Podcasts about Glass ceiling

“Breaking the Glass Ceiling: Julia Carreon’s Fight Against Corporate Gaslighting” In this episode, Frazer Rice sits down with Julia Carreon to explore her recent high-profile litigation against a major financial institution and her powerful insights on women in leadership, corporate culture, and overcoming systemic barriers. YOUTUBE https://youtu.be/e05k7SVQ2xI We discuss: Julia's experience with workplace gaslighting and her litigation journey with Wells Fargo The importance of transparency, accountability, and protecting yourself in corporate environments How societal and corporate cultures disadvantage women, especially around motherhood and leadership The themes and motivations behind Julia's book, Walking on Broken Glass Practical strategies women can use to build political capital and safeguard their careers The significance of external networks and understanding your personal strengths The evolving landscape of equity, ownership, and governance in corporations How to proactively prepare for and respond to systemic workplace challenges SPOTIFY https://open.spotify.com/episode/5c546gs6Qctx4bGOvalgXj?si=1dDyJxnwSyu4tnhXxpzVxg Timestamps: 00:00 – Introduction: Julia's litigation and book overview 02:03 – Gaslighting in corporate culture and early experiences 04:14 – Dealing with systemic backstage politics and fighting for justice 05:10 – Motivations for writing Walking on Broken Glass 08:08 – Diagnosing workplace culture and gender dynamics 09:33 – The weaponized HR department and accountability 11:38 – Protecting yourself: cultural awareness and bias 13:12 – Demographics, gender disparities, and moving forward 15:12 – Institutional misogyny and societal shifts 16:05 – Motherhood, work-life balance, and corporate support 18:28 – Questions of corporate culture change post-COVID 22:21 – The fear factor and change in workplace loyalty 27:12 – Tactical career strategies and building political capital 28:15 – Always Be Executing (ABE) and tracking success 30:53 – The ownership mentality and equity's role in career resilience 34:45 – Building internal and external networks for support 36:49 – Understanding personal aptitudes through testing and reflection 40:12 – Leveraging political capital and seizing opportunities 43:31 – How to follow Julia and stay updated on her journey Transcript Frazer Rice (00:01.004)Welcome aboard, Julia. Julia (00:03.32)Thanks for having me. Frazer Rice (00:04.652)Well, as I said in the opening, the concept of gaslighting in the boardroom is something that certainly isn’t new, but it doesn’t make it any more comfortable for the people who deal with it on a day-to-day basis or as part of their career. And you’re in the midst of litigation right now with a major financial services company. Maybe talk a little bit about what’s going on there. Julia (00:24.801)Yeah, so I am in a high profile lawsuit with my former employer. I would say this is not a path that anyone chooses on purpose. In my particular case, Frazer, I spent 20 years at Wells Fargo, 15 of which were pretty spectacular. I have come to realize almost maybe fairy tale like in terms of my experience. I want to talk about some of the things later on that made it a fairy tale. So yeah, I wouldn’t have chosen this. I did not see the culture at my former employer coming for me. I was blindsided by it and it got ugly quickly. One of the things that I think I am doing here. Or at least trying to do is not be shy about it. Not hide from it. Try to show women a different way for how to deal with these situations. Because I have very strong feelings about the fact. With the rollback of DEI and the current administration’s point of view on women, that we’re going backwards. If women don’t start fighting for ourselves in a more public way and without fear, then I don’t know where we’re going to be in the next five to 10 years. I am soldiering on and it’s not easy to your point. But it is what it is and it’s a fight that I believe is worthy. Frazer Rice (02:03.608)So it’s a daunting task taking on a big bank. Big financial services firm, whether it’s in this situation or frankly any. It’s just these well-resourced big behemoths. What has been the experience been like so far? As far as gathering information? Of getting the walls built that you need to in order to live your life while you go through this conflict with this bank? Julia (02:29.822)It’s hat that is the million dollar question. Right? I will say that in my case i got really fortunate and came across a quote. It’s going to sound really strange. But i came across a quote that said fear is fake and danger is real but fear is fake. I believe that the patriarchy wants women to be afraid. So it tells us these bad things are going to happen if you take on a big firm like this. It is grueling. The days are long sometimes. But once I internalize the reality that it is all fake in terms of all of the bad things that you think could happen really can’t happen. Worst case scenario, there’s nothing Like I’m not going to die. They’re not going to, you know, take away my family. Like all of these things, right? We tell ourselves that it could get really nasty. And in my case, I have to stay really grounded in the fact that what I’m doing is worthy. We tried my lawyer and I tried for 14 months to come to a different answer. And so in a way, not just telling myself fear is fake. But in another way, I kind of feel like it’s my destiny. Because, I just want to say this real quick, I had 20 years at a place that was not toxic. And so I know what good looks like, and this is not good. So in that way, I really feel like it’s my destiny. And so that’s what you do, and you have to have a good support network. I have a great husband, so that really helps. Frazer Rice (04:14.21)The, as I’ve told people, sometimes doing the right thing or going after something that upholds justice. It can be expensive and hard. I give you kudos for standing up. Not only for yourself, but others who are going through a difficult situation. Where you’ve had a significant wrong done to you. You’ve written a book about this experience as well. We can take some time to think, to talk about what the book tries to do. First of all, writing one in tandem with the process here, I think is a bit unusual. Some people do it after the fact. To go through a catharsis after going through a difficult process. Talk about first the why of the book.thhen we’ll talk a little bit about what you talk about in it. Julia (05:17.241)The book is called Walking on Broken Glass: Navigating the Aftermath of the Glass Ceiling.” It was co-written with a fabulous woman named Shannon Nutter. I hope people follow on LinkedIn. The book is not squarely about what happened to me the book came together. With Shannon and I meeting on LinkedIn. Then discovering that we had a lot of the same shared experiences as we are Gen X. in hindsight. Our generation has had the opportunity to have the most benefit of the Gloria Steinem Women’s Movement. Think about the fact that we got the advantage of the birth control and all of the DEI efforts that have been in the last 15, 20 years. And we really felt like there was still a long way to go. Then all of that is starting to go backwards. So last year when we met or the year before, we’re like, my God, the idea that we got the best of the best is shocking to us. And so what are we going to do about it? We really wanted the book to speak to women of all ages in their career. But it was written from a lens of two then 53 year old women who had seen a lot. We wanted to give the book as a love letter or a gift to our 35 year old self. To say, this is what we should have or wish we had known 20 years ago. Because we would have done things differently if we had really faced kind of what the challenges were that women are facing at work. In a real way right not in a way that sugarcoats it or pretends to throw it under the rug. And or always makes it the woman’s fault like the woman always has to be changing and evolving in order to adapt to the systems and i you know it’s exhausting right so the book was written for that reason and it does tap into a lot of the things that we both experienced. Julia (07:35.17)But it isn’t a kind of a personal journal of what happened to me with my former employer. Frazer Rice (07:39.82)Right, one of the things that I found useful about the book is you divided it into three sections. I think it brings us sort of clarity into what you’re trying to achieve here. The first one is just diagnosing the situation that you’re in. Maybe talk a little bit about that. Part one the understanding of your surroundings. What’s happening around you. The conditions that women are facing as they embark on these big situations in the workplace. Julia (08:08.982)Yeah. So the first part of the book does give a primer on kind of the history of feminism and how did we get here and what are some of the big open questions that are still left to answer. We also want to set the stage that makes it very clear that women are accountable for our actions in the workplace. Like this is not in any way a book that seeks to make someone who’s failing feel good about the fact that they’re failing, right? Shannon and I both reached really high levels of corporate success at major global firm. There is a lot of work to do. So we really try to dimension how, what are some effective ways for you to approach that work? What are some of the pitfalls and how are some of the ways that you can handle that? In a way that’s kind of clear-eyed, but never about putting the blame or the onus on the company. And if you don’t mind, I want to say something about that because it relates to my lawsuit. One of the things that I’ve heard criticisms about is that people on social media often I saw when I kind of scanned the landscape of it recently are, this woman is naive. She thinks. HR is her friend because one of the things that I have sued my former employer for is a weaponized HR department and I want to get very clear. mean, Frazer, you don’t manage hundreds of people in 13 states like I did for a very long time successfully innovating, having great client experience team scores and having great employee team scores, right? If you believe HR is your friend. So that’s not what i’m trying to say what i’m trying to say in my lawsuit is. HR shouldn’t be picking off people for political reasons either. We are saying all the way along there is shared accountability between the employer and the employee. That’s really important. I think that you know one of the backlash is going too far field here. Julia (10:27.401)We went so far politically correct on some things that some employees do show up to work and think that they just need things handed to them. And I do think that that was part of the backlash, right? So I just am always striving for balance. I think we should all be always striving for balance. Frazer Rice (10:45.13)One of the concepts too, I think in the book that I sort of grabbed onto and enjoyed was the idea of taking steps to protect yourself. You’re dealing with a lot of different asymmetries when you work for a big company. You’re dealing with information asymmetry, you’re dealing with political asymmetry, you’re dealing with resource asymmetry. Sometimes you’re even dealing with just… Accountability asymmetry in terms of, you some people get free passes at other times people are judged on things or unfairly judged on different criteria that just don’t make a lot of sense. If we step back for a second and for people who are trying to understand, I’ll put it in quotes, how the world works and how to how to be aware of one’s and to protect yourself, what would be the first couple of things that you would tell people to think about on that back? Julia (11:38.471)The number one thing is I would be very aware of the kind of culture that you’re operating in. And it’s very easy to take for granted what a culture really is, what your own personal bias and history is, and then how is it that you are fitting. into that culture with your own shared history. So I love to be candid, right? And provocative about my own situation. If I could do something different, I would be very aware of what my biases were going into Citi with 20 years of being at a place where It was a really fair game, but probably because I had a lot of political capital and I grew up there. So I understood it. But I went into that place thinking that I was a fancy managing director, that obviously I was hired to be a change maker. I can do a lot of great things. And I was, you know, doing my thing, not realizing that I was swimming in a different lake and that lake was filled. with a lot of different kinds of wildlife that I was unprepared for. So, I mean, that’s really important. Frazer Rice (13:12.398)As we talk a little bit about some sort of bullet questions as far as how your experience has gone, the demographics of the workplace are different and changing. On one hand, college graduates are now majority women or higher in just about every college situation. Yet institutions like the CFP, the women make up… Believe the number is somewhere in the 24 % range. So you have this weird dichotomy of more women entering the workplace, but not in the numbers necessarily that would indicate that they are in places to make as much change as they would like. They are still in the vast minority in terms of boards of directors and executive positions at almost every Fortune 500 company that I can think of. As we chart a path forward where, let’s call it merit. Julia (13:58.813)Mm-hmm. Frazer Rice (14:04.494)presides over sort of misogyny and I guess I would call it sort of political gamesmanship. How do you think about that in terms of advice for people entering the workforce? Julia (14:16.461)Yeah, look, so nobody gets to say that women aren’t in the pipeline, right? I mean, that just, doesn’t hold up, especially at the more junior levels, right, of entering the workforce after college. What starts to happen is that it starts to go downhill as you get higher and higher up into hierarchy. And I believe that there is a mismatch between women who want to work and do the right thing. And we’re going to talk about this. Then what does it mean to also then become a mother and give birth and have to manage all of that? And then coming up against institutional misogyny. Obviously my perspective in the last 18 months has changed about the degree to which institutional misogyny exists. Because I had a fairy tale experience before I was able to be willfully blind about the realities. so a really direct way of answering your question is that our book is seeking to hit women in the face with the realities of this because I don’t think we’re gonna change it overnight, right? And it is so entrenched, it’s getting worse and it will get worse. Before it gets better, but I do believe that it will get better eventually because the old system that’s, know, aging out, baby boomers are aging out. Like I think that there’s going to be cracks in that. And then there would be a tsunami of change. But right now the old guard is hanging on and, we are going backwards. And so we just have to be realistic about what it requires to go forward. And we talk about what that is. Frazer Rice (16:05.58)One of the things, right, and so let’s touch back on the motherhood issue, is, that is biology. And so women who go that route and have kids. Which is frankly one of the big precepts in society. Unfortunately. n some ways takes you out of the normal trajectory of a corporate path, just from a time perspective. Certainly, the balance of work that happens at the household level. Where that ends up alling usually, creates a stress that is not well understood or received at the corporate level. What are your thoughts on that front? As far as charting a path that recognizes that reality and at the same time doesn’t put upon going the other direction necessarily in terms of favoring one outcome or the other. Julia (17:02.019)I know a lot of women who did not have children because they felt like that it would, it would harm their career. And, um, certainly it’s a personal issue and there’s no judgment from me. I don’t think I would have had children if I hadn’t met my husband. He was willing to do 50 % of the workload and he has, and, always has probably does maybe more than 50. It is a very deeply personal issue. What I have strong feelings about the fact that companies who lean in to, don’t expect the woman to lean in, but the company leans in to supporting pregnant women, have higher loyalty scores. They have better team member satisfaction. They get a lot from those women that they have supported. This is a crazy story, Frazer. I was pregnant and or just coming back from maternity leave all three times I got major promotions at Wells. I mean, think about that. And I now, because I lived my life kind of in a vacuum for a long time, I didn’t realize that this wasn’t happening to other people, right? So look at me now. I am 25 years from when I got hired, still saying that Wells is a great company. because of my own personal experience. And they got a lot out of me, but I gave a lot back. So to me, supporting women who are pregnant doesn’t have to be a zero sum game. Yet somehow that is the narrative. And I would love to ask you why that is. Like, I mean, what has happened to corporate culture that this is such a pervasive issue when If you were to scan a lot of my Gen X friends, we did not have the same experience. Frazer Rice (19:04.147)I mean, from my perspective, I don’t know. I think that I blame some of this a little bit on the COVID blip in the sense that managers of all types just have no idea where to go as far as how to treat people fairly, either from a work from home experience or how that reconciles with… women in particular who are having careers and families in addition to what’s going on with other folks like the men in the world. My short answer is I don’t know. The longer answer is that I think between the shorter news cycle, social media, work from home, there are a lot of different change agents out there that have taken the focus off of. maybe the issues that worth talking about right now. And as a managerial class, especially as millennials are taking up the mantle on that front, they’re either forgetting about this particular issue and understanding the importance that it has, or they are just so overwhelmed by change at this point and self-preservation that it’s just an area where they’re triaging the different issues that they can deal with. Julia (20:22.492)Do you do you at all think that it is a problem of losing common sense and like letting rigid ideology take over from common sense. I certainly was benefited from working from home for most of my career, right? So it’s fascinating. Frazer Rice (20:46.061)Common sense isn’t common. And depending on the institution that you’re dealing with, work from home is either an excellent tool or a cover to hide under if you’re a mediocre performer. If you’re a manager out of sight, out of mind is a difficult place to be. I think that we’re I think everyone is reconciling to the relative absence of work and sort of acclimating to Zoom phone calls and things like that. And that gets you then away from taking care of the real issues, which is to make sure that the company’s doing right, the employees are doing right by the company, and at the same time that people are being treated fairly, because I think when people are so disparate, it just becomes a real management challenge. What we’re talking about as far as making sure that women are treated fairly in the workplace, Combine that with, I would say, message confusion that occurs in social media, where some loud voices may not be the right voices to be taking up this mantle, versus some of the quieter, stable people who are really the exemplars that we’d really like to point to. Sometimes