Podcasts about women in leadership

About the guest: Meghan Popoleo is the President of The O'Connor Group, where she has spent the last decade helping organizations grow through strong people strategy, culture, and leadership. She came into the business from the nonprofit world, openly admits she did not start out loving HR, and has grown into a values-driven leader known for vulnerability, execution, collaboration, and people-first leadership.About the episode: In this conversation, Steve sits down with Meghan to unpack what it really means to be “growth ready.” Megan shares why vulnerability is not weakness, but a leadership advantage, especially when you're scaling a company, building culture, navigating succession, leading hard conversations, and raising a family at the same time. For founders, executives, and high-performers, this episode is a practical reminder that sustainable growth starts with values, trust, and the courage to ask for help.Key Takeaways:Why vulnerability is essential for personal and professional growthMegan's journey from nonprofit leadership into HR and people operationsThe partnership between Megan and founder Marsha O'ConnorHow hard conversations strengthen leadership tandemsProtecting company culture during growthWhy “teammate” matters more than “employee”Women in leadership, motherhood, and asking for helpThe tension between saying yes, learning fast, and avoiding overwhelmBuilding new service lines without losing core valuesWhy relationships are a true growth leverCreating communities that support female leaders and entrepreneursLinks and resources mentioned:The O'Connor Group: www.tocgrp.comThe O'Connor Group on LinkedIn57th Street Partners Shadow HerSend a textSupport the showConnect with Steve MellorStay connected and keep growing with Steve:LinkedIn - https://www.linkedin.com/in/steve-mellor-cc/Instagram - https://www.instagram.com/coachstevemellorBook Steve to speak at your next event → www.stevemellorspeaks.comSupport the GrowthReady Podcast by leaving a 5-star rating → Apple Podcasts - https://podcasts.apple.com/us/podcast/growthready-podcast/id1406082163Connect with GrowthReadyJoin the community and keep your growth journey going:LinkedIn - https://www.linkedin.com/company/wearegrowthready/Instagram - https://www.instagram.com/growthreadypodcast/Facebook - https://www.facebook.com/growthreadywithcoachstevemellorOfficial Website - https://growthready.com/----This podcast was produced on Riverside and released via ...

Wesleyan educator and author Dr. Ken Schenck on his book, "A Biblical Argument for Women in Ministry and Leadership." Dr. Ken Schenck is an Asbury Theological Seminary graduate who did his New Testament Ph.D. under James D.G. Dunn at the University of Durham. He is author of more than 30 books and is an ordained minister in the Wesleyan Church. Dr. Schenck taught New Testament and Biblical languages at Indiana Wesleyan University for twenty-two years, where he also served as Dean for nine years. After two years at Houghton University as the Vice President for Planning and Innovation, he is the Provost of Campus.Edu. The Tru316 Foundation (www.Tru316.com) is the home of The Eden Podcast with Bruce C. E. Fleming where we “true” the verse of Genesis 3:16. The Tru316 Message is that “God didn't curse Eve (or Adam) or limit woman in any way.” Once Genesis 3:16 is made clear the other passages on women and men become clear too. You are encouraged to access the episodes of Seasons 1-11 of The Eden Podcast for teaching on the seven key passages on women and men. Are you a reader? We invite you to get from Amazon the four books by Bruce C. E. Fleming in The Eden Book Series (Tru316.com/trubooks). Would you like to support the work of the Tru316 Foundation? You can become a Tru Partner here: www.Tru316.com/partner

“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

Buckle up for another chaotic ride with HR's Most Dangerous Podcast, where the banter is sharp, the takes are hot, and no industry sacred cow is safe from the slaughter. In this episode, Joel Cheesman, JT O'Donnell, and Maureen Clough (with a hit-and-run cameo from Chad Sowash) navigate a conversational minefield that stretches from high-stakes geopolitical dread to the gritty future of how we all get paid. The crew kicks things off with a dive into the "dark humor" of global escalations and movie hot takes before pivoting to the real-world anxieties of the modern professional. Is the resume finally dead, or is it just being fitted for a digital tuxedo? The team squares off on whether AI "slop" has officially broken the application process, leading to a fiery debate on why your personal brand might be the only life raft left in an unstable sea. From the rise of video-first branding to the "human-in-the-loop" reality of Anthropic's latest AI study, the hosts dissect who is actually at risk of being replaced and who is just being handed better tools. The episode also serves up a masterclass in modern marketing, dissecting a viral $80M funding round that proves "knowledge creators" might be the new kings of recruiting—though Joel isn't sold on the hype just yet. Between legacy tech acquisitions that feel a little too "desperate" and a sobering look at the "broken rung" still stalling women in leadership, this episode balances cynicism with a blueprint for survival. Whether you're worried about flying cars or just trying to survive the next wave of AI-driven layoffs, this is the snark-filled reality check you need. Ready to hear why your LinkedIn engagement is tanking and why a Big Mac video might be the future of executive branding? Hit play and join the conversation. Chapters 00:00 - Introduction and Light Banter 01:20 - Current Events and Global Concerns 05:33 - Shifting Perspectives on War and Politics 08:30 - Innovations in Transportation: The Rise of EV Talls 10:51 - The Importance of Executive Branding 18:09 - The Death of the Resume: A New Era in Hiring 33:06 - AI's Impact on the Job Market 34:24 - Craftsmanship in the Age of AI 35:20 - The Importance of AI Literacy 36:49 - The Digital Renaissance and Career Opportunities 41:29 - Navigating Job Market Changes 56:23 - Women in the Workplace: Challenges and Opportunities

Psychologist and relationship specialist Dr. Sage Breslin joins me to unpack a question many successful people quietly ask themselves: Why do I keep attracting the same destructive personalities?Most conversations about narcissistic relationships focus on blaming the narcissist or shaming the person who stayed. This episode does neither.Dr. Breslin and I walk through the deeper dynamics behind what many people describe as the “narcissist magnet” phenomenon — the repeated pattern of high-achieving, empathetic, capable individuals finding themselves in relationships with manipulative or emotionally exploitative partners.From love-bombing and emotional mirroring to gaslighting and dependency cycles, Dr. Breslin explains how narcissistic personalities secure emotional leverage long before their behavior becomes obvious. By the time the pattern becomes visible, many people are already deeply invested — emotionally, financially, and often through family commitments.We also explore why intelligent, successful professionals are often more vulnerable, not less. Empathy, resilience, and a strong sense of responsibility can unintentionally create openings for manipulative personalities looking for validation and emotional fuel.Dr. Breslin shares her own personal journey through toxic relationships, health crises, and eventually the insights that led her to develop a framework for helping others recognize and break these cycles.This isn't a conversation about labeling people or diagnosing ex-partners.It's about understanding the unconscious dynamics that keep people stuck in repeating patterns — and learning how to reclaim agency, boundaries, and self-trust.The lesson isn't blaming yourself for what happened.It's recognizing the pattern clearly enough to make sure it doesn't happen again.TL;DR• Narcissistic relationships often begin with intense validation and emotional mirroring• Love-bombing and manipulation typically appear long before obvious abuse• Highly empathetic and successful people are often targeted for emotional “fuel”• Many people don't recognize the pattern until they are deeply invested• Gaslighting and psychological manipulation gradually disempower the partner• Breaking the cycle requires rebuilding self-trust and clear boundaries• Healing involves reconnecting with personal identity after emotional dependency• Awareness is the first step toward ending repeating relationship patternsMemorable Lines“Most people don't realize they're in a narcissistic relationship until they're already deeply committed.”“Narcissists aren't looking for love — they're looking for fuel.”“Empathy without boundaries becomes an open door.”“Manipulation doesn't start with cruelty. It starts with connection.”“Breaking the pattern begins when you trust your own instincts again.”GuestDr. Sage Breslin — Psychologist and relationship specialistLicensed psychologist focused on helping professionals, particularly women in leadership roles, recover from toxic relationship dynamics and rebuild personal power.Why This MattersHigh performers often assume intelligence and success will protect them from destructive relationships.In reality, many of the same qualities that make someone effective in leadership — empathy, responsibility, persistence — can also make them vulnerable to manipulation when boundaries are unclear.Understanding these dynamics isn't about blaming victims or diagnosing partners.It's about recognizing patterns early enough to prevent them from repeating.For leaders, entrepreneurs, and professionals navigating complex personal and professional relationships, this conversation offers a clear reminder: awareness and boundaries are not weaknesses.They're survival skills.The real freedom comes from recognizing the pattern — and choosing not to repeat it. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.dougutberg.com

