Yiorgos Tzirtzilakis

Accenture

Working for PPC Group Enterprise Architecture & Digital Strategy

Lead Enterprise Architect

SILVARE

FlexCar

Flexcar is a flexible car leasing company, with operations in Italy, Greece, Cyprus and Mexico.

• Led the design, the team onboarding, and the development of a custom Vehicle Tracking and Management Solution from scratch, to a fully-fledged solution within 9 months.
• Redesigned the data ingestion of the IoT fleet using AWS Timestream, Kafka, and Sockets resulting in a 75% cost reduction and a 10x increase in data processing capacity nearing 1 billion data points daily.
• Designed and implemented a first-in-market mileage tracking algorithm targeting a benefit of 1.5 million euros.
• Changed the vehicle tracking technology strategy by introducing a new IoT vehicle approach and enabling the OEM data streaming capability to respond to changing conditions. 
• Architected and designed a custom fully fledged loyalty application with web and mobile clients, integrated with customer events from the core CRM system.

Director of Engineering

FREENOW

Beat was the fastest-growing ride hailing and fleet manager in Peru, Chile, Argentina, Colombia and Mexico.

• Created technical roadmap that improved the conversion on the driver registration for 50k drivers over 5 LATAM markets.  
• Championed the use of Machine Learning models in the registration flow to automate manual steps by up to 70% and built a proof of concept. 
• Built and developed a cross-functional team that delivered progressively complex assignments with an accelerating pace.

Engineering Manager (BEAT operations in Latam)

Piraeus Bank

• Part of the top 5% talent implementing agile transformation projects targeting Euro 300 mil revenue increase
• Executed digitization programs from design to delivery for 5 integrated applications with an estimated saving of €1,5 mil
• Coordinated and implemented corporate-wide core application changes in security and product features supporting €5 bn bond spin-offs 
• Orchestrated challenging integration projects within a limited time by leveraging team and network expertise

Manager @Innovation Technology & Systems Architecture

• Accelerated product delivery by ~10% by identifying and resolving bottlenecks, while facilitating roadmap planning, suggesting a better balance of product features, and setting development priorities for a major Cash Transfer Process initiative
• Expediated user actions by 34% by contributing product features and enhancing data visualizations
• Delivered architectural and UX contributions that increased user satisfaction and performance SLIs by 27-83% in major applications

Assistant Manager @Innovation Technology & Systems Architecture

EXUS

• Delivered manual process digitization for the GDPR flow, supported with integrations with internal and external banking systems 
• Championed digitization design for 'Restructuring Business Unit' application supporting complex legal operations for 50 corporate lawyers
• Designed and introduced custom DevOps software that streamlined 21% of BPM deployments 
• Resolved technical challenges and coordinated in premise large cross-functional team with the overseas development team for the 'Confiscations and Seizures' in a 2-years program 
• Delivered application redesign 'Yield of Confiscations'  that improved performance by ~400% and enabled new capabilities for business (delivering multiple times per day instead of once every night)
• Oversaw the implementation of agile transformation projects

Tech Leader & Technical Project Manager @Core Banking Systems of Piraeus Bank 

• Incorporated development process improvements affecting 25 developers and expedited software delivery
• Contributed the first Appian playbook with best practices and conducted 3 training workshops 
• Oversaw the onboarding of new fellow engineers
• Delivered architectural contributions that simplified software and enhanced user experience in legal processes
• Increased projects transparency with a new Analysis and Documentation pack for Appian projects

Tech Leader & Senior Software Engineer @Core Banking Systems of Piraeus Bank

"Dia Heiros"​ Fine Art Contemporary Byzantine Paintings and Murals

"Dia Heiros" is an iconic firm with artwork in preserved monuments and prestigious galleries
• Pioneered the creation of a digital library with assets used in the proposal and execution phase that expedited operations by 35%
• Designed a pigment analysis software that resulted in a 43% increase in paint production productivity
• Deployed a new website and an online campaign that resulted in 20 k visitors per month and a 10% increase in revenue
• Negotiated key contracts and created the pricing policy and terms