that gets mixed. And I think the brew, if you stir it together, I think is created. Maybe if we think that there was progress since the 70s on through the 80s, 90s, 2000s for fairness and women progressing within the corporate ladder nicely, I think this the COVID blip has been a bit of a toe stub on that front. That’s an opinion, extremely uninformed, but more of an observation. Julia (22:35.713)No, no, but well, listen, I just I love it because I do want to unpack it just a little bit. It’s what’s fascinating to me is that I negotiated 15 years before covid to work remote and then my boss knowing that I had to be on the road three to four weeks a month regardless was like, I’d rather you be happy where you live because you’re to be on the road regardless. So I got to work from home and then during COVID when they tried to bring everybody back, they’re like, well, you can’t be the only exception. And I’m like, okay, I have been an exception for 15 years. So that’s where I go back to, know, where is this right balance? did, I mean, COVID is as good a reason as any that it’s things are upside down. I mean, really it’s a great theory. Frazer Rice (23:22.671)Well, it also bespeaks different corporations have different cultures and certainly some people are worried about other things than others. Muriel Siebert, who I think is an amazing example of someone who took a look at Wall Street and said, look, I refuse to be held back by anything here. She started her own company and to call it a company is to not give it the respect it’s due. She’s a major absolute force in Wall Street and one of the real legends. To me, entrepreneurism is one way through this. to create the company that you want to work in is, in some ways, to me, one of the solutions for people who are having difficulty in a corporate environment that they’re in right now. Whether they’re able to be the change agent within, which is often hard at a big, you know, bulky company that turns with the agility of a battleship as opposed to being nimble in doing things or going out and starting on their own, which involves its own risks. That to me is one of the solutions. But again, not without risk, not easy by any stretch. Where did that fit into your mindset as you were thinking about this? Julia (24:37.16)Well, so, so she is an icon, not just because of what she was able to accomplish, but she also did it, I think, without a college degree. And she did it. And this is important. She did it fearlessly. And what I would love to go back in time and have a conversation with her about where did she tap into that fearlessness? And you will start to see. Frazer Rice (24:48.665)Mm-hmm. Julia (25:06.77)On my own social media, am trying to tap into that whole mindset of women need to lose fear. I’ve already talked about it, but here’s what’s important to know, right? By 2030 in the US alone, women will control $34 trillion of investable assets. I believe that that is when you start seeing the game change. Look at how Mackenzie Scott is giving without glory. I posted that in a remark that’s gone semi-viral on LinkedIn. Like she is giving without glory. She wants to give, she wants to be anonymous almost about it, and she’s giving without handcuffs. And what is she giving to? She’s giving to communities, she’s giving to schools, she’s giving to healthcare. I mean, it gives me goosebumps every single time. And so I feel like women When we start to control more, we’ll start giving in, Alice Walton is the same way, giving in a different way to change society in a more meaningful way at scale. And Muriel was a pioneer in that regard. And she is someone I think we need the next generation to know about. because she was so fearless and it’s an inspiration. But you and i both know that all kinds of things that women have accomplished are never spoken about in the same way that they are about man and about men. I do think that that’s one of the great things about some of we can go into social media some of the social media change that we see happening with alpha female and all of these great accounts that are just starting to say, know what ladies, we don’t have to buy into the patriarchy. We can do it our own way. And so I think we will finally see change, but I wanna be very clear, Frazer, it’s going to get worse before it gets better. Frazer Rice (27:12.195)Got it. So for people who are in a corporate structure, corporate environment, aren’t ready to make the leap to starting their own business, which is obviously a difficult decision, but when you’re in there, what are the things tactically that one can do to prepare, not only prepare themselves, but protect themselves against these forces that are out there? One of the thoughts I had is making sure that in the job description that you’re able to point to numerical or formulaic successes so that if a narrative is being built against you, you can point to dollars created or jobs saved or metrics that in the boardroom. Not only just qualitative successes, but also quantitative ones that makes it difficult for people to ignore you from a pure dollar perspective. Things like that, what pops up in your mind? That you would tell people to think about in terms of art directing their career. Julia (28:15.023)Yeah, well, the number one thing that I always say, and I’m kind of, it’s kind of a legend for it. So it’s ABE and it stands for Always Be Executing. And when I look back and see how successful I was in a corporate setting, of course, in my case, it was that I had a great boss and a great mentor and sponsor in him. But actually, I was always focused on executing and doing it in a way that is collaborative so that you don’t have the knives coming for you from every direction. think a lot of people who the more successful that you get in your career, you think, I’m fabulous because I’m fabulous. No. You need a mindset of I’m fabulous because I am creating a team around me, no matter who I am, even if I’m not the boss, to protect each other and help each other and lift each other up. if you are always executing and you hit on it, right, as a woman, you should always be keeping track of your metrics in a way that is tangible and defensible. But you also should never take for granted the fact that no matter how senior you are, you need to be getting something done. And I do think that it is a big mistake for people to get high on their own supply and forget that. And then, and then the sharks will come for you. So always do something. And this is just a final thing, cause I have lots of people that I mentor. They’re like, just name one thing. I’m going to give you one thing. Send meeting notes. If you go to a meeting, and everybody’s on a call, 15 people are on a call. If you’re the one who sends meeting notes and this is a hot button, right? For women, they’re like, well, I’m not the secretary. I don’t wanna take me. You know what? Put your ego, park it in a parking lot and send meeting notes. You would be shocked how much goodwill and how effective you’re perceived when those notes, like say a project is going downhill and somebody goes, but. Julia (30:30.157)Such and so committed to this and you’re like, those meeting notes were written by Julia Carrion. Nobody has to do that. But corporations get unwieldy. lot of churn happens. A lot of stuff doesn’t get done in a day. If you can demonstrate that you are someone who is acting in good faith and doing small things to keep the needle moving, somebody in senior management is going to notice that, I promise. Frazer Rice (30:53.763)The other thing I sort of, and this doesn’t just go for women, this is for people generally, is the ownership mentality and the move toward equity, and by equity I mean stock equity, where the mindset to me shifts when you move from sort of salary and bonus to equity in the firm. And that subtle shift suddenly puts you in a different position in terms of sitting at the same table as someone who is, let’s call it quote unquote, making the decisions. When you’re there and your ownership of the firm, however small it is, is rendered unimportant. First of all, that tells you to go. Second of all, I just feel like the people who exist on that plane bring up different things and then are thought of differently. Does that track with your experience? Julia (31:48.819)It does, but I think that this goes to kind of how is the corporate world changing and then how does that impact employees? So, and where I’m going with this is when I was at Wells, my compensation was a third, a third, a third. So it was a third cash, a third cash bonus and a third in stock. Do you want to know what’s going on? And I don’t know if you know what’s happened on Wall Street. Every single major bank is moving to you only get a quarter in equity and the rest of it is cash. So I think that the onus to here is on corporations to be thinking about how they’re treating employees. And to your point, what, what does that mean when you show up and how vested are you in the option? Just real quick, I want to give a shout out to Maureen Clough. I don’t know if you follow her, she just yesterday did an amazing six minute post on why companies are losing loyalty from employees. so like, again, this goes back to is everybody backsliding right now because these corporations have to realize that in order to keep good talent, you want them to have a stake in the game, but that’s winnowing, I think. Frazer Rice (33:11.819)I know. I agree. Frankly you know to me at the larger institutions that aren’t willing to sort of play ball as far as involving people in the ownership that’s a signal and when it’s a signal then you know if you’re good at your job and you bring things to bear you know there are other there are other places out there. I think those places that value you want you around and they want you to be able to participate and how the broader governance of the company works. It’s a lot like how Goldman Sachs was back when it was in the partnership days. Everyone who was a partner there understood how everything else was working and ultimately that meant that, I don’t know, I feel like Goldman still does well now, but it’s a different climate, different firm where you’re completely involved in everything else and therefore the information is out there and… it’s something that you’re not blindsided as much by what’s happening in other divisions within your firm. Julia (34:15.472)Yeah, totally agree. Frazer Rice (34:16.911)One other thought that as we were sort of squiring through this was the idea that it’s important to have information sources or networks both within your company that are outside of your reporting line, but also information networks and support outside your company. I call it sort of the kitchen cabinet of people who are similarly situated or in different spots so that you have context into which to sort of find out what your what you’re up against both inside the company and outside of it. Is that something that makes sense to you or is it something that was lacking in your current situation? How did you think about that? Julia (34:57.906)Hmm. I love that because in 2017, I took stock of the fact that I had become too comfortable in my lane and I was seeing that my influence at Wells was waning for whatever reason. And so I started blogging on LinkedIn in 2017. Because of a conversation with a Harvard sociologist that I write a lot about. Fscinating guy who predicted the current turmoil 10 years, almost 10 years ago. And so I started networking outside and I could not agree with you more that you need to be building your networks, not just inside. That goes without saying, right? Like I had a great career partly because I was a boss at gaining political capital at Wells all the time, right? Giving goodwill and getting it back but outside is critical. during our book, what we found out is, that women are more likely to put that aside. Because we feel like we’ve got too many other things going on, work, know, kids, all of the pressures, trying not to, you know, have a nervous breakdown on any given day, trying to stay fit, dealing with menopause. Which of course is a whole other thing that is a whole other bag of tricks. And so we don’t do it as much and it hurts us. So I absolutely think being deliberate about an external network is essential. When women ask me how to do that, I say to commit to a certain number of hours, half an hour to two hour, whatever you can give a week to doing it deliberately. I wish I had done that earlier in my career for sure. So it’s great advice. Frazer Rice (36:49.865)Along that line, I’m a big believer in being aware of your surroundings. In a sense aware of yourself and what your skills. Things that you’re annoyed are at are and what you’re good at and what you’re not good at. Did you take any tests or anything to understand what your aptitudes were or what you were interested in or more importantly not interested in or how you interact with other people personality wise and Is that something that resonates with you? sort of am a big sports fan. Dan Quinn, who’s the Washington commander coach. He got fired from the Falcons. He did a real deep soul searching and went in and got tested on a whole bunch of different things and where he came up short, where he was really good. And that allowed him to get hired again and to have at least some initial success with the team and hopefully going forward from my rooting perspective. But where does that fit into your analysis for people? Julia (37:50.351)Did somebody set that question up? That’s what I want to know. I am a huge believer in strength finders. Some people take discs, some do Myers-Briggs. The reason I asked if it was a setup is because strength finders saved my life. I was deemed top talent when I was like 34 years old at Wells and they gave me a career coach who by the way was Sarah Grady is her name. and she was Dick Kvasevich’s legend on Wall Street. She was his leadership coach and she gave me strength finders and I very quickly was very clear my top five strengths and then my bottom five strengths are not a surprise. Like I am zero. I’m like negative zero at woo. I was like, it won’t even shock you for a minute. Yes i do think that those kinds of valuations are critical and in fact i’m gonna talk to my twenty year old son about taking one i think you’ll end up taking disk but. One thousand percent if you if you do not know what you’re good at and why then try to find out because it can save your life i mean the awareness and the learnings that i got about myself. From taking one test have stayed with me for 25 years. And I’m gonna be really blunt here. I forgot those lessons when I stepped into a new culture and it was painful. So I think you have to also be disciplined about… Take it again, remind yourself, reread whatever book helps you stay grounded in who you are and how you’re showing up. And get some friends to give you feedback. Frazer Rice (39:44.111)Well, mean, people get better or change or worse at certain things. And so you’re not the same person you were 20 years ago. And, you know, it merits revisiting every once in a while. As we wind down here, unfortunately, we probably could go on for about three hours, which I wish we could do. But one of the things that I think is interesting, too, you talked about political capital and building it up, is that I think one piece of advice that I tend to give to people who are starting out and might be useful in the situation that we’re describing here is that when you have political capital, you’ve got to be willing to spend it occasionally. Careers, in my experience, take quantum leaps in that you’ll be going around for a while and then something good will happen and then you’ve got to kind of take advantage of the advantage while you have the advantage of having the advantage and moving up and then reestablishing the plane. And it’s a little bit like a ratchet where when the wrench turns, it doesn’t turn backward. You can kind of continue to elevate on that point. Is that something that you saw where, you know, as you were making the moves up the ladder that didn’t happen at the last situation that maybe might’ve been something that could’ve turned out differently? Julia (41:01.791)Yes, and I think that being more aware of my surroundings would have helped. I don’t think it would have changed the outcome in the other example. But the political capital that I was able to gain is that I got promoted every single time Wells did a major merger when people were panicking about their jobs. Frazer Rice (41:08.623)Mm-hmm. Julia (41:31.061)And one of the things that I did that you and I could probably discuss for two days is I gave up control of trying to manage the outcome. In other words, I went to senior management with two major mergers and I said, you know what? I don’t care what I do for the time that the companies are trying to come together. You give me something hard to do and ugly and I will get it done the right way. And then you decide whether I get rewarded or not. And when I crushed both of those tasks, I got major promotions. So I think it, I think a lot of people think, I’m going, I had a, had an employee who told me I should just get promoted because I’m sitting here and I’ve been sitting here for two years. mean, it really, life just really doesn’t work that way. In my experience, you got to work your ass off for it. And, and you have to put your ego aside and you have to hope that the universe is gonna pay you back. And I believe that because the universe always has. I believe that even now with my current situation, like everything that has brought me here has made me a spokesperson for like a better way because of what happened to me, right? I had 20 years of goodness and then I had something really hard happen. And I’m trying to make lemonade out of a very difficult situation because it is the only way, the only way out is through. So I just have to keep going through and I love the idea of yes, you’ve got to spend your political capital. can’t, know, George Bush said that you can’t just collect it. What are you collecting it for? If you’re not going to spend it. Frazer Rice (43:17.817)Exactly. Okay, we have to disembark here, unfortunately. How should people keep track of your situation? How do they find the book? And how do people get in touch? Julia (43:31.846)Yep. I have, um, I’m on LinkedIn. I have a website, juliacarrion.com. If you are looking for, I’m doing some consulting on a digital transformation always and org design or whatever. So you can find me there. And then, um, you know, today’s a big day. We are filing today or tomorrow, a response to my lawsuit. So it would probably make the news. Thank you to you for being a great ally to women and having me on. The book is walking on broken glass.com. It’s such a great name. So you can order the book on the website from any of your favorite book resellers. Frazer Rice (44:14.639)Super, well good luck with the legal proceedings. All of your information will have that in the show notes so people can find it easily. I think you’re coming off of a difficult situation. I think you’re gonna turn it into something far more transformative. Even you’re envisioning it right now. So I’m hoping for the best here. Resources & Links: Walking on Broken Glass: Navigating the Aftermath of the Glass Ceiling StrengthsFinder Assessment Julia Carrion on LinkedIn Julia Carrion's Website Connect with Julia: LinkedIn Website Stay tuned for updates on her legal case and ongoing advocacy efforts. Don't miss her insights into transforming adversity into empowerment and systemic change. https://www.amazon.com/Wealth-Actually-Intelligent-Decision-Making-1-ebook/dp/B07FPQJJQT/ Keywords: Gaslighting, Corporate Culture, Women in Leadership, Workplace Equity, Julia Carreon, Wells Fargo, Citi, Legal Battle, Glass Ceiling, Political Capital, StrengthsFinder, Work-Life Balance, Systemic Change, Weaponized HR