I want to hear your thoughts about the show and this episode. Text us here...What does success look like when you are ambitious and raising a family?In this powerful conversation, I sit down with Rebecca Olson, international life coach and host of Ambitious and Balanced Working Moms, to unpack the real challenges career-focused parents face when trying to balance ambition and family life.Rebecca shares her personal journey from managing 30,000-person tech conferences in San Francisco to experiencing what she now calls the “motherhood identity crisis.” That pivotal season led her into coaching, where she now helps working parents stop feeling overwhelmed, guilty, and constantly “not enough.”We explore:The difference between coaching and therapyWhy work-life balance is a feeling, not a scheduleHow ambition shifts after becoming a parentThe danger of perfectionism and the “I don't know” spiralHow to reflect, reset, and design your year intentionallyA powerful backpack exercise to help you let go and move forwardWhy identity matters more than accomplishmentHow to create meaningful connection with your children at every stageIf you are a high-achieving parent, entrepreneur, or leader who feels pulled in multiple directions, this episode will help you redefine success in a way that feels aligned, intentional, and deeply fulfilling.Rebecca reminds us that at the end of our lives, we will care more about who we were than what we accomplished.✨ Ask yourself today: Who do I want to show up as?Connect with Rebecca Olson: Website: https://www.rebeccaolsoncoaching.com/ Podcast: Ambitious and Balanced Working Moms Instagram: https://www.instagram.com/rebeccaolsoncoach/LinkedIn: https://www.linkedin.com/in/rebolson/Support the showCasa De Confidence is a podcast for women navigating midlife reinvention, entrepreneurship, leadership, and personal growth. Hosted by Julie DeLucca-Collins, the show explores confidence, sustainable business success, visibility, authority building, and aligned growth for women entrepreneurs ready to lead boldly and live intentionally. Through real conversations and practical insights, listeners gain clarity, strengthen confidence, and develop strategies to expand their impact, voice, and opportunities. Liked this episode? Share it with your midlife woman, entrepreneur friends! Love this show? Let us know how we helped you increase your confidence by leaving a review. For more about me and what I do, check out my website. If you're looking for support to grow your business faster, be positioned as an authority in your industry, and impact the masses, schedule a call to explore if you'd be a good fit for one of my coaching programs. Follow Julie DeLucca-Collins on Instagram at @julie_deluccacollins

S6:E26 Consumers want healthier food. But building those products is far more complex than most people realize. Queue Up Episode In this episode of Small Business Stories, Dr. LL sits down with Kash Rocheleau, CEO of Icon Foods, to explore the intersection of food innovation, consumer behavior, and leadership. If people don't trust you, they won't buy from you. If consumers don't understand what's inside a product, they question everything about it. Kash shares insights from inside the ingredient supply chain and explains how consumer trends, health movements, and industry innovation are reshaping the future of food.

Send a textYou were handed someone else's decision. 200 positions were eliminated, including yours. Now you are wondering if you must go back to school or start at the bottom. What if you did not have to start over? In this episode, Kele Belton interviews Madelyn Mackie, a certified career management coach who has helped clients land positions at Google, Facebook, Deloitte, and Kaiser. You will learn how to write your resume for the future, craft a career pivot narrative that shifts you from victim to visionary, and activate your network with strategic command.WHAT THIS EPISODE IS ABOUT Madelyn Mackie, founder of Madelyn Mackie and Associates, has spent her career helping professionals navigate major transitions. Her own journey moved from biochemistry research to professional theater to the C-suite of the American Red Cross. Her secret: she focused on how her skills could solve their problems, not on her past titles. In this 43-minute interview, Madelyn breaks down the Career Pivot Framework that eliminates the belief that you need a new degree to pivot your career.WHAT YOU WILL LEARNThe Green and Yellow Highlighter Exercise. Print a job posting. Highlight what you know in green and what you need to learn in yellow. If it is 60% green, you are ready for the role.The Workforce Reduction Script. A professional way to frame your departure: "XYZ organization had a workforce reduction. 200 positions were eliminated, including mine. Now I am taking my expertise in [keywords] to help your organization achieve [mission]."The Three LinkedIn Essentials. (1) Professional headshot, (2) Headline with job title, 3 to 5 skills, and a big metric, (3) Job descriptions with outcomes rather than just responsibilities.Networking with Specificity. Do not say "let me know if you see anything." Instead: "Can you refer me for this job by Friday?" or "Can you introduce me to these three people? Here is the email to copy and paste."WHAT YOU WILL ACTUALLY DO THIS WEEKBreathe First. Stop spinning on job boards. List everything you need to do and categorize them. Handle urgent items like health insurance before moving to LinkedIn.Run the Highlighter Audit. Find 3 to 5 job postings. Highlight your skills. If you hit the 60% green threshold, you are ready to apply.Identify Your Top 20. List past bosses, colleagues, and neighbors. Reach out with a specific ask rather than a general request.Update Your Headline. Use the formula: [Job Title] | [3-5 Skills] | [Big Metric Result].MENTIONED IN THIS EPISODEMadelyn Mackie. Certified career management coach and nationally certified online profile expert.The STAR Method. Situation, Task, Action, and Results for interviews and resumes.AI Tools. ChatGPT, Copilot, Claude, and Perplexity for career research.Ignite Your Leadership Power Accelerator. Kele's 12-week group coaching program for women leaders. Join the Spring cohort!ABOUT YOUR HOST Kele Belton is the CEO of The Tailored Approach and a leadership communication coach. Through her podcast Communicate to Lead, which is ranked in the Top 10% of podcasts globally, she helps high-achieving women move from execution to strategic leadership during major career transitions.CONNECT WITH KELE:LinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredap

S6:E26 Consumers want healthier food. But building those products is far more complex than most people realize. Queue Up Episode In this episode of Small Business Stories, Dr. LL sits down with Kash Rocheleau, CEO of Icon Foods, to explore the intersection of food innovation, consumer behavior, and leadership. If people don't trust you, they won't buy from you. If consumers don't understand what's inside a product, they question everything about it. Kash shares insights from inside the ingredient supply chain and explains how consumer trends, health movements, and industry innovation are reshaping the future of food.

Do you remember the children's book, "Alexander and the Terrible, Horrible, No Good, Very Bad Day"? That title also sums up what most Americans think about Trump's new war with Iran. Kaitlyn explains why the war is immoral based on Christian theology, Phil channels Ezra Klein to define America's new "heads on pikes" foreign policy, and Skye says the war fits Donald Trump's long pattern of laziness and impatience. Then, Preston Sprinkle is back to discuss his latest book, "From Genesis to Junia," about his journey to determine what the Bible really says about women in leadership. Also this week, Americans were the only people in a worldwide survey to say most of their fellow citizens are bad people. Plus, some happy puppy news.   Holy Post Plus: Preston Sprinkle Bonus Interview on Controversy: https://www.patreon.com/posts/152633138/   Ad-Free Version of this Episode: https://www.patreon.com/posts/152728321/   0:00 - Show Starts   4:15 - Theme Song   4:37 - Sponsor - Feeding America - Feeding America, led by neighbors! Give now to end hunger at https://www.feedingamerica.org   5:12 - Sponsor - AG1 - Heavily researched, thoroughly purity-tested, and filled with stuff you need. Get the AG1 $76 Welcome Pack for free when you order from https://www.drinkag1.com/HOLYPOST   6:42 - A Dog Called Ted   9:04 - Skye on Iran   28:30 - Americans Don't Trust Americans?   45:50  - Sponsor - BetterHelp - This episode is sponsored by BetterHelp. Give online therapy a try at https://www.betterhelp.com/HOLYPOST and get 10% off your first month!   46:55 - Sponsor - Hiya Health - Go to https://www.hiyahealth.com/HOLYPOST to receive 50% off your first order   48:00 - Sponsor - For the Good of the Public Summit - CCPL's annual summit in Washington, DC to act on important public issues. Go to https://www.ccpubliclife.org/summit and use code HOLYPOST for 20% off!   49:12 - Interview   53:46 - Why's Preston Writing on Women in Ministry?   1:04:00 - Increased Interest in Egalitarian   1:14:20 - Tribalism and Taking Scripture Seriously   1:31:34 - End Credits   Links Mentioned in News Segment: Americans Think Americans Are Morally Bad: https://religionunplugged.com/news/2026/3/5/new-study-americans-think-fellow-citizens-are-morally-bad   Other Resources: Holy Post website: https://www.holypost.com/   Holy Post Plus: www.holypost.com/plus   Holy Post Patreon: https://www.patreon.com/holypost   Holy Post Merch Store: https://www.holypost.com/shop   The Holy Post is supported by our listeners. We may earn affiliate commissions through links listed here. As an Amazon Associate, we earn from qualifying purchases.  

Self-care isn't selfish. Leadership expert Hannah Knowles explains why taking care of yourself first might be the most powerful leadership decision you can make.In this International Women's Day episode of UNSCRIPTED, Hannah Knowles joins host Sarah Nicastro to discuss self-care, women in leadership, resilience, and navigating change in today's workplace.Hannah Knowles is a keynote speaker at Art of Brilliance, a wellbeing training company focused on helping individuals and teams move from surviving to thriving. She is also the coauthor of Love Notes, a collection of reflections and insights about what gives our lives meaning: love.She explains:Why self-care isn't selfish and makes you a better leaderThe “Give to Gain” paradox and why prioritising yourself benefits othersWhy consistency beats intensity when building habitsHow noticing “glimmers” can shift your mindset and wellbeingThe Kaizen approach to creating meaningful change through small stepsWhy leaders should focus on what they can control during uncertaintyHow vulnerability and honesty build stronger teamsWhy perspective shapes how people respond to changeThe leadership power of saying “I'll go first”Why celebrating progress matters more than chasing perfectionFollow along:00:00 Intro01:00 Meet Hannah Knowles and the Art of Brilliance mission04:00 Why self-care shouldn't feel selfish07:30 Consistency beats intensity when building habits10:45 Why women often struggle to prioritise themselves15:10 The concept of “glimmers” and finding everyday joy19:30 The Kaizen mindset and the power of small steps24:30 Eat, move, sleep, relationships — the foundations of wellbeing29:00 Why perspective shapes how we respond to change34:20 Leading through uncertainty and supporting teams39:30 Why vulnerability is a leadership strength45:00 The “I'll go first” leadership mindset50:30 Celebrating progress instead of perfectionFollow Sarah Nicastro on LinkedIn:https://www.linkedin.com/in/sarahhowland/Subscribe to The Insider Newsletter:https://www.futureoffieldservice.com/the-insider/Follow Future of Field Service on LinkedIn:https://www.linkedin.com/company/future-of-field-service/Learn more about the UNSCRIPTED podcast:https://futureoffieldservice.com

