Podcast appearances and mentions of Queen bee syndrome

Rich talks about President Trump's release of the John F. Kennedy files with Matt Crumpton, attorney and co-author of "The JFK Assassination Chokeholds That Inescapably Prove There Was a Conspiracy." We also get reaction to the confirmation of Defense Secretary Pete Hegseth from Lt. Col. Tony Shaffer (Ret.), president of Project Sentinel. Later, Dr. Vince Callahan, founder of the Florida Institute for Neural Discovery, helps shed some light on female narcissism and "Queen Bee Syndrome." Plus, some humorous observations on news of the day from comedian Chonda Pierce. Learn more about your ad choices. Visit podcastchoices.com/adchoices

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the psychological and systemic resistance to change within organisations and why some women leaders might cling to outdated or damaging behaviours.Navigating Toxic Leaders: Advice on survival and strategising in workplaces where senior women engage in bullying or unsupportive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

Kennst du Frauen, die sich im Business von anderen Frauen scheinbar absichtlich distanzieren, sich nicht in die Karten schauen lassen und als Führungskräfte gegebenenfalls sogar den Aufstieg einer anderen Frau verhindern? Wir haben dieses Thema in den letzten Wochen öfter gehört und nehmen es deshalb gern in die heutige Folge auf. Unsere Absicht mit dieser Folge: Euch über das von der Psychologie erforschte Queen Bee Syndrome aufzuklären und besonders euch den Umgang mit Personen, die dieses Syndrom leben, zu erleichtern. Es geht um radikale Selbstreflektion, Emphatie, Akzeptanz, und die eigene Ausrichtung. Dir hat gefallen, was du hörst? Dann teile diese Folge doch gern mit allem, die deiner Meinung nach davon ebenso profitieren können. Ganz viel Spaß beim Hören und natürlich ganz viele Erkenntnisse ! Von Herzen, Svenja & Vivien ________ Sende uns deine HÖRERMAIL! Du möchtest uns von deinem Thema berichten und wünscht dir, dass wir darauf im Podcast anonym eingehen? Dann schreib eine Mail (info@mind-my-mind.com), oder DM an @worklovebalance.podcast ! FEEDBACK Wie hat dir die Podcast Folge gefallen? Hinterlasse gern deine Bewertung und Feedback in den Kommentaren, wo auch immer du diesen Podcast gerade hörst.

In this special, mini episode of The Science of Personality, Ryne and Blake sit down with Tyler Fezzey, a PhD at the University of Alabama, at the 2024 Society for Industrial and Organizational Psychology annual conference to talk about Queen Bee Syndrome.

Did you attend the 2024 Workhuman Live conference? The conference was brimming with meaningful conversations and impactful sessions. It was also a whirlwind of insights, laughter, and profound moments. In this episode of the Inspirational Leadership podcast, I invite Angela Champ on the show to discuss our individual experiences at the Workhuman conference. Workhuman is committed to the intentional curation of sessions for deep dives into key issues without overwhelming attendees, creating space for genuine connections. It also fosters a community of like-hearted individuals dedicated to reshaping work into a place of purpose and value. Listen in to learn the importance of understanding cultural differences in communication and leadership styles to encourage collaboration and prevent conflicts in diverse workplaces. You will also learn about AI governance, updating language to empower employees, the Queen Bee Syndrome, and more. Key Takeaways: The importance of understanding cultural differences in communication and leadership styles. The value of in-person interactions for building community amidst a technology-dominated era. The Queen Bee Syndrome, the scarcity mindset that causes it, and how women can thrive at work without competition. The importance of governing the impact of AI decisions to prevent irreversible harm in the workplace. How modern leadership emphasizes compassion, curiosity, and co-creation to support employee growth and well-being. Standout Quotes: “If you're feeling dysregulated and exhausted, how are you going to have the mental energy to address AI and where it's coming from? So, it's important to start to look for ways to be regulated.”– Kristen [13:23] “We, HR, are the ones to direct how people will use technology and not let technology dictate how it will use us.”– Angela [14:32] “With this whole AI environment, what we need right now are not the knowers in the room; we need the learners in the room, we need people who are going to listen and be open and ask different questions.”– Kristen [17:03] “The beauty of a conference like Workhuman or any conference or session you attend is that there's no point in going if you're not going to take something away and apply it to your work or life because otherwise, you've just gone for a good time.”– Angela [27:30]

