Daria Rudnik Coaching & Consulting

Team Architect

- Executive coach & mentor for international leaders and teams
- Team Development Expert
- BetterUp Coach
- Leadership Coach at GrowthSpace
- HR and Leadership lecturer at MSU Business School

Founder and CEO

Forbes Coaches Council

 Official Member

World Ethics Organization

Board Member

DataLine Co., Ltd

- HR Director for one of the top-5 largest providers of IaaS and the biggest Data Centers service provider
- HR integration Leader of all Rostelecom Data Centers into one service provider
- 5 regions, ~1000 employees

Head Organizational Development

ATOL Group

CPO for one of the Retail Tech Leaders in Russia with the strategic objective to transform organizational culture and HR processes into IT company. Visible results are:
- transformed the recruitment process and talent acquisition team that lead to satisfaction of employment needs of the newly created Software Development Department as well as SaaS Business Units
- increased Employer Brand recognition among developers, product managers, and digital experts
- changed compensation schemes to more transparent and legally appropriate
- digitally transformed and automated HR processes in recruitment, onboarding, payroll, administration etc.

Chief People Officer

State Corporation Rostec

Strategic advisor to a CEO at a start-up - one-stop provider of Russian IT solutions
- Has started HR Function from scratch, including hiring the team members, development of C&B schemes for sales and non-sales roles, introduction of HR admin processes.
- Strategic support for CEO in building international company including Corporate Culture management and international onboarding.
- Provided organizational consulting during transition period due to the CEO change, including facilitation of strategy development process, labor law consulting, staffing issues. 

Reason for leaving the company - end of the project.

Chief of Staff at RusITExport (RITE, part of Rostec State Corporation)

Play English

•	Founder of online educational project Play English - English for young learners
•	Producer of the largest online conference in Russia about English for young learners: 5 days, 2000 registered participants, speakers from 7 countries

CEO & Founder

YOTA

Areas of responsibility – Strategic support for CEO in Organizational Development and People Management
As a project manager has transformed organization (structure and processes) to achieve strategic goals. This led to better management of the telecom network as well as let us keep all the key employees during the sale and transition period. 

Reason for leaving the company - maternity leave.

HR Director at Yota Networks

Areas of responsibility – Support and development of organizational culture within all Yota Group companies through structured Leaning and Development process, Performance management, Employer Branding and Internal Communications. 
Has defined and implemented Internal Communications strategy including new communications tools and channels in order to ensure consistent vertical and horizontal information flow within the organization
As an internal consultant has defined Organizational structure, Recruitment and Development processes for the Retail unit of Yota
Has initiated the process of organization development projects within all major units in order to increase organization efficiency, management capability and employee engagement
Has prepared organization for the major philosophy and brand change through synchronization of processes and involvement of all significant stakeholders

Organizational Development Director at Yota Group

Swedbank

Areas of responsibility – Strategic communications and branding, Internal and External communications strategy, Public affairs, Media relations, Communication partner for Swedbank Group, Corporate Social Responsibility, Brand Management 
Crisis communication strategy, communication plans for all stakeholders depending on the strategy defined
Communication of changes and employee engagement thought unified messages, events, corporate publications 
Corporate culture support and development
As a part of Senior Management Team has developed and executed organizational changes, including staff optimization
Reporting to Swedbank Russia CEO and Swedbank Group Communications

Head of Corporate Communications

-	Has developed Learning and Development function from the start – all training policies and procedures, training budgets, system of trainings and training areas in the Bank, hired and trained internal trainers; has developed the training programs for specialists in branches, competency-based trainings for Swedbank Russia regions; has developed the Managers Development Program and other Managers Development Initiatives 
-	As a member of Swedbank Group HR project team has developed Group Leadership Competencies, and Performance Management process for Swedbank and then implemented those policies in all countries within International Banking Unit - Russia, Ukraine, Norway, Denmark, Finland, China, USA 
-	An active member of Swedbank Russia Change Management team developing a new organizational model to meet Swedbank strategy: development of new organizational principles, analysis of business processes, development of a new business model and new org structure, communication of change.
-	Areas of responsibility – Managers development, Performance Management, Talent Management, and Succession planning, Corporate culture development, Social responsibility programs.

