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Failure isn't the opposite of success It's often the prerequisite. Most people fear failure. But great leaders do something else entirely. They build with it. In my coaching, I’ve seen the difference between leaders who hide their failures… And those who extract wisdom from them. Here’s how the best do it: ✅ They share the story. Not to seek sympathy, but in fact to teach, connect, and build credibility. ✅ They review, not regret. Instead of beating themselves up, they dissect what went wrong. ✅ They build resilience muscle. Every setback becomes training for the next challenge. ✅ They adjust the system, not just the strategy. They look beyond outcomes to redesign the thinking that created the outcome. 📌 Why it makes a difference: When leaders normalize failure as part of the growth process, they create a culture where risk-taking is safe, learning is valued, and innovation is possible. Without that psychological safety? Your best people stay quiet. Your boldest ideas never leave the whiteboard. Failure is a powerful teacher,  But only if you're willing to stay in the room long enough to hear what it's trying to say. How do you handle failure as a leader? I'd love to hear your take. P.S. I help executives turn failures into fuel for clarity, confidence, and long-term success.

Samina booked 12 meetings on LinkedIn Closed 4 clients in 4 weeks. Here’s how: We shifted from one-time offers to monthly retainers → Instead of just offering LinkedIn profile optimization, she packaged it with outreach + content + results tracking. → Clients don’t just want a profile revamp—they want leads & visibility. We optimized her outreach strategy → Focused on engagement-based messaging, not generic DMs → Targeted decision-makers, not just random professionals → Built trust first, pitched later We turned LinkedIn into a CLIENT-GENERATING system → Systematic connection requests to ideal clients  → Positioning herself as the go-to expert → Follow-ups that didn’t feel “salesy” The result?  12+ meetings. 4 Clients Closed. Content is great if you want to fill your pipeline with long-term brand growth. But if you need clients NOW, you need an outreach system. Send DMs  Book calls  Sign clients. This is what we do inside my 4-week LinkedIn coaching program. Want to get more clients through LinkedIn? DM "COACH", and I'll DM you the coaching details.

10 Things People with Self-Trust Don’t Do (And what they do instead) I used to struggle a lot with self-trust. But now I’ve learned the tools to build a strong, lasting relationship with myself. Here are 10 things people with self-trust don’t do (and what they do instead): 1️⃣ Break promises to themselves ↳ Instead, they treat their own commitments as non-negotiable. ↳ Set one small goal for today (like working out, or doing that chore you've been avoiding) and follow through. 2️⃣ Compromise their values ↳ Instead, they let their values guide every decision. ↳ Write down your top 3 values and ask yourself, “Am I living in alignment with these?” 3️⃣ Rely only on gut feelings ↳ Instead, they balance intuition with practical reasoning. ↳ When faced with a decision, write down your instinct and weigh it against facts. 4️⃣ People-please at their own expence ↳ Instead, they set boundaries to protect what matters most. ↳ Before agreeing to something, ask yourself, “Do I really want to do this?” 5️⃣ Make excuses for being late ↳ Instead, they respect time - their own and others’. ↳ Set your alarm for 5 minutes earlier - build reliability. 6️⃣ Ignore vulnerability ↳ Instead, they embrace it as a sign of strength. ↳ Share a challenge you’re facing with someone you trust. Vulnerability fosters connection. 7️⃣ Doubt their abilities ↳ Instead, they remind themselves of past wins and trust their capacity to learn. ↳ Write down 5 skills that you have that you are proud. Commit to double down on them. 8️⃣ Fear transparency ↳ Instead, they tell the truth with clarity and authenticity. ↳ Practice honesty today by giving constructive, transparent feedback to someone who asks for it (that person can be you). 9️⃣ Compare themselves to others ↳ Instead, they measure success by their own progress. ↳ Define what success means to you financially, mentally, physically, intellectually, and relationally. 🔟 Wait for the “perfect time” ↳ Instead, they trust themselves to start now, even if it’s messy. ↳ Begin one project or task you’ve been putting off. Progress matters more than perfection. Self-trust is built one small promise at a time. The more you honor your commitments to yourself, the stronger your foundation becomes. Which one resonates most with you? Let me know in the comments! P.S. If you want in-depth personal and career growth advice, sign up for my coaching style newsletter! You can find the link under my name👆 __ ♻️ Repost to inspire people in your network! ➕ Follow Sheena Hakimian for daily tips like this!