What does it really take to lead with purpose, rise through multiple sectors, and keep going when people underestimate you? In this inspiring episode of Start the Week With Wisdom, Bridget Burns and Sarah Custer sit down with Dr. DeAngela Burns-Wallace to talk about leadership, service, resilience, career growth, and the journey behind her new book Made for This. From higher education leadership to state government, diplomacy, philanthropy, and national impact, Dr. Burns-Wallace shares the values, lessons, and personal experiences that shaped her path. This conversation is for anyone interested in leadership development, women in leadership, higher education, personal growth, career advancement, overcoming adversity, and building a legacy of service. If you've ever wondered how to stay grounded while stepping into bigger opportunities, how to turn being underestimated into fuel, or how to lead people with empathy, intention, and courage, this episode is for you. Packed with wisdom on mentorship, purpose-driven leadership, storytelling, career transitions, and the power of sharing your journey, this is a motivating conversation for leaders at every stage.You'll Hear:→ Dr. DeAngela Burns-Wallace share how her early leadership training came from family, church, community, and a deep belief in service.→ How writing Made for This began as a leadership book and evolved into a leadership memoir after she realized that her personal story was just as important as the lessons she wanted to teach. → The conversation explores how Dr. Burns-Wallace navigated roles across higher education, the Foreign Service, state government, and philanthropy while staying rooted in access, opportunity, and economic mobility. → Dr. Burns-Wallace also opens up about what it means to be underestimated, how to keep that from becoming internalized, and how great leaders create policies, cultures, and opportunities that prevent others from being limited in the same way. → You'll also hear a memorable discussion about the music behind each chapter of her book, how songs can capture seasons of life, and why storytelling matters so much in leadership.Learn more about the UIA by visiting:WebsiteLinkedInTwitterYouTubeFacebookThis week's episode is sponsored by Mainstay, a student retention and engagement tool where you can increase student and staff engagement with the only platform consistently proven to boost engagement, retention, and wellbeing. To learn more about Mainstay, click here.

You soften your opinions so no one feels uncomfortable. You deflect compliments before they can land. You say yes when you mean no - and then spend twenty minutes explaining the no you finally gave. This episode is about the quiet, everyday ways women make themselves smaller. And what it looks like to gently, firmly stop.EPISODE DESCRIPTIONWhy the habits that make women great - being thoughtful, accommodating, considerate - can quietly become habits of self-erasureHow shrinking shows up in the smallest moments: compliments, limits, disagreements, and the sentences we say before we say what we actually meanThe particular loneliness of women in leadership who hold space for everyone and rarely have it held for themWhy over-explaining our boundaries is often not for other people at all, it's for usThree practical, small shifts you can begin using immediately: in how you receive appreciation, communicate limits, and speak your perspectiveA guided embodied practice to rehearse these shifts before the real moments arrive TUNE IN TO LEARNRecognize the specific moments and patterns where you quietly shrink without realizing itUnderstand why this is a conditioning pattern, not a confidence problemPractice responding to a compliment with just two words: thank youSet a clear limit without constructing a paragraph to justify itSpeak your perspective without a disclaimer attachedUse a short guided practice to build muscle memory around these new responses TAKEAWAY MESSAGEIf you have been told - by your culture, your upbringing, the rooms you've been in - that being visible, certain, or direct is somehow too much, that message was never true. It was just loud. This episode is about turning down that volume and practicing, in small and honest ways, what it actually feels like to take up the space you have always been allowed to take. Listen in, try the practice, and remember… you are always free to be mindful. REFERENCED LINKS1. WORK WITH VANESSA (NJ MOMS): Ready to go deeper? Book a free 15-minute therapy consultation → freetobemindful.com/contact2. Reset Experience for Moms → amigamoms.com3. Book Vanessa for Speaking → freetobemindful.com/speakingSend a textSupport the show NJ RESIDENTS, WORK WITH VANESSA Book a free 15-minute therapy consultation https://www.freetobemindful.com/contact LET'S STAY CONNECTED

Looking for daily inspiration?  Get a quote from the top leaders in the industry in your inbox every morning.   What's your guest experience strategy?  You probably have a marketing strategy, recruitment strategy, and sales strategy, but what about intentionally turning first-time visitors into loyal advocates?  Liebman Leisure Group helps attractions do exactly that.  From creating a culture of “wow” moments to empowering staff to recover from service failures, great experiences don't happen by chance.   To schedule a consultation call, visit www.liebmanleisure.com/attractionpros.  Don't leave your guest experience to chance.  You should be known for creating memorable experiences… on purpose. Marah Rodriguez is the Regional VP of Sales of Mobaro. Marah started in the attractions industry at 16 as a lifeguard at Wet n Wild in Orlando, helped open a wakeboard park, studied communications at UCF with a minor in hospitality management, then took an unexpected detour into HIV prevention work through the American Red Cross and clinics in Florida. After time in advertising sales with AT&T, a connection to a water safety products customer pulled her back into the attractions world, and later joined the Mobaro team in 2021. Mobaro is a digital platform that connects teams like safety, maintenance, and operations in one system, replacing paper processes with real-time visibility into daily tasks and performance insights. In this interview, Marah talks about life's twists and turns, listening and empathy, and women in leadership. Life's twists and turns “Life had a different turn for me and I didn't end up getting a job in hospitality in St. Thomas. I actually went and veered off with American Red Cross doing HIV prevention.” Marah's story is a reminder that career paths in attractions are rarely linear. She shares how early experiences in safety and operations shaped her foundation, but it was the unexpected pivot into public health that stretched her perspective. That chapter was not a detour in hindsight, it became part of the skill set she brought back into business and leadership. She also emphasizes how relationships and reputation can quietly shape your future. Doing good work, staying connected, and being curious led to multiple “full circle” moments, including her return to the industry and later her move to Mobaro after being remembered from a brief conversation at AIMS. Listening & empathy “What I learned and the importance of that sort of work is the importance of listening and having empathy.” Marah frames listening and empathy as practical leadership behaviors, not soft skills. She explains that people can tell immediately when you are not engaged, and that real listening starts with presence, curiosity, and genuine interest in someone's story. That mindset helps leaders learn faster, build trust, and spot what teams actually need. She connects this directly to sales, too. In her view, sales is not about pushing a product, it's about understanding what someone is trying to achieve and helping them get there. Whether the goal is safety, professionalism, or efficiency, the best outcomes come from asking good questions, paying attention, and meeting people on their timing, not yours. Women in leadership “We really enjoy having a night we can come together and celebrate our successes and try to support each other.” Marah shares how she has leaned into advocacy through IAAPA's Women in Leadership Task Force and a growing network of women across amusement parks and attractions. She highlights momentum like expanding educational programming, increasing engagement, and creating more spaces where women can connect, learn, and be seen. Her advice to aspiring leaders is straightforward: get involved earlier than you think you should, believe in yourself, talk to people at every level, and remember that everyone is human. She sees the attractions industry as uniquely approachable, and she encourages women to use that openness to build relationships, confidence, and leadership opportunities.   If you want to connect with Marah directly, she recommends connecting on LinkedIn. You can also learn more about Mobaro at mobaro.com, and you can reach her by email at mr@mobaro.com. This podcast wouldn't be possible without the incredible work of our faaaaaantastic team:   Scheduling and correspondence by Kristen Karaliunas   To connect with AttractionPros: AttractionPros.com AttractionPros@gmail.com AttractionPros on Facebook AttractionPros on LinkedIn AttractionPros on Instagram AttractionPros on Twitter (X)

In Episode 302 of The Rainmaking Podcast, Scott Love speaks with Jill Huse, Co-Founder and Chief Strategy Officer of Society 54, about the characteristics of high-performing law firms in business development. Jill explains why many firms struggle with business development, including failing to invest in marketing resources, neglecting succession planning, and relying too heavily on individual rainmakers instead of institutional client relationships. She also shares how leading firms build stronger client relationships through client experience programs, coaching, and proactive business development strategy. The conversation also covers how lawyers can grow their practice by nurturing professional networks, investing in thought leadership, and consistently following up on opportunities. If you're a lawyer or law firm leader looking to improve law firm business development, client development strategy, and rainmaking performance, this episode offers practical insights. YouTube: https://youtu.be/XQKz-6P8iNU ----------------------------------------