Head of Learning and Development

Deloitte

	Team Leader in training process administration (professional qualifications, internal professional trainings, language training, soft skills trainings): registration employees on training courses, forming training groups and notifying employees about dates and place of training courses, preparation notification mails to participants to ensure their attendance on particular training course, tracking employees’ attendance, reporting progress/attendance of individuals to Managers, maintaining contract administration work with all service providers, ensuring timely paying the accounts, receiving and analyzing feedback on programs effectiveness. 
	Planning and supervision training budget issues. Defining training needs, preparing training plans for different categories of employees. Work with business leaders to identify areas of performance deficiency/areas for improvement.
	Development of assessment/evaluation instruments to measure the effectiveness of learning and development activities.
	Updating an Employee handbook for new employees, Partners Handbook and Training policies.
	Internal marketing of training.
	Delivery of induction and soft skills trainings (teamwork, decision making, communication skills, presentation skills). Training for newly hired learning professionals.

CIS Training Manager

Team Architect | Leadership Coach | 𝐈 𝐞𝐧𝐠𝐢𝐧𝐞𝐞𝐫 𝐫𝐞𝐦𝐨𝐭𝐞 𝐭𝐞𝐚𝐦𝐬 𝐟𝐨𝐫 𝐬𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐠𝐫𝐨𝐰𝐭𝐡 | ex-Deloitte | On a mission to transform the workplace for fulfilling lives

I have the best job in the world! I've helped leaders create high-performing work cultures for more than 5,000 people, ranging from fast-growing startups to Fortune 500 companies.

I help leaders and teams maximize their potential, find purpose, and achieve ambitious goals sooner than they ever imagined. My mission is to transform the workplace for 1,000,000 people, creating a space that enables them to flourish, find meaning in their work, and reach new heights of achievement.

📊 As a result of my work:

1️⃣ A B2G tech startup established a high-performing, distributed sales team across multiple countries and integrated a new CEO, leading to increased sales and a more cohesive team.

2️⃣ A telecom company accomplished x4 growth without expanding their headcount by restructuring organizational processes and bolstering team communication and collaboration.

3️⃣ A hardware company successfully transitioned to become a market leader in retail tech by redesigning their organizational processes and providing leadership coaching for their tech executives.


If your business is on the verge of transformation and your goal is to enhance your team's performance swiftly, let's connect.


Together, we'll address:

✅ Engineering your team to effectively manage transformation and achieve rapid business growth.
✅ Elevating team engagement to facilitate these changes, increase retention and productivity.
✅ Fostering a culture of innovation, agility, and accountability in your team, critical for navigating shifts effectively.
✅ Crafting effective leadership strategies to inspire and empower your team members throughout these periods of change.


So, let's work together to write your organization's successful transformation story. If you're looking for the perfect partner to engineer your team for optimized results and guide your organization's transformation, get in touch and let's drive exceptional success together.


Contact me:
🌐 www: dariarudnik.com
📩 email: me@dariarudnik.com
📲 tel: +972532398960 (WhatsApp)


Thanks for reading up until here!

Cheers,
Daria

𝗔 𝗳𝗼𝘂𝗿-𝗱𝗮𝘆 𝘄𝗼𝗿𝗸𝘄𝗲𝗲𝗸 𝗶𝘀 𝗯𝘂𝗹𝗹𝘀𝗵𝗶𝘁.


A four-day workweek gives you neither flexibility nor control over your work habits.

You're still tied to organizational schedules.

You're still bound to synchronous communication.*

It's not the future of work.

But what is?

It's flexible work.



Flexible work is when:

◈ You can start as early as you want.
 
◈ You can finish as late as you feel is needed.
 
