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We coach 150+ clients each year.    Our time to offer has stayed consistent, even in today’s “impossible” market.  Here are 5 steps our client Eleanor used to score to a new role (in <65 Days): Our client landed a new role in just 62 days.  They did it with no prior networking experience and zero idea how to approach the job search.  Their biggest unlock? Working 1:1 with a coach who gave them strategy, structure, and support.  Here’s the 5-step strategy they used to win: Context:  This client came to us feeling stuck and directionless.  They didn’t know how to network, position themselves, or stand out in a crowded market.  Partnering with their coach gave them a tailored roadmap and the accountability to follow through. 1. They Built A Personalized Plan  Their coach mapped out every phase of the job search.  Together, they identified target roles, clarified value props, and replaced trial-and-error with a clear, personalized game plan.  Now, they had a direction. 2. They Learned About Strategic Networking  They weren’t comfortable reaching out to strangers.  Their coach helped them build confidence and learn the psychology behind effective networking.  Plus, they were handed templates and feedback on their outreach. 3. Their Coach Guided The VVP  When it came time to stand out, their coach introduced them to the Value Validation Project (VVP).  They built a custom project with their coach’s help, showcasing their skills by solving a real company problem.  They received feedback on content, formatting, and delivery to ensure it landed with impact. 4. They Ran Mock Interviews  To prep for interviews, their coach held practice sessions and gave detailed feedback.  They refined their stories, improved their delivery, and tailored every answer to the specific role they were targeting.  This allowed them to show up to real interviews feeling confident and ready. 5. Their Coach Supported Their Negotiation  When the offer came in, their coach was right there with them.  They strategized together, crafted a negotiation message, and secured a stronger outcome.  Their coach also role-played the conversation, so they felt confident going into the ask. 6. The Result?  A Role + Real Confidence In 62 Days.  This wasn’t just a job offer. It was a transformation.  Their words:  “This is the single BEST resource I've EVER seen and used. It covers everything so clearly and in detail that it enables you to easily take actions and see impact.” ⏱️ Need a role in the next 70 days? Our team will show you how on a free 1:1 Career Clarity Call. Book here 👉 https://lnkd.in/gdysHr-r

Most managers focus on performance once a year. The best managers improve performance daily. After 25 years of managing teams, I've learned, The difference between good and great managers isn't: • Effort • Skill • Tools It's having the right information at the right time. But most people managers work from scattered and stale data: • Random, handwritten notes from 1-on-1s • Performance reviews from 6 months ago • Gut feelings about who's struggling • Occasional frustrated feedback And that's if they can make time to manage at all. Here's where AI comes in. AI won't manage your team.  But it will help you know them. Here's why you need an AI-powered employee dashboard: HIGH-FIDELITY PROFILES | See The Whole Person ↳ Combine resumes, assessments, and feedback into one view ↳ Understand strengths, gaps, and motivations ↳ Predict where they'll thrive and where they'll struggle CONNECTED TO EXPECTATIONS | Align Profile to Performance ↳ Link their capabilities to role requirements ↳ Identify natural fits and development needs ↳ Spot blind spots before they become problems WITH TARGETED DEVELOPMENT | Focus on What Matters Most ↳ Build 90-day plans for 2-3 key capabilities ↳ Adjust based on real data, not assumptions ↳ Track progress with specific milestones INSTANT PATTERN RECOGNITION | Spot What You'd Otherwise Miss ↳ Upload weekly updates, KPIs, and meeting notes ↳ Get early warnings on performance shifts ↳ Let AI identify trends across time PERSONALIZED COACHING | Tailor Your Approach ↳ Get AI-suggested coaching topics for each person ↳ Customize feedback delivery to their profile ↳ Make every 1-on-1 more impactful The AI advantage: It never forgets context.  It spots patterns across months of data.  It grounds your coaching with homework, not guesswork. The 7-step framework: 1. Create high-fidelity employee profiles 2. Connect profiles to role expectations 3. Build targeted development plans 4. Upload ongoing performance data 5. Get AI-suggested coaching 6. Tailor feedback to their profile 7. Track progress and iterate [Get my starter prompts from the carousel below] Better yet: Join our Free Lighting Lesson next week.  And we'll build one together.  In under 30 minutes. November 13th at 1 PM ET: https://lnkd.in/e3h3aRDa A few more tips: • Keep one AI thread per employee for context • Upload data weekly, not just when problems arise • Use AI insights to inform your coaching, not replace it The truth about great management: Most managers react to problems after they happen. Great managers predict and prevent them. Better information leads to better decisions. Better decisions lead to high-performing teams. 📕 Save in case you want to build this out later.  ♻️ Share to help other managers connect with their people. 🔔 Follow Dave Kline for more AI-powered management strategies.