Beyond the Queen Bee: Forging Unity & Strength Among Women in TechIn this episode of LeadHERs in Tech Charlotte Picker, a notable figure in both retail and technology sectors, shares her journey and insights into women's leadership in the tech industry. She discusses the significance of embracing progress over perfection, highlights the importance of resilience, and delves into her experiences with mentoring. Charlotte also addresses the challenges women face in tech leadership and combats the Queen Bee Syndrome phenomenon, advocating for supportive and inclusive environments. The conversation explores the effectiveness of mentoring, the identification and handling of Queen Bee behaviour in the workplace, and strategies for companies to foster a culture of support among female leaders. Charlotte's advice emphasises authenticity, challenging the status quo, and the collective effort needed to elevate women in their professional journeys.Resources mentioned: Charlotte's article on Queen BeesWorkplace Bullying StatisticsChapters: 00:00 Intro to Charlotte Picker01:24 Learning from Leaders01:54 The Power of Progress Over Perfection06:13 Mentoring: A Pathway to Growth and Resilience10:43 Navigating the Challenges of Leadership and Mentorship14:13 Finding the Right Mentor: Strategies and Insights19:32 Addressing Queen Bee Syndrome in the Workplace28:14 Identifying and Handling Queen Bee Behavior31:52 Creating a Supportive Environment for Women in Leadership40:11 The Importance of Being Yourself: Authentic Leadership42:50 Final Thoughts and Advice on Mentorship and LeadershipConnect with us on LinkedIn:Guest: Charlotte PickerHost: Emily ParkerFollow LeadHERs in Tech on Social Media:InstagramTikTokYouTubeLinktree Hosted on Acast. See acast.com/privacy for more information.

Have you heard of Queen Bee Syndrome? Have you experienced it for yourself? We want to hear from you! Please send your experiences to stories@momwhoworks.com.

In this episode, Mita Fitzjohn and I journey through the complex landscape of all-women work environments and leadership spaces. Together, we delve into the profound impact of these environments on women's well-being, career progression, and self-assurance. We unravel the intricate web of factors that shape women's success in the workplace and explore how all-women workspaces compare to mixed-gender counterparts.Join us as we tackle topics ranging from the “Queen Bee Syndrome” and the challenges of working in male-dominated leadership realms to imposter syndrome and gender bias in the workplace. Discover the potential benefits of all-women work environments, such as fostering community, psychological safety, and a sense of belongingness. We'll also discuss their limitations, the quest for gender equity, and the imperative need for systemic changes within organizations.Meet Mita FitzjohnMita Fitzjohn is a seasoned professional with a unique approach that combines extensive experience, consulting expertise, and coaching acumen. She collaborates with organizations to empower their leaders, helping them reach their full potential in their current roles or advance to higher responsibilities. Mita's method focuses on identifying and overcoming obstacles, driving self-discovery, and catalyzing transformation at all leadership levels. She excels in fostering an inclusive work environment, assessing cultural competence, and coaching leaders to enhance intercultural development. With over 25 years of diverse experience, including roles at W.W. Grainger, Inc., Mita is renowned for her ability to eliminate internal barriers that hinder leadership impact. Highlights:[00:04:22] Building a robust network.[00:08:12] Female role models and barriers.[00:12:44] The queen bee syndrome.[00:17:23] Psychological safety in female-dominant industries.[00:21:31] Imposter syndrome and credibility.[00:25:43] The impact of all-women work environments.[00:33:04] Gender diversity and profitability.[00:39:07] Mixed gender workspaces.[00:44:34] Benefits of all-women learning spaces.[00:49:26] Leading an all-male team.[00:53:43] Internalizing obstacles as women.[00:54:26] Gender bias and equity.[01:02:08] Is it lack of confidence or backlash?Mentioned In This Episode:Episode 003: Debunking the Confidence MythEpisode 004: Backlash Navigation 101: The Key to Strengthening Your ConfidenceIt's Not About The Nail videoConnect with Mita on Social Media: Mita's Website Connect with Crystal Online:Crystal's WebsiteCrystal's LinkedInCrystal's InstagramCrystal's TikTok FREE Leadership Resources from Crystal: Free Short Audio Training: How to Run Your Day Without It Running You Free PDF Training: Stress & Overwhelm Relief Game Plan Get updates about Crystal's upcoming book! REVIVE: The Working Woman's Unexpected Guide to Recovering from Burnout

