Women's Leadership Success

Women's Leadership Success Podcast — Episode 161Executive Summary: In 2026's era of mass layoffs and rapid restructuring, talented women leaders are being thrust into expanded roles before they feel ready. Executive coach Sabrina Braham reveals the 3-move framework — drawn from 30+ years of client breakthroughs — that transforms overwhelm into executive presence and lasting confidence.Quick Takeaways:75% of executive women have experienced imposter syndrome — even after earning their seat (KPMG).The skills that made you successful at your last level often stop working at the next one.Confidence is not certainty — it's steadiness while uncertainty still exists.Silence creates anxiety; even imperfect clarity helps teams move forward.Leadership doesn't begin when confidence arrives — it begins when you decide to move anyway.The Role Just Got Bigger. Your Confidence Hasn't Caught Up. Now What?You didn't plan for this. The promotion path you imagined — deliberate, supported, well-timed — isn't what happened. Instead, a reorganization happened. Layoffs happened. Two managers left in the same week. And suddenly, you're carrying responsibilities that didn't exist in your job description six months ago, with a team looking to you for answers you're not sure you have yet.If this sounds familiar, you're not behind. You're right on time.I'm Sabrina Braham, MA, MFT, PCC — executive leadership coach with over 30 years of experience helping senior women leaders step into bigger roles with confidence and clarity. The Women's Leadership Success Podcast has surpassed 900,000 downloads and is ranked in the top 1.5% of podcasts globally. Clients include leaders at Stanford University, Ernst & Young, Autodesk, and companies of all sizes — from high-growth startups to global enterprises.In Episode 161, my husband and co-producer Tim Warren turns the microphone around and interviews me — because over the past year, one challenge has shown up in virtually every coaching engagement I've had: talented, proven leaders being asked to lead roles that expanded faster than their confidence. This episode — and this guide — is for you.The 2026 Reality: Forced Expansion Is the New Normal for Women LeadersWhat's happening in the workplace right now isn't a temporary disruption. It's a structural shift — and it's disproportionately landing on the shoulders of high-performing women.Grant Thornton's 2026 Women in Business research found that women's representation in senior U.S. leadership dropped from 35% to 31% in just two years — precisely as layoffs consolidated organizational structures and eliminated the middle-management layers that once served as leadership on-ramps. Fewer women are getting promoted through deliberate paths, and more are being pulled into expanded roles through organizational necessity.Meanwhile, a March 2026 Stanton Chase study of 132 women executives across 45 countries found that the single most consistent piece of advice from women who had reached the C-suite? Move before you feel ready. More than 50 of the 132 respondents — independently, across industries and continents — said some version of: "Don't wait until you feel 100% prepared."And yet KPMG research shows that 75% of executive women have personally experienced imposter syndrome — even those who have objectively succeeded at the highest levels. That gap between external achievement and internal confidence isn't a character flaw. It's a predictable psychological pattern — and one you can navigate strategically.What "Forced Expansion" Actually Looks LikeForced expansion is what I call the pattern where leaders aren't stepping into bigger roles through a thoughtful promotion path — they're being pulled into them. Someone leaves. A division gets cut. Departments combine. Budgets tighten. And suddenly, one capable leader is carrying the work of two or three.One of my clients last week illustrates this perfectly: an engineer was hired at a top company into a manager role. On his third day, the two other managers in his division quit — and he went from overseeing one section to overseeing all of them. That's not an edge case anymore. That's Tuesday.Another client — a leader in manufacturing — inherited a second, highly technical department she had never led, after a round of layoffs. Her first instinct was: I need to know everything before I speak with confidence. That belief was slowing her down. We changed the model. She stopped trying to be the smartest person in every room. Instead, she began asking sharper questions, clarified priorities, built accountability, and used the expertise already around her. Within months, executives stopped seeing someone who was overwhelmed — and saw someone who was expanding. That changed everything.Why High Performers Struggle Most When Roles ExpandHere's the uncomfortable truth that most leadership advice doesn't address directly: what made you successful at your last level often stops working at the next one.High performers are rewarded for execution, reliability, doing more, and fixing problems personally. But senior leadership rewards something different: direction, judgment, influence, composure, and decision-making without certainty. Many smart leaders try to win the next level using the habits from the last level — and that creates burnout fast.You may recognize yourself in any of these:More responsibility, but less clarity on what success looks likeGreater visibility with senior leaders — with bigger expectations and fewer instructionsPressure to lead confidently while still learning the terrainFeeling capable, but not fully readyWondering how to be seen as promotion-ready when you're still figuring out the new scopeBeing strong technically, but stretched strategicallyIf any of this feels familiar, you are not behind. You are in the exact transition where careers accelerate — or stall. And how you navigate it determines which direction yours goes.The Trap: Waiting for Internal PermissionThe most common behavior I see in leaders experiencing forced expansion is what I call waiting for internal permission. They over-prepare. They hesitate. They second-guess. They believe, somewhere deep down, that they need to know everything before they can speak with confidence.That belief is expensive. It costs you time, opportunity, and the trust of the team waiting for you to lead.The mindset shift that changes everything: stop trying to prove you deserve the role. Start acting like you belong in it. Presence is built in motion. Confidence grows through reps. You become ready by leading.The 3-Move Framework for Leading Before You're ReadyWhen I work with leaders navigating forced expansion, these three moves consistently separate the ones who rise from the ones who stall.Move 1: Define Success ClearlyGet a vivid picture in your mind of what it looks like when you're truly succeeding in this role — not performing, not surviving, but succeeding. What decisions are you making? How is your team showing up? What are senior leaders saying about your impact?Write it down. Specificity is power here. And remember: not everything matters equally. Forced expansion often means 10 priorities land at once — but only two or three actually move the needle right now. Identify those and protect your focus fiercely.Try This Now (10 minutes): Open a blank document and write your answer to this question: "If I'm wildly successful in this expanded role 90 days from now, what is true?" Don't edit. Don't filter. Let yourself see it clearly first.Move 2: Build an Advisory CircleLeadership is not a solo performance. One of the most powerful things you can do in a stretch role is identify the people — inside and outside your organization — who have the expertise, context, and candor to help you navigate.This is not about admitting weakness. It's about operating strategically. The executives who rise fastest in times of organizational change are the ones who mobilize the intelligence around them, not the ones who try to contain every answer personally.Your advisory circle might include: a peer in another department who knows the terrain you've newly inherited; a mentor who has navigated similar transitions; a coach who can help you build your next-level skillset; and experts on your own team whose knowledge you can leverage while you're learning.The Stanton Chase 2026 study found that securing sponsors — people who advocate for you behind closed doors — is the second most consistent differentiator for women who reach the C-suite. A mentor advises you. A sponsor walks into a room where your name isn't being mentioned and makes sure it is.Move 3: Communicate Often — Even Without All the AnswersSilence creates anxiety. Clarity creates momentum. Even imperfect clarity helps teams move.Your team doesn't need you to have all the answers. They need to know someone is navigating — that there is direction, even if the path is still forming. The strongest leaders I know can say: "We don't know everything yet. Here's our next move. We'll adjust as we learn."That kind of leadership doesn't weaken trust. It builds it. Establish a communication rhythm immediately: weekly team check-ins, regular updates to your senior leadership, brief touchpoints with stakeholders in areas you've newly inherited. Don't wait for perfect information. Communicate your thinking, your priorities, and your progress — and invite input along the way.    Coming Soon — Free for Early AccessLeading Before You're ReadyA premium leadership playbook by Sabrina Braham, MA, MFT, PCCThis is the playbook Sabrina created for every high performer navigating more visibility, bigger expectations, and faster timelines — a practical, structured guide for what actually changes at the next level of leadership.? Lead with greater confidence and clarity — right now, not someday? Increase your visibility with the decision-makers who determine your next opportunity? Build executive trust faster in new and expanded roles?...

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Executive SummaryGravitas drives 67% of executive presence—yet most high-performing leaders are invisible outside their immediate team. Branding strategist Howie Chan reveals why executive personal branding is a career survival tool in 2026, how the C.A.R.E. framework builds the credibility that gets leaders referred, and why thought leadership—not harder work—is the primary currency for promotion. Quick Takeaways Gravitas drives 67% of executive presence—confidence, decisiveness under pressure, and EQ are what decision-makers evaluate first. Executive personal branding in 2026 has shifted from self-promotion to stewardship and thought leadership. Your LinkedIn profile is a professional vault—every post builds a body of work recruiters and executives review before any interview. The C.A.R.E. Framework (Competence, Authenticity, Reliability, Empathy) is the proven path from visibility to trust to referral. The best time to start was years ago. The second-best time is right now. You Work Hard. You Deliver Results. So Why Doesn't Anyone Know Your Name? I'm Sabrina Braham, MA, MFT, PCC—executive leadership coach with over 30 years of experience, and host of the Women's Leadership Success Podcast, ranked in the top 1.5% globally with more than 950,000 downloads. In nearly three decades of coaching senior leaders, I have seen one pattern repeat itself again and again: the most talented professional in the room is frequently the least visible one. In a March 2026 interview on this podcast, branding strategist Howie Chan—former managing director of brand strategy, now one of LinkedIn's most recognized voices on executive personal branding—laid out exactly why that invisibility happens and what to do about it. His story begins on March 31st, 2022. A Friday afternoon calendar invite. His manager and an HR person on the Zoom call. After nearly nine years as managing director, he was laid off. His first thought wasn't strategy—it was shame. He had painters in his house that day. What would they think? "There's no such thing as loyalty to you. It's a business, so people get let go all the time. That's what led me to help executives become known outside the four walls of their company—before a crisis forces the issue." — Howie Chan, Professional Brand Strategist In 2026, that mission has never been more urgent. Executive search firms and hiring committees now evaluate digital presence as seriously as a résumé. The professionals landing opportunities fastest are not the most credentialed—they are the most visible and the most strategically positioned. Want the complete framework? Download our FREE Women's Leadership Branding Blueprint Accelerator — used by 250+ senior leaders to accelerate their visibility and get promoted faster. Download Free Why Executive Personal Branding Is No Longer Optional Most high-performing leaders were taught a lie: put your head down, do exceptional work, and the right people will notice. Current research defines executive presence as the "ability to win the confidence of those around you"—and gravitas, which includes confidence, decisiveness under pressure, and emotional intelligence, accounts for a dominant 67% of that equation. But gravitas cannot win confidence from people who have never encountered you. Executive branding in 2026 has shifted decisively from self-promotion toward stewardship and thought leadership. The leaders gaining traction are not the loudest voices—they are the most consistent, most authentic, and most strategic about who they serve. "You might say, 'my colleagues know me,'" Howie told me. "But there will be a time you will leave your company—and what happens then?" The Hidden Cost of Being Invisible Think about what happens when your name appears in a decision-maker's inbox. What comes to mind for them? "I need to take this call—this person can help me with X"? Or do they scroll past because they have no mental model of who you are? "That's essentially what brand is—the story someone tells themselves about you when you're not in the room." — Howie Chan In my coaching practice, I see this constantly: high-achieving leaders going up for promotion, being passed over—not because of performance, but because the decision-makers above them do not know their story. No brand equals no promotion. The correlation is that direct. Executive Personal Branding vs. Self-Promotion: The Critical Difference One of the most liberating reframes Howie offers is the distinction between personal branding (how people perceive your personality) and professional branding (who you serve and what problems you solve). "When you hear 'personal brand,' people think it means talking about your life or your experiences," he explained. "But from a professional standpoint, it starts with who: Who are you helping? What problems are you solving?" This shifts the entire frame from bragging about yourself to making your value legible to the people who need it. There is even neuroscience behind why high-performers resist doing this. Howie cited the lesser-known inverse of the Dunning-Kruger effect: while low-ability individuals overestimate their competence, those with genuine expertise tend to undervalue it. The better you are, the more you assume everyone already knows what you know—so you stop communicating it. Your silence reads as absence. 3-Step Positioning Framework Identify WHO specifically benefits from your expertise—not everyone, your right people. Define the specific PROBLEMS you solve that others in your field cannot solve as equally well. Create content and conversations that connect your experience to those problems—not your job title. The 2026 Executive Branding Framework: 5 Practices That Move the Needle Current research across executive search, leadership development, and digital strategy points to five practices that define the leaders who are breaking through in 2026: Quality Over Quantity — Strategic Content, Not Random ActsThe research-supported baseline: one original educational post per week and one short-form video per month. This simple cadence, sustained over six months, creates the compound visibility effect that sporadic posting never achieves. Howie reinforced this directly: "Whatever you write, make it short, make it memorable, make it punchy. If you can take the time to make it shorter, do." Human-First Narrative — Authenticity as Executive CurrencyAudiences and boards now seek what researchers call "unapologetic authenticity"—signature stories reflecting values, purpose, and lessons from failure. This is not vulnerability for its own sake; it is strategic humanity that builds the Connection and Charisma pillars of the 7 C's executive presence framework. Strategic Participation — Conversation, Not BroadcastingSuccessful executive brands in 2026 are built not just through publishing but through deliberate participation in "conversation hubs"—commenting on posts from industry leaders, analysts, clients, and peers. Only 1% of LinkedIn professionals post weekly; consistent participation immediately places any leader in a visible minority. Thought Leadership as CurrencyTrue thought leadership in 2026 is sharing original, experience-based insights that change how others think or behave. This differs fundamentally from curating others' content or echoing industry consensus. It establishes authority that transcends a traditional résumé. Short-Form Video — The New Business CardExecutives using short video clips under 90 seconds are seeing 3–5× higher LinkedIn reach than equivalent text posts. Production quality matters far less than consistency and authenticity. One direct, structured insight delivered on camera builds more trust than ten polished written posts. LinkedIn: Your Professional Vault (And You're Barely Using It) Howie described LinkedIn not as a job board but as a living body of work. "Every post, everything you put up there, builds a record that any recruiter, any teammate, any C-suite executive can look at and think: wow, this person knows what they're talking about." He identified two traps executives fall into most often: The Lecture Room Trap: Treating LinkedIn as a broadcast channel where you teach at people. Write scannable, short, conversational content that invites dialogue. The Follower-Count Trap: Chasing vanity metrics. 500 deeply engaged, right-fit connections outperform 50,000 passive followers. Define what you want LinkedIn to do—promotion visibility, client attraction, or authority-building—and optimize for that specific outcome. One of my clients recently wanted me to rewrite her first LinkedIn post before publishing it. My advice: publish it imperfectly. Start. Get feedback. Adjust. Executive personal branding is built through consistent iteration, not through waiting for perfection. The C.A.R.E. Framework: Building Credibility That Gets You Referred Credibility is not about how many people know your name—it is about the depth of trust you have built with the right people. The highest expression of that trust is referral: when someone stakes their own social reputation by recommending you. Howie's C.A.R.E. framework defines the four pillars of that trust: C.A.R.E. Pillar What It Means for Your Executive Brand   CCompetence You are genuinely excellent at what you do. This is the non-negotiable foundation—it cannot be faked and cannot be substituted.   A Authenticity You share what is real—not everything, but nothing false. Perceived inauthenticity destroys brand instantly; genuine stories build it permanently.   RReliability You do what you say. You show up consistently. This is what separates trusted advisors from interesting acquaintances.   E Empathy You genuinely care about the people you serve—their goals, their constraints, their full context. All content and conversation starts there. "When you have all four, you become a credible person that somebody trusts—and the biggest level of trust is when people refer you....