◈ You can go to the beach / park on a Wednesday if you feel like it.
 
◈ You can work on the weekend if you need to.
 
◈ You can go to the gym during the day.



Flexible work isn't about the time spent at your desk.

It's about the results of your work and the value you produce.



Flexible work doesn't require you to work the same hours as others.

It embraces asynchronous collaboration.**



For flexible work to succeed, organizations must:

◉ Have clear goals.
 
◉ Integrated ways of working.
 
◉ Make transparent decisions.
 
◉ Foster good communication.
 
◉ Share knowledge and provide feedback.



Flexible work pushes organizations to become more efficient.

A four-day workweek doesn’t.



The future of work is evolving. 

Which path are you choosing?


________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

Daria Rudnik

𝐑𝐞𝐦𝐨𝐭𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐝𝐨𝐧𝐞 𝐰𝐫𝐨𝐧𝐠:

❌ Endless meetings
❌ Constant urgency
❌ Disturbances outside of work hours
❌ Frequent interruptions for "quick calls"
❌ Neglecting the emotional and mental well-being of remote employees


𝐑𝐞𝐦𝐨𝐭𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐝𝐨𝐧𝐞 𝐫𝐢𝐠𝐡𝐭:

✅ Fostering collaboration and teamwork among remote employees
✅ Being mindful of time zones and work boundaries
✅ Embracing asynchronous communication
✅ Establishing clear working guidelines
✅ Prioritizing focused work


The same principles should have been applied in-office.

Now, it's even more important to implement them in a remote setting.

Don't make it Remote Forced. Make it Remote First.

It’s a better way of working.


________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

🍔 Free meal
☕ Free coffee
🏓 Ping-pong table
🏋️‍♀️ Gym in the office
🍏 Free healthy snacks
🚌 Free public transport
💺 Ergonomic workstations
🍻 End of the week beer and pizza

These are just some of the perks companies are offering to their employees to lure them back to the office.

But people don't really care about free cereal and beer if they don't have what matters to them, which is:

✅ Flexibility in how they can make their work done
✅ Well-organized work processes
✅ High leadership standards
✅ Growth opportunities
✅ Sense of purpose
✅ Recognition
✅ ....

What else?


________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

I worked remotely for several years already.


I don't have to:

❌ Waste time on unnecessary office activities

❌ Be confined to a physical office space

❌ Engage in meaningless conversations

❌ Spend money on fancy work clothes

❌ Sacrifice my personal life for work



Instead, I can:

✅ Fit in a workout during the day

✅ Work from anywhere in the world

✅ Spend quality time with my family

✅ Continuously invest in my education

✅ Foster deeper connections with my coworkers and partners



Commuting takes away precious hours of our lives.

In-person interactions are valuable. But being forced to be in an office isn't.


The future of work is here and it's inevitable, let's make sure it's intentional and meaningful, not restricted by outdated norms.


Join me in shaping the future of work.


----------------
❇️ 𝘐 𝘢𝘮 𝘋𝘢𝘳𝘪𝘢 𝘙𝘶𝘥𝘯𝘪𝘬.
⭐️ 𝘐 𝘦𝘯𝘨𝘪𝘯𝘦𝘦𝘳 𝘳𝘦𝘮𝘰𝘵𝘦 𝘢𝘯𝘥 𝘩𝘺𝘣𝘳𝘪𝘥 𝘵𝘦𝘢𝘮𝘴 𝘧𝘰𝘳 𝘴𝘶𝘴𝘵𝘢𝘪𝘯𝘢𝘣𝘭𝘦 𝘨𝘳𝘰𝘸𝘵𝘩
⭐️ 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘊𝘰𝘢𝘤𝘩 𝘢𝘯𝘥 #TeamArchitect
⭐️ 𝘐 𝘸𝘳𝘪𝘵𝘦 𝘢𝘣𝘰𝘶𝘵 #futureofwork, #teamdesign 𝘢𝘯𝘥 #virtualteams

♻️ 𝘐𝘧 𝘵𝘩𝘪𝘴 𝘸𝘢𝘴 𝘩𝘦𝘭𝘱𝘧𝘶𝘭, 𝘳𝘦𝘱𝘰𝘴𝘵 𝘪𝘵 𝘵𝘰 𝘺𝘰𝘶𝘳 𝘯𝘦𝘵𝘸𝘰𝘳𝘬.
🔗 𝘊𝘰𝘯𝘯𝘦𝘤𝘵 𝘸𝘪𝘵𝘩 𝘮𝘦

Can you grow your LinkedIn audience in just 20 minutes a day?

