Lead to Soar

Helga Svendsen is a self-confessed 'governance nerd' who is a facilitator, coach and mentor specializing in strategy and planning, governance and stakeholder engagement. She hosts the Take on Board podcast, a weekly pod where she talks all things governance, as well as the Take on Board community, which is a thriving community of women who connect through active Facebook group events. Helga also runs programs to enable to get onto their first board and to a program to help women who are establishing their board careers. In this episode, Michelle asks Helga what women should pay attention to and when they aspire for a board career. ~ResourcesSign up for A Career that Soars! *PremiumTake on Board podcast https://helgasvendsen.com.au/take-on-board-podcast/Take on Board Community - https://helgasvendsen.com.au/community/About Helga - https://helgasvendsen.com.au/about/ Hosted on Acast. See acast.com/privacy for more information.

In this episode of L2S!, leadership and gender equality expert Michelle Redfern sits down for an interview with Jo Thomas, the CEO of the Australian Institute of Business. Jo shares her career story, how she ended up living in Australia, and how she climbed the career ladder to hold multiple C-Suite positions.Learn more about Lead to Soar! and A Career that Soars! by visiting LeadToSoar.com~Guest Jo Thomas' Bio: Jo Thomas is the Chief Executive Officer of the Australian Institute of Business. Jo is all about flawless execution, authentic leadership, and innovation. She is experienced with both online and offline customer offerings, and leading teams. Jo is extremely passionate about the human experience and enjoys making both the workplace and customer interactions life-enhancing experiences. In her words, success lies where people, process and data intersect. Michelle Redfern's Bio: Michelle is the founder of Advancing Women, an enterprise providing research and advisory services on workplace gender equality, inclusion and diversity. She is co-host of A Career that Soars! the founder of women's network Women Who Get It co-founder of CDW (Culturally Diverse Women) and host of the Lead to Soar podcast.Michelle is an experienced Non-Executive Director with Board and advisory roles in the finance, sport, for purpose and supply chain sectors. She is a proud Ambassador for Flexible Working Day and Girls Uniform Agenda. She has held executive leadership roles at ASX & FTSE listed companies NAB, Telstra and Serco during her 30-year corporate career.Michelle is a Graduate of the AICD, holds an Executive MBA (Distinction) and holds various accreditations in organisational diversity and coaching. She is an in-demand speaker and is a regular contributor to the discussion and advocate for gender equality and inclusion in sport and business workplaces. Hosted on Acast. See acast.com/privacy for more information.

Lead to Soar! is a production of A Career that Soars!In this episode of L2S!, leadership and gender equality expert Michelle Redfern sits down for an interview with Semiconductor engineer and DEI expert Alicia Scott. Alicia joins us to share her experiences advancing in a highly male-dominated space - semiconductors and shares her thoughts and experience as a Woman of Colour in STEM. Learn more about Lead to Soar! and A Career that Soars! by visiting LeadToSoar.com.~Bio for Guest Alicia ScottAlicia Scott has 25 years of professional experience in the semiconductor industry and is currently the Senior Director of People, Culture and DEI at onsemi. Alicia earned a BS in Microelectronic Engineering from Rochester Institute of Technology, and an MBA from Arizona State University. Bio for Michelle RedfernMichelle founded Advancing Women, an enterprise that provides research and advisory services on workplace gender equality, inclusion, and diversity. She is co-host of A Career that Soars! the founder of women's network Women Who Get It co-founder of CDW (Culturally Diverse Women) and host of the Lead to Soar podcast.Michelle is an experienced Non-Executive Director with Board and advisory roles in the finance, sport, for purpose and supply chain sectors. She is a proud Ambassador for Flexible Working Day and Girls Uniform Agenda. She has held executive leadership roles at ASX & FTSE listed companies NAB, Telstra and Serco during her 30-year corporate career.Michelle is a Graduate of the AICD, holds an Executive MBA (Distinction) and has various accreditations in organisational diversity and coaching. She is an in-demand speaker and is a regular contributor to the discussion and advocate for gender equality and inclusion in sport and business workplaces. Hosted on Acast. See acast.com/privacy for more information.

In this episode of L2S!, leadership and gender equality expert Michelle Redfern sits down for an interview with the one and only Sheila Flavell. Sheila is an extraordinary leader (by our full ACtS! definition!) in the truest sense. She has created exceptional outcomes for business and women in the Tech industry. She continues leading today and has the curiosity and energy to keep learning and pushing herself into new territory. We were so inspired by this episode, and hope you are too!Learn more about Lead to Soar! and A Career that Soars! by visiting LeadToSoar.com~Bio for Guest, Sheila FlavellSheila Flavell has over 30 years experience in the global tech sector. She played an integral role in FDM's flotation on AIM in 2005 and was a key instigator of the management buy-out of the Group in 2010 and the subsequent listing onto the main FTSE Market in 2014. Sheila's sector knowledge has been crucial in driving FDM's global expansion programme, taking them into the FTSE250. She spearheads the ‘Global Women in Tech' campaign and created FDM's hugely successful Returners Programme. Sheila is Deputy President of TechUK and chairs the Institute of Coding's Industry Advisory Board. One of her proudest moments in business was when FDM achieved a zero gender pay gap. She has won numerous awards during her career for services to the tech industry and was recognised in the 2020 New Year's Honours list with ‘Commander Of The Order Of The British Empire' for her services to gender equality in IT and the employment of graduates and returners. She is also listed in Computer Weekly's ‘Most Influential Women in UK Tech, Hall of Fame.' Bio for Michelle RedfernMichelle founded Advancing Women, an enterprise that provides research and advisory services on workplace gender equality, inclusion, and diversity. She is co-host of A Career that Soars! The Women Who Get It is the founder of the women's network, co-founder of CDW (Culturally Diverse Women), and host of the Lead to Soar podcast.Michelle is an experienced Non-Executive Director with Board and advisory roles in the finance, sport, for purpose and supply chain sectors. She is a proud Ambassador for Flexible Working Day and Girls Uniform Agenda. She has held executive leadership roles at ASX & FTSE listed companies NAB, Telstra and Serco during her 30-year corporate career.Michelle is a Graduate of the AICD, holds an Executive MBA (Distinction) and has various accreditations in organisational diversity and coaching. She is an in-demand speaker, a regular contributor to the discussion, and an advocate for gender equality and inclusion in sports and business workplaces. Hosted on Acast. See acast.com/privacy for more information.

Cheryl Morrison Deutsch, CEO of Zillion, joins us on episode 28 of the Lead to Soar podcast to share her career story and philosophies on leadership.Guest Bio: Cheryl Morrison Deutsch, CEO of Zillion, brings almost three decades of experience in translating business and technology requirements into actionable plans to provide superior user experiences. Morrison Deutsch most recently served as Executive Director of Customer Experience, Collaboration & Transformation at Kronos. Before this, she was a thought leader at Cloud Technology Partners, a premier cloud services and software company serving Fortune 500 companies, developing technical and organizational strategies to support customers' business transformations. Morrison Deutsch also served as Chief Application Officer at Health Dialog, overseeing the design, development and implementation of a proprietary coaching application developed to convert predictive analytics into easily digestible contextual patient information. NOTABLE QUOTESQUOTES "It's ok that you don't know everything. You just surround yourself with people who can support you. You don't have to be an accountant to understand finance and its implications for your business. You add value in your experience and [through] your thoughtfulness around any subject... except maybe surgery." -- Cheryl Morrison Deutsch on Business, Strategic and Financial Acumen"Information is only power when you share it." -- Cheryl Morrison Deutsch"We don't care where you sit. We care what you do and how you do it." -- Cheryl Morrison Deutsch on leading the remote workforce of the future"Don't let fear guide your [career] decisions." -- Cheryl Morrison Deutsch Hosted on Acast. See acast.com/privacy for more information.

Guest Bio: Laura Ryan BA (Hons), MSc, DipM MCIM Laura has a First-Class Honours in Marketing and a Masters in Management and has also achieved Chartered Marketer status via the Chartered Institute of Marketing. Laura joined the Agriculture and Horticulture Development Board (AHDB) in 2007 after successfully launching premium beef & lamb brands within a large butchery business in the North East of England. Working her way through the ranks she was appointed as Sector Strategy Director for Beef & Lamb Board in 2015. She led the strategic review and development for the Beef & Lamb sector in England by identifying key challenges and opportunities which deliver long-term growth. Last year, Laura successfully launched Lavenpark, her own consultancy business, which is working with levy boards and government and commercial companies to achieve greater success through improved industry insight, connectivity, business development, marketing, and communications. Laura is the founder and global Chair of Meat Business Women, launched in 2015. The United Nations have recently recognized it with Laura presenting on the contribution Meat Business Women makes to the global Sustainable Development Goals. LinkMeat Business Women Episode QuotesOn Strategy -- “Don't let folks tell you that it's more complicated than that. Understand, do the research, understand where you are now, what's the ambition, what's the macro-environmental impact, what are your competitors doing, get the research, get the data, and then map out a road map.” - Laura Ryan “Strategic networking is essentially about generosity and reciprocity, but we have to invest time in it. And [we're] debunking the myth that your networking is turning up to conferences or after-work functions with mediocre wine and dreadful canapes... It's genuine care, but also having that strategic intent. And being able to say – this is where I want to be able have an impact in my industry, my sector, wherever it may be.” -Michelle Redfern "I think the networking piece is really important... investing in your network, in your personal board.” - Laura Ryan “Be brave and push yourself outside your comfort zone.” - Laura Ryan Hosted on Acast. See acast.com/privacy for more information.

Guest bio: Julie Escobar is a sharpened international market-driven leader and international businesswoman. She has driven the achievement of tremendous sales goals - from $20M to $50M in 3 years. Escobar is co-founder of Global Women Fresh, an organization whose mission is to leverage the talent of Women in produce to close the food industry's gender divide by inspiring, connecting, and empowering women around the world.Episode Quotes“To go where you really want to go, you have to put the hours, you have to put the energy, the investment – financial and non-financial – and ultimately that takes determination, right? I mean you have to have determination, you have to be incredibly intentional about what your goals and your dreams are.” - Julie Escobar “Rock the boat. Ask difficult questions.” - Julie Escobar “Hope is not a strategy.” - Michelle Redfern “You need to understand how the company is making money. And when you are comfortable articulating – how does the company make money and how do you add value to that equation – and you can articulate that well in front of anyone... then I think that's ultimately when you become someone critical in the equation.” - Julie Escobar “The advice given to women is so rarely around developing your business, strategic, and financial acumen. It's so rarely about how to harness and point your ambition in the right way. It's so rarely about unleashing their potential. It's so often about their appearance. It's so often about work-life balance. It's so often about the very gendered things...” - Michelle Redfern “Absolutely, it is important to hit the numbers, and to hit the revenue and the profits, but at the same time it Is incredibly important to bring the team and to have an environment and a culture that you are supporting and empowering and mentoring the people behind you. Because if not, then it doesn't really work. The company can be making millions and billions of dollars, but if everyone hates coming to work, it's a nightmare for everyone”. - Julie Escobar “Putting your head down and your bottom up doing really good work is OK. But you need to also build those internal and external relationships.” - Michelle Redfern Hosted on Acast. See acast.com/privacy for more information.

