Rise and Play Podcast

In this episode of A Spark of Awareness, I want to share something very personal: how forgiving my father became one of the deepest turning points in my life, my relationships, and my business.We often look outside ourselves when something isn't working. When a business struggles, we look at the market, the strategy, the economy, or our clients. When a relationship breaks down, we look at the other person. But sometimes the biggest shift doesn't come from changing anything outside of us. It comes from understanding what is happening within us.Over the past year, my business has expanded into new spaces, from working with people in technology and venture capital to conscious leadership and retreats. But I realized that for my work to make a quantum leap, I also had to make a quantum leap within myself. No investor, coach, friend, or external opportunity could make that leap for me.That realization became especially clear after a painful separation last year. I had spent much of my life believing that if I made good choices and had a good plan, I could keep things under control. Then a relationship I had invested deeply in ended, and many of the plans I had for my future disappeared with it.I had to face the uncomfortable truth that I am not in control of everything. Instead of trying to rebuild the old plan, I began asking myself what my life and relationships had been trying to show me. What patterns was I repeating? What was happening inside me that was attracting certain experiences?Through that process, I discovered something I had understood intellectually for years but had never fully embodied: I didn't completely trust other people.I had experienced betrayal and situations where I felt controlled, used, or taken advantage of. I had learned to rely primarily on myself. That had made me strong and independent, but it had also created a layer of protection around my heart. I could explain the pattern. I could analyze where it came from. But knowing something intellectually is very different from actually being free from it.Eventually, I reached the source of it: my relationship with my father.I realized that much of the resentment I had carried toward men in my life was connected to what I had experienced with him. I had felt controlled, unheard, and pressured to fulfill expectations that weren't necessarily my own. And for years, I had unconsciously been looking for something from other men that I had never received from him: acknowledgement and an apology.At some point, I understood that I might never receive those words.So I had to find another way to become free.For me, forgiveness wasn't an intellectual decision. It meant going back to the hurt itself and allowing myself to see my father differently—not only as my father, but as a young man who had left Vietnam at eighteen, lost many of his own dreams through war and displacement, and had to rebuild his life from almost nothing.I began to see that he, too, had carried wounds, shame, disappointment, and a sense of failure that he didn't necessarily have the tools to process. Some of what he carried had been passed on to me.And I realized that I didn't have to carry it anymore.After one particularly deep period of inner work, I wrote my father an eleven-page letter containing everything I had never said. I eventually burned it. I didn't need him to read it anymore. I needed those words to leave me.Something shifted after that.I felt less distrustful, less guarded, and more open to life. And perhaps most importantly, I stopped feeling that I needed external achievements to prove that I was worthy. I didn't need to become a mother, build a huge company, become popular, or be recognized in order to feel that I was enough.I began to feel that nothing was missing.Happiness is what's there when you remove the sense that something is missing in your life— Naval RavikantAnd from that place, I started building differently.Instead of asking, What can this business give me? recognition, success, money, popularity, validation…I could ask, What does the world need? What am I here to create, of value for the world?That distinction has changed the way I lead my work.I can listen more deeply. I can change direction when something no longer feels relevant. I can allow my business to evolve without feeling that my identity or worth is attached to it.Because I am not my business.This is also why my work has been evolving toward conscious leadership, retreats, deeper human connection, and spaces where people can reconnect with themselves and others. I see a growing need for this in a world where technology and AI can increasingly provide information and efficiency, while human beings are still searching for meaning, connection, love, and belonging.So if you are trying to change something in your life or business, I invite you to look beyond the surface problem. Instead of only asking, What should I change externally?, ask yourself what might be underneath it. Where did you first learn not to trust? What are you still protecting yourself from? What are you trying to prove? And what are you carrying that doesn't actually belong to you?Because sometimes the obstacle to your next level isn't your strategy. It's an old pattern still running underneath it.For me, forgiving my father didn't change him. It changed me. And because I changed, my relationship with my work, my relationships, my partnerships, and my future changed too.That is the paradox I've experienced: sometimes the fastest way to create an external quantum leap is to stop forcing the outside world to change and have the courage to go deeper within.The real transformation starts there.Thanks for reading Rise and Play! Subscribe for free to receive new posts and support my work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

In the reality of human work and collaboration today, it is inevitable to face at work intense moments of emotion (stress, anger, fear, frustration, grief…). When those emotions are suppressed in teams and leadership, they slowly cause stress, resentment and when unwatched, mental or physical health problems and burnout.According to Gallup and Deloitte research (2025):* Around 48% of employees report experiencing burnout at work.* 82% of executives report experiencing symptoms of exhaustion or burnout* Only 20% of employees worldwide are engaged at workWe can't discard the trend. The future of work and good leadership is in the ability of managing stress and emotional health at work. But most executives and employees were never trained for it, neither in personal or professional life.And when leaders are constantly operating from stress, that energy doesn't stay with them. It trickles down into teams, relationships, decision-making and ultimately into what the organization creates.When we are stressed, our nervous system moves into survival mode: fight, flight or freeze. Our thinking becomes narrower. We become more focused on protecting ourselves than creating, innovating or taking thoughtful risks.This is why self-regulation is not just a wellness practice. It is a leadership skill.Let me share this week two very simple practices, especially when you have a high-demand job.1. Heart-focused breathingThe first is heart-focused breathing, inspired by the work of the HeartMath Institute. It is a simple way to interrupt the momentum of stress and give yourself a moment before reacting.Bring your attention to the centre of your chest and imagine your breath flowing in and out through your heart area. Then breathe slowly: five seconds in, five seconds out, for around five minutes. You can use it in the morning, before a difficult conversation or presentation, when you feel activated, between meetings, or at the end of your workday to create a transition into your personal life.A good routine is to pause and practice the heart breathing three times a day.The goal isn't to make the stress disappear. It is to create enough space to choose your response rather than acting from your automatic reaction.2. The one-minute self-awareness check-inAfter the breathing, take one more minute to simply notice yourself.What am I feeling right now? Where do I feel it in my body?Are you tense? Angry? Anxious? Frustrated? Sad? Calm?You don't need to fix anything. Just notice.Our emotional state changes the way we perceive situations. The same difficult message can feel like an attack when we're exhausted and completely manageable when we're grounded.This is particularly important for leaders. Before asking “What is the right decision?”, we can also ask:“From what state am I making this decision?”Fear, anger and exhaustion can all influence the way we lead without us realizing it.Come back to yourselfI believe one of the biggest challenges for leaders today is not access to information or intelligence. AI can already process more information than we ever could.The challenge is increasingly ourselves: how we regulate, how we respond under pressure, how we hold uncertainty, and how we protect our energy and vitality.Your team doesn't only experience your words. They experience your state.So for the next 28 days, try this simple practice: five minutes of heart-focused breathing, followed by one minute of self-awareness.Do it every day. And observe what changes.Perhaps you react differently and notice your emotions earlier. Can you feel more space before reacting? Do you feel more grounded?The practice is simple.The transformation comes through repetition and new habits.You don't have to be at the mercy of your stress.Let me know how it goes after 28 days

Over the past year, my work has been taking me deeper into a question that has been sitting underneath much of my coaching practice: what happens when we have already done a lot of the work in the mind, but something is still keeping us from living our full potential?As a coach, I have spent years working with leaders on strategy, decision-making, self-awareness, leadership, relationships, purpose and business. And yet, again and again, I have seen that knowing something intellectually does not necessarily mean that we can change it. We can understand why we behave the way we do. We can talk about our fears, our childhood patterns and our limiting beliefs. We can even have a very clear vision of the person we want to become. And still, we repeat the same patterns.This is what eventually led me to explore another dimension of the work: the wisdom of the body, the intelligence of the heart and, eventually, plant medicine.For this episode of A Spark of Awareness, I invited Omar M'Rabet Gomez to have a conversation about his own journey with plant medicine, what he has learned through almost three decades of working with these traditions, and why so many leaders are increasingly curious about this work. This is not an invitation to see plant medicine as the answer to everything. There are many paths to transformation. But for some people, it can be a powerful catalyst for going beyond the patterns of the mind and accessing something that has been difficult to reach through conventional approaches alone.From the corporate world to the jungleOmar's story is very different from mine, but there was something very familiar in it. Born in Mexico, he grew up with a strong connection to nature and spent much of his youth seeking out indigenous communities and learning from people who had maintained a relationship with nature that modern society has, in many ways, forgotten.Long before plant medicine became a mainstream conversation, Omar was traveling, spending time with indigenous communities and learning from them. His first experience with peyote happened in Mexico, followed years later by his first experience with Ayahuasca in the Amazon in 2004. At the time, very little was known publicly about these traditions. There were no Instagram accounts explaining how to prepare for a ceremony, no mainstream podcasts and very little public conversation about psychedelics. He entered this world through direct experience.What happened in those early ceremonies profoundly changed him. He describes experiences of forgiveness, self-love and a deep sense of connection. One of the most important realizations for him was what he calls radical unconditional self-love.But what struck me most about Omar's story is that he did not immediately leave the corporate world and become a facilitator. He went back. He worked in business. He managed a law firm. He lived a very material, successful life. And yet, something was missing.Eventually, a series of profound life events brought him back to the path he had encountered in the jungle and ultimately led him to build a healing centre and dedicate his life to this work.Looking back, he says something that stayed with me: he didn't build the healing centre to heal other people. He built it to heal himself.Helping others became a byproduct of his own healing journey. And perhaps this is an important distinction for anyone working in the space of transformation: We cannot guide others where we have not been.Why are leaders drawn to plant medicine?One of the questions I wanted to explore with Omar was why so many high-performing leaders and entrepreneurs are increasingly curious about psychedelics and plant medicine.Because this is not only happening in spiritual communities. Omar has worked with people from all walks of life: electricians, mechanics, mothers, entrepreneurs, executives and CEOs of some of the world's largest companies.And according to his experience, the most powerful leaders often encounter the same fundamental challenges as everyone else. They get in their own way.Behind the performance, the success, the intelligence and the ability to make decisions, there can be self-doubt, imposter syndrome, fear, the need for recognition and a deep attachment to control. The more successful someone becomes, the more sophisticated the protection mechanisms can become.You can build an incredible company while simultaneously building an identity around being the person who cannot fail. You can become a CEO while secretly wondering whether you are good enough. You can have millions in the bank and still be afraid that everything could disappear tomorrow. You can become very powerful externally while feeling insecure internally.This is where Omar believes plant medicine can become a powerful catalyst. It can help people step outside the usual patterns through which they perceive themselves and their lives. Not because the medicine magically fixes anything, but because it can create an experience where you are able to see yourself, your story and your patterns from a different perspective.The biggest barrier is ourselvesOne of the themes that came up repeatedly in our conversation was control.Leaders are often rewarded for being in control. Control the strategy. Control the numbers. Control the team. Control the outcome. Control the risk.But what happens when control becomes the way we navigate our entire life?Omar shared a simple metaphor that stayed with me. Imagine holding a handful of sand. If you squeeze it as hard as you can because you are trying to control it, the sand will escape through your fingers. But if you hold it gently, it can remain in your hand.The same can happen with life. Sometimes, the harder we try to control an outcome, the more resistance we create around it.And this is particularly interesting for high achievers because the very qualities that helped them succeed can eventually become the things that limit them. Discipline can become rigidity. Ambition can become exhaustion. Focus can become obsession. Self-reliance can become isolation. Confidence can become an inability to receive help. And control can become an inability to surrender.But going beyond the mind does not mean becoming passive. This was an important point in our conversation.Being in flow is not about doing nothing and waiting for the universe to solve your problems. It is not about abandoning ambition or responsibility. It is about removing some of the unnecessary weight that we carry while pursuing what matters to us.The backpack we carry up the mountainOmar gave another metaphor that I loved. Imagine that you are climbing a mountain. You are determined to reach the top, but you are carrying a huge backpack filled with everything you have accumulated throughout your life: past relationships, childhood wounds, fears, limiting beliefs, negative thought loops, expectations and identities.You can still climb the mountain. But it is going to be much harder.Plant medicine, in his experience, can sometimes help people look inside that backpack and ask: Do I still need to carry all of this?Maybe the goal is not to stop climbing. Maybe the goal is to climb without carrying what no longer belongs to you.This is where I see a very interesting connection with leadership. Many leaders are not lacking ambition. They are not lacking intelligence. They are not lacking discipline. They are carrying too much.And sometimes the next level of performance does not come from adding another strategy, another course, another productivity system or another goal. It comes from releasing what is consuming the energy that could otherwise be available for creation.What are you afraid will happen if you change?There is also a deeper fear that comes up when we talk about this work: who will I be if I change?I have heard this question many times in my coaching practice. What if I don't want to run my company anymore? What if I stop wanting the promotion? What if I don't care about the money anymore? What if I want to build something completely different? What if I become a different person?For many leaders, their ambition has become deeply connected to their identity.The fear is not necessarily of failing. The fear is of discovering that the thing they have been chasing for the last 10, 15 or 20 years is no longer what they actually want.And that can be terrifying.Because if you have built your entire identity around being successful, what happens when your definition of success changes?This is where I believe the work becomes much deeper than performance coaching. It becomes a question of identity.Who are you underneath the achievement?Who are you when nobody is watching? Who are you without the title? Who are you without the company? Who are you without the recognition? Who are you when you no longer need to prove anything?Plant medicine can sometimes open the door to these questions very quickly. But the questions themselves are available to all of us, with or without medicine.Why now?Another question we explored was why this conversation is becoming so present now.For me, there is something happening collectively. We have never been more connected digitally, and yet many people have never felt more disconnected from themselves, from nature and from each other.We are constantly stimulated, consuming information, looking at screens. Receiving notifications, messages and opinions. And our ability to simply be present is becoming increasingly difficult.For leaders, this is amplified. They are making decisions in an environment of constant uncertainty, rapid technological change, AI, economic pressure and competition. The old model was already intense. The speed of the new world is even faster.And perhaps the answer is not to make humans operate even faster. Perhaps it is to develop another form of intelligence: one that is not only analytical, but that also includes the body, intuition, emotional intelligence, presence, discernment and connection.This is where I see the bridge between conscious leadership and plant medicine becoming particularly interesting.Beyond the mind does not mean against the mindOne thing I want to be very clear about is that I don't see this work as mind versus body.The mind is extraordinary. We need strategy. We need logic. We need analysis. We need science. We need critical thinking.But we are not only our minds.And when the mind has reached its limit, sometimes adding more information is not the answer. Sometimes the answer is to create enough space to access another form of knowing.This is why I have become increasingly interested in what happens beyond the mind. Some of the deepest shifts in my own life did not happen because I finally understood something intellectually. They happened because I felt something.I felt it in my body. I felt it in my heart. And once something is felt deeply enough, behaviour can begin to change in a way that intellectual understanding alone could not create.Plant medicine is a catalyst, not the whole journeyOne of the most important points I took from our conversation is that the ceremony itself is not the transformation.It can be the catalyst. It can open a door. It can show you something. It can help you see a pattern from a completely different perspective.But then comes the real work: integration.What do you do with what you have seen? How do you change your relationships? How do you lead your company differently? How do you change your habits? How do you communicate differently with your team? How do you make decisions? How do you live?This is where the work becomes practical.And this is also why I believe that plant medicine should never be approached casually or as a shortcut. There are risks, there are contraindications, and the context matters enormously. The preparation, the facilitator, the setting, the lineage and the integration all matter.There is a big difference between consuming a substance and entering into a properly held process of self-inquiry.As Omar said during our conversation, we don't “use” the medicine. We work with it.That distinction matters to me.A reflection for leadersSo if you are a leader listening to this and you are curious about plant medicine, I would start with a different question than “Should I do it?”I would start with: What am I still carrying that is preventing me from becoming who I know I can be?* Where am I operating from fear? * Where am I trying to control something that cannot be controlled? Where am I performing? Where do I need external validation? * What part of my identity am I afraid to lose?* Who could I become if I no longer needed to prove that I am enough?Plant medicine may be one path into those questions. It is not the only one. But for me, it has been a powerful doorway into a dimension of myself that I could not access through the mind alone.And this is the work I am increasingly bringing into my leadership practice: helping leaders go beyond performance, beyond the identity they have built, and beyond the limitations of the mind, so they can reconnect with their own wisdom, purpose and aliveness.Because the future of leadership may not need humans who can simply think faster. It may need humans who can feel deeper, see wider, and lead from a more conscious place.I am dreaming to see a world where more leaders operate from that place.Beyond The Mind: The Science of Plant MedicinesWatch The Masterclass ReplayThanks for reading Rise and Play! Subscribe for free to receive new posts and support my work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

