersect.
→ It positions leaders as visionaries rather than reactors.

💡 Leaders: Anticipate emerging trends to guide visionary strategies.

7/ Talent Development: Cultivate T-Shaped Teams
→ Model and mentor this model, upskilling others for organizational resilience.
→ It creates a culture of continuous learning and versatility.

💡 Leaders: Mentor teams to develop both depth and breadth for a resilient workforce.

8/ Operational Efficiency: Optimize Across Functions
→ Streamline processes by understanding interdependencies.
→ It amplifies impact without added resources.

💡 Leaders: Streamline operations by leveraging insights across organizational functions.

9/ Measurable Impact: Track and Amplify Results
→ Link specialized metrics to enterprise-wide outcomes, proving value.
→ It ties innovation to tangible ROI.

💡 Leaders: Align metrics with broader goals to demonstrate impact.

If you want to foster alignment and lead with resilience, start here:
 👉 Deepen your core.
 👉 Broaden your reach.
 👉 Build the T and then teach it to your team.

That’s how you move from functional expert to enterprise leader.

Follow Carolyn Healey for more content like this.

Taplio

Carolyn Healey's Linkedin Analytics

's Best Posts (last 30 days)

Want to drive more opportunities from LinkedIn?

Taplio

.css-1jgreyo{background-image:linear-gradient(284deg, rgba(39,43,72,1) 0%, rgba(33,47,183,1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Carolyn Healey's Linkedin Analytics

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

Want to drive more opportunities from LinkedIn?

Carolyn Healey's Linkedin Analytics

's Best Posts (last 30 days)