Find us a working woman who hasn't encountered it! Someone says you're too young or inexperienced to take charge of a project. An executive says her door is open, but you're afraid to walk through it. Or maybe you're the seasoned employee who doesn't have the "rizz" to talk shop with the office Gen-Z. Today's workforce comprises five unique generations and adapting to working with them all isn't so easy. In Season 3, Episode 3 of Grit & Gravitas, co-hosts Anne Carnathan and Anne Deeter Gallaher put the kibosh on Queen Bee Syndrome and offer their insights into building relationships, fostering connections, and reshaping intergenerational dynamics within the workforce. Anne and Anne emphasize the importance of women leading the way and acting as role models for younger female professionals: “Women should be opening doors to our younger females in the workplace.” Hard stop.

Di POV kali ini Coach Tom MC Ifle akan membahas tentang queen bee syndrome yang bisa jadi menjadi salah satu penghambat bagi wanita lain untuk bertahan meningkatkan kariernya. Queen Bee Syndrome adalah merujuk kepada sikap diskriminasi yang dilakukan oleh seorang wanita yang mempunyai otoratis tinggi atau menjadi pemimpin kepda stafnya yang juga seorang wanita. Lalu, apa ciri-ciri bos wanita yang mengalami queen bee syhndrom? kenapa jadi penghambat karier karyawan wanita lain?

Lesley Michaels was one of the earliest women to climb the ranks of the oil and gas industry. Then she reinvented herself with a new mission to help women understand their own true value and support each other's growth in business. Now a highly sought-after public speaker and host of the podcast, Women We Should Know, Lesley shares the practical steps women must take to overcome cultural conditioning that keep us in scarcity, perfectionism and playing too small. Download Podopolo here to keep the conversation going in the Wings comments section and invite your friends to connect around podcasts recommended to you by what interests and inspires you.

If you ever felt bad about making difficult cuts or unpopular decisions, this episode is for you. Andrea Martin discusses with us when you should be cutthroat, or as she puts it - strategic. We discuss when and how you should compete with yourself, the Queen Bee Syndrome, managing up and creating team loyalty. You will definitely walk away more empowered after listening to this episode, and if you do donate here → Paypal. You can connect to Andrea Martin at the following channels: Website: https://www.andreamartinconsulting.org/ Instagram @mrs.andrea.martin and LinkedIn: https://www.linkedin.com/in/andreamartinmba/ As the founder of Andrea Martin Consulting, Andrea has quickly become the go-to coach for high performing women. Andrea has extensive experience navigating the corporate world making a name for herself. As an immigrant, a mother of two, wife, people leader, and coach, she understands the dynamic of what it takes to wear many hats while still moving towards your goals. Andrea holds a Bachelor Degree in Chemical Engineering, Masters in Business. Andrea is a Certified Leadership Coach, DISC Behavioral Analysis Trainer, with training at Institute for Professional Excellence in Coaching. She combines her experience leading multi-billion dollar projects, large organizations, coaching credentials and delivers a straightforward coaching perspective for her clients. She has coached 100+ women on enhancing productivity, career development, and decision-making skills to create a more balanced lifestyle. The hard truth is that intelligence and hard work will only get you so far and many talented professionals are forgotten due to a lack of strategy. She made it her mission to support ambitious professionals that are done playing small and want to reach bigger goals. Make sure you visit The Wisest Children on YouTube! Our young scientists are making science accessible and fun for anyone to try at home through some STEM activities for kids! WISEcast is featured as the Top 45 Women in STEM Podcasts by Feedspot! Help keep our momentum going and visit our website thewisestwomen.com, and connect with us on: Instagram, Facebook, Twitter, YouTube, LinkedIn or by email at communityengagement@thewisestwomen.com. Sound engineering for this episode is by Rachit Taneja (email: rachittaneja@gmail.com). Additional readings and our sources referenced in the episode include: https://www.mic.com/life/being-cutthroat-at-work-wont-help-you-get-ahead-heres-what-will-32823191 https://www.roionline.com/blog/are-women-sabotaging-each-other-in-the-workplace https://thetab.com/us/2016/06/23/more-successful-youre-nice-21135 https://www.inc.com/rebecca-hinds/the-1-trait-94-percent-of-c-suite-women-share-and-how-to-get-it.html https://www.forbes.com/sites/zengernews/2021/11/17/why-arent-more-ceos-women/?sh=337a064b2c56 --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/thewisestwomen/message