I saw this question in my mailbox yesterday in a newsletter from Taplio.


Tough, but not impossible. 
Ok, let's find out. Here are Taplio's recommendations vs. my reality.


1️⃣ Engage with people you know - ⏳ 5 minutes

𝗠𝘆 𝗿𝗲𝗮𝗹𝗶𝘁𝘆:
2 comments - 5 minutes. One of the comments was simply 'Congratulations.' The other was a meaningful comment on the post. I could do more with comments like 'Thanks for sharing!' but what's the point?


2️⃣ Engage with people you don't know - ⏳ 5 minutes

𝗠𝘆 𝗿𝗲𝗮𝗹𝗶𝘁𝘆:
2 comments - 5 minutes. Both were on one post - one for the author, the other a reply to another comment.


3️⃣ Post (Mon-Wed-Fri-Sun) - ⏳ 10 minutes/day

𝗠𝘆 𝗿𝗲𝗮𝗹𝗶𝘁𝘆:
Yes, it took me about 10 minutes to write this post.


So yes, I guess they were right - tough, but not impossible.


What I couldn't do in this 20-minute time frame:

◈ Create any visuals for the post (an infographic, or a carousel, not to mention a video)
◈ Look for people I really want to interact with - I just commented on the first posts I saw
◈ And most importantly - no personal communication in DMs, where all the magic happens.


So my advice - if you don't have much time for LinkedIn:

◉ Do it twice a week instead of four - 40 minutes each
◉ Spend this time on building meaningful connections
◉ Engage in deep conversations in comments and DMs


What's your LinkedIn strategy?



________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

No, you don't need more people to produce more. 

↳ You need to ensure your current team can collaborate effectively.



No, you don’t need more processes to speed up your performance. 

↳ All you need are a few ground rules and a clear decision-making process.



No, you don’t need more managers to control performance. 

↳ What you need is an empowered team and clear goals.



Do more with less.

Ask me how.


________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

My biggest mistake was to think: "I will do it myself; I don’t need anyone working with me on this project."


That's what I thought when I was given my first big project. 

I believed I was showing hard work, but in reality, I was acting out of fear.


➤ I feared they would discover my inability to handle conflict and disagreements.
➤ I feared they would realize I didn’t know how to communicate with the CEO.
➤ I feared they would find out everything was falling apart.


What helped me finally execute the project was starting to build my communication with the stakeholders. It wasn’t easy for me then, and the project wasn’t a huge success, but I learned my lesson.


So, in my quest to understand the nuances of communication in project teams, I reached out to Simon Harrison, an experienced P3M (Program, Portfolio, and Project Management) consultant.

He shared his 5 best communication tips for project team leaders: 👇




________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

5 communication tips for  project leaders

3 types of overthinking and how to overcome them.


See the carousel with the recent Harvard Business Review findings. 


I often fall into number two. 

Where do you find yourself struggling?


________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

3 Types of Overthinking

Remote is no longer the future of work. It's the future of living. 

When companies try to bring people back to the office, they might think they're just changing the location of their employees. But in reality, they're asking people to change their way of life.


What can change for people if you want your whole team to come back to the office?

1. Where they live. 
   
   ↳ If you work remotely, you can live near nature, your parents, a good school for the children, or some other place that gives you satisfaction and energy. When people go back to the office, they either have to change homes or commute. 
   