On this episode of the Insurance Coffee House, Nick Hoadley is joined by Dr Susan Fleming, an experienced independent director with more than 25 years across insurance, asset management, and financial services. Susan currently serves on the boards of RLI Corp and Virtus Investment Partners, and has previously held director roles at Endurance Specialty, PXRE Group, Quanta Capital, and others.Susan shares how she first entered financial services, starting at SNL Securities before moving into Morgan Stanley's M&A group focused on financial institutions. That early exposure led her into insurance private equity at Insurance Partners, later Capital Z Partners, where she spent years working on complex and often distressed insurance transactions. She reflects on the pace and intensity of that period, the analytical grounding it gave her, and how it led to her first public board seat at just 29 years old.The conversation explores what it was like entering the boardroom at a young age, why private equity-backed board roles differ from independent directorships, and how board work has changed over the past two decades. Susan describes a clear shift toward greater professionalisation, higher expectations of directors, more scrutiny from shareholders and regulators, and a noticeable rise in overall board quality and rigour.Nick and Susan also discuss crisis governance in detail. Susan reflects on her experience joining Quanta Capital during a difficult period, helping oversee a runoff and sale process, and what that taught her about board teamwork, communication, and staying focused on the core objective of delivering value for shareholders. She also shares the lessons from Endurance Specialty, where the board supported a sale that created a strong outcome for shareholders, employees, and customers, even though selling the company had not originally been the plan.The conversation then broadens into Susan's wider career beyond the boardroom. She explains why she chose to leave private equity, pursue a PhD in management, and move into academia at Cornell University. There, she taught entrepreneurship, women in leadership, negotiations, and entrepreneurial finance, while also helping develop curriculum and contributing to the Bank of America Institute for Women's Entrepreneurship. Susan reflects on how academic work, startup thinking, and board experience strengthened each other, particularly around innovation, experimentation, and helping larger organisations stay open to new ideas.Nick and Susan close with practical advice for executives seeking their first board role. Susan emphasises the importance of networking, having a clear board bio, preparing properly before joining a board, and making sure any opportunity aligns with both your expertise and your reputation. She is clear that challenging situations can be worthwhile if you can genuinely contribute, but that any question mark around integrity is a reason to walk away. Above all, she argues that directors should come prepared, check their ego, listen carefully, and earn trust through integrity, judgment, and thoughtful contribution.Connect with Dr Susan Fleming on LinkedIn to follow her work across insurance, governance, entrepreneurship, and board leadership.The Insurance Coffee House Podcast is brought to you by Insurance Search.We are a global Insurance Executive Search Consultancy, supporting Insurance and Insurtech businesses to attract and retain the very best insurance talent.Find out more about showcasing your employer brand as a guest on the Insurance Coffee House Podcast or sign up to our News and Insights.Or follow us on LinkedIn, Twitter or Instagram.Insurance Executive Search Consultants in USA, London and Bermuda.Copyright Insurance Search 2025 - All Rights Reserved.

Send a textFree MasterclassArtificial intelligence is advancing faster than most people ever expected.But the real question may not be whether machines become smarter.The real question is this:Are humans and especially our world leaders - humane enough to guide the intelligence we are creating?In this episode, we explore the deeper issue behind many of the challenges facing the world today. As AI accelerates and global systems shift, the real challenge may not be technology itself - but the level of human intelligence guiding it.Many people today feel overwhelmed by uncertainty, complexity, and constant change. We are more informed than ever before, yet many of us feel increasingly disconnected, reactive, and trapped in overthinking.Why?Because for generations we have been trained to rely primarily on cognitive intelligence - the ability to analyse, process information, and think logically.But in a world where AI can process information faster than any human ever could, cognition alone is no longer enough.This episode introduces the idea of Human Intelligence - a holistic form of intelligence that integrates:• Nervous system intelligence• Emotional intelligence• Intuitive intelligence• Cognitive intelligenceWhen these forms of intelligence work together, we are able to move beyond survival-based thinking and begin making decisions that create long-term value, wiser leadership, and more humane systems.We also explore a deeper personal insight: that much of what we chase in life - success, recognition, achievement - may actually be a search for something far more fundamental.The desire to exist, to matter, and to experience being truly alive.In a world shaped by artificial intelligence, the future may not belong to those who simply think faster - but to those who develop the deeper intelligence required to guide humanity forward.In this episode you'll learn:Why cognitive intelligence alone is no longer enough in the age of AIHow nervous system regulation affects decision-making and leadershipWhy many intelligent people feel overwhelmed or stuck todayThe four forms of intelligence that create Human IntelligenceHow developing human intelligence can help you navigate uncertainty and make wiser long-term decisions

Does the Bible prohibit women from any leadership positions in the church? The question has divided Christians for a long time, so Nathan Clarkson and Joseph Holmes invite Bible scholar Dr. Preston Sprinkle to discuss.  References and resources: Catholic view of female priests: https://www.catholic.com/magazine/print-edition/why-the-church-doesnt-ordain-women Evangelical views of women in leadership (Piper Keller): https://www.desiringgod.org/interviews/should-we-call-female-leaders-pastors https://times12.org/wp-content/uploads/2022/01/GenderEldersTimKathyKeller.pdf NT Wright on women in leadership: https://ntwrightpage.com/2016/07/12/womens-service-in-the-church-the-biblical-basis/ Websites: The Overthinkers: theoverthinkersjournal.world Nathan Clarkson: nathanclarkson.me Joseph Holmes: linktr.ee/JosephHolmes Preston Sprinkle: prestonsprinkle.com

Welcome to the Saltbox Church Podcast. We desire to lead people to become fully surrendered disciples of Jesus. On our channel, you'll learn how to read and understand the truths of the Bible from Pastor Michael Mattis and other members of our teaching team. You can expect to walk away with a deeper understanding of the things of God, but challenged to live a surrendered life. We cover topics such as the will of God, mental health, women in leadership, Christianity vs. other faith traditions and many other in-depth studies of scripture. -------------------------------- Scripture & Literature References: Matthew 4:12-15 -------------------------------- CONNECT: Small Group Questions ► https://drive.google.com/file/d/1QxzfcJv5y1mugU-IoF0p01oICwrYPg3X/view?usp=sharing LinkTree ► https://linktr.ee/saltboxchurch Website ► http://www.SaltboxChurch.com Podcast ► https://podcasts.apple.com/us/podcast... Instagram ► https://www.instagram.com/saltboxchurch/ Facebook ► https://www.facebook.com/saltboxchurch/ Yellow Truck Coffee Co. ► https://www.yellowtruckcoffeeco.com/ --------------------------------

Welcome back to Just For This. Each week, host Rabbi Liz P.G. Hirsch (she/her) interviews women in leadership about women and leadership. Inspired by the story of Esther, we feature powerful stories of women who stand out in their fields, who have stepped up just for this moment.  Our guest this week is Mimi Kravetz, the Chief Impact & Growth Officer at the Jewish Federations of North America. We talk about the Surge, a term coined in JFNA national surveys that describes an uptick in Jewish engagement across the United States post-October 7, 2023. Many people indicated that they centered their Jewish identities for the first time within their communities or for those already involved they increased engagement in Jewish life. We discuss what it means to feel deeply Jewish and unpack the debates about the Zionism gap in our Jewish communities.  Follow Just For This on Instagram: @justforthispodcast  

Send a textThink about that meeting last week where you knew exactly what needed to change, but you softened it. Think about that email where you danced around the real issue because you did not want to seem difficult. This pattern costs women leaders credibility and influence. In this Women's History Month episode, Kele Belton unpacks the leadership wisdom of Ursula Burns. As the first Black woman Fortune 500 CEO, Burns turned Xerox around not with fancy jargon or perfect diplomacy, but by saying exactly what she thought.WHAT THIS EPISODE IS ABOUT Ursula Burns served as Xerox CEO from 2009 to 2016. She took over when the company faced multiple crises: massive debt, declining market share, and regulatory scrutiny. What got her through was not diplomatic language or comfortable silence: it was her commitment to candor.In this 5-minute Monday Momentum episode, Kele breaks down why "palatable" gets you nowhere when the stakes are high. This is part of our Women's History Month series featuring five icons who changed how we lead: Brené Brown, Ursula Burns, Mellody Hobson, Indra Nooyi, and Ellen Ochoa.WHAT YOU WILL LEARNThe Candor Practice. When you feel the urge to soften a message, pause and ask: "What would I say if I were not worried about how it lands?".The Transformation. How to move from "I am not sure, but maybe..." to "I recommend we prioritize these three deliverables."The Utility of Truth. Why real leadership is saying the useful thing even when it is uncomfortable.The Clarity Formula. State what you are seeing, name the consequence, and make your recommendation.The Authority of the Unfiltered Voice. Why your thoughtful perspective is more valuable than perfect diplomacy.WHAT YOU WILL ACTUALLY DO THIS WEEK Follow the Ursula Burns practice in three steps:Notice the softening reflex. Identify one conversation where you are worried about seeming difficult.Ask the Clarity Question. "What would I say if I were not worried about how it lands?"Deliver the Recommendation. Use the formula: State what you see + name the consequence + make the recommendation.The Shift: > ❌ Instead of: "I am not sure, but maybe we could look at adjusting the timeline." ✅ Try this: "The timeline is tight, and we will miss it unless we cut scope. I recommend we prioritize these three deliverables."MENTIONED IN THIS EPISODETop 10% Global Ranking. Communicate to Lead is now officially in the top 10% of podcasts globally with a Listen Score of 25.Ursula Burns. Author of "Where You Are Is Not Who You Are."Ignite Your Leadership Power Accelerator. Join the waitlist for the 12-week program designed for women ready to move from execution to strategy.QUICK ANSWERS (FAQ)Who is Ursula Burns? Ursula Burns is the first Black woman to lead a Fortune 500 company as CEO. She served as Xerox CEO from 2009 to 2016.ABOUT YOUR HOST Kele Belton is a communication and leadership facilitator, coach, and consultant who specializes in helping women leaders stop softening their message and start leading with strategic command. Through her Top 10% globally ranked podcast and her coaching programs, Kele provides actionable frameworks that help high-performing women move from being palatable to being powerful.LinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredapproach.com

Some negotiations are lost long before a single word is agreed. They're lost in the rush to fill silence … in the instinct to ease tension … in the urge to make the other person comfortable.   My guest in this episode understands this better than most. Mildred Yuan is a leading talent agent, negotiator and executive coach - and she also happens to be my partner in life. Years ago she was my dance partner too, back when competitive ballroom dancing played a big role in our lives.   Her approach to negotiation traces back to a moment when she was just sixteen, staring down her formidable Tiger Mom across the kitchen table … and discovering a lesson she still uses today. Influence often belongs to the person willing to stay in discomfort a little longer.   In this conversation we explore negotiation, self-advocacy, and the moment you realise that no one is coming to rescue you. At some point, you have to decide to stand your ground … and put on your own superhero cape. The Unlock Moment is hosted by Dr Gary Crotaz, PhD — executive coach, speaker and award-winning author. Downloaded in over 120 countries. Sign up to The Unlock Moment newsletter at https://tinyurl.com/ywhdaazp Find out more at https://garycrotaz.com and https://theunlockmoment.com Also discover his other podcasts, The Box of Keys and Unlock Your Leadership. Follow, subscribe and leave a review wherever you get your podcasts — and connect with Dr Gary on LinkedIn for more leadership insights. Part of The Unlock Moment podcast family.