Bias against women creates conflict among women. If there is only one slot for one woman to advance (tokenism) women, of course will feel like they must compete against each other. This is just one example of how gender bias in the environment fuels conflict among women. With so much of the social media messaging focusing on women empowering women and women supporting women, how do we explain Queen Bee Syndrome – that phenomenon where high ranking women in positions of authority treat the women who work below them more critically than their male counterparts and even that they can oppose or hinder the advancement of other women. This episode addresses these difficult issues and identifies the biases that contribute to it. What do lobsters in a boiling pot of water have to do with women's advancement – find out in this episode and learn what we can do to interrupt bias patterns that don't serve us. We challenge the narratives that perpetuate the image of women being difficult to work for or with or out of place in senior leadership roles. Narratives that preserve a gendered status quo that just does not work for women. Finally, we discuss what organizations need can do to interrupt Tug of War Bias patterns and reward the behaviors that create supportive environments and keep Queen Bee Syndrome at bay. Maya Angelou famously said do your best until you know better than do better. That really sums up the purpose of the #advancingwomenpodcast. That more of us can KNOW…and that knowing will help us all DO better. Learn more at https://advancingwomenpodcast.com/ Email me to share ideas or feedback @ drdesimone@advancingwomenpodcast.com Connect on Instagram @ https://www.instagram.com/advancingwomenpodcast/ Connect of Facebook https://www.facebook.com/advancingwomenpodcast/ Gender Inequity: It's not your fault but it is your problem ©

In this episode of Larger Than Us, Keerthi and Sneha discuss everything about Queen Bee Syndrome - what it is, how it affects people, and where they have seen it in the workplace, social relationships, and the South Asian community. While they discuss instances of queen bee syndrome, they talk about non-traditional experiences (outside of the workplace) particularly within the Indian community and people focused on competition. Just like other stereotypes/labels though, they also discuss when people try to label women in power as "Queen Bee" and how you need to identify real behaviors vs superficial labeling. They wrap the episode with the advice they would give for people who encounter such individuals and how we can foster more inclusive environments to prevent such traits in people. Check out Pixar's Spark Short Purl which explains why "Queen Bee" occurs and how we can change it: https://youtu.be/B6uuIHpFkuo.