There is something I have been noticing more and more in my conversations with clients, friends, and former colleagues in tech and games: there is a growing fatigue with the industry.People are tired of working in tech. They are tired of working in digital. They are tired of games. And when we look at the games industry, it is no longer experiencing the same golden years that many of us who built our careers in the industry experienced. Week after week, we read about thousands of layoffs. People who thought they were safe suddenly lose their jobs. Some find another position, only to lose it again six months or a year later. Others keep applying and eventually reach a point where their nervous system simply cannot take it anymore.They feel exhausted. Unmotivated. Disconnected from their work. Sometimes they leave. Sometimes they are eventually let go because they are no longer able to perform at their best.If you find yourself in this place, first of all, know that you are not alone. Probably thousands of people are asking themselves the same questions right now: Am I in the right place? Am I doing the right thing? Does it still make sense for me to spend the next ten years of my life this way? And when is the right time to change?These are not only career questions. They are questions about identity, safety, purpose, time and energy. You could call it a mid-career or midlife crisis, and yes, I believe it is real. At a certain point in life, we naturally start asking ourselves: How do I want to spend my time? Where do I want to put my energy and my talent? Does what I am doing still make sense to me?From my coaching work, I have noticed that this process tends to move through seven different stages. They are not necessarily perfectly linear, and everyone experiences them differently, but they offer a useful map for understanding what happens when you are ready—or eventually forced—to change something about your work and your career.1. The TriggerThere is usually a trigger.Something happens that forces you to examine whether you are still in the right place. It can be an external event, such as losing your job, a reorganisation, a company closing, or simply seeing what is happening in the market and realising that the environment you built your career in is changing.It can also be much more internal. You start noticing that your health is suffering, that you are exhausted, that you no longer feel passionate about what you are doing, or that you are simply asking yourself whether this is really how you want to spend the next decade.With the rise of AI and automation, there is another question emerging as well: Does it still make sense to spend years developing skills that machines are increasingly able to perform?I see two very different ways people respond to this trigger:The first is to take ownership. They notice the wind is changing and decide they would rather initiate the transition while they still have resources, energy and choice. They don't want to wait until they are forced to change. They want to own their destiny.The second is denial.“It's fine. I'm fine. I don't need to change. I don't want to change.”But if something inside you has already started shifting, ignoring it does not necessarily make it disappear.Eventually, the trigger becomes impossible to ignore.And for many people, that is when the second stage begins.2. The DanceI call this stage the dance because it is a constant back and forth between the old and the new.One moment, you think, I'm ready. I want to change my life.Then the next moment, you convince yourself that everything is actually fine.“Maybe I don't need to do this.”“What if I lose my friendships if I leave this industry?”“What if I don't have enough money?”“What if I made the wrong decision?”“What if I end up under a bridge?”I have heard all kinds of versions of these stories in coaching.This is where the mind starts producing every possible argument against change. It is the ego trying to protect the identity it knows. Even when the current situation is no longer working, the familiar still feels safer than the unknown.And sometimes, if you can create a little distance from these thoughts, there is almost something humorous about the stories we create to avoid doing the work.But this dance is part of human evolution. Growing means letting something die. It means adapting, rebuilding, and sometimes creating a completely new identity. So if you are in this back-and-forth right now, it does not necessarily mean you are doing something wrong. It may simply mean you are in the middle of the transition.Eventually, however, the dance becomes exhausting.3. Pain, Anger and the ThresholdAt some point, you get tired of going back and forth.Your mind becomes exhausted. Your body starts talking to you. You may notice health symptoms, chronic stress, frustration, anger or a growing sense that you simply cannot continue this way.This is often the moment when people who have been avoiding the decision are finally forced to confront it.I have clients who arrive at this stage saying, “I'm done. I'm tired of myself. I don't know what to do anymore, but I know I can't keep doing this.”The pain becomes greater than the fear of change.And that creates a threshold.Sometimes the trigger was enough to make someone move. Sometimes it takes years of discomfort before they finally reach this point. But eventually, something in the body says: enough.This is also why I pay so much attention to the body in my work. When the mind has spent years negotiating, rationalising and creating arguments, sometimes it is the body that finally tells the truth.4. The DecisionThe fourth stage is the decision.And this is a very important distinction in my coaching work: I don't want to work against someone's will to change. There is very little point in pushing someone toward a new direction when they have not actually decided that they want something different.The decision creates momentum.“I'm done with this phase.”“I want to own my time.”“I want more stability and financial freedom.”“I want to feel vitality again, in my life and my work.”Once the decision is made in the body, something shifts.I experienced this myself in my career. Twice, I had the experience of receiving a surprise call telling me that my team was being made redundant, or that I was being made redundant, and that everything I had built would stay with the company.The first time, I told myself I would change something, but then I let the year happen. I tried another job. And then it happened again.That second time, I paid attention.I remember thinking, No more.That was the moment, three years ago, when I decided to own my time and own how I spend my energy and what I build. I did not want to spend my life knowing that someone in a company could simply make a decision one day and sweep the ground from underneath me again.That is why I built my own business.Today, I own my time. I work when I want to work. I don't work when I don't want to work. It is a gift, but it is also something I built for myself.And this is what I tell people I work with: it starts with a decision.It is not always a question of capacity.It is first a question of whether you believe you are ready to choose differently.5. GriefBut deciding to change does not mean that everything suddenly feels good.There is grief.Because when you change careers, a part of you is going to die.Maybe it is a fifteen-year career. Maybe it is twenty years. Maybe it is the identity of the achiever, the successful executive, the expert, the CEO, the person who knows exactly how the system works.Those identities often gave us something very important: safety.When I left my corporate career, I had to go through this myself. I had been quite known in gaming and associated with big companies and big titles. I had to ask myself: Who am I when I don't have the glow of PlayStation, Voodoo, or another big company behind me? Who am I when I am no longer the CEO or the leader?That is a big part of career change that we don't talk about enough.You are not simply changing what you do.You are letting go of who you thought you were.And that requires grief.6. AcceptanceAfter grief comes acceptance.Acceptance that the person you were is no longer who you are. Acceptance that your lifestyle may change. Acceptance that some relationships may change. Acceptance that the way you relate to money, success, purpose and even your own identity may be completely different.When I look back at my own transition, I also had to examine my relationship with money and status.At one point, I was earning very well and spending a lot because I felt that if I worked that hard, I deserved to spend that money. Restaurants, expensive things, a lifestyle that was partly compensating for how much time and energy I was giving to work.When I changed my life, I realised I didn't actually need as much.My relationship with money changed because my relationship with myself changed. I didn't need to compensate for what was missing in my life by buying things or creating a lifestyle that proved I was successful.Acceptance is also about asking a much bigger question: What am I actually here for?Am I here to maximise profit for shareholders?Or am I here to create something I genuinely believe is valuable for other people and for the world?That shift can change everything.7. The New SelfAnd then comes the seventh stage: the new identity.This is where the deepest work begins.When you strip away the job title, the company, the status, the salary, the industry, the role and the professional identity, who are you?Many people know exactly who they are when they are employed. They know how to operate within the system. They have learned the rules. They know how money works, how status works, how to get promoted, how to relate to people and how to succeed.But what happens when you leave the system?Who are you when people choose to like you not because of your title, but because of who you are?This is a place that many people fear, but it is also where the growth is.I see this with founders who are terrified of failing their company. Sometimes they are not actually afraid of the company failing. They are afraid of having to answer the question: Who am I if this company doesn't exist?The same happens when someone loses their job.Who am I if I am not my job?And this is why we so often rush toward the next thing. The next company. The next title. The next project. The next identity.We look for another hook to hold onto.But deep down, we know that no job is going to save us forever from answering the deeper questions.Am I worthy when I am not achieving?Am I worthy of love when I am not leading a company?Am I enough when I am not successful?These are the questions underneath many of the career transitions I witness in my work.To A New Value SystemOnce you reach this new identity, your entire value system can start to change.You may realise that trading time for money doesn't make as much sense to you anymore. Perhaps you start thinking instead about the value you create with your energy, your experience, your creativity and your time.You also start asking yourself what you are actually optimising for.Is it money? Is it status?Is it time?Or is it energy?I know many people who have plenty of time and money but very little vitality. They are comfortable, but apathetic. They don't feel inspired or excited about their lives.And I know people who have much less money or status by conventional standards, but who have an incredible amount of vitality. They have creativity, love, connection, inspiration and a sense of purpose.A calm mind, a fit body, and a house full of love.These things cannot be bought. They must be earned.-Naval Ravikant-Isn't that what we ultimately need?When our basic needs are met, the questions become much deeper. We start looking for connection, safety, love, and a sense that our lives actually mean something.And those are things that money cannot necessarily buy.Where Are You on the Map?So if you are currently questioning your career, your industry, or the direction of your life, I invite you to look at these seven stages and ask yourself where you are.* Are you at the trigger, sensing that something is changing?* Are you dancing between the old and the new?* Have you reached the threshold of pain and frustration?* Have you made the decision?* Are you grieving the identity you are leaving behind?* Or are you already stepping into a new identity and discovering who you are beyond the labels?If you are somewhere on this journey, know that you are not alone.I am very glad that I did not do it alone. I worked with a coach for a year while navigating my own transition, because I needed support to find new landmarks when the old ones disappeared.You don't have to know immediately who you are going to become.But you do have to become willing to let the old version of yourself change.And sometimes, the biggest question is not “What do I want to do next?”It is simply:Who am I when I stop being what I have always known?That is where the real journey begins.Thanks for reading Rise and Play! Subscribe for free to receive new posts and support my work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

