Torch

I believe every leader has their own story, and I’m here to help you write yours. If you're looking for a one-size-fits-all approach, I’m not your coach. But if you’re ready to dig deep, grow, and lead with confidence, then we’re on the same page. As an executive coach, I offer personalized coaching experiences that meet you where you are and push you toward where you want to be. Together, we’ll unlock your leadership potential and create the impact you’ve always envisioned. Ready to start your journey? Let’s connect and make it happen.

Executive Coach

Harvard Business Review

Part of a community of business leaders who contribute to research studies, engage in online discussion forums, provide strategic feedback and advice to HBR editors and the community, and shape new content and products focused on leadership, technology, and innovation.

Harvard Business Review Advisory Council Member

EQ Community ™

EQ community is an invite-only members network accelerating diversity & inclusion through connections, careers, and information.

Member

Cultura, Inc.

Executive Coaching for High-Performing Leadership Teams

Senior executives manage teams while driving business results. But as organizations scale, leadership complexity increases. Whether domestically or internationally, cross-functional, diverse, and global teams require more than traditional management skills.

I help organizations develop high-impact leaders who can:

→Strengthen executive presence to lead with confidence in high-stakes environments.
→Navigate complex leadership dynamics in fast-growing, global organizations.
→Align diverse teams to drive business performance and innovation.
→Make strategic, high-impact decisions with clarity and conviction.
→Cultivate a leadership culture that attracts and retains top talent.

Our coaching is designed for C-suite executives, senior leaders, and high-potential teams who need to optimize leadership effectiveness and create measurable business impact.

If your organization is investing in leadership development, let’s connect. I work with companies that want to build high-performing, results-driven leadership teams.

📩 Contact me to discuss how executive coaching can elevate your leaders and transform your organization.

Chief Executive Coach

Cultural Intelligence Center

CQ Fellows is an exclusive, year-long certification program in cultural intelligence led by Cultural Intelligence expert David Livermore. This elite experience included monthly Masterminds, one-on-one coaching sessions, and two immersive in-person retreats designed to master cultural intelligence (CQ). Developed a cutting-edge CQ resource empowering leaders worldwide.

CQ Fellow

Loroma Solutions, Inc. 

A fully bi-lingual Human Resource consulting firm delivering a complete range of integrated HR services that help our clients manage their Human Resources processes.

Business Consultant 

Claro Enterprise Solutions

Within America Movil, I lead a global team across five companies, orchestrating all things people, including human capital strategy, organizational training/development, change management, compensation, employee relations/compliance, benefits, workforce and succession planning, talent acquisition and diversity.  

It began with transforming Telvista's organizational culture as VP of Human Resources from 2017 to 2021, then growing Claro Enterprise Solutions (formerly TelmexUSA). Strategic in all activities, I apply a systems thinking approach to HR, which led to a promotion to Chief People Officer in 2021. 

We built a performance management and organizational development practice, complete with KPIs, a leadership competency model and career pathing. We also implemented a cross-functional onboarding program which yielded a 10% reduction in new hire attrition. 

Improvements to administrative processes (benefit invoice reconciliation, terminations, onboarding, performance management), led to a 60% combined productivity improvement across all shared services companies.

Chief People Officer

DLA, Inc.

The CEO brought me on in a consulting capacity, hired to lead cultural transformation. Based on performance leading a major cultural transformation, I was offered a full-time role. DLA had offices across Argentina, Brazil, and Miami. I joined them during a period of accelerated growth due to acquisition, tasked with developing global organizational design and workforce planning strategy to integrate 350 employees in four international locations.

Culture had never really been articulated before and tends to deteriorate when a company experiences rapid growth and change. This was my first time playing the role of catalyst and change agent, which has now become front and center in my career.

Our efforts leading change and cultural integration led to improved engagement ratings by 20% and lowered overall turnover by 18% the first year. We focused on establishing a culture of inclusiveness with a diversity strategy that led to a 13% increase in diversity representation across all product development employees.

