Executive & Team Coaching & Consulting - we help to drive business growth through the development of high-performing teams in everchanging environments.

One year ago, I made a promise to myself:

I will finally write the book I’ve been thinking about for over 5 years.

Today, it’s real.

👉 CLICKING: A Team Building Strategy for Overloaded Leaders Who Want Stronger Team Trust, Better Results, and More Time is officially live on Amazon.


This book is built for leaders who feel:

✖ Overloaded with decisions
✖ Trapped in the day-to-day grind
✖ Unsure how to build true trust and autonomy in their teams


The solution? The CLICK framework—5 pillars that transform teams:

🔹 Clear Purpose – Define why your team exists and what drives them
🔹 Linking Connections – Build trust that fuels collaboration
🔹 Integrated Work – Design processes that foster autonomy
🔹 Collaborative Decisions – Empower action without top-down control
🔹 Knowledge Sharing – Build a culture of feedback and growth


If you’ve ever wished for more trust, better results, and more time—this is the book for you.


For launch period, the Kindle version is just $0.99.
(Yes, less than your morning coffee.)

Grab your copy here 👉 https://lnkd.in/d8PTqYHN


P.S. If you enjoy the book, please leave a positive review on Amazon. It’ll help the book reach more people and impact more lives.


P.S. A heartfelt thank-you to those supporting my book:
Dr. Gleb Tsipursky 
Erik Seversen 
Tom Mawhinney, MBA, ICD.D
Raya Belinsky, PCC, ACTC 

And to many others—I’ll be highlighting your support in future posts.

Daria Rudnik

Most corporate burnout “solutions” are just sugarcoating the problem.


A mindfulness app.
A few extra days off.
A webinar about “self-care.”


Meanwhile, people are exhausted, cynical, and feeling like their work doesn’t matter anymore.
I work with them every day. I see it.


According to new research from MIT Sloan Management Review, burnout isn’t about being tired —
it’s a chronic workplace condition driven by unrealistic demands, lack of growth, and broken systems.


And here’s the truth:
You can’t fix burnout by asking people to “rest.”
You fix it by rebuilding how work works.


Here’s what the research (and my practice) shows actually helps 👇


1️⃣ Redesign Work for Growth — Not Just Output


High performers spend too much time executing and not enough time learning.
Without growth, performance flatlines — and burnout accelerates.



2️⃣ Recognize the Early Warning Signs


It doesn’t happen overnight.
Poor sleep, irritability, and “weekend catch-up” are early signals — not badges of honor.



3️⃣ Build Real Boundaries and Focus


MIT research highlights the biggest drivers of burnout: meeting overload, unclear goals, and “always-on” cultures.
The solution?
Fewer meetings. Clear priorities. Real disconnection.


The companies that understand this won’t just prevent burnout —
they’ll unlock sustainable, high-performing teams.


Because the cure for burnout isn’t rest.
It’s redesign.



What’s one change you could make to actually fight burnout — not just mask it?

A few years ago, career progression was simple. 
Now AI is reshaping the workplace at every level.


Entry-level roles are being redefined, middle management is increasingly automated, and senior leaders are asked to guide hybrid teams of humans and AI. That means the very idea of career progression is shifting — and fast.


On Tuesday, October 14th, 10:00–10:45 CEST, I’ll be speaking at an event hosted by Lepaya, alongside Dr Dieter Veldsman (Phd), to explore what this means for organizations and their people.


We’ll tackle some urgent questions:
➣ Do job levels still matter in an AI-driven workplace?
➣ How do we recognize growth when career paths are no longer purely vertical?
➣ How do we evaluate performance when AI blurs the link between effort and output?


Together, we’ll share perspectives on:
✔ How AI is transforming roles from junior to executive
✔ How career frameworks can stay clear yet adaptable
✔ How performance reviews must evolve to focus on impact, readiness, and human-AI collaboration



This ties directly to my work in CLICKING, my book on building self-sufficient teams. 

Because in the AI era, the leaders who thrive won’t be those who control tasks—but those who build teams that think critically, learn continuously, and partner with AI without losing their human judgment.


If you’re curious about the future of career progression in the AI workplace, I’d love for you to join the conversation.

Join here - https://lnkd.in/ei_dYeUS

Toxic culture doesn’t just kill revenue. It can cost lives.



In June 2023, a small submersible called the Titan dove deep into the Atlantic, aiming for the Titanic wreck.

It never came back.