2. Time with family. 
   
   ↳ When people don't have to commute, they can take their kids to school and pick them up themselves. They can visit their parents and have dinner with the family. If you require your employees to be back at the office, you want them to sacrifice that time to the bus/car/train to and from work.
   

3. Autonomy. 
   
   ↳Those who work from home know that the most important thing is to deliver good results, and that it doesn't matter when you get your work done as long as you're available to your colleagues and deliver on time. Being back in the office means that you've to explain to your boss again when you need to go to the doctor and so on, and that your private life is exposed in front of your colleagues. 



These are just a few things. But they explain quite well why 1 in 3 people wouldn't return to their commute if remote work was no longer an option - 26% would look for a new remote role, and the rest would relocate or retire.


________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

Number one illusion leaders have about their teams can lead to stagnation and a false sense of teamwork. 

Here is why:

➤ You never have conflicts in your team.
➤ Your team members radiate positivity no matter what.
➤ You reach consensus easily because everyone agrees with each other.

Congratulations, your team is not safe.

◈ Team members do not trust each other.
◈ No innovation is possible here.


Why is that?

Because innovation and great teamwork are only possible when there is trust and psychological safety.

In these thriving teams:

◉ People are allowed to make mistakes and learn from them.
◉ They are ready and willing to share failures so others can learn as well.
◉ It's okay to challenge the status quo, even if everyone else supports it.
◉ Conflict of ideas does not lead to conflict of personalities.


True progress and innovation require a safe environment where diverse thoughts are encouraged, and mistakes are seen as opportunities to grow.



Don't underestimate the power of psychological safety.
It can make all the difference in creating high-performing teams.



________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

Top five things I love about my work:


1. Brainstorming with a client on what their leadership development program should look like.
   
2. Observing a team during their operational work meeting to see how they implement what they learned.
   
3. Coaching a leader who is deeply dedicated to their mission.
   
4. Facilitating a team discussion where they develop a close understanding of their teammates.
   
5. Creating a tool that can be easily shared and used by many people.  



What are your top five things you love about your work? 



________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

This is how you know your team is slowly being undermined:

It is essential for leaders to monitor the health of their teams consistently.

Though all teams encounter problems occasionally, specific patterns can suggest that your team is facing significant internal challenges.


Here are some crucial signs to watch for ⤵️

1️⃣ Silent Disengagement:
Watch for team members who appear disconnected or rarely contribute during meetings, signaling deeper engagement issues.

2️⃣ Excessive Consensus:
Be cautious if decisions are consistently made with little debate—this can indicate a lack of thorough consideration.

3️⃣ Hyper-Competitiveness:
When individuals prioritize personal achievements over team success, it might be a sign of misaligned priorities.

4️⃣ Over-Dependence on Leadership:
A reluctance to make decisions without input from the leader can suggest a lack of confidence or autonomy within the team.

5️⃣ Misdirected Focus:
Prioritizing minor tasks over essential objectives can indicate a misalignment of the team's goals.

6️⃣ Skewed Work Distribution:
If workload is unevenly distributed, with some members overwhelmed and others under-engaged, it can lead to long-term issues.

7️⃣ Cultural Misalignments:
Frequent conflicts due to differing work styles or attitudes can severely impact team cohesion.

8️⃣ Invisible Subgroups:
The formation of cliques within the team can create divisions and reduce overall teamwork.

9️⃣ Inter-Team Hostility:
Negative attitudes towards other teams or unwillingness to collaborate can further isolate your team.

🔟 Lack of Trust or Respect in Leadership:
Observable skepticism towards leadership decisions or a general disconnect with the leader could undermine authority and team effectiveness.


As leaders, addressing these issues proactively is key to maintaining a healthy team dynamic.

Encouraging communication, understanding, and trust can transform these challenges into opportunities for growth and improvement.

Your thoughts and support are appreciated.

______________________________

Thank you for engaging with this content. Join me in transforming the workplace, creating an environment where people can thrive, find meaning, and reach new heights. 

