You’re About to Get Laid Off and You’re Not Prepared

Unfortunately, layoffs don’t come with fair warning. In 2025, layoffs are quiet, targeted, and fast.

You’ll get a “quick sync” invite at 9:00 a.m. By 9:07, your Slack access is revoked, your email no longer works, and you’re locked out of your digital work life.

If you’re relying only on your job title to define your worth, to give you visibility, or to get you promoted, you’re already behind.

And when that layoff happens, you can’t be surprised. You can’t be upset when your email no longer works. Because you gave a company full control over your narrative.

The Data is Loud:

48% of employees believe their job is at risk due to organizational restructuring or budget cuts (LinkedIn Workforce Confidence Index, 2024)
61% of professionals say they’ve done “nothing” to build a personal brand or external visibility (Forbes)
85% of jobs are filled via networking, not applications (Zippia, 2024)

If your career is only visible inside your company, you are invisible where it matters most.

So What Do You Do?

You start building something that no one can take from you: A personal brand that builds trust, drives income, and opens doors.

That’s why I created Supercharged Me, an 8-week accelerator for ambitious professionals who are DONE waiting for recognition and ready to create their own.

Inside, you’ll learn how to:

Land 6-figure brand, client, and consulting deals using LinkedIn
Attract book deals and media visibility
Turn your expertise into income
Build a brand while working your 9–5, so you’re never caught off guard again
Elevate your side hustle or internal leadership brand

Pause and Do This:

Watch Youtube Video

Why Listen to Me?

I’ve done it, without ads, agents, or cold pitches. Just brand strategy that works on Linkedin.

✅ Closed a $350K client ✅ Landed 2 book deals with Wiley ✅ Signed 4 brand deals in just one month ✅ Built an audience of 200K+ on LinkedIn

And I didn’t wait for a layoff to make it happen. I prepared before I had to.

If you’re feeling uncertain about your role, your income, or your next step, don’t wait for someone else to make the decision for you.

Apply to Supercharged Me.

You deserve options. You deserve clarity. You deserve income and impact on your terms.

Here’s How You Can Amplify My Work (3 Quick Actions):

1️⃣ JOIN the conversation This is more than a book launch, it’s a leadership experience. Watch the event and engage with questions and comments. 🎥 Access the event now

2️⃣ POST this message on LinkedIn Help spread the word by copying and sharing this on your LinkedIn feed and tag me:

I just pre-ordered Supercharged Teams: How Every Manager Can Create a Culture of Excellence by Netta Jenkins and I left a review on amazon about my excitement for this leadership book. I highly recommend you do the same! Check out the replay from her virtual book launch with 5X Emmy Award-winning producer, Bill Pruitt. https://www.linkedin.com/events/superchargedteamsvirtualbooklau7311391378784026624/theater/

3️⃣ PRE-ORDER book & Leave a Review If you’re a manager, aspiring leader, or care about building powerful teams that drive real business impact, this book is for you. 📘 Pre-order Supercharged Teams

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Managers Are Already Tuning HR Out. Here Are 3 Ways to Reach Them Before It’s Too Late

Managers don’t disengage from HR because they dislike people initiatives. They disengage because the help arrives too late. By the time training launches or playbooks are published, managers have already found workarounds—or chosen silence. As Lynne Oldham, Chief People Officer at Dataiku, explains, HR loses credibility in the gap between real-time pain and delayed support. Closing that gap is where impact begins.

When Hiring Managers Ghost Recruiters, It’s a Leadership Problem

When hiring managers delay interview feedback yet complain about roles taking too long to fill, it’s not a talent acquisition failure, it’s a leadership accountability gap. As People leader Nina Xue notes, failing to close the feedback loop signals that hiring isn’t a priority, even when business growth depends on it. TA teams feel the pressure first, but the root issue is leadership behavior.

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