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About me

I am a results-driven CEO, Startup Advisor, and Author. Currently serving as Managing Director of advisory boutique Logitech Capital enabling sustainable and technologically advanced brands to enter the European Union.

With my cross-cultural competence spanning Asia, Africa, North America, and Europe, I possess a unique perspective and the ability to think creatively, resulting in innovative solutions for my clients. My exceptional leadership skills have been honed through diverse experiences, including my recent role as CEO at Peak Porter AD (a warehouse robotics general contractor), where I navigated the intersection of automation and technology. Previously, I held executive positions in German start-ups such as VP Operations at Arive GmbH (luxury quick commerce retail sector) and served as Global Head of Supply Chain and Logistics at Gorillas GmbH (fast-moving consumer goods industry). Additionally, I demonstrated operational expertise as the Head of Operations at Zalando SE (a publicly traded fashion retail e-commerce company).

I combine various executive roles with a solid educational foundation, holding an MBA degree from the Frankfurt School of Finance in Germany and a Bachelor’s degree from the Dalian University of Technology in China. My pragmatic approach is backed by Black Belt Lean Six Sigma Certifications, Associate Certified Coach Degree, and further education in leadership and venture-building from renowned institutions such as MIT, Harvard, and CEIBS. My expertise has been recognized by esteemed organizations, including being a member of the Forbes Business Council, the 2Hearts European Tech Community, and the Tech Open Air Berlin Startup Community.

Driven by belief in the power of aligning personal and professional values, I am dedicated to helping executives and entrepreneurs create purpose-driven businesses. My articles and talks on leadership and organizational culture have resonated with audiences seeking practical insights into business management. Explore this website’s blog posts to learn more.

Discover useful resources:

Lean Six Sigma Process Improvement essentials (download a pdf example) 6-hour self-developed training

