Building Professional Credibility

After spending three decades in the aerospace industry, I’ve seen firsthand how crucial it is for different sectors to learn from each other. We no longer can afford to stay stuck in our own bubbles. Take the aerospace industry, for example. They’ve been looking at how car manufacturers automate their factories to improve their own processes. And those racing teams? Their ability to prototype quickly and develop at a breakneck pace is something we can all learn from to speed up our product development. It’s all about breaking down those silos and embracing new ideas from wherever we can find them. When I was leading the Scorpion Jet program, our rapid development – less than two years to develop a new aircraft – caught the attention of a company known for razors and electric shavers. They reached out to us, intrigued by our ability to iterate so quickly, telling me "you developed a new jet faster than we can develop new razors..." They wanted to learn how we managed to streamline our processes. It was quite an unexpected and fascinating experience that underscored the value of looking beyond one’s own industry can lead to significant improvements and efficiencies, even in fields as seemingly unrelated as aerospace and consumer electronics. In today’s fast-paced world, it’s more important than ever for industries to break out of their silos and look to other sectors for fresh ideas and processes. This kind of cross-industry learning not only fosters innovation but also helps stay competitive in a rapidly changing market. For instance, the aerospace industry has been taking cues from car manufacturers to improve factory automation. And the automotive companies are adopting aerospace processes for systems engineering. Meanwhile, both sectors are picking up tips from tech giants like Apple and Google to boost their electronics and software development. And at Siemens, we partner with racing teams. Why? Because their knack for rapid prototyping and fast-paced development is something we can all learn from to speed up our product development cycles. This cross-pollination of ideas is crucial as industries evolve and integrate more advanced technologies. By exploring best practices from other industries, companies can find innovative new ways to improve their processes and products. After all, how can someone think outside the box, if they are only looking in the box? If you are interested in learning more, I suggest checking out this article by my colleagues Todd Tuthill and Nand Kochhar where they take a closer look at how cross-industry learning are key to developing advanced air mobility solutions. https://lnkd.in/dK3U6pJf

💸 Harry Stebbings raised a $400M+ venture fund using a podcast he started in his bedroom. At 18, he did what looked “safe” on paper: law school. One month in, he realized the math didn’t make sense for the life he wanted… so he dropped out, called his parents, and they basically said: “cool, do your thing.” In 2015, he took a step almost no one was taking back then: he started a podcast from his bedroom, with no money and no name. For four years, it barely cracked 1,000 plays an episode… but he kept grinding. Over time, the show became a flywheel: big founders → bigger guests → bigger trust → bigger network → bigger checks. That same distribution engine turned into his first fund: founders he interviewed started tossing in $250K at a time, and suddenly his “first fund” was $8M. Now? His VC firm 20VC is able to raise $70M basically through WhatsApp because relationship-building compounds like crazy when you’ve done 3,000+ interviews and earned real trust. Here are the parts of his philosophy that stood out to me most: → Content isn't talent, it’s reps. (No one starts good. You get good by being bad in public long enough.) → Distribution is a moat. Not a nice-to-have. It can literally drive revenue, talent, fundraising, and who founders choose as their VC. → You don’t need to be “ready.” If you’ve got 80%, bluff the last 20%. People too often wait until it’s perfect. 🎧 Our full conversation with Harry Stebbings is live on The Burnouts: watch now on YouTube, Spotify, and Apple Podcasts. https://lnkd.in/eRgu2M5R

