Marketing Consultant | Strategy | SEO | Paid Search | Mentor @ Assisterhood✨

I lead communication and media across complex systems where narrative, evidence and public understanding shape organisational outcomes. 

My work sits at the intersection of strategic communication, leadership and identity, helping leaders make clearer decisions in environments where clarity is often the first casualty.

Over the years, one pattern kept repeating itself: strategies didn’t fail because people lacked skill or intent. They failed because leaders were making decisions with blind spots they couldn’t see. 
Communication broke down. 
Teams misaligned. 
Narratives drifted. 
Impact weakened.

That realisation shaped the foundation of my work and led to the creation of the Blind Spot Diagnostic System; a framework that helps leaders diagnose the gaps that sit beneath communication, strategy and team performance.

My perspective has been shaped by operating in national issues where the stakes are high, the systems are layered, and the consequences of poor communication are real. Working in these environments taught me that clear narrative is not a “nice to have.” It is leadership. 
It is risk management. 
It is cultural safety. 
It is strategic discipline.

Alongside my executive role, I co-founded the Women of Colour Founders Network to support women of colour in business to build confident leadership and visible brands. The inner blind spots that hold people back; doubt, identity conflict, under-recognition, are often the same ones that shape organisational behaviour. 

Our Transcendence Masterclasses and membership exist to close this gap, giving women of colour the tools, clarity and confidence to lead boldly.

I share weekly insights on leadership, strategic narrative, decision-making and the blind spots that affect complex marketing and communication systems.

One of the most interesting patterns I keep noticing shows up after someone gets promoted.
Not before.
After.

They earn the role, and instead of settling into it, they start moving like they still need to prove they deserve it.

Here is what it tends to look like.
1) Overperforming.
Taking on too much to prove your commitment. 

2) Being cautious in rooms where decisions are made.

3) Keeping the same availability rules from your old role.
Saying yes too quickly, burning out then resenting the role you’ve worked so hard for.

4) Leading like you are still being assessed.
Looking for reassurance before you make decisions. 
Keeping you in performance mode when what the role needs is direction.

None of this is about competence.

It’s what I call identity lag, when your job title changes faster than your internal permission to fully occupy it.

If you’ve been promoted recently and you feel busier, more cautious, or more stretched than you expected, try this question: Am I leading from the role I have now… or the one I used to have?

You’ve worked hard to be where you are now. You’ve nothing to prove to anyone. Embrace it, enjoy it, and leave your mark. 

I’m rooting for you ✨

Emmagness Ruzvidzo

I'm a Marketing professional with both strategic thinking skills and practical implementation capabilities. I excel at developing strategies and rolling up my sleeves to execute them on a practical level.

My focus is on helping companies achieve tangible results through research-based marketing programs. 
✅I am passionate about driving revenue growth and have successfully designed and executed comprehensive strategies across a diverse range of industries and companies, such as Insurance, Banking and Finance, Energy, Retail, and Fintech, including a Fortune 500 enterprise.
✅ My dedication to staying ahead of the curve drives me to continuously research and experiment with new technologies, seeking out ways to enhance both the efficiency and effectiveness of a company's marketing efforts. 
✅ I am driven to perform at the highest level.
✅ I'm passionate about building high-performing teams through coaching, nurturing relationships, and designing best practice workflow frameworks. 
I'm great at translating and simplifying complex concepts, solving problems through human-centred design and seeing the big picture.

Head of Communications and Media | Leadership & Personal Brand Coach | Keynote Speaker

When I was looking for a job a few years ago, each rejection email chipped away at my confidence. I took ghosting as a reflection of my worth, especially from organisations that proudly described themselves as “people-first” on LinkedIn.

Eventually, I stopped applying and started my business. I do not regret that path. But looking back, I can clearly see the blind spots I had at the time. 

Here’s the advice I wish someone had given me then;

• First, stop treating recruitment as a transaction. It’s a relationship-driven process. 
Reach out to recruiters. 
Introduce yourself. 
Ask questions. 
Follow up.

• Second, build visibility before you need a job. Share how you think, not just what you’ve done. Hiring managers are often looking for clarity of thought as much as delivery.

• Third, do not assume silence means rejection of you. Often it means volume, internal delays, unclear briefs, or shifting priorities. Protect your confidence by not filling in the gaps with self-blame.

• Fourth, understand that your resume gets you into consideration, but your presence, positioning, and advocacy makes you unforgettable.

• And finally, do not confuse being overlooked with being underqualified. Those are very different things.

Don’t give up, take a break when you need to, get help from the right people, we can’t walk this journey alone. That breakthrough is coming. 
I’m rooting for you ✨

📸: getting some life advice from Zindzi, Actor and Playschool host on ABCKids.

Women only apply for jobs when they meet 100% of the criteria. This is something I’ve heard (and read about) a lot from many people, turns out that’s actually not true.

Women don’t wait until they meet 100% of the criteria. Most apply when they meet somewhere between 55 and 79%. Men tend to apply around 52 to 72%. 

The gap is smaller than we think.
So this isn’t really a confidence issue.
It’s about how we interpret job ads.

Many women read job descriptions as rules. 
Not guidelines or wish lists. 
Rules. 

If something is unclear or loosely defined, it’s easy to assume you’re missing something essential and quietly opt out. Not because you can’t do the job but because the perfectionist and integrity in you wants to do the job properly.

That makes sense when you’ve grown up learning that mistakes are costly, visibility attracts scrutiny, and being “almost ready” can be risky.

What the research also shows is this: when job descriptions are clear and specific, more women apply. When they’re vague and inflated, women are more likely to self-select out.

So if you’re looking for a job at the moment and hesitating to apply for a role you know you’d be amazing in, try this reframe.

Instead of asking, “Do I meet every requirement?”
Ask, “What problem are they actually trying to solve, and can I solve most of it?”

Most roles are written under pressure, stitched together by multiple stakeholders, and describe an ideal that rarely exists in one person.

Go for it, I’m rooting for you.

I’ve just finished reading Alex Cross: Return of the Spider. It’s such a brilliant book with lots of takeaways, but my favourite quote was this (because we live in a world where accountability seems to be going out of fashion):

When confused, fearful or upset, one should stop and recognise that the emotional crosscurrents are often created by not facing up to one’s own role in whatever the crisis at hand is. Reflect on yourself, not others. See clearly what error you might have made, what hurt you might have caused and take responsibility for it. Your confusion and fear will fade away. 
Martha Warner

Career growth often gets framed as external. 
The right manager, opportunity or timing.
Sometimes, the work that needs to be done is internal.

When things feel tense at work, it’s easy to focus on what everyone else is doing wrong. 
The colleague who’s difficult. 
The leader who’s unclear. 
The team that’s not delivering the expected results (like, do they even know what they’re doing?). 

This quote is a reminder to ask better questions:
• What part do I own here?
• Did I avoid a conversation I needed to have?
• Did I stay silent when clarity was required?
• Did I assume instead of confirming? (People are not mindreaders)
• Did I contribute to the dynamic I’m now frustrated by?

That level of self-honesty builds trust, strengthens judgement, and makes you the person people want in higher-stakes rooms.

If you want a weekend thriller with pace, twists, and a few lines that double as life and career advice, add this one to your list.

taplio

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