Dan Murray-Serter 🧠

Heights

Heights is here to make braincare as normal as skincare and haircare. Because really, what's more important than our brains?
Smart Supplements, mental well-being, and bitesize neuroscience—all combined to create proven pillars to make braincare simple. 
Taking care of our brains as a community. So our brains can take care of us.

Co-Founder

Foundrs

Foundrs is a private community of the UKs best and more ambitious entrepreneurs who support one another through shared values and the art of paying it forward.

We believe ambitious founders should break new ground without breaking themselves.

Co Founder, President

Angel Investor

Tala (https://www.wearetala.com)
Beam (www.beam.org)
Anduril (https://www.anduril.com/)
Grok (https://groq.com/)
Scan (www.scan.com)
Fella (www.joinfella.com) 
ATAI Life Sciences (https://www.atai.life)
Allplants (www.allplants.com)
Humanity (https://humanity.health)
BYP (www.byp-network.com)
Goss (https://www.goss.media)
Tribe VR (www.tribevr.io)
Thrift (www.wearethrift.com)
THIS (www.this.co)
The Sports Edit (www.thesportsedit.com)
Faction (www.factionskis.com)

Angel/Advisor

Secret Leaders

Secret Leaders was the UK's #1 Business Podcast. After many glorious years and 402 episodes, I decided to move on to focus on more important things - my daughters.

Host

Mobula

Mobula is the new platform to power mobile experiences for premium & luxury E Commerce brands from the makers of the multi award winning Grabble, voted best Shopping App in Europe.

Co Founder

Grabble Ltd

Grabble is a muti award winning fashion app for web and mobile which helps users browse, save and purchase the latest fashion in one place. 

Our web platform requires no integration, and allows retailers to turn their product pages into native mobile content for users to view and purchase from. We create leads for retailers that they can convert, and enable our users to receive sale alerts and bespoke offers on just the products they love.

Girl Dad | Co-Founder of Heights I Angel Investor In 90 Startups I Follow For Daily Posts on Health, Business & Personal growth from UK's #1 ranked health creator (apparently)

Serial entrepreneur and Angel investor in 90 startups with over 10 years experience starting, scaling and failing multiple startups.

Co Founder of Heights - Europe's leading brain and gut health company.

I also started and help run Foundrs - A not for profit community of the best, most ambitious and compassionate founders in UK.

I recently stepped away from Leaders Media - A media company making the top business podcasts in Europe, Secret Leaders - at the top of the charts, to focus on much more important things with my time - being a dad to 2 awesome daughters.

Beam (www.beam.org)
ATAI Life Sciences (https://www.atai.life)
Allplants (www.allplants.com)
Humanity (https://humanity.health)
BYP (www.byp-network.com)
Goss (https://www.goss.media)
Tribe VR (www.tribevr.io)
Thrift (www.wearethrift.com)
THIS (www.this.co)
The Sports Edit (www.thesportsedit.com)
Faction (www.factionskis.com)
Runway East (http://runwayea.st/)
London Union/Dinerama (http://londonunion.com/)
Neardesk (https://www2.neardesk.com/)


Tailored.to (https://tailored.to/)
Motivii (http://motivii.com/)
Earlybird (https://earlybird.fm/)
Upshot (http://www.upshotapp.co/)
Togethera (www.togethera.com)
Repairly (www.repairly.co.uk)
Zaboo (www.zabooapp.com)
Lissom (www.lissom.com)
Bloom (www.hellobloom.io)

You can pay someone more money.
But you cannot pay them to forget how your culture made them feel.

Here is the simple truth:

- Employees who leave for salary can be won back if your culture is strong.
- Employees who leave because of a toxic culture are gone forever, no matter how much you offer.

Culture is not ping pong tables or free coffee.
Culture is how people feel when they come to work every day.
It is whether their manager respects them.
It is whether their work is recognized.
It is whether they feel safe to speak up without being punished.

