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I left my 1st job, because I was micromanaged. (Since then, I’ve hired 100+ people for my own business) When I started hiring people, I knew I shouldn't: - Monitor every task. - Control every detail. - Punish "wrong" actions. That's what made me quit my former jobs. Instead, I treat my team in a way I wished managers had treated me: 1. Through coaching. ↳ Asking questions, instead of dictating actions. 2. By giving autonomy. ↳ Providing systems instead of random check-ins. 3. Through leading by example. ↳ Because actions speak louder than instructions. Yes, I run a remote team - this really works. Trust your team, and they’ll deliver. Agree? — Graphic credit to Roberto Ferraro P.S. Follow Lauren Tickner for more leadership & business scaling content.

Can you relate?! You’ve tried every diet out there, and nothing seems to stick. Food feels like a constant battle, one you’re tired of fighting. You’re ready to leave guilt, shame, and restrictive eating in the past. You want 2024 to be the year you finally feel free from food struggles. If you’re nodding along, this is your chance to make it happen! The waitlist for my 12-Week “Toodles to Your Trigger Foods” Coaching Program is OPEN, and I want you to join! And who doesn’t love a good bonus?? When you sign up, you’ll get a free recording of my favorite masterclass, “Why It’s Not About the Food”. Made specifically for YOU to help you uncover what’s really behind your struggles with food! Recordings will go out on Jan. 9th. It’s time to shift your focus and step into a new year of freedom, balance, and peace! P.S. Spots are limited for my coaching program, so don’t wait for the right time… There isn’t going to be one! Get on the list today and start 2025 on a fresh, exciting path. Click the link in my featured section to get started 💚

99.99% of people fail at freelancing before they even begin. Why? Because they overcomplicate EVERYTHING. If I could go back in time, here’s what I’d scream at myself: 💡 Your first three months will suck. → You’ll feel like quitting. You’ll doubt your skills. → But that’s the phase where you learn the most. Embrace it. 💡 Your skills aren’t special, yet. → In freelancing, “good” isn’t enough. Aim for exceptional. → Obsess over mastery, watch tutorials, take courses, and actually apply what you learn. 💡 Networking isn’t optional. → DM that person you admire. Comment on their posts. Hop on calls. → You don’t need a million connections, you need the right ones. 💡 Your brand is your resume. → Stop waiting for clients to “find” you. Build a brand they can’t ignore. → Whether it’s LinkedIn, Instagram, or both, make them see your value before you even pitch. 💡 Patience is a superpower. → Want to make ₹50K a month? ₹1L a month? Great. But it won’t happen in week one. → Freelancing rewards the ones who show up when no one’s watching. 💡 Money is a byproduct. → If you’re only chasing money, you’ll miss the point. → Focus on building trust and delivering results, money will follow. 💡 Rejection isn’t failure. → Someone said no? Good. That’s a free masterclass on what to improve. → The faster you get rejected, the faster you grow. 💡 Feedback isn’t an attack. → The best freelancers ask for feedback, and then use it to get better. → Ego kills progress. Listen, learn, and level up. Freelancing doesn’t need to be complicated. But it does require focus, grit, and consistency. 2025 is here. Are you ready to simplify freelancing and win? P.S. What’s been your biggest freelancing challenge this year? Share it below! P.P.S. If you’re stuck on closing clients, building your brand, or pricing your services, DM “COACHING” to transform yourself and enroll in my 3 month programme! Let’s crush it together.