Project Manager & Lead Software Engineer

DHL Express

• Owner for the billing and collections of DHL Express' operations in Greece (~50mil Euro revenue)
• Managed on a day-to-day basis 23 employees (split between Athens and Thessaloniki) servicing more than 5,000 customers and managing an ~ 1 mil portfolio of risky collectibles 
• Integrated as Technical Program manager 3 billing systems and 2 teams with Global Processing Centre 
• Streamlined processes by championing and leading multiple initiatives and coordinating between local and regional cross-functional teams
• Improved the business cash flow performance by 3% YoY despite the impact of the credit crisis on our customers

Billing & Collections Manager (Customer Accounting Manager)

• Reviewed business operations in 5 departments to drive cost reduction by 15%, and suggested improvements to better align offerings with customer needs 
• Headed the Merging of Financial systems of two business units (Freight, Express)
• Mitigated a crisis acting as HR interim manager for two months

Business Controller (Internal Performance Auditor & Technical Project Manager)

• Reengineered customs processes and oversaw the implementation of a new billing system yielding 150k Euros additional revenue per year
• Oversaw the implementation of the collection application in the Oracle AR module
• Audited processes in IT and Customer service department and suggested improvements using lean process management

Costing Manager (Service Profitability & Cost allocation Models)

• Selected among the European colleagues to support quality testing for the new reporting solution
• Designed and developed an software application that automated 85% of reporting activities saving 1,5 days of work and ensuring on-time reporting for monthly financial figures

Financial analyst (Group Financial Reporting, Forecasting & Budgeting)

Tech Director | Enterprise Architect | Follow for insights on Leadership Development and Career Growth | Leadership & Career Mentor | Top 20 Linkedin Greece (by Favikon)

Are you facing challenges applying technology and getting results? 
Do you find it hard to retain your best talent and develop their skills?

I am Yiorgos Tzirtzilakis, a tech leader with strong people skills. 

I help companies and startups 
- scale technology inside the organization, automate processes, and slash costs by up to 90%.
- build products that make a difference for customers and society. 
- create and sustain a high-performance tech team.

I have a strong business sense and feel confident in all levels of software engineering work, from strategy to management down to first-line coding. 

My strengths? 

- I am good at people and good at technology. 
- I know how to drive change inside an organization.
- I have the understanding to work across functions and lead a product.
- I understand the big picture, without losing sight of the nuts and bolts of each solution. 

On the people's side, I am passionate about helping people grow and develop their skills. I offer mentoring and I post regularly on LinkedIn my ideas about leadership and career-development.

Let's chat about how I can help you achieve your goals.

DM me for more info or 
Book a call (see my Featured Section)

Great leadership is NOT about having followers
- It's all about creating leaders.

Most companies suffer because of this weak point. 

❗ They don't have enough leaders in their organization.

They lack the right persons to 
take ownership, inspire, influence, and care. 
Be it managers or contributors, senior or line staff. 

Because when you make people follow you, 
you’re building dependency.

But when you empower people to take the lead, 
you unlock something far greater:

 • Initiative: People act without waiting for instructions.
 • Creativity: New ideas emerge from every corner of the organization.
 • Speed: Decisions are made faster because authority isn’t bottlenecked.

Here's what happens when everyone leads

1️⃣ Leaders inspire ownership.
→ When people feel like leaders, they take accountability for their work.
→ They don’t just complete tasks—they solve problems and drive results.

2️⃣ Leaders elevate performance.
→ A leadership mindset pushes people to grow.
→ They don’t just do their job—they innovate, optimize, and push boundaries.

3️⃣ Leaders strengthen culture.
→ A culture of leadership fosters trust, collaboration, and resilience.
→ People support each other, challenge ideas, and build better solutions together.

4️⃣ Leaders future-proof your organization.
→ As industries evolve, having leadership at every level ensures agility.
→ Your organization adapts and thrives in changing environments.

Here’s the control paradox: 

When you let go, you gain more.

 • You gain trust because people see you believe in their potential.
 • You gain better ideas because leadership fosters diverse perspectives.
 • You gain speed because empowered people don’t need permission to act.

Stop trying to create followers.
Start building leaders.