𝐌𝐨𝐬𝐭 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬 𝐝𝐨𝐧’𝐭 𝐥𝐨𝐬𝐞 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐨𝐟 𝐥𝐚𝐜𝐤 𝐨𝐟 𝐬𝐤𝐢𝐥𝐥. They lose them because of how they make others feel while working with them. Recently, I noticed a pattern while working with different clients that stayed with me. The scope was clear. A fixed number of content posts per month. In the initial months, I delivered more than what was committed. No discussion, just added value. A few months later, I delivered exactly what was agreed. Not less, not delayed, exactly as per commitment. That’s when the conversation shifted. The focus moved to counting. The extra effort quickly faded from memory. At the same time, I was working with other clients on similar scopes. Same clarity, same deliverables. But the interaction felt different. 𝐓𝐡𝐞 𝐟𝐨𝐜𝐮𝐬 𝐬𝐭𝐚𝐲𝐞𝐝 𝐨𝐧 𝐨𝐮𝐭𝐜𝐨𝐦𝐞𝐬, 𝐧𝐨𝐭 𝐨𝐧 𝐞𝐱𝐭𝐫𝐚𝐜𝐭𝐢𝐧𝐠 𝐦𝐨𝐫𝐞 𝐢𝐧 𝐞𝐚𝐜𝐡 𝐢𝐧𝐭𝐞𝐫𝐚𝐜𝐭𝐢𝐨𝐧. That contrast revealed something important. The difference was not in experience, pricing, or results. It was in how people approach working relationships. Some operate transactionally. How much more can be taken right now. Others think long term. How can this relationship compound over time. Over time, this difference becomes visible. Because no matter how skilled you are, if every interaction creates friction, that becomes your reputation faster than your results. After working with more than 250 professionals, one pattern is consistent. Opportunities come from what you deliver. Retention, referrals, and trust come from how you make the process feel. 𝐏𝐞𝐨𝐩𝐥𝐞 𝐝𝐨𝐧’𝐭 𝐣𝐮𝐬𝐭 𝐞𝐯𝐚𝐥𝐮𝐚𝐭𝐞 𝐲𝐨𝐮𝐫 𝐰𝐨𝐫𝐤. 𝐓𝐡𝐞𝐲 𝐞𝐯𝐚𝐥𝐮𝐚𝐭𝐞 𝐲𝐨𝐮𝐫 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞. How easy you are to collaborate with. How you communicate. How you handle expectations. That perception compounds faster than your resume. Skill gets you in the room. Reputation keeps you there. Experience builds your capability. Behavior builds your reputation. And in the long run, reputation decides how far your capability travels. This applies whether you’re leading a team, serving a client, or working with peers. Skill opens doors. The experience of working with you decides whether those doors stay open. Next time you collaborate, ask yourself: 𝐀𝐦 𝐈 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐭𝐫𝐮𝐬𝐭, 𝐨𝐫 𝐣𝐮𝐬𝐭 𝐝𝐞𝐥𝐢𝐯𝐞𝐫𝐢𝐧𝐠 𝐭𝐚𝐬𝐤𝐬? LinkedIn LinkedIn News India LinkedIn News #PersonalBranding #Leadership #FutureOfWork #CareerGrowth

Mary was Regional President at an oil & gas company. First woman to hold the role in 40 years. What they didn't mention: she inherited a region bleeding $12M annually and a leadership team that hadn't hit targets in 3 years. Her predecessor has "Transitioned to a strategic advisory role." Translation: - Failed upward with a soft landing. 14 months later, Mary had reduced losses by 60%. Rebuilt half the leadership team. Was 6 months ahead of her turnaround timeline. Then oil prices dipped. The same board that praised her "bold leadership" suddenly had concerns. "Maybe the region needs someone with deeper industry relationships." "Perhaps we moved too fast." "We took a risk." Meanwhile, her counterpart in the Midwest missed targets for the 5th straight quarter. His review stated "Challenging market conditions. Let's revisit in Q3." Mary was out by March. 💔 Working with 10k+ senior executive women, I've watched this pattern destroy careers in real time, and the data confirms what we already know. 👉Women CEOs last 5 yrs on average, Men last 8. 👉 Women CEOs are 33% more likely to be fired than men, regardless of performance. 👉 Women are more likely to be handed leadership roles when the company is already in crisis. The "glass cliff." She inherits a burning building and gets blamed when it doesn't become a palace in 18 months. 👉 When a woman executive leaves, media coverage is 2x higher with more negative sentiment. Her departure becomes a referendum on whether women can lead. His is just... a departure. The men who failed before her - Already forgotten. Her name will be used as evidence for the next decade. Now, How to protect yourself: 1️⃣ Audit the inheritance before you accept Demand full transparency on the mess you're walking into. If they're vague about the numbers, the culture, or why your predecessor really left, that's your answer. You're being handed a grenade, not an opportunity. 2️⃣ Negotiate your runway in writing Men get time. Women get scrutiny. Get explicit agreement on success metrics and timeline before you start. "What does success look like at 12, 24, 36 months?" Make them commit. In writing. 3️⃣ Build your board allies before you need them Don't wait until crisis to know who's in your corner. When the whispers start, you need voices defending you in rooms you're not in. 4️⃣ Control your narrative before they write it for you Document everything. Your wins, your decisions, your rationale. The version of events that survives is the one with the best paper trail. This is why we built ㊙️ The Private Circle ㊙️. Where 5 senior executive women share the playbook that keeps them at the top. Where individual survival becomes collective strategy. $4,998. 3 months. Next cohort Feb 2026. 💬 DM me if you're done being the exception they're waiting to fail. 👊 Because the next woman who takes that seat shouldn't inherit your wreckage. She should inherit your playbook.