FREE Masterclass “Beyond The Mind: The Science Of Plant Medicines”

FREE Masterclass “Beyond The Mind: The Science Of Plant Medicines”

FREE Masterclass “Beyond The Mind: The Science Of Plant Medicines”

Over the past weeks, we've explored the six core human needs and the shadows they create when they unconsciously drive our lives and leadership.We began with the need for certainty, which often becomes the need for control. We explored the need for variety and how it can create instability. We looked at significance, our desire to be seen and recognized, and at love and connection, where over-giving and people-pleasing often emerge. Finally, we reflected on the need for growth and how the pursuit of constant evolution can become exhausting when it never allows space for integration.Today, I want to close this series with the sixth and final need:The need for contribution.In many ways, I see this as the most mature of the six human needs.But it is also the easiest one to confuse with the others.What Is the Need for Contribution?The need for contribution is the desire to create meaningful impact beyond yourself.It is the desire to give back.To leave something better than you found it.To use your skills, experience, and life for something larger than your own success.Many people describe contribution as the highest expression of purpose.Yet there is an important question we rarely ask ourselves:From which place are we contributing?Because contribution can easily become another disguise for an unmet human need.Are you contributing because you need recognition?Then perhaps significance is still driving your actions.Are you contributing because helping others allows you to belong?Perhaps the need for love and connection is underneath.Are you contributing because it helps you learn and evolve?Perhaps growth is still leading the way.Contribution itself is not enough.The intention behind it matters.When Giving Is Another Way of ReceivingOne of the biggest lessons I've learned is that many of us give because, unconsciously, we hope to receive something in return.Recognition.Validation.Love.Belonging.Security.There is nothing wrong with these needs, they are deeply human.The invitation is simply to become aware of them.Healthy contribution begins when the act of giving is complete in itself.When giving is already fulfilling.When nothing needs to come back for the contribution to have meaning.That, for me, is where contribution becomes truly free.The Shadow of ContributionLike every human need, contribution also has its shadow.One of the most common expressions I see—particularly in women leaders—is over-giving.Helping everyone.Always being available.Giving expertise away for free.Putting others first.Feeling guilty for receiving.The intention is beautiful.But over time, it becomes unsustainable.Because contribution without receiving eventually creates depletion.Everything in nature exists in relationship.Breathing in. Breathing out.Giving. Receiving.Neither can exist without the other.One question worth reflecting on is:How comfortable are you receiving?Can you receive money without guilt?Can you receive appreciation without minimizing it? Say ‘Thank you'.Can you receive support without feeling indebted?Many people who love to contribute discover that receiving is actually much harder than giving.And yet both are necessary.My Own ShiftWhen I look back on my own career, I can clearly see how this need evolved over time.For many years, I worked in the gaming industry.I loved the creativity.I loved the innovation.I loved building teams and creating products that reached millions of people.I also received a great deal in return.Meaningful work.Recognition.Financial security.Growth.But eventually, a deeper question emerged.What am I contributing to?The games we created generated engagement, screen time, and significant revenue.From a business perspective, they were successful.But I also knew who some of our players were.I knew stories of people spending thousands of euros in games.People whose behavior resembled addiction more than entertainment.And I had to ask myself:Is this the impact I want to have?That question changed everything.It wasn't a judgment of the industry.It was an honest reflection on my own values.I realized that my deepest need was no longer growth.Or recognition.Or achievement.It had become contribution.That realization eventually led me toward coaching.Toward conscious leadership.Toward creating spaces where leaders examine not only what they build, but the impact they create on the people around them.When Contribution Becomes a Different QuestionAt some point in life, many people reach a quiet transition.They've achieved.They've grown.They've accumulated experience.And the question changes.Instead of asking:“How can I become more successful?”They begin asking:“What do I want to leave behind?”Contribution is no longer about building something bigger.It becomes about building something meaningful.For me, that has become the work.Helping leaders move from fear to love.From leading through control, ego, and survival...To leading from awareness, integrity, and the heart.That doesn't happen through strategy alone.It requires inner work.Because the quality of what we contribute will always reflect the quality of the place we are contributing from.Looking Back at the Six Human NeedsAs we close this series, I invite you to reflect on all six human needs.* Where do you seek certainty and control?* Where do you constantly chase novelty?* Where do you need recognition?* Where do you sacrifice yourself to maintain connection?* Where do you push yourself to keep growing?* And finally…How do all of these needs shape the way you contribute to the world?Every need is valid.Every need has a shadow.The goal is never to eliminate these needs.The goal is to become aware of them.Because awareness is where freedom begins.Reflection QuestionsTake some time to journal with these questions:* Which of the six human needs drives most of your decisions today?* When you contribute, what are you hoping to receive in return?* How comfortable are you with receiving?* What impact are you truly creating through your work?* If recognition, money, and status disappeared, would you still choose the same path?Closing ReflectionFor me, contribution is not about saving the world.It is about bringing more consciousness into it.Helping people move from fear to love.From unconscious patterns to awareness.From reacting to choosing.If this series has taught us anything, it is that our shadows are not something to eliminate.They are invitations.Invitations to understand ourselves more deeply.Because once we understand what has been driving us, we finally become free to choose a different way of leading, living, and contributing.And perhaps that is the greatest contribution any of us can make.Thanks for reading Rise and Play! Subscribe for free to receive new posts and support my work.I am opening the registration for a unique event on Sept 4-7, a medicinal retreat in Europe for conscious leaders ready to go to the next level.We are curating a selected group of 12. Book a discovery call for more information. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

In this series on the six human needs, we've already explored certainty, variety, significance, and love and connection.Today, we're looking at the fifth human need:Growth.For me, this has been one of the strongest drivers throughout my life.Growth has shaped how I learn, how I lead, how I build businesses, and how I relate to challenges.It has also been one of my biggest teachers.Because like every human need, growth is beautiful.And like every human need, it also has a shadow.What Is the Need for Growth?The need for growth is the desire to learn, evolve, and become more.People with this need often love challenges.They enjoy learning new skills.They seek transformation.They are energized by difficult situations because every challenge becomes an opportunity to grow.If this is your dominant need, you probably recognize yourself here:* You love learning.* You constantly seek new perspectives.* You are rarely intimidated by difficult problems.* You often feel excited by change rather than discouraged by it.Growth becomes a way of life.There is nothing wrong with that.In fact, growth is part of nature.Everything alive is constantly evolving

In this series on the six human needs, we've already explored certainty, variety, and significance.Today, we're looking at the fourth human need:Love and connection. At first glance, this need seems harmless.Who doesn't want love?Who doesn't want meaningful relationships, belonging, and connection?The challenge is not the need itself.The challenge is what happens when our need for connection becomes stronger than our willingness to be truthful.What Is the Need for Love and Connection?The need for love and connection is the desire to feel close to others.To belong.To be included.To feel connected to family, partners, colleagues, teams, and communities.People with a strong need for connection often thrive in collaborative environments.They enjoy working with teams.They build deep relationships and bring people together.They care deeply about harmony.These are beautiful qualities.But like every human need, this one has a shadow.And the shadow often appears in leadership.When Connection Becomes DependencyThe shadow side of love and connection is not love.It is dependency, over-giving.It is people-pleasing.It is sacrificing your truth to preserve harmony.The fear underneath is simple:If I disrupt the connection, I may lose it.This fear shows up everywhere.A leader keeps an underperforming team member because they don't want to hurt their feelings.A founder avoids difficult conversations with a business partner because they want to stay friends.A coach overextends themselves to keep clients happy.A person remains in an unhealthy relationship because leaving feels more painful than staying.In all these situations, connection becomes more important than authenticity.And eventually, that comes at a cost.The Hidden Cost of Keeping the PeaceMany leaders don't recognize themselves as people-pleasers.The behavior often looks different at senior levels.It may appear as:* Avoiding difficult conversations* Delaying necessary decisions* Keeping partnerships that are no longer aligned* Over-accommodating others* Struggling to set boundaries* Carrying emotional burdens that aren't theirsFrom the outside, it can look like kindness.Inside, it often feels like exhaustion.Because maintaining harmony requires energy.And when harmony is maintained at the expense of truth, the cost is usually paid by the person carrying the burden: You.Where Does This Pattern Come From?For me, this pattern has roots in my upbringing.Growing up in an Asian family, I learned very early that harmony mattered.The harmony of the group mattered.Keeping peace within the family was associated with safety.Breaking harmony felt dangerous.Being excluded felt unsafe.Of course, as children, these adaptations make sense.Belonging has always been tied to survival.Our nervous system still carries traces of that evolutionary reality.The challenge is that many of us continue operating from those old assumptions long after the original circumstances have passed.We act as if disagreement will lead to abandonment.As if honesty and boundaries will destroy connection.But is that actually true?The Leadership Practice: BoundariesThe practice is not to love less.The practice is to love differently.To learn that connection does not require self-sacrifice.To learn that boundaries do not destroy relationships.In fact, healthy boundaries often strengthen them.A question worth exploring is:Can you feel connected without giving everything away?Can you maintain a relationship while saying no?Can you disagree without withdrawing?Many people discover something surprising:The relationship survives.And sometimes it becomes stronger.Because authentic connection requires truth.Not performance.What Happens When Love Isn't Reciprocated?This is another place where people struggle.Some people naturally give love very freely.They are generous, open-hearted and supportive.But not everyone knows how to receive love.And not everyone expresses it in the same way.When love isn't returned in the way we expect, we often make it personal.We assume:“They don't appreciate me = They don't love me.”But reality is often more nuanced.People simply express love differently.The Five Languages of LoveOne framework that has been helpful for understanding this is the concept of the Five Love Languages (Resource)People tend to express and receive love through different channels:* Acts of Service* Quality Time* Gifts* Physical Touch* Words of AffirmationProblems arise when we expect others to love us in our preferred language.For example:You may need words of affirmation.Your partner may express love through acts of service.You may need quality time.Your colleague may show appreciation through practical support.The love is present, but the language is different.Recognizing this can soften resentment and create more understanding in both leadership and personal relationships.The Deeper PracticeUltimately, the practice is not about getting more love from others.It is about cultivating enough love within yourself that connection becomes a choice rather than a necessity.Can you feel worthy even when someone disagrees with you?Can you stay connected to yourself when a relationship changes?Can you remain open-hearted without abandoning your boundaries?These are the questions that transform the need for connection from a dependency into inter-dependency.A Personal ReflectionThis need has been very present throughout my life.But what has changed is how I relate to it.I've learned that sometimes love requires difficult conversations.Sometimes it requires saying no.Sometimes it requires risking disappointment.And paradoxically, those moments often deepen connection rather than destroy it.Because authentic relationships are not built on agreement.They are built on truth.Reflection QuestionsTake a moment to reflect:* Where are you sacrificing your truth to preserve harmony?* What relationship are you afraid to challenge?* Where are you over-giving in the hope of receiving connection?* What would happen if you trusted that real connection could survive disagreement?Closing ReflectionThe need for love and connection is one of our most beautiful human needs.It reminds us that we are not meant to navigate life alone.The invitation is not to need less connection.The invitation is to create healthier connection.Connection rooted in truth, supported by boundaries.Connection that allows both closeness and individuality.Because real love does not require you to abandon yourself in order to belong