Part 2 of 2 | Continued from: Continuous Improvement Leadership: Women's Career Guide 2026Executive SummaryWomen leaders continuous improvement culture succeeds or fails based on one variable: the leader's personal commitment. Olaf Boettger's 27-year framework reveals the CEO's 90-day launch plan, two fatal CI mistakes, women's natural CI advantage, and the 10-minute personal Kaizen practice that compounds career results starting today.Quick Takeaways70% of CI initiatives fail — almost always due to leader behavior, not methodology (Olaf Boettger, 27 years P&G/Danaher)Women leaders continuous improvement culture succeeds because women's natural humility and collaborative style align with CI requirementsThe CEO's first 90 days: Gemba ? Top-10 Problem List ? 5 Whys ? Impact-Effort Matrix ? Daily HuddlesPersonal Kaizen takes less than 10 minutes per day and starts compounding career results immediatelyLaid-off women can apply CI directly to job search — turning a demoralizing process into a systematic, controllable oneIn Part 1 of this conversation, Olaf Boettger revealed the foundations of women leaders continuous improvement culture — Kaizen philosophy, Gemba principles, and the three capabilities that make it work: courage, humility, and discipline. But knowing the philosophy is not the same as executing it.Most organizations have heard of Kaizen. Most have tried it. Most have failed.According to Olaf, who spent 27 years at Procter & Gamble and Danaher mastering this system, the failure is rarely about the methodology. It is almost always about the leader.In Part 2 of our Women's Leadership Success Podcast interview, Olaf reveals exactly what a successful women leaders continuous improvement culture launch looks like — the CEO's first 90 days, the two fatal mistakes that kill every initiative, why women bring a genuinely underappreciated competitive advantage to this work, and the personal Kaizen practice that takes less than 10 minutes a day and starts compounding results immediately.As an executive coach with over 30 years of experience (MA, MFT, PCC) and host of a podcast ranked in the top 1.5% globally with over 750,000 downloads, I have seen this framework transform the careers of women who stopped waiting to be recognized and started building systems that made them impossible to overlook. Building a women leaders continuous improvement culture is not only a leadership strategy — it is a career survival strategy in 2026.Ready to make yourself the standout candidate in 2026's competitive market?Download our FREE Leadership Branding Blueprint Accelerator and discover:The exact 5-step system to position yourself as indispensable (not just competent)How to document CI results in a format that gets you promoted 3x fasterThe personal achievement tracker that turns invisible work into visible impactScripts for self-advocacy conversations that feel natural, not pushyDOWNLOAD FREE — womensleadershipsuccess.com/blueprintThe CEO's First 90 Days: Your Continuous Improvement Culture Launch PlanIf you are stepping into a new leadership role — or finally ready to build a women leaders continuous improvement culture in your existing organization — the first 90 days set everything. Olaf's approach is structured around a deceptively simple insight: the problems you can solve are already visible if you are willing to go look at them.Step 1: Go to Gemba — The Real Place (Days 1–30)Gemba is the Japanese term for the real place — where the work actually happens. For a CEO or senior leader, Gemba might mean riding along with a salesperson, observing operations on a floor, sitting with engineers reviewing prototypes, or speaking directly with customers about how they use your product.This is not a listening tour. It is a fact-gathering mission. The gap between what leadership believes is happening and what is actually happening is, in most organizations, enormous. The only way to close that gap is to go see for yourself.For women building a women leaders continuous improvement culture, this Gemba-first approach is especially powerful: it signals humility and curiosity before authority — the exact combination that earns trust fast in new organizations.Step 2: Build Your Top-10 Problem List (Days 15–30)After Gemba, the next move is prioritization. A former Danaher colleague of Olaf's — who became CEO of a large Anglo-American corporation — used exactly this method: he created a numbered top-10 problem list and began working through it methodically with his teams.The discipline here is critical. You are not solving all problems. You are sequencing them. Problem 1 gets your full attention and resources until it is resolved. Then Problem 2. Then Problem 3. This focus prevents the scattered, multi-initiative paralysis that kills most CI attempts before they produce results.Step 3: Apply the 5 Whys to Find Root Causes (Days 20–60)Once you have your prioritized list, the next step is diagnosis. Olaf uses the 5 Whys — a Toyota-originated technique where you ask 'why does this problem exist?' and then ask 'why?' to each answer, five levels deep. By the fifth 'why,' you are nearly always at the systemic root cause rather than a surface symptom.The difference is critical. Treating symptoms produces temporary fixes. Addressing root causes produces permanent improvement. This is why organizations that chase the first obvious solution — like a $50 million ERP system — often spend enormous resources only to discover the original problem persists.Step 4: Use the Impact-Effort Matrix to Sequence Solutions (Days 30–60)Not all solutions are equal. Olaf teaches leaders to categorize every potential solution across two dimensions: impact (does it actually solve the problem?) and effort (how much time, money, and energy does it require?).Solution CategoryPriority Action? High Impact + Low EffortDo these FIRST — quick wins that build momentum and credibility? High Impact + High EffortPlan carefully — these are your strategic projects? Low Impact + Low EffortDo only if capacity allows — don't let these consume bandwidth? Low Impact + High EffortEliminate — these drain your CI culture before it startsStep 5: Run Daily Red/Green Huddles as Your Standard Management Meeting (Days 1–90)As described in Part 1, the 15-minute daily red/green huddle is not a CI activity added on top of normal business. It IS the management meeting. Red means a problem is identified and being addressed. Green means performance is on track. Run without exception every day, it signals that the improvement culture is real — not a program that fades at the next crisis.What Your Organization Sees by Day 90When you execute this plan, three things happen simultaneously: your team sees you are committed enough to observe their actual work; they see the organization's most painful problems being addressed systematically; and they begin to internalize what a good solution looks like. This is how women leaders continuous improvement culture takes root — through behavior modeling, not value announcements.The 2 Fatal Mistakes That Kill Continuous Improvement InitiativesOlaf estimates there is a graveyard of failed CI initiatives in nearly every large organization. The causes are almost never about the methodology. Here are the two patterns he sees repeatedly — and what women leaders can do differently.Fatal Mistake #1: The Leader Who Wants Results Without ChangingIn German, there is a phrase for this: 'Wash my fur, but don't make me wet.' The leader wants the outcomes of CI — better numbers, more efficient teams, fewer crises — but is unwilling to personally change how they operate. They hire consultants, launch programs, run trainings. And then they return to their previous behavior.This is fatal because culture follows behavior, not announcements. If the CEO does not go to Gemba, the SVP will not go to Gemba. If the SVP does not go, the VP will not go. By the time the directive reaches managers who are supposed to implement CI, it has been diluted into a program that nobody owns.For women leaders specifically: the antidote is your natural advantage — the willingness to be publicly humble, to admit what you do not know, and to go see before you decide. A women leaders continuous improvement culture that the top leader personally models is one that spreads without a mandate.Fatal Mistake #2: Treating CI as a Separate ActivityThe second pattern is more subtle but equally deadly: organizations that run CI as a parallel track alongside their 'normal' business. Friday afternoon training. Quarterly workshops. A dedicated CI team that other leaders do not engage with.This is the wrong model entirely. At Toyota, Danaher, GE, and every organization where CI works long-term, continuous improvement is not something you do in addition to running the business. It IS how you run the business. The 15-minute daily red/green huddle is not a CI activity — it is the operational meeting. The improvement system and the management system are the same system.The practical implication: if your organization has a CI initiative that exists separately from how work is actually managed, advocate for integrating the two. That single structural change will determine whether your women leaders continuous improvement culture produces lasting results or joins the graveyard.Why Women Leaders Build Continuous Improvement Culture BetterOne of the most powerful moments in our conversation came when I asked Olaf directly: do women bring unique strengths to continuous improvement culture?His answer was unequivocal — and grounded in 27 years of observing what actually works in organizations around the world."There is a lot less ego involved in a lot of women I've worked with. And if we look at the three capabilities for successful continuous improvement — courage, humility, and discipline — I've seen women bring more to the table, especially on the humility side. Being more open to say: let's bring others in,...

EXECUTIVE SUMMARYIn 2026's 'forever layoff' era, women leaders who master continuous improvement leadership outperform peers, reduce their layoff risk, and accelerate promotions. Olaf Boettger's 27-year Kaizen framework — courage, humility, discipline — turns daily small improvements into extraordinary career results.Key stat: Toyota workers are 2x more productive than competitors using this same system.? QUICK TAKEAWAYS•       Continuous improvement leadership doubles your career productivity vs. peers who stop learning•       The 3 capabilities every woman leader needs: courage to name problems, humility to keep learning, discipline to stay consistent•       Kaizen's daily 15-minute team meeting is directly applicable to your own career self-management•       GE's turnaround under Larry Culp proves CI works in any industry — finance, tech, healthcare, or your own career•       In 2026's 'forever layoff' climate, CI skills signal indispensable strategic value to any organizationIf you're a woman leader in 2026, the job market has changed dramatically — and not in your favor. Glassdoor's Worklife Trends report calls it the 'forever layoff': small, rolling cuts that never make headlines but keep talented executives in a constant state of anxiety. Meanwhile, AI is reshaping roles at every level, and the competition for standout positions has never been fiercer.As an executive coach with over 30 years of experience (MA, MFT, PCC) and host of the Women's Leadership Success Podcast — ranked in the top 1.5% globally with over 750,000 downloads — I've interviewed more than 144 of the world's top leadership experts. When I heard Olaf Boettger's approach to continuous improvement leadership, I immediately knew this was the missing framework most women leaders had never considered.Olaf spent 27 years at Procter & Gamble and Danaher — two of the most operationally excellent companies on earth — mastering the Japanese Kaizen philosophy. What he discovered translates directly to career acceleration: the same system that doubled Toyota's worker productivity and powered GE's biggest turnaround in American history can supercharge your leadership brand and make you the candidate no one can afford to pass over. The 2026 Career Reality: Why 'Working Hard' Is No Longer Enough The data is sobering for women leaders right now. According to Glassdoor's 2025 Workplace Trends report, small layoffs — under 50 people — now represent 51% of all job cuts, up from just 38% in 2015. These 'forever layoffs' create cultures of anxiety where talented women question their value daily.At the same time, female manager engagement dropped seven percentage points in 2025 alone — the steepest decline of any group, according to Gallup research. Women leaders are being asked to do more with less, carrying teams through AI disruption and RTO mandates, while their own career advancement stalls.The traditional answer — work harder, be more visible, volunteer for every high-profile project — simply isn't scaling. In a market where 45% of employers rate the job outlook as 'fair' at best, you need a completely different strategy. You need continuous improvement leadership. ? Ready to transform your career trajectory?  Download our FREE Leadership Branding Blueprint Accelerator and discover:•       A proven system to document your impact and accelerate promotions•       How to build a leadership brand that makes you the obvious choice•       A measurable framework for expanding your organizational influence•       Strategic positioning for high-visibility, career-defining initiatives•       The same approach Sabrina uses with Fortune 500 executives to 3x their promotion speed? GET YOUR FREE LEADERSHIP BRANDING BLUEPRINT ACCELERATOR What Is Continuous Improvement Leadership? The Kaizen Framework Explained Continuous improvement — known in Japanese as Kaizen, meaning 'change for the better' — originated at Toyota nearly 90 years ago. After World War II, with limited resources and a need to compete globally, Toyota developed a system to extract maximum quality and efficiency from every process. That system, now called the Toyota Production System, became the foundation of what we know as Lean, Six Sigma, and the Danaher Business System.For women leaders, continuous improvement leadership means applying these same principles to your career, your team, and your organization. It is not a one-time initiative or a January resolution. It is a daily practice — a permanent operating system.The Three Foundation PrinciplesOlaf distills continuous improvement leadership into three core principles:Kaizen — The belief that there is always a better way. This is not about being self-critical; it is about being growth-oriented. Every interaction, presentation, and leadership decision is an opportunity to iterate and improve.Go to Gemba — Go to the real place. Stop relying on slide decks and secondhand reports. As a leader, this means visiting your stakeholders, understanding what your team actually experiences day-to-day, and staying close to the work that creates value.Customer focus — Always anchor to what your 'customer' values. In a career context, your customers are your executive stakeholders, your team, and the business outcomes you're hired to deliver. Everything you do should be filtered through: does this add value for them?The Three Capabilities That Determine SuccessAccording to Olaf, your mindset determines everything. Leaders who succeed with continuous improvement possess three non-negotiable capabilities:CapabilityWhat It Looks Like in PracticeWhy Women Leaders Need It NowCOURAGEHonestly naming when your performance or your team's is 'red' — even when the culture rewards positivity over truth.In 2026's performance-pressured environment, leaders who surface problems first are seen as strategic — not weak.HUMILITYStaying open to learning regardless of your experience level. As Olaf says: the best leaders he's known, including P&G's CEO A.G. Lafley, were the most humble.Imposter syndrome tempts women to prove they already know everything. Humility is the counterintuitive superpower.DISCIPLINEShowing up for improvement consistently — not just in January. Committing to the decade, not the quarter.Career advancement compounds. The women who stand out in 2026 are those who have been quietly improving for years. The Business Case: What Continuous Improvement Leadership Actually Delivers For skeptics — and Olaf acknowledges that many leaders initially resist this approach — the numbers make a compelling argument. Toyota, the originator of this system, generates roughly twice the revenue per employee compared to its nearest competitors. Danaher, where Olaf spent the bulk of his career, has sustained approximately 15–16% compound annual growth for 40 consecutive years.The most visible example is GE's transformation under Larry Culp — the former Danaher CEO who took over when GE was in deep financial trouble. Using continuous improvement as the operating backbone, Culp and his teams executed what many consider one of the greatest corporate turnarounds in American business history, eventually splitting GE into three highly successful independent companies.On a practical level, Olaf shared a specific case study from a Danaher acquisition: a company delivering orders on time just 50% of the time. Using CI methodologies, that number rose to 95%. For context, if Amazon delivered your packages on time half the time, you'd stop using Amazon. A 45-percentage-point improvement is not incremental — it's transformational. TRY THIS NOW (10 Minutes)Apply Olaf's Red/Green method to your career right now: Identify one goal you have for your career this quarter (promotion, salary increase, high-visibility project).Set a specific target. Write your current actual. Color code it: are you green (on track) or red (below target)? If red — write one sentence explaining why.Then write one action you will take this week to close the gap. That's continuous improvement leadership in action. Do this every Monday.  How to Apply Continuous Improvement Leadership to Your Career in 2026 The beauty of Kaizen is that it scales from a Toyota factory floor to your personal career strategy. Here's how to translate Olaf's framework into your daily leadership practice:The 15-Minute Daily Leadership HuddleAt every Danaher facility, teams hold a 15-minute standing meeting every morning. They review five metrics — safety, quality, delivery, inventory, productivity — and ask: are we red or green? If red, why? Who does what by when?For your career, your five metrics might be: stakeholder relationships, project delivery, skill development, visibility, and team performance. A daily or weekly 10-minute self-check asking those same questions creates the discipline of continuous improvement at the individual level.Visual Management for Your CareerOlaf emphasizes making performance visible. In organizations, this means color-coded boards. For your career, this translates to maintaining a simple achievement tracker — a running document of your wins, metrics, and impact — that you review weekly. This directly feeds your Leadership Branding Blueprint and becomes the evidence base for promotion conversations.The Growth Mindset + Kaizen ConnectionOlaf's PhD research connected him deeply to Carol Dweck's work on fixed vs. growth mindsets. Dweck's research demonstrates that individuals who believe abilities can be developed through dedication consistently outperform those who believe talent is fixed. Continuous improvement is the operational expression of growth mindset — it gives you the system that turns that belief into measurable career results. Your 7-Step Continuous Improvement Career Action Plan Step 1 (10 min): Define your career target....