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Enterprise Architect | Making impact with Leadership, Growth and Innovation | Top 20 LinkedIn Greece (by Favikon)

"Psychological safety" is not a leadership weakness 
nor a buzzword for romantic leadership textbooks. 

Most of Google, Apple, and Microsoft's success is built on top of it.

Their leaders are well known for their 
servant leadership and people-first approach.

Here's how they do it:

1. People aren't afraid to speak up
2. Mistakes are seen as learning opportunities
3. Vulnerability is viewed as strength
4. Creativity flows without fear of judgment
5. Diverse perspectives are genuinely welcomed

This is what psychological safety looks like.

Here is what isn't:

1. Being nice all the time
2. Avoiding difficult conversations
3. Tolerating poor performance
4. Eliminating accountability

Leaders forge safety through:

- Mutual respect
- Active listening
- Assertive feedback
- Transparent communication
- Consistent follow-through
- Admitting their own mistakes
- Valuing growth more than perfection
- Showing genuine curiosity about others' ideas
- Responding to failures constructively, without criticism or blame

Building a culture of safety is incredibly difficult.

It requires maturity, emotional control and character. 

Yet, it's the best thing for your growth, 
The best thing for business results
And most importantly, the best thing for your people.


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❗ My leadership ALERT list has those 3 items (you need to read all 3): 


1. people feel unappreciated
2. people feel unappreciated
3. people feel unappreciated

I can't find other way to stress this enough.

When employees feel undervalued, 
here's what happens:

🚩 They lose motivation to put in their best work.
🚩 They feel stuck and frustrated.
🚩 Eventually, they leave.

As a leader, your job isn't just to manage people.

You need to 
- inspire them
- to give them motivation
- to make them feel heard
- to give them space to grow

More than anything else, It's to make them feel valued.

Here's how great leaders make employees feel appreciated:

1.  A simple "I appreciate the work you do" can uplift someone's day.

2. Invest in their growth. Offer training or involve people in growth opportunities.

3. Listen to their ideas, and ask their feedback to improve their workspace. 

4. Schedule regular 1-1s and let them put their agendas.

5. Assign work they find meaningful and aligned with their career objectives.

6. Be fair on your appraisal, and put measurable and achievable targets on their work. 

7. Make a plan for their career and skills development. People love it when you pay close attention to their growth.

You don't need a huge budget to make your team feel valued.
You just need to care and follow through.

Happy employees create thriving businesses.


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Enterprise Architect | Tech Director | Follow for insights on Leadership | Top 20 LinkedIn Greece (by Favikon)

7 Ways to Kill Your Leadership (quickly): 

I'll let it speak of itself...


7. Micromanaging Every Single Breath: 

Treating your team members like children 
who can't tie their own shoelaces, 
and watch their motivation evaporate 
faster than morning dew.


6. Playing Double Agent with Your Values: 

Preach transparency and integrity;
Then operate in the shadows 
with a completely different set of rules. 

Curate the news going to top management  
to connect yourself only with the success
and distance yourself from failures.


5. Blocking Growth Like a Human Firewall: 

Refusing to provide mentorship, training, 
or opportunities for professional development. 

Keeping your team stuck in their current roles, 
ensuring they feel more trapped 
than a mouse in a glue trap.


4. Emotional Bankruptcy: 

Treat empathy like it's a rare cryptocurrency you can't afford. 

Respond to team members' challenges 
with the warmth of an arctic wind, 
making them feel less human 
and more like disposable machinery.


3. Credit Hijacker Extraordinaire: 

Swoop in and claim all successes 
as your personal masterpiece, 
even when your contribution 
was as minimal as sending 
a congratulatory email. 

When things go wrong? 
Suddenly, you've never met 
these people in your life.


2. Blame Thrower Deluxe: 

Transform yourself into a human catapult, 
launching responsibility and failures onto your team members 
faster than you can say "not my fault". 

Create a culture of fear where team members spend more time 
defending themselves than actually working.


1. Communication Black Hole: 

Provide feedback as rarely as a solar eclipse, 
and when you do, make it so vague and cryptic 
that your team needs a PhD in mind-reading 
to understand what you actually want.


