Executive coach & mentor for leaders and teams going through transformations. I have 15 years of experience in people and organizational development. I'm a professional coach, team coach, and people leader, and I help executives succeed in their leadership roles. My business background includes global organizations like Deloitte and Swedbank. My educational background is Law and Philology. As an executive and team coach, I work with international teams and leaders (US, Australia, Peru, Nicaragua, Sweden, Latvia, Zimbabwe). I am an ICF Professional Certified Coach and hold EMCC individual team coaching accreditation (ITCA) I am also an HR and Leadership Speaker at MSU Business School.

My Mentoring Topics

  • virtual teams
  • remote communications
  • management
  • remote leadership
  • HR
  • Organizational Design
15.May 2024

This session was very crisp and focused. I was able to take away 2 clear actions related to my queries. Daria was very specific and able to capture the problem. I recommend highly for her mentoring. I plan to work on 2 actions consciously and look for future close out session. Thank you

29.April 2024

The session with Daria was inspiring! even though my question was poorly formed, Daria helped me structure my thoughts on my career! after the session, Daria sent me information on my topic, which is very nice! Would recommend!!! Very grateful!

4.March 2024

Daria knew what she wanted, making it easy to help her take the next steps. It was a pleasant & enjoyable session.

23.October 2023

Daria has a way of looking at things objectively which is very inspiring! She helped reorganize my thoughts and have a narrow focus on what I really want for the next step of my career and my leadership ambitions. I would highly recommend her to anyone looking for a professional coach, on top of that she is extremely nice and knows how to listen to others.

9.October 2023

After speaking with Daria, i found my way to achieve my goals. She is really great mentor.

22.September 2023

Wow I'm so happy that I connected with Daria! I'm so grateful for her insights and mentorship. She shared some very helpful insights that challenged me to view things from a different and progressive perspective. After speaking with her I felt less overwhelmed and with much more clarity about the way forward. She had some great solutions and also suggested a helpful resource that will help me make progress in my new business.

2.August 2023

Daria is truly a great specialist and was really focused in connecting and find strategies to the situation I addressed. I honestly recomend Daria if you are looking for a mentor and coach and leadership expert that can give you meaningful insights. Thank you

10.July 2023

Daria is wonderful mentor. I had lots to get through and through chatting with Daria it helped to put thoughts and ideas into an order and a priority. Her insights were valuable with lots of useful questions to get out what mattered most in the limited time we had. Recommended! Who knows we may end up collaborating in future!

28.April 2023

Hi! I had a couple of sessions with Daria. Honestly speaking, I had planned to discuss other topics during my first session. However, Daria went straight into identifying the problem. This issue has been troubling me and later realized that is my priority that I should be working on. I would definitely recommend Daria as a mentor. Stay Blessed!

27.April 2023

Daria is a great mentor and I liked that she challenged my ideas. Personally I got a few insights about the recruitment industry I didn't know about and more importantly some great ideas. Thanks for offering your time like this Daria, it was a pleasure to meet you.

6.April 2023

Daria is an excellent mentor who provides valuable insights and creates a supportive environment. I highly recommend working with her

11.November 2022

Daria has absolute clarity of thoughts and a great coach

12.February 2022

You were caring about my topics and I could feel that. Your ideas, also some were outside of the box were very interesting, thank you for that. Also, you were listening not only hearing and your answers were thoughtful. Thank you for your generosity and caring Daria!

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Reinventing Organizations - A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness
Frédéric Laloux

