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LISA | Entrepreneurship | Human Design & Business Coaching

@leadfromyourdesign

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POTENTIAL MAXXING
I help corporate professionals transition into entrepreneurship to build a business on THEIR terms
1:1 coaching ↓

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One of the biggest reasons founders struggle to let go isn’t because they have the wrong team.
It’s because every time they delegate...quality drops.

So they step back in. Double-check the work. Fix the mistakes.

And before long, they’ve become the quality control department. 🫠

The problem usually isn’t delegation.
It’s that great delegation is a leadership skill and most founders were never taught how to delegate well‼️

Here are the 3 leadership skills every founder needs to delegate without sacrificing quality:

1. Set clear standards ✨ Before you delegate, define exactly what “great” looks like. What does success look like? What quality is expected? What does “done” mean? Your team can’t consistently deliver a standard that’s only living inside your head.

2. Delegate decision-making…not just tasks🚦 Don’t just hand over work. Give people the authority to make decisions within clear boundaries, and define when they should escalate to you. Delegation without decision-making isn’t delegation, it’s just task management.

3. Coach instead of rescue 🌱 When someone gets stuck, resist taking the work back. Ask questions, guide their thinking, and help them solve the problem themselves. Every time you rescue too early, you reinforce dependency. Every time you coach, you build confidence and ownership.

… Delegation isn’t about getting work off your plate.
It’s about building people who can consistently produce great work without depending on you.

That’s how founders stop becoming the bottleneck.

👇 Which of these 3 leadership skills do you think founders struggle most with? by @leadfromyourdesign

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4 months ago

There’s no need to resent your corporate job to know it’s time for a new chapter.

You’ve built the career. You know how to deliver. You know how to succeed inside the system.

And at the same time something in you keeps whispering: THIS ISN’T IT ANYMORE…

👇🏻 Here are the 3 signs showing you, it’s time to build something of your own:

💌 The security no longer makes up for the lack of freedom.

The salary is good. The career path makes sense. There’s basically no reason to leave.

But you’re craving owning your time, your decisions, your ideas and what you’re actually building without needing to report to upper management and follow corporate politics.

🔥 You’re no longer asking “Could I do it?”… instead you keep asking yourself “What do I want to build?”

You know you’re capable. Now, while corporate trained you to solve clearly defined problems, hit targets and deliver against someone else’s priorities; entrepreneurship asks something quite different:

- What do I want? - What am I good at? - What problem do I want to solve? - What kind of business do I actually want to built?

And suddenly, someone who was incredibly decisive at work can find themselves overthinking every single move 🤷🏻‍♀️

⏳Staying is starting to feel riskier than leaving.

Not necessarily financially. But because you know what another 1-2 years on the same path could cost you:
… Your energy. … Your creativity. … Your potential. … And the chance to find out what you could build if you finally backed yourself.

But there comes a point where the question stops being: “Is leaving corporate too risky?”

… and turns into: “What will it cost me if I never try?” 🤔

Now let me ask you… If you knew you couldn’t fail, would you stay in corporate or build something of your own? I’m curious 💛 Let me know in the comments👇🏻 by @leadfromyourdesign

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17 days ago

The most fulfilled Generator is the one who stopped staying committed for the sake of it.

The one who stopped telling herself:
But I worked so hard to get here… But the salary is solid… But I just got promoted… But I’m good at what I do… But leaving now wouldn’t make sense…

Generators have incredible energy to build, master and commit BUT that energy has to be given to the right thing.

And every time you keep giving your energy to a career, role or direction that no longer satisfies you simply because you’ve already invested so much into it, you have way less energy for what actually lights you up.

I know because I did exactly that.
I was good at my corporate job. I had built a reputation, earned good money and got the promotion.

But I couldn’t shake the feeling that it wasn’t my calling.
I craved more expression. Mor creativity. More ownership. More freedom. More room to see what I was actually capable of.

Eventually I realized that being good at something isn’t the same as being fulfilled by it.