In this series on the six human needs, we've already explored the need for certainty and the need for variety in the previous episodes.Today, we're looking at the third human need: significance.This one feels particularly personal to me.As I've transitioned from leadership roles in tech and gaming into coaching and conscious leadership, I've had to confront my own relationship with significance. Not just professionally, but at a much deeper level.Because significance is one of the most celebrated needs in modern leadership.And one of the least examined.What Is the Need for Significance?The need for significance is the need to feel important.To be seen.To be recognized.To be valued.To know that we matter.There is nothing wrong with this need. It is deeply human.The challenge begins when our sense of significance depends entirely on external validation.When we need the title.The promotion.The company.The audience.The visibility.The achievement. The exit.To feel worthy.At that point, significance stops being a healthy need and becomes a shadow.Where Does It Come From?For many people, the need for significance is rooted in earlier experiences of feeling unseen.Perhaps your voice wasn't heard.Perhaps your opinions didn't matter.Perhaps you only received attention when you performed, achieved, or succeeded.That was certainly true for me.Growing up, I often felt invisible unless I achieved something.Recognition came through performance.Achievement became the place where I felt valued. Where I felt loved, where I felt safe.So I learned to achieve.I pursued promotions.Leadership positions.Recognition.Success.I became a founder, a CEO, a leader.And it felt good.Because every achievement temporarily filled the space where significance was missing.The problem is that external significance is never enough. There is always another milestone.Another title. Another level to reach.An endless hunger for ambition.How Significance Shapes LeadershipThis pattern shows up frequently in founders and executives.The company needs to be bigger.The revenue needs to be higher.The fundraising round needs to be larger.The impact needs to be more visible.When you ask why these goals matter so much, the answer is often revealing.Only then will I be successful.Only then will I be respected.Only then will I matter.Only then will I be “enough”.This is where significance becomes dangerous.Not because ambition is wrong.But because the business becomes a vehicle for proving personal worth.When leaders operate from this place, organizations often become centered around the ego needs of the founder rather than the needs of the people they serve.Everything starts to revolve around image, status, and perception.What looks impressive.What gets attention.What creates recognition — and we have seen a lot of that in the tech and gaming industry over the past years.And somewhere in the process, authenticity gets lost.The Hidden Cost of External ValidationI know this pattern well.Earlier in my career, visibility gave me power.It gave me influence.It gave me opportunities.But it also consumed me.Because when significance is built externally, you become dependent on external feedback to maintain your sense of self.The applause becomes necessary.The recognition becomes necessary.The visibility becomes necessary.And eventually, you stop asking:“Am I fulfilled?”And start asking:“Am I seen?”These are very different questions.The Real WorkThe real work is learning to feel significant without needing to be significant.Stay with that for a moment.Learning to feel significant without needing to be seen.Without needing recognition.Without needing validation.Without needing the room to acknowledge your value.This is where internal significance begins.The question becomes:Can you appreciate your own accomplishments even if nobody else knows about them?Can you complete something meaningful without sharing it publicly?Can you find satisfaction in the work itself?Can your own witness be enough?This is not about hiding.It is not about becoming invisible.It is about loosening the attachment between your worth and other people's recognition.A Personal ShiftThis has been one of the deepest practices in my own transformation.As I moved into coaching and conscious leadership, I realized I could no longer lead from the same need for visibility that had driven parts of my earlier career.I had to shift from being the expert to becoming the guide.From being recognized to being useful.From seeking significance externally to cultivating it internally.It is still a practice.But it has created far more peace than any title ever did.Practices for Balancing the Need for SignificanceIf this pattern resonates with you, here are a few simple practices:✅ Accomplish Something Without Sharing ItDo something meaningful that nobody else needs to know about.Notice what arises.Do you still feel proud of it?✅ Attend Without Being the Center of AttentionGo to an event without trying to be noticed.Practice listening instead of performing.Observe what happens internally.✅ Focus on Craft Rather Than RecognitionShift attention from how your work is perceived to the quality of the work itself.Can the process become more rewarding than the outcome?✅ Ask Yourself ‘Why'When you want more visibility, more success, or more recognition, pause.Ask: What am I hoping this achievement will give me?The answer is often deeper than the goal itself.

Welcome to a new episode of Spark of Awareness, continuing the series on the six human needs.If you missed the previous episode, I encourage you to connect with it. Each of these needs carries both a constructive expression and a shadow expression. In leadership, these shadows inevitably appear to varying degrees, and when they remain unconscious, they can hinder growth, decision-making, and long-term impact.Today, we explore the second human need: variety and uncertainty.This need reflects the desire for change, novelty, stimulation, unpredictability, adventure, risk, and new experiences. It is the drive toward what is unknown and evolving.If you recognize this in yourself, it is worth examining honestly.The Need for Variety in LeadershipPersonally, this need has been very present in my own life.I have often been drawn to new projects, new experiences, and new environments that create a sense of renewed energy. Repetition, long cycles, and sustained commitment have at times felt difficult.At its extreme, this pattern can lead to restlessness and a constant search for change. Without awareness, it can manifest in premature exits from teams, companies, or relationships — not necessarily because something is wrong, but because internal energy is pushing toward novelty.In hindsight, I can see moments where I was not responding to external reality, but to an internal need for change. Instead of understanding what was happening within me, I expressed it through external disruption.This pattern influences how things begin and end — projects, commitments, and relationships.The Shadow of Constant ChangeIn leadership, this need can become highly destabilizing.For example, in executives or founders, it may appear as constant shifts in direction — an ongoing pursuit of what feels new, exciting, or stimulating. However, what feels energizing for the individual is not always what a business requires.Organizations often need stability, consistency, and sustained execution. When leadership is driven primarily by novelty, it can create confusion and lack of grounding within teams.A key challenge is distinguishing between:* Necessary evolution* And personal preference for changeWithout this distinction, decision-making becomes reactive rather than strategic.Restlessness and the Creation of ChaosThis need can also express itself through intensity.When there is no clear channel for novelty or stimulation, it may manifest as unnecessary complexity, conflict, or even chaos. Situations become more complicated than they need to be, not because of external conditions, but because internal energy seeks movement.In some cases, this creates artificial urgency — a sense that something must be fixed, solved, or disrupted in order to feel alive.In business environments, this can be particularly damaging, especially where discipline, clarity, and consistency are required.Instability and Lack of CommitmentWhen the need for variety dominates, it often leads to instability.There can be a resistance to planning, structure, or long-term commitment. This pattern is also visible in broader society, where commitment in work, relationships, and long-term projects is increasingly fragile.In a leadership context, this becomes a barrier to mastery. Growth requires repetition, patience, and sustained focus. Without that, execution becomes fragmented.Another shadow expression is addiction to novelty: constantly starting new things while rarely completing them.This leads to scattered energy and unfinished potential.The Cost of Unchanneled EnergyAt the core, this is not a lack of energy — it is often the opposite. Too much energy.Many people with this pattern have significant internal energy, creativity, and drive. The challenge is not generating energy, but directing it.When it is not consciously channeled, it tends to fragment:* too many projects* constant restarting* unresolved commitments* loss of continuityInstead of creating value, the energy disperses.The key question becomes: how do you channel energy into creation rather than disruption?Awareness and Rechanneling EnergyThe first step is awareness: recognizing the pattern without judgment.Personally, I noticed a tendency to start many projects but struggle to sustain them. Over time, I learned that consistency itself is a discipline — not a limitation of creativity.The practice is not to suppress this energy, but to contain and redirect it.When restlessness arises, the first step is not immediate action. It is observation. Sitting with the energy without reacting to it.Often, nothing needs to be done immediately. The body may feel agitated, but the system stabilizes when the impulse is not instantly acted upon.Once the intensity settles, the energy can be redirected into something constructive:* writing* reflecting* creating* consolidating vision* refining directionThe goal is not to eliminate movement, but to transform it into intentional creation.Separating Expression from ResponsibilityOne important practice has been learning where expression belongs.Creative exploration, experimentation, and self-expression are valuable — but they are not always appropriate in every context.For example, in coaching or leadership environments, the role is not self-expression, but service. The focus is on the needs of others, not internal impulses.This separation is essential.Without it, personal energy can unconsciously influence spaces that require neutrality, clarity, and presence.The same applies to leadership in organizations: personal excitement should not override what the system actually needs.A useful question becomes:Is this decision serving the business, or serving my own need for stimulation?If it is the latter, it may belong elsewhere.Channeling Energy Outside of WorkWhen personal expression is needed, it is important to give it a proper outlet outside professional responsibilities.This may include creative practices, movement, or environments where expression is held safely and does not impact others' work or expectations.This separation allows leadership spaces to remain stable, while personal energy still has room to flow.Both needs can coexist — but they must be held in the right contexts.Closing Practice: Working with Restless EnergyTo close, I invite a simple meditation practice centered on this theme.Sit comfortably and bring attention to your breath.Observe your internal state without attempting to change it.Notice where energy is present in the body:* the chest* the belly* the mind* the breathSimply observe.As you continue breathing, notice how the energy shifts. In many cases, it begins to regulate on its own.Some areas soften. Some tension releases. A sense of grounding emerges naturally.This practice does not require effort — only awareness.When restlessness appears in daily life, return to this observation. Sit with it before acting.Then, if needed, journal:* What is this energy asking for?* Where does it want to go?* How can it be directed constructively?Over time, this builds the ability to transform raw energy into intentional creation.Closing ReflectionThe need for variety is not a problem.In its healthy form, it brings creativity, innovation, and movement. In its shadow form, it creates instability, fragmentation, and unnecessary disruption.The work is not to remove this energy, but to learn how to channel it.Next week, we continue with the third human need: significance — the need for recognition and being seen

Welcome to a new episode of Spark of Awareness.I've been away for a few weeks, integrating everything that happened over the past months. Many positive changes took place, but integration takes time. Sometimes, making priorities means letting go and accepting that we do not always have control — a theme I'll explore throughout this series.In this series, I'm diving into the six human needs and their shadow expressions in leadership.The framework of the six human needs appears across several psychology and coaching work. You may know it through Tony Robbins' work, but there are many models exploring human motivation and behavior: self-determination theory, Maslow's hierarchy of needs, and others.I'm always interested in examining how humans function through different lenses. What I find valuable about the six human needs model is its ability to reveal our patterns and shadows.The purpose of this reflection is cultivating self-awareness. Self-awareness allows us to become more conscious of what we do, how we think, and ultimately, how we act.The six human needs are:* Certainty* Variety / Uncertainty* Significance* Love and Connection* Growth* ContributionEach episode in this series explores one of these needs through the lens of leadership and self-awareness. Today, I'm focusing on the first: the need for certainty.The Need for Certainty as the Need for ControlThe need for certainty is highly present in business and leadership.If I had to translate certainty into practical leadership behavior, I would call it the need for control.When the need for certainty becomes dominant, it often turns into an excessive focus on control. In organizations, this pattern appears frequently.We try to control outcomes. We seek certainty around success. We want guarantees that we will meet our targets, grow, survive, or secure the future.This creates pressure — pressure from leadership to control markets, despite the reality that markets cannot be controlled.It shows up as controlling employees, peers, or outcomes. It can manifest as manipulation, increased dependency on systems or people, and a loss of sovereignty.The need for certainty itself is not wrong. All human needs are valid.The problem emerges when a need becomes unexamined and overextended. At that point, it turns into a shadow — a blocker to growth, personal development, and consciousness.The Shadow Side of CertaintyThe shadow of certainty is an excessive attachment to control, safety, and predictability.We want every action we take today to guarantee future success. We want certainty that effort will produce the desired outcome.Unfortunately, reality does not work that way.Effort increases probability, but it does not guarantee results — especially in business.Startup success rates alone remind us of this reality.This overinvestment in certainty often extends to teams and relationships. Leaders may try to control employees to ensure they stay forever. Similar patterns appear in personal relationships: controlling someone to prevent them from leaving, or to obtain something from them.But controlling the market, outcomes, or other people is ultimately an illusion.People do what they want to do. They often act according to their own motivations, not according to our expectations.Recognizing this is an important reminder: much of what we try to control is beyond our control.The Reinforcing Cycle of ControlThe need for certainty easily becomes a reinforcing loop.When control fails, we often respond by trying to create stronger mechanisms of control: more contracts, more legal protections, more planning, tighter agreements, reduced freedom.The question becomes:Do you notice yourself forcing guarantees in order to feel in control?The path forward is not stronger control.It is learning to release control.It is surrender.Learning to SurrenderI speak from personal experience here.The need for certainty was deeply present in my earlier life. Certainty represented safety. I wanted assurance that no one would harm me, that there would be financial runway, that my salary would keep me safe.Working in the games industry taught me otherwise.It has been an incredible journey, but also one filled with uncertainty.Teams closed. People left. Expected numbers did not materialize. I left companies I had not planned to leave.Over time, I learned — often the hard way — that there is very little I truly control.Practicing Not KnowingIf you recognize yourself clinging to certainty, especially when it prevents growth, the practice is simple, though not easy:Practice not knowing.What does it feel like, in your body, to let go of control little by little?For me, releasing control created anxiety and stress. It became a gradual practice: letting go a little more, then a little more again.What can you release and discover that nothing catastrophic happens when you stop controlling?At minimum, your body often feels different — less contracted, less tense, less exhausted.Because certainty and control create physical contraction. They create tension, fatigue, and when sustained long enough, chronic symptoms.What Can You Actually Control?This brings me back to stoicism.Stoic practice reminds us that we control very little outside ourselves.What we can influence are our thoughts, our perceptions, and the actions that arise from them.How do you interpret events?How do you speak to yourself?Negative self-talk tends to generate actions that reinforce negative beliefs. A different interpretation creates different possibilities for action.Your perception of a situation is something you can work with.Acceptance as a Leadership PracticeAnother practice for those heavily attached to control is acceptance.Acceptance of what is.When someone does not do what you want, when reality unfolds differently than expected — can you sit with it?Can you be with your frustration?This has been an important practice in my own life.Because my pattern was certainty, much of my work involved becoming familiar with anxiety, uncertainty, and not knowing.Learning that it is safe not to know.Because trying to know everything is largely an illusion.It rarely changes the outcome.What changes is your internal state: you feel clearer, calmer, and more grounded in your body.Closing ReflectionTo summarize:Everyone has a need for certainty.In its shadow form, certainty becomes an excessive need for control and predictability.The invitation is to practice not knowing. To move forward without guaranteed outcomes. To discover what happens when you continue walking your path without certainty.A few years ago, I did not know I would become a coach.I did not try to force the answer.I focused on learning, improving my craft, listening to the market, understanding what people needed, and following the current of life.Today, I'm in the right place.But arriving here required surrender.So the question I leave with you is:How can you surrender a little more to not having control?Thanks for reading Rise and Play! Subscribe for free to receive new posts and support my work.