Heather Polinsky is an environmental consulting professional with over 20 years of experience. She started as a civilian project manager for the US Army Environmental Command. She found herself in consulting not too long ago and has had a wonderful career trajectory that's taken her from Project Management through Program Management and Client Development. She is now a leader of leaders in Operations. In this episode of the Lead to Soar Podcast, Heather reflects on some of the ways mentors have helped her most, the best career advice she's ever received, and how she has developed The Missing 33% (business strategic and financial acumen) throughout her career. Heather was recently appointed as the Chief Operating Officer of Arcadis North America, with a staff of ~6,000 professionals.Learn more about Arcadis by visiting Arcadis.com Notable Quotes from Heather Polinsky:On advice for professionals growing in leadership: "Really make sure that you're willing to ask questions, and the second part is - trust your team... We're all at the table because of something we offer that's unique... and if you've built a good team, it's designed that way. So use it!""You have to understand what your picture looks like and be happy with your picture. Don't spend your days comparing yourself to other people, families, or pictures. Because they might not be the same, but it's OK...""My message is: go for it now. If you think you'll be ready in a year, you're probably ready now." Hosted on Acast. See acast.com/privacy for more information.

Michelle Redfern sits down with Lizzy Goldfinch to explore the crucial intersection of money, leadership, and women's potential. Lizzy shares her professional expertise and personal experiences to illuminate how financial literacy and independence are foundational for closing the leadership gender gap. The conversation focuses on breaking down harmful money myths, embracing financial empowerment, and taking actionable steps to build wealth and create choices.Whether you're navigating your career, seeking financial freedom, or dreaming of a larger impact in your community, this episode will inspire you to take control of your financial future.Episode HighlightsThe “3 Ds” of Financial Vulnerability:• Death, Divorce, and Domestic Violence often leave women in precarious financial positions.• Women aged 55+ are the fastest-growing demographic of homeless people in Australia, emphasizing the need for financial independence.Why Money Matters:• Financial resources give women the power of choice and freedom, enabling them to escape abusive situations or transition careers without fear.• By 2034, women are projected to control 65% of Australia's wealth, making financial literacy more crucial than ever.Reframing Harmful Money Mindsets:• Common limiting beliefs:• “I'm not good with money.”• “Money is vulgar or shameful to talk about.”• Empowering reframes:• “I'm learning to get better with money.”• “I love money and the choices it brings.”Investing in Yourself:• Warren Buffett's advice: The best investment you can make is in yourself.• Tips for self-investment: podcasts, networking, online courses, and continuous learning.The Power of Choice Through Money:• Financial independence allows women to:• Volunteer and engage in meaningful causes.• Leave unsupportive workplaces or unhealthy relationships.Practical Tips to Build Wealth:• Create a “Runaway Fund” for emergencies or unexpected life transitions.• Start small with consistent saving and investing—compounding interest is a game changer.• Keep a record of your accomplishments to ensure fair remuneration at work.Leadership Call to Action1. Examine Your Money Mindset:Identify any limiting beliefs you have about money. Write them down and consciously work to reframe them into empowering affirmations.2. Start Building Wealth Today:Open a savings account and set up an automated transfer—even $5 per paycheck can snowball over time.3. Prepare for Your Next Salary Negotiation:Document your accomplishments and contributions to the business. Set a target remuneration goal and plan your negotiation strategy now.4. Get Educated:Listen to podcasts like She's on the Money, read books like The Barefoot Investor by Scott Pape, or follow Lizzie Goldfinch for actionable financial insights.5. Support Your Community:Use your financial resources or time to give back in meaningful ways—whether by mentoring, volunteering, or donating to causes you care about.Connect with Lizzy Goldfinch:Resources Mentioned in the Episode:• The Barefoot Investor by Scott Pape• The Millionaire Next Door by Thomas J. Stanley and William D. Danko• PepTalkHer App by Meggie Palmer • The Snowball - Warren BuffetMake sure to subscribe to Lead to Soar on your favourite podcast platform and share this episode with women in your network who are ready to take control of their financial futures. Hosted on Acast. See acast.com/privacy for more information.

In this follow-up episode, Michelle and Renata Bernade, host of The Job Hunting Podcast, tackle the other side of the equation—job hunting. For job seekers, the holiday season can be a nerve-wracking time, but Renata offers insights and strategies to stay proactive, avoid burnout, and prepare for success when the market picks up.Topics include:• Navigating the anxiety of job hunting during the quieter holiday season.• Crafting your personal narrative for holiday gatherings and professional networking.• Why LinkedIn optimization is critical for being found by recruiters.• Using downtime to reflect, strategize, and strengthen your career assets.• The importance of taking a break to recharge and avoid burnout.Key Takeaways:1. Prepare your narrative: Be ready to confidently answer, “What are you up to?” at holiday gatherings.2. Leverage LinkedIn: Optimize your profile to ensure recruiters find you for the roles you want.3. Reflect and strategize: Use the slower holiday season to assess your strengths and career goals.4. Take a break: Job hunting is emotionally taxing—allow yourself time to recharge.Links & Resources:• Renata's LinkedIn Audit Services: https://www.renatabernarde.com/linkedin/• The Job Hunting Podcast: https://www.thejobhuntingpodcast.com/podcast• Lead to Soar Network: https://leadtosoar.network/landingFinal Thought:Renata reminds listeners, “You will find a job. Take this time to focus on yourself, recharge, and set yourself up for success in the new year.”Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.We support women and organisations in 5 ways;The Lead to Network: https://leadtosoar.network/landingThe Lead to Soar Podcast: https://shows.acast.com/lead-to-soarThe Lead to Soar Summit: https://www.leadtosoar.com/summitWomen's Leadership Programs: https://www.michelleredfern.com/advancing-women-in-business-sportDEI Consulting & Advisory: https://www.michelleredfern.com/consulting Hosted on Acast. See acast.com/privacy for more information.

In this episode of Lead to Soar, Michelle welcomes back friend of the pod, Renata Bernarde to discuss hiring from the manager's perspective.Does the thought of hiring fill you with joy or dread? They explore this question because managers tell us that hiring often feels like a burden. Topics include:• Why hiring feels like a chore for many leaders.• Common pitfalls in hiring practices, including rushing decisions or hiring for “ghost jobs.”• Strategies to make hiring purposeful and aligned with organizational goals.• The importance of skills matrices, workforce planning, and building intentional hiring processes.• How job descriptions can attract a diverse pool of candidates by moving away from unrealistic “unicorn” expectations.Key Takeaways:1. Plan ahead: Workforce planning and clear job descriptions are essential to hiring effectively.2. Train hiring managers: Equip them with tools and strategies to align hiring with strategic goals.3. Focus on strengths: Hire for skills and cultural fit, rather than ticking off an unrealistic checklist.Links & Resources:• Contact Renata: https://www.thejobhuntingpodcast.com/contact• The Job Hunting Podcast: https://www.thejobhuntingpodcast.com/podcastLead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.We support women and organisations in 5 ways;The Lead to Network: https://leadtosoar.network/landingThe Lead to Soar Podcast: https://shows.acast.com/lead-to-soarThe Lead to Soar Summit: https://www.leadtosoar.com/summitWomen's Leadership Programs: https://www.michelleredfern.com/advancing-women-in-business-sportDEI Consulting & Advisory: https://www.michelleredfern.com/consulting Hosted on Acast. See acast.com/privacy for more information.

Michelle Redfern is joined by Lisa Saunders and Natalie Moore from Own Your Health Collective to explore how workplaces can better support women through perimenopause and menopause, pivotal life stages impacting women at the peak of their careers. Together, they address the often-taboo subject of menopause, highlighting the need for awareness, education, and supportive policies to ensure that women can continue to thrive professionally during these changes. Lisa and Natalie share actionable insights for both organizational leaders and individuals to foster inclusive environments, reduce stigma, and introduce practical solutions that make a difference for women's health and well-being at work.Episode HighlightsMenopause in the Workplace - Roughly one in five women consider leaving their job due to menopause symptoms, such as hot flashes, brain fog, and fatigue.Normalizing Menopause Conversations - The conversation around menopause is currently where mental health awareness was a decade ago—leaders must build an open culture to reduce stigma. - Natalie emphasizes introducing “menopause vocabulary” in the workplace to increase understanding and normalize discussions about women's health.Impacts on Mental and Physical Health - Beyond physical symptoms, menopause often brings cognitive and emotional challenges, like anxiety, depression, and brain fog, which can affect work performance and confidence. - Supporting women through perimenopause and menopause contributes to healthier, more engaged employees and retains valuable leadership experience within companies.Practical Ways Leaders Can Offer Support - Embrace flexibility in work hours, hybrid work, and options for part-time adjustments when symptoms are especially challenging. - Introduce menopause awareness training for managers to equip them with the language and empathy needed to support affected employees. - Implement workplace policies, such as health leave for menopause, to alleviate the pressure on women to “push through” symptoms without adequate support.Breaking Down Stigmas and Biases - Michelle shares personal experiences of reluctance to discuss menopause and emphasizes the importance of visible role models to normalize the conversation. - Lisa and Natalie note that while many women feel uncomfortable discussing menopause, it is often a colleague or manager showing empathy that encourages them to seek support and open up.Leadership Call to ActionEducate Yourself and Your Team: - Encourage company-wide learning sessions about menopause to introduce inclusive language and destigmatize the topic. - Train managers specifically on recognizing symptoms, creating open dialogue, and offering support to women who may be struggling with symptoms.Be a Role Model and Normalize Menopause Discussions: - Women leaders can play a pivotal role by speaking openly about menopause experiences to pave the way for younger generations. - Encourage leaders to leverage existing frameworks like mental health awareness initiatives, using familiar concepts to open conversations on menopause as well.Resources- Own Your Health Collective: https://ownyourhealthco.com.au- Own Your Health Collective: https://www.linkedin.com/company/own-your-health-collective/posts/?feedView=all- Podcast: Perimenopause Power: https://omny.fm/shows/peri-menopause-power Hosted on Acast. See acast.com/privacy for more information.

In this episode, Michelle Redfern is joined by Susan Colantuono, founder of Be Business Savvy and co-founder of the Lead to Soar Network, to discuss the transformative coaching approaches needed to support women's advancement into senior leadership. This conversation focuses on how managers, mentors, and coaches can go beyond traditional coaching frameworks to build their own business acumen—and effectively coach women on these skills. By developing these critical coaching capabilities, we can bridge the leadership gender gap and elevate women leaders to new heights.Key Topics Discussed:• Transformative Coaching for Women Leaders: Michelle and Susan explore why standard coaching methods, often centered on Emotional Intelligence (EQ), fall short in preparing women for executive roles. They emphasize the need to integrate Business Intelligence (BQ) into coaching strategies, equipping women with essential business, financial, and strategic skills.• The Missing Thirty-Three Percent: Susan shares her concept of the Missing Thirty-Three Percent—the skills gap in business, financial, and strategic acumen that women often face. This gap, left unaddressed, limits women's advancement to senior positions. She urges coaches and mentors to prioritize building BQ to help women become recognized as invaluable business partners.• Practical Coaching Approaches to BQ: Susan and Michelle outline actionable coaching techniques that managers, mentors, and coaches can adopt to help women develop and showcase business acumen. They discuss the value of guiding women to interpret financial metrics, contribute to strategic initiatives, and effectively communicate business outcomes to senior leaders.• Gender Dynamics and Coaching: Susan offers insights on how gender biases in coaching can reinforce stereotypes, such as focusing on women's confidence and work-life balance over business skills. By recognizing these dynamics, coaches can shift their approach to empower women with the skills that truly drive career advancement.Actionable Insights:1. For Coaches and Mentors: Build your own BQ skills to coach women effectively on business, financial, and strategic acumen. Make it a priority to help women develop the skills and language needed to be recognized as strategic partners within the organization.2. For Managers and Leaders: Transform coaching by focusing on how women's roles contribute to business results. Encourage them to engage with business metrics, strategy discussions, and broader organizational goals to build their reputation as key business players.3. For Women in Leadership: Seek out opportunities to develop your business savvy. Understand how your work impacts the organization's strategic objectives, and learn to communicate these impacts in ways that demonstrate your value as a leader.Resources Mentioned:• No Ceiling, No Walls by Susan Colantuono• Be Business Savvy: BeBusinessSavvy.com• Michelle Redfern's The Leadership Compass for insights on BQ and leadership success.Final Thoughts:Michelle and Susan call on all managers, mentors, and coaches to step up their coaching game by integrating business acumen development into their support of women leaders. By strengthening their own BQ skills, these supporters can play a pivotal role in closing the leadership gender gap and positioning women as invaluable partners in the business. Hosted on Acast. See acast.com/privacy for more information.

