Jonathan Escobar Marin

“You don't communicate with impact.” Executive-level communication is a critical career success factor. Thanks to my friends Meera Remani (for her outline below) and Leonardo Freixas (for the image). Do follow them both. Here are the 5 stages of Executive Communication to master when: You put in the work. You solve real problems. But when it’s time to speak up in meetings... You’re told your message just isn’t landing. ❌ Not clear enough. ❌ Not concise enough. ❌ Not impactful enough. It’s not a knowledge problem. It’s a communication structure problem. Here’s how to shift from overlooked to impactful - step by step: 🧱 DATA – Raw input → Ask: “What does my audience actually need to know?” → Not everything you know - just what moves the needle. 🎨 SORTED – Grouped themes → Organize into 3 buckets. Audiences remember 3s. → It makes your message easier to follow. 📐 ARRANGED – Logical flow → Lead with the outcome. → Decision-makers want the headline first, not the whole backstory. 📊 VISUALIZED – Simplified for speed → One clear insight or visual per slide or message. → Clarity comes from focus, not density. 📖 STORY TOLD – Framed with meaning → Use this flow: What’s happening → Why it matters → What we should do. When you master this, you stop being overlooked and start being listened to. Which stage are you stuck at right now? ➕ Follow Deena Priest for strategic career insights. 📌Join my newsletter to progress with purpose, positioning and peace. (Link in comments.)

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𝗗𝗲𝗰𝗲𝗻𝘁𝗿𝗮𝗹𝗶𝘇𝗲𝗱 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝘀𝘁𝗶𝗹𝗹 𝗻𝗲𝗲𝗱 𝗺𝗮𝗻𝗮𝗴𝗶𝗻𝗴. 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗷𝘂𝘀𝘁 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝗲𝘃𝗼𝗹𝘃𝗲. In organizations that want to distribute leadership more widely to improve responsiveness, engagement, and effectiveness in the face of growing complexity and increasing pace of change, adopting a facilitative approach to leadership is essential. Many years ago, I was co-leading an introductory #Sociocracy30 course with Lili D.. Six managers from a car manufacturing company joined us. They arrived somewhat distressed. Their organization was transitioning toward a more decentralized approach to organizational governance, with teams taking on more responsibility for governance within their domains. One of their primary concerns was this: “If others start taking on more responsibility for governance, what value will we have left to contribute in our management roles?” To cut a long story short, we invited them into a proposal-forming process to explore this very question. By the end, they were visibly relieved to realize that far from becoming redundant, they had many years of meaningful work ahead of them. Their role wasn’t disappearing. It was evolving. They saw that their future contribution lay in supporting others to learn how to better handle governance and other aspects of organizational management within their domains. They left that course with a renewed sense of purpose, recognizing the value they could bring by adopting a more facilitative approach to leadership. The shift didn’t diminish their relevance as leaders — it just transformed and expanded it. This is a common theme in many organizations today. 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀𝗻’𝘁 𝗹𝗶𝗺𝗶𝘁𝗲𝗱 𝘁𝗼 𝗳𝗼𝗿𝗺𝗮𝗹 𝗿𝗼𝗹𝗲𝘀. Everyone has the potential to lead within their domain of responsibility. But for this to work well, clarity matters. It helps to be explicit about: ✅ Who holds what responsibilities ✅ How decisions are made and who is involved in making which decisions ✅ Where the limits to autonomy lie ✅ How people are expected to collaborate across domains ✅ Which constraints (legal, structural, cultural) need to be respected 𝗙𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗶𝘃𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝘀𝘁𝗲𝗽𝗽𝗶𝗻𝗴 𝗯𝗮𝗰𝗸 𝗮𝗻𝗱 𝗱𝗶𝘀𝗮𝗽𝗽𝗲𝗮𝗿𝗶𝗻𝗴. It’s about creating the conditions for leadership to emerge everywhere, while continuing to offer guidance, support, and experience where it’s needed. It can preserve—and even expand—the relevance and contribution of leaders in organizations that are seeking to adapt and evolve to navigate the complexities and challenges of today. 𝗛𝗼𝘄 𝗮𝗿𝗲 𝘆𝗼𝘂 𝘀𝗲𝗲𝗶𝗻𝗴 𝘁𝗵𝗲 𝗿𝗼𝗹𝗲 𝗼𝗳 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝗵𝗶𝗳𝘁 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗰𝗼𝗻𝘁𝗲𝘅𝘁? And what helps navigate this transition with clarity and confidence?

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Looking at this data from the World Economic Forum, my own take is that the skills defining leadership in 2030 fall into three macro domains: 🔹 Human-Centric Capabilities: Empathy, creativity, human talent management—skills machines can’t replicate, yet. 🔹 Cognitive & Strategic Intelligence: Analytical thinking, systems mindset, lifelong learning—the foundation for navigating uncertainty. 🔹 Digital & Technical Fluency: AI, cybersecurity, tech literacy—no longer optional for executives in a tech-driven world. As someone deeply embedded in executive search, I see this shift daily: what separates top candidates isn’t just what they know—it’s how they think, adapt, and connect.