People will tolerate lower pay in an environment where they are valued, respected, and trusted.
But they will not tolerate disrespect or politics, even if the paycheck is bigger.

If you are a leader, remember this:
Every decision you make is shaping culture.
Every conversation with your team tells them what you really value.

You do not lose people to better salaries.
You lose them to better cultures.

Because money gets deposited once a month.
Culture gets felt every single day.

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Dan Murray🧠

Girl Dad | Co-Founder of Heights I Angel Investor In Over 100 Startups I Follow For Daily Posts on Health, Business & Personal growth from UK’s #1 ranked health creator (apparently)

High performers rarely quit because of salary.
They quit because of leadership.

The truth is, money might get them in the door, but it is not what keeps them. What keeps them is trust, growth, recognition, challenge, and culture. And when managers fail to deliver on those, the best talent walks out - often to your competitor.

Here are the 10 real reasons high performers quit - and what managers can do about it:
• Lack of trust → Be transparent and follow through.
• No growth path → Show a clear future.
• Poor leadership → Lead with empathy, not fear.
• Toxic culture → Remove politics and reward teamwork.
• Lack of recognition → Celebrate wins often and publicly.
• Misaligned values → Live the mission, do not just talk about it.
• Burnout → Respect boundaries and balance workloads.
• Stagnation → Give new challenges and ownership.
• Lack of autonomy → Stop micromanaging, start trusting.
• No feedback → Create two-way coaching loops.

The takeaway? High performers leave managers who hold them back, not jobs that pay too little.

If you want to keep your best people, stop blaming “pay” and start looking in the mirror.

Retention is not about bigger salaries.
It is about better leadership.



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10 Reasons High Performers Quit

Behind every company dashboard is a human being.

Too often, leaders reduce people to numbers:
• Employees become “headcount.”
• Customers become “leads.”
• Investors become “capital.”

It looks clean in a spreadsheet, but it kills the essence of business.

Because at its core, business is not about metrics - it is about people.

When employees feel like resources, they disengage.
When customers feel like transactions, they leave.
When investors feel like wallets, they pull back.

But when you treat people like people, everything changes.

An employee who feels seen and trusted will run through walls for you.
A customer who feels understood will not just buy once, they will return and bring others.
An investor who feels respected will give you more than money - they will give you patience, belief, and access.

This is why the best leaders are not obsessed with control. They are obsessed with connection.

They ask, “What drives this person? What do they care about? How can I make their experience better?”
They know loyalty is earned, not demanded.
They know culture is built, not bought.

If you want to grow your business, start by growing your understanding of people.
Because every decision, every deal, every result - it all begins and ends with human beings.

Forget this, and you might win short-term profits but lose long-term trust.
Remember this, and you build something people actually want to be part of.

Business is people. Always.

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When we enter the workforce, no one hands us a manual.
We’re told to work hard, climb the ladder, and trust the system.

But the truth?
Most of what determines your career success isn’t in your degree, your job description, or even your company.

It’s in the lessons you pick up along the way - the ones no one bothers to teach.

Over the past decade, I’ve learned (sometimes painfully) that careers aren’t built on talent alone. They’re built on how well you can navigate people, money, energy, and time.

Things like:

- Your boss is not your friend.
- Networking beats resumes.
- Feedback is a gift, even when it hurts.
- Burnout doesn’t make you tough. It makes you replaceable.
- Money matters, but meaning matters more.

And maybe the most important one: your career is yours. No company will ever care about it more than you do.

That means you can’t outsource your growth. You have to document your wins. Build your network. Keep learning. Protect your energy. And know when it’s time to walk away.

Because at the end of the day, every job is temporary. What lasts are the skills, the reputation, and the relationships you build along the way.

This carousel breaks down 28 career lessons I wish I had known earlier. If you’re just starting out, let it be your roadmap. If you’re further along, let it be a reminder.

Which one hits hardest for you right now?

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28 Career Lessons

Most people think promotions go to the hardest worker in the room.
They don’t.