What if the very traits you've been told make you "too emotional" for the C-suite are actually the high-level brain functions required for elite leadership?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Melody Wilding, executive coach and author of Trust Yourself and Managing Up. Melody introduces the concept of the "Sensitive Striver"—high achievers who possess a more finely tuned nervous system. She argues that empathy and deep processing aren't weaknesses to be "toughed out," but biological advantages that, when managed with the right systems, lead to unparalleled strategic success.Join them as they discuss how to break the cycle of overthinking, the science of the "empathy neuron," and how to stop being the "single point of failure" by teaching people exactly how to treat you.Inside the Episode:The Biology of Sensitivity: Melody explains the MRI research behind high sensitivity, revealing increased activity in brain regions related to decision-making and the "mirror neurons" that allow us to process emotions more deeply.Deep Thinking vs. Overthinking: Learn the vital distinction between productive problem-solving and the "paralysis by analysis" that stems from trying to optimize for too many masters at once.The "Frustrated Crier" Reframe: A tactical guide for women who tear up at work. Learn how to shift from a reaction of shame and apology to a position of strength by crediting your emotions to high standards and dedication.The "Honor Roll Hangover": Why the "good girl" mentality—saying yes to everything and working harder to be noticed—actually makes you unpromotable in the eyes of senior leadership.Managing Up Strategically: Why influencing your boss isn't about "making them happy," but about reclaiming your own agency and autonomy so you can lead your career from the driver's seat.The High-Low-Hero Ritual: A simple end-of-day shutdown process to close the "mental tabs" in your brain and prevent work stress from leaking into your home life.Setting the Precedent: Melody's "best advice" on why you must stop being the first to volunteer and instead start teaching people how to treat you by valuing your own time first.

What if the very traits you've been told make you "too emotional" for the C-suite are actually the high-level brain functions required for elite leadership?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Melody Wilding, executive coach and author of Trust Yourself and Managing Up. Melody introduces the concept of the "Sensitive Striver"—high achievers who possess a more finely tuned nervous system. She argues that empathy and deep processing aren't weaknesses to be "toughed out," but biological advantages that, when managed with the right systems, lead to unparalleled strategic success.Join them as they discuss how to break the cycle of overthinking, the science of the "empathy neuron," and how to stop being the "single point of failure" by teaching people exactly how to treat you.Inside the Episode:The Biology of Sensitivity: Melody explains the MRI research behind high sensitivity, revealing increased activity in brain regions related to decision-making and the "mirror neurons" that allow us to process emotions more deeply.Deep Thinking vs. Overthinking: Learn the vital distinction between productive problem-solving and the "paralysis by analysis" that stems from trying to optimize for too many masters at once.The "Frustrated Crier" Reframe: A tactical guide for women who tear up at work. Learn how to shift from a reaction of shame and apology to a position of strength by crediting your emotions to high standards and dedication.The "Honor Roll Hangover": Why the "good girl" mentality—saying yes to everything and working harder to be noticed—actually makes you unpromotable in the eyes of senior leadership.Managing Up Strategically: Why influencing your boss isn't about "making them happy," but about reclaiming your own agency and autonomy so you can lead your career from the driver's seat.The High-Low-Hero Ritual: A simple end-of-day shutdown process to close the "mental tabs" in your brain and prevent work stress from leaking into your home life.Setting the Precedent: Melody's "best advice" on why you must stop being the first to volunteer and instead start teaching people how to treat you by valuing your own time first.

In this episode, we chat with Beth Borody, who is the founder of Maven, a platform putting real capital and real decision-making power into new hands, particularly women, in a sector where access to opportunity has traditionally been tightly controlled. Last time Beth was on the show, we talked about why women should be investing in mining. This time, we're talking about what happens when you stop asking for a seat at the table and start building a new table altogether. We'll get into resistance, capital flows, ESG reality versus rhetoric, and whether changing who controls money might change mining itself. KEY TAKEAWAYS After identifying that women were often excluded from mining investment due to systemic barriers and a lack of specific research, Beth transitioned from educational advocacy with Femina Collective to founding Maven, a female-led mining company. Maven distinguishes itself by building in the open, intentionally making the mining process and investment opportunities accessible to those outside the traditional industry inner circle. Maven prioritises a proactive ESG approach, emphasising community partnership and environmental due diligence from day one  he venture aims to tap into the $1 trillion wealth transfer currently moving into the hands of women, directing that capital toward the mining sector BEST MOMENTS "Why aren't we actually building a mining company that's based on the values and ethos of what we've built with Femina?” "We want to turn that on its head and say, 'No, we don't think so. We think that everyone should have access to mining. Mining's happening in everyone's backyard, especially here in Canada and the US.'" "The fact of the matter is we need mining so badly right now, and we need so much more mining right now that that pie is only going to get bigger." "We don't want to have to retrofit later down the road social issues or environmental issues that come up because we just ignored them at the front." GUEST RESOURCES Website - www.mavenexploration.com  LinkedIn - https://www.linkedin.com/company/maven-exploration/ Instagram - radically_maven  VALUABLE RESOURCES Mail:        ⁠rob@mining-international.org⁠ LinkedIn: ⁠https://www.linkedin.com/in/rob-tyson-3a26a68/⁠ X:              ⁠https://twitter.com/MiningRobTyson⁠  YouTube: ⁠https://www.youtube.com/c/DigDeepTheMiningPodcast⁠  Web:        ⁠http://www.mining-international.org⁠ CONTACT METHOD ⁠rob@mining-international.org⁠ ⁠https://www.linkedin.com/in/rob-tyson-3a26a68/⁠ Podcast Description Rob Tyson is an established recruiter in the mining and quarrying sector and decided to produce the “Dig Deep” The Mining Podcast to provide valuable and informative content around the mining industry. He has a passion and desire to promote the industry and the podcast aims to offer the mining community an insight into people's experiences and careers covering any mining discipline, giving the listeners helpful advice and guidance on industry topics.  This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

We are joined by Aston Villa fan Frankie Maguire from the All Villa No Filler podcast to preview Saturday's FA Cup fourth round tie and to discuss the ongoing battle with the Premier League's PSR regulations. --- Get an exclusive discount on your NORD VPN by clicking here: ⁠⁠https://nordvpn.com/toon There's no risk a 30-day money back guarantee. Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode of the London History Podcast, host Hazel Baker, a qualified London tour guide, and founder of londonguidedwalks.co.uk, explores the financial history of London and the role of women in this narrative. Joined by Jenny Funnell, a second-generation City of London tour guide, the episode delves into the story of Mary Harris Smith, the world's first female chartered accountant. The discussion covers Smith's origins, her career challenges, her efforts in promoting the employment of women, and her eventual recognition in the male-dominated field of accountancy. The episode also touches on the limited representation of women in London's history as seen through plaques and statues in the city, and discusses the ongoing legacy of Smith's groundbreaking work. Jenny Funnell provides deep historical insights and personal anecdotes, making the episode both informative and engaging.