There is NEVER a perfect time to build new skills. But the worst time to learn AI isn't today—it's when you've put it off for months...and suddenly find yourself needing these skills to secure your next role Stop putting it off. • Your job - depends on it • Your ability to get your next job - depends on it • Your ability to help your kids with homework in a year - depends on it • Your ability to safely live & work in a new AI-driven economy - depends on it No Hype - Just the new reality. Let me say that again  STOP. PUTTING. IT.  OFF 𝗧𝗿𝘆 𝘁𝗵𝗶𝘀 𝟯𝟬-𝘀𝗲𝗰𝗼𝗻𝗱 𝗲𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁: 1. Open ChatGPT or your preferred AI assistant 2. Find your last prompt and copy it 3. Start a new chat, paste your prompt 4. Add this simple line: "Before you start, do you have any questions to ensure I get the best output?" 5. Answer its questions 6. Compare the results See the difference? Small changes create dramatic improvements. This is just one simple technique that transforms your AI interactions. Every prompt you write from now on—just add this sentence at the end. Bonus tip: Pay attention to the questions it asks. You'll quickly learn what context AI systems need to deliver exceptional results. If you found value in this -   𝙨𝙝𝙖𝙧𝙚 𝙞𝙩 𝙖𝙣𝙙 𝙘𝙤𝙢𝙢𝙚𝙣𝙩 with your results Ready to transform anxiety into confidence as an AI-enhanced professional? I'm running group coaching classes on building strong workplace AI skills. 13 spots remain in the upcoming April/May cohort (Jan/Feb sold out). 𝗗𝗠 𝗺𝗲 𝗻𝗼𝘄 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗽𝗿𝗼𝗴𝗿𝗮𝗺𝗺𝗲 𝗼𝘂𝘁𝗹𝗶𝗻𝗲. 1.

These work-life skills will take your career to next level fast! Sadly, most women neglect them.   They neglect skills for:   1. Saying no without feeling guilty 2. Building Influence 3. Networking 4. Negotiation 5. Self-promotion 6. Managing energy effectively 7. Developing an executive presence   Skills are what make life easy and challenges less intimidating.   Whether you want a promotion, start your own thing, access better opportunities, or become a high performer, these skills will help immensely.     I learned these skills myself the hard way in my corporate career & as a coach.   I now get to work with clients around the world, & it’s beautiful to see how they are accelerating their careers. Here are 7 tips to develop these skills: ✅ Practice Assertiveness: ↳ Start small by saying no to minor requests and gradually build up to more significant ones. ✅ Seek Coaching: ↳ Invest in coaches who can help uncover your limiting beliefs & guide you in building influence. ✅ Intentional Networking: ↳ Make it a habit to connect with other ambitious & supportive people regularly & start building your ‘tribe’. ✅ Role-Play Negotiations: ↳ Practice negotiation scenarios with a friend or mentor. This can help you feel more confident and prepared when the real situation arises. ✅ Share Your Impact: ↳ Document all your achievements, impact & share them with your peers, managers & mentors. Don’t wait for formal reviews, instead do them periodically. ✅ Prioritize Self-Care: ↳ Schedule regular breaks, exercise, and activities that recharge you. Managing your energy effectively is key to staying productive and avoiding burnout. ✅ Develop Effective Communication: ↳ Practice active listening, articulating your thoughts well, being mindful of your tone & pace. Which of these skills do you find most challenging? Share your thoughts in the comments! PS: If you’d like guidance & help with these skills, here for you!

Officially reached 300,000 LinkedIn followers! Before I say "Thank you"... Let me tell you a short story first: A story of a man who came to LinkedIn post-divorce to share some positivity with the world. A Bosnian copywriter turned brand strategist turned coach who said "Imma share 100% of what I know here" whether I make a dollar or not. To help anyone anywhere learn the best strategies to improve their writing, build their personal brand, and grow their business. To be a voice among the voiceless. To teach softly. But lead loudly. If you "felt" this paragraph above, thank you. ❤️ You have quite literally changed my life. Thank you for supporting my journey here. Whether you've followed for months or years. So what's next? 1. I'm going all in on community! Link Up has crossed 320 signups. And we're having an international meetup in my hometown Zenica in a few weeks. You in? 2. My tool Linkbound is already being circled by investors, after the amazing launch we've had. Wow. 3. Hired 10 people last year (literally based off their LinkedIn comments). New team members soon! The coaching business will be expanding - big time! 4. I'm officially the newest ins... [ehhh not yet] Ask me anything you want in the comments. Love, Coach Jasmin 👋 P.S. 3 reposters today are getting my 1-year membership and 1 is getting free coaching. Good luck! ♻️