In this episode, Sam Bell (host of the Natural Genius podcast) interviews Sophie Vo about bringing more of the whole human into business: heart, healing, responsibility, joy, intuition and higher consciousness.Sophie has spent more than 20 years in technology, entrepreneurship, games and leadership. Now, through ORIN and her wider work, she supports leaders and women to come back to their own truth, voice and power. This conversation explores what becomes possible when business can hold more than strategy and execution. It can also hold healing, love, self-mastery, connection and the unseen dimensions that shape how people build.

In our fast-paced world driven by algorithms and constant stimuli, the journey of self-mastery is an often overlooked yet crucial path. This episode distills the key learnings from the insightful teachings of Sophie Vo, conscious leadership coach, on how to let go and embark on a journey of self-awareness. We explore the signals that reveal shadows in leadership, offer options to practice self-awareness, and provide actionable insights to guide you toward mastering yourself, and ultimately, your endeavors.Conscious leadership begins from within. The path to self-mastery is not through external validation but through internal reflection and understanding. By engaging in deep inner work, you are invited to peel back layers that are not inherently ours and connect to our true selves.What are the signals of shadows in your leadership?

Welcome to a Spark of Awareness, a weekly 15-minute reflection for leaders to reclaim inner authority in a world shaped by algorithms and constant stimulation.Setting boundaries is a recurring theme in Sophie Vo's coaching sessions, reflecting a widespread challenge many leaders face. While the concept of boundaries is broadly understood, the application is often lacking. A boundary, in its simplest form, is a clear “yes-no” delineation, a determination of what we allow into our lives and what we keep out. Healthy boundaries are crucial to defining our relationships, shaping our professional life, and managing our energyThis episode focuses on boundaries as the foundation of self-mastery: a clear yes/no that determines what comes into your life and what doesn't: shaping relationships, money, work, time, energy, thoughts, and space. Sophie explores how default yeses leak energy and put you on other people's agendas, and why practicing “no” can mean disappointment, lost invitations, or changing connections (sharing her own boundaries around alcohol and certain networking environments). The episode invites listeners to curate inputs—news, conversations, environments—and offers a 28-day practice: write boundaries across life areas, track where they're honored or broken, and iterate daily. 01:39 Why Boundaries Matter03:35 Yes No Clarity05:26 The Cost of Saying No07:51 Energy Relationship Space11:16 My Boundary Rules14:09 28-Day Boundary Practice: Start Now15:30 Closing Meditation18:55 Wrap Up and Next Series on the 6 Human NeedsThanks for tuning in to a Spark of Awareness. Subscribe for free to receive your weekly reflection. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

Welcome to a Spark of Awareness, a weekly 15-minute reflection for leaders to reclaim inner authority in a world shaped by algorithms and constant stimulation.Sophie Vo closes her series on emotions in leadership by naming what's often missing in business settings: love, expressed as the courage of the heart. We mean by that self-love, and compassion, not boundaryless attachment. Sophie explains that when love isn't given space, fear, mistrust, and control take over, and leadership becomes rigid and less human. Through the example of a key team member leaving, she contrasts ego-driven reactions (betrayal, blame, guilt) with a compassionate approach that centers the other person's needs, keeps the situation factual, and protects the leader's nervous system from rumination. She shares how choosing compassion in her own departures and client work freed energy for what's next. A daily practice is offered at the end of the episode, to cultivate love from within with morning meditation, gratitude, prayer, movement, or music. Follow this practice for 28 days to bring your human-centered leadership to the next level.01:39 Emotions Series Recap02:55 Why Love Matters04:02 Defining Healthy Love05:32 Compassion When People Leave07:54 Protect Your Nervous System09:11 Personal Lessons and Letting Go11:48 Daily Rituals to Cultivate Love14:26 28-Day Love Leadership Activation15:32 Heart Centered Meditation18:42 Next Series Human NeedsThanks for tuning in to a Spark of Awareness. Subscribe for free to receive your weekly dose of consciousness. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

Welcome to 's Spark of Awareness, a weekly 15-minute reflection for leaders to reclaim inner authority in a world shaped by algorithms and constant stimulation.Recording from Coppet on the Switzerland–France border while finishing training in energetic healing and family system constellation, Sophie Vo reflects on a two-and-a-half-year transformation from gaming executive (Head of Studio at Voodoo, GM at PlayStation) to leadership and transformative Coach. After two abrupt corporate cutbacks and dismissals, Sophie took a break to pursue self-mastery and sat with plant medicine (Yagé) in Colombia, which deepened her understanding of human nature, distraction, and the roots of conflict, which helped her reconnect with her Vietnamese ancestral and shamanic roots. Returning recently to sit again with the medicine in the jungle, she feels she has closed a chapter of recalibrating career and relationships, leaving games to prioritize nature and connection. With the space cleared, Sophie is now expanding a bigger, scarier decade-long vision: building a sanctuary in nature for healing, education, and community. She explains plant medicine as a way to face truth, release stuck emotions, and integrate change through ongoing group support, and previews upcoming episodes on emotions (love) and human needs.01:00 Self Mastery Focus02:54 Career Peak to Wake Up Call05:01 Life breakthrough Plant Medicine Retreat06:45 Colombia Insights and Roots10:09 Closing An Old Chapter11:19 Dreaming a Nature Sanctuary13:11 Why Plant Medicine17:05 Integration and Sisterhood19:42 Building the Nature Temple VisionThanks for tuning in to a Spark of Awareness. Subscribe for free to receive your weekly dose of consciousness This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

Welcome to 's Spark of Awareness, a weekly 15-minute reflection for leaders to reclaim inner authority in a world shaped by algorithms and constant stimulation.In this episode on fear, as the most dominant emotion at work and the polar opposite of love, Sophie Vo explores how fear is amplified by news, media, and marketing and how unexamined fear drives high-stakes decisions, damages teams and products, and fuels stress and burnout. Sophie distinguishes fear from intuition: fear is urgent, immediate, and often felt as bodily contraction (chest, lungs, belly), while intuition is quieter and still present over time. She shares personal examples of fear around scaling her coaching business and pursuing a long-term vision to build a nature-based school of consciousness, emphasizing breaking “big monster” fears into first steps. We close this episode with coaching practices of fear-setting journaling (map, prevent/mitigate, test what's true) and closes with a grounding breath meditation, previewing a next episode on love.01:39 Why Fear Runs Work04:54 Fear Versus Intuition06:21 Feel Fear in Body07:48 Fear as Growth Compass08:40 Scaling Vision Example10:44 Nature School Vision12:00 Fear Setting Practice13:00 Closing Meditation15:38 Next Episode Love16:26 Final Reflection InviteThanks for tuning in to a Spark of Awareness. Subscribe for free to receive your weekly dose of consciousness. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

Welcome to 's Spark of Awareness, a weekly 15-minute reflection for leaders to reclaim inner authority in a world shaped by algorithms and constant stimulation.In this episode on suppressed emotions at work, Sophie Vo focuses on Sadness as the process of something that used to be and is no more, an inevitable companion to transformation, endings, and rebirth in teams, projects, and leadership identities.Unprocessed grief creates organizational inconsistency, broken trust, cultural erosion, and a backlog of sadness that can turn into anger and toxic behavior in team cultures.Sophie shares her own grieving in shifting from tech executive work to deeper transformative and somatic leadership spaces, including letting go of misaligned clients and identities, tolerating the void that follows, and making space for what is aligned. Practices include noticing sadness in the body (heart contraction), tracing what's being released, allowing tears, asking what must be closed, and creating gratitude-based closing rituals such as burning paper, starting a new journal page, followed by a short heart-centered breathing meditation.01:39 Why Sadness Matters at Work02:46 Defining Sadness and Loss03:44 Workplace Change and Grief05:03 When Grief Turns Toxic06:34 Personal Grieving Story11:16 Making Space for the New12:19 Somatic Signs and Awareness13:34 Inner Child and Abandonment15:00 Reflection Questions and Letting Go16:11 Rituals for Closure and Gratitude18:33 Closing Meditation and FarewellThanks for tuning in to a Spark of Awareness. Subscribe for free to receive your weekly dose of consciousness. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

Welcome to Sophie Vo's Spark of Awareness, a weekly 15-minute reflection for leaders to reclaim inner authority in a world shaped by algorithms and constant stimulation. Continuing her series on unconscious emotions at work, Sophie examines shame and guilt as a sneaky, damaging force that breaks trust when hidden: in women it often shows up as self-blame, harsh inner critique, idea-killing, and over-apologizing.In men it often appears as burying wrongdoing, blaming others, and over-justifying harmful actions. Sophie traces shame to an unconscious belief of being unlovable and unsafe, shares her own shame around immigration, difference, and womanhood, and offers repair through self-forgiveness, compassionate self-talk, and clean apology: “I am sorry.”without justification.We close each episode with grounding meditation and will tackle next week's emotion: sadness.02:10 What Shame Looks Like03:02 Women and Self Shame04:22 Men and Hidden Shame05:37 Root Beliefs and Fear06:28 Shame Breaks Trust08:48 My Personal Shame Story10:14 Repair Through Forgiveness13:26 Apology That Heals15:52 Resources and Practices16:50 Grounding and ClosingAdditional Resources:* Non-Violent Communication Framework (by Marshall Rosenberg)Thanks for tuning in to a Spark of Awareness. Subscribe for free to receive your weekly dose of consciousness. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

Welcome to Sophie Vo's Spark of Awareness, a weekly 15-minute reflection for leaders to reclaim inner authority in a world shaped by algorithms and constant stimulation. We begin a special series on emotions in leadership—often discouraged publicly yet present in private—because self-awareness supports integrity, nervous system regulation, and healthier workplaces. This episode focuses on Anger, commonly labeled as negative or violent, and reframes it as life force and a boundary-setting compass. Suppressed anger can surface as passive-aggression, conflict, burnout, or chronic tension and symptoms, and may be passed through transgenerational patterns. Sophie shares her own experience of suppressing anger in a disciplined Vietnamese upbringing and learning to release it somatically. She offers practical steps to let anger move through you: locate anger in the body, acknowledge the boundary crossed, release safely (movement, gym, screaming), then assert boundaries calmly.01:39 Why Emotions Matter at Work03:03 The Emotion Spectrum Series04:18 Anger Misunderstood05:28 Suppressed Anger at Work06:39 How Emotions Live in Body07:17 Anger as Boundary Signal08:36 Personal Anger Story11:01 Release Then Assert Boundaries12:29 Anger Bucket and Blowups13:30 Four Step Anger Practice14:45 Resources and Regulation15:24 Guided Body Check In17:03 Closing and Next Episode

Shame often hides in the parts of ourselves we try the hardest to avoid.Judgment.Self-criticism.The quiet inner voice telling us we are not enough.But what if the practice isn't to fight those parts…What if the practice is to meet them with love?In this live session from the ORIN Fire Gathering, Sophie Vo shares a simple yet powerful mirror practice: learning to speak to ourselves with compassion instead of judgment.A small shift — but one that can change how we relate to every part of who we are.Try the practice:“I love every part of myself.I accept them.I integrate them.I forgive myself.”Notice where resistance appears.Because often, the part of us we try to hide the most…is the part asking to be loved.✍️ Journaling prompts: * Which parts of myself feel hardest to love right now? * Where do I still hold shame? * What would acceptance look like in my thoughts, words, and actions today? * What might integration mean for this part of me?Thanks for tuning in to a Spark of Awareness. Subscribe for free to receive your weekly dose of consciousness. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

In this episode of Spark of Awareness, Sophie Vo Vo explores energy as the primary currency behind execution, leadership, and business growth—more foundational than money or time. She shares how she sees low energy as a core challenge in her coaching clients, often showing up as feeling frozen, overthinking, and lacking movement, and connects this to the idea of leading from an “empty cup.” Sophie frames energy in a grounded way: the felt presence someone carries that creates warmth, trust, inspiration, and momentum. She invites listeners to assess their “cup” of energy each morning and redesign routines to support it—especially the night before (going to bed earlier, reducing late screens, using blue-light glasses after 8pm). She emphasizes protecting the first part of the day from emails/messages and creating a non-negotiable morning ritual tailored to what energizes you (silence, breakfast, movement, meditation, reading). Sophie shares her own 30-minute routine: music, singing, tea, lemon and coconut oil, connecting with her cat Lio, light movement/dancing, and a short grounding meditation before starting work. She also highlights that energy is shaped by exchanges with others, encouraging listeners to check how they feel after meetings—energized or drained—and to adjust boundaries, frequency, and timing of interactions (especially triggering conversations). She cautions against relying on stimulants like excessive caffeine or drugs to sustain performance, suggesting instead a restructuring of days and weeks around what nurtures energy. Finally, she explains how her business is built on energy through consistency, discipline, clarity, warmth, and regulated presence—allowing her to convert clients without overselling. The episode ends with a short guided grounding meditation focused on breathing, body sensation, and gentle movement to integrate the topic.00:00 Energy Is the New Currency (Not Money or Time)01:12 What “Energy” Really Means: Presence, Trust & Vibe01:54 Why Most People Get Stuck: Empty Cup, Self‑Sabotage & Frozen Action03:06 Morning Energy Audit: How You Wake Up Sets the Whole Day03:55 Build a Non‑Negotiable Routine: Sleep, Screens & Starting Right05:21 My 30‑Minute Morning Ritual (Music, Movement, Meditation)07:41 Social Energy: Who Drains You vs. Who Fuels You09:29 Protect Your Energy with Boundaries & Strategic Scheduling10:21 Stop Relying on Stimulants—Restructure Your Week Around What Nourishes You11:46 How My Business Runs on Energy: Calm Presence Over Hustle13:50 Grounding Meditation to Integrate the Episode17:02 Closing: Keep Working on Your Energy FlowThanks for tuning in to a Spark of Awareness. Subscribe for free to receive your weekly dose of consciousness. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