It takes a long time to build a good reputation.

But you can ruin it effortlessly in seconds.


Did I miss anything? 🤔
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Enterprise Architect | Tech Director | Helping you grow and make impact with Leadership & Innovation | Top 20 LinkedIn Greece (by Favikon)

Leadership Ghosting: The silent pandemic that's killing your Teams

Great leadership doesn't happen by accident. 

It's deliberately carved out of your calendar.

❗ Here's the shocking reality:

- Managers worldwide spend only 7% of their time developing their people.
(Source: Harvard Business Review)

- Managers THINK they spend 24% of their time on team development
while they spend only 6% 
(Source: Managementors study on 100 managers)

- Put that figure in the perspective of 42-55% they are supposed to spend.
(According to Gallup, Harvard Business Review, McKinsey)


What you can do differently:

1️⃣  Real Improvement Requires Real Investment
→ Open your mind and realize your people are your greatest leverage
→ Get serious focus on your people development

2️⃣  Invest in your people
→ No task management, debrief, or monitoring. 
→ Just growth, feedback, and meaningful mentoring.

3️⃣  Sacred one-on-ones
→ Employees with regular one-on-ones are 3x more engaged. 
→ Speak 30%, listen 70%.

4️⃣  Fast, frequent, actionable feedback. 
→ 80% of employees receiving weekly feedback are fully engaged. 
→ 3.6x more likely to go the extra mile when getting feedback every 1-2 days. 

5️⃣  Be a Coach  
→ Be "less like army commanders, more like basketball coaches." 
→ Unlock potential rather than just assign tasks. 
→ Develop skills instead of dictating actions.

6️⃣  People come First
→ People are more committed when you care for them as humans.
→ Deeper relationships build better communication and higher trust.

Leadership Ghosting is the new Pandemic.

Working alone shouldn't be your strongest suit.

Take care of your people, 
so they can take care of the job.


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75% of employees leave jobs because of their managers (Gallup).

Most people think that people leave a "bad" job. 
With salary upgrade being the biggest reason 

❗ Figures tell a different story. 

People leave because of:

1️⃣  75% - Micromanagement 
2️⃣  63% - Lack of growth opportunities 
3️⃣  58% - Low trust in leadership
4️⃣  58% - Toxic work culture 
5️⃣  52% - Bad work-life balance 
6️⃣  25% - Low compensation
(Salary is only in the 6th place!)

There's no such thing as "bad" jobs. 
 A great deal is from bad management.

- Unappreciated teams
- Poor communication
- Micromanagement
- Unrealistic workload 
- Mistrust

Here is how we can all be better managers:

1. Stop micromanaging
✅ Set clear expectations and trust your team to achieve them.

2. Improve communication
✅ Schedule 1:1's to discuss progress, challenges, and career goals.

3. Address toxic work culture
✅ Recognize and address toxic behaviors immediately and in public if needed. 

4. Create work-life balance
✅ Put clear and realistic objectives. Praise automation and smart work. 

5. Build Trust in Leadership
✅ Be transparent about company goals, decisions, and challenges. 

6. Offer Career Growth Opportunities
✅ Provide personalized development plans for each employee.

Bad jobs don’t make people quit.
Bad management does.



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Not everything that happens to you is your fault—but it’s still your responsibility to handle it.

❗ The moment you accept this truth?

It’s the moment you reclaim your power.

That moment you stop:
• Wondering if it’s fair (it’s not).
• Worrying about what others think (have their problems).
• Waiting for circumstances to change (Good luck with this).
• Waiting for someone to come and save you (Nobody is coming to save you).

High performers are a dime a dozen. 

Extreme Ownership is much rarer. 

These are the people who:
- take action 
- take responsibility 
- don’t make excuses. 

This changes everything.


5 powerful ways to take Radical Responsibility:


1️⃣ Shift from pity to action

Instead of asking “Why me?” ask “What should I do now?”
Move from self-pity towards problem-solving. 


2️⃣ Stop focusing on what others “should” do

It's tempting to think “Well, if marketing would just…” 
or “Joe should be the one doing that.” 

