Loreta

03/23/2026

A sneak peek of my Presence assessment process and how I look for gaps in executive or company Presence.

I had a unique opportunity to evaluate Nate Leslie's - PCC, CEC, M.Ed. passion side business.

Nate took a Presence assessment (which you can download in the link below) and during his podcast, I analyzed the score and looked at areas where executive and company presence could be improved.

Below is a quick video excerpt of the initial findings.

My Presence Checklist is one of my favorite ways to assess where to fill in the Presence gaps for the company or its executives and identify how to build visibility, authority, and influence further.

Given Nate's experience in the executive coaching world, I anticipated his executive Presence score to be higher than brand/company score. And it turned out to be true.

Check out the full podcast to learn more about my process and how to enhance both personal and company brand presence. https://www.youtube.com/watch?v=XX5PsQdoTHc

You can download the checklist here. https://loretatoday.typeform.com/3PsQuickWebsite?typeform-source=www.loreta.today

Leading with Curiosity Podcast. Host: Nate Leslie, www.nateleslie.ca.Connect with Nate on ⁠LinkedIn⁠: www.linkedin.com/in/natelesliecec/Get Loreta's Free Bra...

03/19/2026

Early stage companies chase leads and accept the chaos.
Growth stage companies must chase brand equity and structure.

In the beginning, it’s all about proving demand.
More customers. More investors. Until growth stage is reached to the level where market share is captured and visibility of the company improved.

But with scale, often companies hit a wall. Not because the product stopped working. But because internal alignment never caught up to external momentum.

That’s when things inernally and externally tend to become fragmented. And leadership is spending more time putting out fires than building brand equity.

This is where I step in, not just as a fractional CMO and communication architect, but also as a Chief of Staff - helping C-suite and founders to clean up the chaos and bring a more strategic, people, process, presence (3Ps) driven approach to building brand equity and sustaining the growth.

Clarity isn’t just a marketing problem - it’s an operational and structural one.

The solution isn’t more content or campaigns. It’s alignment between the 3Ps.

I help leadership teams architect that alignment. So your marketing function becomes a growth engine, your internal communication builds trust,
and your executive presence reflects the business you’re becoming.

You’re no longer in startup mode. You’re building for scale. It’s time we architect strategically human-centric communication and process systems that match your business growth and earns visibility that lasts.

03/09/2026

Not all engagement is good engagement. Especially for company executives and C-suite.

In this video excerpt, I share when leaders should lean into public interaction on external platforms such as LinkedIn and when to pause and let your PR team step in.

🎯 Comment like a leader on industry peers' posts, but avoid interaction with end consumers (unless you are an early-stage startup that needs close engagement with the audience in order to grow the business))

🎯 Know the line between visibility and liability
🎯 Comment like a leader on industry peers' posts, but avoid interaction with end consumers (unless you are an early stage startup who needs close engagement with audience in order to grow the business)
🎯 Align engagement with your executive communication strategy

Watch the clip if you’re navigating visibility as a leader in a high-stakes environment. https://www.youtube.com/watch?v=Dz1hVtZMX-g&list=PLbllybiVawwimJA0_Msivrf3wqpphpReW&index=2

Leveraging Personal Branding for Executives and Business GrowthIn this episode, Loreta Trozaite shares insights on how executives can harness the power of pe...

03/06/2026

I had just returned from the Gartner Marketing Symposium earlier that year, where I kept hearing the same message across industries: CMOs were under intense pressure to move fast on AI.

In the video below, I shared perspectives gathered from numerous conversations with marketing leaders across different sectors.

The reality was clear — most teams were not ready. Sales, HR, finance, IT — you name it. The most advanced group in terms of AI adoption was marketing, largely because of LLMs' ability to support creative ideation, draft and repurpose content, convert formats, and accelerate delivery.

It was also evident that customer experience was becoming increasingly AI-influenced, and marketing had moved to the center of shaping that experience: personalization, self-service journeys, agentic support, and more.

From my conversations, it became clear that the majority of business departments felt overwhelmed, underprepared, and stuck in outdated ways of working — simply because that’s how we had all been trained to operate.

It was obvious that unlocking AI’s full potential required serious internal work:

Cleaning up and centralizing data — a massive undertaking

Building clear workflows and processes — an operational shift

Breaking down silos so information became accessible across departments

Shifting mindsets, hiring for new skill sets, and training employees to adopt new ways of working

No one could have predicted how quickly AI would evolve — or how critical company data would become in maximizing its potential.

There was already an abundance of technology — arguably too much — but humans remained at the core. They were still needed to distill information, sense-check outputs, collaborate with AI, and ensure alignment with company messaging. Humans added emotion, refined processes in line with business direction, and kept the narrative consistent.