Most leaders get this wrong daily, and they don't even realize it. They're not asking enough questions. 8 years ago, when I took a career break. A conversation with a mentor and coach changed my trajectory. I decided to get myself certified as a coach as part of my leadership development. When I went back to work, it changed the way I lead. My team then was used to being told what to do. My questions initially irritated them. It took me two months to shift their mindset. They began to take more ownership of their work. Great ideas came from them (not me). And I saw a more engaged team. Fast forward, I am now a leadership and team coach, working with organisations to help their leaders build better team engagement. Because I know what it takes. Here. I have put together 10 types of coaching questions leaders use to improve team engagement. Feel free to download it. 1️⃣ Open- Ended Questions ↳ Encourage expansive thinking and prevent "yes" or "no" answers Example: What are some approaches you think we could take to achieve this goal? 2️⃣ Clarifying Questions ↳Ensure understanding and encourage deeper exploration. Example: When you say the timeline is tight, what specific challenges are you anticipating? 3️⃣ Reflective Questions ↳Help the team member assess their own thoughts or actions. Example: How do you think your approach impacted the team's outcomes? 4️⃣ Empowering Questions Build confidence and ownership of decisions. Example: What resources or support would help you feel confident moving forward? 5️⃣ Goal Oriented Questions ↳Focus on objectives and desired outcomes. Example: What would success look like for you in this role? 6️⃣ Challenge Questions ↳Push boundaries and encourage innovative thinking. Example: What if we approached this problem from an entirely different angle? 7️⃣ Feedback Oriented Questions ↳Invite constructive input and foster two-way communication. Example: What’s one thing I could do differently to better support you and the team? 8️⃣ Future-Focused Questions ↳ Encourage forward-thinking and vision-setting. Example: Where do you see this project or our team a year from now? 9️⃣ Performance-Based Questions ↳Evaluate current work and identify areas for improvement or celebration. Example: What do you think went well in your last project, and what could have been improved? 🔟 Solutions-Focused Questions ↳Guide team members toward actionable steps and creative solution Example: What options do you see for addressing this challenge? ♻️ Share this if you found this useful. Follow Adeline Tiah 謝善嫻 for content on leadership, future of work and Life 2.0.

Smart leaders fail for one surprising reason. Their own thinking. Our brains have blind spots - cognitive bias. These unconscious bias are derailers to team engagement and high performing team. Or worst case career suicide. Here's 8 Cognitive Biases that Great Leaders need to be aware of: 1️⃣ Anchoring Bias → You rely heavily on the first piece of information you receive. Example: First seeing an expensive watch makes others seem cheaper 2️⃣ Authority Bias → You trust opinions from perceived authorities more. Example: Believing a product is good because your CEO endorses it. 3️⃣ Availability Heuristic → You judge things based on info readily available or easily recalled. Example:Seeing a type of equipment as unreliable due to a colleague’s issues with it. 4️⃣ Bandwagon Effect → You tend to follow popular opinions or trends Example: Buying a certain gadgets because you see other people using it. 5️⃣Confirmation Bias → You favor information that confirms your existing beliefs. Example: Dismissing data that questions your favourite diet’s effectiveness. 6️⃣ Endowment Effect → You value things more when you own them. Example: Trying to sell your house above market value because it’s yours. 7️⃣ Halo Effect → You judge a person’s character from an overall positive impression. Example: Thinking a candidate will do a job well because they’re attractive 8️⃣ Recency Effect → You give weight to the latest information or experiences. Example: Assessing your staff performance based on recent event. Ready to outsmart your own thinking traps? Download my free Leadership Bias Checklist and learn how to make clearer, sharper decisions in high-stakes moments. Link in bio. 👉 ♻️ Share this to help your leaders to uncover their blindspot I work with organizations to help leaders build better team engagement and psychological safety. DM me if you are looking for 🎯 keynote speakers at leadership conferences 🎯 Team workshop or 1 to 1 leadership coaching Follow Adeline Tiah 謝善嫻 for more content on leadership culture and future of work.

I'm a 3x founder, 2x mom, and a Battler of Burnout. Here’s a hard lesson I’ve learned…burnout doesn’t happen overnight. I went YEARS missing warning signs I didn't know to look for. I spent my 20s working 80-hour weeks year-round. I spent my 30s founding a company, having two babies 11 months apart, and moving halfway across the country. By 40, I had survived working on six presidential campaigns, 5 months of bed rest, and two pre-term deliveries. The fallout? A bottle of wine was my stress management tool, and I was diagnosed with high cholesterol. I've spent the last 3 years building a life of meaning that doesn’t require sacrificing my physical or mental health. AGENCY Coaching works with professionals in high-stress roles to: - Reclaim your health - Create balance without compromising excellence - Learn evidence-based tools to manage stress I’m curious, what’s your burnout journey?

