Claude Silver — Chief Heart Officer at VaynerX. Author of Be Yourself at Work and TEDx speaker. I help leaders build emotionally fluent, brave, high-performing cultures — and help humans find their mojo and joy at work.
Chief Heart Officer at VaynerX. Author of Be Yourself at Work and TEDx speaker. I help leaders build emotionally fluent, brave, high-performing cultures — and help humans find their mojo and joy at work.
Claude Silver ranks #241 of 18,709 LinkedIn creators in Marketing & Advertising, and is a standout voice in United States. They have 55.6K followers and published 27 posts in the last 60 days at a 0.2% average engagement rate.
- 55.6K followers
- 27 posts / 60d
- 0.2% avg engagement
- — follower growth / 30d
The roast
Claude Silver is the Chief Heart Officer at a marketing agency, which is just a fancy way of saying she’s the corporate version of a mood ring that only turns grey. She claims to manage the texture of the culture, yet her engagement rate is exactly as flat as a patient who actually needs a heart officer.
About Claude
I’m an emotional optimist by nature and a people-first leader by practice. As the first-ever Chief Heart Officer at VaynerX, I have the privilege of supporting nearly 2,000 humans across the globe—helping them feel seen, grounded, and equipped to do the best work of their lives. Culture isn’t something you measure once a year. It’s a texture. A vibe. A living system. I experience culture as the emotional heartbeat of an organization—something that’s always moving, always responding. When it’s healthy, everything lights up. When it’s neglected, everything feels harder than it needs to be. My work sits at the intersection of emotional fluency and business performance. I help leaders move from reactive to intentional. From managing people to truly holding space for them. From burnout and ambiguity to clarity, courage, and momentum with purpose. At the core of my philosophy is a simple, learnable framework: Emotional Optimism – believing progress is possible, even when it’s hard Emotional Bravery – saying the honest thing early and kindly Emotional Efficiency – moving through emotions instead of getting stuck in them Every day, I ask myself: How do I make this less about my agenda and more about their clarity? How do I help people leave conversations feeling steadier, stronger, and more capable? In 15–30 minute conversations, my goal is simple: People leave clearer than they arrived. That clarity creates trust. Trust creates momentum. Momentum creates results. Rehumanizing the workplace isn’t a trend. It’s the future of leadership. And at the end of the day—this has always been true: It’s all about how we make people feel. Always.
Highlights
- Big Audience — 55,616 followers · top 5%
- Top 5% in United States — Ranked #99 of 5983 creators
- Consistent Creator — 27 posts in 30d · top 5%
- Top 5% in Marketing & Advertising — Ranked #55 of 1417 creators
Recent posts
Since “Be Yourself at Work” was in its pre-launch phase a year ago, and now throughout the eight months since its release, I’ve had the privilege of joining many podcasts and speaking with leaders from all kinds of organizations. No matter who I’m talking to, one question seems to come up again and again: “What do you actually mean by ‘be yourself at work’?” It’s a fair question because I think we’ve unintentionally turned authenticity into a personality trait, as though some people naturally have it and others simply don’t. We’ve also come to associate it with oversharing, constant vulnera
61 reactions · 11 comments · 2 reposts
I’ve been sharing more short videos on YouTube lately. Quick thoughts on leadership, culture, trust, work, and what it means to lead with more humanity. Some are practical. Some are personal. Some are simply ideas I’m still thinking through out loud. Some are things you have heard me say on repeat for years! I’d love for you to take a look and see if any of the clips bring you value, help you think differently, or give you something useful to carry into your day. And because I’m always learning too, I’d love to know which ideas land with you—and what you’d like me to talk about more. Thank y
58 reactions · 15 comments · 1 reposts
Most departments can tell you what they do. Far fewer can clearly explain who they are, why they exist, who they serve, and what people should consistently experience when working with them. That gap matters. Because without a shared Vision or North Star, people can be working incredibly hard and still pulling in different directions. Everyone starts making decisions through their own lens. Priorities get muddy. Teams lose their rhythm. And before long, urgency becomes the loudest voice in the room. I have been developing this exercise to help departments create a one-page operating guide:
82 reactions · 38 comments · 2 reposts
Last updated 2026-08-04