You may be right, but this is unhelpful. 

Shift your focus to “What can I do to influence this outcome?” 

If you are truly waiting on someone else?
Focus on helping them deliver what you need. 


3️⃣ Control your response

You can’t control every event; 
You certainly control how you respond.

Before reacting, take a pause. Take a break, call a friend, go grab a coffee.
This pause creates emotional control over any situation.

4️⃣ Life's good

Every time you blame your boss/economy/society for something, pause. 
Add “I can change/improve this by doing X.” 

This isn’t about denying reality; it is about shifting your focus in a way that empowers you. 


5️⃣ Own your outcomes, good and bad

When things go wrong, avoid pointing fingers.
Take ownership of your role, learn from it,
and use those lessons to grow.

And when things go right?

Celebrate your part in making it happen.


Radical responsibility means
embracing every outcome as part of your journey.

You can’t control everything that happens to you
—but you can control what you do next.


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Many people realize this truth too late:

Your team shapes your growth.

❗ Choose wisely high-caliber individuals 
if you want to achieve your goals.

A team filled with drama, negativity, and blame
will always defeat the greatest person.
 
How do you identify high-caliber individuals?

1. They Challenge You to Aim Higher
↳ Great people help you to reach beyond your comfort zone.

2. They Celebrate Your Wins Without Jealousy
↳ They clap for your success until their time comes to celebrate too.

3. They Push You to Keep Going
↳ The right people inspire you when things get tough.

4.  They are Generous with their Knowledge and Time. 
↳ They lift others up, rather than trying to climb over them.

5.  They give Feedback Assertively
↳ They think about how to say not only what to say, 
      to avoid shutting you down

6. Not every friend needs to be a motivator.
↳ Get friends that have nothing to do with work.

Life requires balance.

Some are there to remind you to laugh, relax, and enjoy life.


Growth demands both:

Friends who push you forward.
Friends who remind you why life’s worth living.

Choose wisely.


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Call me crazy, but I think the measure of success is failure. 

Great success requires failing many times, 
because great success lies
beyond your skills.

You'll get a bit better 
every time you're reaching  for greater things 
and reflecting on your failures 

❗This is INSANELY difficult  
- but the best thing you can do for your future.

Considering failure as something to avoid 
is the trap many people fall for.

You stay the same and close yourself off to new opportunities.

Fail more. Fail often. Learn to be okay with it. 

Above all, understand that it's not the end of the world.


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How micromanagement suffocates creativity: 
- It's not about the font size. 

❗ The feeling of not having control over our jobs 
bring us much more fatigue than the work itself. 

Some micromanagers may be unaware 
of the effect of their behavior on others. 

They may genuinely believe that their approach 
is necessary for success. 

Some are conscious of their behavior 
but struggle to change. 


So, what is the source of micromanagement? 

- A Director would say: it's the inability to hold on to the big picture 
and help people perform, without engaging with all the details 

- A Psychologist would say: it's all about their low self-esteem 
and inability to manage their insecurities 

- Peers may say: it's their inexperience as a manager. 

- If you ask them? 
They might say they are doing better work than anyone else 
and without their close supervision, they'll be exposed.

If you're in the position to handle a micromanager, 
here are 4 keys to soften the impact: 

1. Keep things in perspective 

Remember, it has to do more with their own anxieties 
rather than your work performance. 

2. Communicate with empathy 

Recognize their (often hidden) fear of failure. Ask: 
"I see you are worried. How can we best mitigate the risks?"

3. Set expectations right 

Laser focus on expectations and guidelines before the project begins. 
Confirm you understand exactly how they want it done.

4. Focus on earning trust 

Deliver excellent work. Update them before they ask. 
Communicate potential issues early.


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Being a Nice Person: The Most Underrated Professional Skill

If your first reaction to this is:

"Well, let's define what 'a nice person' means..."
"That's not really a career skill ..."
"Nice people finish last in business..."
"I am too underpaid to care ... "

It's time to get updated. 

Even if you haven't created an environment 
that attracts and retains good people, 
it might be time for some self-reflection.