Key Insights from the Book: Organizations are living entities that evolve with different levels of human consciousness. Evolutionary-Teal Organizations represent the next stage of organizational development, characterized by self-management, wholeness, and evolutionary purpose. Self-management replaces hierarchical pyramid structures, promoting a decentralized decision-making process. Wholeness allows individuals to bring their full selves to work, integrating personal and professional personas. Evolutionary purpose allows organizations to have a sense of direction beyond profit-making, focusing on a broader social purpose. Laloux identifies Red, Amber, Orange, Green, and Teal as stages in organizational evolution, each aligning with human societal advancement. Organizations need to transition from one stage to another to remain relevant and thrive in the changing business environment. Case studies of various organizations worldwide provide practical examples of Teal Organizations. The transition to a Teal Organization does not come without challenges, and it requires a significant shift in mindset and operations. Reinventing organizations is not a one-size-fits-all approach, and the transition should be tailored to the specific needs of each organization. An In-depth Analysis: In "Reinventing Organizations," Frédéric Laloux presents an innovative concept of the evolution of organizations, aligning them with different stages of human consciousness. He identifies five stages - Red, Amber, Orange, Green, and Teal - each representing a specific era of human societal advancement. The Red stage represents the earliest form of civilization where power and control were paramount. The Amber stage represents traditional hierarchical structures seen in institutions such as the military or the catholic church, characterized by strict hierarchical order and stability. The Orange stage, driven by the Industrial Revolution, is typified by goal-orientation, innovation, and meritocracy. The Green stage emphasizes empowerment and values-driven culture. The latest stage, Teal, represents a paradigm shift in organizational structures. Laloux argues that Teal Organizations are the future and represent the next stage of human consciousness. These organizations are characterized by three core principles: self-management, wholeness, and evolutionary purpose. Self-management implies a shift away from traditional hierarchical pyramid structures towards a decentralized decision-making process. It embodies a sense of trust and respect for all employees, empowering them to make decisions and take responsibility for their tasks. This shift resonates with the participative management theory, which advocates for employees' involvement in decision-making processes. Wholeness encourages individuals to bring their complete selves to work, integrating their personal and professional personas. This concept aligns with the humanistic perspective in psychology, emphasizing an individual's unique qualities and potential. It challenges the conventional norm of separating personal life from professional life, fostering a nurturing and inclusive work environment. Evolutionary purpose goes beyond mere profit-making, enabling organizations to serve a broader social purpose. This concept resonates with the stakeholder theory, which suggests that organizations should consider the interests of all stakeholders, not just shareholders. This purpose-driven approach aligns with the rising trend of corporate social responsibility and sustainability. Laloux supports his arguments with case studies of various organizations worldwide that have adopted the Teal approach, including Buurtzorg, Patagonia, and Morning Star. These examples offer concrete evidence of the benefits of transitioning to Teal, such as increased employee engagement, improved decision-making, and enhanced organizational resilience. However, the author acknowledges that the transition to a Teal organization comes with its challenges. It requires a significant shift in mindset and operations, moving away from traditional command-and-control structures towards a more fluid and organic model. Furthermore, Laloux emphasizes that reinventing organizations is not a one-size-fits-all approach. Each organization must tailor its transition to its specific needs and context, drawing inspiration from the principles of Teal but adapting them as necessary for their unique circumstances. In conclusion, "Reinventing Organizations" offers a thought-provoking exploration of the evolution of organizational structures and the potential of the Teal paradigm. It challenges traditional notions of hierarchy and control, advocating for a more human-centric, purpose-driven approach to running organizations. It provides valuable insights for leaders and managers seeking to navigate the complex and rapidly changing business environment.

Reinventing the Organization - How Companies Can Deliver Radically Greater Value in Fast-Changing Markets
Arthur Yeung, Dave Ulrich

Key Insights from "Reinventing the Organization" Emerging Market Dynamics: The book highlights the importance of understanding and adapting to rapidly changing market dynamics and customer needs. The Ecosystem Advantage: The concept of an organization as an ecosystem is introduced, emphasizing the need for interdependence and harmonious interaction of various elements within an organization. Market-Oriented Ecosystems (MOE): This is introduced as a new organizational model that is suitable for fast-paced and disruptive markets. Leadership and Culture: The role of leadership in driving transformation and the importance of fostering an innovation-friendly culture are discussed. Agility and Speed: The book emphasizes the need for organizations to be agile and fast in response to market changes. Capacity Building: The importance of building capacity in terms of talent, resources, and capabilities to achieve strategic goals is highlighted. Customer-Centricity: The book stresses the importance of being customer-centric and creating value for customers as a key to success. Managing Paradoxes: The authors delve into the necessity of managing paradoxes in organizations such as global vs local, stability vs change, and competition vs collaboration. Data-Driven Decision Making: The importance of leveraging data for decision making and innovation is discussed. Strategic Execution: The book details how to execute strategies effectively to deliver greater value. Transformation Journey: The authors present a roadmap for the transformation journey, from traditional organizations to market-oriented ecosystems. An In-depth Analysis of "Reinventing the Organization" "Reinventing the Organization" by Arthur Yeung and Dave Ulrich is a comprehensive guide that provides insights into how companies can deliver radically greater value in today's fast-changing markets. The book draws on rich data and case studies from Alibaba, Tencent, and other top-tier companies to illustrate the effectiveness of their proposed models and strategies. The authors introduce the concept of Market-Oriented Ecosystems (MOE), a new organizational model that allows companies to adapt quickly and effectively to disruptive markets. This model views an organization as an ecosystem, emphasizing the harmonious interaction and interdependence of various elements within the organization. This perspective is pivotal in understanding the dynamics of the current business environment, characterized by rapid technological advancements and evolving customer needs. Leadership and culture play a crucial role in driving transformation. Yeung and Ulrich highlight the need for leaders to foster an innovation-friendly culture, enabling organizations to thrive in the face of disruptions. By fostering an environment that encourages experimentation and learning from failures, companies can continually innovate and stay ahead of the curve. To survive in today's fast-paced markets, organizations must possess agility and speed. The book emphasizes the importance of being responsive to market changes and swiftly taking advantage of emerging opportunities. This ties in with the concept of capacity building where organizations need to develop their talent, resources, and capabilities to achieve strategic goals and maintain competitiveness. Customer-centricity is another key theme of the book. The authors stress the importance of creating value for customers as a pathway to success. This involves understanding and anticipating customer needs, and delivering solutions that not only meet but exceed their expectations. Equally important is the ability to manage paradoxes within organizations. Balancing between global and local needs, stability and change, and competition and collaboration are some of the paradoxes discussed in the book. The authors argue that successful management of these paradoxes is key to maintaining organizational agility and resilience. In the era of Big Data, the authors underscore the importance of data-driven decision making. Leveraging data for decision making, problem-solving, and innovation can provide organizations with a competitive edge. This involves not only gathering and analyzing data but also creating a data-driven culture where data is integral to decision-making processes. Strategic execution is another pivotal aspect discussed in the book. The authors detail how to translate strategies into actions effectively to deliver greater value. This involves aligning strategies with organizational capabilities, monitoring progress, and making necessary adjustments. Finally, the book provides a roadmap for the transformation journey from traditional organizations to market-oriented ecosystems. This journey involves a series of steps that include redefining the purpose, redesigning the organizational structure, reshaping the culture, and reinvigorating the leadership. In conclusion, "Reinventing the Organization" offers valuable insights and practical strategies for organizations seeking to deliver greater value in today's fast-changing markets. By embracing the MOE model, fostering an innovative culture, building capacity, being customer-centric, managing paradoxes, leveraging data, executing strategies effectively, and embarking on a transformation journey, organizations can reinvent themselves and thrive in the disruptive business environment.