🎏Unleashing Leadership Growth through Executive Coaching Leadership is a dynamic journey marked by continuous growth and self-awareness. One of the challenges leaders often face is their blind spots—unseen areas that can hinder professional development. Executive coaching emerges as a powerful tool to illuminate these blind spots, fostering self-discovery and propelling leaders toward unparalleled growth. It can assist leaders in evolving into more effective and resilient leaders. 🎎Self-Reflection and Awareness: Executive coaching provides a structured platform for leaders to engage in deep self-reflection. Through insightful conversations with a seasoned coach, leaders can gain a clearer understanding of their strengths, weaknesses, and the unconscious biases that may contribute to blind spots. 🎭360-Degree Feedback: Executive coaching often incorporates 360-degree feedback, a comprehensive assessment that gathers insights from superiors, peers, subordinates, and other stakeholders. This holistic feedback helps leaders identify blind spots by providing a broader perspective on their leadership style and its impact on the team and organization. 📊Targeted Skill Development: Armed with an understanding of their blind spots, leaders can work with their coaches to develop targeted strategies for improvement. The sessions are tailored to address specific leadership challenges. This personalized approach accelerates growth by focusing on areas that have the most significant impact on leadership effectiveness. 🧲Accountability and Goal Setting: A key aspect of executive coaching is the establishment of clear goals and an accountability framework. Coaches assist leaders in setting realistic and measurable objectives to address their blind spots. Regular check-ins ensure that leaders stay on track and make progress in overcoming limitations. 🌟Cultivating Emotional Intelligence: Blind spots often have roots in emotional intelligence gaps, and through coaching leaders can navigate complex interpersonal dynamics with empathy and resilience. By honing emotional intelligence skills, leaders can mitigate the impact of blind spots on team dynamics and foster a positive organizational culture. 🔰Creating a Culture of Continuous Learning: Executive coaching instills a culture of continuous learning within an organization. As leaders model a commitment to personal development, this mindset permeates throughout the team and organization. A learning-oriented culture encourages open communication, feedback, and adaptability, reducing the likelihood of blind spots going unnoticed and unaddressed. Executive coaching stands as a transformative catalyst for leaders to unlock their full potential. Ready to unlock your full potential? 👉 DM 👉 https://lnkd.in/dGGM5vCK #sonniasingh #sonniasingleadershipcoach #blindspot #leadershipdevelopment #personaldeveloment #executivecoaching #leadershipcoach #emotionalintelligence