Senior Vice President, People & Culture

Seccion Amarilla USA, L.L.C.

As a Board member and officer of the company, my role involved leading a workforce expansion from 100 to nearly 1,000 employees, growing the HR department from the ground up. I led the organizational design and all aspects of Human Resources programs. As a member and advisor to the C-suite, I led process improvement initiatives and due diligence efforts for mergers and acquisitions of other subsidiaries.

My team implemented an HRIS system to automate critical administrative functions, including time tracking, COBRA and 401K administration, benefit enrollment and an applicant tracking system. Total cost saving of 40% with these programs! 

I also developed a sales training practice tailored to meet the national sales organization's training and development needs, resulting in a 20% increase in post-training revenue.

Director of Human Resources and Organizational Processes

TradeStation Group Inc.

Trade Station Group develops transformational tools for day traders to help them make research-based investments. They’re a progressive, disruptive group whose thinking matched mine. The highlight of my time with this company was opening their UK office, partnering with the team overseas, learning all about English HR culture, employment law, benefits and labor laws. 

I also managed a $5M corporate payroll budget and HR management, health and benefits budget of $500K annually.

Senior HR Generalist

Chief People Scientist | Writer | Philanthropist ► Driving business performance through cultural intelligence

You don’t rise by doing more. You rise by becoming undeniable.

For years, I believed leadership was about proving myself. Outperforming expectations. Over-functioning to earn a seat at the table.

But no matter how hard I worked, something stayed stuck. I was burning out in a better outfit.

Here’s what shifted:

Leadership isn’t about grinding harder. It’s about activating your Edge™,  the unique way you create visibility, influence, and impact without losing yourself in the process.

The parts I was told to tone down — my empathy, my culture, my voice — were actually my advantage. My Edge™.

Now, I coach ambitious executives who are ready to go from overlooked to undeniable with The C.H.O.I.C.E.® Playbook.

Because executive presence without self-presence is just performance.
And performance without alignment is burnout in disguise.

This work is for leaders who:
✔ Want to be seen as strategic, not just tactical
✔ Are tired of overworking to prove they belong
✔ Want influence and social capital that stick, without being fake
✔ Are ready to step into promotions, bigger scope, and impact that lasts

This isn’t just coaching.
It’s activating the Edge™ that makes you bold, visible, and impossible to ignore.

What I help leaders achieve:
✔ Clarify and activate your Edge™
✔ Influence at every level without over-functioning
✔ Lead with presence, confidence, and clarity
✔ Align leadership growth with personal truth
✔ Position yourself for career-defining promotions and impact

Want a fast, focused breakthrough?
Book your Elevate Express,  a 1-hour session designed to:
→ Pinpoint your Edge™
→ Apply it to a real-time leadership challenge
→ Walk away with a customized action framework you can use immediately

👉 https://cal.com/lorenrosario/1hr-elevate-coaching 

You’ve done the work.
Now it’s time to lead from your Edge™.

Fully seen. Fully strategic. Fully human.

Early in my career, I landed my dream job…
and immediately felt like an imposter.

On day 3, my new colleague, Rina, spotted an error in my strategic plan.

My first instinct?
→ Defend myself.
→ Prove I belonged.
→ Protect my ego.

Instead, I swallowed my pride and said:
“Walk me through how you’d approach it differently.”

That single conversation unlocked solutions I’d never have seen alone.

Six months later, we co-led a project that saved the company $1.4M.
Not because I knew more than her, 
but because I learned this:

✅ Working with people smarter than you is a gift, not a threat.

Most leaders get this wrong.
They think leadership means being the authority in the room.
They fear being overshadowed.
They equate asking for help with weakness.

But the highest-impact leaders I’ve coached share one trait:
They’re fiercely coachable.

→ They seek out people who know more.
→ They treat differences as assets.
→ They let go of needing to be the hero.

That’s how careers grow:
not in certainty, but in curiosity.