Welcome to Bound & Determined℠ Ania Caruso!00:00 – 05:09 | Ania shares more about a recent trip she took – we need to remember to fill our cups before we can give to others. Slowing down and refocusing gave Ania the energy she needs to tackle the rest of 2021.05:10 – 07:29 | Ania reminds us that we don't have to make a choice between parenting and having a career. Ania's heritage informed her career choices and she's observed the choice that many women feel they have to make between being a parent and a professional.07:30 – 10:29 | Let's talk about allyship. In insurance sales, such an opportunity exists for women to be successful, and having strong allies that see that potential can be an asset.10:30 – 12:49 | Ania returned to the office after having her second child – and was presented with a significant career opportunity. She talks through the decision she made to pursue the role and how an ally helped her to see the possibility, too.12:50 – 14:54 | Insurance sales has historically had a masculine energy about it. Meg shares more about her belief that we don't have to be what we're not in order to succeed in sales. Ego is a common thread in success in insurance sales and isn't a requirement for success.14:55 – 16:42 | Ania shares more about the feelings she experienced as she got started in her new role. Fear and doubt – and excitement and confidence – they're all there! Having a strong support system, including her husband, has been key to Ania's success.16:43 – 18:29 | Ania introduces the concept of developing your personal board of directors and shares ideas for creating your own.18:30 – 20:59 | Meg's board of directors includes a mentor and friend with a different viewpoint on sales – which can be such a valuable counterpoint. Mentors, after all, aren't always right.21:00 – 23:59 | Here's how to create your own board of directors if you're not sure where to start. And don't forget that your board of directors will change as you do.24:00 – 27:35 | Meg shares a clever way that someone looking for mentorship was able to give back for the time and ideas shared. Remember that mentorship works both ways, and we have much to learn from everyone.27:36 – 34:29 | We unpack Queen Bee Syndrome, common among women in male-dominated fields. Success is such a personal thing 34:30 - 37:41 | Growth is important - but it's hard work. Ania shares a story about the assumptions we make – and how often they're not right! Practice, by continuing to put ourselves out there, is so key.37:42 – 40:41 | Let's talk about sales. Sales comes with rejection – yes, it's a numbers game, but, it's also about problem-solving and mastering the soft skills. Curiosity and listening are so important, too.40:42 – 41:34 | Creativity is welcome – and necessary - in insurance sales. Ania shares more about the skills she believes are important, too.41:35 – 44:39 | Meg shares more about her start in the insurance industry. She hasn't always loved the insurance industry and it definitely chose her – rather than the way around! We have an awesome responsibility to listen to our clients 44:40 – 47:59 | “Don't take it personally.” Have you heard this advice? What if we did take our work personally? What would the relationships we create look like then? Even those we assume know what they're doing when they make a decision to buy insurance from us really don't.48:00 - | There are so many ways – tactics and methods – to find success in insurance sales, but as salespeople, we won't be for everyone. Knowing when to walk away, and feeling supported by the organization you work for, is key.In Ania's words: I am passionate about building authentic relationships in the risk & insurance industry while being a problem solver for all stakeholders around.  I am a strategic risk leader as well as casualty nerd that seeks innovative & client-centric solutions in the ever-changing world of risk management. I get excited when I can give back to the industry community via mentorship and championing DE&I.  In my spare time, I love to hike and bike with my two kids and husband as well as cooking for anyone that enters my home. Learn more about Ania when you connect with her on LinkedIn.To learn more about the work Meg McKeen does to support insurance salespeople, through private coaching and workshop facilitation, visit Adjunct Advisors.  To stay up-to-date on offerings, ideas, and Meg's latest travel plans, subscribe to To Taking the Risk here.Like the show? Leave your review on iTunes – please and thank you!