In this episode of Lead to Soar, host Michelle Redfern is joined by Trina Sunday, founder of Reimagine HR, for a candid conversation about the need for a major overhaul in HR. Michelle and Trina unpack the shortcomings in traditional HR practices, including the “policy police” reputation, and discuss how HR functions must evolve to be effective partners in strategic leadership. They explore why HR often catches criticism, how changing workplace expectations impact HR's responsibilities, and the skills gap preventing HR from meeting the needs of a modern workforce. From adopting design thinking to embracing proactive relationship-building, they advocate for a reimagined HR that better supports both employee well-being and organizational goals.Episode Highlights:Why HR Needs Reimagining: Trina explains that HR's “policy police” reputation often undermines its credibility. The function frequently finds itself torn between advocating for leaders or employees, resulting in a perceived lack of alignment and strategic value.The Dual Role of HR: Michelle and Trina discuss the unique challenge HR faces in balancing the needs of both employees and leadership. This "dual loyalty" requires HR professionals to demonstrate social intelligence, transparency, and consistency to foster trust on both sides.Modern Skill Requirements for HR: To thrive in today's environment, HR must master new skills, including data analysis, digital literacy, business acumen, and values-based decision-making. The need to focus on employee experience design and inclusivity is also highlighted.Barriers to HR Transformation: Limited budgets, outdated perceptions, and a lack of digital resources hinder HR's ability to drive innovation. Additionally, traditional HR education often fails to equip practitioners with the modern skills necessary for impactful leadership.The Role of Design Thinking in HR: Both Michelle and Trina advocate for using human-centered design to tailor HR practices to meet diverse employee needs effectively. However, they acknowledge that this is rarely part of traditional HR training.Leadership Call to Action:Reevaluate HR's Role: For senior leaders, clarify HR's strategic role within the organization. Openly communicate this vision across departments to ensure alignment and mutual understanding.Voice of the Customer Listening Tour: Encourage HR to regularly engage with both employees and leadership to understand their evolving needs. Use focus groups or one-on-one conversations to gain insights rather than relying on impersonal surveys.Invest in Skill Development: Equip HR teams with critical skills such as business acumen, data literacy, and design thinking to address both organizational and employee needs proactively. Prioritize continuous learning, networking, and skill-building.Embrace Proactive Communication: Transparent, values-driven communication is essential in building trust. Ensure HR consistently communicates decisions and expectations, maintaining clear, ethical standards.Challenge Traditional Practices: Question outdated processes that hinder HR's ability to be a proactive partner in the business. Shift HR's focus away from compliance to prioritize collaboration, strategic input, and employee advocacy.You can find, listen to and connect with Trina at:http://www.reimaginehr.com.au/https://podcast.reimaginehr.com.au/https://www.linkedin.com/in/trinasunday/ Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Lead to Soar podcast, Michelle Redfern explores the concept of learning conversations and their role in career and leadership development. Michelle shares how mastering the art of these informal but intentional discussions can significantly enhance your leadership journey.Key Discussion Points:What are Learning Conversations?Michelle defines learning conversations as informal, intentional dialogues with someone whose experience can help broaden your perspective. Unlike traditional mentoring, learning conversations are more flexible and less structured, focusing on real-time knowledge sharing and feedback.Why Learning Conversations Matter for LeadersResearch from Dan Pink emphasizes that asking smart, open-ended questions invites deeper engagement and leads to more meaningful learning experiences. Learning conversations allow leaders to develop cognitive diversity by connecting with people who have different lived experiences. This helps you become a more adaptable and agile leader.Practical Steps to Initiate Learning ConversationsMichelle shares actionable advice on how to start a learning conversation:1. Identify your goals or challenges.2. Reflect on who in your network might offer valuable insights.3. Frame your request thoughtfully to respect the other person's time and expertise.4. Focus on active listening and mutual benefit during the conversation.The Coffee ExperimentMichelle challenges listeners to try The Coffee Experiment by reaching out to someone in their network for an informal conversation. This simple yet powerful strategy can help you test ideas, seek feedback, and develop deeper professional relationships.The Role of Confidence in Learning ConversationsMichelle emphasizes that asking for a learning conversation demonstrates leadership qualities such as self-awareness, emotional intelligence, and a willingness to grow. For women in particular, engaging in these conversations is a way to build confidence and navigate workplace challenges.Resources Mentioned:Dan Pink's work on the power of questions in leadership (e.g., To Sell is Human)Holly Ransom's Love Mondays newsletter on learning conversationsActionable Challenge:This week, try The Coffee Experiment. Reach out to someone in your network for a 30-minute conversation focused on learning from their experience. Frame your request thoughtfully, listen actively, and reflect on what you gain from the conversation.Join the Conversation:We'd love to hear how you're using learning conversations in your leadership journey. Share your experiences with us on the Lead to Soar network or email us directly. Hosted on Acast. See acast.com/privacy for more information.

In this episode, Michelle Redfern discusses the Hour of Power, a weekly group coaching call within the Lead to Soar network. This session provides a safe and consistent space for women to share their career challenges and insights, offering practical advice, support, and a strategic network that empowers women to thrive. Michelle highlights the importance of psychological safety, the value of women supporting each other in their careers, and the real-world outcomes participants experience through Hour of Power.Key Takeaways:What is Hour of Power?Hour of Power is a weekly, one-hour online session where Lead to Soar members come together to share challenges, receive support, and engage in meaningful, action-oriented discussions. It's a safe space where women can show up, whether in strength or vulnerability, to receive practical and constructive advice.Consistency and Psychological Safety:The power of Hour of Power lies in its consistency and the psychological safety it provides. One participant describes it as, "The consistency of the experience and the psychological safety of the space. I can turn up in my robustness or my vulnerability, and both are met with honest, practical, and kind reflection." This safe, non-judgmental space enables women to explore career challenges and take meaningful risks.The Power of Women Supporting Women:Research, such as McKinsey's Women in the Workplace report, highlights the importance of strong professional networks in advancing women's careers. In Hour of Power, women support each other strategically, providing mentorship, sponsorship, and emotional support. One member noted, "Even if you don't feel confident or want to talk, there is so much gold in this hour. The key takeaways are always—you are far from alone, the knowledge bank is next level, and the women in this community always help."Real-World Impact:Participants in Hour of Power have shared numerous success stories, from landing remote roles to negotiating promotions. As one participant said, "Hour of Power is my energy boost and a chance to engage my brain with brilliant, intelligent, supportive women." The session offers both tangible takeaways and a renewed sense of motivation and community.Call to Action for Leaders:Michelle challenges leaders to create similar safe spaces in their workplaces, ensuring that underrepresented and marginalized individuals have the opportunity to share their ideas and concerns. These spaces foster innovation, growth, and progress for both individuals and organizations.Resources Mentioned:Harvard Business Review: The Key to Inclusive LeadershipMcKinsey & Company: Women in the Workplace 2023Join the Lead to Soar Network:If you're a Lead to Soar member and haven't yet participated in Hour of Power, this is your invitation to join us. And if you're not a member yet, visit Lead to Soar Network to learn more about how you can become part of this powerful community of women supporting women. leadtosoar.network/landing Hosted on Acast. See acast.com/privacy for more information.

In this solo episode, Michelle tackles a deeply challenging issue many women face: hostile workplaces. From subtle microaggressions to outright discrimination, hostile environments can undermine confidence, drain emotional energy, and hinder career progression. Michelle breaks down practical strategies to protect yourself, build resilience, and—if necessary—find your way out. This episode is filled with actionable advice on how to survive and thrive even in the most difficult work environments.Key Takeaways:1. Understand What a Hostile Workplace Is: Hostile environments are more than just overt harassment—they include subtle behaviors like exclusion, being passed over for key projects, or being assigned non-promotable tasks.2. Build a Network: Don't isolate yourself. Find allies and accomplices both inside and outside your workplace who can offer support and validation.3. Document Everything: Keep detailed records of hostile behaviors, including dates, times, what was said, and how it made you feel. This can serve as crucial evidence if you need to escalate the issue.4. Know Your Rights: Familiarize yourself with workplace policies and legal protections like the Respect @ Work legislation in Australia. Know what resources and recourse are available to you.5. Develop Emotional Resilience: Take care of your mental and physical health by practicing self-care, and don't hesitate to seek professional support if needed.6. Evaluate Your Options: If the hostility continues, decide whether escalating the issue or leaving the organization is the best path for you. Be prepared with an exit strategy.7. Prepare for an Exit: Continuously network and keep your LinkedIn updated. Having options and an exit strategy will empower you, even if you don't immediately leave.Call to Action:Join the Lead to Soar network for access to weekly group coaching sessions where women from all over the world come together for support and advice on navigating their careers.If you found this episode helpful, please share it with someone who might benefit from these strategies.Additional Resources:Lead to Soar Network Respect @ Work Legislation (Australia) Hour of Power Group Coaching Hosted on Acast. See acast.com/privacy for more information.

In this episode of Lead to Soar, hosts Michelle Redfern and Mel Butcher tackle the crucial topic of taking risks in your career. From deciding whether to apply for new roles to managing toxic work environments, the conversation covers practical strategies for assessing risks, taking bold steps, and learning from past decisions. Michelle introduces the concept of a "risk matrix" to help you evaluate career moves, while Mel shares personal insights on making big life changes. The episode also explores overcoming fear of rejection, managing workplace politics, and how to become proactive in your career growth.Episode Highlights:- Risk-taking in career moves: Michelle encourages women to take risks by applying for new opportunities without overthinking or creating problems that haven't arisen yet.“If something's piqued your interest, why wouldn't you explore it? You don't have a decision to make until a new offer is on the table.” - The risk matrix: Michelle shares a simple framework for evaluating risks based on probability and impact, applicable to both business and personal career decisions.Example: The risk of losing your job may be low, but the impact could be high, so always be prepared with updated CVs, LinkedIn profiles, and professional networks.Managing toxic workplaces: Both hosts discuss strategies for handling toxic bosses and environments, including the importance of having a support network and proactive mitigation strategies.Taking career risks as opportunities: Instead of avoiding risk, view new job opportunities as a chance to build networks, explore roles, and raise your profile—without the fear of “what if.”Risk vs. reward in networking: Mel and Michelle emphasize the importance of strategic networking, both for career advancement and to help others, highlighting the reciprocity and generosity required in building professional relationships.“Don't wait for someone to invite you—create your own table.” Learning from failure: The episode touches on how we can make good decisions that don't always lead to good outcomes and how reflecting on those experiences leads to growth.“We can't do life over, but we can stop, breathe, reflect, and ask: What did I learn from that situation?” Leadership Call to Action:Apply for opportunities, even if unsure: Don't hesitate to apply for a role that interests you. You're not obligated to make a final decision until an offer is in hand.Use a risk matrix for career decisions: Evaluate risks using a simple matrix based on probability and impact, and mitigate risks with strategies like maintaining an updated CV and strong professional networks.Strategic networking: Be proactive in your networking efforts. Reach out to industry professionals, create opportunities to connect, and offer value in return.Take calculated risks: Whether it's applying for a new job, starting a conversation with a recruiter, or advocating for yourself in a difficult work environment, weigh the risk vs. reward. Remember, staying in the comfort zone carries its own risks.Mitigate the impact of toxic work environments: If you're dealing with a toxic boss or workplace, build a support system and have a clear strategy to protect your wellbeing while working through the situation.Download a career risk management matrix here: Hosted on Acast. See acast.com/privacy for more information.