Recording from Eagle River, Wisconsin closing the first US ORIN Retreat co-led with Devon Wyland, Sophie Vo Vo reflects on feminine–masculine polarity in leadership and why this theme is triggering, at the moment.Sophie describes masculine leadership as structure, boundaries, control (and when imbalanced, dominance, aggression, and competition) and feminine leadership as flow, intuition, and emotional attunement—qualities she says are often missing at workplaces. She notes many women leaders have learned to lead through masculine models, which can be exhausting and can hide feminine power, while in business operations many women lean too far into unstructured feminine flow when building a business requires masculine structure, method, discipline, and strong boundaries. This podcast reflection invites both women and men to develop missing parts of their polarity: women reconnecting to feminine presence without shame or stereotypes, and men cultivating empathy, listening, and emotional presence rather than outsourcing emotional labor to women. Sophie shares her personal journey of being raised in a performance-driven, competitive, controlling environment, feeling uncomfortable in women's spaces, and later reconnecting to her feminine side to lead and build her work from authenticity, truth, and soul alignment rather than performance. The episode closes with reflection prompts to identify where listeners are overdeveloped (masculine force/control or feminine lack of structure), suggestions to rebalance through learning structure or practicing softness and imperfection, and a short grounding meditation focused on breath, sensory awareness, and a held inhale. 00:00 Welcome to A Spark of Awareness (Why inner authority matters)02:44 Feminine & Masculine in leadership: Why this theme triggers us05:02 Redefining the feminine leadership: Presence, authenticity, and trust07:15 The reversal for women: Masculine presence, feminine business ops09:22 My personal journey: From performance to feminine reconnection11:23 Practical reflection: Diagnose your polarity + rebalance practices13:06 Guided grounding meditation (breath + senses)15:05 Closing: Next retreats, integration prompt, and how to connectRecommended Books on Feminine Leadership

In this episode of ‘A Spark of Awareness,' Sophie Vo Vo delves into the concept of the Drama Triangle, also known as the Triangle of Karpman. She outlines its three roles: rescuer, victim, and persecutor, and explains how these roles manifest in various relationship dynamics including business, co-founding partners, client relationships, and romantic partnerships. Sophie emphasizes the importance of recognizing which role one is playing to break free from the cycle of conflict. She shares personal experiences and techniques for how to stop the drama, highlighting the importance of self-awareness, self-compassion, and personal responsibility. The episode also provides actionable steps for regulating oneself and moving from being in a reactive mode to a more proactive, creator mindset. 00:44 Understanding the Drama Triangle Roles07:01 Real-Life Examples of the Drama Triangle07:06 Personal Journey and Insights10:26 Breaking Free from the Drama Triangle13:11 Practical Steps to Avoid Drama14:56 Grounding and Closing MeditationOther resources: * Triangle of Karpman: READ* Book Attached (by Amir Levine, Rachel S. F. Heller)Enjoy this Self-Awareness practice

In this episode, Sophie Vo dives into the fifth self-sabotage pattern, known as the 'survivor syndrome,' where leaders prefer to do tasks alone and rarely ask for help. We revisit the previous patterns like shutting down intuition, people-pleasing, leading from fear, and having an empty cup. Sophie shares her personal story of growing up in an immigrant family where she had to take on responsibilities at a young age. This pattern, born from early experiences of mistrust and betrayal, impacts professional and personal life. She suggests examining the origins of this distrust and encourages small experiments towards trusting others to break this self-sabotage cycle. Trust cannot develop by thinking alone; it has to be practiced. The episode concludes with grounding meditation and journaling exercises to help listeners reflect and reprogram behaviors to stop sabotaging themselves.Extra resources recommended:* It Didn't Start With You (by Marc Wolynn)* Adult Children of Emotionally Immature Parents (Lindsy Gibson)* Life is a Game. You don't like your life? Rewrite it: READ HEREEnjoy this Self-Awareness practice

In this episode, Sophie Vo Vo discusses the fourth self-sabotage pattern for leaders: having an 'empty cup,' and being depleted of energy. Many leaders operate in survival mode without realizing it, manifesting through signs like excessive fatigue, skipping breaks, poor sleep quality, and using free time for rest only, due to exhaustion. And then repeat the cycle. Burnout is around the corner…The role of a leader's energy is critical in the overall performance of their team and business. Sophie shares her personal experience of reprioritizing all daily tasks to focus on high-impact activities only and introduces an 'energy audit' coaching exercise to help leaders identify what drains and replenishes their energy, and rearrange their habits to optimize for energy, rather than time.Additional resources:* Energy in, Energy out Self-assessment: Download Here* Atomic Habits (by James Clear)Enjoy this Self-Awareness practice

In this weekly reflection of ‘A Spark of Awareness,' Sophie Vo presents the third self-sabotage pattern in leadership: fear-based decision-making. Drawing from her own experience and the hundreds of founders she has worked with, Sophie outlines how fear influences leaders' decisions, leading to detrimental outcomes for teams and organizations, and eventually business growth.You will get actionable insights on recognizing fear-driven behaviors, differentiating rational and irrational fears, and how to bring them to light so they have less power over you.This reflection is a reminder of the importance of making decisions from a place of integrity rather than fear, advocating for conscious leadership. Listeners are encouraged to slow down, connect with their bodies, and reflect on their fears to lead more effectively.Reflection points:* Recognizing Fear in Decision Making* Evolutionary Perspective on Fear And Why Most Of Our Fears Are Not Real* Good vs. Bad Fears* Managing Fear: Techniques and Coaching Exercises* Transgenerational Fears and Their Origins* Closing Meditation and Reflection Extra resources recommended:* Fear Settings Journaling (by Tim Ferriss): * It Didn't Start With You (by Marc Wollyn)Enjoy this Self-Awareness practice

In this episode of 'A Spark of Awareness,' the focus is on the second self-sabotage pattern: being a people pleaser. Sophie Vo, explores how people pleasing manifests in various behaviors such as avoiding conflicts, difficult conversations, struggling to say no, or over-explaining your boundaries. Through personal anecdotes, she highlights the cultural and psychological origins of people pleasing and its detrimental effects on both personal and professional relationships. Sophie offers actionable advice on how to recognize these patterns and practice setting boundaries by delaying responses and learning to say no. Leaders are encouraged to practice these skills and reflect on their experiences, with more on self-sabotage patterns promised in future episodes.Extra resources recommended:* Boundaries (by Henry Cloud)* Boundary Boss (by Terry Cole)* Attached (by Amir Levine), to understand more the origins of your people pleasing patterns.Enjoy this Self-Awareness practice

In this coaching reflection episode of ‘A Spark of Awareness,' we dive deep into the vital role Intuition plays in creative leadership. In a world saturated with technology and external validation, it's easy to lose touch with our inner authority and self-mastery. This first episode highlights the #1 self-sabotage pattern: ignoring intuition. Many leaders today operate solely from the mind which is 20% of their full potential, by disregarding the body's inherent wisdom. The episode offers practical steps to reconnect with intuition through creative practices and daily self-awareness exercises. Every episode closes with a short guided meditation designed to help listeners connect with their breath and bodies, creating space for intuitive feelings to surface.Additional resources:* The Pathless Path* The Creative Act: A Way Of Being (by Rick Rubin)Enjoy this Self-Awareness practice

 Dear listeners, I am evolving The Rise and Play Podcast. Time has come.Over the past four years, your support, feedback, and presence have meant very much to me and through this work, we've explored the leadership lessons of more than 150 founders, CEOs and leaders in the gaming industry, and the podcast reflected the journey.I was living myself as a gaming executive and leader, learning alongside my peers, and now I am evolving, and so is this podcast. Last year, if you have followed my journey, I fully crossed a threshold in my own life and identity, and I stepped away from the role and the structure of gaming leadership and into my full path as an entrepreneur and conscious leadership guide where I support leaders as we cross their own threshold from confinement, old scripts, duty identity into self-mastery, freedom, and truth.From this work. I have also founded ORIN, a sisterhood of conscious women leaders who are crossing the threshold and are doing this in group and in beautiful awareness. And I also now accompany many CEOs and leaders in one-on-one through that deep transformation. So the podcast will now become a reflection of this path and of the evolution I am witnessing in the leaders I work with.To reflect this transition, the podcast is shifting into a new format. And let me be clear here. I wanna respect your time and mine and offer something that is meaningful, grounded, and truly valuable of this time. There's already so much content competing for our attention. And I don't wanna add more noise, distraction, or information to consumer.And instead, this podcast will become a practice, a weekly discipline. A pause, a moment to step back, reconnect, and ask yourself the right questions. The same questions I work , with the founders and leaders I coach. And each episode will be between 10 and 15 minutes, what I call a “human prompt”, where I share what is alive in my work with leaders, the patterns I'm observing, because they are repeating over and over again across hundreds of leaders I've worked with.In the end, it is about being human and its human patterns, and you will get the wisdom that emerges from real journey of transformation. Maybe you are in yourself and need support, so this content will not be preplanned. And it's definitely not an AI prompt. It is a human to human conversation and drawn from everything that I'm learning with my clients and with my own experience as an entrepreneur.It's an invitation to cross your own bridge. From a legacy expectation, maybe a legacy of company or your story to more agency and your inner freedom and truth. And the first series I will open next week is about self-sabotage, patterns in leadership. The patterns I've identified across more than 200 leaders I've worked with. It's so funny because they appear again and again, and I thought it is time that I actually reveal them because it's going to make my work easier as we can start from the same basis, and you can also benefit from them without having to go through this yourself, which will help develop your self-awareness, which is the first step of transformation.So the first pattern. We will explore in my first episode is a disconnection from intuition because many leaders are externalizing the wisdom, living primarily in the intellectual mind and losing more and more of a connection to their inner voice. I hear every week. I would say even every day, people who are outsourcing the authority to chat GPT, they can't even think for themselves.They don't even know how to listen to themselves. And they're, I would say, letting that muscle die by outsourcing it more and more to a machine or to others. And when intuition is discarded, distrusted businesses and the leaders as one with in them become flat. And we see businesses that are built from trends comparison.Imitation instead of authenticity. Conviction, something that is true and original. And this is what is going to emerge in an era where everything is mostly likely produced by an ai.And in this era, people will not seek for more information, but they will seek for what is real. They'll seek truth. So in each episode, I will share concrete experiences from my work with clients from my own journey and other reflections and practices you can use to transform your patterns at your own pace into self-mastery.The main thing I'm asking from you is discipline. You don't need more knowledge. You need commitment and discipline, and that's the work I do in my coaching. This is my invitation. So if you feel you're standing at the edge of a threshold, something needs to change. You are entering a new chapter of your life, asking yourself whether the way you are living, leading, and spending your time still true to you.The space is for you and you are not alone. If you here to continue to consume content, , without accountability, this podcast is evolving to a place that, it's not going to be aligned. It is for leaders who are willing to do the work. This is my 15-minute coaching practice for free if you really wanna do the work, but maybe are not in a place yet to work with a coach.So I'm very excited to introduce this new evolution, this next chapter of this podcast. This is: A Spark of Awareness.I look forward to being with you there. See you next week. SophieThanks for tuning in to a Spark of Awareness. Subscribe for free to receive your weekly dose of consciousness. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