And being a Generator isn’t about blindly committing.
It’s about learning to recognize what deserves your life-force energy in the first place.

Your next move doesn’t have to be leaving corporate.
Maybe it’s a different role. Maybe it’s a completely different career. Maybe it’s building something of your own.

But if you know you’ve outgrown where you are as well, it might be worth checking in with yourself on where you actually want your energy to go next.

Drop your human design energy type below I’m curious to get to know you better 💛

👉🏻 If you don’t know your human design, comment INFO below and I’ll send you a link to get it for free. by @leadfromyourdesign

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22 days ago

You’re good at your job…

You get things done.
People rely on you.
You’ve built a solid career.
You earn good money.

And from the outside, there’s no obvious reason to leave.

But you still catch yourself thinking: IS THIS REALLY IT?

Because deep down, you know you have more in you 💛

More ideas.
More creativity.
More ambition.
More of yourself that you want to express.

Maybe you want to build something of your own.
Maybe you want a completely different role.
Maybe you don’t even know what you want yet.

You just know THIS isn’t fully it.

And that’s what makes it so hard.

Because leaving something you’re good at is much harder than leaving something that’s obviously wrong.

So you tell yourself you should be grateful.

You convince yourself the salary, security or next promotion should be enough.

And you keep waiting until you’re 100% certain about what comes next.

You don’t need to know your entire next chapter to start questioning whether the one you’re in still fits you.

Sometimes the first move isn’t quitting your job.

It’s getting honest about what YOU actually want… without immediately talking yourself out of it.

Because your potential isn’t about how much more you can achieve.

It’s about what becomes possible when you stop building your life around who you’ve learned to be and start discovering who you actually are.

Comment POTENTIAL if this feels like you 💛 by @leadfromyourdesign

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a month ago

Nobody talks about how confusing building a business becomes when you follow advice that was never designed for you. 📚🫠

One founder tells you to scale fast.
Another says stay lean.
Someone swears by strict morning routines.
Someone else tells you to trust your intuition.

None of it is necessarily wrong.

But I’ve started to believe we’re asking the wrong question.
Instead of asking, “What works?” we should first ask, “What actually works for me?”

Because we’re not all wired the same.

Some people thrive with structure. Others need more flexibility.

Some make their best decisions by talking them through.

Others need time to feel into them.

Some naturally lead by creating certainty. Others lead by creating possibility.

When you spend years trying to force yourself into someone else’s blueprint, it’s easy to mistake misalignment for failure.

That’s one of the reasons I love Human Design.

Not because it replaces business strategy.

But because it gives you a better understanding of how you naturally make decisions, lead people, use your energy, and grow a business in a way that’s sustainable for you.

The strategy still matters.

But understanding the person applying the strategy matters just as much.

I’m curious…What’s one piece of business advice that worked brilliantly for someone else... but never felt right for you? ☺️ by @leadfromyourdesign

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3 months ago

You already gave them a raise. You already told yourself “at least it wasn’t personal.” But in the exit conversation, the real reason comes out — and it was never about the paycheck.

How to prevent this from happening again:

1. Give real decision authority, not just responsibility. Owning a task without owning any decisions inside it isn’t ownership — it’s supervised labor.

2. Notice disengagement before resignation. Fewer questions, less initiative, going quiet in meetings — these show up months before the notice does.

3. Make growth visible, not assumed. If your best people can’t see what’s next for them, they’ll find it somewhere else.
Losing a great hire rarely happens in one conversation. It happens in the six months before it — one unacted-on signal at a time.

👉🏻 Comment LEAD if you want help building this before it costs you someone good. by @leadfromyourdesign

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3 months ago

That kind of exhaustion isn’t weakness, and it isn’t just “a busy season.”

It’s your body flagging something your mind has been overriding for a while.

Most founders push through it… one more week, one more launch, one more thing that “just needs me”… until collapsing on a Friday and losing the entire weekend becomes the pattern, not the exception.

Here’s what I’ve learned: the exhaustion is rarely just about hours worked. It’s about how you’re making decisions, holding standards, and carrying responsibility.