Mel and Michelle have an unfiltered chat about a challenging and often uncomfortable topic—bad behaviour among senior women in leadership, particularly the so-called "Queen Bee" syndrome. Drawing on listener questions and their personal experiences, they tackle the issue of women who pull up the ladder after achieving success, refusing to mentor or support other women. The discussion also explores the societal expectations of women in power, double standards, and how leadership behaviours are judged differently for men and women.This episode is less formal, featuring a conversational and reflective tone as Michelle and Mel "shoot the shit" over a glass of wine (Mel) and coffee (Michelle). Together, they explore the complexities of navigating toxic leadership from senior women and offer advice on coping with and addressing these situations.Highlights:Quote Reflection: Madeleine Albright's famous quote,"There's a special place in hell for women who don't help other women," sparks a debate on whether this mindset perpetuates unfair expectations of women in leadership.Queen Bee Syndrome: Discussion on women in power who refuse to mentor or sponsor other women, often stemming from their struggles to the top.Double Standards: Women are often held to a higher standard than men when it comes to leadership behaviour. Men are seen as assertive, while women displaying the same traits are labelled aggressive or unlikeable.Personal Experiences: Your hosts share their own encounters with toxic female leaders and the lasting impact they can have on careers and workplace dynamics.Resisting Change: Exploring the psychological and systemic resistance to change within organisations and why some women leaders might cling to outdated or damaging behaviours.Navigating Toxic Leaders: Advice on survival and strategising in workplaces where senior women engage in bullying or unsupportive behaviour, emphasising self-awareness and knowing when to draw personal boundaries.Leadership Call to Action:Acknowledge the Behaviour: Recognise when a senior leader's behaviour is inappropriate or damaging. Acknowledging this to yourself or a trusted colleague is the first step toward dealing with it.Surround Yourself with Allies: Build a support network of people who can help you navigate difficult workplace dynamics. Find mentors and colleagues who uplift you.Set Boundaries: Learn where your personal boundaries lie. If you cannot address the behaviour directly or leave the situation, create coping strategies to protect your mental and emotional health.Document Everything: Keep detailed records of incidents and interactions involving toxic behaviour. This documentation can serve as a tool for reflection or as evidence if needed.Know Your Outcome: Evaluate what you want to achieve before taking action. Do you want to report the behaviour, move to another role, or make it through the current situation? This will guide your decisions.Seek External Support: Engage with networks like Lead to Soar that offer a safe space to discuss these challenges and provide guidance for navigating workplace obstacles.This episode is a must-listen for women who have encountered challenging dynamics with senior women colleagues. It encourages reflection on how we judge leadership behaviours and emphasises the importance of women supporting women in the workplace.Explore the Lead to Soar network for more strategies and insights on navigating toxic workplace environments or dealing with difficult colleagues. Hosted on Acast. See acast.com/privacy for more information.

Mel Butcher and Michelle Redfern are discussing growth leadership on todays episode. They explore the idea that every employee, regardless of their department or career stage, plays a critical role in driving the growth of their organization. Growth is not limited to revenue and sales—it extends to overall impact, customer satisfaction, and internal efficiency. The episode also emphasizes that leadership manifests at all levels, from early career professionals to C-suite executives. Michelle shares insights on how understanding the business of the business and aligning with organizational strategy is essential for contributing to growth.Episode Highlights:Growth Leadership for Everyone: All organizations aim to grow, and this responsibility isn't limited to those in sales or customer-facing roles. Every employee contributes to this growth.Understanding BQ (Business Intelligence): Early career professionals should focus on understanding how their role fits into the broader organizational goals. Knowing the organization's growth strategy is essential.Positional Purpose: Each role within a company has a purpose that ties back to the strategic objectives. Michelle stresses the importance of knowing how your role contributes to the organization's success.Collaboration and Team Contribution: Leadership is not just about doing your job, it's about helping others and collaborating effectively to ensure the team succeeds together.Curiosity and Engagement: Being curious about the organization's objectives and asking thoughtful questions can help employees align their work with the business's overall goals. Managers are encouraged to foster curiosity in their teams.Middle and Senior Management's Role: These managers are responsible for translating the organization's strategy into action. They must ensure their teams understand how their daily work contributes to the company's larger objectives.Executive Leadership: For executives, growth leadership involves setting the vision, aligning resources, and ensuring the company's strategy is clear at all levels.Culture and Communication: Effective leaders create environments that are transparent, encourage collaboration, and enable employees to contribute to organizational goals.Leadership Call to Action:For Early Career Professionals:Understand the business of the business—learn about your company's growth strategy and how your role contributes.Develop a curiosity about organizational objectives and ask questions about how your work ties to the company's strategic goals.Be proactive in sharing knowledge and collaborating with your peers to uplift the team's performance.For Middle and Senior Managers:Prioritize strategic alignment by translating the company's goals into clear, actionable steps for your team.Ensure everyone in your team understands how their work impacts the organization's broader objectives and that they're rowing in the same direction.Remove barriers and provide enablers that help your team thrive and contribute to growth.For Executives:Focus on creating a strong communication strategy that ensures everyone is aligned with the company's vision and goals.Build a culture where employees feel empowered to innovate, solve problems, and contribute to the organization's growth in unexpected ways.Read The Leadership Compass to discover more www.michelleredfern.com/booksWhy You Must Know Your Positional Purpose: https://www.bebusinesssavvy.com/podcasts/be-business-savvy-create-a-career-that-soars/episodes/2148419633 Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Lead to Soar podcast, Michelle Redfern and Mel Butcher discuss the persistent workplace gender gap, its causes, and actionable steps to close it. The conversation covers the current state of gender disparity in leadership roles, the impact on women's economic potential, and strategies for organizations and managers to foster gender equity. They also highlight the importance of business intelligence (BQ) skills for women and discuss resources like the Lead to Soar Summit and Michelle's book, "The Leadership Compass."Episode HighlightsCurrent State of the Gender Gap: Women have lower workforce participation, higher unemployment, and hold fewer leadership positions globally.Economic Impact: The gender wage gap leads to significantly lower retirement savings for women, contributing to higher rates of poverty among older women.Causes of the Gender Gap:Corporate Systems: Policies and practices that inadvertently hold women back.Managers' Mindsets: Unexamined biases affecting decisions about women's advancement.Women's Skills: Lack of exposure to critical business, strategic, and financial acumen (BQ).Actions for Leaders and Managers:Develop a Gender Equity Strategy: Include DEI accountability and skill sets in leadership.Implement Transparent Performance Evaluations: Ensure women are evaluated on performance, not personality.Support Working Families: Promote shared caregiving responsibilities.Invest in Women's Professional Development: Focus on building BQ skills.The Importance of Strategic Networking: Aligning networking efforts with personal and organizational goals for effective career advancement.Lead to Soar Summit: An event offering workshops, keynote speakers, and panels with C-suite women to help women develop leadership skills and build strategic networks.Leadership Call to ActionDiagnose the Current State: Understand your organization's leadership gender gap through diagnostics and lived experiences.Define Goals and Design a Blueprint: Set clear goals for gender equity and create a detailed plan to achieve them.Develop DEI Accountability: Build DEI skill sets in leaders and ensure they are held accountable for gender equity.Evaluate and Adjust Managerial Practices: Train managers to recognize and correct biases and to actively support women's career advancement.Invest in BQ Skill Development: Provide women with opportunities to build and demonstrate business, strategic, and financial acumen.Promote Inclusive Workplaces: Develop policies that support family responsibilities and career mobility for women.Encourage Strategic Networking: Help women build networks aligned with their career goals and organizational objectives.Join the Leadership Summits: Participate in events like the Lead to Soar Summit to gain insights and actionable strategies for closing the leadership gender gap.Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.We support women and organisations in 5 ways;The Lead to Network: https://leadtosoar.network/landingThe Lead to Soar Podcast: https://shows.acast.com/lead-to-soarThe Lead to Soar Summit: https://www.leadtosoar.com/summitWomen's Leadership Programs: https://www.michelleredfern.com/advancing-women-in-business-sportDEI Consulting & Advisory: https://www.michelleredfern.com/consulting Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Lead to Soar podcast, host Michelle Redfern welcomes back Noa Rein, an organizational psychologist and HR advisor, to discuss navigating career crossroads. Together, they explore the concept of being the main character in your career story and the challenges of decision-making when faced with career transitions. Noa shares her expert insights on how individuals, especially women, can recognize when they are at a career crossroads, the emotions and fears that often accompany it, and how to take control of the narrative of their career. They also discuss the power of imagination, the importance of reflection, and practical tools to help people move forward with agency.Episode Highlights:What is a Career Crossroad?Noa defines a career crossroad as the moment when you recognize you're in transition. It's often marked by feelings of being stuck or lost, or external events like redundancy. While change can feel overwhelming, it's crucial to see it as an opportunity for growth.Internal vs. External Crossroads:Career transitions can be internally generated (e.g., feeling unfulfilled) or externally imposed (e.g., being laid off). Both require self-awareness and reflection to navigate.Recognizing Misalignment in Your Career:Noa emphasizes that feelings of “meh” or dissatisfaction can indicate a deeper misalignment between who you are now and what you're doing. These feelings are key signals that it's time for change.The Role of Imagination and Exploration:Career exploration begins with curiosity. Noa encourages using imagination to explore new possibilities without the immediate pressure to act. Asking questions like "What am I longing for?" can spark powerful insights.Agency in Career Transitions:Both Michelle and Noa discuss how understanding that you are the author of your own career story gives you agency. Reflecting on your experiences and considering alternative paths can empower you to make deliberate career decisions.Letting Go of the Past:One of the hardest parts of navigating a career crossroads is letting go of past investments, both emotional and professional. But letting go is essential to move forward and embrace new opportunities.Leadership Call to Action:1. Reflect on Your Current Path: Take a moment to assess your career satisfaction. Are you feeling aligned with your current work, or is there a “meh” sensation creeping in? Make time for self-reflection.2. Give Yourself Permission to Explore: Use your imagination to consider new possibilities without the pressure to act right away. What are you longing for in your career? Begin by allowing yourself to dream.3. Find Your Spark: Identify small moments or thoughts that stand out to you, like a spark on a blank page. Let those moments guide you toward deeper exploration.4. Practice Self-Compassion: As you navigate career transitions, show yourself kindness. Let go of the narrative that you need to have everything figured out immediately. Progress, not perfection, is key.5. Seek Support: Whether through a mentor, coach, or peer network like Lead to Soar, find a buddy who can support you through your transition. Remember, no one navigates their career alone.Connect with Noa on LinkedIn: https://www.linkedin.com/in/noaerein/?originalSubdomain=au or at Career Science: https://www.careerscience.com.au/index.html Hosted on Acast. See acast.com/privacy for more information.