Is Queen Bee Syndrome losing its sting to the emerging “Persisterhood” Narrative? With so much of the social media messaging focusing on women empowering women and women supporting women, how do we explain Queen Bee Syndrome – that phenomenon where high ranking women in positions of authority treat the women who work below them more critically than their male counterparts and even that they can oppose or hinder the advancement of other women. This episode addresses this difficult issue and identifies the biases that contribute to it. What do lobsters in a boiling pot of water have to do with women's advancement – find out in this episode which addresses how bias against women can foster conflict among women – and what we can do to interrupt that pattern that does not serve us. We address patterns like distancing oneself from “other” women (disassociating), assimilating (to masculine gender stereotypical traits), destructive leadership behaviors (bullying, ridiculing, or harassing), and system justification (people defending and justifying these highly resilient negative stereotypes) which can result when organizations create a win-lose environment where tokenism and gender inequality are deeply entrenched in the culture. This episode discusses the research that shows how the queen bee phenomenon can be a consequence of gender biased social and organizational structures and circumstances. We challenge the narratives that perpetuate the image of women being difficult to work for or with or out of place in senior leadership roles. Narratives that preserve a gendered status quo that just does not work for women, and I will show how we can use the 4Ps advancement model to interrupt negative patterns. Finally, we discuss what organizations need can do to reward the behaviors that create supportive environments that keep Queen Bee Syndrome at bay. Maya Angelou famously said do your best until you know better than do better. That really sums up the purpose of the #advancingwomenpodcast. That more of us can KNOW…and that knowing will help us all DO better. Learn more about the 4 Ps Advancement Model ™ @ www.advancingwomenpodcast.com Email me to share ideas or feedback @ drdesimone@advancingwomenpodcast.com Connect on Instagram @ https://www.instagram.com/advancingwomenpodcast/

Several weeks ago I posted an interview with Adam Coleman, author of the book From Black Victim to Black Victor, where Coleman outlines the ways in which the black community has been conditioned to believe they're oppressed and how black women in particular have fallen for feminism to the detriment of their families and even themselves. Shortly thereafter, I received an email from India Lee Starks who loved the interview and who emphasized this question that came up in my interview with Coleman: “Why are black women forgiven for failing to select better men?” Here's what India, who is black, had to say: "Why are black women NEVER accountable for ANYTHING?! That can go for women in general, also. But when I look at my counterparts these days, the “modern black woman,” my heart fills with grief. They are far from the heroines of the “Greatest Generation” and generations before. They are entitled, arrogant, and selfish. It's painful to witness. They champion single motherhood like it's an achievement and have become oppressive and demoralizing in their attitude and treatment towards black men! It's nauseating." I subsequently invited India on to discuss how feminism has affected the black community. India Lee Starks, 34, was born and raised in Williamsburg, VA and currently lives in the DC area. She worked for Teach for America in 2011 and the DC Corps from 2011-2013. She then graduated from law school and afterward helped open a newly opened charter school. In 2018, she worked for a year in the White House and now works for the Department of Education, Office of Civil Rights. India is newly married with two teenage stepsons. IN THIS EPISODE: 9:50 How women in the black community shifted in their response to men 12:30 India talks about her family history and why she didn't take to feminist ideology 16:25 Parenting is the last, best hope to counteract what your kids are absorbing 17:50 What women choose to wear is how they communicate 21:15 Black families are leading the charge with single parent homes at 64% 23:50 How feminism affected the black community and the breakdown of the family 26:55 Father absence 32:15 Women are tired of being "strong" 35:00 Black women have become audacious and arrogant when it comes to men 36:00 Feminism has shifted women's identities to a focus on their careers and jobs and away from being mothers 39:30 Feminists want a matriarchy 39:50 India talks about her work in the White House with the Trump Administration and the environment with her male co-workers 47:30 Feminism has tapped into women's emotional center 50:10 Women are promoting their own interests instead of doing what is right by our communities and families --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

This week, Jen is sick of talking about herself (literally what), Hayley is eating Dunkin', and both of them want to get vaccinated (now plz). We have listener questions for you guys today! First up is a tale of competitive friendships. How can we be friends, and equals, when in a situation with established hierarchy? Second, having friends who like you more than you like them! The WORST! The ladies discuss. Send in your friend questions to nofilterfriendship@gmail.com and follow us on Twitter and Instagram @nofilterfriendz. Our theme song is written and performed by Emily Rooker and Nate Smith.

Happy Thursday Amazing! As women step into leadership positions, a common buzzing topic in many female circles is the "Queen Bee Syndrome."  A syndrome is many things. One of the main concepts of the “Queen Bee” Syndrome is when successful women do not use their power and influence to help another woman; instead she may block her opportunities. In this buzzing podcast, we take a look at the “Queen Bee Syndrome” and offer solutions to "bee-haviors" that work.                                                                                   Click here for article reference.