As International Women’s Day nears, we’ll see the usual corporate gestures—empowerment panels, social media campaigns, and carefully curated success stories. But let’s be honest: these feel-good initiatives rarely change what actually holds women back at work on the daily basis. Instead, I suggest focusing on something concrete, something I’ve seen have the biggest impact in my work with teams: the unspoken dynamics that shape psychological safety. 🚨Because psychological safety is not the same for everyone. Psychological safety is often defined as a shared belief that one can take risks without fear of negative consequences. But let’s unpack that—who actually feels safe enough to take those risks? 🔹 Speaking up costs more for women Confidence isn’t the issue—consequences are. Women learn early that being too direct can backfire. Assertiveness can be read as aggression, while careful phrasing can make them seem uncertain. Over time, this calculation becomes second nature: Is this worth the risk? 🔹 Mistakes are stickier When men fail, it’s seen as part of leadership growth. When women fail, it often reinforces lingering doubts about their competence. This means that women aren’t more risk-averse by nature—they’re just more aware of the cost. 🔹 Inclusion isn’t just about presence Being at the table doesn’t mean having an equal voice. Women often find themselves in a credibility loop—having to repeatedly prove their expertise before their ideas carry weight. Meanwhile, those who fit the traditional leadership mold are often trusted by default. 🔹 Emotional labor is the silent career detour Women in teams do an extraordinary amount of behind-the-scenes work—mediating conflicts, softening feedback, ensuring inclusion. The problem? This work isn’t visible in performance reviews or leadership selection criteria. It’s expected, but not rewarded. What companies can do beyond IWD symbolism: ✅ Stop measuring "confidence"—start measuring credibility gaps If some team members always need to “prove it” while others are trusted instantly, you have a credibility gap, not a confidence issue. Fix how ideas get heard, not how women present them. ✅ Make failure a learning moment for everyone Audit how mistakes are handled in your team. Are men encouraged to take bold moves while women are advised to be more careful? Change the narrative around risk. ✅ Track & reward emotional labor If women are consistently mentoring, resolving conflicts, or ensuring inclusion, this isn’t just “being helpful”—it’s leadership. Make it visible, valued, and part of promotion criteria. 💥 This IWD, let’s skip the celebration and start the correction. If your company is serious about making psychological safety equal for everyone, let’s do the real work. 📅 I’m now booking IWD sessions focused on improving team dynamics and creating workplaces where women don’t just survive, but thrive. Book your spot and let’s turn good intentions into lasting impact.

Not every marketing channel does the same thing. Let me explain 👇🏻 Many premium brands thing that they just need to be on every marketing channel possible, and shout as loud as possible on there. Over communicating the same message that doesn't even really resonate. The worst bit - likely wasting resource, capital and energy in the process. But there is a better way to think about all of these channels. 👇🏻 It’s about awareness that feels earned, not forced. Consideration that builds credibility, not clutter. And loyalty that outlasts a single transaction. Here’s how premium brands turn attention into affinity: ✅ Awareness ↳ Make people aware you exist in the right spaces. 👉🏻Platforms: Organic social (IG, TikTok, LinkedIn) Paid social (brand films, awareness) Press & influencer seeding Strategy: Lead with values Cinematic craft stories Aspirational creators / PR Right-place visibility ✅ Consideration ↳ Educate and inspire with proof and craft. 👉🏻 Platforms: Organic: carousels, storytelling Paid retargeting (video/static) YouTube/blog (BTS, materials) Email: Welcome & Education ♟️Strategy: Educate: materials / process Calm, confident tone Proof early (press/reviews) ✅ Action ↳ Turn trust into confident purchase decisions. 👉🏻 Platforms: Google Search & Shopping Paid: conversion/retargeting On-site UX/checkout Email: Cart & Browse ♟️ Strategy: Proof above the fold Align Search–Paid–PDP Frictionless UX & service Gentle scarcity Personalise ✅ Loyalty ↳ Retain and reward beyond the transaction. 👉🏻 Platforms: Email: replen, VIP Community & UGC (ambassadors) Customer service touch points ♟️ Strategy: Rituals & care content Access, previews, community Reward attention, not spend This is how premium brands grow without shouting. Structure before scale. Emotion before metrics. Are you building a funnel that earns attention... or demands it?