In this episode, Mel and Michelle tackle the pervasive issue of imposter syndrome, particularly how it affects women in the workplace. They challenge the traditional views of imposter syndrome, suggesting it is often a result of systemic biases rather than individual shortcomings. The discussion emphasizes the importance of recognizing and addressing these biases to support women's career advancement. They also provide insights into how women can navigate these challenges and how organizations can create more inclusive policies.Episode Highlights:Rethinking Imposter Syndrome: Imposter syndrome is often career gaslighting, a symptom of a system not designed for women's success.Double Bind for Women: Women are punished for traits celebrated in men, such as assertiveness and ambition, leading to a confidence gap.Systemic Biases:Confidence vs. Competence: Society often rewards confident and charismatic individuals over competent ones.Perceived Ambition: Women are frequently perceived as less ambitious due to biases, impacting their career progression.Inclusive Policies and Practices:Gender Equity in Succession Planning: Ensure a balanced representation in succession plans with clear development paths.Manager Training: Equip managers with the skills to be inclusive and provide equitable feedback and opportunities.Leadership Call to Action:Challenge Assumptions: Do not assume a woman's ambition or capabilities based on her demeanor or past biases.Support Career Advancement: Have open conversations about career aspirations and provide clear development plans.Implement Inclusive Policies: Ensure that policies and practices support gender equity, such as balanced succession planning.Train for Inclusivity: Regularly train managers on diversity, equity, and inclusion to foster an environment where all team members can thrive.Encourage Visibility: Help women increase their visibility and demonstrate their competencies through strategic mentoring and opportunities.References:Why Do So Many Incompetent Men Become Leaders? https://youtu.be/zeAEFEXvcBg?si=9QKmezoOUzLCsyS1The Ambition Penalty: https://www.glamourmagazine.co.uk/article/ambition-penaltyThe Leadership Compass: https://www.michelleredfern.com/books Hosted on Acast. See acast.com/privacy for more information.

In this episode, Mel Butcher and Michelle Redfern discuss the opportunity for leaders to learn how to provide better feedback, with a keen focus on the gender differences in feedback reception. They discuss the importance of specific, clear, and timely feedback to foster growth and avoid the pitfalls of vague critiques. Additionally, they explore the systemic biases women face, particularly in performance reviews, and offer practical strategies for managers to provide equitable and constructive feedback. The episode also touches on the often detrimental "compliment sandwich" method and the significance of avoiding personality-based feedback.Episode Highlights:Importance of Actionable Feedback: Feedback should be specific, timely, and clear, focusing on measurable actions rather than vague or personality-based comments.Gender Bias in Feedback: Women often receive more personality-based and less actionable feedback compared to men, which can hinder their career progression.Effective Feedback Structure:Communicate Expectations: Clearly outline what is expected and why it is important.Check for Understanding: Ensure the recipient fully understands the feedback and the expected outcomes.Follow-up for Compliance: Regularly check in to monitor progress and offer support.Pitfalls of the Compliment Sandwich: Research shows that sandwiching critical feedback between compliments is ineffective and can be confusing.Feedback Example:Ineffective: "Great job, but you need to improve your performance."Effective: "Your facilitation in the client meeting was excellent because it included everyone and generated great ideas. This reassured our client about the project's progress."Leadership Call to Action:Provide Specific Feedback: Avoid general comments. Instead, give detailed, actionable feedback that outlines what was done well and what can be improved.Train Managers: Ensure that all managers are trained to give equitable and constructive feedback, avoiding biases.Create Clear Success Criteria: Define and communicate clear success criteria at the beginning of any project or performance period.Seek Feedback Actively: Encourage team members to ask for specific feedback on their performance and career progression.Avoid Personality Critiques: Focus feedback on behaviors and outcomes, not on personality traits.Textio Research: https://textio.com/feedback-bias-2023The Leadership Compass: https://www.michelleredfern.com/books Hosted on Acast. See acast.com/privacy for more information.

Episode Summary:In this episode of Lead to Soar, Mel Butcher and Michelle Redfern discuss the power of LinkedIn as a strategic tool for professional women. They explore the common hesitations women face in using LinkedIn and provide actionable advice on how to effectively utilize the platform to enhance career opportunities, build networks, and establish a strong professional brand.Episode Highlights:Hesitations Women Face on LinkedIn:- Lack of time and prioritization.- Uncertainty about how to use the platform effectively.- Feelings of shyness or being overwhelmed by the information available.Addressing the 'Busy' Mindset:- "Busy" often signals being overwhelmed or using it as an ego boost.- The importance of examining what "busy" means and how it impacts professional growth.Importance of LinkedIn:- LinkedIn is a powerful tool for visibility, networking, and staying connected to the business world.- It offers a platform to showcase expertise, connect with broader networks, and access opportunities like speaking engagements and job offers.Practical Steps for LinkedIn Engagement:- Allocate at least 15 minutes a week to engage on LinkedIn.- Start by liking and commenting on posts from respected professionals.- Ensure your LinkedIn profile is complete and up-to-date with a professional photo, clear headline, and detailed "About" section.Creating and Sharing Content:- Share interesting articles, industry insights, and thought-provoking content.- Repost others' content with your own comments to add value and build connections.- Express your opinions and expertise confidently to build your personal brand.Diversifying Your Network:- Engage with diverse voices and amplify the expertise of women, people of color, and underrepresented groups on LinkedIn.Leadership Call to Action:Allocate Time for LinkedIn:Dedicate at least 15 minutes a week to strategic networking on LinkedIn.Engage with Content:Start by liking and commenting on posts from industry leaders and respected professionals.Optimize Your Profile:Update your LinkedIn profile with a professional photo, clear headline, and detailed "About" section to effectively represent your professional brand.Share Valuable Content:Post interesting articles, insights, and thought leadership content relevant to your industry.Repost others' content with your comments to add value and build connections.Diversify Your Network:Engage with and amplify the voices of women, people of color, and underrepresented groups on LinkedIn.Special Resource:Michelle has created a comprehensive "how-to" resource for LinkedIn. This includes step-by-step guidance on auditing and refreshing your LinkedIn profile, tips for using LinkedIn effectively, and additional podcast recommendations on strategic networking.Access this resourceThe Leadership Compass Hosted on Acast. See acast.com/privacy for more information.

In this episode, Mel Butcher and Michelle Redfern continue their Career Compass series by discussing the importance of creating clear career paths within organisations. They explore how managers can understand their team members' career aspirations and the strategic benefits of having robust internal mobility programs. The conversation emphasises the need for leaders to foster employee growth and engagement through visible and accessible career development opportunities.Episode Highlights:Career Conversations: Regular career conversations between managers and their team members are essential to understanding their strengths and aspirations.Intrinsic Motivation: How aligning employees' intrinsic motivations with their work leads to higher productivity and engagement.Career Path Visuals: Examples of visual career paths, like the career tree in a contact centre, help employees see potential growth opportunities within the organisation.Internal Mobility Programs: Practical examples of successful internal mobility programs include career weeks and inside-first hiring policies.Manager Accountability: The need for managers to actively engage in their team members' career development and be accountable for talent retention and growth.Leadership Call to Action:Engage in Career Conversations: Managers should regularly discuss career aspirations and development plans with their team members.Create Visual Career Paths: Develop and publicise visual career path graphics to help employees understand potential growth opportunities.Implement Internal Mobility Programs: Establish structured internal mobility programs that prioritise internal candidates for new roles and provide visibility into career opportunities.Train and Hold Managers Accountable: Ensure managers are trained in talent management and accountable for their team members' development and retention.Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.We support women and organisations in 5 ways;The Lead to NetworkThe Lead to Soar PodcastThe Lead to Soar Summit Women's Leadership ProgramsDEI Consulting & Advisory Hosted on Acast. See acast.com/privacy for more information.

In this episode of Lead to Soar, hosts Mel Butcher and Michelle Redfern discuss the critical topic of navigating career advice for women aiming for CEO roles. The conversation highlights the disparity in career advice, which focuses heavily on emotional intelligence (EQ) over business intelligence (BQ) and the importance of developing BQ skills for career advancement. They share insights from successful women CEOs like Nickie Gibson and emphasise the need for actionable advice that prepares women for executive leadership roles.Episode Highlights:Career Advice Landscape: We discuss the disproportionate focus on EQ in career advice for women and the significant gap in advice on BQ.Nickie Gibson's Insights: Nikki Gibson (formerly Nickie Scriven), a successful CEO, provided great insights for Michelle's book, The Leadership Compass. Nickie's advice emphasises the importance of BQ skills such as strategic thinking, business growth, and leadership.Business Intelligence (BQ): Michelle explains BQ in leadership and its critical role in advancing to senior executive and C-suite roles.Challenges for Ambitious Women: Addressing societal biases against ambitious women and the "ambition penalty" they face in their careers.Actionable Advice for Women and Managers: Practical steps for women to develop BQ skills and advice for managers to support the career development of women on their teams.Leadership Call to Action:Audit Development Programs: Ensure that women-focused programs include substantial business strategic and financial acumen content.Train Managers: Educate managers on how to coach and develop women in BQ skills and understand the impact of gender dynamics on talent management.Encourage Self-Development: Women should take charge of their development, seek out resources like the Lead to Soar Network, and attend events like the Lead to Soar Summit.Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.We support women and organisations in 5 ways:The Lead to NetworkThe Lead to Soar PodcastThe Lead to Soar SummitWomen's Leadership Programs DEI Consulting & Advisory Hosted on Acast. See acast.com/privacy for more information.

In this episode, Mel Butcher and Michelle Redfern discuss into a phenomenon hindering women's career progression. They discuss the scenario where managers, mentors, or sponsors fail to recognize the current abilities and potential of women, instead seeing them as they were in the past. This "frozen in time" perception can prevent deserving women from being considered for advancement. The hosts explore strategies women can use to overcome this barrier and offer advice to managers and mentors on how to better support their team members and mentees.Episode Highlights:Phenomenon Overview: Managers seeing women as their old selves rather than recognizing their current abilities and contributions.Impact: This perception can hinder career advancement, causing distress and frustration.Strategic Advice for Women:Diverse Personal Board of Advisors: Establish a diverse network both inside and outside your organization.Regular Updates: Keep your advisors informed about your achievements and career progression.LinkedIn Utilization: Actively use LinkedIn to share your work and expertise.Demonstrate Business Intelligence: Showcase your skills and contributions regularly.Managerial Responsibilities:Regular Conversations: Conduct frequent one-on-ones to understand team members' skills, strengths, and aspirations.Talent Profiles: Maintain updated profiles of team members to recognize their growth and potential.Strategic Engagement: Align team members' capabilities with organizational goals.Mentoring Strategies:Strategic Questions: Ask questions that push mentees to think about their business understanding and career aspirations.Stretch and Challenge: Encourage mentees to step out of their comfort zones and demonstrate their abilities.Sponsorship Potential: Be prepared to leverage your social and political capital to support mentees.Leadership Call to Action:Women:Build Your Network: Develop a personal board of advisors from diverse backgrounds and keep them updated.Use LinkedIn: Regularly share your professional achievements and insights on LinkedIn.Boast and Demonstrate: Confidently showcase your accomplishments and the impact of your work.Managers:Know Your Team: Have regular, meaningful conversations with your team members about their career goals.Develop Talent: Create and maintain talent profiles to help guide your team's growth and align their skills with organizational needs.Mentors:Ask Strategic Questions: Challenge your mentees with questions that promote growth and strategic thinking.Encourage Demonstration: Push mentees to actively demonstrate their capabilities and readiness for new opportunities.Be Prepared to Sponsor: When mentees show growth and capability, advocate for them and help them advance.Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.We support women and organisations in 5 ways;The Lead to Network The Lead to Soar Podcast The Lead to Soar SummitWomen's Leadership Programs: https://www.michelleredfern.com/advancing-women-in-business-sportDEI Consulting & Advisory: https://www.michelleredfern.com/consulting Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Lead to Soar podcast, Michelle and Mel discuss "accidental managers"—individuals promoted into management roles without formal training. They explore the distinction between managers and leaders, examine the prevalence and impact of untrained managers, and offer actionable advice for organizations to better support their management teams. The conversation emphasizes the importance of core managerial competencies, ongoing professional development, and strategic investment in management training, especially for frontline leaders.Episode HighlightsDefinition of Accidental Managers: Individuals promoted to management roles due to their proficiency in their previous positions, but without proper training or preparation.Distinction Between Managers and Leaders:Managers: Focus on administering tasks, organizing, and getting things done.Leaders: Inspire greatness and drive extraordinary outcomes by engaging others.Statistics on Managerial Training:59% of managers with 1-2 employees report no training.41% of managers with 3-5 employees report no training.42% of new managers develop their style by mimicking previous managers rather than formal training.Key Managerial Competencies:DelegationCommunication, especially in difficult conversationsPositive attitudeFostering teamwork and collaborationEmotional intelligence (EQ)Conflict resolutionFlexibility and adaptabilityRealistic goal settingCoaching and mentoringMisconceptions About Managerial Competencies:Strategic thinkingSales expertiseTechnical expertiseEntrepreneurial spiritRecommendations for Organizations:Invest in management training, especially for lower-level managers.Focus on competencies over confidence when selecting leaders.Provide ongoing professional development, not just one-time training.Leadership Call to ActionAssess Training Investments: Evaluate the balance of spending on employee engagement versus management training. Redirect resources to better support managerial development.Develop Comprehensive Training Programs: Implement onboarding programs like "leadership fundamentals" that cover essential managerial tasks and skills.Prioritize Competencies: Focus on recruiting and developing managers based on their competencies in business, emotional, and social intelligence.Ongoing Development: Ensure continuous professional development opportunities for all management levels, not just senior leaders.Support First-Time Managers: Recognize the unique challenges faced by frontline leaders and provide targeted support to help them succeed.Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.We support women and organisations in 5 ways;The Lead to NetworkThe Lead to Soar Podcast The Lead to Soar Summit Women's Leadership ProgramsDEI Consulting & Advisory Hosted on Acast. See acast.com/privacy for more information.