Tonya invites a group of friends to discuss the queen bee syndrome. Do you know a queen bee? Have you been accused of being a queen bee? Is it even a bad thing to be a queen bee? Listen in to the conversation and let us know what you think in the comments below! Follow Tonya Oxendine on social media @thetonyaoxendineshow!   Podcast production for The Tonya Oxendine Show by The Podcast Engineer.com. 

The Queen Bee Syndrome. To some, this means Beyonce. To others, the leader of the group. Hear Dr. Melissa Briggs-Phillips hit on what it is and how it impacts women today. Melissa explains why she dislikes the word “syndrome” and her reasoning. She compares research with her own insights as a woman. With experience teaching a Psychology of Women class at the Ohio State University, Melissa’s well-versed on The Queen Bee Syndrome. She uses a theoretical lens that looks at research and facts all while using real-life experiences. And it makes sense! Melissa is the Owner and Founder of Next Generation Behavioral Health, a full-service clinical psychology practice and consulting firm. After completing her Ph.D., Melissa spent 15 years providing leadership on complex projects before opening her clinical practice and organizational speaking full-time. She’s a “ruthless optimist” that believes innovation happens at the intersection of divergent disciplines. Listen in to hear more about research, the Queen Bee Syndrome, and what the word feminism means to her.

In this episode, I speak with Pretty Riot of iLLANOiZE Radio to discuss the current state of Hip-Hop and the misogyny that is within the culture. We talk about everything from "Queen Bee Syndrome" to how our community never hold abusers accountable for their actions (i.e., R.kelly). We also highlight the hypersexuality of black women and how that plays into their success. So sit back, relax, and enjoy this hour and a half long podcast. --- Support this podcast: https://anchor.fm/higherlearning/support

On this week's episode Ravi loves Chinese weddings (01:24). The gang then discuss the rise of kids getting trampoline related injuries (02:35). "Queen Bee Syndrome" and KJ offers up some advice on how to deal with it (08:10). The guys discuss the upcoming Downlow Burger Shack: a new weekly pop up from Doug, the mind behind Downlow Chicken Shack (14:10). There's a new $55 million dollar state of the art high school in Surrey that will only have 2 bells a day to reduce anxiety (19:25). Ravi bullies a high school kid for a few minutes (20:07). Get your Aritzia scarves and Ugg boots out it's pumpkin spice latte season bitches! (23:05). With the comebacks of Louis C.K. and Aziz Ansari, Ravi ponders if this is the end of Me too? (27:08). Closing remarks (29:02).

Special Guest: Cecilia Harvey Join us as we discuss Queen Bee Syndrome and how it hinders the advancement of women in the workplace, as well as damaging productivity, profit and progress. We'll also touch on how important internal sponsorship is to retention of strong talent and help advance people in the workplace. With over 20 years on Wall Street, and one of the small number of women in leadership within Financial Tech today, Cecilia is an advocate for not only women in FinTech, but also for women aspiring to leadership anywhere. Host: Jo Moffatt

Intelligent Africa™ — CliffCentral.com — There is a growing problem for up-and-coming career women, and it’s called The Queen Bee Syndrome. What is this? How does it impact you as a young, up-and-coming high potential? Or do you suffer from the Syndrome as a leader or manager in your business? Listen to this episode of #FutureCEOs to find out.

CliffCentral.com — There is a growing problem for up-and-coming career women, and it’s called The Queen Bee Syndrome. What is this? How does it impact you as a young, up-and-coming high potential? Or do you suffer from the Syndrome as a leader or manager in your business? Listen to this episode of #FutureCEOs to find out.

Queen Bee Syndrome was coined in the 1970s to describe terrible lady bosses, yet recent research challenges the notion of Queen Bee Syndrome. Listen in to learn why women should help other women - and men -- in the workplace Learn more about your ad-choices at https://news.iheart.com/podcast-advertisers