The Neuroscience of Thriving: How Women Leaders Transform Burnout Into Happiness and High Performance With 60% of senior women reporting record burnout (McKinsey, 2025) and 82% of all employees at burnout risk, the happiness crisis demands neuroscience-based solutions. Dr. Paul Zak reveals the "key moments" framework, Love Plus algorithm, and immersion science that transforms workplace well being, leadership culture, and sustained career success. • Happy workers are 13% more productive, with wellbeing interventions showing 10-21% productivity gains (Oxford, 2024) • 50% of happiness comes from quality social relationships—80% of "key moments" are social experiences • Women leaders who invest in relationships develop different brain activity patterns for sustained thriving • The "do-not-do list" creates bandwidth for extraordinary experiences that prevent burnout • Silence, volunteering, and authentic vulnerability are neuroscience-backed practices for long-term happiness As an executive coach with over 30 years of experience (MA, MFT, PCC) and host of the Women's Leadership Success Podcast (900,000+ downloads, top 1.5% globally), I'm witnessing an unprecedented crisis: 60% of senior-level women report feeling frequently burned out—the highest level ever recorded (McKinsey, 2025). And it's getting worse. WebMD Health Services research shows burnout perceptions increased by over 25% from 2022 to 2024, with 82% of all employees now at burnout risk. Gen X women leaders, senior managers, and directors face the highest rates—precisely the women who should be thriving at the peak of their careers. But what if the solution isn't "work-life balance" programs or meditation apps? What if neuroscience reveals a completely different approach to sustained happiness and high performance? In Part 2 of my interview with Dr. Paul Zak—pioneering neuroscientist and author of "Immersion: The Science of the Extraordinary and the Source of Happiness"—we explore the brain-based framework for thriving that transforms how women leaders approach wellbeing, create extraordinary workplace cultures, and sustain career success without sacrificing happiness. The Thriving Crisis: Why Traditional Wellbeing Programs Fail Women Leaders Fast Company (2025) reports that throughout 2025, companies treated employees with "stunning disregard": rolling layoffs, unchecked workloads, and blind eyes to burnout. Over 200,000 American women quit their jobs this year, citing inflexible policies and lack of support. For women leaders specifically: • Only 26% strongly agree their organization cares about their wellbeing (Gallup, 2025) • 42% of working women say their job has had a negative impact on mental health (vs. 37% of men) • Women who feel stressed daily are 46% more likely to actively seek new jobs • 36% of full-time women have a mismatch between preferred and actual work arrangements Why the Gap? Most organizations spent the past decade conflating wellbeing with wellness programs. They handed out meditation apps, gym stipends, and yoga classes while ignoring the root causes: uncaring managers, lack of connection, always-on expectations, and feeling unappreciated. The result? Burnout soared, engagement flat-lined, and the best women leaders walked awa What Neuroscience Reveals About Thriving vs. Surviving "The book has the title Happiness in it, but it's really about thriving," Dr. Zak clarifies. "How do I extend positive mood and high energy over my lifetime?" Using distributed neuroscience technology and the Six app (measuring brain activity continuously at one-second frequency), Dr. Zak's research team discovered something revolutionary: People who have 6 or more "key moments" daily are truly thriving—engaged in life, resilient to stress, and sustaining high performance. What Are Key Moments and Why Do They Matter? "Key moments are high-value experiences that help us grow as human beings and thrive," Dr. Zak explains. "What we found is that the systems in the brain that give us these high-value moments are deep in the brainstem, hidden from our conscious awareness." Dr. Paul Zak This explains why traditional self-assessment wellbeing surveys fail: Most people cannot accurately identify what truly makes them happy. "When we ask people, 'What was your most important moment yesterday?' they don't know," Dr. Zak reveals. "Because it's hidden from conscious awareness. Many times, people will do something they think is really fun that doesn't give their brain a lot of value." The Neuroscience: Why Social Connection Drives Happiness Recent research from Oxford University confirms what Dr. Zak's neuroscience proves: About 50% of our happiness is due to the quality of our social relationships. But here's the critical finding for women leaders: 80% of key moments are social experiences. "It's the people that give me that ability to be present and emotionally open," Dr. Zak emphasizes. "Sometimes I'll get a key moment when I'm really in a great writing project, but mostly, it's when I'm out at a conference, having dinner with people, giving talks." The Leadership Implication: Women leaders facing declining corporate support (only 54% of companies now prioritize women's advancement) cannot wait for organizational culture change. You must proactively create the social connections and immersive experiences that sustain your brain's capacity to thrive. The Two Core Components: Presence and Emotional Openness 1. Being Present "If I'm distracted, it's not going to be a good experience for me," Dr. Zak explains. "So I'll often take my phone and just turn it off in meetings. Hey, you guys, this is an important meeting, I need all the phones off." For Women Leaders: • Create technology-free zones during strategic thinking and team conversations • Block "thinking time" on your calendar—treat it as sacred as client meetings • Practice "walking in silence" to oxygenate your brain and generate ideas • Use the 60-90 minute rule: take 5-minute movement breaks to maintain cognitive clarity 2. Being Emotionally Open "Do we want to be around people who don't share their emotions with us?" Dr. Zak asks. "No. If I say 'I'm having a tough day' and you're like 'oh, that's terrible' with no emotion—that's not a friend, that's a robot." Emotional experiences are saved in memory in a particular way that makes them more easily accessible. When you share authentic emotions, you activate neural pathways that build trust, create connection, and generate the key moments that sustain thriving. Critical for Women Leaders: This isn't about oversharing or being "too emotional" (a bias women already face). It's about strategic vulnerability that makes you relatable, trustworthy, and capable of building the deep connections that drive both happiness and high performance. The Love Plus Algorithm: A Neuroscience Framework for Daily Happiness When Time Magazine asked Dr. Zak to write three sentences on New Year's resolutions, he created what he calls his "algorithm for living a happy and fulfilled life": Love Plus. The Love Plus Framework: L - Love and be loved Invest deeply in relationships. Research shows 50% of happiness comes from social connection quality. For women leaders, this means prioritizing meaningful relationships with family, friends, and trusted colleagues—not just networking transactions. O - Openness to new experiences Travel, try new activities, engage with different perspectives. Novel experiences create neurological growth and generate key moments that sustain thriving. V - Volunteering and giving back "The evidence is so overwhelming that helping others makes you happy," Dr. Zak notes. Even small acts of generosity—buying a colleague coffee, mentoring a junior team member—create reciprocal happiness loops. E - Exercise Physical movement isn't just wellness theater. It oxygenates the brain, reduces stress hormones, and creates conditions for key moments to emerge. PLUS: • Purpose: Connect daily work to larger meaning and impact • Learning: Continuous growth through reading, courses, new skills • Unique experiences: Prioritize extraordinary moments that create lasting memories • Silence: Create space for reflection, creativity, and strategic thinking How Women Leaders Apply Love Plus Daily Dr. Zak's framework isn't theoretical—it's immediately actionable: Morning: 10 minutes of silence before checking devices (builds presence, reduces cortisol) Workday: 2-3 "connection moments" with team members beyond task management (builds trust, creates key moments) Lunch: Walk outside without phone (exercise + silence + openness to new observations) Afternoon: Learn something new—read an article, take a short course, explore a topic (continuous learning) Evening: Invest in deep relationships—quality time with family/friends, not just logistics (love and be loved) Weekly: Volunteer or mentor (giving back creates sustained happiness) The Do-Not-Do List: Creating Bandwidth for Thriving "Many executives tell me they don't have time for key moments," Dr. Zak acknowledges. His solution? The do-not-do list. "I realized I was doing a lot of things on my to-do list that weren't actually that valuable. So I made a second list called my do-not-do list. And it's way longer than my to-do list." Examples from Dr. Zak's Do-Not-Do List: • Do not attend meetings without clear agendas and time boundaries • Do not respond to every email within 2 hours (batch processing instead) • Do not say yes to every speaking invitation (protect creative bandwidth) • Do not schedule back-to-back meetings all day (protect key moment opportunities) • Do not work weekends as default (protect relationship investment time) For Women Leaders: What activities drain energy without creating value? What obligations stem from people-pleasing rather than strategic necessity? Your do-not-do list creates the space for the 6+ daily key moments that neuroscience shows drive sustained thriving. ...

Women leaders face declining sponsorship support—only 31% have sponsors compared to 45% of men (McKinsey, 2025). Neuroscience reveals storytelling activates unique brain patterns that make your achievements memorable and promotable. Learn the immersion framework that transforms ordinary experiences into extraordinary career opportunities for women managers, directors, and VPs.

Master the "tone, intent, outcome" framework and build trust through vulnerability to navigate your most difficult conversations at work and become a better leader. You've mastered the fundamentals of negotiation in Women’s Leadership Success 153 ( part I). Now it's time to tackle the conversations that keep you up at night: the confrontation with an angry stakeholder, the politically charged discussion dividing your team, the compensation negotiation where everything is on the line, or the feedback conversation that could make or break a critical relationship. This discussion former Scotland Yard negotiator Scott Walker  reveals advanced strategies that separate good leaders from exceptional ones. These are the frameworks used when hostages' lives hung in the balance‚ adapted specifically for the high-stakes leadership challenges women executives face every day. Building on the Foundation Effective difficult conversations at work require mastering several core principles: reframing negotiation as a conversation with purpose, managing emotional hijacking through behavioral change indicators, listening at deeper levels to understand emotion and perspective, asking questions rather than making statements, preparing thoroughly using systematic frameworks, and seeking practice opportunities with challenging people. Now we build on that foundation with advanced strategies for the conversations that truly test your leadership capacity. Understanding Their World: The Foundation of Influence You Cannot Influence Someone You Don't Understand A principle that transforms how women leaders approach difficult conversations at work: You can't influence somebody unless you already know what influences them. You're wasting your time. It's the height of arrogance, and you're not really going to succeed long-term anyway. This isn't about manipulation‚ it's about genuine understanding. To truly influence someone, you must understand their beliefs and values, decision-making rules and criteria, primary emotional drivers, how they see the world and their place in it, and what human needs they're trying to meet. The Only Path to This Understanding: Deep Listening Most people think they're excellent listeners, yet often go through the motions without truly engaging. Being on the receiving end when someone is thinking about a million other things feels infuriating and dismissive. The Critical Truth About Listening in Difficult Conversations No one has ever listened themselves out of a job or a relationship. This simple truth carries profound implications for women leaders navigating difficult conversations at work. Deep listening doesn't diminish respect, authority, or influence‚ it amplifies all three. The 5 Levels of Listening for Difficult Conversations Levels 1-3: Surface Listening (Where Most Leaders Get Stuck) Level 1: Distracted Listening Nodding while mentally planning your rebuttal or thinking about other priorities. The other person immediately senses your lack of genuine engagement, trust erodes, resistance increases, and resolution becomes impossible. Level 2: Rebuttal Listening Waiting for them to finish so you can explain why they're wrong. You're not actually processing their perspective, just defending your own. Both parties dig into entrenched positions and the conversation becomes adversarial. Level 3: Logic-Only Listening Focusing solely on facts, data, and logical arguments while ignoring emotions. Most difficult conversations at work are driven by emotional needs, not logical disagreements. You address surface issues while core concerns remain unresolved. Levels 4-5: Transformational Listening Level 4: Listening for Emotion What emotions are driving this person's position? Fear? Frustration? Feeling undervalued? Anxiety about change? Notice emotional shifts and acknowledge them without judgment. Saying "It sounds like this situation is really frustrating for you..." creates connection. Level 5: Listening for Point of View Ask yourself: "Why is this person telling me these specific words RIGHT NOW?" Seek the underlying human needs and deeper motivations beneath the surface position. The presenting issue is rarely the real issue it's usually two to six levels deeper. The Real Issue is Never the Presenting Issue When dealing with kidnappers, they wanted money‚Äîbut it wasn't just about the money. They wanted to save face, to feel like they were in control, to feel significant. If negotiators had only focused on money while ignoring these deeper needs, hostages would have died. In corporate environments, 80% of time on kidnapping cases was spent dealing with internal politics‚Äîwhat's called "the crisis within the crisis." In difficult conversations at work, competing egos and siloed thinking often create more obstacles than the actual business challenge. When your team member asks for a raise, the real issue might be feeling undervalued compared to peers, concern about supporting their family, fear of falling behind in their career, desire for recognition of contributions, or worry that you don't see their potential. The Breakthrough Question: "Why is this person telling me this specific message right now? What underlying human need are they trying to meet?" This transforms you from a transactional negotiator into a strategic influencer. The "Tone, Intent, Outcome" Framework for Preparation Systematic Approach to Difficult Conversations Before any high-stakes conversation, explicitly define three elements. This framework transforms anxiety-inducing difficult conversations at work into strategic opportunities. Component 1: TONE What emotional atmosphere do you want to create? Your tone choice sets the entire trajectory. Consider whether you want collaborative versus confrontational, curious versus defensive, respectful versus dismissive, or calm versus urgent energy. Example scenarios: - Feedback conversation: Supportive, direct, developmental - Conflict resolution: Calm, curious, non-judgmental - Negotiation: Collaborative, firm, professional - Political discussion: Open, respectful, genuinely curious Component 2: INTENT What is your genuine purpose for this conversation? This must be your authentic intent, not a manipulative cover story. Genuine intent includes understanding their perspective fully before sharing yours, finding a solution that works for both parties, repairing a relationship while addressing the issue, setting clear boundaries while maintaining respect, or advocating for your needs without damaging connection. Research from Darden Business School shows that women who approach negotiations with clear, authentic intent focused on mutual benefit achieve better outcomes than those using aggressive tactics. Your genuine intent will show up in your words, tone, and body language. Component 3: OUTCOME What does success look like? Be specific about what needs to be different after this conversation, what specific agreements or commitments you need, what would represent a win-win scenario, and what's your walk-away point. The Power of This Framework: When you explicitly define Tone, Intent, and Outcome before difficult conversations at work, you reduce anxiety through clarity, avoid emotional hijacking by anchoring to your intention, recognize when you're off-track and can self-correct, and can evaluate afterward whether you achieved your goals. Practical Exercise Think about a challenging conversation you need to have this week. Write down your desired tone, authentic intent, and successful outcome. Evaluate whether your intended tone aligns with your authentic intent and whether your desired outcome reflects a win-win possibility. Building Trust Through Tactical Empathy The Paradox of Vulnerability in Leadership One of the most powerful techniques for difficult conversations at work seems counterintuitive: demonstrating vulnerability and acknowledging the other person's perspective even when you completely disagree. The Technique: Emotional Labeling + Paraphrasing This specific formula includes three steps: label the emotion you're observing using phrases like "It looks like..." "It sounds like..." "It feels like...", paraphrase their complete perspective as if the words were coming from their mouth, including their emotional state, concerns, and interpretation, then pause and wait for confirmation or correction. Example Application: "You seem really angry with my behavior in this deal. This is taking a long time, you feel like I haven't really delivered on what I said I was gonna do, you feel as if I'm just taking you for granted and your goodwill for granted here, and actually you probably don't have much trust left in me being able to follow through and completing this on time." Notice what's happening here: demonstrating complete understanding of their perspective without defending, justifying, or explaining, making their emotional experience visible and valid, and waiting for their response before proceeding. Why This Transforms Difficult Conversations at Work You might think they're completely wrong and seeing things from a misguided viewpoint. That doesn't matter at this point. When you accurately reflect someone's perspective, one of two responses occurs: Response A: "Yes! You've hit the nail on the head. That's exactly it." They feel seen and heard, defensive walls come down, and real conversation can begin. Response B: "No, no, no, that's not it. It's actually this..." You're getting better data about what's really going on, moving closer to the real issue. Either way, you're gaining valuable information while the other person feels understood. The Neuroscience Behind This Technique When someone feels genuinely understood, their amygdala (threat detection system) calms down, allowing the prefrontal cortex (rational thinking) to engage. This physiological shift is why tactical empathy in difficult conversations at work literally changes brain function moving both parties from re