That’s part of what I bring into my coaching: helping you understand your own patterns and pressure responses, so you’re leading from a place that’s sustainable for YOU. by @leadfromyourdesign

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3 months ago

Most founders don’t actually test whether their business can run without them. They just assume it can’t and never take the real break to find out.

If you want to actually disappear for a week or two, here’s how to prepare:

1. Write the “if this happens, do this” list.
Before you go, list the 3-5 scenarios most likely to come up, and the decision your team should make for each, without waiting on you.

2. Name one clear decision-maker, not a group.
“The team” doesn’t make decisions under pressure. One person with clear authority does.

3. Set a check-in window, not open access.

Instead of “reach me anytime,” give one specific time per day (or none at all) — so your team solves first, escalates second.

4. Do a 48-hour trial run first (if that helps you relax better while you’re off).
Go fully offline for two days before your actual trip. Whatever breaks in those 48 hours is exactly what to fix before you leave for real.

5. Let something wait. Not everything that feels urgent actually is. Most things can hold until you’re back.

The goal isn’t a perfect trip with zero hiccups. It’s proof that your business can hold steady without you catching everything first.

Which of these would be hardest for you to actually do? by @leadfromyourdesign

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3 months ago

Friday-afternoon spirals hit different when you’re the founder.

There’s no manager to reassure you, no HR to double-check your read on it… just you, replaying the week, wondering if you picked the wrong person. 🤷🏻‍♀️

Before you conclude that, sit with two questions:

1. Did I actually define what «great» looks like, or did I just assume they’d know?

Standards that only exist in your head can’t be met by anyone, no matter how good they are.

2. Did they know exactly what decisions were theirs to make or were they guessing where the line was?

Unclear ownership looks identical to bad performance, even when it isn’t.

Most of the time, what feels like a hiring mistake is actually a clarity gap. That’s a much easier problem to fix than starting the search over.

Comment LEAD if you’ve spent a Friday spiraling like this. by @leadfromyourdesign

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3 months ago

Comment 'LEAD' below if this sounds too familiar — I got you 💛 by @leadfromyourdesign

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3 months ago

Back at my time in corporate consulting to used to think being a good leader meant always being available…

Always helping.
Always saying yes.
Always jumping in.

But all I was doing was teaching people that I would carry what they could have carried themselves.

Here are 5 mini leadership boundaries that changed a LOT for me:

1. I stopped answering every question immediately. Instead I ask: «How would you solve this?» before giving my input.

2. I stopped treating every problem as my problem. Not everything belongs on your shoulders. Let them own their stuff!

3. I stopped saying yes before checking my capacity. A thoughtful «I’ll get back to you» beats an automatic yes.

4. I stopped carrying difficult conversations with me all day. Once they’re done, I reflect, learn, and move forward.

5. I stopped confusing being available with being a good leader. The more available I was, the more dependent the team became.

Lesson Learned 👉🏻 Stretching yourself thin doesn’t teach ownership. It teaches dependence.

The best leaders don’t carry more. They create teams that can carry more with them 💛

Save this if you’re finding your way through leadership!

Comment LEAD if this resonated with you. by @leadfromyourdesign

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3 months ago

If you feel like you’re constantly working but never seem to catch up, there’s a good chance you’re making one (or all) of these mistakes:

1. You’re solving problems your team should be solving. Every time you jump in with the answer, you teach your team who owns the problem. Instead of solving it, coach them through finding the solution.

2. You’re holding onto work you’ve already outgrown. Just because you can do it doesn’t mean you should. Every operational task you keep is time you’re not investing in leading your business.

3. You’re answering every question instead of building decision ownership.  This is the one that can give you HOURS back every week!!Define what your team can decide without you, where the boundaries are, and when they should involve you. Fewer questions for you means faster decisions, stronger ownership, and more time to focus on growing the business.

💭 Which of these three do you catch yourself making? by @leadfromyourdesign

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3 months ago