Together, we can make our professional communities better places to work.

______________________________

❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

My worst leadership experience was when my team was falling apart.

They kept doing their job but:

➤ They didn’t talk much during team meetings, but there were whispers and quiet conversations in between.

➤ One part of the team blamed the other for not performing. They blamed them back for not addressing their needs.

➤ I was constantly putting out fires when they couldn’t agree, were overloaded, stressed, and didn’t want to think beyond their job responsibilities.


I joined this team as their leader after the former CHRO left the company.

It was a disaster.

◈ I didn’t have time for my stakeholders.
◈ I didn’t have time for strategic work.
◈ I barely had time for my family.


And here’s what I did.

In the following months, we:


✅ Created mini-project groups to work on shared goals.
✅ Collectively discussed disagreements to make decisions.
✅ Established quarterly meetings to discuss team priorities.
✅ Created a shared drive with interesting articles and videos.
✅ Started every meeting with social connection and informal chat.


Slowly, team members learned to work together and handle mutual disagreements.

More importantly, the team became better equipped for future success, with:

🎯 Clarity of Goals
🔗 Linked Relationships
🤝 Integrated Work Methods
💬 Collaborative Decision-Making
📚 Knowledge Sharing and Feedback

Since that time, I’ve been using the C.L.I.C.K. framework to create many brilliantly successful teams.


✦ You can do the same.

✦ Start with having open team conversations.

✦ Transform your team culture.

________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

Are you looking to ensure your LinkedIn profile matches your career or business goals? 

I have a solution for you: GC Translate.

This AI-assisted tool is designed to translate any written content—be it your profile description, cover letter, CV, or website's about page—and instantly analyze it to ensure it communicates the impact you intend.


🟢 Want to be seen as a Game Changer, imagining and creating a better world?
🔵 Are you a Strategist who sees the big picture and guides through chaos toward innovation?
🔴 Want stakeholders to see you as someone who brings ideas to life, beyond just talk?
🟡 Are you a leader who always aims higher, never settling for 'good enough'?
🟣 Do you unite people for a common goal, demonstrating collective power?


GC Translate also allows you to:

➤ Analyze role profiles and compare them with potential candidates.
➤ Evaluate mission, vision, or values statements for inclusivity and meaningfulness.
➤ Analyze projects or business activities to identify the impact required at each stage and align the right people for maximum effectiveness.


𝗚𝗖 𝗧𝗿𝗮𝗻𝘀𝗹𝗮𝘁𝗲 𝗶𝘀 𝗮𝘃𝗮𝗶𝗹𝗮𝗯𝗹𝗲 𝗳𝗼𝗿 𝗳𝗿𝗲𝗲 𝘂𝗻𝘁𝗶𝗹 𝘁𝗵𝗲 𝗲𝗻𝗱 𝗼𝗳 𝗗𝗲𝗰𝗲𝗺𝗯𝗲𝗿 𝟮𝟬𝟮𝟰 𝗳𝗼𝗿 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹𝘀 𝘄𝗵𝗼 𝗵𝗮𝘃𝗲 𝗰𝗼𝗺𝗽𝗹𝗲𝘁𝗲𝗱 𝗧𝗵𝗲 𝗚𝗖 𝗜𝗻𝗱𝗲𝘅.


Interested in seeing it in action? 

Comment below, and I'll run your 'About' section through GC Translate, sharing the results right here.



________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

There is no magic in coaching.

Coaching works as much as you work.

I have an excellent coach at my gym who pushes me hard:

➤ He believes in me more than I believe in myself.
➤ He challenges me to attempt what I believe is impossible.
➤ He introduces exercises that engage muscles I didn't know I had.


He also asks me how I work out between our sessions because if I don’t, there won't be much result from our work.

In leadership coaching, it is the same:

◉ It encourages you to think in new ways, sometimes rarely explored before.
◉ It provides a supportive accountability partner who encourages your growth.
◉ It involves trying new approaches and observing their impact on your daily life.