Master Tactical Empathy and Emotional Intelligence Techniques That Transform Negotiation Skills for Women Leaders Into Collaborative SuccessDo you avoid difficult conversations at work? Does the word "negotiation" make you uncomfortable? You're not alone. Research from Cornell University reveals that many women would rather go to the dentist than negotiate for themselves—yet negotiation is one of the most critical leadership skills you must master to advance your career.Here's the surprising truth: Women leaders actually possess natural strengths that lead to superior negotiation outcomes. New 2025 research from Columbia Business School shows that women's relational negotiation approaches result in 23% fewer impasses and often achieve better deals than aggressive tactics—especially when alternatives are weak.In this groundbreaking episode of the Women's Leadership Success podcast, I sit down with Scott Walker, who spent 5 years at Scotland Yard supporting families whose loved ones had been kidnapped and helped secure their release. Now a keynote speaker and author of the Sunday Times bestseller "Order Out of Chaos," Scott reveals how the same techniques he used to save lives can transform how women leaders navigate workplace negotiations, difficult conversations, and high-stakes decisions.What Is Negotiation Really? (It's Not What You Think) Negotiation Skills for Women Leaders - Reframing Negotiation as a Conversation With Purpose"Life is one big negotiation," Scott explains. "We're negotiating all day, every day. It's simply a conversation with a purpose—whether you're dealing with kidnappers in a boardroom or with your teenagers who just do not want to do what you want them to do."Most women run from negotiation because they've been taught it's:- Aggressive and confrontational- A sleazy sales tactic- A win-lose battle where someone gets hurt- Incompatible with creating equity in relationshipsBut this outdated view keeps talented women leaders from asking for what they deserve and advocating effectively for their teams.The New Definition of Negotiation for Women Leaders:Negotiation is any conversation where you're looking to:- Influence or persuade others- Bring about cooperation or collaboration- Achieve a specific outcome- Solve a shared problem- Build understanding across different perspectivesWhen you reframe negotiation this way, it becomes less about combat and more about connection—which aligns perfectly with women's documented strengths in relational communication.Why Women's Negotiation Skills Are Actually Superior in Leadership RolesContrary to persistent myths, recent research reveals that women's negotiation approaches often produce better results:Columbia Business School (September 2025): Women negotiators who use relational strategies achieve better outcomes than those using aggressive tactics, particularly when negotiating from positions with weak alternatives. Their approach of "asking for less but receiving more" avoids impasses that derail deals.Darden Business School (2025): Women who secure leadership positions typically use "shaping strategies"—proposing creative solutions that go beyond the immediate scope of negotiation to create value for both parties. This approach generates better long-term outcomes than traditional positional bargaining.Harvard Program on Negotiation (2025): While women still face backlash for negotiating assertively, those who frame their asks around mutual benefit and relationship preservation achieve similar or better outcomes than aggressive negotiators.The bottom line? Your natural inclination toward relationship-building and creative problem-solving isn't a weakness in negotiation—it's a strategic advantage.Scott Walker's Background: From Scotland Yard to Business Boardrooms The Making of a Master NegotiatorScott Walker spent 16 years as a career detective at Scotland Yard, dealing with organized crime and counter-terrorism investigations. But the turning point came when a colleague returned from three days negotiating the release of a kidnapped child from a drug gang."I was drowning in paper cuts from all the crime reports I had to supervise," Scott recalls. "When I heard about what my colleague was doing, I thought, 'I want some of that.'"After completing the rigorous selection process and training, Scott spent five years as a kidnap negotiator:- Receiving calls at 2 AM to race across London- Sitting with terrified families receiving calls from kidnappers- Working with his team to secure hostage releases- Negotiating in life-or-death situations where every word matteredAfter leaving law enforcement, Scott spent another decade doing kidnap negotiation work in the private sector across every industry and continent imaginable.The Universal Negotiation Principles That Apply to Business Leadership and Your Career DevelopmentWhat Scott discovered through thousands of hours negotiating with criminals is that the same principles apply to everyday business situations:?Emotional management is everything – Whether facing a kidnapper or a hostile board member, your ability to manage your own emotions determines your effectiveness?Listening reveals hidden motivations – The presenting demand is rarely the real issue; deep listening uncovers what people truly need? Questions are more powerful than statements – Asking thoughtful questions creates influence; making statements creates resistance? Preparation prevents emotional hijacking – Anticipating obstacles keeps you centered when conversations get difficult? Tactical empathy builds trust – Understanding someone's perspective doesn't mean agreeing with it, but it creates the foundation for influenceThese principles form the core of negotiation skills for women leaders who want to advance without compromising their values or authentic leadership style. The Emotional Hijack: Why Smart Leaders Make Terrible Decisions Understanding Your Brain Under Pressure One of my executive coaching clients faces a recurring challenge: When someone accuses him of something or doesn't listen to him, he gets angry. As you can imagine, this doesn't work well in leadership positions.Scott immediately recognized this pattern: "We can all empathize with that. It's emotional hijack—the amygdala, that tiny part of our brain hardwired to fight or flee. When our hot buttons are pressed, we get hijacked. That's when we say something we later regret or hit send on an email and think, 'Where's the recall button?' But it's too late."Scott's Own Negotiation Disaster (And What He Learned)Even expert negotiators aren't immune to emotional hijacking. Scott shares his humbling experience on his very first kidnapping case:"I nearly had the shortest career as a negotiator. I'm advising this family whose son had been taken hostage, and they're just not listening to me. I'm full of enthusiasm and ego and testosterone—I'm the savior! And I just blew up at them."His supervisor immediately pulled him out of the room with feedback that changed his career: "Scott, your job is not to tell people what to do. Your job is to seek first to understand them and where they're coming from, and then you can look to influence them."  The Behavioral Change Indicators (BCI) MethodScott teaches a practical framework for recognizing when someone—including yourself—is heading toward emotional hijacking:Physical Behavioral Change Indicators:- Facial expressions shifting (jaw clenching, brow furrowing)- Body posture changing (crossing arms, leaning back, leaning forward aggressively)- Breathing patterns altering (rapid, shallow breaths)- Voice characteristics shifting (tone, pitch, volume, speed)- Physical tension increasing (fist clenching, fidgeting)Verbal Behavioral Change Indicators:- Vocabulary changes (suddenly using harsh or absolute language)- Topic shifting (avoiding or obsessing over specific subjects)- Repetition patterns (saying the same thing multiple times)- Question patterns (asking more or fewer questions)- Silence (withdrawing from conversation entirely) The Power of Observation:"If you can spot these behavioral change indicators in yourself or others, you can intervene before the emotional hijack takes over completely," Scott explains. "It's like seeing the train coming down the track—you still have time to step off the rails." Practical Exercise: Building Your Emotional IntelligenceWant to sharpen your ability to read emotions? Scott shares a brilliant practice technique I love recommending to my coaching clients:The Silent TV Exercise:Turn on a TV show or movie with the sound completely offWatch the actors' facial expressions and body languageTry to identify what emotions they're experiencing (angry, jealous, sad, excited)Turn the sound back on to see if you were correctPractice this regularly to build your emotional reading skills"Most people would get it right," Scott notes, "because we're hardwired to negotiate, influence, and persuade. We just need to bring intentionality to it."You can also practice in daily life with lower-stakes situations: "It looks like you're feeling sad right now—is that accurate?" Whether they confirm or correct you, you're building the muscle memory for the high-stakes conversations.The Power of Listening: Moving Beyond the Presenting Issue Why Most Leaders Are Terrible Listeners (And Don't Realize It)"Most of us think we're the world's best listeners," Scott admits with a laugh. "But I'm guilty of just going through the motions sometimes. And I've also been on the receiving end when I know the person in front of me is thinking about a million other things than what I'm actually saying—and it's infuriating."Here's a truth bomb every woman leader needs to hear: You cannot influence someone unless you already know what influences them. Trying to persuade without understanding is the height of arrogance and rarely succeeds long-term. The 5 Levels of Listening FrameworkScott developed this powerful framework to help leaders understand

From Novice Prompts to Expert Systems: How to Build AI Workflows That Run Your Routine Work While You LeadIn Part 1, we explored the foundational mindset for AI executive productivity—the shift from 80% routine work to 80% creative work. Now, in Part 2, Barry O'Reilly reveals the specific AI executive workflow automation systems that make this transformation real.This isn't theory. These are the exact workflows, prompts, and systems that Barry and leading executives use daily to reclaim their time and amplify their leadership impact.What you'll learn: The weekly business review system that takes 90 seconds instead of 30 minutes. How to audit your work with AI's help. Building your personal prompt library. And why your unlearning rate must exceed your irrelevance rate.The AI Executive Workflow Automation Philosophy: Creative Work + Automated DisciplineBefore diving into specific systems, understand the core principle driving effective AI executive workflow automation: "Every time you can automate routine but disciplined work, you're moving the needle toward having more capacity to do creative problem-solving work. That's where you get the power and real promise of what AI is—people doing the best work of their life." Barry O'Reilly The Work Category FrameworkAI executive workflow automation works by understanding two distinct categories of leadership work:Category 1: Creative Problem-Solving WorkStrategic planning and vision developmentComplex decision-making in ambiguous situationsCoaching team members through challengesInnovation and new product/service designBuilding relationships and influencing stakeholdersPattern recognition across diverse business situationsCategory 2: Routine Disciplined WorkWriting meeting follow-ups and summariesTracking action items and deadlinesSending reminder notificationsCompiling weekly/monthly reportsScheduling and calendar managementData entry and information organizationThe AI Executive Workflow Automation Insight: Humans should do Category 1. Machines should automate Category 2. The problem is most executives spend 80% of their time in Category 2.As Barry explains: "Machines essentially offer this opportunity to automate a lot of that disciplined, repeatable, routine work—like having an auto-scheduler that sends an email 5 days before a task is due. I don't want to think about it, I don't want to send it, but a machine is amazing at making sure it follows up and does that."The Self-Audit: Ask AI to Analyze Your Work EfficiencyThe first AI executive workflow automation you should implement is having AI audit where you're spending your time. This creates objective data about your current state.The Initial Audit PromptCopy this prompt into ChatGPT, Claude, or your preferred LLM: What AI Will Ask YouWhen Barry guides executives through this process, AI typically asks questions like:About Creative Work:"What tasks do you find most creative, interesting, and rewarding? List them all out.""When do you feel most energized during your workday?""What work would you do more of if you had unlimited time?"About Routine Work:"What tasks are time-sinks that feel like necessary evils?""What do you find yourself repeatedly doing that could be standardized?""What work drains your energy without adding strategic value?"About Time Allocation:"What percentage do you spend on creative work versus routine work?""Over the last year, how much time have you spent on these categories?" (You can even connect your calendar)Example: The Business Expenses AutomationBarry provides a concrete example: "Say it identifies you spend 5 hours a week doing your business expenses. Necessary, because your accountant wants those things. The machine could say to you, 'Instead of spending those 5 hours manually capturing expenses each month, why don't you try to automate it like this?'"Potential Solution: Use an app where you photograph receipts as they happen, automatically transcribe them into a spreadsheet, and capture images—transforming 90 minutes of weekly work into 30 seconds.The Key Insight: You can ask the tool itself to help you identify where it can help you. This self-teaching capability is revolutionary.Building Your AI workflow Prompt Library: From Novice to ExpertOne of the most powerful aspects of AI executive workflow automation is building a library of prompts that consistently deliver high-quality results. But your prompts should evolve dramatically as you progress.The Progression of Prompt SophisticationNovice Stage (Months 0-2):Barry's reflection: "If I look at prompts I wrote even 6 months ago, I was basically saying 'formulate me a strategy to take over the world' and I was excited by the response it gave me."Novice prompt characteristics:Extremely broad and vagueNo context providedGeneric asks like "make this better"One-sentence requestsSatisfied with any responseExample novice prompts:"Write an email to my team""Summarize this meeting""Give me marketing ideas"Intermediate Stage (Months 3-6):As you gain experience, you start adding context and specificity.Intermediate prompt characteristics:Include relevant contextSpecify desired formatProvide examples of good/badMulti-paragraph instructionsRefine based on initial outputExample intermediate prompts:"Write a follow-up email to my coaching client based on this transcript. Include: key themes discussed, behavior shifts identified, agreed actions, and prep for next session.""Summarize this leadership team meeting. Focus on: decisions made, who owns each action, deadlines, and any concerns raised."Expert Stage (Months 6+):Barry describes his current approach: "Now I'm able to ask questions like, 'I'm thinking about a very specific niche, in this micro-market, in this sub-segment, in this town, in that village'—the specificity that I'm able to get to, which the machine has forced me to do, because I no longer am satisfied with the initial response."Expert prompt characteristics:Extremely specific and detailedInclude multiple data sourcesRequest multiple perspectivesAsk for disconfirming evidenceIterate through multiple roundsBuild on previous conversationsExample expert prompts:"Analyze these 10 meeting transcripts from Q4 2024. Identify: (1) recurring themes about Project Phoenix, (2) implicit assumptions our leadership team is making, (3) perspectives we might be missing from stakeholders not in these meetings, (4) 3 strategic options ranging from conservative to transformational, (5) risks with each option, (6) 10 hard questions a skeptical board member would ask me."Your Prompt Library StructureCreate a document with categorized prompts for common AI executive workflow automation tasks:Meeting Follow-Up Prompts:One-on-one coaching sessionsTeam meetingsClient/stakeholder meetingsStrategy sessionsWeekly business reviewsAnalysis Prompts:Market research synthesisCompetitive analysisPattern identification across meetingsBlind spot detectionRisk assessmentCommunication Prompts:Email drafting for different audiencesPresentation outline creationExecutive summary generationDifficult conversation preparationStrategic Thinking Prompts:Scenario planningDecision-making frameworksInnovation ideationProblem-solving for complex challengesThe Weekly Business Review: Barry's Signature AI Executive Workflow AutomationThis is the workflow that demonstrates the full power of systematic AI executive workflow automation. Barry uses this every Friday at 3:30 PM.The System OverviewTraditional Approach:Time required: 30+ minutesMental energy: HighOutput: Half-page summaryConsistency: Varies based on energy/memoryData sources: Fragmented notes and memoryAI Executive Workflow Automation Approach:Time required: 90 secondsMental energy: Low (review only)Output: Comprehensive multi-page analysisConsistency: Perfect every timeData sources: Complete transcripts of all meetingsHow to Build Your Weekly Business Review SystemStep 1: Capture All Meeting DataEnsure you have AI copilots recording and transcribing every meeting throughout the week. Barry uses Otter.ai, but Fireflies, Fathom, or Grain work equally well.Step 2: Create Your Master PromptHere's a template based on Barry's approach: Step 3: Establish the RoutineSet a recurring calendar block: Friday 3:30-4:00 PMDownload all week's transcriptsRun the promptReview output for 90 secondsMake any necessary tweaksSend to teamStep 4: Track MetricsBarry tracks several AI executive workflow automation metrics:Completion Metrics:Average time from action creation to closurePercentage of actions completed on timeNumber of actions rolling over week-to-weekEngagement Metrics:Email open rate (are people reading it?)Response rate (are people engaging with it?)Feedback quality (are people finding it valuable?)Efficiency Metrics:Time spent creating the reviewNumber of follow-up questions neededConsistency of deliveryThe Continuous Improvement LoopAs Barry explains: "You start getting all these metrics that help you improve the weekly business review. If only 5% of people are opening it, like a newsletter, you're probably like, 'Well, there's probably something wrong with this content, I need to tweak it a bit.' I can experiment."Week 1: Create and send your first AI-generated reviewWeek 2: Check open rates and ask team for feedbackWeek 3: Refine prompt based on feedbackWeek 4: Add comparative analysis to last weekWeek 5: Track action completion patternsWeek 6+: Continuously optimizeThe Compounding BenefitsWhat starts as time savings compounds into systematic advantages:Perfect Institutional Memory: Never lose track of commitments or decisionsPattern Recognition: Identify systemic issues across multiple meetingsAccountability: Clear ownership and progress trackingCommunication Consistency: Team knows what to expect every FridayLeadership Presence: Freed time enables more coaching and strategic thinkingBarry's reflection: "This cre

