Faraz Anis 🍁

| LinkedIn growth expert | Account management | Ai Promotions | Influencer Marketing | Personal Branding | open for collaboration | Marketing | Motivational Speaker

WHAT I DO: I help leaders, influencers, and founders grow their LinkedIn followers.

WHO I HELP: I work with very busy individuals who want to stand out and grow their LinkedIn followers but are struggling with the demands of creating, posting and managing content:

❌ Don’t have time to copy write?
❌ Never sure what to post about?
❌ Struggling to grow your followers?
❌ Don’t understand how to get more engagement?
❌ Can’t create carousels or cheat sheets?
❌ Stuck trying to identify viral videos for your posts?
❌ Never have time to post regularly and at peak times?

I’ve been where you are—trying to build a standout presence while juggling countless responsibilities. The frustration of knowing LinkedIn could elevate your brand but not having the time or expertise to make it happen can be really overwhelming.

Through my proven strategies and hands-on approach, I help busy professionals like you create consistent, engaging content that grows your audience and positions you as a leader in your field:

✅ Save time by outsourcing content creation
✅ Attract more followers and increase engagement
✅ Build credibility and establish thought leadership
✅ Focus on your strengths while I handle the rest
✅ Grow your personal or professional brand without stress

Now imagine in the next 6 months…

🎉 sky rocketing your LinkedIn followers and engagement
🎉 Getting noticed by influencers and industry leaders
🎉 Landing speaking opportunities or new clients enquiries through LinkedIn
🎉 Becoming the go-to expert in your field
🎉 Freeing up time for what matters most to you

Ready to unlock your LinkedIn potential? Let’s connect! DM me the word “Grow” or just hello to start the conversation. I’m here to help.

Social Media Marketing Specialist

A brief summary:

-Brand promotion 
-Brand Campaigns 
-Marketing 
- Growing LinkedIn accounts
- Generating leads
- Networking
- Increasing engagement
- Implementing marketing strategies
- Enhancing personal branding
- content development 
- suggesting best “keywords” 


Open for collaboration ! 

The real difference between a boss and a leader 
shows up in one sentence.

Red flag: “That’s not my job.” 🚩
Green flag: “I’ll handle it.” ✅

Most people think leadership is about seniority.

But real leadership shows up in the moments no one is watching.

In the work no one claims.

In the problems no one wants.

In the attitude you carry when responsibility isn’t required - but needed.

This is where the gap between bosses and leaders becomes impossible to hide.

Some leaders protect their corner.

Others protect the company.

Some think in tasks.

Others think in outcomes.

And those differences quietly shape your culture more than any strategy ever will.

Here’s what happens on both sides:

🚩 Red Flag 1: The “Not My Problem” Mindset

↳ They avoid anything outside their job description
↳ Teams copy that behavior and silos form
(Culture weakens long before anyone notices)

🚩 Red Flag 2: Chasing Short-Term Wins

↳ They care only about quick results
↳ Morale and long-term trust pay the price
(Speed over stability almost always backfires)

🚩 Red Flag 3: Staying in Their Lane

↳ They refuse to stretch beyond their comfort zone
↳ Opportunities slip away
(The team starts doing the same)

🚩 Red Flag 4: Limited Vision

↳ They focus only on their team, not the whole mission
↳ Collaboration dies
(Missing the big picture slows everyone)

And then there are the real leaders - the ones who lift everything around them:

✅ Green Flag 1: They Take Ownership

↳ They step up even when it’s “not their job”
↳ They solve problems before they grow
(Ownership creates respect)

✅ Green Flag 2: They Think Long Term

↳ No shortcuts
↳ No quick fixes that break trust
(They care about future stability, not just today’s numbers)

✅ Green Flag 3: They Empower Their Team

↳ They lift others
↳ They help beyond their title
(And the team gets braver)

✅ Green Flag 4: They Communicate Openly

↳ They break silos
↳ They encourage cross-team support
(This is how a culture grows)

So here’s the truth:

The moment someone stops saying “that’s not my job,”
they stop being just an employee - and start becoming a leader.
..............

𝘐𝘧 𝘺𝘰𝘶 𝘦𝘯𝘤𝘰𝘶𝘯𝘵𝘦𝘳 𝘤𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘦𝘴 𝘪𝘯 𝘦𝘴𝘵𝘢𝘣𝘭𝘪𝘴𝘩𝘪𝘯𝘨 𝘺𝘰𝘶𝘳 𝘉𝘳𝘢𝘯𝘥 𝘐𝘥𝘦𝘯𝘵𝘪𝘵𝘺, 𝘮𝘢𝘳𝘬𝘦𝘵𝘪𝘯𝘨, 𝘯𝘦𝘵𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘰𝘳 #growth 𝘥𝘰𝘯'𝘵 𝘩𝘦𝘴𝘪𝘵𝘢𝘵𝘦 𝘵𝘰 𝘨𝘦𝘵 𝘪𝘯 𝘵𝘰𝘶𝘤𝘩 𝘸𝘪𝘵𝘩 𝘮𝘦 𝘧𝘰𝘳 𝘦𝘹𝘱𝘦𝘳𝘵 𝘨𝘶𝘪𝘥𝘢𝘯𝘤𝘦 𝘢𝘯𝘥 𝘴𝘶𝘱𝘱𝘰𝘳𝘵.