People rarely remember your degree or your salary. They remember how you showed up when it mattered. I recall a situation where a team was under pressure to deliver within a tight timeline. There were individuals with strong qualifications and impressive profiles, but what stood out was not their credentials. It was how certain people responded. One team member consistently stepped forward, supported others without being asked, and remained composed when things became uncertain. That presence stayed with the team long after the project was completed. In another conversation, someone once shared that they had worked with highly qualified professionals who delivered results, but left no lasting impression. At the same time, they remembered individuals who brought energy, accountability, and consistency into everyday work. That difference was not about capability. It was about attitude and work ethic. Over time, I have seen that credentials may open opportunities, but they do not define how people experience working with you. What stays with people is your reliability, your intent, and the way you handle responsibility when it is not convenient. Within our organization, we place strong emphasis on this. Skills are important, but attitude, ownership, and consistency are what shape long term trust. When these qualities are present, people do not just deliver outcomes. They build credibility that lasts beyond any single role or achievement. Titles and qualifications may define your position. Your behavior defines your reputation. “People may acknowledge your achievements, but they remember how you made them feel while working with you.” What will people remember about you when they no longer see your title? LinkedIn LinkedIn News #Leadership #WorkEthic #ProfessionalGrowth #PersonalBrand

I Wish Someone Told Me This When I Started on LinkedIn… When I first started posting, I believed three things: ✔️ If my content is good, people will notice. ✔️ More engagement = more success. ✔️ Posting daily is the key to growth. Turns out, I was so wrong. Here’s what actually works: 1. Quality beats quantity: every time. • A high-impact post once a week will bring more followers and leads than daily posts that no one remembers. • Instead of forcing daily content, focus on posts that make people think, save, or DM you. 2. Visibility isn’t about algorithms: it’s about positioning. • If your content speaks to the right people, they’ll find you. • Instead of chasing virality, build trust. People buy from those they trust, not those who just “go viral.” 3. People don’t follow you for information. They follow you for insight. • Google gives information. You give perspective, experience, and clarity. • Your audience doesn’t just want what to do. They want to know why it matters and how to make it work for them. 4. You don’t need 1,000 likes to get inbound leads. • A post with 20 likes can bring a client if it speaks directly to their pain points and desires. • Instead of asking, “How do I get more engagement?” ask, “How do I make the right people reach out?” 5. Thought leadership is built, not declared. • You don’t need to be an expert. You just need to share your journey, insights, and solutions. • The more you share, the more authority you build. People trust those who show up consistently with valuable insights. 👉 If you want to grow fast on LinkedIn: • Stop posting for engagement. Start posting for trust and impact. • Be the person who gives people clarity and direction. • Focus on solving problems, not just sharing tips. What’s one thing you wish you knew earlier about LinkedIn? #linkedingrowth

LinkedIn has brought me career opportunities and friendships I never could have predicted. Yes, I have a large following now. But I started at zero (just like everyone else). Here are 8 LinkedIn tips to help you land your dream job and build a strong network: 1. Post thematically (not randomly) LinkedIn rewards activity. Instead of posting whenever inspiration hits, choose themes your network expects from you: • Industry insights • Insider lessons from books or conferences • Personal projects • Inspiration • Advice or asks 2. Talk about your industry, not yourself Industry insight = authority. The frequently shared LinkedIn content (in no particular order): • How-to posts • Lists • Deep, neutral analysis Teach first. Reputation follows. 3. Be a strategic “liker” Likes are memory cues. When you intentionally like someone’s post, you: • Stay top of mind • Create an instant conversation starter later • Build relationship momentum without DM’ing 4. Your profile is not a résumé It’s a living signal of who you are and what you care about. LinkedIn favors complete profiles, yet nearly half of users leave sections blank. Those extra sections (courses, volunteering, boards) make you more searchable and more human. Incomplete profile = invisible profile. 5. Kill buzzwords (they blur you) Words like strategic, passionate, expert are everywhere. Replace them with language you’d actually say out loud: • “Strategic” → decisive, judicious • “Experienced” → seasoned, practiced • “Leader” → guided, directed Your vocabulary is part of your brand. 6. Be an “adder,” not a commenter Comments aren’t for agreeing, but for adding value. Great comments: • Expand an idea • Share a relevant example • Offer gratitude or context If you want to impress someone, help their post become smarter. 7. Send smart connection requests Never send a blank request. Always answer: • How do I know them? • Why this person? • What’s in it for them? 8. Optimize for your audience Your profile shouldn’t appeal to everyone. Ask: Who do I need to succeed? • Freelancers → clients • Climbers → leaders • Switchers → future industry peers • Speak directly to them. 9. Network after you connect Connections decay without touchpoints. Once a month is enough: • Congratulate promotions • Share relevant info • Make an intro • Invite for coffee when traveling Consistency beats intensity. 10. Use “People Also Viewed” This section tells you: • Who LinkedIn thinks you are • Who you’re being compared to • Who you might be missing If you don’t like the comparison, adjust your language and connections. You don’t need to do all 10. Start with 1-2 and let the momentum compound. What’s one LinkedIn change you’ll make this week?

