Dynamic Leaders to Follow in 2025 | Maymunah Rasheed Cover Story | Exeleon Magazine
Embracing Excellence
600 N Broad St 5 Middletown, DE 19709, United States +1 302-907-9110
Editor-in-Chief –
Art Director –
Naomi Lam
Managing EditorCreative Director –Daryl Yeung
Matt Reis Adam Waring
Project Manager –
Marketing Manager –
Customer Relationship –
Business Development –
Richard Dann Sofia Brown
Natasha Green
Matt Hale, Josh Wilder, Anish Miller
For any advertising related information, please contact info@exeleonmagazine.com. Submissions as well as contributions to the magazine are welcome.
Take a moment and let us know about our magazine; whether it be about the design or a possible mistake, we would appreciate any feedback from your end. You can reach out to daryl@exeleonmagazine.com.
NEEL SENDAS
Cover Story
A Journey of Healing, Intuition, and Authenticity
Some people find tarot. Others are found by it. For Maymunah Rasheed, tarot was not just a practice she sought—it was a guiding force that discovered her in one of the darkest moments of her life. A deeply intuitive and creative force, Maymunah has transformed personal pain into a profound spiritual calling, using tarot not just as a tool for divination but as a means of healing, empowerment, and storytelling. Her journey into tarot and spirituality is one of resilience, self-discovery, and a deep commitment to helping others navigate their own paths.
“I always say that I did not discover tarot— tarot discovered me when I most needed it.”
With her growing in luence as a tarot reader and spiritual guide, Maymunah is often praised for her authenticity and wisdom. She creditsherabilitytostaygroundedtoembracinghertrueself— laws andall.“Authenticityismysuperpower,”shesays.“AslongasIstay truetomyselfandacceptthegood,bad,andin-betweenthatcomes withwhatwecalllife,I'mgood.”
As a Libra, she acknowledges that grounding can sometimes be a challenge, but her focus remains on spreading love and healing throughherwork.Eveninreadingsthatrevealdif iculttruths,her ultimategoalistoupliftandguideherclientstowardabetterpath.“If I haven't delivered that to my clients, then I haven't done my job correctly.”
Tomaintainbalance,sheintegratesself-carepracticesintoherdaily routine. Meditation, journaling, and time spent in nature help her recharge her energy. She also surrounds herself with a strong supportsystemoflike-mindedindividualswhoshareherpassionfor spiritualgrowthandcreativity.
“Being a spiritual worker doesn't mean you're always in a perfect stateofpeaceandclarity.Ihavemystrugglesjustlikeanyoneelse, but I've learned to embrace them and work through them. That's whatmakesthisjourneysopowerful.”
You've had an impressive journey from working in ilm and television to becoming a powerhouse in the franchising world. What inspired your transition into business and entrepreneurship?
You've mentioned before that franchising found you rather than the other way around. Can you share more about that and what ultimately convinced you to build a career in this space?
Rolling Suds has seen extraordinary growth, with nearly 250 territories sold within just two years of franchising. What key factors have contributed to this rapid expansion?
You've built a unique franchise model that lowers risk for founders while providing robust support to franchisees. Can you explain how this structure works and why it's so effective?
• Does it serve multiple types of customers? Thebestfranchise opportunitieshaveabroad customerbase.AtRollingSuds, weservebothresidentialand commercialclients,which meansfranchiseeshave multiplerevenuestreams.If onesideofthebusinessslows downseasonallyordueto economicshifts,theothercan helpbalanceitout.Ifyour businessisdependentonone narrowcustomersegment, that'sariskyouneedto addressbeforefranchising.
• Is there a proven system that takes the guesswork out? A franchiseshouldprovidea blueprintforsuccess,notjust anidea.Yourfranchiseeswon't haveyourlevelofexpertise,so thesystemsneedtobeso strongthattheycanstepin, followtheprocess,andbuilda thrivingbusinesswithout havingto igurethingsouton theirown.Ifyoucan'tclearly de inehowsomeoneelsecan replicateyoursuccess,you're notreadytofranchise.
• Are you ready to become a coach, not just a business owner? Franchisingispurely aboutsupportingother entrepreneurs.Ifyoudon't wanttoinvestintraining, mentorship,andongoing
With your background in franchising across different industries, do you see Rolling Suds as the inal chapter of your career, or are there other industries you're looking to transform?
What are some of the most valuable lessons you've learned in your 15+ years as a coach?
Inmysecondbook, Golden Rules for Coaching,Icompiled15keylessons frommycoachingjourney.IfIhad tohighlightjustone,itwouldbe: Listen to connect, not just to understand.