Make sure to repost this if you find it valuable. ♻
Open for #collaborations.

Helping grow LinkedIn followers organically | Speaks for workplace culture awareness | AI Advocate |

Some people aren’t worth the energy you lose arguing with them.

And not every battle at work needs your attention.
And I learned that the hard way.

I once worked with someone who had a problem for every solution.
If I did well, they would point out the “one thing” I missed.
If I shared an idea, they’d shut it down before I finished speaking.

At first, I fought back.
Defending myself.
Explaining myself.
Trying to “prove” something.

But here’s the truth I finally understood:
The more you fight negativity, the more it drains you.
And the less energy you have for the work that actually matters.

So I stopped.

I stopped replying to the digs.
I stopped explaining myself to people who had already made up their minds.
I stopped giving energy to conversations that went nowhere.

Instead, I focused on my work.
Quietly. Consistently. Fully.

And over time, the results spoke for me.
Louder than arguments.
Louder than gossip.
Louder than negativity ever could.

Because some people will always criticize, complain, or try to pull you down.
That’s their habit.
Not your responsibility.

You don’t win by fighting them.
You win by rising above.

The higher you go,
the smaller the noise becomes.

Let them talk.
You keep moving.

𝗥𝗲𝗽𝗼𝘀𝘁 to share awareness. ♻️ 
𝗙𝗼𝗹𝗹𝗼𝘄 me Faraz Anis 🍁 similar insights.

pdf.

When employees stop speaking up, it’s not because they don’t care.
It’s because they don’t feel safe.

People don’t share their problems when:
– they’re scared of being blamed,
– they think no one will listen,
– or they feel their manager is the problem.

So they stay quiet.
Not because everything is fine,
but because talking feels risky.

And that silence hurts the team.
You can’t fix issues you never hear about.
You can’t support people who hide their struggles.

A healthy workplace is one where people can say,
“I’m stuck,” or
“I need help,” or
“Something feels wrong,”
without fear.

Leaders don’t need to solve every problem.
They just need to be someone people can talk to.

Because employees won’t share their worries
if they don’t feel safe with the person listening.

If your team isn’t talking,
ask yourself one simple question:
Have I made it easy for them to be honest?

Make sure to repost this if you find it meaningful. ♻

Nathaniel Rajkumar.

Workplaces aren’t broken by bad systems. 
They’re broken by ignored people.

It’s rarely the policies.
It’s rarely the processes.
It’s the day-to-day actions that chip away at people quietly.

The tone.
The eye-rolls.
The subtle disrespect.
The “jokes” that aren’t jokes.
The passive-aggressive comments.

And here’s what nobody tells you:

You rise by refusing to shrink to their level.
You don’t rise by reacting to every small mind.

Instead of matching their energy, upgrade yours.

At work, that looks like:

✔️ Protecting your focus like it’s your advantage
✔️ Putting your energy into excellence, not arguments
✔️ Choosing growth over gossip every single time
✔️ Letting results do the talking - because they speak louder

People who try to pull you down are already below you.

That’s why they reach up with negativity -
it’s the only way they can touch you.

Don’t hand them your peace.
Don’t hand them your power.

Let them talk.
Let them project.
Let them misunderstand you.

You keep rising.
You keep moving.
You keep becoming the version of yourself they can no longer reach.

Because the higher you go,
the fewer people you hear -
and the more your work speaks for you.

Make sure to repost this if you find it meaningful. ♻

Most workplaces don’t fall apart because of big problems.

Where you are today isn’t your final chapter.
It’s just your current page.

Most people forget that.

A tough role feels permanent.
Being overlooked feels personal.
Feeling stuck feels like the end of the story.

But none of that is true.

Every role, even the heavy ones - teaches you something that moves you forward.
Every struggle gives you skills you’ll use later.
Every setback shapes the kind of strength you don’t learn in comfort.

Let’s break it down:

1. Tough jobs build resilience

↳ Hard seasons teach you how to survive pressure
↳ And pressure becomes your advantage later
(Strength is rarely built in easy places)

2. Being overlooked sharpens self-belief

↳ You learn to validate yourself
↳ Not wait for someone else to do it
(Recognition is great - but self-worth is power)

3. Heavy roles reveal what you really want

↳ Clarity comes from contrast
↳ Bad environments teach you what you’ll never tolerate again
(Sometimes discomfort is direction)

4. Stuck is a mindset, not a destination

↳ One small step can shift your entire trajectory
↳ Momentum starts with motion
(You’re never as trapped as you feel)

5. Every page can turn - if you turn it

↳ Update your resume
↳ Have the honest conversation
↳ Choose not to settle anymore
(Change begins with a single decision)

6. Your story is still being written

↳ Not by your job
↳ Not by your title
↳ But by what you decide next
(The next chapter is yours, not theirs)

7. Growth doesn’t need permission

↳ You don’t have to wait for approval
↳ You don’t need someone to choose you
(Your future expands the moment you do)

So what’s the real truth?