In this episode of The Progress Report, Tash Taylor sits down with Gabby Costigan, a powerhouse leader in the global defence sector and a pioneer for women in STEM. From her early days in the Australian Defence Force to becoming the first female CEO of BAE Systems Australia, Gabby's journey is a masterclass in resilience, career pivoting and leading with purpose. Beyond the boardroom, Gabby discusses the vital role of mentorship and her deep-rooted passion for advocating for defence families, offering invaluable advice for anyone looking to lead with resilience and purpose. The Progress Report. New voices. Real stories. Big shifts. Enjoy the podcast, The Progress Report team

Adrian and Charlie talk about whether Aston Villa can break the 'glass ceiling' at the top of the Premier League and whether West brom fans are crazy to call for the sacking of Head Coach Eric Ramsay after four games.Produced by Adrian Goldberg and Jed Thomas.  Socials by Mark Machado/Football Smash.

As you start your career perhaps you are told the glass ceiling is about experience, confidence, or readiness. But for many women, the real barrier to advancement is hard to see—and it has nothing to do with competence. As women advance into leadership, the communication rules quietly change. What once made you a high performer can suddenly work against you. In this episode, we explore the communication glass ceiling—the subtle but powerful shift in how you're expected to speak, take up space, and lead as your visibility grows. You'll learn why "just working harder" isn't the answer, how communication patterns are often misinterpreted at higher levels, and what it actually takes to be heard, trusted, and followed without shrinking or performing.   In this episode, we cover: Why competence alone stops translating into leadership influence The invisible communication shifts women face as they rise How to develop executive presence without losing authenticity What it means to claim authority while creating space for others to rise too This conversation is for women who know they're capable—and are ready to communicate at the level their leadership demands. For more inspiration—and to watch my free training, The Calm and Confident Communicator—head over to www.speaktoinspire.com. If you enjoyed this episode, be sure to subscribe so you never miss an upcoming tip to elevate your speaking skills. And I'd be so grateful if you'd leave a rating and review—it really helps more people find the show! Thanks for listening!

Growing a property management business often starts out exciting. More properties, a bigger team, strong results. But as the business grows, so does the responsibility. There are more decisions to make, more people relying on you, and less room to step away. And that becomes even harder when you're also trying to be present for your family.In this episode, we explore what happens when a business keeps growing but the structure doesn't keep up. We also talk about how small changes in leadership, systems, and mindset can completely transform how your business feels to run, both at work and at home.I'm joined by Rebecca Halton, CEO, Licensee and Auctioneer at the helm of one of WA's top-performing LJ Hooker offices and the number one Property Management Business in the LJ Hooker network across Australia. Bec shares her incredible journey growing the business in Perth from around 400 to 4,000 properties under management.She gives us a behind-the-scenes look at what growth really felt like. From the pressure of doing too much herself, to the impact it had on family life, and the game-changing decisions that helped her build a business that runs smoothly without needing her in every part of it.“You don't just wake up with freedom. You have to design it, and you have to know exactly what you're building towards” - Rebecca HaltonWe cover:How Bec grew an LJ Hooker property management business from around 400 to 4,000 properties under management and why the business had to operate very differently as it scaledWhat Bec learned once the rent roll reached size, including the reality of losing 20–30 properties every month through sales and landlords exitingWhy bringing in new managements doesn't automatically mean growth, and how the numbers can be misleading if you don't understand what's leavingHow many new managements Bec's business needs each month just to stay the same size and why that was a turning point in how she thought about growthWhy one business development manager is never enough in a large rent roll, and how relying on one person limits business growthHow Bec structured business development across a team inside an LJ Hooker network to support a growing rent rollWhat it looked like when Bec was personally running sales, property management, finance, HR, and payroll and why that model eventually brokeHow motherhood, family life, and burnout forced Bec to redesign the business so it no longer relied on her being across everything and support her life long termKylie's Resources:Property Management Growth School: https://courses.thatpropertymum.com.au/TPM-BDMSchool Digital Marketing School: https://courses.thatpropertymum.com.au/digitalschool That Property Mum Courses: https://www.thatpropertymum.com.au/courses/ The PM Accelerate

Most listeners are likely already familiar with the term "glass ceiling," but what about the term, "sticky floors" and the role these internal barriers can play in achieving success?  Today's guest, Erica Rooney, podcaster, keynote speaker, gender equality crusader, and author of the book "Glass Ceilings and Sticky Floors," explains the internal barriers to success, otherwise known as sticky floors, and explains her four step SNAP method and the practical ways it helps to overcome barriers including imposter syndrome, perfectionism, and worrying about what others think. Big Talk Question: What would you do tomorrow if you were no longer worried about being too much or not enough? **Get the new Big Talk Questions – Starter Pack** Guest's Website: Keynote Speaker - Author - Gender Equality Crusader Work with Danielle: If you are ready to start working with a life coach or just want to learn more about the impact that coaching can have in your life, visit Danielle's website at www.daniellemccombs.com and schedule a complimentary exploratory session.  Work with Kristy: You can work with Kristy one-on-one or hire her to speak with your team to improve workplace communication. Visit Kristy's website at www.kristyolinger.com  and find her work journal at Work Journal — Kristy Olinger. Connect with us at theoppositeofsmalltalkpodcast@gmail.com  

Juliana Garcia started climbing the mountains of Ecuador at fifteen years old. Since then, she has climbed and guided many mountains and big walls throughout the Andes, Peru,Bolivia, Colombia, as well as in Pakistan, Alaska, United States and the Alps. She became the first female Latin American certified IFMGA mountain guide and served as the President of the Ecuadorian Association of guides for 6 years. She is currently one of the instructors of the Ecuadorian guiding school ESGUIM. Juliana is also a Patagonia Brand Ambassador and an AIARE Avalanche Education Instructor and POW ambassador. She served as “board member” at the IFMGA for six years and became the first female and non-European to occupy that position. Recently she was recognized by the IFMGA as an “honorary member”. Juliana got her “ski guide” diploma this spring 2025 in U.S by the AMGA. She became the first female Latin American to obtain this status as a full IFMGA. She is passionate aboutlearning and sharing.Episode Intro:Dear listeners of the Female Guides Requested Podcast,welcome back! I am your host, Ting Ting, from Las Vegas. Today's guest is a true trailblazer in the international guiding community: Juliana Garcia. Juliana is an Ecuadorian mountain guide whose career is a series of "firsts". She was the first woman to pass the rigorous aspirant exams in the Bolivian system and became the first female IFMGA-certified guide in all of Latin America. Juliana's influence extends far beyond the technical terrain of the Andes. She served two terms as the president of the Ecuadorian Mountain Guides Association, where she was instrumental in bringing their national school up to international standards. She also shattered glass ceilings at the highest level of the profession as the first woman ever to sit on the board of the IFMGA. At the time of this interview, Juliana was based in Washington state and was in the final stages of a multi-year journey to become a certified ski guide—a discipline she picked upas an adult to bring high-level snow science and safety back to her home community in Ecuador. (And to no one's surprise, she passed!) Now, let's dive into Juliana's inspiring life journey—her transition from volcanoes to the Cascades, the power of mentorship, and why she believes the most important tool a guide can have is the ability to listen.Links:Her Place in the Mountains – Patagonia StoriesJuliana's Instagram page – julianagarciaguideQuotes:I'm just a person that loves to be outside, loves to be in the mountains. yeah, that's it, I think.When I became part of the board… I became the first female to sit at that board ever. That blew my mind. I was like, ‘You kidding me?I knew that that discipline exist… and I was like, what? I'm going to learn how to ski as an adult. I'm going to learn a lot of our snow science and I'm going to do it.I love sharing how people put themselves outside of their limits, sometimes and they do it and they found joy doing it. I love to be part of that journey of other people.I think we are really good on listening. I think we are really good on perceiving what is going on in our surroundings when we are guiding… and I think we're really good on not being ashamed to turn around.I don't care anymore. I don't need to prove anything to anybody… I realized… I was pushing myself for no reason… no one is going to pushing me… I'm doing my own path.What we can do to help is just to choose to be uncomfortable for a moment in our daily life… We need to choose in our daily life things that we can do that support the energy overall.

What if the secret to overcoming imposter syndrome isn't getting rid of your fear, but learning to invert your perspective and use it as fuel?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Michelle "Mace" Curran, a former F-16 fighter pilot and lead solo pilot for the US Air Force Thunderbirds. As only one of two women in history to hold that title, Michelle has flown inverted inches from her wingman at 500 mph—all while battling the same inner critic that many high-achieving women face in the boardroom.Michelle shares how she moved from a shy, introverted high-achiever to a decorated combat veteran, revealing the mental discipline required to override survival instincts and the power of "call sign culture" in building psychological safety.Inside the Episode:Training Over Instinct: Michelle explains how the "insane" maneuvers of an air show are actually the result of thousands of hours of repetition, and how that same building of competence is the foundation for confidence in any male-dominated career.The Survival Brain in the Boardroom: How to distinguish between real physical danger and the primal fear of social judgment. Michelle shares her "zoom out" method to get worst-case scenarios out of your head and onto paper.The "Costume" of Confidence: Michelle opens up about her early career struggles in Japan, where she felt like she had to wear a "Type A costume" to belong, and the shock to her identity when she realized she couldn't be a "golden child" on day one.The Inner Voice vs. The Verdict: A breakdown of how to identify your inner critic—Michelle's looked like a "tactical older male pilot"—and why recognizing the source of that voice takes away its power.MACE: The Call Sign Story: The vulnerable story behind Michelle's call sign (Mock At Circle Entry) and how a near-catastrophic mistake involving 9 G-forces became her ultimate badge of honor.Call Sign Culture & Safety: Why having a nickname based on a mistake is actually a tool for psychological safety, encouraging a "debrief culture" where even the highest-ranking leaders openly admit their errors.Inverting Your Perspective: A look at Michelle's book, The Flip Side, and how to use the "action creates confidence" loop to navigate moments where "the shit hits the fan."If you're waiting to "feel ready" before chasing your biggest dreams, this episode is the reality check you need to start taking action in the presence of doubt.

What if the secret to overcoming imposter syndrome isn't getting rid of your fear, but learning to invert your perspective and use it as fuel?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Michelle "Mace" Curran, a former F-16 fighter pilot and lead solo pilot for the US Air Force Thunderbirds. As only one of two women in history to hold that title, Michelle has flown inverted inches from her wingman at 500 mph—all while battling the same inner critic that many high-achieving women face in the boardroom.Michelle shares how she moved from a shy, introverted high-achiever to a decorated combat veteran, revealing the mental discipline required to override survival instincts and the power of "call sign culture" in building psychological safety.Inside the Episode:Training Over Instinct: Michelle explains how the "insane" maneuvers of an air show are actually the result of thousands of hours of repetition, and how that same building of competence is the foundation for confidence in any male-dominated career.The Survival Brain in the Boardroom: How to distinguish between real physical danger and the primal fear of social judgment. Michelle shares her "zoom out" method to get worst-case scenarios out of your head and onto paper.The "Costume" of Confidence: Michelle opens up about her early career struggles in Japan, where she felt like she had to wear a "Type A costume" to belong, and the shock to her identity when she realized she couldn't be a "golden child" on day one.The Inner Voice vs. The Verdict: A breakdown of how to identify your inner critic—Michelle's looked like a "tactical older male pilot"—and why recognizing the source of that voice takes away its power.MACE: The Call Sign Story: The vulnerable story behind Michelle's call sign (Mock At Circle Entry) and how a near-catastrophic mistake involving 9 G-forces became her ultimate badge of honor.Call Sign Culture & Safety: Why having a nickname based on a mistake is actually a tool for psychological safety, encouraging a "debrief culture" where even the highest-ranking leaders openly admit their errors.Inverting Your Perspective: A look at Michelle's book, The Flip Side, and how to use the "action creates confidence" loop to navigate moments where "the shit hits the fan."If you're waiting to "feel ready" before chasing your biggest dreams, this episode is the reality check you need to start taking action in the presence of doubt.