In this mini-episode of Lead to Soar, Michelle Redfern, author of "The Leadership Compass," reads an excerpt from her book. Michelle emphasizes that women do not need fixing; instead, the focus should be on transforming the patriarchal systems that hinder their progress. Inspired by Catherine Fox's book "Stop Fixing Women," Michelle highlights the importance of addressing workplace policies and leadership frameworks designed for men.Episode Highlights- Systemic Change Over Individual Fixes: Women aren't the problem; the system is.- The Leadership Compass: Aims to help women navigate and change the workplace.- Role of Organizations: Companies must address barriers to women's advancement, not just focus on skill-building for women.Leadership Call to Action- For Individuals: Develop business, strategic, and financial skills. Advocate for meaningful coaching and development.- For Organizations: Implement comprehensive gender equity strategies and ensure leaders are accountable.- For Governments: Legislate minimum standards to promote workplace gender equity.You can find more about The Leadership Compass including where to purchase at www.michelleredfern.com/books Hosted on Acast. See acast.com/privacy for more information.

In this mini episode of Lead to Soar, Michelle Redfern, author of "The Leadership Compass," shares a reading from the book's first chapter. Michelle reflects on a transformative leadership retreat and the journey to discovering her true calling as a leader.Episode Highlights- Transformational Retreat: A pivotal 2013 leadership retreat prompted Michelle to reflect deeply with the question, "Who are you called to become?"- Self-Discovery Journey: Michelle emphasizes the importance of listening to one's inner voice, reflecting on past experiences, and understanding personal and professional growth.- Mentorship Wisdom: Advice from a regional general manager about being a proactive leader and integrating career with personal life.- Practical Insights: Navigating career and family responsibilities, continuous self-improvement, and leveraging mentor advice to shape leadership style.Leadership Call to Action- Reflect on Your Calling: Consider the question, "Who are you called to become?" and document your reflections.- Self-Assessment: Regularly evaluate whether you're making things happen, observing, or feeling lost.- Seek Feedback: Get insights from mentors or colleagues to improve your leadership approach.- Integrate Life and Career: Maintain harmony between your career and personal life for sustainable leadership.- Embrace Lifelong Learning: Commit to ongoing personal and professional development to enhance leadership skills. You can find more about The Leadership Compass incuding where to purchase at www.michelleredfern.com/books Hosted on Acast. See acast.com/privacy for more information.

Show HighlightsHow are workplace dynamics evolving? What must leaders know and do to create workplaces of the future?- We need all hands on deck to contribute to innovation. There's room for everyone to contribute. Join us. AND it's ok to move the naysayers to another room; don't let them suck the energy away from those ready to do creative, innovative work.- Cultivate the environment for team members to take responsibility versus waiting to be granted authority- Don't conflate people and project managers.- Be specific about behaviors you value in managers and lead accordingly.Recognize and reward the good behavior you want to see more of in managers.- Leaders are responsible for building and maintaining the foundation of the house.- If someone on your team wants to be a better people leader, where's theLearning and Development budget for them?- You've gotta get rid of the brilliant kers. No exceptions. Hosted on Acast. See acast.com/privacy for more information.

n this milestone episode of Lead to Soar, Mel Butcher, Michelle Redfern and Erika Jefferson to discuss the recent FTC ruling banning non-compete agreements. They dive into the implications of this rule for employees and employers, exploring how non-competes have been used historically and why they are problematic. The conversation also touches on trust, leadership, and the essential elements of creating a high-engagement work environment.Episode Highlights- FTC Ruling on Non-Competes: In April 2024, the FTC announced a rule banning non-compete agreements, which traditionally prevented employees from working for competitors within a certain geographic area and time period.- Non-Competes as Control Mechanisms: Erica and Michelle discuss how non-competes are often used in industries to maintain control over employees and prevent them from sharing internal issues with competitors.- Industries and Impact: Erica highlights the prevalence of non-competes in high-tech industries and the medical field, where sensitive information and long contracts are common. Mel shares an example of a medical doctor restricted by a non-compete from pursuing preferred career opportunities.- Trust and Leadership: The episode emphasizes the importance of trust in leadership. High-trust organizations report significantly lower stress, higher productivity, and greater employee satisfaction and engagement.US Chamber of Commerce Response: The US Chamber of Commerce is suing the FTC over the ban, arguing that it undermines American businesses' competitiveness. The hosts critique this stance, suggesting it reveals underlying issues within organizations that rely heavily on non-competes.- Practical Advice for Leaders: Leaders are encouraged to trust their employees, set clear expectations, and avoid over-reliance on legal agreements to enforce loyalty. Instead, creating a supportive and engaging work environment is key.Leadership Call to Action- Evaluate Hiring Processes: Ensure your hiring practices are robust and focused on finding the right fit for your organization. This includes thorough vetting and clear communication of expectations.- Foster a Trusting Environment: Develop a workplace culture where trust is the foundation. This involves transparent communication, regular check-ins, and providing the necessary tools for employees to succeed.- Embrace High-Trust Practices: Move away from non-competes and towards practices that build trust and engagement. This includes recognizing and rewarding employees, offering growth opportunities, and creating a safe environment for feedback.- Ask the Right Questions: When interviewing new hires, inquire about non-compete and non-disclosure agreements to understand the company's stance on trust and employee freedom.- Leadership Mindset: Shift your mindset to believe in the goodness and capability of your employees. Empower them to take ownership of their work and provide support to help them thrive. Hosted on Acast. See acast.com/privacy for more information.

In this milestone episode of Lead to Soar, Mel Butcher, Michelle Redfern and Erika Jefferson to discuss the recent FTC ruling banning non-compete agreements. They dive into the implications of this rule for employees and employers, exploring how non-competes have been used historically and why they are problematic. The conversation also touches on trust, leadership, and the essential elements of creating a high-engagement work environment.Episode Highlights- FTC Ruling on Non-Competes: In April 2024, the FTC announced a rule banning non-compete agreements, which traditionally prevented employees from working for competitors within a certain geographic area and time period.- Non-Competes as Control Mechanisms: Erica and Michelle discuss how non-competes are often used in industries to maintain control over employees and prevent them from sharing internal issues with competitors.- Industries and Impact: Erica highlights the prevalence of non-competes in high-tech industries and the medical field, where sensitive information and long contracts are common. Mel shares an example of a medical doctor restricted by a non-compete from pursuing preferred career opportunities.- Trust and Leadership: The episode emphasizes the importance of trust in leadership. High-trust organizations report significantly lower stress, higher productivity, and greater employee satisfaction and engagement.US Chamber of Commerce Response: The US Chamber of Commerce is suing the FTC over the ban, arguing that it undermines American businesses' competitiveness. The hosts critique this stance, suggesting it reveals underlying issues within organizations that rely heavily on non-competes.- Practical Advice for Leaders: Leaders are encouraged to trust their employees, set clear expectations, and avoid over-reliance on legal agreements to enforce loyalty. Instead, creating a supportive and engaging work environment is key.Leadership Call to Action- Evaluate Hiring Processes: Ensure your hiring practices are robust and focused on finding the right fit for your organization. This includes thorough vetting and clear communication of expectations.- Foster a Trusting Environment: Develop a workplace culture where trust is the foundation. This involves transparent communication, regular check-ins, and providing the necessary tools for employees to succeed.- Embrace High-Trust Practices: Move away from non-competes and towards practices that build trust and engagement. This includes recognizing and rewarding employees, offering growth opportunities, and creating a safe environment for feedback.- Ask the Right Questions: When interviewing new hires, inquire about non-compete and non-disclosure agreements to understand the company's stance on trust and employee freedom.- Leadership Mindset: Shift your mindset to believe in the goodness and capability of your employees. Empower them to take ownership of their work and provide support to help them thrive. Hosted on Acast. See acast.com/privacy for more information.

On this episode, Mel Butcher and Erika Jefferson (founder of Black Women in Science and Engineering, BWiSE) discuss the latest on the state of women in STEM. Hear from Erika what trends she is seeing in STEM heavy industries for talent recruitment, attrition, employee priorities, and what leaders can do to attract and retain the best and brightest.Reference Links:Study, Women in STEM are Struggling in the WorkplaceWomen Making Gains in STEM Occupations, But Still UnderrepresentedDiversity and STEM: Women, Minorities and Persons with DisabilitiesLead to Soar is a global online network for businesswomen, a podcast, and we host live-streaming and in person events to help women have a career that soars! The podcast is hosted by Mel Butcher (melbutcher.com) and Michelle Redfern (michelleredfern.com) Hosted on Acast. See acast.com/privacy for more information.