The C.H.O.I.C.E.® Framework makes it real:
Courage → Ask, even when your ego screams “don’t.”
Humility → Recognize brilliance in others.
Openness → Let new ideas replace old assumptions.
Integration → Apply what you learn fast.
Curiosity → Keep asking “What else could be true?”
Empathy → Celebrate others’ strengths, not compete. And celebrate yours too!

Because the real test of leadership isn’t how much you know.
It’s how much you’re willing to learn.

💭 Who’s the “smartest person” who made you better at your craft?

♻️ Tag someone who turns intelligence into collective wins.
➕ Follow Loren Rosario - Maldonado, PCC for human-centered career shifts.

Loren Rosario - Maldonado, PCC

Executive Leadership Coach for Ambitious Leaders | Creator of The Edge™ & C.H.O.I.C.E.™ | Executive Presence • Influence • Career Mobility

Ginny Pasqualone 🦕

I used to take every closed door personally in my career.
If it didn’t open, I assumed I wasn’t ready, good enough, or visible enough.

So I pushed harder.
Worked longer.
Tried to prove I deserved a seat inside.

But over time I realized something no one teaches you in your career.
Some doors don’t open because you’ve already outgrown what’s behind them, not because your incapable. 

That realization hit me like a punch and a relief at the same time.
All those missed chances weren’t rejections.
They were protections.

The right door doesn’t require you to twist yourself to fit.
It opens when you’re finally aligned enough to walk through it as you are.

If it doesn’t open, it’s not your door.
It’s your invitation to evolve.

So here’s a question to sit with:
What if your next move isn’t about getting in,
but letting go of where you no longer belong?

Which door in your career are you finally ready to stop knocking on?

And if you’re in that in-between space right now, try asking yourself:

1. What part of me am I betraying just to stay welcome?
2. Where in my life am I forcing something that’s already asking to be released?
3. What would trusting my timing look like instead of fighting it?

♻️ Share to help others open new doors.

➕ Follow Loren Rosario - Maldonado, PCC  for human, career evolution.

Peter van Peborgh-Gooch

Sometimes the hardest seasons of your career
don’t block your growth.
They become signals. 

You know that feeling, 
where you’re checking every box,
but still feel something inside you slipping away.

You’re performing.
Delivering.
Holding it together.

But inside, you’re quietly asking,
“Is this really it?”

The truth is feeling misaligned doesn’t mean you’re ungrateful.
It means you’re awake.

We don’t always recognize the moments that grow us.
Because they rarely come wrapped in success.
Sometimes, they come disguised as frustration, exhaustion, or doubt.

But every misaligned chapter teaches you something important:

📍 What kind of work fuels your peace, not just your paycheck.
📍 Which people bring out your best (and which drain it).
📍 The values you can’t compromise anymore.
📍 The pace your nervous system can actually sustain.
📍 The difference between achievement and alignment.

So if you’re in a season that feels off, 
don’t rush to fix it.
Sit with what it’s showing you.

Because clarity doesn’t always come from knowing the answer.
It comes from being honest about the question.

And maybe this chapter isn’t about chasing the next title or proving your worth.
Maybe it’s about remembering who you are when all the noise quiets down.

Growth doesn’t always look like progress.
Sometimes, it looks like pause.

So before the week begins, ask yourself:
What is this season teaching me about the leader I’m becoming?

♻️ Share to help others learn from seasonal signals.

➕ Follow Loren Rosario - Maldonado, PCC, for career lessons that feel human again.

Niyaaz Moosa

I wasn’t a quitter.
At least, that’s what I kept telling myself.

So I stayed.

Stayed in meetings where my ideas stayed locked in my throat.
Stayed chasing goals that no longer meant anything.
Stayed convincing myself it was “just a rough season.”

But the truth?
I’d outgrown the role more times than I can count.

I see it every day as a career coach working with hyper-busy, high achievers:
brilliant leaders whose careers look flawless on LinkedIn,
but behind the scenes, something’s quietly dying.

They tell themselves they’re “just tired.”
But what if it’s not exhaustion?
What if you’ve simply outgrown where you are?