The vessel imploded under pressure, instantly killing all five people on board.
For weeks, headlines swirled with speculation — was it a design flaw? A technical error?

Now, we know more.
The U.S. Coast Guard has released its official report.

And buried beneath the engineering analysis and regulatory failures is a quieter, more insidious culprit:

Culture.



OceanGate — the company behind the expedition — had a culture that discouraged dissent and punished caution.

• Engineers who raised safety concerns were fired
• Risk wasn’t just tolerated — it was celebrated
• There was no formal safety leadership
• The CEO held all technical authority
• Outside experts were ignored

This wasn’t just an oversight.
It was a pattern.

A culture where speed mattered more than safety.
Where “slowing things down” made you the problem.
Where pushing forward mattered more than listening.


And while most of us aren’t building submarines, I’ve seen this story play out again and again — in tech companies, startups, nonprofits, retail.

It always starts the same way:

A visionary leader.
A fast-moving team.
A mission worth believing in.

And then… friction.
Someone raises a concern.
Someone questions the plan.
Someone says, “Wait, are we sure?”

But instead of curiosity, they get resistance.
Instead of a pause, they get pushed out.
And over time, people stop speaking up altogether.

That’s how risk gets normalized.
That’s how problems grow unnoticed.
That’s how cultures slowly turn toxic — not with a bang, but with silence.


Culture isn’t what’s written on the walls.
It’s what happens when someone speaks up.

It’s who gets heard.
Who gets dismissed.
And what your team believes they’re allowed to say when the pressure’s on.

The Titan didn’t implode just because of technical failure.
But the culture made that failure more likely.
It created an environment where warning signs were ignored and safety wasn’t safe to talk about.

So if you’re a leader, ask yourself:

What happens when someone disagrees with you?
What’s the real cost of “moving fast” in your world?
And who’s hitting the brakes — before it’s too late?

Because toxic culture doesn’t start in disaster.

But disaster often ends there.

The future of teams won’t be powered by AI.

It will be powered by how humans work with AI—and with each other.


I joined · Carrie Purcell, MA, eMBA on her podcast AudioLife to talk about something I care deeply about:

What makes teams click—and how that changes in the age of AI.


If you follow me here or read my newsletter, you’ve probably come across my framework CLICK—the foundation of my book CLICKING, and the core of what I’ve seen in every high-performing team:

C → Clear Purpose
L → Linking Connections
I → Integrated Work
C → Collaborative Decisions
K → Knowledge Sharing


In the past, these were markers of a strong team.
Now, in the AI era, they’re essential for survival.

On the podcast, Carrie and I - co-authors of the newly published The AI Revolution - dug into how AI is reshaping collaboration, trust, and team dynamics.


🎧 Listen to the conversation https://lnkd.in/e6m7NKA4 

📘 Grab The AI Revolution book if you haven’t already https://lnkd.in/evrepw6P 

📙 And for a deeper dive into the CLICK framework, you’ll find it all in CLICKING: A Team Building Strategy for Overloaded Leaders Who Want Stronger Team Trust, Better Results, and More Time https://lnkd.in/eS8pMkz6

I used to be a fighter. And I won a lot of corporate battles.


But when you only fight, you don’t come out untouched. 

You pay for it. 
And I did.


Force is only half of the equation. For a long time, I ignored the other half.

Unexpectedly, I found it in daily Taijiquan practice.

At first, it was just movement. Now, it’s a philosophy for how I lead, coach, and make decisions.

It taught me that leadership doesn’t have to feel like a constant fight. It can feel like flow.


Here are 5 Taiji-inspired principles that reshaped my leadership:

1. Flow Over Force – Brute strength can win short-term. Presence and rhythm win long-term.
   
2. Rooted in Purpose – Like stances in Taiji, clarity of “why” creates unshakable balance.
   
3. Move from the Center – When actions aren’t aligned with core values, everything falls apart.
   
4. Yield to Gain Power – The strongest move isn’t always pushing harder—it’s knowing when to pivot.
   
5. Hold the Empty Space – Silence isn’t weakness. It’s often your greatest strength.


I no longer see leadership as a battlefield. I see it as a practice. 
↳ And I help my clients see it that way too.


Because true balance brings patience, presence, and purpose.


If you’re tired of fighting your way to the top… 

Maybe it’s time to start flowing.

For the first time in history, technology isn’t just changing what we do — it’s changing how we grow.


A recent Harvard Business School study found that developers using GitHub Copilot coded more, needed fewer check-ins, and required less oversight.