100% of new hires are adequate on hard skills 
and 89% of layoffs are related to soft skills 
(source: HBR) 

Genuinely cooperative, adaptable individuals 
are what make great results. 

Nice people: 

- Are more likely to go the extra mile
- Build a toxic repellent culture
- Are fun to work with
- Take ownership
- Inspire trust

- No drama. No negativity. No gossip.
Just pure positive energy. 

These qualities help teams overcome obstacles 
without wasting energy, time, and resources.

And remember: 
No fancy car, expensive watch, or corner office 
will ever comfort you during life's defining moments. 

Let's drink to that.

And let's make an honest effort 
to embody this quality 
in every aspect of our lives.


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Big shoutout to Konstantinos Kintzios, MBA for the inspiration of this post.

Successful people aren't as original as you think they are. 

They are not the lone geniuses who pump billion-dollar ideas. 

Back in 1960, the little-known HP engineer Chuck House 
developed a display monitor for scientific work.

The legendary Dave Packard (the "P" in HP brand)
review it and told him to stop working on it.

He didn't see any business potential. 

House response was:

1. Took a vacation and drove to Southern California 

2. Showed the prototype to potential customers. 
    Their reaction was overwhelmingly positive
    Many wanted to order it immediately.

3. Returned to HP and convinced them to go to production
    As orders were already coming.

Dave Packard realized two things that day: 
- his mistake
- he needed to make an example of this phenomenal young engineer
 
He awarded House a medal for 
“extraordinary contempt for the chain of command.” 

That phrase became legendary in HP’s innovation lore.

Similarly, the iPhone was not Steve Jobs' idea. 
It was his team who insisted on making it happen.

Successful people have great skills, 
Above all, they know how to 
respect and appreciate their people.

When a person feels appreciated, they will always do more than expected.


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One terrible work habit I wish somebody had explained to me 10 years ago 
- but you can avoid (for free).

Let me save you pain and money.

❗ As with many of the terrible habits, 
They appear as "strengths" that "work"

I was so much on top 
that I appeared to be everywhere. 

- Responding to emails within seconds. 
- Even during weekends. 
- Even on vacations. 

That sounds wonderful for your reputation. 

But if you factor in the disadvantages?
You realize how bad it is. 
 
See for yourself, the downsides of being "always on":

1/ I conditioned myself to constantly scan emails or thinking forward
    affecting my ability to focus on meetings and deep work

2/ I was taking away ownership from my team, 
     I was always jumping in

3/ End up wasting all energy on day-to-day

4/ Becoming fragmented and shallow

This was impacting my ability for meaningful and deep work. 

Over time, your ability to be "on-top" is not so important 
as to make deep contributions nobody else will. 

What seemed to be working out of this pit is: 

1/ Open up your mind and reasize that email reply
within 15 minutes is important only for customer service. 
 
2/ Take a step back to reflect where your teams big pains are. 

3/ Organize meetings to reflect on your biggest pain 
and take initiative to eliminate them 

4/ Being proactive and working on the issues before they surface 
is a better definition of "being on top"

5/ Share the credit with your team
Their motivation is as important as yours in this.

6/ Repeat in regular basis

Stop working in the hamster weel. 

Break the "always on" habit and root for deep focused work.
It will pay you for the rest of your life.


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❗ Small changes lead to big results.

What’s one tiny habit you could start today?

Too many think of transformation as something massive 
and necessary to reach new levels of success. 

Going to extreme efforts, radical changes, even taking great risks
to find the secret ingredient for success.

99% end up burned out, disappointed, and exhausted. 

Having great expectations from this effort 
is the tomb of success. 

They don't observe the little daily wins. 

Consistency is more powerful than perfection. 

The smallest habits, when practised daily or weekly,  
create extraordinary outcomes over time.

Long story Long
Here are 7 ways to reach your goals:

1️⃣  Dream big and act small 

2️⃣  Plan for small steps over the next week & month

3️⃣  You don't need shortcuts (they rarely work)

4️⃣  Start with small habits that you can do consistently

5️⃣  Track your results

6️⃣  Celebrate your successes

7️⃣  Stick with it, until it becomes effortless

It really can be as simple as:
↳ 10 minutes of meditating daily = 61 hours of clarity a year.
↳ Meeting 1 new person weekly = 52 new connections a year.
↳ Complimenting 1 person daily = 365 smiles a year.