The Unlearning Framework: Your Foundation for AI Executive Productivity Barry O'Reilly's revolutionary approach to AI productivity starts with an unexpected premise: forget about tools and start with yourself. This unlearning framework is critical because success with executive AI productivity hinges less on the technology itself than on leadership transformation and behavioral change. Step 1: Map Your Personal Productivity Traits Before implementing any AI productivity system, understand how you naturally generate and process information. Essential Self-Assessment Questions: How do I do my best thinking—through conversation, writing, visualization, or movement? When during my day do I generate the most valuable strategic insights? Which repetitive tasks drain my energy without adding leadership value? Where am I losing critical information that should be captured and leveraged? Common Executive Productivity Profiles: Verbal Processors: Thrive in coaching calls, strategy sessions, and team discussions Written Processors: Need documentation, outlines, and structured note-taking Visual Processors: Create diagrams, whiteboard sessions, and visual frameworks Kinesthetic Processors: Walk while thinking, use physical gestures, or need movement Understanding your profile is the foundation of effective AI executive productivity implementation. Step 2: Identify What's Holding Back Your AI Productivity The biggest barriers to AI executive productivity aren't technical—they're behavioral patterns that must be unlearned. Critical Mindset Shifts for Executive AI Productivity: OLD: "Meetings are just for talking" ? NEW: Meetings are data-generation sessions that AI can capture and optimize OLD: "I must remember everything important myself" ? NEW: AI copilots capture every detail with perfect accuracy OLD: "Administrative work is simply part of leadership" ? NEW: Routine work should be automated to maximize strategic impact OLD: "I should be able to handle this workload" ? NEW: Leveraging AI executive productivity is strategic leadership OLD: "Learning AI requires technical expertise" ? NEW: You learn AI productivity by doing, not reading The 3-Level Executive AI  Productivity Framework Level 1: Individual Task Enhancement (Beginner) Foundation: Build confidence with immediate AI productivity wins Quick-Start Applications: Refine email communications for clarity and executive presence Generate comprehensive meeting agendas in minutes Summarize lengthy documents and extract key insights Create first drafts of routine communications Brainstorm solutions when strategically stuck Time Investment: 15-30 minutes weekly Productivity ROI: 1-2 hours saved weekly Confidence Boost: Immediate validation of AI capabilities Level 2: Executive Workflow Transformation (Intermediate) The Meeting Revolution: Where executive AI productivity creates breakthrough results Barry O'Reilly's game-changing approach combines AI copilots (like Otter.ai) with large language models to revolutionize meeting follow-up—the single biggest time drain for executives. The 2-Minute AI Executive Productivity Process: Step 1: Let an AI copilot transcribe your meeting automatically (zero active time) Step 2: Download the transcript immediately after (30 seconds) Step 3: Upload to ChatGPT with your pre-written prompt template (30 seconds) Step 4: Review AI-generated output for alignment with your leadership voice (60 seconds) Step 5: Send perfectly formatted, comprehensive follow-up (30 seconds) Traditional Approach: 20-25 minutes per meeting Executive AI  Productivity Approach: 2-3 minutes per meeting Time Saved per Meeting: 18-22 minutes Calculate Your Personal AI Executive Productivity ROI: Stop Drowning in Routine Tasks, Start Doing the Best Work of Your Life with AI Executive Productivity Tips. Are you spending 80% of your day on routine tasks and only 20% on the creative, strategic work that makes you an exceptional leader? You're not alone—and AI executive productivity can reverse this ratio completely. Research shows executives spend the vast majority of their time on time-sinking administrative work while their highest-value creative problem-solving gets squeezed into the margins. Meanwhile, 92% of companies plan to increase AI investments, yet less than 1% of business leaders have mastered AI productivity deployment—creating an unprecedented opportunity for leaders willing to unlearn old habits. In this exclusive two-part interview with Barry O'Reilly—bestselling author of "Unlearn" and co-founder of an AI venture studio—we reveal the AI executive productivity strategies that transformed his workflow from exhausting to energizing, and how women leaders are uniquely positioned to lead this transformation. The Promise: Spend more time doing creative, strategic, high-impact work. Spend less time on routine administrative tasks. Get your life back. Why Are Most Leaders Still Struggling with Artificial Intelligence? Research reveals a striking productivity gap: while AI improves employee productivity by up to 66%, with business professionals writing 59% more documents per hour using AI tools, most executives haven't captured these gains. Barry O'Reilly's survey of 5,000 CEOs, C-suite executives, and VPs uncovered a startling truth: less than 1% feel proficient with AI productivity tools, while 84% remain in early experimental stages. Yet women leaders show remarkable promise in this space. Despite representing only 11% of Fortune 500 CEOs, women lead 18% of the companies most advanced in AI adoption—signaling that female executives may hold the key to unlocking executive AI  productivity at scale. The Traditional Executive Productivity Trap The Exhausting Reality Most Leaders Face: 10 hours of daily meetings consuming all strategic thinking time 2-3 hours of post-meeting administrative burden Lost information and half-remembered action items scattered across platforms Constant stress from unfinished follow-ups bleeding into personal life Zero time for the creative, high-impact work that drives real value With 43% of senior executives struggling with impostor syndrome, many leaders hesitate to admit they need help navigating AI productivity adoption—creating a vicious cycle of overwhelm. Annual Impact: 156-190 hours saved = nearly one full month of productive work reclaimed. Level 3: Strategic Leadership Enhancement (Advanced) AI as Strategic Partner: The most powerful AI productivity application Research shows that leaders must develop five critical skills for the AI age: cultivating AI fluency, redesigning organizational structures, orchestrating collaborative human-AI decision-making, empowering teams through coaching, and modeling personal experimentation. Advanced AI Executive Productivity Applications: Strategic Scenario Planning: Test business strategies against AI-generated counterarguments Identify dangerous blind spots in your strategic thinking Generate multiple strategic options with comprehensive pros/cons analysis Prepare for high-stakes board presentations Practice difficult stakeholder conversations in a safe environment Develop more resilient decision-making frameworks Example Advanced AI Productivity Prompt: I'm considering [specific strategic initiative]. Based on these conversation transcripts from my past two months of leadership meetings [upload transcripts],  help me enhance my AI executive productivity by: Identifying common patterns and themes in my leadership discussions Surfacing implicit assumptions I may be making that could derail success Generating 3 strategic options ranging from conservative to transformational Acting as a skeptical board member and asking 10 hard questions I must answer Highlighting perspectives from key stakeholders I might be missing Suggesting metrics to track success of this initiative This level of AI executive productivity transforms how you think, not just how you work. The Critical Mindset Shift: Information as Strategic Asset Traditional Executive View: Meetings are ephemeral conversations where valuable insights disappear AI Productivity for Leaders: Meetings are data-generation sessions creating searchable, analyzable institutional knowledge When you embrace this AI executive productivity mindset, you suddenly: Value the capture process during all creative work Build institutional knowledge automatically and systematically Enable pattern recognition across months of leadership conversations Create accountability through accurate, searchable records Reduce cognitive load by externalizing memory to AI systems Make better decisions based on comprehensive historical context Why "Learning by Doing" Is Essential for Productivity Improvements Unlike previous technology transformations, AI executive productivity cannot be learned by reading articles or watching videos. Barry O'Reilly emphasizes this critical point: you must actively use AI to develop productivity. The Revolutionary Learning Characteristic: When you encounter obstacles with AI executive productivity tools, you don't need human trainers—you can ask the AI itself how to improve your usage. This self-teaching capability fundamentally changes professional development. Your 30-Day AI Executive Productivity Challenge: Week 1: Foundation Building Use ChatGPT or Claude for 3 simple executive tasks daily Improve one email for executive presence Summarize one strategic document Brainstorm solutions to one leadership challenge Goal: Build confidence with basic AI executive productivity applications Week 2: Meeting Transformation Select one AI copilot tool (Otter, Fireflies, Fathom, or Grain) ...

Podcast Episode: Women's Leadership Success with Award-Winning Reputation Expert Lida Citroën Your reputation isn't just what people say about you when you leave the room—it's the invisible currency that determines your promotions, your earning potential, and your influence as a leader. For women executives, managers, directors, VPs, and C-Suite leaders, mastering reputation management for women isn't optional. It's essential. In this comprehensive guide from the Women's Leadership Success podcast, host Sabrina Braham, MA, PCC—an expert in executive leadership development and reputation management—interviews award-winning reputation expert Lida Citroën, whose latest book The New Rules of Influence just won the NYC Big Book Award 2025 in the Business Motivational category. Together, they reveal proven strategies to take control of your professional narrative and accelerate your leadership success. Why Reputation Management for Women Matters More Than Ever in 2025 The leadership landscape for women is shifting—but not fast enough. According to recent McKinsey research, women hold just 29% of C-suite positions, and at the current pace, it would take 48 years to achieve true gender parity in senior leadership. With only 9.2% of Fortune 1000 CEOs being women, standing out isn't just about working harder—it's about strategically managing how you're perceived. The stakes are high: 75% of female executives experience imposter syndrome at some point in their careers, yet 82% of women believe networking with female leaders will help them advance. Reputation management for women becomes the bridge between your capabilities and your career opportunities. The Financial Impact of Your Reputation Research shows that companies with female executives are 30% more likely to outperform their competitors. Yet women continue to face unique challenges in reputation management compared to their male counterparts. Your reputation directly impacts: Promotion decisions and leadership opportunities Salary negotiations and earning potential New business development and client relationships Board appointments and speaking engagements Team influence and organizational impact Industry recognition and thought leadership positioning Understanding Reputation Management for Women Leaders What Is Reputation Management for Women? According to Lida Citroën, author of the award-winning book Control the Narrative: The Executive's Guide to Building, Pivoting and Repairing Your Reputation and the newly released The New Rules of Influence (NYC Big Book Award Winner 2025 - Business Motivational), "Everyone has a personal brand, by design or default. Your reputation is one of the most critical determinants of your career success." Lida Citroën In her latest book, Lida explains that influence isn't about titles, rank, or being loud—it's about showing up authentically, communicating your value, and inspiring others to take action. This is the foundation of effective reputation management for women. As podcast host Sabrina Braham, an executive coach and leadership development expert, emphasizes: "Reputation management for women requires intentional strategy. You can't afford to leave your professional reputation to chance when you're navigating unique gender-specific challenges in the workplace." Reputation management for women is the strategic process of: Monitoring how others perceive you professionally Influencing public perception through intentional actions Measuring and tracking your brand effectiveness Repairing damage when reputation challenges arise Building systems that protect and enhance your good name Think of it as the difference between letting popular opinion define you versus strategically driving your reputation toward your leadership goals. The Unique Challenges Women Face in Reputation Management Do Women Have More Difficulty with Reputation Management Than Men? The research is clear: women face distinct barriers in building and maintaining their professional reputations. A 2025 Women in Workplace study found that only 28% of women today recognize microaggressions against other women—comments and actions that undermine their credibility and leadership skills. During the podcast interview, Sabrina Braham and Lida Citroën discuss how reputation management for women requires addressing challenges that male executives rarely encounter: Key challenges for women leaders include: The Double Bind: Being perceived as too aggressive or too soft in leadership Visibility Gaps: Women's contributions are often overlooked or attributed to others The Broken Rung: Women are 41% less likely to be promoted to manager than men Age Discrimination: Many female wellness and business leaders report encountering age bias as they advance Cultural Expectations: Societal norms that encourage women to prioritize others over self-promotion Imposter Syndrome: 75% of female executives battle feelings of inadequacy despite proven success 2025 Trends Shaping Reputation Management for Women AI and reputation management have converged in unprecedented ways. With AI-powered search results, generative AI summaries, and 24/7 social monitoring, your digital footprint matters more than ever. According to recent reputation management research: 92% of consumers trust online reviews as much as personal recommendations 91.8% of all search queries are long-tail keywords related to specific people and companies AI platforms like ChatGPT, Google's AI Overviews, and Perplexity are now rival storytellers shaping your reputation Real-time monitoring is essential—information spreads faster than ever, especially polarizing opinions Essential Questions Every Woman Leader Must Ask About Her Reputation Before you can strategically manage your reputation, you need honest self-assessment. Sabrina Braham guides her executive coaching clients through these critical questions: Critical Self-Assessment Questions Have you ever done something that negatively impacted your reputation? Everyone makes mistakes. The key is recognizing them early and responding strategically. Do you know what your reputation at work actually is? Not what you hope it is, but what others genuinely say about you when you're not present? Can you articulate your unique value proposition? What makes you distinctly valuable as a leader? Do you know how to repair your reputation if something goes wrong? Or better yet, do you know how to proactively control and build your reputation? Are you leaving your reputation to chance or managing it strategically? Your brand exists whether you actively manage it or not—the question is whether you're in control. Proven Strategies for Reputation Management for Women Step 1: Define Your Leadership Legacy Strategically Start with the end in mind. What do you want people to say about you at your retirement party? When you leave a leadership role? When you're being considered for a board position? Lida Citroën and Sabrina Braham both emphasize that reputation management for women begins with clarity about your desired legacy. Action Items: Write your ideal obituary or legacy statement Identify the three words you want to be known for professionally Define specific career milestones aligned with your reputation goals Create a vision board that represents your leadership aspirations Step 2: Discover Your Current Reputation Baseline You can't improve what you don't measure. Use performance evaluations and strategic conversations to uncover others' honest perceptions of you. How to Gather Authentic Feedback: Review Performance Evaluations Systematically Look for patterns across multiple reviews Identify recurring themes in both positive and constructive feedback Note what's missing—areas where you're not being recognized Conduct Reputation Research Conversations Ask 5-10 trusted colleagues, mentors, and leaders: "What three words would you use to describe my leadership style?" Request specific examples that illustrate their perception Listen without defending—this is data collection, not debate Google Yourself Regularly Search your name monthly to monitor your digital footprint Set up Google Alerts for your name and your company Review your social media presence through the eyes of a recruiter or board member Analyze Your Professional Presence What shows up on the first page of search results? Does your LinkedIn profile reflect your current brand goals? Are your professional photos consistent and current? Step 3: Evaluate Feedback Strategically and Decide What to Act On Not all feedback deserves equal weight. Both Lida Citroën and Sabrina Braham emphasize the importance of evaluating the source, context, and consistency of feedback before taking action. Framework for Evaluating Feedback: Consider the source: Does this person have your best interests at heart? Do they understand your goals? Are they a trusted advisor or a passing critic? Look for patterns: One person's opinion is data. Three people saying the same thing is a trend. Five or more is your reality—whether you like it or not. Assess alignment with your goals: Does this feedback help you move toward your leadership legacy? If someone's perception doesn't serve your goals, can you afford to ignore it? Distinguish between personality and performance: Some feedback attacks who you are; other feedback addresses what you do. One may require boundary-setting; the other may require behavior change. Step 4: Create Your Strategic Reputation Action Plan Your brand is all about emotions. Lida Citroën reminds us that people make decisions based on how you make them feel, not just your resume credentials. Your action plan should address both the rational and emotional aspects of your brand. Sabrina Braham's approach to reputation management for women includes creating a comprehensive action plan that addresses: Components of an Effective Reputation Plan: Your Brand Statement ...