What if the biggest barrier to your business growth isn't your vision, but your refusal to look at the numbers?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Danielle Hendon, founder of Four Corners CFO. After a decade in corporate finance, Danielle realized that many entrepreneurs are brilliant at their craft but paralyzed by their books. She's on a mission to turn founders into confident financial leaders by simplifying complex "money talk" into actionable strategy.Join them as they discuss why you can't lead where you don't look, how to stop letting your bank account define your self-worth, and the vital mindset shift needed to move from a "stagnant pond" to a "flowing river" of wealth.Inside the Episode:The Music to Math Pipeline: Danielle shares her unconventional journey from aspiring opera singer to CPA, explaining the scientific mesh between musical patterns and numerical data.The Judgment Trap: Why women often feel like their financial statements are a "grade" on their performance as a human, and how to start viewing numbers as neutral tools for decision-making.Forecasting as Leadership: Danielle breaks down why the goal of a budget isn't necessarily to hit it—it's a roadmap to help you understand the "why" behind your business's story.The "Stagnant Pond" vs. "Flowing River": A powerful visual analogy for shifting from a scarcity mindset to an abundance mindset, and why you must "spend money to make money."The Power of Profit: Why paying yourself first is not selfish, but a requirement for sustainable growth and the ability to eventually delegate tasks.Sticky Floors of Delegation: Danielle opens up about her own struggle with hiring and "letting go," revealing why the first revenue-generating hire is the hardest yet most necessary step to shatter your glass ceiling.Pricing for Value: A look at why hourly billing often penalizes expertise, and why shifting to flat-fee pricing allows you to profit from your own efficiency.If you've been putting your head in the sand when it comes to your business finances, this episode is the clarity and encouragement you need to step into the power of profit.

Have you ever noticed that just when things start going really well, something suddenly goes sideways? In this episode, I talk about why that happens and how it's often not bad luck or timing, but an internal “upper limit” kicking in when life starts to feel bigger, easier, or more successful than what feels familiar. I break down how upper limits quietly create self-imposed glass ceilings in our businesses, money, relationships, and even parenting. I'll show you how to spot upper-limiting patterns, why your brain does this to keep you safe, and what it looks like to stay with expansion instead of sabotaging it. For more information, transcript, and show notes, click here: jenna.coach/86 Join me for a free consultation by clicking here: https://mom.jenna.coach/apply You're invited to join us every 2nd Thursday for my free Mom Entrepreneurs Circle. Sign up here: https://mom.jenna.coach/circle Keep up with me on LinkedIn here: https://www.linkedin.com/in/jenna-rykiel and Instagram here: https://www.instagram.com/jrykiel3 If you enjoy the show, please follow, rate, review, and share the podcast! Your support helps the show reach moms just like you who are ready to quit their 9-to-5 in pursuit of a life and business they love. Click here for instructions on how to leave a review: https://jenna.coach/podcast/podcastlaunch

What if the biggest barrier to your business growth isn't your vision, but your refusal to look at the numbers?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Danielle Hendon, founder of Four Corners CFO. After a decade in corporate finance, Danielle realized that many entrepreneurs are brilliant at their craft but paralyzed by their books. She's on a mission to turn founders into confident financial leaders by simplifying complex "money talk" into actionable strategy.Join them as they discuss why you can't lead where you don't look, how to stop letting your bank account define your self-worth, and the vital mindset shift needed to move from a "stagnant pond" to a "flowing river" of wealth.Inside the Episode:The Music to Math Pipeline: Danielle shares her unconventional journey from aspiring opera singer to CPA, explaining the scientific mesh between musical patterns and numerical data.The Judgment Trap: Why women often feel like their financial statements are a "grade" on their performance as a human, and how to start viewing numbers as neutral tools for decision-making.Forecasting as Leadership: Danielle breaks down why the goal of a budget isn't necessarily to hit it—it's a roadmap to help you understand the "why" behind your business's story.The "Stagnant Pond" vs. "Flowing River": A powerful visual analogy for shifting from a scarcity mindset to an abundance mindset, and why you must "spend money to make money."The Power of Profit: Why paying yourself first is not selfish, but a requirement for sustainable growth and the ability to eventually delegate tasks.Sticky Floors of Delegation: Danielle opens up about her own struggle with hiring and "letting go," revealing why the first revenue-generating hire is the hardest yet most necessary step to shatter your glass ceiling.Pricing for Value: A look at why hourly billing often penalizes expertise, and why shifting to flat-fee pricing allows you to profit from your own efficiency.If you've been putting your head in the sand when it comes to your business finances, this episode is the clarity and encouragement you need to step into the power of profit.

This week we're changing it up and I'm sitting in the guest chair. In this special “podcast swap” episode of Side Hustle Pro, I'm sharing an interview from the podcast To Tell You The Truth with host and Podcast Moguls student Brittany Sharpton. We dive into the concept of self-imposed barriers and how they can prevent entrepreneurs, especially Black women, from realizing their full potential. In this episode I share:My journey to reclaiming my power in spaces where Black women aren't usually empowered- and why I'm constantly reminding myself that I'm that girlSteps to take to combat the fear and negative self-talk that often creep inWhat feeds my soul and the lessons I'm learning every day- even as a seasoned entrepreneur Insights from my Podcast Moguls course and how I've seen Brittany grow after being a student Highlights Include:00:00 Intro03:30 From corporate to entrepreneur 09:55 The importance of having a side hustle 11:45 Overcoming biases17:30 How to show up as a working mom22:00 Getting your mojo back 27:15 Overcoming the limitations of the patriarchy37:04 Tips to feed your soul41:15 Beating fear and imposter syndromeCheck out episode 495 of Side Hustle Pro podcast out now on Apple Podcasts, Spotify, and YouTubeLinks mentioned in this episodeBrittany's Instagram: https://www.instagram.com/britthappenshq/ To Tell You The Truth Pod: https://www.instagram.com/totellyouthetruthpod/ Nicaila's Instagram: https://www.instagram.com/sidehustlepro/ How To Make Money Podcasting Course: https://sidehustlepro.lpages.co/your-first-1000-downloads/ Management Leadership For Tomorrow: https://mlt.org/ Mel Robbins Podcast, Let Go of Negative Thoughts: https://www.melrobbins.com/podcasts/episode-198 Jen Sincero's Book: https://jensincero.com/ Walk Through Fire: https://www.amazon.com/Walk-Through-Fire-Memoir-Triumph-ebook/dp/B0BXM51HXN Get Good With Money: https://getgoodwithmoney.com/ Click here to subscribe via RSS feed (non-iTunes feed): http://sidehustlepro.libsyn.com/rss Hosted on Acast. See acast.com/privacy for more information.

My 7th annual review covers just the highlights from 33 total systems: How color-coded spreadsheets changed my behavior more than goal-setting, fine-tuning Glass Ceiling with precision drink accounting, the Spider Hunter sleep expansion pack, and gamifying my rage at Duolingo.

What if the secret to conquering self-doubt and negotiating your worth at work begins with lowering your tolerance for compromise in your most intimate relationships?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Jingjin Liu, serial entrepreneur, investor, and global advocate. Jingjin is the founder of the Elevate Group and the co-founder of Zazu, Asia's first sexual wellness company for women. She proves a radical truth: confidence in the bedroom leads to confidence in the boardroom.Jingjin shares her fascinating journey from a "weird girl" in Beijing to the youngest Global Marketing Director in a male-dominated industry, revealing how deep-seated societal conditioning and a high tolerance for small compromises at home are the sticky floors keeping women stuck in their careers.Inside the Episode:The Bedroom to Boardroom Link: Jingjin breaks down how women's tendency to make compromises in the bedroom (e.g., accommodating a partner's sleep or TV habits, or silence about sexual desire) builds a pattern of accommodating behavior that is carried directly into the workplace.The Snoring Analogy: A powerful and relatable example of the high tolerance for "bullshit" women build at home—from sleeping poorly due to a partner's snoring to not asking for dishes to be washed—and why lowering that tolerance is the first step toward self-assertion.The LIE of Self-Worth: How making small, repeated compromises at home leads to the deep, intrinsic belief that "I am not worth it," making it impossible to ask for a bigger budget or better salary at work.The Twin Sticky Floors: The two most common traps for high-achieving women in corporate settings: The Likability Trap & PerfectionismFighting for the Whole Cookie: How to move past the "tall poppy syndrome" and scarcity mindset that pits women against each other. Jing Jin argues that women are often distracted by fighting for the crumbs instead of demanding the whole damn cookie for everyone.The Global Sisterhood: Jingjin shares the exciting evolution of the Elevate Group's mission, shifting from focusing only on Asian women to impacting 5 million women in business globally, recognizing that gender discrimination and self-doubt are universal challenges.If you are ready to reclaim your power, fight back against sexism, and elevate your ambition by dismantling the inner conditioning that holds you back, this episode is a courageous call to action.

What if the secret to conquering self-doubt and negotiating your worth at work begins with lowering your tolerance for compromise in your most intimate relationships?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Jingjin Liu, serial entrepreneur, investor, and global advocate. Jingjin is the founder of the Elevate Group and the co-founder of Zazu, Asia's first sexual wellness company for women. She proves a radical truth: confidence in the bedroom leads to confidence in the boardroom.Jingjin shares her fascinating journey from a "weird girl" in Beijing to the youngest Global Marketing Director in a male-dominated industry, revealing how deep-seated societal conditioning and a high tolerance for small compromises at home are the sticky floors keeping women stuck in their careers.Inside the Episode:The Bedroom to Boardroom Link: Jingjin breaks down how women's tendency to make compromises in the bedroom (e.g., accommodating a partner's sleep or TV habits, or silence about sexual desire) builds a pattern of accommodating behavior that is carried directly into the workplace.The Snoring Analogy: A powerful and relatable example of the high tolerance for "bullshit" women build at home—from sleeping poorly due to a partner's snoring to not asking for dishes to be washed—and why lowering that tolerance is the first step toward self-assertion.The LIE of Self-Worth: How making small, repeated compromises at home leads to the deep, intrinsic belief that "I am not worth it," making it impossible to ask for a bigger budget or better salary at work.The Twin Sticky Floors: The two most common traps for high-achieving women in corporate settings: The Likability Trap & PerfectionismFighting for the Whole Cookie: How to move past the "tall poppy syndrome" and scarcity mindset that pits women against each other. Jing Jin argues that women are often distracted by fighting for the crumbs instead of demanding the whole damn cookie for everyone.The Global Sisterhood: Jingjin shares the exciting evolution of the Elevate Group's mission, shifting from focusing only on Asian women to impacting 5 million women in business globally, recognizing that gender discrimination and self-doubt are universal challenges.If you are ready to reclaim your power, fight back against sexism, and elevate your ambition by dismantling the inner conditioning that holds you back, this episode is a courageous call to action.

In today's episode of iGaming Daily, we're bringing you a must-hear conference session straight from SBC Summit Lisbon 2025, taken from the powerful panel “Women in Tech, Gambling and Sports: The Glass Ceiling and Beyond,” where industry leaders unpack what real progress looks like for gender diversity in iGaming and what still stands in the way.Tune in to today's episode to find out:How unconscious bias still shows up in iGaming, tech, and sports and how leaders overcome itWhy the “confidence gap” holds women back in hiring and leadership conversationsThe real business impact of diverse, representative teams in global gamingHow male allies and mentors can help dismantle systemic barriersWhat's truly beyond the glass ceiling and how women can claim their seat at the tableCredits: Petra Zackrisson: Chief Transformation Officer, LeoVegas Group,Viktoria Degtiarova: Co-Founder and CCO, PaySecureCristina Turbatu: Chief Technology Officer, CasumoCatie Di Stefano: Moderator, Marketing Director, Vegas KingsProducer: Anaya McDonaldEditor: Anaya McDonaldiGaming Daily is also now on TikTok. Make sure to follow us at iGaming Daily Podcast (@igaming_daily_podcast) | TikTok for bite-size clips from your favourite podcast. Finally, remember to check out Optimove at https://hubs.la/Q02gLC5L0 or go to Optimove.com/sbc to get your first month free when buying the industry's leading customer-loyalty service.