The secret sauce of a GREAT Agile Coach [Hint - It isn't just asking questions] I'll be real with you I've made most of these mistakes myself In over a decade of working with companies of all sizes, Here are a few of my top learnings Let's dive in: Agile Coaching isn't: - Having all the answers to every problem [Or being the hero] - Enforcing strict adherence to a specific framework [Like a list of commandments] - Obsessing over tools, methodologies [Or even events & ceremonies] - Only asking questions rather than getting stuck in yourself [Another Powerful Question anyone? Do those? You'll probably be moving further from Agile And piss people off in the process Instead, it's about: - Helping people to discover their path to agility - Fostering a culture of continuous improvement and learning - Listening more than speaking, understanding concerns, and providing guidance where it's needed - Encouraging experimentation and embracing failure as a learning opportunity - Leading by example and being the first to demonstrate a willingness to fail or change first - Turning impediments into opportunities for growth - Using feedback loops to drive progress in pursuit of goals - Systemically reducing the dependency a company has upon you - Facilitating conversations at multiple levels that lead to actionable insights - Creating a safe space where people can be candid, creative and challenge one another without causing disharmony Want to shift your perspective? Get started with these questions: - Why do we want to be Agile? What outcomes are we seeking? - What challenges are we currently facing? What's holding us back from achieving our outcomes? - How are we continuously improving? What data tells us so? - What does success look like for us in our journey? How can we measure it? - Are we measuring the right things? Which metrics truly matter for our context? - What feedback loops have we established? How can they be improved? - What process or bureaucracy can we {remove} rather than add more? - What do our people say about our ways of working? How can we involve them more? - How are we celebrating both success and learning from our failures? - What tools might ENABLE our individuals and their interactions? Despite what many consultants might say about Agile It isn't easy. There isn't a playbook that will solve your problems. Keep disrupting. Keep challenging the status quo - In pursuit of improvement. And don't forget. The customers of agile ways of working are the employees Who have experienced multiple attempts at 'transforming' their ways of working already! Involve them. Co-create the path forward with them. Invite, don't inflict change. P.S - Which of these resonated most with you?

LinkedIn is on a heater right now, it’s insane what is happening! You can show up daily, be yourself, teach people something, look different daily, engage with people all around the world and get noticed by millions of real humans. After coaching 1007 people over the last 365 days, I can tell you that the opportunity we have right in front of us can change your entire life in a short period of time. I normally tell you things to do that would accelerate your impact but today I am going to list 4 things NOT to do because I think most people don't understand what is considered catastrophic to a creator here. 1 - Hyper Niche & Looking the same daily Let me explain. I love niche content, I really do. But if you are only known for that one singular thing then you will struggle to break out and you will have to be top 5% in that niche to capitalize. As far as the looking the same daily, yea that is my big one. I call this moment in time, the "bored and fast time." This simply means that people get bored with you faster than they ever have so you need to look different daily to shock your feed. You want them to not know what to expect from you and keep them on the edge of their seat! 2 - Building a tight knit community of loyal supporters Phew. This is one that I see absolutely destroy new creators because they think this is the way to grow while in reality it is the way to stall all of your potential growth. Engaging with 1st degree connections, same people daily even going as far as saving profile pages in different tabs to get notified. Eventually what happens is you wake up and you are in a 1st degree vortex which means you are hanging with like .000001 % of the platform and that won't let you grow. Go meet 2nd and 3rds and have some fun and get out of your little bubble. 3 - Creating fire content but not using the entire platform This one is what most founders and c-suite leaders I work with struggle the most with. Just because your content is good, does not mean people will engage. It is unfortunate but LinkedIn is a reciprocity social media platform, you have to give in order to get - no one cares about your title. What I mean by this is, commenting on others content, responding to your comments, sending dms, introducing people to each other, teaching people through your content, etc. 4 - Crazy formatted content with bolding, emojis, italics and other things that look super non native to the platform This is one I have been watching for the last 6 months and have a good amount of data on. The people consuming your content want to feel like YOU wrote it vs an outside tool or Ai so you immediately lose trust when it doesn't look normal. Your community starts to look elsewhere and engage with others, which means your impressions dwindle. Why am I sharing this? Because my goal is to have you uncover relationships and revenue you never knew existed. That is my goal. To help. Will answer every question you ask, go.