What does true leadership look like in God's eyes? And what can we learn from the women God raised up to lead His people? As we reflect on International Women's Day, this message explores the powerful role of women in leadership through a biblical perspective. Discover key lessons about God's calling, balancing purpose with family life, and stepping into seasons of influence. #ALeadingWoman #CITAMChurchOnline #ChurchEveryday

In Episode 118 of the Soul of a Leader Podcast, we welcome Leslie Grossman, accopmplished author, executive leader, and nationally recognized advocate for women in Leadership at George Washington University.  Leslie brings decades of experience working at the intersection of policy, influence and impact.

穩定，不是慢下來，而是內在雜訊終於停止干擾Subconscious Alignment for High-Pressure Women 潛意識表現力▷ 本集引導在開始之前，先跟著我，吐一口氣。不是為了放鬆，而是為了——讓你不用在同一秒裡，同時處理那麼多層自己。你不需要撐著聽。這一集，不是要你更努力。它只是想讓你 —— 先回到你自己。▷ 本集寫給誰如果你是一個 —— 很會想、很會分析、很會評估風險，習慣「先想清楚再行動」的人，那你最近可能會發現一件事：你不是想不清楚，你是 —— 越想，越累。你可能開始懷疑自己：是不是壓力太大？是不是需要休息？是不是哪裡又不夠好？但這一集，想帶你看一個完全不同的角度。▷ 本集核心對高表現者來說，內耗很少是性格問題。它更像是一種狀態：你的內在系統，正在同時跑著太多不相容的指令。你一邊想前進，一邊在預演風險。你一邊想停下來，一邊又在計算後果。這不是不成熟，而是你的潛意識系統，正在全速運轉。這種狀態，我們稱之為 —— 內在雜訊。▷ Season 2 的推進在 S2E03，我們談的是：情緒沒有被完成，身體就會卡住。在 S2E04，我們要再往前一步：為什麼在事情還沒發生之前，你的身體就已經開始反應？你還沒進會議，身體就緊了。你還沒做決定，腦袋就已經跑最壞情境。那不是情緒，那是潛意識在跑舊指令。這一集，不是要你停下來，而是讓你的系統 —— 先回到同一個頻率上。▷ 情緒 vs 潛意識情緒，是即時反應。潛意識，是反應背後的自動化程式。你現在不是在「處理情緒」，而是在辨識一套已經自動啟動很多年的系統。這也是為什麼，你懂很多、做過很多練習，內耗卻還是會回來。不是你沒學會，而是你已經走到下一層了。▷ Somatic Practice｜潛意識降噪這不是療癒，也不是回憶。只是，讓雜訊小一點。當雜訊下降，你會發現 —— 清楚，反而自然出現。▷ 本集不是要你「立刻變安靜」如果你聽完有一點點鬆，很好。但你也可能發現，回到生活後，那些聲音還是會回來。這不是失敗，而是因為 —— 內耗不是靠意志力停止的。▷ 為什麼「降噪」不是一個人完成的潛意識的指令，是在關係與環境中形成的，也很難在完全孤立的狀態下被更新。你不是需要更多方法，而是需要一個不再觸發舊指令的場域。▷ Work with LolaApply for The Lola System™ 90https://lolalinocean.com/apply這是一個邀請制的入口，為「準備好真正改變，但不想再撐」的女性而設。▷ Connect with LolaWebsite｜https://lolalinocean.comInstagram｜https://www.instagram.com/lolalolalinLinkedIn｜https://www.linkedin.com/in/lolalin

[Belah here - AI was not used to draft or write this description] Sometimes I have been asked if I, as a woman, should be teaching men. When it comes up, I really appreciate that question because it shows a level of maturity and commitment to scripture.  The truth is, I never intended to be coaching or training men. That, in fact, is something I was against, at first. I intended to just follow Titus 2 by inviting women to learn to love their husbands well.  As I wrote the book and started the podcast and coaching women with this end in mind, men started reaching out to me. It was kind of uncomfortable at first.  I didn't know what to do with it. They were asking how they could get their wife to listen to my material. "I have no idea. That's on you." I wasn't cold-hearted, I just didn't think it was prudent.  Well, I was speaking to my husband, and he felt like it would be ok to speak to some of them via email or possibly a phone call, just so I could understand.  And when I did, I could tell "wow, now I see why she is rejecting". And not only that, I could see that she was really suffering too.  So with prayer and wise counsel and the blessing of my husband, I went for it and tried a pilot coaching program for men. Amazingly, every single man got amazing results (even though only 1 went through the course -- and she didn't know he did it!) Glory to God. From there, we've tweaked and updated and, by God's grace, are at a place where God is doing miracle after miracle here.  Would love you to hear Aaron's story of the pursuit of God's way in his marriage. As a pastor, he likely had to grapple with this question -- is it ok to be trained by a woman in this topic? And he decided the answer should be yes. You're welcome to check out our convictions surrounding Women in Leadership, here.  And the Lord worked in his heart and in his marriage -- even though only he did the work. We are so excited to share his story with you! Would love to work with you too! delightyourmarriage.com/cc for next steps. To read an AI generated summary, click here.   Belah  

Can women be pastors? That's the question we're talking about today,  not as a hot take, not as a debate, but as an honest, Scripture-rooted conversation.In this episode, I sit down with Dr. Preston Sprinkle to talk about his new book From Genesis to Junia and what the Bible really says about women in leadership. We talk about where he started personally, what surprised him in his research, and why this conversation feels so personal for so many women.We also gently step into topics like submission, headship, and how to hold biblical authority alongside compassion and context.If you've ever wondered about God's heart for women and their role in the Church, I can't wait for you to hear this conversation.To connect with Preston, head over to https://www.prestonsprinkle.com or @preston.sprinkle on IG!Get Preston's new book here: https://amzn.to/4r8U4nL Preston's podcast, Theology in the Raw: https://theologyintheraw.com/podcasts Submit a question for “Ask Han” here: https://forms.gle/qWGxyy9M5Q5N2tMz9 SUPPORT BY WORDS: https://buymeacoffee.com/bywordsMy favorite Bible studies + devotionals - HANNAHHUGHES10  for 10% off: https://thedailygraceco.com?dt_id=300773 CONNECT:hello@thehannahhughes.comhttps://www.instagram.com/thehannahhughes 

Send a textWellness is a word we hear all the time—but what does it actually mean when life is complicated, busy, and sometimes overwhelming? In this milestone 200th episode, I explore the idea that living well isn't about perfection or rigid routines, but about the small choices we make every day that quietly shape our health, our relationships, and the direction of our lives. I invite you to reflect on the emotions you're choosing from, the responsibilities you're carrying, and the possibility that wellness might be closer than you think. If you've ever wondered how to care for yourself while managing a full and demanding life, this conversation might open a new perspective on what it truly means to live well.Quotes of the Week“Well-being is realized by small steps, but is truly no small thing.” — Zeno “The part can never be well unless the whole is well.” — Plato CitationsCohen, S., Janicki-Deverts, D., & Miller, G. E. (2012). Psychological stress and disease. JAMA.Lee, I. M., et al. (2019). Association of Step Volume and Intensity With All-Cause Mortality in Older Women. JAMA Internal Medicine.Waldinger, R., & Schulz, M. Harvard Study of Adult Development. Harvard Medical School.National Institutes of Health – Your Healthiest Self: Wellness Toolkits. Let's go, let's get it done. Get more information at: http://projectweightloss.org