Eileen Collins: Through the Glass Ceiling to the Stars Colonel Eileen M. Collins, USAF (retired), earned a place in history as the first American woman to pilot, and later to command, a space mission. She flew on the space shuttle four times, twice as commander – including the 2005 “return to flight” mission after the tragic Columbia accident. She is the subject of the documentary movie Spacewoman and author of the book Through the Glass Ceiling to the Stars: The Story of the First American Woman to Command a Space Mission (Amazon, Bookshop)*. We all have times in our careers where all eyes are on us. In this conversation, Eileen and I explore the critical moments of her career and how she stayed grounded while soaring among the stars. Key Points Until we are tested, we don't know what we are capable of. Nerves creep in at times for all of us. When they do, it's helpful to think about representing your role instead of representing yourself. When decisions become difficult, always come back to, “What's the mission?” Train for the skill, not for the task. During high-stakes times, remember your family and personal life. They will help you stay grounded. Resources Mentioned Through the Glass Ceiling to the Stars: The Story of the First American Woman to Command a Space Mission by Eileen Collins (Amazon, Bookshop)* Spacewoman documentary, featuring Eileen Collins Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Lead and Retain High Performers, with Ruth Gotian (episode 567) The Way to Handle Q&A, with Matt Abrahams (episode 681) How to Start the Top Job, with Scott Keller (episode 752) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Anthony welcomes Khobi Price (SCNG, OC Register) to discuss the glass ceiling the Lakers keep bumping up against. Is there a way to improve the collective athleticism in the Lakers rotation internally? Or is a trade required to address this clear deficiency? The guys talk this, the starting lineup and the Giannis trade rumors that hang over everything. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

 It's the season of giving—and today, we're unwrapping one of the most transformative gifts of all: the gift of mirrors. In this episode, Shannon sits down with Dr. Sheila Gujrathi, biotech entrepreneur, physician, and trailblazer whose career has taken her from Harvard to the helm of Gossamer Bio—and into the heart of human-centric leadership. You may know her from her TED Talk, “Shattering the Glass Ceiling by Finding the Right Mirrors,” and her book, The Mirror Effect, which helps leaders everywhere see themselves—and each other—more clearly. Together, Shannon and Sheila explore how to shatter the glass ceilings not only above us, but within us. They discuss how fear, insecurity, doubt, and shame—the “FIDS,” as Sheila calls them—can quietly hold us back, and how surrounding ourselves with mirrors who see our brilliance can change everything. From learning to “have your own back,” to creating your personal board of directors, this episode is a reminder that confidence begins when we start believing the reflections that lift us higher. Watch on YouTube: https://www.youtube.com/watch?v=VV_mAbu_N0g✨ This December, give yourself the gift of belonging—and pass it on. 

What if the ultimate key to professional success and unlocking your full potential isn't external competition, but the internal wisdom gained from managing your mind and emotions?In this episode of Glass Ceilings and Sticky Floors, host Erica Rooney sits down with Meredith Haberfield, CEO and Founder of Think Human. With a unique background blending molecular biochemistry, executive leadership, and even Whitewater River guiding, Meredith proves that igniting transformational change in innovative companies requires blending social, psychological, and neurological science.Join them as they explore why focusing on internal growth is the only way to overcome the "sticky floors" of people-pleasing and self-doubt, and how to use the science of your brain to make courageous leadership feel less scary.Inside the Episode:From Biochemistry to CEO: Meredith shares her fascinating journey, explaining how her early experiences as a Whitewater River guide and her research on stress hormones and the immune system shaped her understanding that human behavior isn't dictated by logic.The People-Pleasing Trap: The most common "sticky floor" Meredith sees with high-achieving women: using external validation (like a boss's approval) as a food source, and how to disconnect from that need to author your own path.Time-Bound Sacrifices: Powerful advice for women making sacrifices for their team: why you must put a time boundary around those sacrifices to prevent them from becoming an ugly, permanent reality.Intentionality Over Anxiety: A discussion on the difference between intention (which speaks in statements) and anxiety (which speaks in questions), and how to create a clear picture of what you're aiming for to mobilize the subconscious brain.Blind Spot Hunting: A counter-intuitive approach to uncovering your hidden flaws. Learn why you must get "excited about seeing the ugly stuff" and approach your self-judgments with compassion and curiosity, much like a detective.The Stretch Zone Advantage: The scientific reason (apoptosis) why operating in your stretch zone—just outside your comfort zone—is not only beneficial for mental growth but actively optimizes your physical immune system.The Fire-Fueling Reaction: What to do immediately after a professional failure or rejection: commit to a "boatload of action"—do 10 small things right now—to spark new possibilities and avoid the narrative of failure.If you're ready to stop waiting for external validation and unlock the internal capabilities needed to lead with unparalleled clarity and courage, this episode is your scientific playbook.

What if the ultimate key to professional success and unlocking your full potential isn't external competition, but the internal wisdom gained from managing your mind and emotions?In this episode of Glass Ceilings and Sticky Floors, host Erica Rooney sits down with Meredith Haberfield, CEO and Founder of Think Human. With a unique background blending molecular biochemistry, executive leadership, and even Whitewater River guiding, Meredith proves that igniting transformational change in innovative companies requires blending social, psychological, and neurological science.Join them as they explore why focusing on internal growth is the only way to overcome the "sticky floors" of people-pleasing and self-doubt, and how to use the science of your brain to make courageous leadership feel less scary.Inside the Episode:From Biochemistry to CEO: Meredith shares her fascinating journey, explaining how her early experiences as a Whitewater River guide and her research on stress hormones and the immune system shaped her understanding that human behavior isn't dictated by logic.The People-Pleasing Trap: The most common "sticky floor" Meredith sees with high-achieving women: using external validation (like a boss's approval) as a food source, and how to disconnect from that need to author your own path.Time-Bound Sacrifices: Powerful advice for women making sacrifices for their team: why you must put a time boundary around those sacrifices to prevent them from becoming an ugly, permanent reality.Intentionality Over Anxiety: A discussion on the difference between intention (which speaks in statements) and anxiety (which speaks in questions), and how to create a clear picture of what you're aiming for to mobilize the subconscious brain.Blind Spot Hunting: A counter-intuitive approach to uncovering your hidden flaws. Learn why you must get "excited about seeing the ugly stuff" and approach your self-judgments with compassion and curiosity, much like a detective.The Stretch Zone Advantage: The scientific reason (apoptosis) why operating in your stretch zone—just outside your comfort zone—is not only beneficial for mental growth but actively optimizes your physical immune system.The Fire-Fueling Reaction: What to do immediately after a professional failure or rejection: commit to a "boatload of action"—do 10 small things right now—to spark new possibilities and avoid the narrative of failure.If you're ready to stop waiting for external validation and unlock the internal capabilities needed to lead with unparalleled clarity and courage, this episode is your scientific playbook.

Has your nervous system been saying, “Ma'am, we are at capacity” ?On today's episode, Sam talks candidly about hitting her upper limits in real time: leading a rapidly growing podcast company, holding big vision with God, navigating marriage and support with Kurt, and realizing her biggest challenge isn't more… it's learning how to hold more. From full-body meltdowns to bath-time cries to realizing she still struggles to ask for help, Samantha walks you through how she's navigating this season instead of pretending she has the polished three-step solution.Using fitness, ultra-running, and lifting as metaphors, she breaks down how growth actually works: your “muscles” tear first, then you rebuild stronger. You'll hear how she's zooming out to make smarter decisions, building team and systems, and learning to trust herself, God, and her capacity — while reminding you that your limit is probably a lot higher than you think.If you're in a season of rapid expansion, big opportunities, and “good problems” that still feel like a lot, this one will feel like a deep exhale and a firm hand on your back saying: You're not crazy, you're just growing.Key Topics DiscussedWhat it really feels like to hit your max capacity as a founder and leaderThe difference between wanting more and being resourced to hold moreNervous system tools, regulation, and why your body “freaks out” when things explodePreparing your physical, emotional, mental, and spiritual body for a bigger missionA birthday honey roast, a long speaker day, and the bathtub breakdown that cracked things openLearning to fully receive support from a partner (without guilt or flinching)The deeper challenge of asking for help when you don't even know what you needBeing the “go-to” friend… and realizing you also get to lean on your peopleIn the business vs. on the business: zooming out to strategize, hire, and systematizeThe isolating side of “everything is working” and the pressure of holding fast growthOperating from your “next level” identity and bringing her into your current realityWhy your perceived capacity is usually way lower than your actual capacityFitness and ultra-running as a mirror for business resilience and self-trustOvercommitting, rescheduling, and releasing the shame of moving things on your calendarLearning to batch, build systems, and create white space to thinkDifferentiating between energy faucets (what fills you) and drains (what leaks you)The slingshot effect: pulling back to reset so you can break through the next ceilingShare this episode with your overachiever friends. Know a founder, leader, or creator who's quietly drowning in “good problems”? Text them this episode so they know they're not the only one maxing out and moving through it.Reflect on your real capacity. Grab a journal and ask: What's actually draining me? What's truly filling me? Where am I underestimating my ability to hold more? Use this as a starting point to adjust your commitments, support, and systems.Audit your support systems. Ask yourself: Where am I resisting help? Who could I lean on more — partner, friends, team, God? Then actually send the text or have the conversation you've been avoiding.If you're ready to build a podcast that matches your voice and vision… You can explore working with Samantha and her company, Voice & Visibility, to launch or grow a podcast that becomes a real asset to your brand — not just another content chore. www.voiceandvisibility.comTag Sam on social with your aha moment Screenshot this episode, share your biggest takeaway, and tag Samantha so she can see what landed and cheer you on in your own expansion season.Join My Newsletter: https://voiceandvisibility.myflodesk.com/optinFollow Samantha on InstagramFollow Samantha on TiktokSubscribe on Youtube

What if the secret to building an authentic, successful career isn't a linear path, but embracing the chaos of a playground model and leveraging your most human qualities?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Ashley Faus, Head of Lifecycle Management at Atlassian and author of the upcoming book, Human-Centered Marketing, How to Connect with Audiences in the Age of AI. Ashley brings a fresh perspective, blending her deep expertise in marketing and technology with her background in musical theater and vocal performance.Join them as they explore how the empathy skills of a theater kid translate directly into high-level business strategy, and how women can build true trust, authority, and influence using Ashley's four pillars of thought leadership.Inside the Episode:The Theater Kid to Tech Leader Pipeline: Ashley reveals the surprising synergy between musical theater and marketing, explaining how stepping into a character's shoes directly translates into high-level audience empathy and strategic business connection.The Problem with "Bright Girls": A discussion on why the linear structure of traditional education is a disservice to high-achieving women, leading them to believe that career snags mean they're "not smart."The Career as a Playground: Why the traditional career funnel doesn't work and how to view your professional journey as a playground where you can climb the slide or use skills in "the wrong way" (e.g., a lateral move) for massive long-term growth.The Checkers vs. Chess Promotion Rule: Critical advice for ambitious women on how to play the "smart game of checkers" for 12 months after a promotion, avoiding the frustration of unrealistic growth expectations in large companies.The Four Pillars of Thought Leadership: Ashley breaks down her framework for building influence: Credibility, Profile, Being Prolific, and Depth of Ideas. Learn which pillar is likely your weakest point and how to strengthen it.Building Trust in the Age of AI: The three essential human elements (Logic, Empathy, and Authenticity) that are critical for building genuine trust and authority when the digital world is flooded with AI-generated content.The Minimum Viable Action (MVA): A practical strategy for managing your energy and relationships, maintaining a "warm" baseline (e.g., a quick text) so you don't always have to start from zero.If you're ready to embrace a non-linear career path and use your innate human connection skills to build lasting influence and authority, this episode is your strategic guide.

Ever felt trapped by your own beliefs around money and entrepreneurship? In this episode of the Marli Williams Podcast, Marli Williams sits down with Julia Carlson, CEO of Financial Freedom Wealth Management Group, to spark a powerful conversation on breaking through your inner glass ceiling. Curious about how to move beyond “toxic hustle” and scale your business without burning out? They explore the entrepreneurial spiral, the importance of self-awareness, and why evolving your mindset is just as vital as having a killer business strategy. Plus, you'll hear about Julia Carlson's unique approach to budgeting—hint: it's not what you think. If you're ready to rethink success, sharpen your financial management, and discover what it really takes to step into your next level as a leader, this is a must-listen.Julia Carlson is an 8-figure entrepreneur, bestselling author, and sought-after keynote speaker who has spent more than two decades building and scaling businesses with freedom and purpose. Recognized as an award-winning leader in financial services, Julia activates entrepreneurs to grow beyond the hustle and step into harmony, showing them how to scale smarter, live freer, and make a lasting impact.She is the author of two transformative books. Her first book, Money Loves You, reveals how to transform your relationship with money to grow wealth, offering a holistic and practical approach that challenges conventional financial norms. Her upcoming one, Let's Get YOU Fired, is more than a business playbook, it's a movement. It's a call for entrepreneurs to fire themselves from the hustle, step into visionary leadership, and scale to 8 figures with freedom and generosity.Through her Fire Yourself Framework and Entrepreneurial Spiral™, Julia equips and guides business owners with tools to shatter mental glass ceilings, build companies that thrive without their constant presence, and live their legacy. Her mission is bold: to help 1,000 entrepreneurs scale to 8 figures while giving $1 million each to causes they care about—fueling a $1 billion movement for good.With her down-to-earth style and proven track record, Julia has become a trusted voice for those ready to redefine success and wealth. When she's not on stage or working with her clients, you'll find her adventuring with her husband and three kids, traveling the world, and giving generously to causes closest to her heart.Learn more at www.thejuliacarlson.com and www.financialfreedomwmg.comMarli Williams is an international keynote speaker, master facilitator, and joy instigator who has worked with organizations such as Nike, United Way, Doordash, along with many colleges and schools across the United States. She first fell in love with transformational leadership as a camp counselor when she was 19 years old. After getting two degrees and 15 years of leadership training, Marli decided to give herself permission to be the “Professional Camp Counselor” she knew she was born to be. Now she helps incredible people and organizations stop waiting for permission and start taking bold action to be the leaders and changemakers they've always wanted to be through the power of play and cultivating joy everyday. She loves helping people go from stuck to STOKED and actually created her own deck of inspirational messages called StokeQuotes™ which was then followed by The Connect Deck™ to inspire more meaningful conversations. Her ultimate mission in the world is to help others say YES to themselves and their big crazy dreams...