Here are 7 subtle signs your role has become too small for your growth:

1️⃣ You’re constantly editing yourself.
→ You filter ideas or hide too much of who you are.

2️⃣ Small wins no longer feel satisfying.
→ Even praise feels hollow.

3️⃣ You’re overly invested in distractions.
→ Planning your “escape plan” is more thrilling than your work.

4️⃣ You’re more irritable outside of work.
→ Frustration spills into personal moments.

5️⃣ You fantasize about drastic changes.
→ Quitting or starting over feels necessary, not reckless.

6️⃣ You’re numb to both good and bad news.
→ New projects barely move you.

7️⃣ You avoid long-term plans.
→ The future feels blank, or worse: suffocating.

If even one hits home, know this:
Outgrowing a role doesn’t make you ungrateful.
It makes you human.

Your growth didn’t stop.
Your environment did.

And if you can’t leave yet—don’t freeze.
Start preparing your exit strategy:

✅ Learn new skills for the role you want, not just the one you have.
✅ Rebuild your network: reconnect and explore what’s next.
✅ Document your impact: keep proof of your results.
✅ Redesign your current role: delegate, automate, innovate.

Becoming The C.H.O.I.C.E.® means having the:
→ Courage to face discomfort.
→ Humility to admit what’s no longer working.
→ Openness to imagine new paths.
→ Integration of lessons learned.
→ Curiosity to explore possibilities.
→ Empathy for yourself in transition.

✨ Staying small to avoid change costs more than leaving ever will.

Ask yourself:
Have I outgrown where I am, 
or just forgotten how big I’m meant to be?

♻️Share to help others
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#careers

Dareen  Nassar 

I used to think courage was one thing: The big, bold kind.
But I’ve learned every stage of your career demands a different kind of courage.
Each one builds the next.

In the early stage, courage is about trying.
The courage to start before you’re ready.
To raise your hand when your voice shakes.
To volunteer for something you’ve never done.
📌Action: Do one small thing today that makes you uncomfortable,  it’s how you build Try Courage.

In the mid-career stage, courage is about trusting.
The courage to let go.
To delegate instead of doing it all yourself.
To have hard conversations that keep relationships honest.
📌Action: Hand off one task today without checking in, that’s how you grow Trust Courage.

In the senior leadership stage, courage becomes transparent.
It’s no longer about proving yourself.
It’s about saying, “I was wrong.”
Asking for feedback.
Owning mistakes and making them lessons.
📌Action: Ask one person, “What’s one thing I could do that would make it easier to work with me?” that’s how you practice Relational Courage.

Courage isn’t a single act.
It’s a progression, from try, to trust, to truth.
And just like a muscle, the more you practice, the stronger it gets.

So wherever you are in your career, start with the courage that fits your stage.
Because the moment you stretch it, you grow.

♻️ Share this if you’re building a new kind of courage.
➕ Follow Loren Rosario - Maldonado, PCC for more human-centered leadership shifts that grow courage at every stage of your career.

The biggest threat to my career wasn’t my boss, my workload, or the market.
It was my own mind, 
and the thoughts I kept watering.

If your mind is a garden, your thoughts are the seeds.
And what you feed grows.

When doubt takes root, confidence shrinks.
When comparison thrives, clarity dies.
When fear dominates, opportunity hides.

I’ve been there myself: 
a high-achiever with a head full of overthinking, self-criticism, and invisible “what-ifs” that no one could see, but I felt every day.

The truth is your career doesn’t grow from the hours you put in.
It grows from the thoughts that shape how you show up.