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COACH TALKS PODCAST: NINTH EPISODE IS OUT!! 🎧 Listen here: https://lnkd.in/dD4raSAy In this inspiring episode , Susana Rodrigues breaks down the key differences between coaching and therapy, shares her powerful journey of how she changed careers, and introduces a practical tool for emotional regulation and performance enhancement. It’s a conversation filled with insight, authenticity, and actionable takeaways—perfect for anyone looking to live in alignment with their true potential. Coach Talks — an @m80radioportugal podcast by Madalena Sutcliffe, available on all major platforms including Spotify, Apple Podcasts, and www.m80.pt. #Podcast #CoachTalks #SusanaRodrigues #Coaching #Leadership #EmotionalIntelligence #PersonalDevelopment

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Last Saturday, I had the privilege of serving as a jury member for the final stage of the FEM – Future Empowered Minds Summit, a leadership program dedicated to young women. The experience reaffirmed a critical truth: the fight for women's representation in STEM and executive roles begins with building confidence and leadership skills from an early age. Despite global progress, the gender gap in areas of influence remains alarming: - Globally, women hold only about 30% of leadership positions, and the pace of progress is slowing in many key markets. At the current rate, achieving parity in the highest levels of power will take an estimated 130 years. - In critical STEM fields (Science, Technology, Engineering, Mathematics), women make up less than 30% of the global workforce. This trend is visible firsthand: in our recent mathematics competition #PlayMath & English Grand Girls' Challenge for teenage girls, the number of female participants was 6 times lower than that of boys. The hidden barriers: self-doubt and stereotypes. Why do highly capable young women often shy away from STEM disciplines and leadership tracks? The issue is rarely ability; it is often rooted in - Imposter syndrome, particularly exacerbated in male-dominated technical fields. - A lack of visible, relatable early-career role models in technology and business. - Societal stereotypes that subtly steer girls away from pursuing "difficult" or "non-traditional" professions. This is why programs like FEM are vital. They offer girls (aged 13-17) a free, three-month curriculum designed to intentionally cultivate negotiation, communication, and leadership skills, fundamentally boosting their self-belief. FEM Summit gathered around 60 participants to present their real-world social and business projects across six teams. The sophistication and viability of these initiatives were truly impressive — many felt ready for immediate implementation. 🔥 The Winning Team: 🔥 The grant for project implementation and the opportunity for a retreat in Cyprus went to a team that developed practical financial literacy courses targeted at young women dreaming of starting their own businesses. They demonstrated: - Exceptional teamwork and a mature, "adult" distribution of roles. - Brilliant presentation skills and clear passion for their subject. - A willingness to drive forward: they have already engaged prominent female leaders as role models, launched a podcast, and established a dedicated communication channel. This is more than just education. It is a tectonic shift in mindset. Thanks to accelerators like the FEM program, a future where women occupy more seats in technology and management is becoming increasingly tangible. #FEMSummit #Leadership #WomenInTech #EdTech #GenderEquality

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ICF Core Competencies: The Next Evolution Being accredited with the International Coaching Federation is not just an achievement. It’s an ongoing commitment to the highest professional standards, and to making coaching ever more respectful, inclusive, and impactful. Earlier this week, the ICF released their 2025 update to the Core Competencies. These changes resonate deeply with the way I understand coaching. They invite us to: 🌸 embrace coaching as an inherently inclusive practice 🌸 attend carefully to context and individuality 🌸 create more space for whatever the client needs 🌸 stay aware of biases and paradigms 🌸 bring a holistic understanding of wellbeing   I am proud to be an ICF coach, mentor coach, and coach trainer. If you are a coach or aspiring coach who would like to explore the updated Core Competencies in greater depth, here are a few opportunities I’m offering starting this October: 🚀 Group Mentoring with my colleague Jane Molloy: interactive sessions to explore how your practice aligns with the updated ICF Core Competencies. 🚀 Group Mentoring on Coaching and Neurodiversity: supporting a more inclusive coaching practice that honors neurodiversity in line with the ICF Core Competencies. 🚀 Science to Skill Coach Training: a program for developing an inclusive, respectful, contextualized, and integrative approach to coaching, grounded in the ICF Core Competencies. If you are interested, or know someone who might be, please feel free to reach out. I look forward to actively shaping the evolution of coaching, not just as a profession, but as a relational practice that supports both personal and collective flourishing, making it accessible and inclusive across cultural and individual contexts. Thanks so much for your support. 🙏 Nell Image: Artem Dulub

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Leaders shape the atmosphere of a conversation long before decisions are made. The way they open discussions, respond to pressure and guide the flow of a meeting influences whether people contribute with confidence or hesitate. These five practices help leaders create a working environment where people can think clearly and participate fully. Which of these practices would strengthen the way your team works? #SonicStewardship #LeadershipDevelopment #EffectiveCommunication #TeamDynamics #Empowerment #MeetingCulture #CollaborativeEnvironment #ConfidenceBuilding

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