What if the secret to building an authentic, successful career isn't a linear path, but embracing the chaos of a playground model and leveraging your most human qualities?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Ashley Faus, Head of Lifecycle Management at Atlassian and author of the upcoming book, Human-Centered Marketing, How to Connect with Audiences in the Age of AI. Ashley brings a fresh perspective, blending her deep expertise in marketing and technology with her background in musical theater and vocal performance.Join them as they explore how the empathy skills of a theater kid translate directly into high-level business strategy, and how women can build true trust, authority, and influence using Ashley's four pillars of thought leadership.Inside the Episode:The Theater Kid to Tech Leader Pipeline: Ashley reveals the surprising synergy between musical theater and marketing, explaining how stepping into a character's shoes directly translates into high-level audience empathy and strategic business connection.The Problem with "Bright Girls": A discussion on why the linear structure of traditional education is a disservice to high-achieving women, leading them to believe that career snags mean they're "not smart."The Career as a Playground: Why the traditional career funnel doesn't work and how to view your professional journey as a playground where you can climb the slide or use skills in "the wrong way" (e.g., a lateral move) for massive long-term growth.The Checkers vs. Chess Promotion Rule: Critical advice for ambitious women on how to play the "smart game of checkers" for 12 months after a promotion, avoiding the frustration of unrealistic growth expectations in large companies.The Four Pillars of Thought Leadership: Ashley breaks down her framework for building influence: Credibility, Profile, Being Prolific, and Depth of Ideas. Learn which pillar is likely your weakest point and how to strengthen it.Building Trust in the Age of AI: The three essential human elements (Logic, Empathy, and Authenticity) that are critical for building genuine trust and authority when the digital world is flooded with AI-generated content.The Minimum Viable Action (MVA): A practical strategy for managing your energy and relationships, maintaining a "warm" baseline (e.g., a quick text) so you don't always have to start from zero.If you're ready to embrace a non-linear career path and use your innate human connection skills to build lasting influence and authority, this episode is your strategic guide.

DTOM Exclusive Interview w/ Professor Marc Defant  On today's show I interview Marc J. Defant is a tenured professor of geology and geochemistry at the University of South Florida. We discuss a variety of topics including his recent peer-reviewed paper, "Evolutionary Psychology and the Crisis of Empirical Rigor in Feminist Studies," authored solely by Defant and published online on November 4, 2025, in the journal Sexuality & Culture! This paper builds on Defant's other 2025 work, including "Evolutionary Basis of Gender Dynamics: Understanding Patriarchy, the Pay Gap, and the Glass Ceiling." Please join us for this intriguing conversation! Follow Professor Defant on his website Marc Defant Web Site: www.DontTreadonMerica.com https://linktr.ee/DontTreadonMerica Email the show: Donq@donttreadonmerica.com DTOM Store (Promo code DTOM for 10% off) Sponsors: www.makersmark.com www.NordVPN.com  Promo Code: DTOM www.alppouch.com/DTOM www.dubby.gg Promo code: DTOM Social Media:   Don't Tread on Merica TV   DTOM on Facebook   DTOM on X    DTOM on TikTok    DontTreadonMericaTV   DTOM on Instagram    DTOM on YouTube  

Build one of the most successful brokerage with the strategies of Dawson Boyer. Dawson joins us today to share his tips and roadmap that took his team to the top. From being a solo agent to making the switch and starting a brokerage, he has so much experience in helping experienced agents get out of the ruts! This is one Real Estate Rockstar you definitely don't want to miss. Listen now and discover the bigger vision behind the real estate market! Links: Check out Dawson Boyer's Website  Email Dawson Boyer at: DawsonBoyer@PHREHomes.com Follow Sara Denig on Instagram  Follow Christina Leavenworth on Instagram  Follow Aaron Amuchastegui on Instagram  Get Hundreds of FREE Real Estate Tools From the Toolbox  Join the 2026 Mastermind: Get your tickets HERE! 

Are you still trying to shatter the glass ceiling—or is it time to look in the mirror instead? Dr. Sheila shares how her groundbreaking “Mirror Effect” helps leaders—especially women and underrepresented professionals—reclaim their power by seeing themselves and their environments clearly. This episode unpacks:

What if the most impactful leadership strategy isn't focused on your team, but on the inner wisdom and grounding you gain from managing yourself?In this episode of Glass Ceilings and Sticky Floors, host Erica Rooney sits down with Margaret Andrews, author of Managing Yourself to Lead Others and the educator behind Harvard's most popular leadership program. Margaret reveals that true, authentic leadership unlocks when you first achieve self-mastery.Join them as they explore the foundational questions needed to understand your own influences, values, and definitions of success. Learn why knowing yourself roots you, giving you the inner strength to lead without conforming to outdated molds, and how to use simple tools to make grounded decisions even under extreme pressure.Inside the Episode:The Stinging Catalyst: Margaret's personal story of receiving harsh feedback ("You're not self-aware") that propelled her to create a revolutionary leadership program.The Foundational Questions: Identifying the deep questions necessary to understand who and what has shaped you, and what core values you're actually living.Beyond the Prescription of Success: Why women need to define success based on how they want to feel, not just outward achievements.Actionable Tools for Pressure: Simple techniques like "Write it out, shake it out" to handle big emotions and make grounded decisions.The Power of Being Rooted: How self-understanding makes you less knocked off balance by the behavior of others, allowing you to lead authentically.If you're ready to stop conforming and unlock the unique, powerful leader only you can be, this episode is your playbook for inner transformation.

What if the most impactful leadership strategy isn't focused on your team, but on the inner wisdom and grounding you gain from managing yourself?In this episode of Glass Ceilings and Sticky Floors, host Erica Rooney sits down with Margaret Andrews, author of Managing Yourself to Lead Others and the educator behind Harvard's most popular leadership program. Margaret reveals that true, authentic leadership unlocks when you first achieve self-mastery.Join them as they explore the foundational questions needed to understand your own influences, values, and definitions of success. Learn why knowing yourself roots you, giving you the inner strength to lead without conforming to outdated molds, and how to use simple tools to make grounded decisions even under extreme pressure.Inside the Episode:The Stinging Catalyst: Margaret's personal story of receiving harsh feedback ("You're not self-aware") that propelled her to create a revolutionary leadership program.The Foundational Questions: Identifying the deep questions necessary to understand who and what has shaped you, and what core values you're actually living.Beyond the Prescription of Success: Why women need to define success based on how they want to feel, not just outward achievements.Actionable Tools for Pressure: Simple techniques like "Write it out, shake it out" to handle big emotions and make grounded decisions.The Power of Being Rooted: How self-understanding makes you less knocked off balance by the behavior of others, allowing you to lead authentically.If you're ready to stop conforming and unlock the unique, powerful leader only you can be, this episode is your playbook for inner transformation.

A number of local political races resulted in historic wins...and the breaking of what are often known as glass ceilings. Penfield elected its first Democratic town supervisor, Kevin Berry, in four decades. Berry is also the first LGBTQ+ supervisor for the town. In Perinton, Jenn Townsend will become the first Democrat to lead the town since 1918 — and she's the first woman to hold the position. In Greece, Amorette Miller is the first woman of color to serve on the town board, and the first Democrat in her ward. All three winners join us to discuss the significance of their victories and what they mean for their communities. Our guests: Kevin Berry, Penfield town supervisor-elect Jenn Townsend, Perinton town supervisor-elect Amorette Miller, Greece councilwoman-elect for Ward 3 *Note: We also invited Jeff McCann, Greece town supervisor-elect, to join this conversation. He was unavailable to participate, so we've offered him alternate dates.---Connections is supported by listeners like you. Head to our donation page to become a WXXI member today, support the show, and help us close the gap created by the rescission of federal funding.---Connections airs every weekday from noon-2 p.m. Join the conversation with questions or comments by phone at 1-844-295-TALK (8255) or 585-263-9994, email, Facebook or Twitter. Connections is also livestreamed on the WXXI News YouTube channel each day. You can watch live or access previous episodes here.---Do you have a story that needs to be shared? Pitch your story to Connections.

In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Claude Silver, Chief Heart Officer at VaynerMedia and author of Be Yourself At Work. Claude leads a global organization by proving that emotional intelligence is not a "soft skill," but a core business function that drives sustainable, high-growth culture. She shares the origin story of her unique role, revealing how to infuse empathy from the top down and why showing your full humanity is the ultimate strategy for success in a fast-paced, high-pressure world.Inside the Episode:The Chief Heart Officer (CHO) Role: Claude details the evolution of her groundbreaking role, defining it as the executive responsible for the "heartbeat" of the entire organization.Be Yourself At Work: The core message of her book, written for anyone who has felt the need to "shapeshift" or "code-switch" to survive the corporate day.The New Work Paradox: How the emerging Gen Z and Gen Alpha workforce is demanding self-awareness and mental health resources, forcing companies to move beyond toxic cultural norms.Emotional Intelligence as a Superpower: How women can reframe and own their EQ, transforming the "too emotional" label into their most valuable leadership asset.Shutting Down the Inner Critic: Claude introduces the LIE Exercise—a science-backed method for combating imposter syndrome.Fierce Empathy in Action: What kind candor looks like when delivering tough feedback, fostering "genuine care" so that hard conversations are seen as connection, not correction.The Non-Technical Skill of Tomorrow: Claude argues that empathy is the single most critical skill for future leaders.Advice for the Un-Evolved Workplace: How to continue being your authentic self and a champion for others, even in environments that don't support it.If you're ready to stop hiding who you are and learn how to make your humanity your biggest competitive advantage, this episode is a powerful call to action.

In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Claude Silver, Chief Heart Officer at VaynerMedia and author of Be Yourself At Work. Claude leads a global organization by proving that emotional intelligence is not a "soft skill," but a core business function that drives sustainable, high-growth culture. She shares the origin story of her unique role, revealing how to infuse empathy from the top down and why showing your full humanity is the ultimate strategy for success in a fast-paced, high-pressure world.Inside the Episode:The Chief Heart Officer (CHO) Role: Claude details the evolution of her groundbreaking role, defining it as the executive responsible for the "heartbeat" of the entire organization.Be Yourself At Work: The core message of her book, written for anyone who has felt the need to "shapeshift" or "code-switch" to survive the corporate day.The New Work Paradox: How the emerging Gen Z and Gen Alpha workforce is demanding self-awareness and mental health resources, forcing companies to move beyond toxic cultural norms.Emotional Intelligence as a Superpower: How women can reframe and own their EQ, transforming the "too emotional" label into their most valuable leadership asset.Shutting Down the Inner Critic: Claude introduces the LIE Exercise—a science-backed method for combating imposter syndrome.Fierce Empathy in Action: What kind candor looks like when delivering tough feedback, fostering "genuine care" so that hard conversations are seen as connection, not correction.The Non-Technical Skill of Tomorrow: Claude argues that empathy is the single most critical skill for future leaders.Advice for the Un-Evolved Workplace: How to continue being your authentic self and a champion for others, even in environments that don't support it.If you're ready to stop hiding who you are and learn how to make your humanity your biggest competitive advantage, this episode is a powerful call to action.

Tammie Ross, builder and general contractor with Residence by Ross, joins Host Carol Morgan on the Atlanta Real Estate Forum Radio podcast to share her unconventional journey from homebuyer to […] The post Breaking Ground, Breaking Glass Ceilings in the Building Industry appeared first on Atlanta Real Estate Forum.