Your Skills Today Define Your Tomorrow. Master the skills machines can't replicate. Learn these 20 Top Skills to thrive in the future of work, and resources curated by Mike Leber (give him a follow) The World Economic Forum revealed the 20 most in-demand skills by 2027. Here are the 20 skills that will unlock your unstoppable potential: 1️⃣ Cognitive & Problem-Solving Skills 🧠 ↳ Essential for navigating complexity and sparking innovation. Skills to master: ↳ Creative thinking ↳ Analytical thinking ↳ Systems thinking ↳ Curiosity and lifelong learning 2️⃣ Digital & Technical Skills 💻 ↳ Your edge in a rapidly evolving tech landscape. Skills to master: ↳ Technological literacy ↳ AI and big data ↳ Networks and cybersecurity ↳ Programming 3️⃣ Personal & Self-Management Skills 🌱 ↳ The foundation for resilience, adaptability, and growth. Skills to master: ↳ Resilience and agility ↳ Motivation and self-awareness ↳ Dependability and attention to detail 4️⃣ Interpersonal & Leadership Skills 🤝 ↳ Collaboration and influence that drive success. Skills to master: ↳ Talent management ↳ Empathy and active listening ↳ Leadership and social influence ↳ Teaching, mentoring, and coaching 5️⃣ Business & Operational Skills 📊 ↳ The tools to make decisions with impact and sustainability. Skills to master: ↳ Resource management ↳ Quality control ↳ Design and user experience ↳ Environmental stewardship Learning without executing is useless. So here are the actions you can take: 1. Find Your Gaps 2. Make Your Plan 3. Practice Daily 4. Reflect & Adapt 5. Get Feedback The future is coming fast. Will you lead it, or get left behind? Start now. Start smart. Be the architect of your evolution. Which skills will you start with? ♻️ Share this to help more prepare for the future of work. Follow Adeline Tiah 謝善嫻 for content on leadership culture and future of work. I am a Leadership and Team Coach and a keynote speaker on the future of work.

What a ride! Last week, I returned to DB Schenker's Head Office in Essen for a bittersweet goodbye to my amazing colleagues. The whole experience felt like finishing a great book - satisfying but hard to close. Here’s a quick look at the chapters of my Schenker journey: 📖 𝗖𝗵𝗮𝗽𝘁𝗲𝗿 𝟭: 𝗧𝗵𝗲 𝗕𝗲𝗴𝗶𝗻𝗻𝗶𝗻𝗴 (𝟮𝟬𝟭𝟵) Stepping into the International Trainee Program for Innovation & Digitalization, I immersed myself in different departments, eager to learn, experiment, and challenge the status quo. It was a time of curiosity, exploration, and discovering where I could make an impact. Big thanks to Erik, Daniela, Philipp, Daria, Jacek, Timo, Dr. Holger, Anna-Katharina, Niklas, Nic, Greta, Antonia, Gassem, Dana, Helen, Katharina, Johannes and many others who made this chapter so special. 🌍 𝗖𝗵𝗮𝗽𝘁𝗲𝗿 𝟮: 𝗗𝗿𝗶𝘃𝗶𝗻𝗴 𝗦𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆 Following my passion for sustainability, I focused on embedding it into the company’s DNA - helping to shape a vision & strategy, build awareness, and create a community that empowered people to take action. Big thanks to Saskia, Maren, Andrea Dorothea, Ralf, Alejandra, Marwan Armin, Steffen, Leandri, Lucas, and many more people who empowered, supported and inspired me! 🌟 𝗖𝗵𝗮𝗽𝘁𝗲𝗿 𝟯: 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝗮𝗻𝗱 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗶𝗻𝗴 𝗧𝗲𝗮𝗺𝘀 Stepping into leadership, I shifted my focus to enabling others: coaching teams, shaping topics like leadership development, diversity and employment conditions. Here, I learned to create spaces for people to grow, connect, and drive meaningful change. Big thanks to Alexander, Marina Diez, Annegret Giesecke-Maleri, Christiane, Julieta and many others that trusted and encouraged me! 📚 𝗖𝗵𝗮𝗽𝘁𝗲𝗿 𝟰: 𝗙𝗼𝗰𝘂𝘀𝗶𝗻𝗴 𝗼𝗻 𝗦𝗸𝗶𝗹𝗹𝗶𝗻𝗴 & 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 Bringing it all together, I worked on building a culture of continuous learning - expanding access to skills, coaching, and development opportunities so that people could thrive in an ever-changing world. Big thanks to Tobias, Carina, Alexander, Natalie, Nicole - and the amazing L&D community at Schenker! And finally to countless colleagues who made the everyday work a human enterprise. 👇 Let it be known that a linear career is not a requirement for growth & meaning at work! ✨ THANK YOU!

