Success Advice
Simply Changing My LinkedIn Bio Changed My Priorities: Try It For Yourself.

I regularly give talks on social media and the importance of LinkedIn for professionals and entrepreneurs. Last week I decided to take some of my own medicine.
I’ve had the same LinkedIn bio for the last three years. I decided it was time to audit my profile.
This task seemed routine until I took a birds-eye view of what I’d just done.
At the end of changing my LinkedIn status, I realized the following:
– I’m a different person
– My values have changed
– I now have a real sense of clarity
– I know what I want
– I know my value
“Many LinkedIn bio’s are nothing more than a used car salesman’s brochure about how good they are”
Reading my old bio.
I saw the person I was three years ago. I was lost and looking for significance and meaning. I thought that being associated with tech was cool.
Now, three years on, my new bio has made me realize the following:
1. Finding out who you are is cool
2. Knowing your value and your strengths is cool
3. Being crystal clear on your goals is cool
4. Seeing the growth you’ve gone through is cool
A new bio showed me growth.
The original bio was trying to play it safe. It talked about being an intrapreneur instead of an entrepreneur because I was worried about what the people I work with might think.
Maybe if people think I’m an entrepreneur, then they will be fearful of me leaving or stealing their good ideas to go off and do a startup again.
Maybe if I sound like too much of an expert, then people will ask me to do public speaking about my passion. Three years ago, public speaking was the scariest thing in the world to me. Not anymore.
Maybe if I show too much emotion, then people will think I’m weak. Wrong again Timbo. Raw emotion attracts people to your mission. People are crying out to feel something and be move and influenced by emotion. Showing raw emotion takes courage.
Job titles, money and status became almost meaningless.
My original bio was all about fancy job titles, my status in society as some sort of tech guru and money. Three years on, multiple near-death experiences including a cancer scare, made me all see the truth: what matters is how you lived and who you’ve become.
“No one remembers job titles, but everyone remembers the sort of person you are”
Don’t be a knob. Entitlement, ego and being pretentious will repel everything good that you have the opportunity to grab for yourself.
It’s not about you.
The three-year-old bio was about me and how good I was. The new bio is not about me at all. The new bio is about how I can serve. The new bio is about putting out positivity and life-changing concepts into the world. A bio should tell someone more than just who you are.
My priorities became super simple.
The old bio said I was a jack of all trades, master of none. I said in the old bio I was a banker, tech expert, intrapreneur, entrepreneur, blogger, business expert, coach and god knows what else. It was just too messy. Three years on, the new bio is crystal clear: I’m a blogger and I work with tech companies.
Two things – short and sweet.
Talking in my voice is now a priority.
Reading through the old bio, it didn’t sound like my voice. There was no “mate, pal, buddy, cowboy” – none of that. Those words are who I am. That’s how I talk.
The ridiculous corporate language I used in the original bio to try and sound impressive was having the opposite effect. It didn’t sound like me and so that’s why it had to go. Having your online voice match your real-world voice makes a difference.
Who you are online should reflect who you are in real-life.
Drop the mask. Stop trying to sound smart. Be you at all costs.
Purpose became the new center of attention.
My new bio features my two-line vision for the world. It takes center stage and I don’t shy away from it. I used to have my vision hidden from my professional career out of fear that people may laugh at it. It’s grandiose, inspiring, in your face, bold and vulnerable.
Now I don’t care. I share this two-line vision everywhere I go. I wear it as a badge of honor. Your purpose in life and in your career is not something to hide. Who cares what people think. It’s your vision so you should own it. It’s how you attract the right people in your life.
***Final Thought***
Writing your bio for any social media channel or website is a powerful exercise. I recommend doing it often as an exercise in revealing how much you’ve grown over time. Writing a bio gives you clarity and helps define who you are right now and who you hope to become.
My priorities have changed and they are now clear thanks to my new bio.
Try writing a new bio for yourself and let me know how you go.
If you want to increase your productivity and learn some more valuable life hacks, then join my private mailing list on timdenning.net
Success Advice
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
Success Advice
What Every New CEO Must Do in Their First 100 Days (or Risk Failure)
Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)
Entrepreneurs
The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
Entrepreneurs
What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators
Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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