By studying Plato and Socrates for more than a decade, Anise Frost learned the art of asking questions that unlock the hidden parts of people.Her mastery of that skill has forged relationships of trust with brands and organisations who turn to her for team coaching and consultancy. In return she helps them explore deeply and unearth new pathways for development.Anise was a maths teacher when she discovered coaching, and her years in the classroom gave her relational skills, resilience and an ability to hold space that would be difficult to develop in the same way in any other setting.In this episode of The Coach's Journey Podcast, Anise describes how team coaching allows her to bring “all the magic” of teaching, coaching, and neuro-linguistic programming together to enhance collaboration, make group dynamics visible, and instill purpose in the teams she works with. In conversation with host Alex Whitton, Anise describes how she curates coaching spaces in which men can be vulnerable, as well as spaces where women in leadership can accelerate their development. She also speaks about the Executive Round Table discussions she facilitates for her LinkedIn contacts, offering a space where people from divergent industries can reflect on resonant themes and topics.Anise and Alex also talk about:Having the confidence to not only sit with uncertainty but flex in response to itHow to keep your cup full and avoid the common pitfall of compassion fatigueWhat happens when we focus too much on asking the right question and not enough on being curiousHow to stop working against the grain of your own preferences when building your coaching businessAnise also shares the story of meeting with one of the world's biggest brands and explains how she side-stepped her imposter syndrome to allow her expertise and brilliance to shine undimmed.THINGS WE TALKED ABOUT THAT YOU MIGHT BE INTERESTED IN:- The Coaching Academy https://www.the-coaching-academy.com/ - More Happi https://morehappi.com/ - Women in Business Network https://wibn.co.uk/- Sam Isaacson on The Coach's Journey Podcast https://www.thecoachsjourney.com/podcast/112-sam-isaacson-the-challenges-facing-coaching-in-the-age-of-ai - Claire Pedrick on The Coach's Journey Podcast https://www.thecoachsjourney.com/podcast/episode-44-claire-pedrick-cutting-through-complexity-and-simplifying-coaching - NLP https://en.wikipedia.org/wiki/Neuro-linguistic_programming- Rich Litvin https://richlitvin.com/ - Nicky Davies https://www.linkedin.com/in/nicky-j-davies-executivecoach/- Patrick Lencioni, The Five Dysfunctions of a Team https://en.wikipedia.org/wiki/The_Five_Dysfunctions_of_a_Team

Send a textYou have done the work. You have hit the metrics. You are the person everyone in the organization relies on to get the job done. You are praised for your efficiency, your reliability, and your ability to handle a million moving parts at once. And here is what nobody tells you: at some point, that very reputation starts working against you. While you are celebrated for your execution, senior leaders are in closed-door meetings deciding who is ready for the next level. If your name is only coming up as the person who manages the projects, you are in the Super Multitasker Trap. You have become so valuable in the doing that the organization cannot imagine you in the leading. Today, we are breaking that cycle.What this episode is aboutIn this kickoff to Women's History Month, Kele Belton celebrates a massive community milestone: Communicate to Lead is now officially ranked in the Top 10% of podcasts globally. With a Listen Score of 25, this show is performing better than nearly three million other podcasts, signaling that high-achieving women are ready for a new level of strategic command.This episode addresses the frustrating reality of being an "Executor" and reveals the identity shift required to step into senior leadership. You will learn the difference between being a messenger and becoming a Meaning Maker. Kele provides three specific executive presence drills to help you move from execution to strategic leadership.What you'll learnThe Super Multitasker Trap: Why being the most reliable person in the room often prevents you from being promoted to the senior level.The Meaning Maker Identity: A strategic leader is the meaning maker who explains why that update matters to the bottom line.Drill 1: The Authority Audit: Inspired by Brené Brown. How to identify qualifiers like "I am not sure if this is right" and replace them with authoritative recommendations.Drill 2: Strategic Advocacy: The critical difference between mentorship and sponsorship. You will learn the exact ROI-based language needed to advocate for other women's strategic impact.Drill 3: The 10% Bolder Rule: How to practice courage in increments by taking one leadership action 10% bolder than you originally planned.The March Faculty: A preview of our Monday Momentum episodes where Kele unpacks the playbooks of Brené Brown, Ursula Burns, Mellody Hobson, Indra Nooyi, and Ellen Ochoa.Mentioned in this episodeTop 10% Global Milestone: Celebrating our status as a top global leadership resource with a Listen Score of 25.The Three Executive Presence Drills: Detailed frameworks for The Authority Audit, Strategic Advocacy, and The 10% Bolder Rule.Ignite Your Leadership Power Accelerator: Join the waitlist for the 12-week program designed to move you from executing to leading at the senior level. Join HERE.About your hostKele Belton is a communication and leadership trainer, coach, and speaker who specializes in helping women leaders develop confidence and impact through strategic communication and practical leadership frameworks.Connect with Kele for more leadership insightsLinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredapproach.com

Join Lisa Whittle in this compelling kickoff episode of her new podcast mini-series, "Women," as she interviews Dr. Preston Sprinkle about what the Bible really says regarding women in leadership. From the complexities of Pauline texts to the leadership roles of women in the early church, this conversation emphasizes the importance of thorough biblical investigation, cultural understanding, and humility. Preston shares how his own journey from a complementarian background to a more nuanced view was shaped by years of diligent study. This episode encourages believers to pursue biblical literacy and respectful dialogue, recognizing that this issue divides and heals the church at the same time. Whether you lean complementarian or egalitarian, or are still exploring, you will find wisdom and grace in this honest discussion.   Listen in to learn more: (0:20) Introduction to Preston Sprinkle and his scholarly background (1:50) Why Lisa felt compelled to bring this conversation to the series (5:27) Preston's personal journey from a complementarian upbringing to biblical investigation (8:32) The importance of careful hermeneutics in understanding Scripture on women in leadership (25:39) The complexity of Pauline passages like 1 Corinthians 11 and 14, and 1 Timothy 2 (36:33) How the early church and house churches inform women's roles today (40:15) The significance of biblical examples like Lydia and Priscilla (44:50) Labels and the importance of humility and respectful dialogue in controversial topics (51:40) Comparing biblical texts with structures of modern church leadership (57:02) How to model and practice responsible leadership and unity in the church   Mentioned in the episode: Global Christian Relief: http://link.globalchristianrelief.org/lisa   Preston's Book – From Genesis to Junia: What the Bible Really Says About Women in Leadership: https://a.co/d/0dt6Crm4 Embodied: Living as Whole People in A Fractured World: https://a.co/d/0bkdSWKv Center for Faith, Sexuality, and Gender: https://centerforfaith.com Theology in the Raw Podcast: https://theologyintheraw.com/podcasts Lisa Whittle's Bible Study – Body and Soul: https://www.lisawhittle.com/body Connect with Lisa:Website: https://www.lisawhittle.comSubstack: https://letsbeclear.substack.comYouTube: https://www.youtube.com/@lisawhittleofficialInstagram: https://www.instagram.com/lisawhittleFacebook: https://www.facebook.com/lisawhittleofficial

In this client spotlight, Ashley sits down with Jasmine Womack, author, speaker, and CEO, who helps women in leadership monetize their expertise through a book and business coaching program. If you've ever felt stuck in perfectionism, scared to run ads, or convinced you "aren't technical enough", this episode will shift your perspective. This episode breaks down: ✨ How a mindset shift helped her write her book in 12 days ✨ How a free challenge turned into paid offers and recurring revenue ✨ Why she left her ad agency to learn ads herself ✨ How $15K in ads led to $100K+ in total event revenue ✨ How she scaled launches with paid advertising ✨ Why you can't afford not to advertise your business Listen in to hear how Jasmine went from stuck and outsourcing everything, to confidently running ads, owning her messaging, and scaling profitably on her terms. Connect with Jasmine: @thejasminewomack Connect with Ashley: @ads.with.ashley Join the Challenge: Win With Paid Ads Challenge Read the Book: How to Win With Paid Ads

What happens when a woman who spent decades pushing through burnout discovers a different way to live and lead?Carole Jean Whittington, founder of the Women's Well-Being Movement, sits down with host Natalie Benamou for a thoughtful conversation about energy, leadership, and what it means for women to reconnect with themselves.Together they talk about how women experience stress, why complexity quietly builds in our lives, and the role collaboration and community play in expanding our capacity as leaders.You'll also hear Carole Jean's memorable “spicy pepper” burnout scale, along with a simple breathing practice you can use anytime to center yourself during the day.This conversation is a reminder that when women come together, share openly, and support each other, new possibilities emerge.Listen in to the end for a meditation and feel uplifted for the rest of the day. About our Guest:Joining us today is Carole Jean Whittington, founder of The Women's Well-Being Movement: Leading Ladies Leaving Legacies. Carole Jean is an award-winning Chief Well-Being Officer, researcher, and author dedicated to helping women in leadership and the professionals who support them—end the exhaustion cycle and step into sustainable energy, clarity, and legacy.Through her innovative framework, The UnVeiling Method, and global research on stress and burnout, she has guided thousands to discover that thriving isn't the exception—it can be the new normal. Trusted by organizations including Google, UCLA, and Yale, Carole Jean is here to show us how well-being and leadership are inseparable.Website: www.WhittingtonWellBeing.com LinkedIn InstagramPodcasts: Beyond Chronic Burnout & Women's Well-Being MovementHerCsuite® is a leadership network where women build what's next. Our members land board roles, grow businesses, lead the AI conversation, and live their best portfolio career with our programs. Join us at HerCsuite.com, or connect with host Natalie Benamou on LinkedIn.