1 in 4 people feel stuck in midlife. How a Netflix binge can change that for you. P.S.: No expensive coaching needed. 😉 Last week I watched “Life List” on Netflix. Besides making me cry, it made me check in with my younger self and the dreams I had. Remember those childhood dreams? The ones we packed neatly for college, then carefully unpacked in our first apartment? We thought we had it all figured out. But midlife humbles us. It shows us that life doesn’t follow our script. It writes its own chapters. With unexpected plot twists, detours we never planned. The real question is: What happened to our dreams? The younger-you, playful, anything-is-possible kind. Are they gone? Hell no!! Here’s what midlife and living the monk life taught me: Life doesn’t follow our checklist. It follows our essence. Yes, we’ve pivoted. Yes, some dreams have morphed. Bottom line: life gives us even more than we imagined, just not in the packaging we expected. It’s deeper. Richer. Not just what we wanted, but what we can’t breathe without. When all the planning is done, life brings its own blueprint. Our job? Stay open. Stay playful. Stay curious. Don’t get hardened by what didn’t happen. Look beneath the wrapping. Recognize the true gift. And hold tight to your unjaded, authentic self. So no, the dreams didn’t die. Some evolved and some are  just waiting for you to come find them again. Here’s your Midlife Dream Check-In: 1. List your younger self’s dreams → What made you feel alive back then? 2. Reconnect with the forgotten parts → What did you put aside to “be practical”? 3. Get brutally honest → Did it evolve? Or is it still waiting? 4. Set a real deadline → Time creates motion. 5. Go. Do. It. → You don’t need permission. Regret is louder than failure. Don’t wait for the perfect time. Pick one dream. Bring it back and make it part of your midlife reinvention. Which one are you reviving? Let’s make midlife magnificent. 💛 With much ❤️‍🔥, Sabine

Honored to once again step into the role of presenter, this time at the 7th Annual BOND Academy, curated by The BOND Project, partnering with an incredible group of school leaders and district administrators to explore reflective leadership styles and behaviors. It was a distinct privilege to again present to Joseph E. Speight, Jr. and Jacob Waites, two leaders deeply committed to coaching and leader development. Together, we engaged in powerful conversations about challenging social norms and personal experiences to more intentionally exhibit the leadership behaviors that empower individual team members' success. Leadership is not just about title or tenure — it’s about the self-awareness and courage to reflect, adjust, and lead in ways that elevate others. Thank you to Daman Harris and Daryl C. Howard, Ph.D. for the opportunity to contribute to such a meaningful experience. Shout out to our 4th brother Harold McCray, Jr., Ed.D., absent today while celebrating is own leader growth, graduating from Georgetown University.

I not only got married, I also launched a business. while managing one of the most important days of my life. It wasn’t magic. It wasn’t easy. But I knew I had to keep moving forward, even on the hard days. I learned that success doesn’t happen overnight; it happens in the small decisions you make daily. I wasn’t just planning a wedding or launching a coaching business. I was building a life. A life where I could say, “I made this happen. Alhumdullilah”   Step by step, with intention and grit. And now, I look back and feel proud. Not just of the wedding or the business, but of the person I’ve become in the process. So if you're juggling big dreams, like I was: keep going. You'll be surprised at how much you can achieve, even in the chaos. P.S. Enrollment for outreach program is open, DM PROUD to get details.

The best HR leader I know just destroyed a manager's career. Not by firing them. Not by demoting them. By doing exactly what the manager kept asking for: Every time a manager defers to HR to handle something they should own, a few things quietly start to happen: The team loses confidence. The manager's authority shrinks. Real leadership growth comes to a stop. It’s a common pattern, especially for new managers. Conflict comes up, and the instinct is to say, “Let’s bring HR in to mediate.” There’s a performance issue, and the feedback gets outsourced. A team member wants to talk about their career path, and the conversation gets kicked over to HR. But here’s the truth no one says out loud: HR isn’t meant to be a substitute for leadership. It’s a support system for it. The strongest managers don’t run from difficult conversations they learn how to have them. They don’t hand off responsibility when things get uncomfortable. They use HR to help build systems, sharpen their coaching approach, and scale their impact. The ones who don’t? They use HR to avoid decisions. To hide from discomfort. To shield themselves from being the one who has to deliver hard truths or sit with hard feedback. And the cost adds up. Team trust erodes. Problems compound. Culture begins to crack. Because what people want most is a leader who shows up when it counts. Managing people isn’t a distraction from your job. It *is* the job. The best HR teams understand this. They don’t take over, they equip. They coach managers to lead more effectively, create frameworks that help scale decision-making, and support growth without removing accountability. They’re not there to fight your battles. They’re there to make sure you don’t avoid them. Strong teams aren’t built through HR interventions. They’re built by managers who know how to lead when it matters most, and are willing to do the hard things themselves. If you want to be that kind of manager, it starts with a shift in mindset. Not “let’s bring in HR,” but “let me take this.”