From my 3Ps lens, this shift was inevitable:

*** People had to be empowered to adapt — not replaced by automation.
*** Processes needed to evolve to support human-AI collaboration.
*** Presence had to remain authentic in a world where customers could instantly detect synthetic messaging.

What were your thoughts on the intersection between an agentic future and the human element within it?

02/26/2026

The bigger the company gets, the harder it is to keep everyone on the same page.

When I work alongside the C-suite, my goal is to explain the WHY and to guide the development and implementation of such a program in the organization. on. o the new revenue heights. Internal communication has to become part of the structure of the organization.
I come from a communication background. And when things aren't working inside the company as they should, that's the first thing I look at - communication flow (or lack of it) and how present the C-suite is internally.

As the company grows, executives need to think about how they will keep everyone in check with the mission and vision of the company and take it to the new revenue heights. Internal communication has to become part of the structure of the orgnization.
It’s an ongoing commitment and not every C-suite leader understands that or wants to invest time into communicating consistently.

When I work alongside C-suite, my goal is to explain the WHY and to guide the development and implementation of such program in the organization.

Having a consistent internal executive communication program resolves several issues:

✅ Misalignment and mixed messages between departments

✅ Confusion around company goals and direction

✅ Breakdown in trust and culture leading to frequent employee turnover

✅ Inefficient or slow ex*****on because of unclear business direction

✅ Leadership visibility gaps that weaken internal (and external) influence

02/22/2026

Honored to be recognized by The Official Top 100 Magazine alongside innovators and entrepreneurs shaping what leadership looks like today.

This feature reflects how my work has been shaped across very different environments: from newsrooms where the cost of not being ready is immediately visible, to organizations navigating growth, credibility, and now AI-driven change. (Read full feature here: https://qrco.de/bgasJ7)

I’m grateful to the people who gave me real responsibility early, challenged me when it mattered, and trusted me to figure things out as I went.

Growth, for me, has never been about standing still or playing it safe. It’s about questioning what’s working, fixing what isn’t, and building things that can actually withstand change.

A special thank you to Phison Electronics USA for the opportunity, nearly six years ago, to build not just a corporate marketing function, but the people and process-driven foundation required for visibility, authority, and long-term impact.

02/04/2026

Is your company scaling too fast?

When growth outpaces internal infrastructure, chaos is unavoidable:

Processes break.

People get confused.

And teams start working harder but not smarter.

Here are 3 common issues that show up as the business scales:

🔹 Siloed teams lead to inconsistent messaging and duplicated efforts.

(People + Process issue)

🔹 Leaders fail to communicate evolving business goals to the growing employee base affecting employee morale and in the end - sales.

(People + Presence issue)

🔹 PR (sometimes that does not even exist) and reputation management efforts stay stuck in reactive mode, weakening trust with customers and external stakeholders.

(Presence issue)

I help leaders see the invisible - problems they’ve been too close to notice and do not know how to find them to begin with.

Once brought to light, I then architect the pathway forward to fix the issues.

Here’s how I solve the problems above:

✅ Design a process-driven, human-centric communication flow between teams

✅ Build an internal executive communication program to bring leadership presence front and center

✅ Define clear PR and thought leadership goals to build a proactive, credibility-focused presence that supports trust and reputation

The bigger you grow, the more intentional your alignment between communication, marketing, and business goals needs to be.

If you need somebody who understands the importance of communication and marketing alignment, schedule a Chaos to Clarity conversation with me and let’s find your blind spots before your growth stalls.

01/29/2026

I frequently observe the gap between a company story and leaders/executives' struggles to live that story (assuming that story exists to begin with :).

Sometimes leaders attribute company story as """"oh, it's marketing's job to handle it"""". But in true essence, leaders are the extension of the brand they represent. They are not there just to approve what's on paper, they have to believe that owning and embodying the company story is what will drive things forward in internal stakeholder meetings, on stage, in investor calls and in customer conversations.

And the data backs it up:
When leaders activate the company narrative:
💥 Revenue goes up.
💥 Marketing finally gets the seat it deserves at the business table.

I advise leaders how to build the communication and marketing structure that connects strategy, narrative, and presence across people and teams.

If your message isn’t resonating or being broadcasted through thoughtful discipline, your business won’t move forward.

01/24/2026

You can’t fix miscommunication via threads of emails.

And you can’t fix a weak brand with more campaigns.