How to build authority on LinkedIn (without wasting time!) ↳ The best investors and dealmakers don’t just close deals—they attract them. Yet, too many VCs, PE professionals, M&A leaders, and investors remain invisible online. You have the expertise. The track record. The capital. But your LinkedIn presence? Underleveraged. The result? ❌ Missing out on high-quality inbound opportunities. ❌ Relying too much on cold outbound that feels transactional. ❌ Losing credibility to competitors who have less experience but more visibility. So, how do you flip the script and turn LinkedIn into a deal-flow machine? Here’s the 3-Step LinkedIn Authority Playbook I’ve used to help my clients influence £14M+ in deals. Step 1: Optimize your profile ✅ Headline: Make it clear what you do and who you help (avoid generic “Investor | Advisor” headlines). ✅ About: Position yourself as an authority. Speak to founders, LPs, co-investors, or deal partners—not about yourself. ✅ CTA: Make it easy for the right people to reach you. Add a Calendly link or clear next steps. ↳ Pro Tip: Your LinkedIn headline alone influences how many qualified people find you. A strong one leads to more inbound interest. Step 2: Post authority-driven content LinkedIn isn’t about posting daily—it’s about posting strategically. ↳ What to Post: ✅ Market Insights: Your take on trends in VC, PE, M&A, or alternative investments. ✅ Lessons from Deals: Share a real-world investment or acquisition insight (without breaking confidentiality). ✅ Thought Leadership: Unique perspectives on where the market is headed. ↳ How to Stand Out: ✔ Be concise. Your audience is busy—get to the point. ✔ Make it conversational. Avoid robotic, corporate-speak. ↳ Pro Tip: You don’t need to sell in your content—your authority will do that for you. Step 3: Expand your network with WARM outreach (not spam) The right connections are your deal flow. But most investors network reactively instead of strategically. ❌ Instead of: Sending cold, transactional DMs… ✅ Do this: Build relationships before you need them. ✔ Engage in the comments. The fastest way to build visibility with founders, investors, and dealmakers. ✔ DM with value. Instead of pitching, start conversations around industry trends. ✔ Leverage introductions. A warm intro from a mutual connection is 100x more powerful. ↳ Pro Tip: If you spend 10 minutes a day doing this, you’ll be top-of-mind when the right opportunities arise. Your LinkedIn presence is either a strategic asset—or a missed opportunity. If you’re in the business of deals, capital, and influence, your brand should reflect it. PS. Want my full LinkedIn Deal Flow Playbook? Comment or DM me "DEALS", and I’ll send it over. 👩🏼💻 𝘋𝘔 𝘮𝘦 “𝗪𝗔𝗜𝗧𝗟𝗜𝗦𝗧” 𝘪𝘧 𝘺𝘰𝘶 𝘸𝘢𝘯𝘵 1:1 𝘴𝘶𝘱𝘱𝘰𝘳𝘵 𝘵𝘰 𝘵𝘢𝘬𝘦 𝘺𝘰𝘶𝘳 𝘓𝘪𝘯𝘬𝘦𝘥𝘐𝘯 𝘵𝘰 𝘵𝘩𝘦 𝘯𝘦𝘹𝘵 𝘭𝘦𝘷𝘦𝘭. ♻️ 𝘐𝘧 𝘵𝘩𝘪𝘴 𝘳𝘦𝘴𝘰𝘯𝘢𝘵𝘦𝘥, 𝘧𝘰𝘭𝘭𝘰𝘸 𝘮𝘦, Mariam Gogidze, 𝘧𝘰𝘳 𝘮𝘰𝘳𝘦 𝘤𝘰𝘯𝘵𝘦𝘯𝘵 𝘭𝘪𝘬𝘦 𝘵𝘩𝘪𝘴.