Here are 5 ways to plant the right seeds so your career can bloom:

1. Name the weed.
Catch the negative loop (“I’m behind,” “I’m not ready”).
Labeling emotions reduces amygdala activity and emotional reactivity. (UCLA study, 2007)

2. Challenge the narrative.
Ask, “What’s the evidence this is true?”
Cognitive reappraisal reduces negative emotions and stress responses. (Neuroscience research)

3. Reframe the soil.
Shift from “Why me?” to “What can this teach me?”
Leaders who reframe failure as learning recover better and improve future performance. (Leadership research)

4. Water what you want to grow.
Write down one win a day.
Daily gratitude increases optimism and resilience. (Emmons & McCullough, 2003)

5. Prune your environment.
Surround yourself with people who think in solutions, not problems.
Positivity spreads through social networks up to three degrees of separation. (Harvard Social Network Study, 2008)

Your thoughts are not facts.
They’re seeds.
And your attention is the sunlight.

Choose what you water.
Because your next career breakthrough might already be growing in your mind.

♻️ Share this to help someone water better thoughts today.
What’s one thought you’re choosing to water this week?

➕ Follow Loren Rosario - Maldonado, PCC , for human-centered career shifts.

June Brown

We talk a lot about kindness,
but somehow, it never makes it into the career conversation.

I’ve been guilty of it too.
Celebrating grit, prioritizing strategy and execution, while treating kindness as a “nice to have.”

And yet, what people remember most isn’t your title or your metrics.
It’s how you made them feel.

I’ve seen firsthand that kindness doesn’t mean being soft.
It means being human, especially at work.

📍It’s giving away vacation days to someone who needs them.
📍It’s staying patient when you’re tired.
📍It’s saying, “I’ve got this,” when someone’s overwhelmed.
📍It’s giving credit when no one’s watching.
It’s checking in, not to check up, but to care.

Those small, quiet moments create more connection than any bonus ever will.

Because people don’t stay for the perks.
They stay because of how you make them feel.

And if you ever wonder whether you’re leaving kindness footprints, look for these rare signs:

1. You remember what people didn’t say.
→ You notice the pause, the sigh, the shift, and respond with care, not curiosity.

2. Someone you barely remember thanks you for something small you said years ago.
→ Asking “How can I support you?” has become your default.

3. You protect someone’s reputation when they’re not there to defend it.
→ You choose integrity over easy laughter.

4. You hold someone accountable without humiliation.
→ You correct with respect, not self-preservation.

5. You give people the benefit of context, not just the benefit of the doubt.
→ You assume there’s more to their story, and that’s leadership in its most human form.

These are the quiet gestures no KPI will ever capture.
But they’re the ones people never forget.

💬 What’s one quiet act of kindness that’s stayed with you in your career?

♻️ Share this to sprinkle a little kindness today.

➕ Follow Loren Rosario - Maldonado, PCC, for human-centered insights that make careers feel a little more human again.

Saleha Shaikh

It’s hard not to take things personally throughout our careers.
I wish I could say I’ve never taken anything personally, but I have.

The offhand comment in a meeting.
The project reassigned without explanation.
The feedback that landed wrong.

I’d tell myself, “Don’t take it personally.”
But inside, it still stung.
Because I wasn’t reacting to what happened,
I was reacting to what it meant to me.

Didn’t they trust me?
Did I mess up?
Am I not as good as I thought?

That’s the thing about taking things personally, 
it’s not about ego.
It’s about meaning.
We care deeply and work hard.
So of course it feels personal when something doesn’t go our way.

But over time, I’ve learned that things that feel personal… aren’t.

That email that felt cold?
They were probably typing it between five meetings.
That person who didn’t respond?
They might be fighting their own fires.
That misguided feedback?
It probably had more to do with their stress than your skill.

These days, when I feel that sting, I pause and ask myself:
“What story am I telling myself right now, and where are the facts?”

Because when you stop making everything a reflection of your worth,
you start seeing things for what they really are: data, not drama.

Here’s what I do when something stings:

1. Pause. Don’t react in real time.
2. Breathe. Feel the feeling, don’t feed it.
3. Ask: “What else could be true here?”
4. Decide: Do I need to address it, or release it?
5. Move: Either way, forward is the only direction.

Not everything deserves space in your mind.
Some things just need a moment, and then to pass through.

Because the less you take personally,
the more aligned you lead.

💬What’s one thing you took personally lately… that probably wasn’t about you?