Fixing the surface without fixing the broken system leads to continuous chaos. I've seen growing company leaders complain about how nothing works when it comes to marketing. But when I ask a question, what they have done to actually streamline the focus, they tend to give me a list of tactics they've tried that are all disjointed.

When communication and marketing are out of sync, teams push in different directions, messaging gets convoluted and confusing, and no one’s really sure what direction to go to bring more visibility and authority to the company.

So what happens?

* You add more meetings in hopes that problems will get resolved.

* You launch new campaigns in hopes that the brand will resonate and bring sales.

* You tweak the website (again) in hopes that the facelift will garner more traffic.

But this is what most companies don’t realize:

It’s not the tactics, it’s the systemic issues underneath them that need to be resolved first.

Before layering on strategy, I help companies uncover the real misalignments internally and externally.

Until I help fix the deeper issues around people, process, and presence, we'll just continue making the chaos thrive.

Schedule a chaos to clarity call with me to see how I can help.

communication

01/15/2026

What's the most powerful thing a company leader can do today?

In my personal opinion, it's to show up as a real human and lead with people in mind first.

Sometimes unpolished, but clear. Human. Real. That’s what drives influence. That’s what sustains leadership.

Real and relatable presence is not always easy to achieve, especially in companies that have been around for decades. Culture shapes the type of leader the company pursues. And in many legacy organizations, that culture still favors closed doors over openness.

But here’s what the last few years have taught us:

Realness and relatability aren’t soft skills. They’re strategic. They shape perception. They build trust.

Your team, your customers, your investors - they all want to see you.

Somtimes unpolished, but clear. Human. Real. That’s what drives influence. That’s what sustains leadership.

I love working with companies whose leaders are willing to evolve - who aren’t afraid to admit their mistakes and who own their presence. That’s where the real shift begins.

01/08/2026

Visibility over perfection.

I often see entrepreneurs and executives struggle with elevating their presence or establishing themselves as an authority in the industry because they think it's about promoting themselves and because they are afraid to be judged by having more attention on them. This is true to a degree, of course.

I have been there myself - fearful of saying the wrong thing or structuring my video (or written) message in a broken English accent and then being judged for that.

But actually, it's about showing up authentically to connect with your audience and building trust by consistently delivering value. And that takes time. Once I shifted my focus to about who I can help vs how I sound, all the fears of being judged disappeared. And this is coming from a former TV news anchor who should not have these concerns to begin with, right? 😀

I took on this journey in 2023 by committing to share my knowledge and expertise ranging from how to improve your video and stage visual and communication presence to aligning people, processes, and presence during marketing and communications chaos that some companies experience when they go through transition stages.

Trust me, staying committed to posting regularly is one of the most challenging things in our busy lives. It also requires discovery of what works and what does not. And I personally still resist to fully rely on AI-generated content that we all have seen an influx of. Being real and relatable, and sounding like a human pays off!

When you focus on providing value and building the connection, visibility and opportunities will naturally come. As a founder or company executive, your presence and personal brand are essential to your company's success. Your employees, investors, and customers want to see the person behind the product or service and they want that person to be real virtually and when they meet you live.

I work with founders and executives to align their internal drive to build authority and help them remove barriers of judgment that come with being more visible so they can confidently communicate their vision and values to their audiences. This includes clarifying the story, identifying opportunities to get noticed through expertise they can share, and optimizing executive presence - visual and communications - which by extension elevates the company.

It's a long-term strategy that pays off in increased visibility, authority, and impact. And it's worth it.

Download my presence checklist to assess your or your company's presence gaps: https://www.loreta.today/executive-company-presence-checklist-complimentary

12/31/2025

Humanizing a brand is one of the core pillars, I believe, any company should care about and it's a cornerstone of what I do.

No matter what work in office model company adopted post pandemic, remote work is here to stay. But let’s be real—nothing replaces the energy of in-person connection. Unfortunately when teams are fully remote, engagement tends fades, enthusiasm diminishes, and alignment suffers. I personally have been working from home for the past 5 years and I miss in-office interactions. I seek outlets like networking groups to satisfy the human interaction and echange of ideas need I have on a daily basis so I don't feel isolated.

For company leaders, no doubt, it's more than ever challenging to get the dispersed teams connected.

In my conversation with Wong, we discussed something every leader struggles with: How do you maintain a strong, human brand when teams are in different locations.

There are key tactics that can be adopted:

- In-person team meetings for strategic planning, deep connection, and team-building.

- Video as a tool to bridge the engagement gap when physical presence isn’t possible.

Watch the video clip below for more insights! You can watch the full episode here:

Loreta Tarozaite is a communications and content marketing expert specializing in video storytelling. With over 20 years of experience, she has worked across...