Never oversimplify growth. ➤ "Mantras don't create change, action does" You've seen the viral lists: "Do these 12 things and your world will change." While these reminders are valuable, personal transformation isn't a checklist—it's a lifelong practice, and science is far more nuanced. Let's add real research and see what actually works for sustainable change: ✅ Spend More Time Focusing on What You Love Science: Positive psychology shows focusing on strengths increases well-being and resilience. ➤ Action: Schedule time for what energizes you weekly, not just when you "have time." ✅ Pause Before Responding Science: Mindful pauses reduce impulsivity and improve emotional regulation. ➤ Action: Try the "three-breath rule" before replying in stressful moments. ✅ Connect to the Essence of You Science: Self-reflection and values alignment link to greater life satisfaction and authentic leadership. ➤ Action: Regular journaling or coaching clarifies your core values and purpose. ✅ Stop Chasing What Doesn't Feel Aligned Science: Pursuing extrinsic goals (status, approval) decreases well-being versus intrinsic goals (meaning, growth). ➤ Action: Audit your calendar—are activities aligned with what truly matters? ✅ Stop Going Back to Places That Have Hurt You Science: Rumination on past pain increases anxiety; letting go supports growth. ➤ Action: Practice self-compassion and seek support to process old wounds. ✅ Allow Yourself Some Grace Science: Self-compassion predicts resilience, motivation, and lower burnout. ➤ Action: Speak to yourself as you would to a close friend facing setbacks. ✅ Lean Into Self-Acceptance Science: Accepting yourself, flaws and all, is a cornerstone of mental health. ➤ Action: Notice self-criticism and gently reframe with acceptance. ✅ Start Being on Your Own Side Science: Self-advocacy and positive self-regard link to higher achievement and well-being. ➤ Action: Celebrate your wins, no matter how small. ✅ Acknowledge That You Matter Too Science: Feeling valued is a basic psychological need (Self-Determination Theory). ➤ Action: Set boundaries and ask for what you need. ✅ Speak to Yourself Like Someone You Love Science: Positive self-talk boosts confidence and performance. ➤ Action: Replace negative inner dialogue with encouragement. ✅ Decide to Make Your Self-Care a Priority Science: Regular self-care links to lower stress and better health outcomes. ➤ Action: Build self-care into your routine as non-negotiable. ✅ Show Up for Yourself Science: Consistency in self-support leads to greater self-efficacy and life satisfaction. ➤ Action: Keep promises you make to yourself. The Real Truth: Change isn't magic—it's practice. Let's discuss how coaching can help transform these reminders into genuine, lasting change—rooted in science, not slogans. Joshua Miller #PersonalGrowth #CoachingTips #Leadership #GrowthMindset #ExecutiveCoaching

“I don’t fear my feelings anymore.” When she said that in our last session, I felt the weight of how far she had come. Because this was the same high-performing woman who once told me: “I can handle board meetings… but I can’t handle feeling not enough.” On paper, she was exceptional. Strong career trajectory. Many high achiever awards Respected in her field. Consistently delivering results. But internally? Rejection from friends would stay with her for days. A delayed reply felt like exclusion. Someone else being appreciated triggered quiet comparison. Her own achievements went unnoticed — and she shrank. The voice in her head was relentless: “You should be better.” “You should be stronger.” “Why does this still affect you?” Add to that the weight of expectations. From parents. From culture. From herself. She wasn’t just chasing goals. She was chasing approval. And when approval didn’t come — it felt like failure. So she coped the only way she knew how: Overworking. Overgiving. Overachieving. Pretending she wasn’t hurt. High performer outside. Emotionally exhausted inside. No one had ever taught her what to do with feelings like rejection, comparison, invisibility. So she either drowned in them… or pushed them down. In our recent session she said: “Now when I feel rejected or small, I don’t spiral. I pause. I name it. I park it. I choose how to respond.” That is emotional fitness. Not becoming emotionless. Not pretending rejection doesn’t hurt. Not eliminating ambition. But learning to: • Separate feeling from identity • Regulate before reacting • Stop outsourcing self-worth • Celebrate your own wins • Allow someone else’s success without shrinking yourself Her achievements didn’t suddenly get louder. Her inner critic got quieter. She stopped losing days to “I’m not enough.” She stopped turning someone else’s spotlight into her shadow. And that shift changes everything. Because here’s the truth: Many high performers aren’t struggling with competence. They’re struggling with unprocessed emotion. Rejection hurts. Comparison triggers. Unmet expectations sting. That doesn’t make you weak. It makes you human. But if you don’t train your response, those emotions start running your leadership, your relationships, your confidence. So let me ask you: Where are you still seeking approval instead of building self-trust? If you’re ready to stop feeling small in moments that don’t define you — and start leading from emotional strength — let’s connect. Because success feels very different when you no longer measure your worth through someone else’s validation. #EmotionalFitness #HighPerformance #EmotionalIntelligence #LeadershipDevelopment #WomenInLeadership #SelfWorth #ResilientLeadership #NervousSystemRegulation #ExecutivePresence #PersonalGrowth #ConfidenceBuilding #SelfLeadership