→ You’re not stuck
→ You’re not limited
→ You’re not done

Life keeps turning pages.
You just have to choose the next one.

Make sure to repost this if you find it meaningful. ♻

Your current situation doesn’t have to be your last.

People aren’t tired of work.

They’re tired of being treated like a backup plan.

That’s the part almost no leader sees.

Teams show up every day…
but they never know if they’re trusted, valued, or replaceable.

And that uncertainty?
It eats people alive.

Because nothing hurts more at work than feeling disposable.

You’ll feel it in the small things:

The praise that’s saved for later.
The opportunities given to the “favorites.”
The decisions made without the people doing the work.
The recognition that comes only when someone resigns.
The constant fear of being overlooked.

Here’s the truth:
People don’t need perks.
They need to feel important.

Watch for the real signs your team feels replaceable:

⚠️ They stop volunteering ideas
⚠️ They do the minimum - not because they're lazy, but because they’re unsure
⚠️ They avoid risks because mistakes feel dangerous
⚠️ They detach from the team quietly
⚠️ They start exploring “other options” in silence

Leaders, this is on you:

Make people feel seen.
Make people feel chosen.
Make people feel like their role matters.

Because the strongest teams aren’t built on talent.
They’re built on people who know they’re valued.

And when people feel valued?
They give you their best - not out of fear, but out of belief.

Make sure to repost this if you find it meaningful. ♻

People aren’t tired of work.

The cost of losing one great employee is much bigger than a resignation.

Most leaders look at the exit…
but they miss the aftershocks.

Because when a strong performer leaves, the damage doesn’t show up as a number - it shows up as a slowdown.

Here’s what companies often overlook:

1. The replacement expense is only the surface

Hiring fees.
Interview hours.
Training time.
Onboarding mistakes.
And if the new hire leaves early?
All that money goes straight to waste.

2. The team loses its “go-to” person

Every team has that one person everyone trusts.
When they leave, people feel lost - not because the task is hard, but because the confidence disappears.

3.  Work gets slower, not because people are lazy, but because they’re unsure

A lot of decisions depend on experience.
Once that experience walks out the door, the team hesitates.
Hesitation kills speed.

4.  The people who stay feel the weight immediately

They take on extra tasks quietly.
Then the late nights start.
Then the frustration.
This is how one exit quietly triggers the next exit.

5. Clients sense instability before leaders do

When the familiar face disappears, trust dips.
Questions rise.
Confidence shakes.
And sometimes, the business walks away too.

6. The team’s rhythm breaks

You can hire someone new,
but you can’t hire back the flow,
the inside jokes,
the shared shortcuts,
the lived experience.

Momentum takes months to rebuild.

7. Culture cracks in small ways

People start saying:
“Why bother?”
“What’s the point of staying?”
“Should I look elsewhere too?”
These whispers matter more than any KPI.

So what’s the real cost of losing a strong employee?

It’s not the salary.
It’s not the job title.
It’s not even the workload.

It’s the loss of:
→ stability
→ trust
→ rhythm
→ confidence
→ and months of hard-earned progress

Retention isn’t about money.

It’s about leadership.

People stay where they feel supported, valued, and respected - not controlled.

𝗥𝗲𝗽𝗼𝘀𝘁 to spread the message ♻️
𝗙𝗼𝗹𝗹𝗼𝘄 me Faraz Anis 🍁for similar insights.

The Hidden Damage of Losing One Great Employee

Hamdy El Batanony

The biggest workplace issue today isn’t lack of talent.
It’s lack of listening.

Most teams don’t struggle because people are wrong.

They struggle because no one feels truly heard.

People speak…
People share ideas…
People give feedback…
People raise concerns…
but leaders are distracted.
but decisions are already made.
but the response is “We’ll look into it.”
but nothing changes.

That’s how trust slips.
That’s how motivation drops.
That’s how good people check out quietly.

Here’s the truth:
When people stop feeling heard, they stop trying.

And you’ll feel it everywhere:

🔇 Meetings feel one-sided
🙄 Teams stop offering ideas
🧊 Conversations lose energy and depth
😶 People stay “professional,” but never honest
⚠️ Problems repeat because nobody listens the first time


This isn’t a communication problem.

It’s a listening problem.

Healthy teams sound different:

👂 Leaders ask before they assume
💬 People feel safe being direct
📌 Feedback turns into action
🌱 Ideas grow instead of getting dismissed
🔄 Conversations feel like collaboration, not instruction

Listening isn’t soft.

It’s strategic.
It’s how trust is built.
It’s how teams stay engaged.

Leaders, this part matters:
Stop listening to reply.
Start listening to understand.

Because when people feel heard,
they give you the truth -
and the truth is what transforms cultures.

Make sure to repost this if you find it meaningful. ♻

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