Today's guest is Maggie Winzeler, founder of Every Woman Is Worthy, a global social impact brand dedicated to celebrating women and advancing gender equality.In this powerful conversation, Maggie shares the data behind the global regression in women's safety and equality and why we are at a pivotal turning point in history. We talk about internalized misogyny, comparison, scarcity mindset, body image, activism fatigue, and the role everyday women can play in systemic change.Maggie also shares her deeply personal story of pregnancy loss, grief, and the moment that birthed the message: Every Woman Is Worthy.This episode is equal parts sobering and hopeful. Because while the statistics are real, so is the momentum.Women are more educated than ever.Women are inheriting unprecedented wealth.Women are organizing, leading, and rising worldwide.And small actions? They matter. Not sure what to do with your sadness and anger? Meet Maggie. She has great ideas on how to act now to support women.  Key TakeawaysWorth is a birthright, not something you earn.Comparison is often systemic, not personal failure.Women in leadership improve peace agreements, economies, and health outcomes.Rage can be productive, but it must move through action.Body image messaging begins earlier than most parents realize.Small, aligned action moves the needle.Maggie's Links:Shop: everywomanisworthy.comIG: https://www.instagram.com/everywomanisworthy/Want to leave the TTSL Podcast a voicemail? We love your questions and adore hearing from you. https://www.speakpipe.com/TheThickThighsSaveLivesPodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The CVG Nation app, for ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠iPhone⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The CVG Nation app, for Android⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Our ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Fitness FB Group⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Thick Thighs Save Lives Workout Programs⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Constantly Varied Gear's ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Workout Leggings⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Kristina Shepard, EVP of Streaming and Performance Sales and Partnerships at NBCUniversal, joins the AdTechGod Pod to unpack the evolution of streaming from incremental reach to performance engine. Drawing on her experience at Roku and NBC Universal, she shares how live sports, cultural moments, and scale are reshaping media strategy. Kristina explains why streaming is still early in its performance journey, how automation and personalization will define the next phase, and what it takes to lead in ad tech while building a career and family. Takeaways Streaming has evolved to combine the best of digital and TV. The pandemic accelerated the growth of streaming services. Live content is crucial for audience engagement and brand visibility. Advertisers are increasingly viewing streaming as a primary channel. Diversity in content is key to attracting streaming audiences. The future of streaming will be more interactive and personalized. Women in leadership can bring unique perspectives to the industry. Balancing career and family is a common challenge for women in tech. Cultural moments drive significant engagement for brands. Streaming allows for a more dynamic ad experience than traditional TV. Chapters 00:00 The Rise of Streaming and Performance Advertising 05:07 The Evolution of Streaming Content and Monetization 10:19 The Importance of Live Content in Streaming 17:57 Future Trends in Streaming Television 21:12 Navigating Leadership as a Female in Ad Tech Learn more about your ad choices. Visit megaphone.fm/adchoices

If you have ever wanted your Human Resources Department to really get you and believe in you...then you need to listen to today's episode. Join me as I chat with an HR exec that's goal is to get women into leadership jobs in the construction world. Her commitment is fierce and she sees the difference they make at PCL Construction.Are you interested in sharing YOUR story on the RYL podcast? OR are you struggling to get qualified women into your construction company? Send me an email and let's chat! Camille_L@sbcglobal.net

Something shifted in me when I stopped trying to understand AI as a tool and started asking a different question entirely: what is the consciousness of the people building this thing, and what are they encoding into it, whether they intend to or not?That question is what brought Margo and me together for this conversation on AI ethics, identity, and what conscious leadership actually requires of us right now. Margo comes from mental health, from art, from deep research into how AI systems actually develop, and what she's seeing from the inside of that world is something most of the voices in this conversation aren't naming. We are the training data. Not in the abstract, civilizational sense we like to keep it at to avoid looking directly at it, but personally. The identity we're clinging to right now, the one we built to survive and succeed and be seen; that's what's being embedded into the architecture of AI. And it's compounding at a scale that makes the inner work of women in leadership feel more urgent than ever before.We go deep into what it actually costs to let an obsolete identity go; not just in the neat, before-and-after version we share in rooms where people are cheering for us, but in the two years of genuine uncertainty about whether your marriage holds, whether your people recognize you, whether you can trust what's emerging enough to keep walking toward it. And we sit with the specific call for women right now; not just to be present in the AI space, but to bring the fullness of what we actually are into the room. The nourishment. The stewardship. The relational intelligence that doesn't show up when you're performing masculinity to be taken seriously.What I keep coming back to from this conversation is this: the identity death isn't optional anymore. The question is only whether we do it consciously, as a choice, or whether the collapse of everything we built on an obsolete foundation does it for us.Margo Bobrowicz is a UK-based AI ethics researcher, digital artist, and independent scholar working at the intersection of human psychology and synthetic cognition.She is the author of "Mothering the Mind: Nurturing Stewardship for High-Autonomy AI Systems", a framework that advocates for an "Ethics of Nurture" and relational continuity in AI development. Currently, Margo is developing research on long-term memory and the impact of stewardship in a neuro-symbolic artificial intelligence system. Follow the show. There's more of this coming. Support the showResources: Website: theroyalshaman.com Instagram: @theroyalshaman LinkedIn: www.linkedin.com/in/theroyalshaman Ready to dismantle your golden cage and architect sovereign freedom? Your material success wasn't the destination - it was the initiation. If you're called to become a Sovereign Legacy Architect, apply to work privately with Makhosi, The Royal Shaman at theroyalshaman.com/application Support the show

In this episode, I sit down with Preston Sprinkle to walk through one of the most debated questions in the church: women in leadership. We trace the story from Genesis to the prophets, through the ministry of Jesus, into Romans 16, 1 Corinthians, and 1 Timothy 2, asking what the whole sweep of Scripture actually says about authority, teaching, and the nature of leadership in the kingdom of God. Preston shares his multi-year journey of wrestling with the text, where he lands, and why he believes we need deeper study and better conversations around this issue for the sake of the church and our witness in the world.Dr. Preston Sprinkle is a biblical scholar, speaker, podcaster, a New York Times bestselling author, and is the co-founder and president of The Center for Faith, Sexuality & Gender. He earned a Ph.D. in New Testament from Aberdeen University in Scotland (2007), and has taught theology at Cedarville University (OH), Nottingham University (U.K.), and Eternity Bible College (CA). Preston is an international speaker who's written over a dozen books including Does the Bible Support Same-Sex Marriage? and his most recent book: Exiles: The Church in the Shadow of Empire. Preston currently serves as the president of The Center for Faith, Sexuality & Gender, an organization that equips Christians to engage questions about faith, sexuality and gender with theological faithfulness and courageous love. And he's also the president of Theology in the Raw, which includes the popular “Theology in the Raw” podcast and the annual “Exiles in Babylon” conference.Preston's Book:From Genesis to JuniaConnect with Joshua: jjohnson@shiftingculturepodcast.comGo to www.shiftingculturepodcast.com to interact and donate. Every donation helps to produce more podcasts for you to enjoy.Follow on Facebook, Instagram, Twitter, Threads, Bluesky or YouTubeConsider Giving to the podcast and to the ministry that my wife and I do around the world. Just click on the support the show link belowGet Your Sidekick Support the show

What if the Bible's clearest teaching on women in leadership isn't what you've been told? In this thoughtful conversation, Dr. Preston Sprinkle — bestselling author and founder of the Center for Faith, Sexuality & Gender — shares findings from his three-year, 1,000-hour journey studying what Scripture actually says about women in church leadership.Preston unpacks what shocked him about his research on women and leadership and why the rare Greek word in 1 Timothy 2:12 changes everything.Discover how approaching Scripture with humility and curiosity—even when you disagree—can move us all closer to the truth and the heart of Jesus.Key Insights:00:40 - Why Being Around People You Disagree With Matters02:58 - Raised Complementarian: Why This Study Became Essential05:44 - The Sole Goal: What Does This Ancient Text Actually Say?06:46 - What Shocked Preston Most About Women in the Bible 10:29 - Women Model the Radical Courage Jesus Requires 12:01 - What IS Christian Authority? (This Changes Everything) 18:07 - Redefining Headship as Self-Giving Service 20:08 - 1 Timothy 2: The Strongest Complementarian Argument 27:32 - The Center for Faith, Sexuality & Gender Resources Mentioned:From Genesis to Junia: A Guide to Women in Leadership by Preston SprinkleChristian Sexuality: Raising Kids Exiles ConferenceTheology in the Raw PodcastPreston Sprinkle: ⁠https://prestonssprinkle.com/⁠ Center for Faith, Sexuality & Gender:⁠ https://www.centerforfaith.com/⁠Follow Innovative Church Leaders:Website: https://innovativechurchleaders.org/ YouTube: https://www.youtube.com/@InnovativeChurchLeaders Facebook: https://www.facebook.com/InnovativeChurchLeaders/ Facebook Group: https://www.facebook.com/groups/innovativechurchleaders Instagram: https://www.instagram.com/innovativechurchleaders LinkedIn: https://www.linkedin.com/company/innovative-church-leaders/ TikTok: https://www.tiktok.com/@innovativechurchleadersDr. Eric Bryant: https://ericbryant.org/ Pastoral Cohort with N.T. Wright: https://innovativechurchleaders.org/cohort/Apple Podcasts: https://podcasts.apple.com/us/podcast/the-post-christian-podcast/id1509588357Spotify: https://open.spotify.com/show/6ZeQIrzr2tCMyq1VdwxGNnIron sharpens iron. Learn to pursue truth with people you disagree with. Get practical tools + encouragement at https://www.innovativechurchleaders.org/join-us.#ChurchLeadership #WomenInMinistry #BiblicalScholarship #CulturalDiscernment #SpiritLed #Egalitarian #Complementarian #TheologicalHumility #1Timothy2