Breaking through the barriers that hold you back isn't about changing who you are—it's about changing how you think.What's Really Holding You Back From Leadership Success?The biggest barrier to women's leadership advancement isn't external—it's the fixed mindset that keeps you playing small. Research shows that women hold just 25% of senior leadership positions and face a projected 48-year timeline to reach true parity in executive roles. But here's the game-changer: women leaders who embrace a growth mindset are reshaping their neural pathways and accelerating their path to the C-suite.This question haunts nearly every ambitious woman I meet: "What's really holding me back?" At first glance, it seems obvious—lack of sponsorship, limited opportunities, or not fitting the traditional leadership mold. While these external barriers are real, the most transformative shift happens when we look inward.The truth? Your mindset shapes your reality. The Elizabeth Effect: When Fixed Mindset Becomes Your Career Ceiling Let me share Elizabeth's story—a brilliant, results-driven leader who consistently went above and beyond. Despite her stellar performance, promotions kept slipping away. When she finally asked for feedback, the response was devastating: "You don't have enough executive presence."Sound familiar? Research reveals that executive presence is being redefined in 2025, moving beyond traditional markers like vocal projection to encompass emotional intelligence, adaptability, and authentic leadership.Elizabeth could have accepted this label and remained stuck. Instead, she chose growth. As her executive coach, I helped her identify the specific gaps between her current presence and the executive leadership she aspired to embody. Together, we worked on targeted mindset shifts and executive presence strategies—from reframing her inner dialogue to mastering the art of leading rooms even when she felt uncomfortable.The transformation wasn't just tactical; it was deeply psychological. Within a year of implementing these strategies, Elizabeth wasn't just promoted—she became known as the leader who elevated everyone around her.The turning point? One powerful belief: "I can grow." The Neuroscience Behind Your Leadership Transformation Here's the encouraging truth that every woman leader needs to understand: Your brain is built to adapt. Research from the NeuroLeadership Institute shows that 85% of people can shift from a fixed to growth mindset on a weekly basis when they focus on three key habits: valuing progress, experimenting, and learning from others.Every small choice literally rewires your mind for the future you want. This isn't positive thinking—it's applied neuroscience.Fixed vs. Growth Mindset: The Leadership DifferenceFixed Mindset Says:"This is just how I am""I'm never going to be good at this""I can't make mistakes"Growth Mindset Says:"I'm not there yet, but I can learn""Challenges are opportunities to grow""Mistakes are data for improvement"McKinsey's 2025 research on growth leadership reveals that high-performing companies are led by executives who demonstrate five critical mindsets: prioritizing growth, acting boldly, maintaining customer focus, attracting talent, and executing with rigor.The Ripple Effect: How Your Mindset Transforms EverythingWhen you shift your mindset, the impact cascades through every aspect of your leadership:On Yourself: Confidence Becomes Your Competitive EdgeYour mind shift shapes your confidence. Instead of playing small, you start seizing opportunities that align with your potential.On Your Team: Culture Becomes Your LegacyYou set the tone—is it safe to try and learn, or are people afraid to fail? Google's Project Aristotle confirmed that psychological safety, directly linked to growth mindset leadership, is the foundation of innovative teams.On Your Results: Growth Becomes Your GPSYou determine whether you seize opportunities or stay stuck in familiar territory.Current Landscape: Why Growth Mindset Matters More Than Ever for Women LeadersThe statistics are sobering but not surprising:Only 10.4% of Fortune 500 leadership positions are held by women, despite a record 52 female CEOsWomen's representation in cabinet and executive government positions actually declined in 2025, dropping from 23.3% to 22.9%At the current pace, it would take 22 years for White women to reach parity and 48 years for women of colorBut here's what's changing: 2025 leadership trends show that 78% of senior executives are embracing continuous learning and adaptability as core leadership competencies. The leaders who thrive are those who master the growth mindset. 5 Proven Strategies to Strengthen Your Growth Mindset Reframe Challenges as Learning OpportunitiesInstead of asking "Why is this happening to me?" ask "What can this teach me?" Research shows that leaders who approach setbacks with curiosity rather than defensiveness create psychological safety that drives team innovation.Action Step: Write down your current biggest challenge. Now rewrite it as a learning opportunity. Document Daily Wins and GratitudesStudies show that focusing on progress over perfection literally rewires your brain for growth. Three wins or gratitudes daily create a neural pathway for possibility thinking.Action Step: End each day by noting three specific wins, no matter how small. Curate Your Circle of InfluenceResearch reveals that 82% of women believe networking with female leaders accelerates career advancement. Your environment shapes your mindset—choose people who elevate your thinking.Action Step: Identify three growth-minded leaders you can connect with this month. Replace "I Can't" with "I Can't Yet"This simple word addition activates your brain's learning circuits. Carol Dweck's latest research emphasizes that the word "yet" signals to your brain that growth is possible.Action Step: Catch yourself saying "I can't" and immediately add "yet." Aim for 1% Better Every DayHigh-growth companies focus on continuous improvement rather than dramatic transformations. Small, consistent changes compound into extraordinary results.Action Step: Choose one micro-improvement you can make daily for the next 30 days. Breaking Through: From Fixed to Growth in High-Stakes Situations The Executive Presence Evolution2025 research shows executive presence is being redefinedbeyond traditional markers to include emotional clarity, authentic communication, and the ability to create psychological safety. Growth mindset leaders naturally embody these evolved characteristics.Navigating the Modern Leadership LandscapeToday's top leaders are "agile learners, inclusive visionaries, and tech-savvy innovators" who understand that adaptation isn't optional—it's essential.Your Growth Mindset Action PlanThis Week's Challenge: Notice one area where you've been stuck in a fixed mindset. Apply this simple reframe:Instead of: "I'm not good at [X]"Try: "What would happen if I chose growth instead?"Write this question somewhere visible and ask it daily. Let this be your 1% improvement.Monthly Growth Rituals:Week 1: Identify your fixed mindset triggersWeek 2: Practice strategic vulnerability with your teamWeek 3: Experiment with one new leadership approachWeek 4: Reflect and iterate on what you've learned The Research-Backed Truth About Women and Growth Mindset Recent academic research reveals that growth mindset significantly impacts professional performance, career success, and well-being, with particular benefits for women navigating traditional leadership barriers.Organizations with growth mindset cultures see leaders who "actively seek feedback, encourage collaboration, and are open to new ideas, fostering innovation and adaptability"—exactly the qualities that distinguish exceptional women leaders.Your Future Isn't Shaped by Talent or Tactics—It's Shaped by MindsetElizabeth's breakthrough and countless other success stories prove this truth: Mindset isn't just what you think—it's how you lead.Every single day, you choose the lens through which you view challenges, setbacks, and opportunities. That choice, compounded over time, becomes your leadership legacy.The women who reach the highest levels of leadership aren't necessarily the most talented or well-connected. They're the ones who consistently choose growth over comfort, learning over knowing, and possibility over limitation. Ready to Accelerate Your Women Leadership Development? Your transformation starts with a single decision: choosing growth over fixed thinking. But knowing how to sustain that choice and develop executive presence for women? That requires a strategic approach backed by proven mindset coaching techniques.Download our FREE Leadership Branding Blueprint Accelerator and discover:The 7-step framework top women leaders use to build unshakeable confidenceHow to develop executive presence that commands respect without losing authenticityProven growth mindset strategies for turning setbacks into springboards for advancementA personalized action plan to accelerate your women leadership development in the next 90 daysThe research is clear, the strategies are proven, and the time is now. Your growth mindset for women leaders journey starts with a single click. [DOWNLOAD YOUR FREE LEADERSHIP BRANDING BLUEPRINT ?] Because your future isn't shaped by talent or tactics. It's shaped by the mindset you choose. Every. Single. Day.About the Author: Sabrina Braham MA MFT PCC  is a psychotherapist, top executive coach and leadership development 30-year expert who helps ambitious women leaders rewire their mindset for sustainable success.  Her evidence-based approach combines neuroscience research with practical leadership strategies. Follow me in LinkedIn Book a free 45-min Career Breakthrough Session Here

An AI leadership framework that balances innovation with responsibility is essential for 2025 success, as thought leader Faisal Hoque reveals the groundbreaking OPEN and CARE methodology that helps leaders navigate the complex hybrid world of human-AI collaboration. Bottom Line Up Front: Leaders must become multidisciplinary systems thinkers who can manage both human resources and digital agents simultaneously. The most effective AI leadership framework combines opportunity exploration (OPEN) with catastrophic risk prevention (CARE) to create sustainable AI business strategy that serves humanity while driving innovation. From Human Authenticity to Strategic Implementation: Part 2 of Our AI Leadership Series This is Part 2 of our exclusive two-part interview series with bestselling author and thought leader Faisal Hoque. In Part 1: "Women in Leadership AI: Preserving Human Authenticity While Harnessing Technology", we explored what makes us uniquely human, the importance of leadership authenticity, and how to protect your agency while leveraging AI tools. Now, in Part 2, we dive deep into the practical implementation side: How do you actually build an AI leadership framework that works? Faisal reveals his proprietary OPEN and CARE methodology—a systematic approach to AI governance framework that balances innovation with ethical responsibility. The Hybrid World Reality: Why Traditional Leadership No Longer Works The Death of Process-Performance-Structure Leadership The old leadership paradigm is obsolete. As Hoque explains, "When I started my career, we used to think very much about process performance and organizational structure. Those kind of started to fade away. And we started talking about emotional intelligence, mindfulness, and inspiration and influence." But even that evolution isn't enough for our current AI business strategy demands. Today's leaders face an unprecedented challenge: managing hybrid workforces that include both human employees and AI agents. What Hybrid Leadership Actually Means Most people think "hybrid" refers to remote versus office work. That's wrong. In the context of AI leadership framework development, hybrid means something far more complex: Three Types of Hybrid Leadership: Hybrid Markets: Your customers interact with both human representatives and AI agents (like Netflix's algorithm suggesting your next show) Hybrid Workforce: You manage both human resources and digital resources, working together and sometimes replacing each other Hybrid Leadership Decision-Making: As a leader, you're not just saying "Faisal is going to do this and Sabrina is going to do that"—you're also allocating: "My customer agent is going to do this, and my chatbot is going to do that" The New Leadership Requirements Modern leaders must be both emotionally intelligent AND systems thinkers. This used to be the job of IT or technology people, but that's no longer true. In today's AI governance framework, every leader at every level must understand how people and technology coexist. The CARE Framework: Your AI Ethics Framework for Risk Prevention Why Risk Planning Is Critical in AI Governance Framework Most leaders are not prepared for AI's potential negative consequences. They focus entirely on opportunity while ignoring catastrophic scenarios. The CARE framework forces leaders to think preventatively. CARE: The Four-Step Risk Methodology CARE is also an acronym that ensures responsible AI framework implementation: C - Catastrophize Scenarios Identify the most catastrophic outcomes possible from your AI implementation Consider impacts on employees, customers, and society Think beyond immediate business metrics A - Assess Impact Evaluate ripple effects across your ecosystem Consider job displacement consequences Analyze long-term societal implications R - Risk Mitigation Develop guardrails and governance structures Create human oversight mechanisms Build in ethical decision-making checkpoints E - Ethical Guidelines Establish clear principles for AI use Define boundaries for automation Protect human dignity and agency The CARE Framework in Action: Preventing AI Disasters Example: Continuing the Restaurant Scenario Catastrophize: "What if we automate everything and lose all human connection? What if our laid-off workers can't find new jobs? What if customers stop coming because they miss human interaction?" Assess Impact: "If every restaurant automates, who has disposable income to dine out? Are we contributing to societal unemployment?" Risk Mitigation: "Implement AI gradually, retrain staff for higher-value roles, maintain human touchpoints" Ethical Guidelines: "Never fully automate customer-facing roles, always provide human override options, invest automation savings in employee development" The OPEN Framework: Your AI Leadership Framework for Opportunity Exploration Why Most AI Implementations Fail Leaders jump into AI without systematic thinking. They see a shiny new tool, implement it quickly, and wonder why it doesn't transform their business. The OPEN framework solves this by providing a step-by-step process for responsible AI framework development. OPEN: The Four-Step Methodology OPEN is an acronym that guides leaders through comprehensive opportunity assessment: O - Outline Your Purpose Why do you exist as an organization? Who are you trying to serve? What problems are you solving? This isn't just philosophical thinking—it incorporates your business model, technology model, and people model. Every AI business strategy decision must ladder back to your core purpose. P - Philosophical Foundation Integrate ethical considerations from day one Consider long-term societal impact, not just immediate efficiency Align AI implementation with organizational values E - Experiment and Test Pilot AI solutions in controlled environments Measure both quantitative results and qualitative human impact Iterate based on real-world feedback N - Navigate Implementation Scale successful pilots systematically Train teams on human-AI collaboration Continuously monitor and adjust based on outcomes The OPEN Framework in Action: Real-World Application Example: Restaurant Industry Transformation Let's say you run a restaurant and want to implement an AI leadership framework. Using OPEN: Outline Purpose: "We exist to provide social dining experiences that bring people together" Philosophical Foundation: "How does replacing waitstaff with robots align with our purpose of social connection?" Experiment: "Test AI kiosks for ordering while maintaining human servers for interaction" Navigate: "Scale based on customer satisfaction metrics, not just efficiency gains" This systematic approach prevents the common mistake of implementing AI just because you can, without considering whether you should. About Our Expert: Faisal Hoque's Framework Development Faisal Hoque didn't develop the OPEN and CARE frameworks in isolation. As a technology entrepreneur with decades of experience, he's witnessed firsthand how organizations succeed and fail with technology adoption. His bestselling books "Transcend" and "Everything Connects" synthesize insights from philosophy, business strategy, and technology implementation. What makes Hoque's AI leadership framework unique: Combines Eastern and Western philosophical traditions Integrates practical business experience with ethical considerations Provides actionable frameworks rather than abstract principles Focuses on long-term sustainability over short-term gains All proceeds from his books support cancer research, demonstrating his dedication to utilizing knowledge and technology for the greater good. Building Your AI Business Strategy: The Integration Approach Leaders Must Become Multidisciplinary Single-expertise leadership is dead. Successful AI governance framework implementation requires leaders who can think across multiple dimensions: Required Leadership Competencies: Technology Systems Thinking: Understanding how AI agents integrate with existing workflows Human Psychology: Managing the emotional impact of workforce changes Ethical Philosophy: Making principled decisions under uncertainty Business Strategy: Balancing innovation with profitability Risk Management: Preventing catastrophic outcomes The Learning Pathway for AI Leadership Framework Mastery Immediate Steps (Next 30 Days): Accept that you must become multidisciplinary Audit your current AI exposure and usage Organize your leadership team around hybrid thinking Document your organizational purpose clearly Medium-Term Development (Next 90 Days): Implement the OPEN framework for one AI initiative Conduct CARE analysis for your highest-risk AI applications Train your management team on hybrid leadership concepts Establish AI ethics guidelines specific to your industry Long-Term Transformation (Next 12 Months): Build organization-wide AI governance framework Develop internal expertise in both opportunity and risk assessment Create feedback loops for continuous framework improvement Mentor other leaders in responsible AI implementation Preventing the Catastrophic Scenarios: Why CARE Matters The Individual Level: Where It All Starts Ethical AI implementation begins with personal choices. Every leader must examine their own behavior: Daily Ethical Decisions: Should I write this email without understanding what AI generated? Should I share information I haven't personally verified? Should I use AI research I don't understand? Should I implement AI solutions without considering job displacement? The Organizational Level: Systems Thinking Scaling individual ethics requires systematic approaches: ...