Last week, I witnessed something rare: 500+ SDRs, AEs, CSMs, and leaders working together as one team. Here’s what made it unforgettable: Picture this: over 500+ Revenue & Success colleagues in one room, from SDRs to CSMs, SEs, and Partnership Managers—all working as one team. At Personio, we’ve structured our customer-facing roles under a single department: Revenue & Success. This alignment creates clarity, collaboration, and—most importantly—unity. But what made last week extraordinary wasn’t just the numbers. It was the two full days our company dedicated to leadership development, engaging every tier of leadership: • First-Line Leaders (Team Leads) • Second-Line Leaders (Heads of) • Third-Line Leaders (VPs) • Fourth-Line Leader (CRO) We weren’t just observing—we were participating. In sessions, discussions, and roleplays, leaders at every level learned from each other. Imagine a VP gaining insight from a CSM Team Lead or a Team Lead challenging a CRO’s perspective. That’s the power of a true coaching culture. 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗠𝗮𝘁𝘁𝗲𝗿𝘀 𝗠𝗼𝗿𝗲 𝗧𝗵𝗮𝗻 𝗘𝘃𝗲𝗿. Why? Because team performance begins with leadership. When leaders coach and develop their teams effectively, the ripple effects are undeniable: • Higher pipeline generation by SDRs. • Increased deal closure rates by AEs. • Stronger customer retention from CSMs. Last week, we practiced these three powerful coaching theories that any revenue leader should apply: 1. 𝗟𝗲𝗻𝗰𝗶𝗼𝗻𝗶’𝘀 𝗧𝗿𝗶𝗮𝗻𝗴𝗹𝗲 This tool helps identify and address five dysfunctions of a team: • Absence of trust • Fear of conflict • Lack of commitment • Avoidance of accountability • Inattention to results    2. 𝗥𝗮𝗱𝗶𝗰𝗮𝗹 𝗖𝗮𝗻𝗱𝗼𝗿 Great leaders balance caring personally with challenging directly. This ensures feedback is clear, kind, and actionable. Avoid these pitfalls: • Obnoxious Aggression (too much challenge, no care) • Manipulative Sincerity (care without substance) • Ruinous Empathy (too much care, no challenge)    3. 𝗦𝗸𝗶𝗹𝗹/𝗪𝗶𝗹𝗹 𝗠𝗮𝘁𝗿𝗶𝘅 The Skill/Will Matrix helps you adapt your coaching style based on where your team members are: • High Will, Low Skill = Advising • High Will, High Skill = Delegating • Low Will, High Skill = Motivating • Low Will, Low Skill = Directing We’re entering the Leader-Led Era, where investing in coaching and development isn’t optional—it’s the differentiator between good and great teams. At Personio , we’re not just scaling revenue; we’re scaling leaders. And that makes all the difference. PS. How are you investing in leadership development across all levels of your team? What frameworks or strategies have transformed your coaching style? -- ♻️ 𝗥𝗲𝗽𝗼𝘀𝘁 to help other Revenue Leaders gain new GTM insights. 🔔 𝗙𝗼𝗹𝗹𝗼𝘄 for daily tips on GTM best practices for Revenue Leaders. 📌 𝗣𝗿𝗼𝗺𝗽𝘁 𝘆𝗼𝘂𝗿 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 with the trained GPT for Instant GTM Advice.

“I don’t think LinkedIn will work for me.” That’s what he said. Twice. A coach with 10+ years of experience but on LinkedIn? ❌ Crickets in the comments ❌ DMs drier than a desert ❌ Leads? Zero. 6 months later: → One post pulled 78,000 views → 7-10 inbound DMs per week → Doubled his coaching revenue How? I rewired his profile to do the selling for him. 🔻 Step 1: Burn the boring bio → No “I help X do Y.” → Instead? A profile that screamed credibility before he even said a word. 🔻 Step 2: No “content calendar,” just strategy → I dug into his competitors’ comments (What were people asking? What was missing?) → Then, I built content that answered before they even had to ask. 🔻 Step 3: Proof over platitudes → Numbers. Case studies. Screenshots. → One client read his post, booked a call, paid in full—without hesitation. Now? His biggest flex isn’t his coaching results. It’s that LinkedIn did the selling for him. Still think LinkedIn doesn’t work? Or are you just not using it right? Follow Vartika Mishra!