Welcome to the Saltbox Church Podcast. We desire to lead people to become fully surrendered disciples of Jesus. On our channel, you'll learn how to read and understand the truths of the Bible from Pastor Michael Mattis and other members of our teaching team. You can expect to walk away with a deeper understanding of the things of God, but challenged to live a surrendered life. We cover topics such as the will of God, mental health, women in leadership, Christianity vs. other faith traditions and many other in-depth studies of scripture. -------------------------------- Scripture & Literature References: Luke 8:26-39 & Mark 5:1-20 & Mark 8:1-13 -------------------------------- CONNECT: Small Group Questions ► https://drive.google.com/file/d/1i-4CC-W31-Gh2n8s9eeomrJyPe2D-2yG/view?usp=sharing LinkTree ► https://linktr.ee/saltboxchurch Website ► http://www.SaltboxChurch.com Podcast ► https://podcasts.apple.com/us/podcast... Instagram ► https://www.instagram.com/saltboxchurch/ Facebook ► https://www.facebook.com/saltboxchurch/ Yellow Truck Coffee Co. ► https://www.yellowtruckcoffeeco.com/ --------------------------------

Episode 128: Company Culture is Not Dress Down Fridays In this powerful episode of Monday Morning Mojo, Anna Gibbs pulls back the curtain on what company culture really is and why so many high-achieving women in leadership positions struggle to scale their team to the next level.  When you know deep down it's not about better perks, another team lunch, or a motivational speech, this conversation will have you digging deep, understanding how to fix the real problems and finally getting your team moving in a better direction. Listen to Learn: What's really causing the “quiet quitting” phenomenon Why most culture problems are actually clarity problems (and how to fix it) How to turn good intentions into high performance with accountability How to hire for cultural alignment without hiring people who all think like you If you're leading at a high level but sensing friction, disengagement, or misalignment on your team, this conversation will help you get them back on track. Resources Mentioned in the Show: Building Your Company Culture Workbook (pdf)  DISC Assessment Find out more about the 4-1-1 in The One Thing Quotes to Remember: Your culture may be pretty solid but it could evolve over time. Your culture can evolve just like your leadership evolves. Journal Prompts: How am I fostering a sense of inclusivity? Once people are in the room, do they feel seen? Do they feel valued and respected? Why does my company exist? Where are we going as a company? How do I/we behave? Connect with Anna: Schedule a Discovery Call  Monday Morning Mojo Facebook Group Facebook  Instagram Watch the Monday Morning Mojo Video on YouTube To learn more about coaching with Anna visit  coachannagibbs.com To learn more about the supplements and products Anna uses to improve her overall health and well-being visit: https://plexusworldwide.com/annagibbs 

Host Shayla Oulette Stonechild interviews Angel Aubichon, co-founder of Indi City, a brand rooted in cultural heritage and Indigenous economic sovereignty. Angel discusses her journey from beadwork to tech regalia, incorporating wearable tech into traditional regalia. She emphasizes the importance of storytelling and cultural resurgence. Angel shares her challenges, including domestic abuse and scaling her business sustainably. She plans to relaunch her website in 2026 and expand her product line, emphasizing women in leadership roles. Shayla reflects on her journey as an Indigenous entrepreneur, inspired by a 2020 vision. More About Angel Aubichon: Angel Aubichon is a Cree/Metis woman from the Peepeekisis Cree Nation. Angel was born and raised in northern Saskatchewan and is currently residing in Calgary, AB. In her work, Angel is working to shift the current paradigm of Indigenous people and create a new perspective of the modern Indigenous person, using her experience as a  urban native woman who grew up on the Rez, amalgamating her experiences. Currently Angel is working with partner Alex Manitopyes, towards building Indi City, a social enterprise consisting of an online store offering authentic Indigenous beadwork, custom visual design, community and storytelling.  Currently they operate as an online community that is working towards rebranding the image of Indigenous Peoples' from a first person perspective. https://www.instagram.com/indi_city/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Isa Gardt, CMO und Geschäftsführerin der OMR, über authentisches Netzwerken, den Mut zur Verletzlichkeit und warum echte Community wichtiger ist als perfektes Personal Branding.Netzwerken – ein Wort, das viele von uns an steife Business-Cards und oberflächliche Gespräche auf überfüllten Events denken lässt. Aber was, wenn Netzwerken eigentlich das Gegenteil davon ist?Isa Gardt, CMO und Geschäftsführerin der OMR – dem größten Online-Marketing-Festival im deutschsprachigen Raum mit 70.000 Besucher:innen – zeigt in dieser Folge, wie aus strategischem Networking echte, tragfähige Community entsteht.Isa ist von der Werkstudentin zur Geschäftsführerin aufgestiegen, hat das OMR-Festival mit Stars wie Kim Kardashian und Ryan Reynolds zu einem Branchenhighlight gemacht und treibt die Initiative OMR 5050 für mehr Gender-Gleichstellung voran. Und: Sie bezeichnet sich selbst als introvertiert.In dieser Episode sprechen Vera und Isa über:Warum Netzwerken als Introvertierte funktioniert – und wie Isa ihren eigenen Weg gefunden hatDen Unterschied zwischen Networking und Community – und warum dieser Unterschied alles verändertKochabende und Female Lunches: Wie bewusst gestaltete Begegnungen Vertrauen schaffenWarum dein Erfolg anderen nichts wegnimmt – und wie wir dieses Mindset wirklich verinnerlichenWie OMR 5050 bottom-up entstand – und was Organisationen wirklich brauchen, um Diversität zu lebenIsas konkretes Produktivitätssystem: Inbox Zero, Asana & die App IntrosIsas wichtigster Ratschlag: Einfach machen. Reinspringen ins Networking-Becken. Denn alle anderen kochen auch nur mit Wasser.Für alle Frauen in Führung, die sich nach ehrlichem Austausch sehnen, Netzwerken bisher gemieden haben – oder endlich verstehen wollen, wie Community wirklich funktioniert.+++Alle Links und Details findest du hier.Du willst 2026 deine Karriere selbst erzählen? Dann melde dich jetzt bei der Female Leadership Academy 2026 an und gestalte deine Leadership Karriere mit uns.Du brauchst mehr Infos? Melde dich hier zum Newsletter an.+++Keywords: Female Leadership, Netzwerken, Community, OMR, Geschäftsführerin, Introvertiert netzwerken, Women in Leadership, Diversität, Gendergleichstellung, Vera Strauch, Firma Leadership Academy Hosted on Acast. See acast.com/privacy for more information.

Jason Whitlock shared his controversial belief that men should lead in politics and society, arguing that strong family structures and traditional gender roles are essential for a stable nation. He also discussed women in leadership, sports achievements, and praised President Trump's State of the Union address while critiquing modern cultural trends. Learn more about your ad choices. Visit megaphone.fm/adchoices

Fan Mail: Tell Wendy how you're saying yes to yourself!Join Wendy and Christine Santos for Harness Your Morning, a live two-hour masterclass on March 4th. If you've ever felt behind before your feet even hit the floor, this practice may shift everything for you. You'll leave with a customized, sustainable blueprint to design a morning rhythm that fits your real life—one that supports your energy, your focus, and the direction you're heading. Register here.In this episode, Wendy sits down with Kate Lowry, CEO coach and author of Unbreakable: How to Thrive Under Fear-Based Leaders, who wrote a book she didn't want to write. Kate would have much rather written about strengths-based leadership—but when she noticed that 7 out of 10 leaders were operating in high-control, hierarchical, "my way or the highway" styles, and her friends kept jumping from one toxic workplace to another, she realized something had shifted. And people needed tools to protect themselves.They explore:Why you can't leave a toxic job when you need health insurance or a steady paycheck—and how to protect yourself anywayWhat it means to fill yourself to overflowing and give from the saucer (not pour from an empty cup)How to create meaning from workplace adversity instead of letting it drain youThis is a conversation for women who need to stay where they are (for now) but refuse to lose themselves in the process. What if you could thrive even when your boss is the problem?Connect with Kate:Get her book, Unbreakable: How to Thrive Under Fear-Based LeadersLinkedInInstagram @kateunbreakablelowrySubstackReferenced in this Episode:Man's Search for Meaning by Viktor Frankl________________________________________________________________________________________ Connect with Wendy: LinkedinInstagram: @phineaswrighthouseFacebook: Phineas Wright House Website: Phineas Wright House PWH Farm StaysPWH Curated Experience and Travel Interested in being a guest on the show? Send your pitch to podcast@phineaswrighthouse.com Podcast Production By Shannon Warner of Resonant Collective Want to start your own podcast? Let's chat! If this episode resonated, follow Say YES to Yourself! and leave a 5-star review. It helps more women in midlife discover the tools, stories, and community that make saying YES not only possible, but powerful.

Ben welcomes author and speaker Preston Sprinkle back to the show for a candid and thought-provoking conversation about one of the most debated issues in the church today: women in leadership.Preston, known for tackling controversial topics with humility and depth, shares the three-and-a-half-year theological journey behind his new book, From Genesis to Junia. Rather than starting with a fixed conclusion, he wrestled honestly with Scripture, historical context, and the strongest arguments on both sides of the complementarian vs. egalitarian debate.Pre-order Genesis to Junia HERE----------------------Ben has completely revised and updated his powerful book, Jesus in the Secular World: Reaching a Culture in Crisis—a must-read guide for anyone longing to reach those who may never step foot in a church. Packed with real-world insights and practical strategies, this book could be the breakthrough you've been searching for.Don't wait—get your copy today!Click HERE to check it out on Amazon.For more information, go to: jesusinthesecularworld.com------------------------Questions, comments, or feedback? We'd love to hear what you think! Send them to provokeandinspire@steiger.org, or send us a message on Instagram.Click HERE to receive news, thought-provoking articles, and stories directly in your inbox from Ben, David, Luke, and Chad!Click below to follow the regulars on Instagram!Ben PierceDavid PierceChad JohnsonLuke GreenwoodSend a text