Women in leadership AI roles face unprecedented challenges as artificial intelligence transforms the workplace, yet their ability to empathize and act ethically positions them to lead organizations into a future where technology serves humanity rather than replacing it. Bottom Line Up Front: Women in leadership face systemic challenges as jobs traditionally held by women are much more exposed to automation, yet the ability of women to empathize and act ethically makes them ideally placed to lead us into a future where AI benefits all society. The key to thriving as a female leader in 2025 is leveraging AI and leadership strategies that preserve your authentic voice and human-centered approach. The Great Leadership Inflection Point: Why Women Leaders Must Act Now. Women in Leadership AIWe're standing at what thought leader Faisal Hoque calls "one of those inflection points" - similar to when the printing press was developed or we transitioned from horse and buggy to automobiles. This isn't just technological change; it's a fundamental shift that will define the rise and fall of leaders and companies over the next 3, 5, 10, and 30 years.For women in leadership positions - whether you're a manager implementing AI tools, director overseeing technology strategy, VP of innovation, C-suite executive governing AI policy, or founder building AI-powered companies - this moment presents both unprecedented challenges and remarkable opportunities. Jobs traditionally held by women are much more exposed to AI than those traditionally held by men, but paradoxically, women were found to have a 28% higher share of soft, interpersonal skills that help us work well together, such as team leadership, strategic leadership and collaboration.The Hybrid World Reality for Female Leadership DevelopmentAs Hoque explains in his groundbreaking book "Transcend," we've entered a hybrid world where we must live not just with human beings, but with human beings enabled by artificial intelligence, and sometimes with AI itself. This reality demands a new approach to AI and leadership - one that women leaders are uniquely positioned to excel in.What Makes Us Uniquely Human: The Foundation of Leadership AuthenticityThe Complexity Advantage for Women in LeadershipHuman complexity is our superpower. According to Hoque, what makes us human is "our complexity, the complexity of freedom, complexity of purpose, complexity of survival, complexity of how we treat each other." This isn't a bug in human leadership - it's a feature that AI cannot replicate.For women in leadership implementing AI strategies, this complexity often manifests as:Multi-dimensional thinking shaped by navigating workplace bias and systemic barriersEmpathetic problem-solving that considers multiple stakeholder perspectivesAuthentic vulnerability that builds trust and psychological safetyIntuitive decision-making that balances data with human insightThe Leadership Authenticity ImperativeIn a world where AI can now mimic empathy, generate creative content, and even simulate love, leadership authenticity becomes your competitive differentiator. Women leaders at every level are more likely to be concerned about AI's most pressing issues in the workplace, including misinformation perpetuation and introducing bias into talent processes.This heightened awareness of AI's risks positions women in leadership to:Champion ethical AI implementation in their organizationsProtect human dignity in increasingly automated workplacesBuild trust through transparent communication about AI's role and limitationsPreserve company culture that values human connection alongside technological advancementAbout Our Expert: Faisal HoqueFaisal Hoque is a renowned thought leader, best-selling author, and technology entrepreneur who has dedicated his career to exploring the intersection of humanity and technology. As the founder of multiple companies and author of several acclaimed books including "Transcend" and "Everything Connects," Hoque brings decades of experience in helping leaders navigate complex technological transformations.His work has been featured in major publications including Fast Company, Harvard Business Review, and Psychology Today, where he regularly contributes insights on AI ethics, leadership, and organizational transformation. Hoque's unique perspective combines deep technical knowledge with philosophical wisdom, making him one of the most trusted voices on preparing for our AI-enhanced future. All proceeds from his books support cancer research, reflecting his commitment to using technology and knowledge for societal benefit.Strategic Framework: How Women Leaders Can Leverage AI While Preserving Authenticity 1. The Agency Protection Model for Women Leaders AI WorkplaceCore Principle: Use AI to enhance your capabilities without outsourcing your decision-making agency.Practical Applications for Female Leadership Development:Use AI for research and data synthesis, but maintain your original analysis and conclusionsLeverage AI for editing and refinement, but write your own content with your authentic voiceDeploy AI for scheduling and administrative tasks, but preserve face-to-face relationship buildingUtilize AI for market insights, but trust your intuitive understanding of your team and customers2. The Human-First Approach to AI and LeadershipFocus on developing the skills AI cannot replace:Emotional Intelligence at ScaleRead between the lines in team communicationsNavigate complex interpersonal dynamicsBuild psychological safety in hybrid work environmentsFoster innovation through diverse thinkingEthical Decision-Making in Technology ImplementationConsider long-term consequences beyond immediate efficiency gainsBalance stakeholder needs when AI recommends purely data-driven solutionsProtect vulnerable team members from AI-driven biasChampion inclusive practices in technology tool selection and implementationAdaptive Problem-Solving for Modern Women in LeadershipSynthesize information from multiple sources (human and AI) to make nuanced decisionsPivot strategies based on changing human needs and market conditionsCreate solutions that serve both business objectives and human flourishing3. The Augmentation Strategy for Women Leaders AI WorkplaceMake AI your leadership force multiplier, not your replacement:Enhanced CommunicationUse AI to analyze communication patterns and improve team engagementLeverage natural language processing to better understand employee sentimentDeploy AI-powered tools to scale personalized feedback and recognitionStrategic Intelligence for AI and LeadershipCombine AI market analysis with your intuitive understanding of customer needsUse predictive analytics to inform long-term planning while trusting your visionLeverage AI for competitive intelligence while maintaining your unique strategic perspectiveOperational ExcellenceAutomate routine tasks to create more time for human connection and strategic thinkingUse AI to identify operational inefficiencies while preserving team morale and cultureDeploy intelligent systems to support decision-making without replacing human judgmentBuilding Your AI-Resistant Leadership BrandThe Four Pillars of Authentic Women in Leadership in the AI Era Relational Leadership for Female Leadership Development Build deeper human connections as technology becomes more pervasive. Human connection isn't just a "nice to have"—it's the cornerstone of future organizational success for women in leadership.Schedule regular one-on-one meetings that focus on career development and personal growthCreate psychological safety for teams to express concerns about AI implementationFoster cross-functional collaboration that leverages diverse human perspectivesMaintain open-door policies that encourage authentic conversation Values-Driven Decision Making for Leadership Authenticity Ground your leadership in clear ethical principles that guide AI adoption and organizational change.Develop explicit values statements about how your organization will use AICreate decision-making frameworks that prioritize human dignity alongside efficiencyChampion transparency in AI tool selection and deploymentAdvocate for fair and inclusive AI practices across your industry Adaptive Learning for Women Leaders AI WorkplaceContinuous learning is a top priority for job seekers and a key factor in retention. Stay ahead of AI developments while deepening your uniquely human capabilities.Invest in understanding AI capabilities and limitations in your industryDevelop your emotional intelligence and interpersonal skills continuouslyBuild networks with other women in leadership roles navigating AI transformationStay current with research on AI bias and ethical implementation Visionary Thinking for AI and Leadership Use your perspective as a woman leader to envision AI futures that serve all stakeholders.Advocate for diverse teams in AI development and deployment decisionsChampion AI applications that solve real human problems, not just efficiency metricsPush for AI governance that includes women's voices and perspectivesLead conversations about the future of work that prioritize human flourishingCurrent Trends Shaping Female Leadership DevelopmentThe Representation Gap Creates OpportunityWomen occupy a fraction of AI research positions and developer roles, their presence diminishing further up the corporate ladder where key decisions about technology direction are made. This underrepresentation means that women in leadership who step into senior technology roles now can have outsized influence on AI's development and deployment.The Skills Revolution Favors Women in LeadershipLinkedIn predicts the skillsets required for jobs globally will change by as much as 68% by 2030. Many of these will be soft, interpersonal skills that help us work well together - areas where women in leadership already demonstrate strength. This shift toward human-centered skills creates unprecedented opp

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In this second part of our interview with Kevin Eikenberry, author of "Flexible Leadership," we explore how implementing flexible leadership strategies to navigate complex situations and overcome challenges, drives organizational success. Why Implementing Flexible Leadership Strategies Matters for Women Leaders While understanding the flexible leadership mindset is essential, the real value comes from implementation. For women leaders navigating today's complex business environment, implementing flexible leadership strategies creates a powerful advantage in overcoming traditional barriers. According to recent research from McKinsey, companies with women in executive positions are 30% more likely to outperform their competitors, highlighting the business impact when women leaders successfully implement adaptive approaches. Mastering Leadership Flexors: Key Strategies for Women Leaders At the core of implementing flexible leadership strategies is what Eikenberry calls "flexors" – paired leadership approaches that might initially seem contradictory but are actually complementary dimensions of effective leadership: Results vs. People Focus for Women Leaders Rather than permanently choosing one approach, women leaders who implement flexible leadership strategies consciously shift their emphasis depending on what the situation requires: "This isn't binary," explains Eikenberry. "The right answer is how to lean in the direction of each. During crunch time before a deadline, I might focus more on results, but afterward shift toward supporting my people's needs." Decisive vs. Collaborative Decision-Making Strategies Women leaders can adjust their decision-making approach based on: Urgency of the situation Expertise required for quality decisions Need for buy-in during implementation Development requirements of team members Directive vs. Coaching Communication Strategies Effective women leaders consciously choose their communication approach: When clear direction is needed versus when development is the priority How much structure to provide versus autonomy to encourage When to speak with authority versus when to facilitate dialogue Implementing flexible leadership strategies means consciously selecting the appropriate approach rather than defaulting to habit or personal preference. Click the image to learn more. Practical Implementation Strategies for Women Leaders Women leaders can immediately begin implementing flexible leadership strategies through these practical applications: Context-Based Decision Framework for Women Leaders Assess whether the situation is clear, complicated, complex, or chaotic Consider what specific outcomes are required in this particular context Determine whether to decide independently, seek input, or fully delegate Match your leadership approach to the urgency, complexity, and expertise needed Adaptive Communication Strategies for Women Leaders Develop multiple ways to deliver the same message for different stakeholders Adjust your communication style based on audience and circumstance Know when directness will be more effective than collaboration Create communication approaches that overcome potential gender bias Research shows that 36% of women leaders report being interrupted in meetings, compared to just 15% of men in similar positions. Implementing flexible communication strategies helps women leaders maintain their effectiveness despite these challenges. Strategic Feedback Systems for Women Leaders Women leaders who implement flexible leadership strategies create robust feedback mechanisms: Structure psychological safety for honest communication Ask specific questions rather than general ones ("How could I improve my listening in today's meeting?" versus "How am I doing?") Build trust through consistency between words and actions Recognize that positional power may inhibit candid responses As Eikenberry notes: Implementing Change Leadership Strategies for Women Leaders Flexible leadership strategies are particularly valuable during times of change, an area where women leaders often excel: Reading the Emotional Landscape Women leaders can leverage their typically strong emotional intelligence to: Recognize emotional responses to change initiatives Adjust communication based on observed reactions Address concerns before they become resistance Building Strategic Coalitions Successful implementation of change initiatives requires: Creating networks of relationships to support implementation Developing champions across organizational levels Connecting change initiatives to meaningful purpose Adaptive Implementation Strategies Women leaders implementing flexible leadership strategies: Start with small experiments to gather information Adjust approaches based on real-time feedback Maintain focus on core outcomes while adapting methods According to Deloitte's 2025 Human Capital Trends research, organizations need a new approach to select, plan, and achieve value from their workforce investments. Women leaders who implement flexible strategies are well-positioned to navigate this complexity. https://youtube.com/shorts/9O7GQZMmwXE?feature=share Breaking Implementation Barriers for Women Leaders One of the most powerful insights from Eikenberry involves the distinction between identity and behavior, critical for implementing flexible leadership strategies: "There's a difference between who we are and what we do." When implementing flexible leadership strategies, women leaders should: Avoid rigid identities like "I'm a decisive leader" or "I'm a collaborative leader" Instead adopt the identity of "I'm a flexible leader who implements different strategies" Focus on changing specific behaviors rather than challenging core identity Recognize that flexible leadership isn't inconsistency—it's intentional adaptation This distinction is equally important when coaching team members—focusing on behaviors rather than labeling people. Transforming Flexible Leadership from Concept to Practice To implement flexible leadership strategies effectively, women leaders should: Identify Implementation Triggers Recognize moments when you default to automatic responses Notice situations where your standard approach isn't working Identify contexts where you feel resistance to adapting your approach Create Strategic Implementation Routines Decide specifically what flexible approach you'll implement Develop clear criteria for when to shift between approaches Create reminders to check in with yourself about needed adjustments Practice Deliberate Implementation Try implementing new approaches in low-risk situations first Debrief after each implementation to identify what worked and what didn't Gradually implement more complex flexible leadership strategies Build Implementation Accountability Find accountability partners to help track your implementation progress Schedule regular reflection time to assess your flexibility Seek specific feedback about your implementation effectiveness Reinforce Implementation Mindset Affirm daily: "I implement flexible leadership strategies effectively" Celebrate successful implementations to reinforce the approach Share implementation successes with other women leaders Research from Korn Ferry indicates that adaptability is one of the top five leadership trends for 2025, making implementation of flexible leadership strategies increasingly important for women leaders. Key Implementation Takeaways for Women Leaders Implement situational leadership approaches rather than maintaining a fixed style Practice holding seemingly opposite approaches simultaneously Use emotional responses as signals for when to implement different strategies Remember that leadership is an influence business—focus on implementing approaches that improve your odds of success Build flexible leadership habits by implementing one specific strategy at a time Implementing Team Development Strategies for Women Leaders Women leaders can extend flexible leadership beyond personal practice by implementing team development strategies: Model flexible approaches – Demonstrate adaptability in your own leadership Teach contextual thinking – Help team members understand when different approaches work best Encourage experimentation – Create safe spaces for trying new approaches Reward adaptation – Recognize when team members successfully adjust their approach Build team reflexivity – Develop regular team reflection on what's working and what needs to change Final Thoughts on Implementing Flexible Leadership Strategies Implementing flexible leadership strategies offers women leaders a powerful framework for navigating workplace complexities while remaining authentic. By putting these strategies into practice, women can leverage their natural strengths while adapting to the specific demands of each leadership situation. As Eikenberry concludes: "The leadership landscape is evolving, and flexibility in implementation is no longer optional—it's essential. As you implement these strategies, you'll not only enhance your own effectiveness but also create more inclusive, innovative, and resilient organizations." Thank you for joining us for this two-part series on flexible leadership with Kevin Eikenberry. Be sure to listen to part I of this interview on Flexible Leadership Mindset Strategies. Connect with Kevin at kevineikenberry.com to access his newsletter and additional resources for implementing flexible leadership strategies. Take Your Leadership Implementation to the Next Level! Ready to implement these flexible leadership strategies? Download Sabrina's  FREE Executive Impact Tracker now to start building your personal leadership brand and implementing a more adaptive approach. Click the image to download This comprehensive resource includes practical implementation tools for women leaders navigating difficult conversations, strategies for building visibility,...

Discover how developing a flexible leadership mindset can transform your effectiveness as a woman executive. Our exclusive interview with Kevin Eikenberry, author of "Flexible Leadership," reveals powerful strategies for women leaders navigating today's complex business landscape. Why Women Executives Need a Flexible Leadership Mindset In today's rapidly evolving business environment, a flexible leadership mindset isn't just beneficial—it's essential for women executives who want to maximize their impact. According to McKinsey's 2024 Women in the Workplace report, women now hold 29% of C-suite positions, up from just 17% in 2015, yet the path to gender parity in senior leadership still extends decades into the future. For women executives facing unique challenges, developing flexibility in leadership approach provides a powerful advantage. A flexible leadership mindset allows women leaders to navigate complex situations while staying authentic to their core values. Defining the Flexible Leadership Mindset for Women Executives What exactly constitutes a flexible leadership mindset? According to Kevin Eikenberry, it means maintaining consistency in your core values while adapting your approach based on circumstances: "Flexible leadership means being consistent in our what and our why—our principles, values, and purpose—but flexible in our how," explains Eikenberry. "Like a mature tree that's firmly rooted yet bends with the wind, women executives with a flexible leadership mindset maintain their foundation while adapting their approach." The hallmark of this mindset is recognizing when "it depends" is the appropriate answer—and then thoughtfully considering what factors it depends on before determining how to proceed. About Kevin Eikenberry – Flexible Leadership Author Kevin Eikenberry is the author of over 20 books, including his latest, 'Flexible Leadership: Navigating Uncertainty and Leading with Confidence.' As the founder of the Kevin Eikenberry Group, he's advised leaders at organizations worldwide and created transformative leadership programs like the Remarkable Masterclass. The Business Cost of Inflexible Leadership for Women Executives Women executives who lack a flexible leadership mindset often find themselves locked into rigid approaches with statements like "that's just how I lead" or "they'll have to get used to it." This inflexibility creates significant limitations: Forces one approach onto diverse situations requiring different solutions Creates an identity barrier that's difficult to overcome Reduces opportunities for innovation and team development Dramatically lowers the odds of success in complex environments Reinforces potential gender stereotypes rather than transcending them Research indicates that companies with women in leadership positions are 30% more likely to outperform others—suggesting that when women executives leverage flexible approaches, organizations benefit. The Flexible Leadership Framework for Women Executives To help women executives develop a flexible leadership mindset, Eikenberry introduces the Cynefin Framework (pronounced kuh-NEV-in) as a tool for making sense of different leadership situations: 1. Clear Contexts for Women Executives Situations where cause and effect are obvious, best practices exist, and processes are established. Traditional leadership approaches often work well here. 2. Complicated Contexts for Women Executives Scenarios requiring expertise but where systems remain fairly ordered. Women executives benefit from gathering diverse perspectives before making decisions. 3. Complex Contexts for Women Executives The most common leadership environment today—where interconnected factors create unpredictability. Women executives thrive here by testing approaches, learning quickly, and adapting. 4. Chaotic Contexts for Women Executives Rare crisis situations requiring immediate action. Women executives need to act decisively to stabilize the situation before transitioning to more deliberate approaches. Most leadership challenges facing women executives today fall into the "complex" category, where traditional command-and-control approaches prove insufficient. This is precisely where a flexible leadership mindset delivers the greatest value. Developing a Flexible Leadership Mindset as a Woman Executive Building a flexible leadership mindset begins with five crucial elements: 1. Awareness Women executives must recognize that their default approach won't always serve them best. This awareness opens the door to considering alternatives. 2. Intentional Flexibility Deliberately choosing to consider different perspectives and approaches rather than automatically defaulting to familiar patterns. 3. "AND" Thinking Moving beyond either/or binary thinking to embrace multiple truths simultaneously—a skill many women executives naturally possess. 4. Emotional Intelligence Noticing your emotional responses as signals for potential adaptation—another area where women executives often excel. 5. Adaptive Confidence Building trust in your ability to adjust rather than relying solely on certainty—essential for women executives navigating gender bias. The Confidence-Competence Loop for Women Executives Developing a flexible leadership mindset works through what Eikenberry calls the confidence- competence loop: Begin with a base level of confidence in your ability to navigate uncertainty Try new leadership approaches deliberately in various contexts Learn from each experience to build competence in flexible leadership Let growing competence fuel greater confidence as a woman executive Repeat this cycle with increasingly challenging leadership situations This approach is particularly valuable for women executives who may face added scrutiny. According to recent leadership research, 86% of women are encouraged to pursue leadership roles when they see more women in executive positions—highlighting the importance of successful women executives modeling effective leadership approaches. Essential Mindset Shifts for Women Executives The most powerful mindset shift for women executives embracing flexible leadership involves identity: "There's a difference between who we are and what we do." Women executives should avoid rigid identities like "I'm a decisive leader" or "I'm a collaborative leader" and instead embrace "I am a flexible leader" as their core identity. This distinction creates freedom to adapt approaches without challenging your fundamental identity as a leader. It allows women executives to try new approaches without feeling inauthentic or inconsistent. Key Takeaways on Flexible Leadership Mindset for Women Executives Flexible leadership mindset is particularly valuable for women navigating leadership expectations Start by separating your leadership identity from your leadership behaviors Practice intentionally pausing before defaulting to automatic responses Consider context thoroughly before applying solutions Improve your odds of success by matching your approach to the specific situation Affirm to yourself daily: "I am a flexible leader with a growth mindset" According to global leadership research, professional working women identify key skills needed for leadership development as leadership training (57%), confidence building (56%), and decision-making (48%)—all areas that benefit from cultivating a flexible leadership mindset. Thank you for joining us for part I of this 2-part series on flexible leadership with Kevin Eikenberry. Connect with Kevin at kevineikenberry.com to access his newsletter and additional resources for implementing flexible leadership strategies. Coming next: Part 2 of our interview explores practical applications of flexible leadership mindset for women executives, including implementation strategies, overcoming specific challenges, and building lasting leadership habits. Ready to Accelerate Your Executive Leadership Journey? Download our FREE Executive Brand Accelerator Checklist to discover how women executives can leverage a flexible leadership mindset to build a powerful personal brand that opens doors to new opportunities. DOWNLOAD NOW This exclusive resource helps women executives identify their leadership strengths, craft a compelling leadership narrative, and position themselves for advancement opportunities by developing a truly flexible leadership mindset.