Here’s why your best people are leaving: when politics outweighs performance, talent walks out the door. Ever seen a promotion backfire? I have, and it’s never pretty. The excitement fades fast when the wrong person gets promoted, whether they weren’t ready, didn’t fit the role, or were chosen for all the wrong reasons. What happens next? • Morale tanks • Productivity drops • Your best people quietly look for the exit When leadership rewards politics over performance, top talent feels undervalued and starts seeking better opportunities. Because when the wrong people get promoted, the best people leave. Promotions should be strategic and thoughtful. Here are the mistakes companies make and what to do instead: 1️⃣ 𝗣𝗿𝗼𝗺𝗼𝘁𝗶𝗻𝗴 𝗳𝗼𝗿 𝘁𝗵𝗲 𝘄𝗿𝗼𝗻𝗴 𝗿𝗲𝗮𝘀𝗼𝗻𝘀: Friendship, loyalty, or trying to stop someone from quitting are bad reasons. Choose based on merit and readiness for growth. 2️⃣ 𝗙𝗼𝗿𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝘁𝗼 𝘁𝗲𝘀𝘁 𝗳𝗶𝗿𝘀𝘁: Would you buy a car without a test drive? Don’t promote without first testing employees’ potential. Assign temporary leadership responsibilities and assess their performance. 3️⃣ 𝗥𝗲𝘄𝗮𝗿𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗹𝗼𝘂𝗱𝗲𝘀𝘁 𝘃𝗼𝗶𝗰𝗲: Just because someone speaks up doesn’t mean they’re the best fit for leadership. Consider their overall contributions and leadership potential. 4️⃣ 𝗞𝗲𝗲𝗽𝗶𝗻𝗴 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 𝗯𝗲𝗵𝗶𝗻𝗱 𝗰𝗹𝗼𝘀𝗲𝗱 𝗱𝗼𝗼𝗿𝘀: Transparency builds trust. Involve others in the decision-making process for better insights and broader support. 5️⃣ 𝗢𝘃𝗲𝗿𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝘁𝗮𝗹𝗲𝗻𝘁: External hires can be costly and disruptive. Look within first to find candidates who understand your company culture and values. 6️⃣ 𝗠𝗮𝗸𝗶𝗻𝗴 𝗽𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝘁𝗵𝗲 𝗼𝗻𝗹𝘆 𝗿𝗲𝘄𝗮𝗿𝗱: Not everyone wants a title change. Other incentives like flexible hours or public recognition can be just as effective. 7️⃣ 𝗧𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗮 𝗽𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻 𝗶𝘀 𝘁𝗵𝗲 𝗳𝗶𝗻𝗶𝘀𝗵 𝗹𝗶𝗻𝗲: It’s just the start. Provide coaching and support to help newly promoted employees succeed in their new roles. Getting promotions right takes effort, but when done well, it boosts loyalty, drives performance, and ensures long-term growth. What do you think? Have you seen promotions done well or badly? Let’s share insights that help companies make better decisions. ———- 𝗣.𝗦. 𝗟𝗼𝗼𝗸𝗶𝗻𝗴 𝘁𝗼 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝗲𝗻 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵? My eBooks 𝘙𝘦𝘴𝘪𝘭𝘪𝘦𝘯𝘵 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘢𝘯𝘥 𝘏𝘶𝘮𝘢𝘯-𝘊𝘦𝘯𝘵𝘳𝘪𝘤 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 are designed to help you lead better and create more engaged, high-performing teams. (See my featured page for link) —————- ♻️ Found this helpful? Share with your network. ➕ Follow Adewumi Adeyanju for insights on leadership, teamwork, and business growth.

I am humbled and excited to share that we have officially launched an Executive Coaching and Leadership Advisory firm, Serve In Love, focused on "equipping leaders for lasting impact"! If you are interested in a Biblically-based approach to Develop, Strengthen and Grow Servant Leaders, please reach out.