What if the fear and self-doubt you feel in a toxic job are intentionally manufactured by the company—and you hold more power than you think?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Dan Goodman, founder of the Dan Goodman Employment Advisory. As a corporate veteran who witnessed unfair tactics from the inside, Dan now acts as the strategic counter to HR, having helped employees negotiate over $11.4 million in severance increases in the last 27 months.Join them as they pull back the curtain on predatory PIPS, severance negotiation, and why "your employer is not your family" is the most important lesson for every high-achieving woman.Inside the Episode:The Great Severance Lie: Dan shares his origin story—a pivot from commission verification to helping employees fight back—and the staggering financial impact his advisory has had.Why the PIP is Despicable: A raw, experienced-based take on why predatory PIPS (Performance Improvement Plans) shouldn't exist, and how they are intentionally designed to blindside high-performers and make them quit.The "Gerbil Wheel" of Stress: Understanding the intentional plan to undermine your mental health, confidence, and trust, and how to stop spiraling down the "rat hole" of personalized self-doubt.HR Is Not Your Family: Why the Human Resources department is primarily there to protect the company's interests, and how to use HR only when you are ready to strategically plan your exit.Your Documentation Playbook: The three crucial buckets of information you need to gather (starting on Day One) to build your case and protect yourself before you are locked out of your systems.Severance Negotiation: Before You Arrive: Why executives should negotiate their severance and restrictive clauses before taking the job, and why a C-Suite member should expect a full year of compensation upon termination.Flipping the Script: The most powerful technique for women facing termination: moving from defending yourself against the employer's false narrative to articulating your truthful narrative, backed by their actions.If you are a high-achieving woman facing unfair treatment, a PIP, or simply want to know how to protect your career and your worth in the corporate world, this conversation is an essential guide to fighting back.

In light of the recent appointment of the Bishop of London, Dame Sarah Mullally, as the first female Archbishop of Canterbury, Azim Ahmed and guests examine whether women have shattered the glass ceiling of faith leadership.To discuss the issues Azim is joined by a panel of female faith leaders; the Very Reverend Dr Sarah Rowland Jones, Dean of St. David's Cathedral. Chine McDonald who is the Director of the Theos think tank. Zara Muhammed made history as the first woman to lead the Muslim Council of Britain, serving as Secretary General between 2021 and 2025, Rabbi Charley Baginsky is the Co-Lead of Progressive Judaism in the UK and Ireland. Together they examine the challenges of leadership in faith traditions shaped by patriarchal societies, the qualities women bring to leadership and the hope they have for the future of religious leadership and inter-faith relations.

What if your "stress" isn't one big mess, but three distinct types of challenges that require entirely different solutions?In this episode of Glass Ceilings and Sticky Floors, host Erica Rooney sits down with Allison Graham, a leading voice on strategic resilience, and author of books like Take Back Your Weekends. Driven by her own journey through chronic pain and adversity, Allison offers a science-backed framework to help high-achievers stop sacrificing their sanity and manage challenges more efficiently.Join them as they dissect the "tangled up stress mess" we all live in and learn how to separate Adversities (life-changing issues), Obstacles (repeat problems), and the endless Task Circle (the to-do list) so you can regain control and dramatically reduce unnecessary stress.Inside the Episode:The Triple Resilience Model: Allison's revolutionary framework for separating your challenges:Adversities: Catastrophic life events that require survival stress (and self-compassion).Obstacles: Repeating moments of angst that you are paid to solve (requiring problem-solving).Tasks: The endless to-do list that needs zero emotional contribution.The "Task Circle" Trap: Why expecting to ever close the loop on your to-do list is a fantasy that drains your capacity and steals your happiness.Stop the Spiral: How to use the "better word game" to neutralize your language (e.g., swapping "awful" for "mildly irritating") and reverse-engineer the emotional swirl of destructive stress.The X Then Y Fallacy: Why putting off happiness until after you get caught up or after the chaos subsides is a recipe for perpetual unhappiness.Taking Back Your Weekends: The biggest mistake high-achievers make—allowing others to control their schedule—and simple, strategic boundaries to reclaim your time.Awareness Over Judgment: Why approaching your bad habits with compassionate curiosity (e.g., "Hmm, that's interesting that I did that again") is key to creating lasting change.If you're ready to stop the overwhelm and start approaching your life with strategic calm, this episode is your essential guide to building real, practical resilience.

What if the biggest barrier to gender equality isn't who does the dishes, but who has to remember the dishes need doing?In this episode of Glass Ceilings and Sticky Floors, host Erica Rooney sits down with Allison Daminger, a groundbreaking sociologist and author of What's On Her Mind: The Mental Workload of Family Life. Allison's viral research shines a light on the mental load—the planning, anticipating, and managing of all the things—that disproportionately falls on women.Join them as they dissect why even in "woke" partnerships with hands-on dads, women's brains never get to turn off. Allison reveals the societal structures and deep-seated norms that keep this imbalance sticky and, crucially, how we can start an honest, constructive conversation to create a more equitable home life.Inside the Episode:Defining the Invisible Labor: The difference between the physical execution of a chore and the taxing mental work of planning and anticipating that precedes it.The "Nothing" Response: Erica shares a powerful personal anecdote of asking her husband what he was thinking about, only to receive the one-word answer that perfectly summed up the mental load gap.The Next Frontier of Equality: Why sharing the mental load is the final, sticky frontier in achieving true gender parity, even as men do more physical labor than previous generations.The Policy Problem: Erica and Allison connect the mental load directly to the lack of paid parental leave in the US, arguing that early exposure to a child's needs is key to long-term equity.Superhumans vs. Bumblers: Allison's favorite part of her research, revealing why women are overwhelmingly perceived as the "superhumans" (naturally organized) and men as the "bumblers" (go-with-the-flow)—and why this is a harmful myth.The Truth About Changing Roles: Insights into how the mental load impacts women's career progression, and why couples with higher-earning women still often see the woman carrying the mental burden.The Unjudged Reality: A liberating conclusion: it's okay if changing the load is too much work, as long as you're clear-eyed and okay with the current arrangement.If you've ever felt deeply frustrated by having to manage all the things for your family, this episode will make you feel seen, validated, and equipped to start the conversation you need to have.

This week we deep dive into the power of beief, agreement, and how what (or who) we come into agreement with can impact our heath and our lives for better or worse. HOW DO WE COME INTO AGREEMENT WITH GOD? WE KNOW AND SPEAK THE WORD OF GOD OVER OUR LIVES — IF WE DONT KNOW THE WORD & SPEAK THE WORD, WE CANT COME INTO AGREEMENT WITH HIM BECAUSE WE DONT KNOW THE TRUTH  —scripture to dive into : - Blessings of Abraham : Genesis 12:1-3, Genesis 30, Deut. 28,  Lev. 26- Romans 4- Romans 8- Psalm 125:2- Proverbs 1:33, 12:21- Isaiah 54:17- 2 Peter 1:2--------------------------Linden's Instagram : @lindenmckayWORK WITH ME : Get to the Root of Your Health Symptoms & Have a Personalized Protocol made for YOUR body -- Bloodwork Consultsthe supplement that helped clear my skin, decrease inflammation, restore my gut , heal my food allergies & transformed my health:  Reishi Mushroom ‘KING' Coffee Check out my  E-Book! Your Simple, Empowering, & All Encompassing E-Book on Nutrition : SatisfiedShop my Favorite Foundational Supplements & Beauty Products – ShopMy LinkAmazon Storefront — low toxic home products, my groceries, books, body care : Amazon storefrontBodyBio : ‘LINDENMCKAY' Discount

Send us a textPremieres Friday, Oct 10 @ 7PM ET — set your reminder!From corporate tech to entrepreneurship, elegance, and resilience—Tisa Jay opens up about breaking glass ceilings, betting on herself, real love, loss, single-mom strength, and building brands (events, formalwear, and The Brides Wine Company). If you're chasing purpose with class and courage, this one's for you.FOLLOW TISA (first):IG: @TheTisaJayTikTok: @TheTisaJaySUBSCRIBE & FOLLOW CONCRETE GENIUS:YouTube: @concretegeniuspodIG/TikTok: @concretegeniuspodMore shows, links & merch: concretegeniusmedia.comWhat you'll hear:• “No one keeps me in a corner”—owning your voice and vision• Representation in tech & why Tisa said goodbye to the C-suite ceiling• Love, marriage, protection, and rebuilding after loss• From planning weddings to launching a boutique + wine label• Finances, standards, and saying “yes” to a bigger lifeHosted by Sauce Mackenzie. Produced by Concrete Genius Media.Tap the bell

Finish the Year Aligned, Not Exhausted: How to Audit Your Energy and Reclaim Your FocusWhat if finishing the year strong didn't mean doing more—but doing what actually matters?In this solo episode of Glass Ceilings and Sticky Floors, host Erica Rooney flips the script on “year-end hustle.” Instead of sprinting toward burnout, she challenges listeners to pause, take stock, and finish the year in alignment with their goals and energy—not perfection or pressure.Through personal stories, humor, and actionable strategies, Erica lays out her simple yet powerful three-part year-end audit to help you separate impact from activity, identify what truly moves the needle, and stop letting busywork control your life.Inside the Episode:The Corporate Finish Line: Erica recalls her HR days—the endless reviews, budget meetings, and parties—and why women are conditioned to equate doing more with success.The Three-Part Audit: Learn how to evaluate your self, your work, and your energy to prioritize what actually matters.Evidence Over Emotion: Why “what gets measured gets managed” isn't just a cliché—it's the key to breaking free from hustle culture.Energy Mapping: The color-coded strategy that helps you spot what fuels you and what drains you, so you can start scheduling your days for success.Bridge vs. Cliff Activities: The powerful framework Erica uses to decide whether something propels her forward—or just keeps her spinning on the hamster wheel.Weekly Reflection Ritual: How one 15-minute end-of-week check-in can lower your stress, boost happiness, and help you start every Monday focused and fulfilled.If you're tired of ending every year overwhelmed, this episode is your permission slip to slow down, realign, and finish strong on purpose.

Episode 289 - Red Tape and Glass CeilingsFirst lookout for #OFFTHEDOME . Make a rap supergroup . Name a good guest feature but you still didn't check out their music.Topics Discussed - [ ] Diddy Sentenced!- [ ] Bad Bunny Announced as Super Bowl Halftime Performer - [ ] Best Hip-Hop Album Trilogies - [ ] Marvel's 2026 Lineup - [ ] Could X-men Film Survive in this Climate?No OS Song of The Week Please Enjoy on All Major Platforms and OverSatThePod.Com. Please Comment, Rate , and Subscribe. Link in Bio/Comments. https://linktr.ee/oversatthepodcast

What if the biggest barrier to living your dream life isn't your career, but the financial confidence and literacy you still need to claim?In this episode of Glass Ceilings and Sticky Floors, host Erica Rooney sits down with Steph Wagner, National Director of Women and Wealth at Northern Trust, former private equity professional, and divorce financial strategist. Steph's personal story of navigating a life-shattering financial crisis after a successful career fueled her mission to empower all women.Join them as they discuss why financial security is the bedrock of a fulfilling life, the emotional "sticky floors" that keep women from engaging with their money, and the vital steps you need to take now to ensure a prosperous future.Inside the Episode:The Wake-Up Call: Steph shares her powerful story of leaving private equity to prioritize family, falling into a false sense of security, and the devastating, eye-opening moment she realized she had no visibility into her family's finances.The Longevity Crisis: Startling statistics on why women must take financial charge, as they significantly outlive men and risk running out of money in their later decades.The Sticky Floors of Money: Unpacking the emotional barriers—like shame, avoidance, and the deep-seated belief of "I don't know enough"—that hold women back, regardless of their income level.From Scarcity to Abundance: Why a growth mindset is critical, but must be paired with the tools and literacy to grow wealth outside of your paycheck.The Core Message of Fly: Why the book is an empowerment guide disguised as a finance book, emphasizing the correlation between financial well-being and living an authentic life you love.Actionable First Steps: Steph's advice on how to start building your financial foundation today, including the need for transparency, honest self-assessment, and seeking financial literacy.The Never-Say-Never Lesson: The one crucial piece of advice Steph would give her younger self: never allow yourself to lean out or assume you're protected from life's curveballs.If you've ever felt overwhelmed, intimidated, or disconnected from your personal finances, this conversation is an inspiring and urgent call to action to claim your financial power.

What if the key to your success isn't in playing it safe, but embracing the discomfort of going after what you really want? In this Greatest Hits episode, I'm revisiting a powerful conversation with my dear friend and fellow master coach, Brenda Lomeli. Together, we discuss the courage, belief, and determination it takes to go after big goals—no matter the odds or the fear of failure. Brenda's journey is a true testament to how breaking through limiting beliefs can create real, lasting success.Whether you're starting a business, navigating personal growth, or simply pushing past your own limiting beliefs, this episode will give you the boost you need to keep moving forward. Tune in to learn how to step into your full potential and make it happen!Get full show notes, transcript, and more information here: https://schoolofnewfeministthought.com/412Mentioned in this episode:Your Last Chance to Join The Society in 2025!Get in before the doors close and take advantage of all the bonuses waiting for you inside: https://the-school-of-new-feminist-thought.captivate.fm/closingSociety Closing 2025