In this episode of Lead to Soar, Mel, Michelle and Erika explore the ethical challenges of layoff culture and executive decision-making. Inspired by Seth Godin's Akimbo podcast, they discuss how stock options influence corporate decisions and the importance of ethical frameworks like ESG. The conversation covers the impacts of layoffs on employee trust and morale, differences in labor laws, and strategies for leaders to foster ethical practices.Episode HighlightsEthics in Leadership:Importance of compliance and ethics frameworks.Universal ethical standards in business.Incentives and Decision Making:Impact of executive stock options on business decisions.Examples of strategic profit-driven decisions, like Google's email promotions.Layoff Culture:Negative effects of frequent layoffs.Labor law differences between the US and Australia.Trust and Employee Relations:Building trust in leadership.The erosion of trust due to layoff culture.Unionization and Employee Advocacy:Unionization as a response to unethical behavior.Importance of diverse and ethical board governance.Practical Advice for Leaders:Strategies for influencing ethical practices.Importance of personal integrity and aligning actions with values.Leadership Call to ActionImplement Ethical Frameworks: Establish and enforce clear ethics and compliance frameworks.Foster Trust: Create an environment where employees feel valued and trusted.Encourage Board Diversity: Advocate for diverse and accountable board members.Promote Open Communication: Allow employees to voice concerns without fear.Prepare for Unionization: Address underlying issues that lead to unionization.Reflect on Leadership Values: Align your actions with personal and organizational ethical standards. Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Lead to Soar podcast, hosts Mel and Michelle discuss the pressing topic of the backlash against Diversity, Equity, and Inclusion (DEI) initiatives in the United States with special guest Erika Jefferson, founder of Black Women in Science and Engineering (BWISE). Erika, Mel and Michelle explore the controversies and criticisms surrounding DEI, examining public statements by figures like Vivek Ramaswamy and Elon Musk, who argue that DEI efforts compromise meritocracy and introduce new forms of discrimination. The conversation challenges these assertions by exploring the myths surrounding meritocracy and the embedded structural biases that hinder how people reach their full potential.This discussion is a call to action for executives to engage deeply with DEI initiatives, recognising their potential to transform individual organisations and the broader societal landscape.Episode Highlights• Critiques by Vivek Ramaswamy and Elon Musk: Mel, Michelle, and Erika analyse statements from these public figures criticising DEI, discussing their claims about meritocracy and the alleged negative impacts of DEI initiatives.• Debunking the Meritocracy Myth: The hosts critically address the idea of a true meritocracy in America, pointing out the historical and ongoing biases that skew opportunities away from deserving individuals based on race, gender, and other factors.• The Challenges of Women of Colour: Erika shares personal anecdotes and professional observations on systemic biases in education and employment, emphasising the challenges women and people of colour face in STEM fields.• Corporate Resistance to DEI: The discussion highlights how some corporate leaders and structures resist DEI, maintaining traditional advantages for dominant groups while overlooking the benefits of a diverse workforce.• Role of HR as Gatekeepers: There is a focused discussion on the role of HR professionals in promoting or hindering DEI through recruitment and policy practices, as well as the need for accountability in these roles.• Business Case for DEI: The hosts argue that embracing DEI is a moral imperative and a strategic business advantage that broadens talent pools and drives innovation.Leadership Call to Action• Confront and Address Personal and Organisational Biases: Leaders are encouraged to reflect on their own biases and the systemic biases within their organisations, particularly in recruitment, promotion, and policymaking.• Foster Open Dialogues on DEI: Create safe spaces for employees to discuss DEI issues openly and constructively, promoting understanding and actionable change.• Implement Substantive DEI Strategies: Move beyond tokenistic measures to implement strategies that affect real organisational culture and operational practice change.• Educate and Advocate for Equity: Use leadership platforms to educate others about the benefits of DEI and advocate for practices that ensure equity and inclusion across all levels of the organisation. Hosted on Acast. See acast.com/privacy for more information.

In the continuation of this deep dive into the complexities of modern leadership challenges, the Lead to Soar podcast with Mel Butcher, Erika Jefferson, and Michelle Redfern shifts focus towards organizational values, transparency, and the evolving expectations of the workforce. The conversation critically examines the traditional emphasis on mission, vision, and values within corporations, challenging leaders to prioritize genuine engagement and meaningful actions over empty rhetoric. The episode boldly confronts the barriers to innovative HR practices, including the resistance to change within corporate cultures and the necessity for executive support to foster bold, strategic HR initiatives.Episode Highlights:• Mission, Vision, Values – More Than Just Words: Erika Jefferson criticizes the often superficial approach to corporate values, advocating for simplicity and authenticity in organizational mission statements and emphasizing the importance of actions that genuinely reflect those values.• The Role of Leadership and HR in Cultural Change: The discussion uncovers the obstacles that prevent HR leaders from implementing bold and innovative strategies, including a lack of support from executive leadership and the fear of punitive backlash for challenging the status quo.• Transparency and Trust in Leadership: The co-hosts engage in a thought-provoking discussion on the importance of transparency within organizations. They argue for a balanced approach to sharing information, ensuring employees are informed and feel valued without compromising sensitive business operations.• Redefining Talent Management: Reflecting on the changing dynamics of the workforce, the episode highlights the need for a shift in how talent is managed, suggesting organizations should embrace the transient nature of modern employment and view departures as opportunities for brand advocacy rather than betrayal.• Innovation in Employee Engagement: The conversation emphasizes the necessity for HR to adopt more innovative and strategic approaches to employee engagement, moving beyond traditional engagement surveys to practices that genuinely improve workplace culture and employee satisfaction.Leadership Call to Action:• Redefine Organizational Values: Leaders are encouraged to critically assess and simplify their mission, vision, and values, ensuring they are genuinely reflective of the organization's culture and aspirations.• Support Innovative HR Practices: Executives are called upon to provide the necessary support and resources for HR to implement strategic and innovative practices, recognizing the pivotal role of HR in driving organizational change.• Foster a Culture of Transparency: Cultivate an environment where open and honest communication is valued, balancing the need for business confidentiality with the importance of making employees feel included and informed.• Embrace the Evolution of the Workforce: Acknowledge the changing expectations and priorities of the workforce, particularly among younger employees, and adapt talent management strategies accordingly.• Innovate Employee Engagement Strategies: Move beyond conventional engagement metrics and invest in strategies that truly enhance the employee experience, fostering a culture of happiness, productivity, and retention. Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Lead to Soar podcast, Mel Butcher and Michelle Redfern are joined by Erika Jefferson to discuss into the intricate topics of loneliness, civility, and employee retention in the modern workplace. The discussion is catalysed by statistics revealing a surge in loneliness among American workers and a notable rise in workplace incivility, which has not only doubled over the past two decades but also incurs significant financial costs to organizations. The hosts explore the role of HR in this landscape, pondering its capacity and strategies to reverse these trends. Insights from Gallup highlight the increasing importance of having a best friend at work, especially post-pandemic, linking it to better business outcomes and underlining the necessity for HR to take a strategic stance in fostering workplace relationships and a supportive culture.Episode Highlights:• Alarming Trends: Discussion on the significant uptick in loneliness at work and the doubling of workplace incivility over the past twenty years, highlighting the negative impact on both employees and organizational costs.• Strategic Role of HR: The conversation critically examines whether HR departments are equipped to address and mitigate these issues. The hosts argue for a strategic transformation within HR, emphasizing its potential role in improving workplace culture and employee well-being.• The Value of Workplace Relationships: Insights into recent Gallup research underscore the critical role of having close relationships, particularly a best friend at work, in enhancing employee engagement and linking it to positive business outcomes.• Management's Impact on Retention: Data points are shared to illustrate that a significant percentage of employee dissatisfaction and subsequent turnover can be attributed to management, spotlighting the urgent need for leadership development and HR's role in this arena.• Innovative Solutions: The episode highlights innovative approaches, such as Rivet Software's use of AI to help employees find their best friends at work, showcasing how technology can facilitate meaningful connections within the workplace.Leadership Call to Action:• Foster Workplace Connections: Leaders and HR professionals are encouraged to cultivate environments that foster meaningful relationships among employees, recognizing the value these connections bring to both individual well-being and organizational success.• Reevaluate HR's Role: A call for HR to adopt a more strategic and proactive approach in addressing loneliness, civility, and retention, moving beyond traditional administrative roles to become a key player in crafting a positive workplace culture.• Mindset Shift Among Leaders: The episode urges leaders to reconsider their perspectives on work and workplace satisfaction, challenging the notion that work must involve suffering and advocating for a culture where enjoyment and fulfillment are part of the work experience.• Strategic Investment in Employee Well-being: Highlighting the need for executive and HR leaders to scrutinize where their efforts and resources are being directed, encouraging innovation and strategic thinking in how to genuinely enhance employee engagement and satisfaction. Hosted on Acast. See acast.com/privacy for more information.

In this episode, the conversation turns towards the future of work, specifically the integration of artificial intelligence (AI) and its effects on the job landscape and required human skills.Episode Highlights:AI's Impact on Jobs: The hosts explore how AI is poised to eliminate some jobs while augmenting others, raising questions about the roles humans will play in a technologically advanced workforce.Skills for the Future: The discussion emphasizes the importance of emotional intelligence (EQ), creativity, and interpersonal skills, which AI cannot replicate, as critical for future success.Workplace Changes and Challenges: The episode examines how workplaces need to adapt to these technological advancements by fostering environments that prioritize these uniquely human skills.Real-World Examples: Through anecdotes and examples, including innovative HR practices and leadership initiatives focused on listening and engagement, the hosts illustrate potential strategies for navigating the future work landscape positively. Hosted on Acast. See acast.com/privacy for more information.

This episode dives into the controversial and widely debated topic of performance reviews within the workplace. Drawing from personal experiences and current studies, the hosts examine the effectiveness and impact of traditional performance review systems.Episode Highlights:The Problem with Performance Reviews: Citing studies from Gallup and SHRM, the episode begins by highlighting the general dissatisfaction with performance appraisals, described as time-consuming, demotivating, and biased.McKinsey's Approach: Discussion on McKinsey's "up or out" performance management strategy and its implications for employee motivation and workplace culture.Personal Anecdotes: Michelle shares her experiences and the emotional toll of administering performance reviews, critiquing the forced ranking system that fails to genuinely engage employees' potential.Alternative Perspectives: The episode challenges traditional performance management practices, questioning their purpose and effectiveness in fostering a supportive and productive workplace environment.Bias in Reviews: The hosts discuss research indicating gender bias in performance evaluations, where women often receive vague feedback that hinders their professional growth.Solutions and Alternatives: The conversation shifts towards alternative methods of performance assessment, including more frequent, constructive feedback mechanisms that aim to genuinely support employee development. Links and ResourcesGallup Study SHRM study reference Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Lead to Soar podcast, co-hosts Mel Butcher and Michelle Redfern, along with special guest Erica Jefferson, tackle the pervasive challenges within the recruitment industry. The discussion centres on the inefficiencies and impersonal nature of recruiting practices, advocating for a radical transformation that prioritizes human connection, candidate care, and the dismantling of outdated systems. Through trio sheds light on the importance of networking in job acquisition, critiques the reliance on artificial intelligence in recruiting, and proposes actionable solutions aimed at creating a more inclusive, efficient, and respectful hiring process.Episode Highlights• The Human Element in Recruitment: The episode kicks off with statistics from HubSpot and CNBC, revealing that a significant majority of jobs are filled through networking, and many positions never reach public advertisement. This underscores the importance of human connections in the job market.• Critique of Current Practices: Erica Jefferson passionately criticizes the grueling and often dehumanizing interview processes that resemble an episode of "The Hunger Games," highlighting the industry's failure to value genuine talent and potential.• Call for a Recruitment Revolution: The conversation calls for a comprehensive overhaul of the recruitment process, drawing parallels between the transformation seen in the taxi industry with the advent of Lyft and Uber and the potential for similar innovation in recruitment.• The Role of AI in Recruitment: The trio expresses scepticism about the reliance on AI for solving recruitment woes, emphasizing that technology alone cannot replace the nuanced understanding and empathy of human recruiters.• Impact on Brand Equity: Michelle Redfern points out how poor recruitment practices can tarnish an organization's brand equity, stressing that candidate experience is integral to the company's overall reputation.• Open Hiring as an Innovative Model: Mel Butcher introduces the concept of open hiring practiced by a company associated with Ben & Jerry's, which simplifies the hiring process by removing interviews and selecting candidates based on their willingness to work.• Leadership and HR's Role in Engagement: The discussion touches upon the limited influence HR has on employee engagement and the necessity for executive leaders to play a more active role in fostering a positive organizational culture.Leadership Call to Action• Revitalize the HR Function: Leaders are encouraged to reconceptualize the role of HR within their organizations, integrating technical skills, strategic thinking, and a genuine care for employee wellbeing into the fabric of HR practices.• Embrace Metrics That Matter: Companies should adopt meaningful metrics to evaluate the effectiveness of their recruitment processes, focusing not just on filling positions quickly but on the long-term success and satisfaction of hires.• Prioritize Candidate Experience: Recognizing that every interaction with a candidate reflects on the brand, companies must ensure their recruitment practices are respectful, efficient, and aligned with the organization's core values and strategic goals.• Consider Alternative Hiring Models: Leaders are urged to explore innovative recruitment strategies, such as open hiring, to simplify the process and focus on the essential qualifications and willingness to work. Hosted on Acast. See acast.com/privacy for more information.