Recent Posts

- Embracing Life’s Limitless Possibilities: Creating Yourself Through Passion, Empowerment, and Philanthropy.
  My life motto is “Nothing is impossible, Life isn’t about finding yourself, life is about creating yourself” – what does this mean? My high school graduation journal chose the saying “nothing is impossible” to describe me; I fully acknowledge this life credo. I strongly believe that every individual has the opportunity to succeed in life. No matter the wealth of one’s family, or the color of one’s skin, if an individual has set goals and strives to work hard, recognition will follow. I also believe that the mental revolution of a human being is bound not only with daily jobs or academic achievements but also by being a productive member of society and taking an active role in philanthropy. That’s why I take every chance to promote empowerment and encourage people to achieve their goals. In this article, we will explore these concepts in-depth and discuss how embracing a growth mindset, fostering empowerment, and engaging in philanthropy can help you design the life of your dreams. Embracing a growth mindset A growth mindset is a belief that your abilities, intelligence, and talents can be developed through dedication, hard work, and perseverance. It’s about embracing challenges, learning from failures, and continuously striving for improvement. The importance of setting goals: Setting clear, achievable goals is crucial for personal and professional growth. Goals provide direction, motivation, and a framework for measuring progress.Overcoming obstacles: Life is full of challenges and setbacks. Embrace them as opportunities for growth, and use your inner resilience to overcome them.Cultivating a positive attitude: A positive attitude helps you see the possibilities in any situation and fuels your motivation to achieve your goals. Fostering empowerment Empowerment means giving yourself the tools and resources needed to take control of your life and make your own decisions. It’s about recognizing your strengths, embracing your weaknesses, and continuously working on self-improvement. Building self-confidence: Believe in your abilities and trust that you can achieve your goals.Seeking mentorship and support: Surround yourself with people who believe in your potential and can offer guidance and encouragement.Taking responsibility for your life: Embrace your power to make choices and take action to create the life you want. Engaging in philanthropy Philanthropy is about giving back to society and helping others. It’s an essential part of personal growth and a powerful way to create a meaningful, fulfilling life. The benefits of giving back: Engaging in philanthropy can improve your mental well-being, increase your sense of purpose, and help you develop new skills.Finding your passion: Identify the causes you’re passionate about and find ways to contribute your time, talents, or resources.Creating a ripple effect: Your philanthropic efforts can inspire others to give back, creating a ripple effect of positive change in the world. The power of passion Passion is a driving force that can help you achieve your goals and create a fulfilling life. It’s about discovering what truly excites you and pursuing it wholeheartedly. Identifying your passions: Take the time to explore your interests and values to discover what truly excites and motivates you.Pursuing your passions: Once you’ve identified your passions, find ways to incorporate them into your daily life and career.Inspiring others: Share your passion with others and inspire them to pursue their dreams. Sharing your journey Sharing your personal journey of growth and self-improvement can have a profound impact on others. By sharing your experiences, you can inspire, motivate, and empower others to follow their dreams. Blogging and social media: Share your insights, experiences, and lessons learned through blogging and social media platforms.Speaking engagements: Share your story at conferences, workshops, and other events to inspire and empower others.Mentorship: Offer your guidance, support, and wisdom to others on their personal growth journey. Hope you enjoyed reading it! Looking forward to your comments and feedbacks. Very truly yours, ILona B. Schukina... Read more...
- Demanding or Compassionate Leader
  I want to raise a very interesting topic – the exactingness of a leader. What qualities does a leader need in general? Can Leadership be learned? Why is demanding to be a leader? You will find answers to these and other questions in our article. Leadership and management are often pitted against each other, with some people proclaiming, “We don’t need managers, we need leaders!” In my perspective, leadership is an essential component of management, specifically concerning the psychological aspect of management. In this article, we’ll delve into the distinctions between leadership and management and explore the importance of the psychological aspect in the management process. Understanding the technological and psychological aspects of management. When discussing management, we can differentiate between the technological (informational) and psychological aspects. For example, imagine you are my leader. The technological aspect involves discussing tasks and responsibilities. You might delegate a task to me or ask for my input on which task to prioritize. Alternatively, you may grant me the authority to make independent decisions. Regardless of the specific discussion, the technological aspect focuses on the content of the tasks and responsibilities. Meanwhile, the psychological aspect of management deals with the emotional and personal dynamics of our interactions. When we communicate with one another, our interactions occur on two levels: the “What?” and the “How?”. As my manager, you have authority over me and my work. We discuss tasks that have specific content and objectives. At the same time, I am an employee of a company with a defined role, position, and functional responsibilities. However, I am also a human being with emotions and personal needs. Ideally, we could separate our personal selves from our work roles, but that’s not the case for most people. As a result, our interactions encompass both “function-function” (role, technical) and “person-person” dynamics. The ability to personally influence an employee in a positive direction is what I consider leadership. This influence is not based on authority, official rights, or power but stems from personal connections. If a leader doesn’t possess leadership skills, their management approach will be incomplete and less effective. This is especially true when managing people engaged in intellectual work. For example, if someone is performing a simple manual task, like using a hammer, leadership might not be as crucial. However, when managing employees who require creativity and critical thinking, effective leadership becomes essential. The concept of compassion in a leader. The question arises: can leadership be learned, or must a leader be born? Certainly, there are innate leadership qualities that can be observed from an early age (sometimes even in the playground, we can identify the leader). However, I believe leadership can be learned, and since I’m interested in the tools rather than abilities, I highlight specific leadership competencies, including exactingness. We might wonder what qualities a leader needs in general. I would list qualities such as open-mindedness (the ability to receive, process, and reconsider information – cognition), perseverance, responsibility, and exactingness. Furthermore, a leader should possess internal responsibility, which is an innate or developed character trait, while external responsibility arises not from within, but from external circumstances. Human