In this new coaching episode host Sophie Vo and co-host Maria Gillies are tackling the “Fear of Becoming You,” uncovering the profound themes surrounding leadership, self-awareness, and personal transformation. These themes have resonated particularly for women leaders navigating the complexities of authenticity and growth.Changing: The Paradoxes of GrowthIn our discussion, we delved into the paradoxical nature of personal growth. Many leaders express a desire to rise and transform while simultaneously fearing what that transformation might entail. The fear of “becoming someone you do not want to be” often mirrors a deeper apprehension of losing integral parts of oneself in the pursuit of growth.Identify When You Are Sabotaging YourselfChange starts with awareness.Recognizing where you feel stuck or conflicted—such as the fear of becoming your own Villain—can unveil deeper self-limiting beliefs. Trust that acknowledging these feelings is the first step toward overcoming them.Recalibrate Relationships: In and Out As you grow, you may need to reassess your relationships, including the one you have with yourself. Growth often requires reevaluation and sometimes letting go of connections that no longer serve your true self.This requires courage, and is part of the process of change.Practice Daily Self-AwarenessTrue self-awareness involves daily practices of introspection. Writing down and honoring your boundaries can guard your authenticity and prevent self-abandonment. 3 Signs You Are Not AlignedLeadership isn't merely about external success; it's about fulfilling your role while staying true to yourself. When shadows loom in leadership, signals manifest physically and emotionally, disrupting our well-being. Watch out for these:* Physical Symptoms: Stress or burnout symptoms such as anxiety, panic attacks, and physical exhaustion suggest misalignment in your path and priorities.* Emotional Up and Downs: Feelings of loneliness or disconnection, even when surrounded by people, are strong indicators that introspective work is needed.* Constant Misalignments: Recurring conflicts or dissatisfaction in professional and personal settings often highlight deep-seated issues begging for resolution.✍️ Coaching ToolsFor leaders seeking to address these shadows, fostering a conscious, self-aware mindset is crucial. Here are some practical options:* Daily Journaling: Spend time each day reflecting on your thoughts and feelings. Focus on areas that are out of alignment and use journaling to explore their roots.* Boundary Setting: Identify what is yours, what is not yours? Establish boundaries that protect your time and energy. Practice saying no.* Weekly Calibration: Regularly pause to assess your emotional state and recent interactions. Are they nourishing or depleting? Consciously decide who and what fills your environment. Change it.* Journey with a group: Join communities or circles where you can share experiences and gain diverse perspectives. These spaces offer opportunities for learning, healing, and collective growth.Don't be afraid to explore those uncomfortable questions: “What am I afraid of losing in the process of becoming who I truly want to be?” “When did I last ignore my instincts, and what was the outcome?”“What relationships in my life truly support my growth, and which ones do I maintain out of fear?”Remember that personal growth is not linear. On December 20th, I'll host online a free masterclass to go deeper on the themes to realign your life and purpose, overcoming the fears of becoming You.Thanks for reading Rise and Play! Subscribe for free to receive new posts and support my work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

In today's fast-paced world, leadership is undergoing a transformative journey. The old paradigm of leading through control and authority is being replaced by a conscious, heart-centered approach that values authenticity, self-awareness, and emotional intelligence.In this new episode, Sophie Vo Vo and Marko Kecmann, business partner in games for 11 years, explore the essence of this evolution, uncovering key insights and practical steps leaders can take to embark on their own inner work journey.Leadership Coaching WisdomThe Power of Letting GoA recurring theme in leadership evolution is recognizing the need to let go of control. Leaders often try to micromanage and dictate every aspect of their team's operations. However, true leadership lies in empowering others and trusting them to bring their skills to fruition.Instead of dictating terms, embrace the idea that leadership means guiding, influencing, and inspiring others to achieve common goals.Active ListeningOne of the most undervalued yet crucial skills in leadership is active listening. It involves listening not to respond, but to truly understand and empathize with others' perspectives. Practicing active listening opens up channels for deeper communication, enabling leaders to connect with their teams on a more authentic level.Be a Life StudentLeadership is not about having all the answers, but about constantly learning and growing. Adopting a mindset of continual education and curiosity allows leaders to remain adaptable and open to new ideas.As Sophie mentioned, even at the age of 50 or 60, remain a student to effectively lead evolving teams.3 Signs You Have Shadows in Your Leadership#1 Defensiveness to FeedbackIf you find yourself defending every critique instead of embracing it, it might signal underlying shadows. Such reactions often stem from insecurity or an inflated ego, masking deeper issues that require attention.#2 A Constant Need for ControlOver-managing and a reluctance to delegate can be indicators of internal shadows driven by fear of failure or losing authority. Observe if this need springs from an authentic place or is clouded by past experiences and perceptions.#3 Avoidance of VulnerabilityAn unwillingness to show vulnerability can prevent authentic connections with your team. Shadows often manifest in maintaining a façade of perfection or invulnerability, hindering growth and mutual trust.Where Can You Start To Practice Self-Awareness?Journaling and ReflectionSet aside time for regular journaling to explore thoughts, feelings, and experiences. Writing can illuminate patterns and provide clarity on personal challenges and areas for growth.Seek Feedback and CoachingInvite feedback from peers and consider engaging with a coach to gain external perspectives and guidance. A coach can help identify blind spots and support you in navigating personal and professional challenges.Mindfulness and Somatic PracticesEngage in mindfulness exercises and somatic practices to become attuned to your inner experiences. Techniques such as meditation, breathwork, or guided visualization can aid in reducing stress and promoting emotional regulation.Join Leadership Circles or RetreatsParticipating in leadership-focused workshops or retreats offers a supportive environment to explore self-awareness. Engaging with others who are on a similar journey fosters learning and peer support.ConclusionLeadership is no longer about wielding power over others; it is about fostering a space where everyone feels empowered to contribute their best. Embracing inner work through self-awareness, vulnerability, and continuous learning is vital for modern leaders.By acknowledging and releasing the shadows that hinder our potential, we pave the way for a more compassionate and connected leadership landscape.Join Sophie and Marko in embracing this revolution in leadership—a journey that starts from within

In this new episode of Rise and Play, host Sophie Vo introduces a new podcast format that reflects her journey in leadership, coaching, and transforming her business to creating the ORIN retreats. She explores the theme of ‘letting go', examining the need to release relationships, jobs, and identities that no longer serve us.Joined by co-host Maria Gillies, they discuss the challenges and emotional experiences involved in letting go, including professional setbacks and personal growth. The conversation dives deep into overcoming shame, embracing vulnerability, and the importance of reconnecting with the body through various somatic practices.The episode concludes with practical advice on facing the storms of life head-on, maintaining integrity, and seeking communal support during transformative times.Sophie's Key HighlightsThe Cycle of Death and Rebirth: Make It A RitualSophie observes that as the seasons change, “the summer is gone,” inviting us to introspect and recognize what needs to be released. She speaks about how approaching winter serves as a perfect metaphor for retreating inward and examining what we need to let go of.She encourages redefining our relationship with endings by embracing them as opportunities for new beginnings. Sophie explains, “Our cells are dying every day. We are in a permanent cycle of death and life.”The Body Always KnowsReflecting on her most difficult moments in her career, Sophie mentions feeling “frozen” in moments of realization, acknowledging that her body was responding to situations that required change. She states, “I knew deep down that no job should make you feel this way,” highlighting the body's role in signaling the need for transformation.“I knew deep down that no job should ever make me feel this way,”Why Leaders Don't Do the Inner Work?Sophie underlines that leaders often avoid confronting failure due to shame and guilt, projecting these feelings onto others instead. She asserts that recognizing and sitting with these emotions is crucial, saying, “It takes courage to face it, to listen to it, and also act on it.”The Moment When “You Know”Sophie shares how she realized it was time to leave a company when asked to make decisions that conflicted with her integrity. She describes a pivotal moment:“I promised to myself. Never again.”Sophie talks about letting go of certain friendships and relationships that are no longer aligned, taking different paths. “Some friendship died unfortunately, but they had to as part of constant recalibration and realignment.”She discusses the evolution of her work with ORIN, expressing a newfound openness to leading retreats for men after initially focusing on women. “I didn't choose to do it, but listened to the signals I received and followed my intuition”.A dozen of conscious men already stepped forward with ORIN, to dive deeper in their journey of self-inquiry and redefine what a modern man and leader should be. To walk the talk.How Do You Know When To Let Go?Reading The Signals to Let GoThe journey of letting go begins with recognizing the signals. Life often whispers to us before it shouts. For Sophie, the signals were often visceral—a body shock here, a deep feeling of paralysis there.These were signs that something wasn't aligned in her life. Emotional cues, such as a persistent sense of unease or dissatisfaction, are also indicative. Listening to our bodies and emotions is crucial in identifying when to let go.Taking A Step Back, RetreatOnce the signals are acknowledged, the next step is evaluation. This involves reflecting on whether the current path aligns with our true selves.Sophie shares the importance of contemplative practices like journaling. Spending time alone, in nature, retreats, can offer clarity. It's also beneficial to engage in conversations with trusted individuals who can provide objective perspectives (i.e. mastermind, coaching, therapy, sharing circles).Practices for Grieving and Moving OnLetting go is as much about embracing new beginnings as it is about grieving past endings. Sophie emphasizes the importance of rituals in this transition.Writing letters of forgiveness, burning them to symbolize closure, and creating a safe space to process emotions like grief and pain are integral practices. The goal is to acknowledge emotions without being consumed by them.✍️ Coaching and Journaling Practices* Mindful Reflection: Set aside time regularly to reflect on your life's alignment. Use mindfulness practices to connect with your inner self.* Body Awareness: Engage in activities that reconnect you with your body, such as dancing, yoga, or meditation. These practices help in recognizing physical signals of discontent.* Community Support: Surround yourself with a community that understands the value of growth and transformation like circles and mastermind. Engage in conversations that challenge and inspire.* Rituals of Release: Develop personal rituals to denote the end of cycles. Whether through writing, art, or nature retreats, find ways to symbolize closure and welcome new beginnings.ConclusionLetting go is an art, a continuous journey of self-assessment and courageous decisions. It requires us to challenge our comfort zones, embrace discomfort, and trust in the natural cycles of life.As Sophie and Maria beautifully illustrates, when we let go, we create space for abundance and opportunities to enter our lives. Remember, you're not alone in this journey; support, guidance, and collective wisdom are just a reach away.Thanks for reading Rise and Play! Subscribe for free to receive new posts and support our work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

In this raw episode of Rise and Play, we welcome back Ioana Hreninciuc, co-founder of Runware and former CPO at Huuuge Games and Homa Games. Ioana has held some of the biggest leadership roles in gaming and tech, and today she reflects openly on the founder journey, the highs and lows of VC-backed startups, and the importance of choosing yourself before burnout chooses you."It wasn't luck — it was luck with a lot of homework. Ten years of work led to that one call from Andreessen. But the real lesson is: you can build a company without losing yourself in the process. And if you feel you are — choose yourself first."From building side projects that went viral, to receiving that life-changing call from Andreessen Horowitz, to stepping away from her own company at the height of its momentum, Ioana shares the raw truths behind the glossy founder narrative.

In this episode, host @Sophie Vo sits down with Claire Rozain, a leader in the gaming and tech space, community builder, and entrepreneur. Together they reflect on Claire's unconventional career journey, her bold move into solopreneurship, and the lessons she has learned about resilience, freedom, and building meaningful communities.Claire shares her perspective on navigating layoffs, redefining success beyond corporate life, and creating ventures that address real gaps in the market—from gaming communities to women-led festivals and Femtech initiatives. The discussion is deeply personal, exploring how life experiences, including moments of trauma, can shape one's courage to live authentically and take risks.Listeners will come away with powerful reminders about trust, self-belief, and the importance of surrounding yourself with supportive people who empower you to build the life you truly want.“Unemployment is not an end—it's an opportunity to evolve.”Leadership Learnings

In this episode, Sophie Vo sits down with indie game developer and studio Filipina co-founder Danni Ann Taylor to explore the realities of starting and running a game studio—while raising a family—without outside funding.Dani shares her journey from early gaming passion to launching Yang Yang Mobile with her husband in the Philippines, building a reputation for high-quality visual novels like The Letter, and developing their latest title, High Time.From risky leaps of faith to strategic pivots, Danni discusses the balance between creative vision and business realities, the challenges of working with your life partner, and how to grow a team without losing the joy of making games.She also opens up about her unconventional daily schedule , the role of her support system, and how she handles founder guilt while raising three children.Key LearningsStarting Before 30 & Bootstrapping* Danni and her husband started their studio shortly after she gave birth, believing it was better to “fail early” than wait until later in life.* Bootstrapped the business using life savings, layoff packages, and small family loans—no investors, to keep creative freedom.Finding Success By Pivoting To What You Love* Initially aimed for hyper-casual mobile games but shifted to visual novels after realizing mobile required heavy UA spending.* Created The Letter and used Kickstarter to secure funding, leveraging her own passion and understanding of the VN audience.Indie Studios Success: Standing Out in a Niche* Elevated the standard for indie visual novels: full English voice acting, animated backgrounds, branching storylines that impact the journey—not just the ending.* Added minigames and interactivity to make titles more engaging for streamers and viewers.Sustainable Growth vs Scale* Grew from a 7-person team to around 20—deliberately staying small to balance creative work and manageable leadership.* Avoided scaling too fast after seeing the strain of expansion.Balancing Family & Business* Relies on family and trusted help for childcare and household management.* Embraces a night-owl schedule with split work blocks to balance deep focus time, family moments, and personal space.Top Quality Is The Best Marketing* Focus on making a “really darn good game” so fans and streamers want to share it.* Built a small but loyal fanbase who amplify launches and sustain visibility.Links & Resources* Yang Yang Mobile Website* Wishlist High Time on Steam: Steam Page Link* Rise and Play Leadership coachingThanks for reading Rise and Play! Subscribe for free to receive new posts and support my work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

In this heartfelt conversation recorded in a relaxed setting in Berlin, Sophie Vo is joined by Maria Gillies, Product Director at Pixion Games, for an intimate exploration of career pivots, leadership rooted in values, and returning to one's authentic self.Maria shares her unique journey from working in the fishing industry to becoming a leader in mobile free-to-play games. With openness and depth, she discusses the personal and professional transformations she's undergone through the Rise and Play coaching program ORIN, including moving back to Portugal, rediscovering joy, and reshaping her leadership style."I didn't want to be on the hamster wheel anymore—I just wanted to make great games with great people."Sophie and Maria explore themes of alignment, creative leadership, feminine power in tech, and the importance of building humane studios and communities.