Breakthrough results happen in safe spaces. Not the manufactured, corporate-speak version of safe spaces. The real kind, where people can actually be vulnerable. Here's the difference between saying it and actually putting measures in place to make it real. "This might get sensitive, but you know what? We got each other." That's how our facilitators start every session with executives facing major change. It's one of the most powerful moments. They don't just say "this is a safe space" and hope for the best. They create a container with actual commitments. Here's what we commit to in each session: Making a space for others to share and be heard.  Engaging and participating in exercises to the best of their ability.  Learning at least one new thing about themselves.  Learning at least one new thing about fellow participants. Taking risks.  Maintaining confidentiality.  Minimizing distractions.  Staying curious.  Having fun. It's a commitment that they all take to get vulnerable, to take a risk, and have each other's back. An actual framework. Not just theory. And here's what's powerful about it: We break the fourth wall. You can use this framework in your own meetings, one-on-ones, conversations and discussions. When you create space for executives to talk about their emotions, give them language for it and give them a productive framework to move through it, magic happens. This isn't “soft skill” coaching. This is practical, business-critical work. Because leaders who can't process their own emotions about change can't lead others through it. And those emotions come out in resistance, disengagement, and culture decay. In our sessions, executives talk about big things, like potentially losing their jobs in an acquisition. They name the fear. They explore the opportunity. All because we created a container where it was safe to be human. What would change if all of your meetings started with commitments like these?

“Think only positive thoughts.” “Don’t think negative.” “Just stay happy.” But that is not how human psychology works. Human beings are not machines programmed to feel only positivity. We feel anger, hurt, jealousy, fear, disappointment, loneliness, confusion and grief too. The problem is not having a “negative” thought. The problem begins when we suppress it, fear it, deny it or keep holding onto it for too long. Thoughts are like clouds. Some are light. Some are dark. Some pass quickly. Some stay for a while. You are not supposed to fight every cloud in the sky. You are supposed to observe it, acknowledge it and let it pass. Emotional strength does not come from pretending everything is positive. It comes from learning how to sit with uncomfortable emotions without becoming controlled by them. Teaching people to remain silent in the face of emotional pain does not create emotionally strong individuals. It creates emotionally suppressed individuals. Children and adults both need to learn: • how to identify emotions • how to express pain respectfully • how to regulate overthinking • how to not get trapped inside one painful thought • and how to let emotions flow instead of bottling them up for years. A healthy mind is not a mind that never feels negativity. It is a mind that knows how to process emotions safely. Feel. Observe. Reflect. Release. Move forward. That is emotional wellbeing. #MentalHealth #EmotionalWellbeing #Psychology #Healing #EmotionalRegulation #SelfAwareness #Parenting #EmotionalSafety #Counselling #Overthinking

Starting today I’m rebuilding my gut. Statins did exactly what my genetics predicted — ~60% drop in LDL. And while I experiment on micro-dosing statins vs berberine vs statin for life, the next layer to fix is my gut. So I'm rebuilding the microbiome layer. At Youlabs.co and 150, we treat genome, microbiome, blood, and epigenetics as separate. They’re not. They’re one system. The gut is a farm. Most of longevity medicine argues about the harvest without fixing the soil. This approach is based on integrated analysis across genome sequencing, gut microbiome profiling, blood biomarkers, and epigenetic data. The key insight isn’t any single marker. It’s the same biological signals appearing consistently across multiple systems. And importantly — this level of correlation isn’t something a single specialty can fully interpret in isolation. It requires systems-level modeling — mapping thousands of biological relationships across genetics, metabolism, microbial activity, and epigenetic regulation. That’s why this protocol was designed in collaboration with our gut microbiome specialist, using a layered, systems-driven approach. The model: Genome = soil (fixed constraints) Microbiome = crop (modifiable) Blood = harvest (outputs) Epigenome = ledger (long-term record) Two signals stood out: • 4-HPAG — a gut-derived metabolite — appeared across both microbiome and epigenetic data (93rd percentile) • Homocysteine — a central node where genetics, microbiome function, nutrition, and methylation pathways converge This is systems biology in practice. So instead of random probiotics, the protocol is structured: Phase 1: Reduce histamine-producing bacteria Phase 2: Introduce L. plantarum Phase 3: Layer in targeted strains while preserving strong Bifidobacterium The principle: Improve the ecosystem → shift metabolite production → influence biomarkers → support epigenetic regulation Fix the system, not just the outputs.