qualities can be categorized along a certain scale. Let’s say talent is on one end, and it can be labeled differently. I define it as a synergistic combination of specific abilities. Several abilities synergistically combine, and a person develops a talent for a particular activity, such as sports, drawing, or sculpture. There are individuals referred to as “Leonardo Man” in honor of Leonardo da Vinci, who combined the talents of an artist, sculptor, and more. Such people are exceptionally talented. As for myself, I possess the ability to think systematically, and I can transform complex concepts into simpler ones. I believe this is an innate quality, which I may have developed over five years of consulting. Whether I had this ability ten years ago is uncertain. An ability is an inherent quality within a person: aptitude for music, sports, or foreign languages. On the other end of the scale of qualities is aptitude. What does this mean? Aptitude means that a person may lack innate abilities but can develop specific skills and capabilities through training. It’s true that an apt person needs to work hard to achieve the results of a capable and talented individual. Is this a hindrance? Not necessarily. You might have observed in school or sports clubs that capable individuals sometimes make rapid progress, and achieve initial results, but then fade away (not always, but occasionally). Why? Because their innate abilities allow them to easily grasp what is difficult for others. So, can everyone be taught leadership? No. Can everyone be a leader? No. However, the character is not a sentence. Are there executives who have learned nothing and have built giant companies? There are plenty! These people are called geniuses. Everyone knows about them. Not everyone knows about those who laid down their heads, not having learned, but relying on their abilities. The ends of the scale are talent and contraindications. Everyone else can be leaders since this is a profession, not a gift from God. If our exactingness is not in the zone of difficulties or in the zone of contraindications, we can develop it. We can train character by actions. In order to change it or build up some additional qualities, we can begin to perform actions inherent in a person with the qualities that we want to acquire. A person who is accustomed to achieving success easily may sometimes lack innate industriousness and, consequently, perseverance. When the foundation for their initial accomplishments runs out, they may struggle to reach more complex, higher standards. This is when hard work becomes essential, but they are not used to it since they’ve always experienced easy victories. For example, a capable child might excel in elementary school but gradually lose steam. Similarly, an athlete could effortlessly achieve the first 2-3 ranks but not progress further, as that would require hard work. At that point, their advantage becomes less noticeable, and since they are not used to working hard, they prefer easy results. Of course, this isn’t always the case. Some people begin at the first level and graduate at the top of their class, or athletes who consistently outperform from the start. However, the innate ability doesn’t always equate to long-term success. This is why various cultures have stories of the tortoise overtaking the hare: a determined tortoise can outpace a capable hare. Further along the scale, there is a zone of difficulty. This zone represents actions that are not just challenging but require significant effort and self-discipline to overcome. An example of this can be found in the American Major Basketball League, where some players possess unconventional heights for basketball. They may appear unusual on the court, but their presence in the league is not due to political correctness. Instead, these players likely compensate for their lack of height with exceptional jumping, agility, dribbling, and other skills, which allow them to succeed in an unorthodox position. In conclusion, innate abilities and talents don’t always guarantee long-term success. Hard work, perseverance, and the willingness to overcome challenges can be equally, if not more, important in achieving one’s goals. Why is it demanding to be a leader? Incorporating individuals who exhibit external responsibility is essential, as it discourages those who may shy away from the right attitude towards work from doing so. Many people might ask, “Why to work with such people?” I can’t say for sure—perhaps there’s no need. If all your employees possess a high level of internal responsibility and don’t require stringent expectations, I congratulate you! You are an outstanding leader (sincerely and without any irony). In my 10+ years of work experience, not everyone is a paragon of fearlessness and integrity. It would undoubtedly be fantastic if we could assemble a team of 300 highly moral, highly responsible, and highly professional individuals. Who wouldn’t want that? But when people indignantly exclaim, “Why work with such people?” I can’t help but ask, “Colleagues, are you referring to yourself or others?” A person who is content with their performance is usually surprised by such questions and rarely reacts defensively. In contrast, someone dissatisfied with their own performance often raises their voice and focuses on what should be, rather than what is. They lack what others possess. By no means am I advocating for waging a war for talent—I don’t even support initiating one. Despite the countless suggestions to “assemble a star team and achieve success in life,” do you really think that talented individuals have nowhere else to go? I have my doubts. Are you the star coach under whom the star team will come together? Or do you want a star team without being a star coach yourself? The critical questions remain: how to assemble such a team, and who do you need to become to attract a star team? Leadership training What should you do when compassion is needed for offended employees when you make demands and they feel hurt? There are various scenarios for dealing with such situations. The most positive outcome is that they overcome their hurt feelings and continue to be productive, while the less favorable scenarios are best left unmentioned. Of course, it is wrong to hurt people, but not holding them accountable for their responsibilities is also a disservice. I understand that some belief in mythical mantras and the power of exclusively positive influences, which supposedly can transform negative individuals into positive ones. I’ve never met these people in real life, but I’ve heard many stories about them, often without specific names and usually from “somewhere overseas.” In reality, leadership has a dark side. What does this mean? Naturally, a leader should begin with the positive: they must inspire, motivate, and encourage. But how should leaders handle those who seem immune to such positivity? Do these people even exist? Niccolo Machiavelli once elegantly said, “Unfortunately, people do not always live as the Lord commanded them.” This statement holds true, as even generally decent people sometimes justify unworthy behavior in an attempt to maintain a positive image. Thus, a leader needs to show compassion, and if they possess this quality, they may not need to make demands frequently—they can simply ask. A compassionate leader can afford to be polite, well-mannered, warm, and approachable, without compromising their authority. This is because everyone understands the value of interacting with a compassionate leader, and would prefer to maintain a positive relationship with them. Hope you enjoyed reading my article! Looking forward to your comments and feedback. Very truly yours, ILona B. Schukina... Read more...

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