Whenwelistenwiththeintentto connect,weopenourhearts, creatingtrustandsafety.Another powerfullesson,closelylinkedto this,is: In coaching, slow is the new fast Lifeoftenfeelslikearace,but incoaching,offeringclientsthe spacetoslowdownandre lectis invaluable.Byallowingthemto breatheandexplore,wecreatean environmentformeaningful growth.
BeyondhisroleatAWS,Neelis alsoanauthorandthought leader.Hisbook, The De initive Guide to Machine Learning Operations in AWS: Machine Learning Scalability and Optimization with AWS,serves asacomprehensiveresource fororganizationslookingto build,scale,andoptimize
Could you tell us a little about your journey in technology? How did you transition into your role as a Principal Technical Account Manager at Amazon Web Services
In today's volatile business climate, the race to attract and retain top talent has intensified. Yet, many companies are still relying on outdated hiring methods, gut-based decisions, and manual HR processes—despite mounting evidence that artificial intelligence (AI) can dramatically improve workforce outcomes. For forward-thinking executives, there's a better way: apply the 80/20 principle throughAI-driven talent management.
The Pareto Principle tells us that 80% of results stem from 20% of efforts. In talent strategy, this means that a small number of hiring, retention, and engagement activities drive the majority of organizational success.AI can pinpoint, automate, and optimize those high-leverage actions—giving companies a decisive edge without overhauling their entire infrastructure.
WHYAI IN TALENT MANAGEMENT IS NOWA BUSINESS IMPERATIVE
By Dr. Denis Cauvier
Early adopters like Unilever and Hilton have already achieved tangible success. Unilever reduced time-to-hire by 70% and increased diversity by 16% using AI-powered assessments. Hilton, usingAI chatbots and candidate ranking algorithms, cut manual recruitment tasks by 40% and saw an 85% decrease in time-tointerview.
BREAKING THE BOTTLENECKS: HOWAI STREAMLINES THE TALENT LIFECYCLE
1. Attracting Top Talent:AI tools can write optimized job ads, identify high-potential passive candidates, and rank applicants in seconds. This increases, hiring efficiency by up to 60% while improving candidate quality
2. Selecting the Right People: Predictive analytics now assess job fit, culture alignment, and future performance with 95% accuracy. Platforms like Pymetrics and Eightfold.ai bring scientific rigor to hiring decisions—eliminating guesswork and bias.
AI is no longer an HR trend—it's a business necessity. The World Economic Forum projects that by 2030,AI and automation will create 170 million new jobs while displacing 92 million, leading to a net gain of 78 million positions. That's a seismic shift. Companies that fail to align hiring and workforce planning with this new reality risk becoming obsolete.
based on role and personality. Later, it monitors engagement signals, predicts attrition risks, and supports real-time interventions. SHRM reports that 85% of companies using AI for onboarding have seen improved retention within six months.
OVERCOMING COMMON OBJECTIONS
Many executives hesitate to implementAI due to fears around cost, complexity, or compliance. These concerns are increasingly unfounded:
• Cost: Cloud-basedAI tools like ChatGPT Team or HireVue require minimal upfront investment and offer rapid ROI. Companies report recruitment cost reductions of up to 40%.
• Complexity:AI adoption doesn't demand a PhD in data science. Practical implementation can start with small wins—automating resume screening or using chatbots for FAQs.
• Ethics: EthicalAI is not an afterthought. Responsible companies use bias detection audits and inform candidates whenAI is in use, aligning with evolving global regulations like GDPR and the EUAIAct.
SCALING WITHOUT BREAKING THE BANK
Amajor misconception is thatAI is only for large enterprises. In reality, mid-size firms and startups are some
of the most agile adopters, leveragingAI to compete with larger players. The secret? Focus on high-impact areas.
For instance, creating a custom GPT-powered job description generator can improve clarity, consistency, and fit—boosting the success rate of new hires while saving recruiters hours per week. Multiply that across all roles, and you have a talent engine that gets smarter over time.
THE REALRISK: DOING NOTHING
According to PwC, companies not usingAI in HR experience 25% longer hiring cycles and significantly higher turnover Worse, Gartner predicts that by 2026, these
companies will see a 50% drop in hiring efficiency. In short: inaction has a measurable cost.
EXECUTIVE TAKEAWAY
AsAI continues to evolve, the question for leaders is no longer if they should useAI in talent management—but how to use it effectively. By applying the 80/20 lens, executives can target the most impactful areas of the employee lifecycle, integrateAI incrementally, and realize transformational gains in performance, engagement, and ROI.