It means that AI is making individuals more autonomous—and forcing managers to evolve.


The old “control and supervise” model is dying.
The new era of management is about:

→ Strategic guidance
→ Client-facing problem-solving
→ Building human connection in hybrid human-AI teams


But this shift raises some tough questions for every HR leader:
💭 Do job levels still matter when AI flattens hierarchies?
💭 How do we measure growth when “junior work” disappears?
💭 How do we evaluate performance when AI blurs the line between effort and output?


These are the questions I’ll be diving into at AI At Every Level event hosted by Lepaya — October 14th, 10:00–10:45 CEST.


We’ll explore:

✅ How AI is transforming roles from entry-level to executive
✅ How to redesign career paths for leaner, AI-powered organizations
✅ How to evolve performance reviews to measure collaboration, not control


If you’re a people leader, HR professional, or team builder—this session is for you.


Join me to explore how AI is redefining management, career growth, and what it truly means to lead in this new world of work - https://lnkd.in/ei_dYeUS

Most leaders think “corporate culture” is about perks, team spirit, or employer branding.

It’s not.

It’s a business strategy — one that can save millions, multiply productivity, and fuel reinvention.


In my coaching and consulting work, I’ve helped companies prove this first-hand.

Strong cultures don’t just survive change — they turn it into an advantage.

👉 One client cut tens of millions in costs.
👉 Another boosted productivity 3.5x in under a year.
👉 A third reinvented itself from low-tech to high-tech and won a completely new market.

All because they invested in one thing most leaders overlook: culture.


In my Forbes article, I share their stories — and how you can apply the same principles to build a culture that drives real business results.

View newsletter: C.L.I.C.K. Remote Leadership

Many leaders dismiss organizational culture as a "soft factor," a nice-to-have primarily helpful in attracting candidates. But in my coaching and cons

Open article: 3 Ways Investing In Corporate Culture Can Transform Your Business by Daria Rudnik • 4 min read

3 Ways Investing In Corporate Culture Can Transform Your Business

AI is killing productivity. Yes, you read that right.

Harvard Business Review calls it the rise of “workslop.”


AI was supposed to save us time.
Instead, it’s making us slower.

And here’s the truth:
↳ Most teams aren’t using AI to do better work — they’re using it to look like they did.


“Workslop” = AI-generated content that masquerades as good work, but actually creates more work for everyone else.
(You’ve seen that on LinkedIn, right?)


Sound familiar? 👇

➣ Polished slides that say nothing new. (use Napkin AI and Gamma App for this)
➣ Long AI-written reports that no one can trust. (hello, Gemini DeepResearch.)
➣ Emails so vague they spawn three follow-ups. (Any AI chatbot can do that.)


Looks impressive.
Delivers nothing.


And it’s not a small issue:
→ 40% of employees say they’ve received “workslop.”
→ Each incident wastes nearly 2 hours of productivity.
→ For a company of 10,000? That’s $9M+ lost every year.


But here’s my biggest frustration:
↳  Instead of creating something brilliant, AI misuse is eroding trust.

After receiving AI slop, coworkers start seeing each other as less creative, less capable, and less intelligent.


Here’s the mindset shift leaders need to make:


❌ Don’t push “AI everywhere.”
✅ Promote intentional AI.


Teach your teams that AI isn’t a shortcut — it’s a collaborator.
It’s here to enhance human thinking, not replace it.


Because “workslop” isn’t just a workflow issue.
It’s a culture issue.


Leaders who model purposeful AI use will build teams that think deeper, create better, and move faster.


The rest?
They’ll just keep drowning in slop.

The-Hidden-Cost-of-AI-at-Work

The number 1 mistake good leaders make?

They care too much—and burn themselves out because of it.


I’ve seen it time and time again:

🔥 They take on too much.
🔥 They jump in to solve every problem.
🔥 They carry the weight their entire team should be sharing.


They are  not weak leaders.
But they haven’t been taught the real skill of leadership:

Designing teams that don’t depend on them.


When leaders overfunction, their teams underfunction.
Instead of empowering their people…
They become the bottleneck.


During the R GENERATION event last month, I spoke about this exact trap—and how to escape it.


And it’s the core idea behind my book CLICKING:
How to build high-performing, self-sufficient teams that don’t just support the leader…

They help grow the leader.


Because real leadership isn’t about doing it all.
It’s about building a system that thrives without you in the middle.


Want to become that kind of leader?

Start by asking yourself:

“Where am I needed too much—and what would it take to fix that?”

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