♻️ Share to help others.

➕ Follow Loren Rosario - Maldonado, PCC  for more human-centered career shifts.

Joshua  Enukaegu 

I used to think authenticity was my career advantage.

It was actually my blind spot.

Early in my leadership journey, I believed authenticity meant saying what I felt, showing all my emotions, and bringing my whole self to work.
It felt honest. Liberating. “Real.”
But it quietly cost me influence.

Because here’s the truth I wish someone told me sooner:
People don’t judge authenticity by how you feel.
They judge it by how your behavior lands.

A new Harvard Business Review article by Dr. Tomas Chamorro-Premuzic, “When Authentic Leadership Backfires” (Oct 2025), found that across 55 independent studies, it’s impression management—not self-perceived authenticity—that predicts leadership effectiveness, trust, and career advancement.

In other words:
Leaders who adapt their behavior- who know when to filter, flex, and frame - are seen as more authentic by others.

That’s not manipulation.
That’s maturity.

It took me years to understand that authenticity isn’t about transparency, it’s about intentionality.
Because leadership isn’t about broadcasting your whole self.
It’s about bringing your best self, in service of others.

Here’s what that looks like in practice:

1. Feel deeply. Filter wisely.
 → Before you speak, ask: “Is this helpful or just honest?” If it’s the latter, pause.

2. Lead with self-awareness.
 → Record a meeting or presentation and watch it back, not to judge, but to study your impact.

3. Balance honesty with restraint.
 → Name the issue, not the emotion: “We missed a target,” not “I’m furious.”

4. Evolve your expression.
 → Each new role requires a language upgrade. Observe the leaders two levels up, what do they emphasize that you don’t yet? Caveat: don’t copy toxic behavior. Use it as a “what not to do” instead.

5. Protect your integrity, but adjust your delivery.
 → Translate conviction into curiosity: replace “Here’s what I think” with “Here’s what I’m seeing, how does that connect for you?”

I’ve learned that impression management isn’t pretending.
It’s precision in motion.
And the leaders who master it?
They’re not less authentic.
They’re just more self-aware.

💬Where in your career might “being real” be holding you back from being effective?
🔖Tag someone who leads with authenticity and intention.
➕Follow Loren Rosario - Maldonado, PCC  for more human-centered career shift.

What if we’ve been measuring success backwards?

The numbers look good.
But the people don’t stay.

So ask yourself:
If performance is high but people feel unseen…
is that really success?

I’ll never forget when a colleague stopped mid-conversation and said:
“Hey, I see how much you’ve been holding this together.”

That one sentence?
I finally exhaled.

Because the things that keep us connected, engaged, and willing to stretch aren’t the promotions.
They’re not the bonuses.
They’re the moments someone reminds us we matter.

That’s what:
✔️ Keeps your name in the room
✔️ Turns managers into mentors
✔️ Turns jobs into impactful careers

The best leaders I know don’t just manage performance.
They honor people.

Here are 3 simple ways to do that next week:

1️⃣ In your next 1:1, start with “What’s been hardest for you this week?” → Presence over pressure.

2️⃣ At the end of a meeting, spotlight one person’s unseen effort. → Empathy over ego.

3️⃣ Send one genuine thank-you note this week. → Consistency builds culture.

And the data backs it: Teams led with kindness see 50% higher engagement (Gallup, 2024).

Because careers don’t last on speed.
They last on connection.

Kindness is the edge that outperforms.

🔖 Tag the leader who showed you this.
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No alternative text description for this image

In your career, blending in can feel safer.
But it’s also how brilliance gets buried.

We’re taught to adapt.
To read the room.
To play it safe so we don’t seem “too much.”

That works, until it doesn’t.
Because the more you blend,
the less anyone can see you.

I learned this the hard way.
A mentor once told me:

“You do everything beautifully.
But why do you keep hiding the parts that make you you?”

That line cracked something open.
Because she was right.
I was performing, not showing up.