These habits are small, but the results are huge.
You don't really need any other shortcut.

Small habits + consistent actions = big results


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6 leadership mistakes I have done in my career that you could avoid.

You shouldn’t assume that:

1/ They will stay forever in the company
2/ They are ok to reject their ideas
3/ You are entitled to lead them
4/ You control everything
5/ You are the smartest
6/ They will be ok

Never take your people for granted.

Even if they come with the best intentions,
your mistakes will diminish their goodwill.

The key to building a high-performance team:

- prolonging your people's time in the company
- building them up so they perform better
- enhancing their impact

The tools to do so are:
1/ Give purpose
2/ Develop their mindset
3/ Treat them with respect
4/ Invest in training so they perform better
5/ Assign them to work that matters to them
6/ Empower them, and avoid mico-management
7/ Make them feel valued, respected, and happy to be there
8/ Give some attention and energy to their career development


📌 Whats the 9th?
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Let's talk about a tricky subject: conflicts in the workplace.

Opposition sparks creativity and drive. It's a sign of safe environments.

But conflicts aren't always healthy.

When left unchecked, they can be disastrous.
Especially when the managers lack the skills to mediate them.

If you notice any of these 5 warning signs in your employees, 
you probably need to intervene right now:

1. A sudden change in employee behavior
2. A sudden change in employee body language or verbal tone
3. Frequent absences
4. A noticeable reduction in productivity
5. Increased stress levels


When conflict erupts, 
here are 9 tools to mediate the conflict effectively

1. Be the mediator, not the judge
- Your role is to facilitate understanding, 
not declare winners and losers.

2. See conflict as an opportunity
- Every disagreement contains seeds for team growth 
and improved processes.

3. Maintain emotional stability
- Your calm presence during tense moments 
shows the team how to engage productively.

4. Start with private conversations
- Meet team members individually before bringing them together.

5. Create a structured resolution process
- Set clear expectations for how the conversation will progress.

6. Address issues early
- Small tensions become major rifts when ignored, intervene before positions harden.

7. Zero tolerance for personal attacks
- Criticism of ideas is welcome; criticism of person is not.

8. No behind-the-back conversations. 
- Address concerns directly with the involved parties.

9. Stop intimidation immediately
- Raised voices, threats, or aggressive gestures require swift intervention.


It's human nature to avoid conflict. 

As a leader, you cant afford to shy away.

Build a culture where constructive disagreement is valued 
and toxic behavior has clear boundaries.

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3 Career myths high performers unlearn Fast

❗ I un-learned these the hard way.

Great impact can be delivered without 
- being perfect 
- overthinking 
- overworking

Instead, high performance is:

7. Iterative 
Building incrementally rather than waiting for perfection.

6. Informed
Gathering insights from frontline workers who see what others miss.

5. Insightful 
Leveraging expertise from both specialists and customers.

4. Innovative
Connecting seemingly unrelated dots in novel ways.

3. Responsive
Creating tight feedback loops to improve rapidly.

2. Resilient
Failing forward by containing risks, extracting lessons, 
and approaching work as a scientific exploration.

1. Accountable
Taking ownership to drive progress, regardless of obstacles.

What career myths did you have to unlearn 
to achieve more impact with less strain?

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📌 Save this post for future reference!⁣⁣⁣⁣

10 Visuals that shift the way you Think:

(#10 really hits hard)

When you see those visuals, you can't unsee them. 

As with most of the things in life, 
small shifts in perspective
make a great impact on results.

1. Confidence vs Ego 
- True confidence is grounded and balanced; ego is top-heavy and unstable.
- Build confidence with self-awareness and resilience.

2. Older vs Younger self 
- Both selves deserve respect and attention. 
- Combine their Energy (younger) and Wisdom (older) to realize your potential.

3. Trust Yourself
- You shine brightest when you believe in yourself.
- When no one sees it, trust your ability to achieve.