Be Less Zombie - How Great Companies Create Dynamic Innovation, Fearless Leadership and Passionate People
Elvin Turner

Key Insights from "Be Less Zombie" Innovation is a necessity, not an option: Every company needs to constantly innovate to stay relevant in today's dynamic market. Fearless Leadership: Leaders should not fear to take risks and should inspire their teams to do the same. Passionate People: A team of passionate people can create wonders if led in the right direction. Dynamic Innovation: The process of innovation should be continuous and dynamic, responding to changes in the market and customer needs. Importance of Culture: A company's culture plays a vital role in driving innovation and passion among employees. Strategic Agility: Companies should be agile enough to adapt their strategies in response to market dynamics. The Customer is the King: Satisfying customer needs should be the main focus of any company's innovation strategy. Learning from Failures: Failures should not be feared but should be seen as learning opportunities. Empowerment of Employees: Empowering employees can foster a sense of ownership and can drive innovation. Collaborative Ecosystem: Collaborating with other organizations can lead to synergistic innovation. Need for Speed: In today's fast-paced world, speed is essential for implementing innovative ideas. Analysis of "Be Less Zombie" The book "Be Less Zombie" by Elvin Turner provides a detailed roadmap for companies to foster innovation, cultivate fearless leadership, and build passionate teams. The author argues that innovation is not an option but a necessity in the modern business landscape, where change is the only constant. This aligns with Drucker's theory that innovation is the specific tool of entrepreneurs, providing resources with a new capacity to create wealth. Turner advocates for fearless leadership, where leaders are unafraid to take risks and inspire their teams to do the same. This suggests a shift from traditional risk-averse leadership styles towards a more entrepreneurial approach, similar to the concept of "Transformational Leadership" proposed by Burns (1978). Passionate people are the bedrock of any successful organization, according to Turner. He believes that a team of passionate individuals, given the right direction and leadership, can create wonders. This resonates with Herzberg's Motivation-Hygiene Theory, which considers internal factors like achievement and recognition as key motivators for employees. Dynamic innovation is the key to survival in today's rapidly changing market. Turner asserts that the process of innovation should be continuous and responsive to changes in the market and customer needs, closely aligning with Teece's Dynamic Capabilities Framework, which emphasizes the need for firms to constantly adapt and evolve. Culture plays a crucial role in driving innovation and passion among employees, asserts Turner. This echoes Schein's Organizational Culture Model, which links a strong and positive culture to increased employee motivation and productivity. Turner’s emphasis on strategic agility is a nod to the modern business world's volatile and unpredictable nature. This aligns with the strategy-as-practice perspective, which views strategy as something an organization does rather than something an organization has. Customer-centric innovation is another key theme in Turner’s book. He proposes that satisfying customer needs should be the central focus of any company's innovation strategy. This is in agreement with the tenets of the Lean Startup methodology, which advocates for continuous innovation based on customer feedback. Learning from failures is another critical aspect that Turner highlights. He argues that failures should be seen as learning opportunities, a perspective that resonates with the concept of a learning organization proposed by Senge (1990). Empowerment of employees is another crucial aspect that Turner highlights. He believes that empowering employees can foster a sense of ownership and drive innovation, which resonates with the concept of Employee Empowerment proposed by Conger and Kanungo (1988). Turner suggests that a collaborative ecosystem can lead to synergistic innovation. This aligns with the theory of Open Innovation proposed by Chesbrough (2003), which suggests that firms can and should use external ideas and paths to market as they advance their technology. Lastly, Turner emphasizes the need for speed in today's fast-paced world. He suggests that speed is essential for implementing innovative ideas, highlighting the importance of "first-mover advantage" in business strategy. In conclusion, "Be Less Zombie" offers a comprehensive guide for companies to stay relevant and thrive in the modern business world. The insights provided align with several established theories and concepts, making it a valuable resource for both practitioners and scholars in the field of business and management.