That’s when I discovered my Edge,
the intersection of who you are, how you think,
and the value you bring that no one else can replicate.

Your Edge is your color.
Some rooms will prefer neutrals: safe, familiar, predictable.
But your color was never meant to fit every palette.
It’s meant to complete the right one.

When you lead from your Edge, you stop chasing approval and start curating alignment.

You begin asking:
Where does my color belong?
Where does it elevate the picture instead of fading into it?

Because alignment isn’t about changing who you are.
It’s about finding the canvas that finally makes sense of your hue.

The picture isn’t complete without you.
Your authenticity is the missing color someone’s been waiting for.

So, if you’ve ever felt “too bright” for a room,
maybe it’s time to paint somewhere new.

Before you move on ask yourself: What if the color you keep hiding
is the one the world actually needs?

♻️ Share this if you’ve ever dimmed your brilliance to belong.
➕ Follow Loren Rosario - Maldonado, PCC  for career reflections that help you lead, live, and grow from your Edge.

Quote credit: @lessonsinlife

Everyone says leaders resist change.
That’s not true.
They resist becoming obsolete.

Your relevance didn’t expire.
Your identity did.

That’s the quiet truth most high-achieving leaders don’t talk about.

I see it every week in coaching—
brilliant people who built careers on being the expert,
now realizing expertise alone no longer guarantees relevance.

Reskilling isn’t about keeping up with technology.
It’s about catching up with yourself.

Because the world is changing faster than your habits are.
And the cost of standing still is invisibility.

So if you’ve been feeling that quiet career drift, here’s how to get back into alignment using E.V.O.L.V.E.™:

E – Examine what’s outdated.
Ask yourself, “What part of my professional identity no longer fits who I’m becoming?” Be honest.

V – Validate what still works.
Name the strengths that still create impact like communication and critical thinking. Keep those. Let the rest go.

O – Open yourself to something new.
Learn one thing outside your comfort zone this month (AI tool, strategy, public speaking, etc.). Curiosity keeps you employable.

L – Leverage it fast.
Apply that new insight to a real project within a week. Learning without application is just theory.

V – Visualize who you’re becoming.
If your future self walked into a meeting today, how would they think, decide, or communicate differently?

E – Execute one micro-shift.
Don’t plan a reinvention: practice one. One habit, one choice, one conversation at a time.

You don’t need to reinvent overnight.
You just need to evolve on purpose.

Because the biggest risk to your career isn’t AI.
It’s staying loyal to a version of yourself the future no longer needs.

Which part of you is ready to evolve first?

♻️ Share to help others evolve.
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Gopinath Dasari

I didn’t always manage my time well throughout my career.
Not because I was disorganized.
But because I was disciplined in the wrong direction.

I said “later” to the things that actually mattered.
And convinced myself it was responsible.

“I’ll do it this weekend.”
“After this project.”
“When things calm down.”

But “later” wasn’t a plan.
It was a pause that became a pattern.

A client once told me,

“Once this quarter ends, I’ll finally make space to think about what’s next.”

That quarter became another.
Then a year.
Then a career.

He hadn’t lost time.
He’d traded it:
for performance, perfection, and other people’s priorities.

That’s when I named it: The Later Penalty.

Every “later” is a quiet withdrawal from your future.

The job you didn’t apply for: someone else did.
The apology you never gave: now it’s gone.
The life you promised yourself: swapped for performance and praise.

“Later” feels productive. But it’s not.
It’s avoidance wearing discipline’s clothes.

You don’t run out of time, you leak it.
One “later” at a time.

Try this today:
1️⃣ Write down one thing you keep putting off.
2️⃣ Take one small action toward it today, not later.
3️⃣ Remind yourself: your time doesn’t need more structure. It needs more alignment.

Later isn’t a strategy.
It’s a story.
And it’s costing you the life you say you want.

What’s one thing your future self will thank you for starting today?

♻️ Share to help another leader stop leaking time.
➕ Follow Loren Rosario - Maldonado, PCC  for human-centered career shifts.

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