Torre Vision - Life and Career Transformation Coaching

Your CV gets about six seconds. Not six minutes. So here are five things I'd delete from yours right now.

☝️The professional summary. "Results-driven professional with a passion for excellence" is on ten million CVs. It says nothing and it costs you your most valuable line.
✌️ Every sentence starting "responsible for." Everyone who held that job was responsible for that. Nobody's hiring your job description.
🤟The stuff from twelve years ago. If it doesn't support the job you want next, it's just noise.
✌️✌️Vague achievements. "Improved processes" — improved how much? By when? A stranger should be able to repeat your best line back to you.
🖐The skills bar charts. Nobody believes you're 87% at Excel. Replace all of it with what actually changed because you were there. That's the whole trick.

None of it is a lie. It's just invisible.

Here's the shift I wantyoutomake: stop describing the job you held. Describe what changed because you were in it. The number, the deadline saved, the problem that stopped happening 🔊

The best candidate doesn't get the job. The clearest one does. I put the full version in a free guide — link in bio.

Which of the five is on yours right now? Be honest ?

Nobody quits a spreadsheet.
They quit the manager who took their idea into a meeting and came back with it as their own. The one who only appears when something's gone wrong. The one whose mood decides what kind of week the whole team has.

📊 Gallup put the number at around 70% — that's how much of the variance in team engagement traces back to one person: the manager.

Not the salary. Not the perks. The manager.

And in my experience, it's rarely about being liked. Plenty of demanding managers keep people for years. What holds a team together is safety: whether you can raise a problem without becoming the problem. 🔉🔇

Amy Edmondson spent a career proving this. The highest-performing teams weren't the ones making the fewest mistakes. They were the ones where people felt able to admit them.


So if you're leading anyone right now, the honest test isn't your headcount or your delivery record. It's simpler: would someone on your team tell you bad news early? Or would they wait until you found out yourself?

You already know the answer for your own manager.

Which one are you? 👇