In this heartfelt episode, host Sophie Vo sits down with Luna Javier — the first female game developer in the Philippines and a true pioneer with over 20 years of experience.Luna shares her extraordinary journey from an aspiring filmmaker to game writer, designer, and eventually co-founder of Altitude Games. She opens up about the challenges of burnout, the unexpected leap into entrepreneurship, and how she helped shape the Filipino game development industry from the ground up.Luna also discusses the evolving role of women in games, the importance of mentorship and inclusivity, and the emotional transitions that come with founding, scaling, and eventually selling a studio."I didn't want to be an entrepreneur — I just wanted to design games with friends."In her recent chapter, Luna explores life beyond her long-time leadership role thanks to coaching and attending ORIN program, embracing teaching, mentoring, and new creative opportunities, all while rediscovering her true self.Sophie and Luna reflect on the power of community, coaching, and the courage it takes to continually reinvent oneself.Key Topics Discussed:* Luna's unexpected start in gaming from filmmaking to game writing* Laumching the first Filipino game development company, Anino Games* The birth of the Philippines game industry and the "Anino alumni" phenomenon* Shifting from creative IPs to work-for-hire to survive as a studio* The emotional rollercoaster of founding and exiting Altitude Games* Lessons on leadership, culture, and team care during acquisitions* The rise of women in games in the Philippines and Asia* Luna's transition to teaching, mentoring, and designing her next chapter* The importance of coaching, mentorship, and asking for help* Embracing freedom and self-discovery after leaving a long-held identityLearn more about ORIN women leadership programConnect with Luna on LinkedinThanks for listening to Rise and Play! Subscribe for free to receive new posts and support our work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

In this powerful episode, host Sophie Vo sits down with Susan Cummings — co-founder of 2K Games, Tiny Rebel Games, and now 10Six Games — to explore her 25+ year journey through the gaming industry. From signing legendary IPs like Bioshock and Borderlands to founding and evolving multiple studios, Susan shares unfiltered insights on intuition-driven leadership, building (and rebuilding) companies, and the courage to start again after failure.This is a masterclass in resilience, creativity, and navigating the business side of game development.

7 factors of success for game studiosDownload the full report, share with your team: DOWNLOAD REPORTGrab your FREE TRIAL with our partner PlaytestCloud: https://start.playtestcloud.com/riseIn this episode, Sophie Vo sits down with Kanessa Muluneh, an Ethiopian-born serial entrepreneur, Web3 educator, and the creator of Rise of Fearless — Africa's first blockchain-enabled mobile battle royale game. From humble beginnings as a refugee in the Netherlands to raising $10M in under 10 days through social media, Kanessa shares her transformative leadership journey, her mission to reframe Africa's global image, and how she leveraged storytelling, blockchain, and gaming to empower African youth.

In this leadership-centric episode, host Sophie Vo welcomes Zoë Curnoe — a seasoned production and operations leader turned leadership coach — for a candid conversation about the highs and lows of a 22-year career in the gaming industry, including co-founding Timbre Games and leadership roles at Coalition Studios, Riot Games, EA, and Pandemic Studio.From early days navigating creative chaos, to leading major game launches, to founding a studio and eventually pivoting to coaching, Zoë opens up about what it takes to truly lead in times of complexity, change, and uncertainty.“People want to be led by someone real — not someone who pretends to have it all figured out.”Together, Sophie and Zoë explore the evolution of leadership, the human cost of performance culture, and the emotional labor of building and sustaining creative teams.Whether you're an executive, a founder, or just navigating your next career step, this conversation offers insights, hope, and a call for more compassionate leadership.

7 factors of success for game studiosDownload the full report, share with your team: DOWNLOAD REPORTGrab your FREE TRIAL with our partner PlaytestCloud: https://start.playtestcloud.com/riseIn this special episode focused on community building, host Sophie Vo sits down with Julianne Becker, co-founder of Coconat — a workation retreat and co-living space in Brandenburg, Germany. Far from a typical tech leader, Julianne shares her remarkable journey from NGO work in Vietnam to launching an award-winning rural innovation hub that fosters creativity, collaboration, and community for creative and game founders.In this episode, we cover:* The realities of transitioning careers into entrepreneurship* The challenges of building a coliving space and thriving ecosystem from scratch* Insights on funding, bootstrapping, and grassroots marketing* How to create meaningful community integration in rural areas* Balancing family life while building a values-led business* The power of diverse, inclusive residencies, especially the acclaimed Rabbit Indie Game Residency (application deadline: June 15). Rabbit Residency is a standout initiative offering indie game developers a month-long retreat to collaborate, innovate, and connect globally — with a focus on diversity and inclusion.* Exciting developments, including Coconat's new role as a Brandenburg Startup Accelerator to support game devs, mobility innovators, and more through funded residencies.This episode is a must-listen for anyone interested in creative leadership, rural innovation, the future of work, or indie game development.

7 factors of success for game studiosDownload the full report, share with your team: DOWNLOAD REPORTGrab your FREE TRIAL with our partner PlaytestCloud: https://start.playtestcloud.com/riseIn this episode Tiffany Keller welcomes Julia Zhan, CPO of Series Entertainment, and Burcu Hakguder, the CRO of Layer AI who celebrates their recent close of their seed round for over $6M. Burcu Hakguder started Layer after half a decade at Unity Technologies spearheading new business development initiatives that contributed to the company's successful IPO. Today Layer AI is embraced by top studios like Zynga, SciPlay, Huuuge Games, and over 200 others to revolutionize game production powered by inferences across many models optimized for 2D, 3D assets and video generation.Julia Zhan is Chief Platform Officer at Series Entertainment, a company revolutionizing game creation through generative stories & worlds after raising over $35M and acquiring Pixelberry and Netflix as a distribution partner. Previously, she managed League of Legends production and operations for China and helped pioneer Valorant at Riot Games. After that, Julia led the game vertical & developer success at Snap, empowering 3P developers to build hyper-social gaming experiences.We break down the AI x Games market today from the founder perspective- how they successfully raised and delivered on investor and customer expectations despite taking very different sides of the AI platform and gaming market. Julia and Burcu share their methodology for finding their “unique selling position” in the market and how that has shaped their advice to game makers looking to integrate AI tools. We discuss a bit of 4D chess on the future of gaming AI platforms and how both large and small companies will need to adapt to remain competitive. For every studio facing a build vs buy question with AI, Julia and Burcu break down how game makers can draw from their USP to define their next steps in harnessing AI. Expect some spicy while incredibly thoughtful takes that reveal how many ways there are to succeed as a game studio armed with the right AI workflows.Try Layer AI today to 5x your game content creation productivityPlay Series Entertainment's new game, Single's Inferno, on Netflix Games today to see what Rho, their AI engine, and their acquisition Pixelberry can do together

In this heartfelt and deeply inspiring episode, Sophie Vo sits down with Subina Kiani, founder of the global recruitment company Eleven Eleven, to unpack the story behind building a people-first business from the ground up — starting from personal rock bottom.Subina shares her journey of rebuilding her life as a single mother, finding meaning in synchronicities like Eleven Eleven, and challenging the transactional nature of traditional recruitment.We cover in this episode:*

7 factors of success for game studiosDownload the full report, share with your team: DOWNLOAD REPORTGrab your FREE TRIAL with our partner PlaytestCloud: https://start.playtestcloud.com/riseThanks for reading Rise and Play! Subscribe for free to receive new posts and support my work.SubscribedThanks for reading Rise and Play! Subscribe for free to receive new posts and support my work.In this episode, Sophie Vo welcomes Jen MacLean, former Xbox executive and now founder of Dragon Snack Games. Jen shares her personal and professional journey—from leaving a corporate role to founding her own studio—with deep reflections on purpose, family, and alignment. They dive into building a value-driven studio, the importance of intentional team culture, early-stage prototyping, and engaging a player community early in development. Jen discusses Dragon Snack's mission to create collaborative, player-driven experiences for Gen Z and Gen Alpha, while emphasizing the power of belonging and connection through games. A conversation packed with wisdom for founders, leaders, and anyone seeking to build meaningful, human-centered companies.Topics Discussed:* Why Jen left a high-powered job at Xbox to start her own studio.* The personal wake-up call: how family conversations revealed deeper misalignments.* Asking two critical questions: What's the worst that can happen? and What's holding you back?* Building Dragon Snack Games with intention: starting with values and principles, not just product ideas.* The importance of co-founder alignment, clear roles, and trust from the beginning.* Why Dragon Snack targets Gen Z/Alpha and focuses on social, collaborative game experiences: "We're building a neighborhood, not a metaverse."* Early prototyping and the belief in bringing players into the process far earlier than traditional models.* Fundraising challenges and staying true to the company's vision and community-first approach.* Designing for emotional needs: belonging, validation, and impact through gameplay.* The future of Dragon Snack Games and how listeners can follow or get involved.Resources Mentioned:* Book: The Anxious Generation by Jonathan Haidt (discussed around digital validation and Gen Z behaviors)* Learn more on Dragon Snack Games : dragonsnacksgames.com

What are the 7 key differences of successful studios leveraging player insights?Insight #4 Successful studios nailed their player profilesInsight #7 Successful studios playtest their competitor's games…

See why 80% of the top-grossing game studios rely on the Player Insights Platform™ to ensure a game's success (before it's even released).We are proud to announce PlaytestCloud as our key partner in 2025 and offer a FREE TRIAL here: https://start.playtestcloud.com/riseIn this episode, host Sophie Vo Vo and Odile Limpach cover entrepreneurship in the gaming industry. Odile shares her journey from being a managing director at Ubisoft to co-founding SpielFabrique, a video game catalyst company. She discusses how after 16 years in the gaming industry, particularly at Ubisoft where she helped grow the company from 500 to over 10,000 employees, she decided to start her own venture. Odile emphasizes the importance of having financial stability, a strong network, and the right personality to handle uncertainty when starting a business.The discussion delves into SpielFabrique evolution over 10 years, growing to a team of seven people and running several programs including EVA (European Video Games Accelerator) which receives around 100 applications from 15 European countries annually. Odile highlights their expansion into Africa and cross-industry initiatives involving books, cinema, and music in gaming.A significant portion focuses on the challenges faced by indie game developers, particularly the balance between creativity and business acumen. Odile stresses the importance of early business planning and understanding one's purpose in starting a game company.Learn more about SpielFrabique's programs for indie developers: https://spielfabrique.eu/Thunderfox/Thanks for listening to Rise and Play! Subscribe for free to receive updates and support our work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit riseandplay.substack.com

See why 80% of the top-grossing game studios rely on the Player Insights Platform™ to ensure a game's success (before it's even released).We are proud to announce PlaytestCloud as our key partner in 2025 and offer a FREE TRIAL here: https://start.playtestcloud.com/riseIn this episode, host Sophie Vo welcomes Brett Nowak, founder and CEO of Liquid and Grit, a leading product research and consultancy firm specializing in mobile gaming. Brett shares his entrepreneurial journey, leadership philosophies, and insights on building a sustainable, independent business. He discusses his motivations for bootstrapping his company, the importance of autonomy, and how he built a unique company culture by questioning traditional business norms.What we cover in this episode:

See why 80% of the top-grossing game studios rely on the Player Insights Platform™ to ensure a game's success (before it's even released).We are proud to announce PlaytestCloud as our key partner in 2025 and offer a FREE TRIAL here: https://start.playtestcloud.com/riseIn this new episode host Sophie Vo sits down with Sigurlína (Lína) Ingvarsdóttir, a veteran of the gaming industry and founding partner at Behold Ventures. Lína shares her incredible journey from working on AAA franchises like Star Wars Battlefront and FIFA to transitioning into venture capital and founding Behold VC. She discusses the importance of resilience in game development, the evolving investment landscape in gaming, and what she looks for when funding early-stage game studios.This episode covers insights for game developers, entrepreneurs, and anyone who wants to learn more about the intersection of creativity, business, and investment in games.Resilience and Passion Still Matter in Gaming Startups:* Investors are drawn to teams that demonstrate long-term commitment, adaptability, and passion, even when facing challenges like funding difficulties.The Role of Intuition vs. Data in Investments:* While investment decisions often involve commercial potential and market trends, a strong emotional connection to a project can also drive successful funding.The Nordic Region's Game Development Strength:* The Nordic region continues to be a powerhouse for game innovation, producing both AAA and indie successes. Behold Ventures focuses on early-stage investments in this space.The Journey Transitioning from Game Operator to Investor:* Lina's transition from game development to venture capital was fueled by her strategic mindset, experience in production, and desire to shape the industry's future.