But the main growth happens between sessions when you start doing something you haven’t done before. Only then will you be able to achieve goals sooner than you ever imagined.


______________________


Ready to try it for yourself? 
Send me a message and we'll arrange an introductory call to discuss your goals.

______________________

❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

Are you steering your organization towards its own iceberg?

The Titanic sank in the early morning hours of 15 April 1912 in the North Atlantic Ocean, only four days into her maiden voyage from Southampton to New York City.

There were many events that led to this 'unsinkable' ship going underwater, and many of them were human mistakes.


What are 5 reasons why the Titanic sank, and what can we learn from it?

1. The ship was going too fast: Captain Edward J. Smith aimed to better the crossing time of the Olympic, the Titanic's older sibling. He chose to sail full speed ahead despite warnings about icebergs.
   
   ↳ Lesson learned: There's no need to be faster or more innovative than your competitors if you don't reach your destination. Stick to your purpose and use that as your reference point rather than focusing solely on what competitors are doing.


2. Lookouts had no binoculars: Second Officer David Blair, who held the key to the Titanic’s binocular storage, was transferred off the ship and forgot to hand over the key to his replacement.
   
   ↳ Lesson learned: Ensure smooth handovers and clear communication during transitions. A minor oversight can lead to major consequences.


3. Unfamiliar Crew: Most of the crew were not trained sailors. They were primarily engineers, firemen, stokers, stewards, and galley staff. Only about five per cent of the crew were seamen and watch officers, and many hadn't had the chance to familiarize themselves with the ship.
   
   ↳ Lesson learned: Ensure that your team is prepared and capable of fulfilling its purpose. If there are gaps in skills or knowledge, invest in training.


4. Dismissed key iceberg warnings: Wireless operators were employees of Marconi's Wireless Telegraph Company and not members of the ship's crew. They prioritized passenger messages over weather reports. The last iceberg warning was met with, "Shut up, shut up! I am busy!" Ten minutes later, the Titanic collided with the iceberg.
   
   ↳ Lesson learned: Ensure all team members understand and prioritize the strategic goals of the organization over routine tasks.


5. No lifeboat training: Captain Smith cancelled a scheduled lifeboat drill the morning before the tragedy. As a result, in the ensuing chaos, 20 lifeboats left the sinking ship with 400 empty seats.
   
   ↳ Lesson learned: If you have an established process in your organization, execute it consistently until you assess and decide to modify or cancel it.



P.S. The Titanic sank due to many reasons, including weather, ship design, and crew mistakes. But thinking it couldn't sink was the biggest mistake. 


Don't let your organization make the same error.


________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

What is team coaching, and why does your team need it?


I started supporting leaders first as a Chief People Officer, then as a Leadership Coach when I realized that working directly with a team is the most powerful and fast way to transform a group of individuals into a high-performing team.


But don’t just take my word for it. A couple of weeks ago, I had a great conversation with Mădălina Marincaș, a Management Consultant & Trainer and an experienced project manager. She shared her firsthand experience of how team coaching can positively transform a project team by improving communication, clarifying roles, and ensuring all voices are heard.

And today, Mădălina shared how team coaching supported her team and why every organization needs to embrace this tool 👇


________________
❗ 𝗛𝗼𝘄 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗺𝗲:
⭐️ You have ambitious goals 
⭐️ Your organization is from 100 to 900 people
⭐️ You want to triple your performance without growing your headcount

✅ Book a call with Daria Rudnik  
🔗 Connect with me for insights on creating high-performing teams

Taplio

Daria Rudnik's Linkedin Analytics

Daria Rudnik

What is Daria talking about?

Who is engaging with Daria

Daria Rudnik'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;}Daria Rudnik's Linkedin Analytics

Daria Rudnik

What is Daria talking about?

Who is engaging with Daria

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

Want to drive more opportunities from LinkedIn?

Daria Rudnik's Linkedin Analytics

Daria Rudnik's Best Posts (last 30 days)