4. "Lucky" Success
- Success is where luck meets preparation.
- Success is hard work, tears, rejection, and perseverance through empty gyms and ghosted opportunities. Never give up growing your roots.

5. Own your Path
- Don't try to fit into someone else's dream.
- Stay original, and find your place.

6. Perception Shift
- The same umbrella that fails in one perspective works great when raining.
- Take ownership, and focus your mind on benefits and what you can do to change situations. It will help you win big. 

7. Learning Curve
- Difficulty decreases with iterations. True for Fitness and Business alike. 
- Mastery comes from iterations, try, fail, learn, then try again.

8. Consistency vs. Burnout
- We all know the Turtle won the Rabbit. Success is a marathon.
- Progress comes from millions of small, daily actions. Be consistent.

9. Underground Progress
- Growth happens under the surface first, before becoming visible. 
- Be patient and keep moving forward. That rooting part where nothing seems to happen is where 99% of people give up.

10. Self-Validation
- People will judge you for what you do, what you don't do, for successes and failures - all without knowing what you're going through.
- You cant escape judgment. The only approval you need is your own.

Created by Kunal Shah (Visualhustles) 🔥

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10 visuals that change your mind

Don't fall into this trap 👇🏼 
 
(Too many leaders do) 

They master the basics, find what works, and then… stall.
 
They forget that being successful means constant learning. 
 
But the moment you stop growing, you start falling behind.
 
How to stay on top in the AI Revolution:

1) Keep Learning (Beyond ChatGPT)
↳ AI moves fast—what’s cutting-edge today may be outdated in months.
↳ Follow AI research (arXiv, Google AI, OpenAI), newsletters, and niche communities.
↳ The more you explore, the better you spot real opportunities vs. hype.

2) Track AI Trends Before They Explode
↳ Don’t just follow trends—anticipate them (AI agents, multimodal models, open-source challengers).
↳ Monitor shifts in regulations, ethics, and industry adoption.
↳ Tool Suggestion: Use Feedly or TweetDeck to track AI thought leaders.

3) Learn from AI Pioneers & Failures
↳ Study case studies (why some AI startups fail, how enterprises succeed).
↳ Follow AI builders on X/Twitter, LinkedIn, and YouTube for real-world insights.
↳ Example: Analyze why AutoGPT hype faded or how Midjourney dominated generative art.

4) Experiment with AI Tools (Not Just Chatbots)
↳ Theory isn’t enough—hands-on testing reveals limitations and breakthroughs.
❗ See must-try not-so-common AI tools in the comments.

5) Engage with AI Builders & Skeptics
↳ Debate with developers, ethicists, and users—avoid echo chambers.
↳ Join AI Discord groups, Reddit (MachineLearning, LocalLLaMA), or meetups.
↳ Key Question: What’s overhyped? What’s actually changing workflows?

The Bottom Line
AI mastery isn’t about memorizing tools
—it’s about adapting faster than the tech evolves. 

Prioritize learning, testing, and networking 
so you're not left behind.


♻ Repost to help your network stay on top of AI trends.

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with leadership and innovation

This is Andrei Karpathy. 

AI rock star.
Made Tesla autopilot.
Founding member of OpenAI.
One of the greatest minds on AI vision.

The million-dollar question here (literally) 

How an immigrant from Slovakia
became a founding member of OpenAI 
and made Tesla autopilot? 

I have found this on X from Andrei: 

"Learning is not supposed to be fun. 
The primary feeling should be that of effort ... 
You want the mental equivalent of sweating." 
 
The "mental sweat" he describes isn't just poetic 
- it's his practical roadmap to becoming a rock star at anything. 

At Tesla, he didn't just apply existing computer vision techniques 
- he developed entirely new approaches for autonomous driving.

At Standford, his CS231n course didn't just teach neural networks 
- it demanded students build them from scratch, 
understanding every layer and function.

What makes Karpathy remarkable isn't just raw intelligence, 
It's his willingness to engage with difficult concepts until they yield.

I let the passage speak for itself. 


What do you think? 
Let me know below ⬇️

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