In this thought-provoking episode, Mel, Michelle, and Erika discuss the intersection of human resources (HR) and artificial intelligence (AI), exploring the implications, opportunities, and challenges that HR professionals face in the era of AI-driven automation and decision-making. As organizations globally adopt AI technologies to enhance hiring processes and operational efficiency, the trio sheds light on the necessity for HR to evolve, the fears surrounding job replacement, and the critical need for strategic, informed decision-making within HR departments.Episode Highlights:AI in Hiring: Reflection on the widespread use of automation and AI in hiring processes among Fortune 500 companies, including robot avatars and resume scanning algorithms.The HR Fear Factor: Erika discusses the anxiety within HR communities about AI potentially replacing human jobs, highlighting a general lack of analytics and technology training within traditional HR roles.The Need for HR Upskilling: Both Erika and Michelle emphasize the urgency for HR professionals to acquire technology and analytics skills, not only for job security but also to ensure they can contribute strategically to organizational growth and ethics in AI usage.Generative AI and Bias Concerns: The conversation touches on the risks associated with generative AI, such as biased algorithms influencing hiring decisions, underscoring the importance of knowledge and ethical considerations in AI deployment.Strategic Role of HR in AI Era: Michelle stresses the potential for HR to act as a conduit for upskilling the broader organization in AI literacy, while also advocating for HR itself to undergo significant upskilling.Legal and Ethical Implications: Erika warns of the increasing likelihood of lawsuits arising from misapplications of AI in HR, pointing to a crucial need for bespoke, organization-specific AI solutions to mitigate risk.Cultural and Organizational Transformation: The discussion extends to the role of HR in driving cultural and organizational change, advocating for a transformational approach to HR that leverages AI for strategic advantage rather than mere cost-cutting.Leadership Call to ActionFor HR Professionals: Embrace technology and analytics training. Engage with AI tools critically and ethically. Innovate in your role to become a strategic partner in your organization.For Organizations: Invest in upskilling HR teams. Consider the development of bespoke AI solutions that align with company policies and ethical standards. Promote a culture of continuous learning and adaptation.Lead to Soar is a global online network for businesswomen, a podcast, and we host live-streaming and in person events to help women have a career that soars! The podcast is hosted by Mel Butcher (melbutcher.com) and Michelle Redfern (michelleredfern.com) Hosted on Acast. See acast.com/privacy for more information.

In this insightful episode, Mel Butcher and Michelle Redfern tackle the often overlooked yet critical aspect of leadership—succession planning. They explore why leaders tend to shy away from this responsibility and provide a roadmap for effective succession planning that prepares organizations for future challenges. This episode is a must-listen for anyone in a leadership position, offering practical strategies for cultivating the next generation of leaders.Episode Highlights:The Importance of Succession Planning: An exploration of why succession planning is essential for sustainable organizational growth and leadership transition.Overcoming Avoidance: Michelle shares insights on the common reasons leaders avoid succession planning and how to overcome these hurdles.Evaluating Talent: Strategies for evaluating in-house versus outside talent, emphasizing the importance of knowing potential successors' capabilities and developmental needs.Developing Talent: Discussion on the necessity of grooming potential candidates through mentoring, coaching, and training to prepare them for leadership roles.Continuous Planning: The significance of continuously updating succession plans to ensure the organization's readiness for future leadership needs.Transparent Communication: The value of clear and transparent communication about succession planning processes within the organization.Leadership Call to ActionStart the succession planning process by evaluating your organization's future leadership needs.Develop a comprehensive understanding of potential candidates' strengths and areas for growth.Create a culture of continuous professional development and open communication about career paths and leadership opportunities.Lead to Soar is a global online network for businesswomen, a podcast, and we host live-streaming and in person events to help women have a career that soars! The podcast is hosted by Mel Butcher (melbutcher.com) and Michelle Redfern (michelleredfern.com) Hosted on Acast. See acast.com/privacy for more information.

In this episode of Lead to Soar, Mel Butcher and Michelle Redfern discuss the importance of creating a strategic mentoring program. They challenge the traditional, often questionable effectiveness of mentoring programs and present a strategic approach that promises to elevate these initiatives from good to great. Targeted at leaders, HR professionals, and decision-makers, this episode is a masterclass on designing mentoring programs that genuinely advance women's careers.Episode Highlights:The Strategic Importance of Mentoring: Michelle Redfern highlights the need for mentoring programs to be strategic, aligning with organizational goals and the advancement of women.Organizational Goals Alignment: The episode discusses how strategic mentoring programs are essential components of talent management strategies, emphasizing the alignment with organizational goals for true effectiveness.Selection of Mentors: A critical examination of mentor selection processes, pointing out that not every high-level executive is naturally equipped to mentor effectively.Mentor Training: Insights into the necessity of providing mentors with the training and development they need to guide their mentees successfully.Beyond Confidence: The conversation moves beyond the conventional focus on boosting confidence, advocating for mentoring that focuses on critical skill development, especially for women.Strategic Mentoring's Impact: The episode wraps up by underlining the significant impact strategic mentoring can have on closing the leadership gender gap within organizations.Actionable Advice:Assess and align your mentoring program with the broader goals of your organization.Be thoughtful and strategic in selecting mentors, recognizing that not all are suited for this role.Invest in mentor training to ensure they are equipped to provide valuable guidance.Focus mentoring efforts on skill development rather than just confidence building.Lead to Soar is a global online network for businesswomen, a podcast, and we host live-streaming and in person events to help women have a career that soars! The podcast is hosted by Mel Butcher (melbutcher.com) and Michelle Redfern (michelleredfern.com) Hosted on Acast. See acast.com/privacy for more information.

Gloria Tabi, founder of Everyday Inclusion, joins Mel & Michelle to share her powerful journey from confronting workplace racism and sexism to developing a platform that bridges the gap between diversity policies and their real-world impact.Gloria's experience highlights the structural barriers that marginalise individuals, emphasizing the importance of recognizing and addressing these challenges to create genuinely inclusive workplaces.Links and resourcesEveryday Inclusion Lead to Soar is a global online network for businesswomen, a podcast, and we host live-streaming and in person events to help women have a career that soars! The podcast is hosted by Mel Butcher (melbutcher.com) and Michelle Redfern (michelleredfern.com) Hosted on Acast. See acast.com/privacy for more information.

This episode is the third in our series about The Leadership Compass. Mel discusses the concept of Social Intelligence (SQ), with Michelle. SQ is a crucial component of The Leadership Compass. She articulates SQ as essential for leaders to intentionally build their professional brand and leverage strategic networks. This skill complements Business Intelligence (BQ) and Emotional Intelligence (EQ), enhancing a leader's ability to succeed in their roles.Michelle emphasizes the importance of SQ in the context of leadership, highlighting the need for women, in particular, to balance interpersonal skills with business acumen. She shares insights on creating a robust professional identity, strategic networking, and using powered up communication to enhance visibility and credibility.The conversation also touches on the practical benefits of a strategic network in achieving business goals and advancing careers. Michelle's personal revelations and the strategic approach to networking and brand building serve as a guide for listeners to refine their SQ.Listeners interested in a deeper exploration of SQ and its integration with BQ and EQ can find Michelle's book, "The Leadership Compass," available for purchase. The book is a comprehensive guide for women leaders to reach their full potential, available on michelleredfern.com and major retailers like Amazon and Booktopia.Links and ResourcesThe Leadership Compass book offers a deeper look at essential leadership skills. For more information and to pre-order, visit michelleredfern.com/books. Hosted on Acast. See acast.com/privacy for more information.

Leadership Compass: Mastering the Art of Emotional Intelligence in LeadershipIn this episode of the "Lead to Soar" podcast, Mel interviews Michelle regarding the definition of Emotional Intelligence (EQ) in leadership, as described in her book, The Leadership Compass. Michelle shares personal stories, highlighting the importance of self-awareness, empathy, adaptability, and a growth mindset in navigating the complexities of professional environments. The episode also explores the significance of reflective practice in personal and professional growth, providing valuable insights for aspiring and experienced leaders.Links and ResourcesThe Leadership Compass book offers a deeper look at essential leadership skills. For more information and to pre-order, visit michelleredfern.com/books.Subscribe to Lead to Soar for more practical advice and inspirational stories from leaders like Michelle. Lead to Soar is a global online network for businesswomen, a podcast, and we host live-streaming and in person events to help women have a career that soars! The podcast is hosted by Mel Butcher (melbutcher.com) and Michelle Redfern (michelleredfern.com) Hosted on Acast. See acast.com/privacy for more information.

This episode is the first in a series exploring leadership skills detailed in "The Leadership Compass." Stay tuned for more insights on SQ and EQ in upcoming episodes. In this episode, Mel interviews Michelle about Business Intelligence (BQ) as a critical skill for effective leadership. Unlike innate strengths, BQ, along with Social (SQ) and Emotional Intelligence (EQ), can be developed through practice. Michelle shares transformative experiences from her career, emphasising the importance of continuous learning and adaptability in leadership roles. Some of the key takeaways:- Leadership Development: Michelle's journey highlights the power of self-reflection in personal and professional growth.- Importance of BQ:Understanding business, strategic and financial management is crucial for leadership success.- Continuous Learning: Michelle's stories underscore the need for leaders to constantly evolve and acquire new skills.- Visibility of Skills: Advancing in leadership requires women to not only development critical skills but also being recognised for those skills.Links and ResourcesThe Leadership Compass book offers a deeper look at essential leadership skills. For more information and to pre-order, visit michelleredfern.com/books.Subscribe to Lead to Soar for more practical advice and inspirational stories from leaders like Michelle. Lead to Soar is a global online network for businesswomen, a podcast, and we host live-streaming and in person events to help women have a career that soars! The podcast is hosted by Mel Butcher (melbutcher.com) and Michelle Redfern (michelleredfern.com) Hosted on Acast. See acast.com/privacy for more information.

In this episode, Michelle and Mel discuss the findings of a BBC article, addressing why women are less likely to ask questions in public settings, such as academic seminars and business meetings. They explore how this trend impacts women's visibility and participation in professional environments. Links and resourcesArticle: Why are Women Less Likely to Ask Questions in Public Lead to Soar is a global online network for businesswomen, a podcast, and we host live-streaming and in person events to help women have a career that soars! The podcast is hosted by Mel Butcher (melbutcher.com) and Michelle Redfern (michelleredfern.com) Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Lead to Soar podcast, hosts Mel and Michelle discuss the complexities and often performative nature of International Women's Day (IWD). They examine how businesses frequently fall short in meaningful support of gender equality and issue a clear call to action for more than just superficial acknowledgments of workplace gender equality. The discussion covers a range of topics, including the expectation of women to contribute free labour for IWD events, the role of leadership in fostering genuine diversity, equity, and inclusion, and the importance of intersectionality in understanding the varied experiences of women in the workplace. This episode is a call to action for leaders and organisations to move beyond token gestures (like cupcakes!) and engage in substantive and sustained support and advocacy for workplace gender equality.Lead to Soar is a global online network for businesswomen, a podcast, and we host live-streaming and in person events to help women have a career that soars! The podcast is hosted by Mel Butcher (melbutcher.com) and Michelle Redfern (michelleredfern.com) Hosted on Acast. See acast.com/privacy for more information.