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Turn Uncertainty into a Strong, Timely Move at 6–7 Figure Stakes | Strategic Decision-Making for Global Transformation Leaders across Pharma, Life Sciences, Biotech | Get Case Study Here ➡️ martaduda.com/cs
We read 409 of their posts. Here is what they actually do.
linkedin.com/in/martadudamsc ↗Average likes per post, by month.
The opening line of their best-performing posts. This is what stops the scroll.
What they post about, with a line from a real post as evidence.
Critiques orgs preaching values while rewarding cost-cutting and burnout.
Contrasts quiet kindness with indecision, performance theatre, and silent fear.
Contrasts early-career title chasing with mid-career values, family, and peace.
The repeatable moves that show up across their best posts.
Patterns that separate their top posts from the rest.
Every post, grouped by day of week.
Best day is Tuesday at 937 average likes. Thursday is their weakest at 609.
Text, image, video or carousel, ranked by what actually lands for them.
| Format | Posts | Avg likes | |
|---|---|---|---|
| Video | 13 | 1.7K | |
| Image | 339 | 829 | |
| Text only | 57 | 72 |
Moves you can apply to your own posts this week.
Ranked by likes, across everything we analysed.
Culture isn’t an HR function. It’s whatever gets tolerated. Organisations love this quote. It lets them off the hook. They hand it to global leaders driving transformation who are: Executing strategies they didn't design. Managing budgets they can't control. Fixing problems they didn't create.
Kindness isn’t the opposite of strength. Indecision is. In boardrooms. Through restructures. Across performance cycles. High-performance teams don’t break from pressure. They break from unclear expectations forced on them in a high-stakes moment.
The best workplaces aren’t designed. They’re spoken into existence. Great workplaces are built on performance. Deadlines. Delivery. Discipline. That's what I thought before reaching board & executive level.
Most dangerous workplaces are the quietest. Because silence isn't agreement. Fear is. People in global leadership roles don't stay quiet because they have nothing to say. They stay quiet because they've learned it isn't safe to speak. The higher you are, the more isolated the decision.
Titles create local authority. Actions develop global leaders. MBAs are on sale. It’s teaching us that a title can be given to anyone. But it’s the hardest thing to make it mean. High performing teams don't follow them. They follow people who earn it.
Comparable follower counts, analysed the same way.
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Built from public LinkedIn posts, last refreshed 2026-09-26. Follower counts and engagement change over time. Marta Duda is not affiliated with 2pr.io. Request removal.