They go to the person who looks ready to lead.

That’s why so many smart, hardworking people get stuck. They’re unknowingly sabotaging themselves with “innocent habits” that scream not ready.

Here are 10 of the biggest ones I’ve seen (and made myself):

1. Saying yes to everything → Leaders know how to protect priorities.
2. Doing everyone’s work → Helpful in the short term, but makes you look unfocused.
3. Staying invisible → If nobody knows what you’re doing, it doesn’t exist.
4. Over-apologizing → Confidence erodes every “sorry for bothering you.”
5. Not asking questions → Leaders are curious. Silence reads as disengagement.
6. Dodging feedback → Growth is a prerequisite for leadership. Avoid it and you stall.
7. Being too available → Constant busyness doesn’t equal impact. Boundaries do.
8. Waiting to be noticed → Hard work doesn’t speak for itself. You have to.
9. Sticking to your job description → Leaders step outside the box to solve problems.
10. Hiding mistakes → Nobody trusts someone who can’t own and fix errors.

Each of these habits feels small. Harmless. Even “good.”

But together, they’re the boiling water you sit in, quietly killing your chances of moving up.

So what do you do instead?

- Learn to say no.
- Share your wins.
- Ask the questions.
- Own the mistakes.
- Step outside your lane.

It’s not about politics or playing games.
It’s about showing you’re already thinking like a leader.

The truth: Promotions aren’t rewards for effort. They’re bets on potential.

And potential is signaled in the way you work, communicate, and carry yourself every single day.

If you feel stuck, don’t just work harder.
Audit your habits. Change the signals you’re sending.

That’s how you get unstuck.

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Frog in Boiling Water Syndrome

Nobody likes office politics.
But here’s the brutal truth.
It runs everything.

You can be the hardest worker in the room.
The most talented.
The one who always delivers.

And still get overlooked.

Why? Because office politics isn’t about fairness. It’s about power. It’s about perception. It’s about the unspoken rules that decide who gets promoted, who gets sidelined, and who quietly disappears.

I wish someone had taught me this early in my career. Instead, I had to learn it the hard way. And once I saw it clearly, I realized this: you can’t ignore politics. Pretending it doesn’t exist won’t protect you. It just makes you vulnerable.

The only way forward is to understand it.
Not to play dirty, but to play smart.

That means knowing that perception often matters more than performance. That most decisions are made in private, not at the meeting table. That loyalty is conditional. That silence can be strategy. That allies carry more weight than arguments.

When you stop fighting the idea of politics and start navigating it, you protect yourself, your growth, and your team. You move from being a passive player to someone who knows how the game works.

Politics isn’t something to fear. It’s something to master.

The choice is yours.
Ignore it and get burned.
Or learn it and use it to your advantage.

What’s one rule of work politics you’ve had to learn the hard way?

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10 Brutal Rules of Office Politics Nobody Tells You

Most people don’t fail because they lack talent.
They fail because they’re stuck in a bucket of crabs.

Here’s how it works: put crabs in a bucket and watch. The moment one tries to climb out, the others drag it back down. Nobody escapes.

Humans are no different.

* At work, colleagues downplay your wins.
* In friendships, people mock your ambitions.
* Even family can discourage you from taking risks.

That’s crab mentality.
“If I can’t have it, you can’t either.”

It shows up as envy, gossip, subtle sabotage. And if you’re not careful, you’ll either get pulled down or become the crab yourself.

The danger? It keeps entire teams and individuals small.
Nobody grows. Nobody moves forward.

The truth: your environment will make or break you.
If you’re surrounded by people who resent progress, you’ll stay stuck.

So here’s the question:
Are you climbing with supporters who pull you up…
Or stuck in a bucket of crabs?

Because success compounds when you surround yourself with people who celebrate your growth, not those who fear it.

If you’re not where you want to be, it might not be about your effort.
It might be about your environment.

Choose wisely.

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