Well-being and mental health care for sports participants and competitors can start with... -Psychologically Safe Environments: where the thoughts, feelings, experiences and personalities of its participants are considered when striving to understand behaviour (and when considering every policy, every practice, and every process). “Who is the person and why do they behave in this way...and how can we best behave and interact with this person.” -An attitude that every person counts: if they’re here, then we care! -Psychological safety: giving participants a voice in policy, practice, and process...and where participants are given a safe space to express vulnerability (while appreciating individual differences in attitude towards such safety) -Motivational climate: leaning towards a mastery orientation (a focus on developmental and performance tasks), while appreciating individual differences in motivational patterns, from internal (feeding intrinsic rewards) to external (feeding extrinsic rewards). -Safe uncertainty (thanks Dr Suzanne Brown): providing safety with the above approaches, while providing an environment that stretches (a balance between stretch and support). -Coach-athlete relationships that are close, committed, co-operative, and co-orientated (see work of Professor Sophia Jowett) -Optimal coaching engagement: a range of coaching practices from free play through deliberate practice through conditioned activities -Coach with strong teaching skills to enhance learning: a strong knowledge of cognitive architecture of the brain (working memory and long term memory) helping players to enjoy the process of learning -Teaching that encompasses decision-making: a strong knowledge of decision-making models -Comprehensive player development plans: what, how, why...providing players with greater certainty as to where they are with their game -Mental skills frameworks for all...shared! -Leadership and teamship development on and off the pitch (court): simple, practical ideas that give players the opportunity to experience leadership and develop both task and social cohesion -Incorporation of positive psychology practices including gratitude, optimism etc where possible Mental health and well-being in a sports setting starts with helping players have an adaptive, flexible, and positive relationship with engagement, development and performance (that isn’t to suggest that it is highly recommended that clubs with resources offer access to appropriately trained clinical professionals for mental health education and intervention, but it is to say that coach practice and coach environment matter!) It’s so important that our biggest sporting organisations/clubs sit with complexity, and strive to understand the dynamic sporting environment their participants are engaged in (and avoid making isolated and arbitrary decisions around their mental health strategies) Performance, development, mental health, and well-being are heavily integrated

"Feeling overwhelmed? You're not weak; you're human." 🫂 I once coached a high-performing executive who was silently battling anxiety and depression. He felt he couldn't show any vulnerability, fearing it would undermine his authority. Through our sessions, he learned that seeking help is a sign of strength, not weakness. We worked on building resilience, stress management techniques and creating a supportive network. Result? He not only regained his mental well-being but also became a more compassionate and effective leader. 😊 Breaking the Stigma: 1. Acknowledge the issue: Mental health challenges are common, even among leaders. It’s okay not to be okay. 2. Open the conversation: Talk about mental health openly in the workplace. Create a safe space for employees to share their struggles. 3. Normalize seeking help: Encourage employees to seek professional support when needed, without fear of judgment. 4. Lead by example: Share your own experiences with mental health challenges, if comfortable. This can inspire others to open up. 5. Invest in resources: Provide access to mental health resources, such as employee assistance programs or workshops. How can we create a workplace culture where mental health is prioritized and seeking help is encouraged? 🤔 "The greatest wealth is health." - Virgil "The greatest asset of a leader is their mental well-being. Executive coaching can help you safeguard it." Let's break the silence around mental health in the workplace. Share your thoughts and experiences in the comments below! 👇 #MentalHealth #Leadership #Stigma #Resilience #Wellbeing #ExecutiveCoaching