AUTHOR BIO
Dr. Denis Cauvier is a global talent management expert, futurist, and bestselling author of 27 books including his newly released The 80/20 AI Advantage With over 36 years of experience advising Fortune 500 companies, government agencies, and start-ups in 60+ countries, Denis specializes in helping organizations future-proof their workforce. He is a former banker, serial entrepreneur, and trusted advisor onAI integration in HR.
Thriving Amid Disruption
How AI is Redesigning Business and the Workforce—and What to Do About It
by Lukasz Sowinski & Damian Dziedzic, authors of
“AI in Business and Corporations”
THE DUALIMPACT OF AI: JOB DISPLACEMENT AND CREATION
Artificial Intelligence is no longer a futuristic concept; it is a present-day reality reshaping industries, redefining job roles, and revolutionizing business operations.As organizations integrateAI into their core strategies, the workforce faces unprecedented changes that demand adaptability, continuous learning, and strategic foresight.
The integration ofAI into business processes has led to significant workforce restructuring. For instance, in 2024, Dell Technologies embarked on a substantial
reorganization of its sales division, emphasizingAI-driven operations. This shift resulted in the elimination of numerous managerial positions, with the company's workforce projected to decrease from approximately 120,000 to under 100,000 employees. The restructuring aimed to streamline management layers and introduceAI tools to enhance efficiency and customer experience. (1)
WhileAI's automation capabilities can displace certain job roles, they simultaneously create new opportunities. According to PwC's 2024 GlobalAI Jobs Barometer, sectors heavily exposed toAI
are experiencing nearly fivefold increases in labor productivity Moreover, jobs requiringAI specialist skills command significant wage premiums—up to 25% on average in the United States, with certain roles, such as database designers and administrators, seeing premiums as high as 53%. (2)
These examples reflect two realities ofAI adoption: it displaces roles dependent on repetition and simultaneously elevates those grounded in adaptation, creativity, and technical fluency The challenge for individuals and businesses isn't just about deploying AI—it's about aligning skills and strategy to stay relevant.
Damian Dziedzic
Lukasz Sowinski &
ADAPTING TO THEAIENHANCED WORKPLACE
The evolving landscape necessitates a proactive approach to career development. Professionals must focus on acquiring skills that complementAI technologies, such as data analysis, machine learning, and strategic decision-making. Organizations, in turn, should invest in upskilling their workforce to harness the full potential ofAI, ensuring employees can work alongside intelligent systems effectively.
Furthermore, the rise ofAI underscores the importance of soft skills—creativity, emotional intelligence, and adaptability—which remain uniquely human and are less susceptible to automation. By fostering these competencies, individuals can enhance their value in anAI-augmented workplace.
STRATEGIC
IMPLEMENTATION OFAI IN BUSINESS
For businesses, the strategic implementation ofAI involves more than just adopting new technologies; it requires a comprehensive transformation of operations, culture, and leadership. Companies must assess which processes can benefit most fromAI, develop clear integration plans, and ensure ethical considerations are addressed.
Leaders play a crucial role in guiding their organizations through this transition. They must communicate the benefits and challenges ofAI adoption transparently, involve employees in the transformation process, and provide continuous support and training.
CONCLUSION
The advent ofAI presents both challenges and opportunities within the corporate landscape. While automation may render certain roles obsolete, it also paves the way for new positions that require advanced skills and offer higher compensation.
AUTHOR BIO
Lukasz Sowinski & Damian Dziedzic, also known asAI Gang Publishing, are the authors of AI in Business and Corporations They are professionals with extensive experience in artificial intelligence, data analysis, and automation. Having collaborated with multinational
This is precisely the focus of the book AI in Business and Corporations, co-authored by our team of practitioners and technologists. While the book offers a broad overview ofAI's impact across sectors, its core aim is to equip professionals with the context and tools needed to navigate this shift—from understanding howAI works to applying it in practical, career-oriented ways.
In a world where technological fluency is no longer optional, the conversation aroundAI must go beyond hype and fear. It must become a conversation about adaptability, lifelong learning, and the future of human contribution in AI-augmented environments.
By embracing lifelong learning and adaptability, professionals can navigate theAI-driven transformation successfully. Organizations that strategically implementAI and invest in their workforce will be better positioned to thrive in this new era.
organizations, they bring practical insights into howAI is transforming industries. Their work focuses on bridging the gap between AI theory and real-world application, empowering professionals and businesses to navigate the evolving digital landscape.