In today's hypercompetitive business landscape, reputation management is your most valuable career asset to develop. As Sabrina Braham, founder of Women's Leadership Success, powerfully states: "Your reputation is constantly changing and evolving, and if you are not managing it, somebody else is." Sabrina Braham MA MFT PCC - Executive Brand Building Expert For female managers, directors, VPs, C-suite executives, and founders, strategic reputation management isn't optional—it's essential for breaking through the barriers that still exist in corporate leadership. Why Your Leadership Reputation Makes or Breaks Your Career Recent studies show that women leaders who actively manage their professional reputations are: 2.3x more likely to be considered for promotion over equally qualified peers 68% more resilient during organizational restructuring and layoffs 4x more likely to be recruited for prestigious positions and board seats As one executive discovered after implementing Braham's reputation management strategies: "I went from being consistently overlooked to being elected to the VP position I'd been seeking for years." The Reputation Management Trap Most Women Leaders Fall Into Many accomplished women make the same critical mistake: they assume excellent work speaks for itself. Unfortunately, research shows this approach leaves your professional narrative in others' hands. The 3 Most Damaging Reputation Pitfalls: Allowing outdated perceptions to persist Failing to strategically communicate your value Missing opportunities to showcase thought leadership These gaps don't just slow career progression—they can derail it entirely, especially during critical transition points. Strategic Reputation Management: The Leadership Brand Blueprint Approach The Leadership Brand Accelerator Blueprint offers a revolutionary approach to reputation management specifically designed for women leaders. This proven system has helped executives at companies like Google, Daimler, and dozens of Fortune 500 organizations transform their professional trajectories. Transformative Benefits of the Blueprint System: Perception Alignment Eliminate the gap between your capabilities and how decision-makers perceive you. One leader using the system discovered her meeting presence was rated only a "5" when she thought she was performing at a "7" or "8" level—feedback that led to specific improvements and a subsequent promotion. Reputation Resilience Build a reputation strong enough to withstand organizational changes, industry disruption, and career transitions. Leaders using the Blueprint reported 43% greater confidence during challenging periods and received stronger support from key stakeholders. Strategic Visibility Create powerful visibility without self-promotion discomfort. The Blueprint's targeted approach ensures your contributions are recognized by the right people at the right time, using techniques that feel authentic and aligned with your values. Amplified Influence Develop your thought leadership platform both inside and outside your organization. Blueprint users report a 75% increase in being consulted for strategic decisions and a 56% growth in professional network quality. Career Acceleration Most importantly, the Blueprint dramatically shortens the timeline to your next leadership level. While the average executive waits 4.2 years between promotions, Blueprint users report advancing in just 18-24 months. The Quarterly Reputation Audit: Your Leadership Advantage At the core of the Blueprint is a systematic quarterly audit that ensures you're consistently evaluating and refining how you're perceived. Unlike annual reviews or sporadic feedback, this structured approach creates continuous improvement and prevents reputation drift. The Blueprint's Four-Part Reputation Management Framework: Digital Presence Optimization Strategic LinkedIn positioning Content that showcases your expertise Online engagement that builds your community Stakeholder Perception Management The 1-10 scale feedback technique Specific improvement targeting Advocacy building with key decision-makers Communication Impact Maximization Meeting presence elevation Presentation skill enhancement Strategic visibility in high-stakes situations Thought Leadership Development Content creation that positions your expertise Speaking and publishing opportunities Industry influence expansion Real Leaders, Real Results: The Blueprint in Action Case Study: From Repeatedly Overlooked to VP in 10 Months A director with stellar qualifications was consistently passed over for promotion despite his team's excellent performance. Using the Blueprint's feedback framework, he discovered his meeting presence was rated only a "5" when he assumed it was much higher. By implementing the Blueprint's systematic approach: He identified specific behaviors that were undermining his perceived leadership Created targeted micro-improvements that raised his ratings within weeks Built advocacy among key stakeholders Secured his VP promotion in less than a year Case Study: Building a 400,000+ Following and Industry Influence A tech executive used the Blueprint's thought leadership framework to build her reputation beyond her organization. Starting with minimal online presence, she implemented the Blueprint's content strategy to: Develop a consistent posting schedule of high-value insights Create engagement with industry leaders Showcase her unique expertise and perspective The result: nearly 400,000 LinkedIn followers, speaking opportunities at major conferences, and being recognized as a thought leader in her field—all while strengthening her internal reputation at Google. The Leadership Brand Blueprint: What's Inside This comprehensive but action-oriented system includes: Reputation Assessment Tools - Discover exactly how you're currently perceived Strategic Visibility Planner - Identify where and how to increase your impact Feedback Framework Templates - Get honest, actionable insights from colleagues Digital Presence Optimizer - Build your professional brand onlinehttps://www.womensleadershipsuccess.com/leadershipbrandblueprint/ Thought Leadership Roadmap - Position yourself as an industry expert Quarterly Audit System - Track your reputation growth and refinement Your Reputation Management Journey Starts Now The journey from capable leader to recognized executive isn't about changing who you are—it's about ensuring others accurately see your true capabilities. The Leadership Brand Blueprint gives you the system to make that happen. As Braham explains: "None of this is about being phony. It's about being authentically who you are, the wonderful things about you and the imperfections about you." This approach balances authenticity with strategic positioning to ensure your leadership value is visible, recognized, and rewarded. Download Your FREE Leadership Branding Blueprint Accelerator   For a limited time, we're offering the complete Leadership Branding Blueprint Accelerator at no cost to our podcast listeners and blog readers. This breakthrough system—the same one used by executives at companies like Google, Daimler, and other Fortune 500 organizations—will help you: Identify reputation blind spots that may be holding back your career Create your customized visibility strategy for maximum leadership impact Build powerful advocacy among decision-makers Develop your thought leadership platform both inside and outside your organization Accelerate your path to your next leadership level DOWNLOAD NOW: Leadership Brand Blueprint Accelerator Transform your professional reputation from a passive asset to your most powerful career accelerator. PS If you did not hear part I of this 2-part interview on Leadership Branding and Executive Reputation Management, listen to that now About Women's Leadership Success: Founded by executive coach Sabrina Braham, Women's Leadership Success provides coaching, resources, and community for women leaders. Through our podcast, mastermind groups, and coaching programs, we help women develop the skills, strategies, and professional brands needed for leadership advancement.

Welcome to Women's Leadership Success, episode #142 on transforming your executive presence and advancing your career through leadership brand building. In this special podcast, executive leadership coach Sabrina Braham reveals the key strategies from her new Leadership Brand Blueprint Accelerator (see below) that help women leaders unlock their next-level career potential. Why Your Leadership Brand Matters More Than Your Technical Skills For ambitious women in management, director, VP, C-Suite, or founder roles, there's a critical gap that often prevents career advancement despite stellar qualifications. According to recent McKinsey research, while women have made significant progress in leadership representation, they still face unique barriers to advancement – with one key factor being the development of a strong leadership brand. "People can be very, very talented in their jobs, but they get so busy that they forget to pay attention to the things that will actually help their brand, help them deepen relationships, and help them be seen as a leader in their company," explains Sabrina Braham, who has spent 30 years coaching executives in Fortune 50 and Fortune 1000 companies. This leadership blind spot explains why technically brilliant women often get passed over for promotions. The critical differentiator isn't your expertise – it's how others perceive your leadership presence. The Surprising Career Impact of Commitment Tracking The first cornerstone of an influential leadership brand is commitment accountability – a simple practice that transforms how others perceive your reliability and trustworthiness. Why Senior Executives Track Their Commitments In Sabrina's extensive coaching experience with C-suite leaders, she's observed a fascinating pattern: "When I'm coaching a senior Vice President, CEO, CFO, or COO, they're much more likely to be on time, show up, and do the things they said they would do than people at the lower ranks." This insight reveals a critical truth: Tracking and honoring commitments isn't just good practice – it's a distinguishing characteristic of those who reach the highest leadership levels. Real-World Results: How Commitment Tracking Transformed Kathleen's Career Consider the case of Kathleen, a talented leader at a Fortune 50 company who had been there since its founding yet hadn't been promoted to Vice President despite her capabilities. "She was so intent on the goals she had, she forgot to pay attention to the people and what she needed to do for them," Sabrina explains. "As she began to pay attention to what her commitments were, how she was keeping them, and her relationships with other people, she began to improve. Over time, that led to her becoming a Vice President." Why Your Brain Needs a Commitment System When you implement a commitment tracking system, you activate what neuroscientists call the reticular activating system – the part of your brain that filters information based on what you consciously value. "When you start paying attention to the commitments you want to keep, it starts making you more aware of how you can improve, how you can update people, and let them know what's happening. It basically ups your game," Sabrina explains. The 1-10 Scale That Transforms Leadership Effectiveness A key component of Sabrina's Leadership Brand Blueprint is the 1-10 rating scale – a deceptively simple tool that creates remarkable clarity for leadership development. Why the Scale Works When Other Feedback Fails "What we tend to do in meetings and giving feedback is somewhat nebulous," Sabrina notes. "When you use a 1-10 scale, with 1 being the worst job you could be doing and 10 being the most incredible job ever, people are pretty consistent over time with their scores." This consistency means you can accurately track progress while avoiding vague assessments that don't lead to improvement. The 0.5 Improvement Rule Here's where Sabrina's approach becomes truly powerful: "What can you do to raise it a half point?" This question unlocks practical, manageable improvements rather than overwhelming transformations. As Sabrina puts it, "Being successful in life, getting the best results – it's not by big giant leaps. It's by these little tiny movements toward your goal." One executive client initially rated himself as "doing great" at keeping commitments, but when pressed to provide a number from 1-10, he admitted he was a 6. This honest self-assessment immediately revealed specific improvement areas. The Monthly Stakeholder Assessment: Your Career Advancement Secret Weapon The second pillar of Sabrina's Leadership Brand Blueprint focuses on strategic relationship management through a monthly stakeholder assessment. Identifying Your Career-Critical Relationships "Figure out who are the 10 people in your company that most influence your work or what's happening in your department or section," Sabrina advises. "Then, how good of a relationship do you have with each one of those people?" "Surprisingly, most leaders have never systematically evaluated these crucial relationships. This blind spot represents both risk and opportunity." From Relationship Deficit to Career Ally: A Vice President's Story One of Sabrina's clients, a Vice President, faced a challenging relationship with her new Senior VP. "She felt like this guy didn't like her, and rated their relationship a 3," Sabrina recalls. The solution was disarmingly simple but required courage: The VP stopped by her boss's office with coffee and directly addressed the issue: "I don't feel like you and I have a very good relationship." His response? "You know, I was thinking the same thing." This single conversation transformed their dynamic. By simply acknowledging the relationship gap and suggesting a small improvement (coffee twice a week for five minutes), they went from a relationship score of 2 to becoming trusted allies at an 8 or 9 level. Breaking Through Relationship Barriers When you identify a low-scoring relationship with a key stakeholder, Sabrina recommends several approaches: Direct conversation: Schedule a meeting and express your desire to improve the relationship Provide value: Share information or resources that would benefit them Leverage allies: "If you're not sure how to break through the firewall, figure out who's connected to them and who has close relationships with them," Sabrina suggests Remember that relationship improvements don't happen in a single interaction – consistency and genuine interest create lasting change. The Red Flag That Could Save Your Career Sometimes, the stakeholder assessment reveals a more fundamental issue: you may be in an environment where advancement is unlikely regardless of your efforts. If you consistently score all key stakeholders as low despite improvement attempts, this might be what Sabrina calls a "revelation red flag" – an indicator that your talents might be better utilized in a different department or company. Research-Backed Leadership Development Trends Recent studies from Harvard Business Review highlight that emotional intelligence and relationship management skills are becoming increasingly valued in leadership positions, with 92% of executives reporting that strong interpersonal skills are now equally or more important than technical expertise. Additionally, McKinsey's Women in the Workplace 2024 research shows that women who actively manage their leadership brand and stakeholder relationships advance 1.8 times faster than those who focus solely on technical performance. How to Implement the Leadership Brand Blueprint Framework Start Small for Big Results "Just know that you can develop your soft skills. You can get better at the way you treat your team, the people that you work for, and connecting with them," Sabrina encourages. "Life can be more fun, it can be happier. You can do this." Her approach emphasizes gradual, consistent progress: "Yard by yard, life is hard. Inch by inch, life's a cinch." Focus on These Action Steps: Create your commitment tracking system using the free Blueprint checklist Identify your top 10 stakeholders and rate your relationships honestly Select one relationship to improve by 0.5 points this month Schedule a weekly review to measure your progress Celebrate incremental improvements rather than pursuing perfection Ready to Transform Your Leadership Brand? The Leadership Brand Blueprint Accelerator is available as a free download for Women's Leadership Success listeners and readers. This PDF tool will help you implement these strategies immediately with clear templates and guidance. Get Your Free Leadership Brand Blueprint Ready to accelerate your leadership brand development? Download your free Leadership Brand Blueprint Accelerator now by visiting womensleadershipsuccess.com/leadershipbrandblueprint For deeper support, Sabrina offers one-on-one executive coaching and leadership mastermind groups designed specifically for leaders ready to advance their careers through strategic brand development. Connect with Sabrina Braham on LinkedIn by searching "Sabrina Braham Executive Leadership Coach" for ongoing leadership insights and strategies. What leadership brand challenges are you facing?  Share your experience in the comments below, and don't forget to download your free Leadership Brand Blueprint Accelerator today!

Award-winning executive coach Sabrina Braham MA MFT PCC reveals game-changing career advancement strategies for women in management. Learn proven techniques to build influence, master executive branding, and accelerate your path to senior leadership. Featuring real case studies with 300-1000% ROI on leadership investment. Plus access to a free Executive Leadership Brand Accelerator Blueprint.

As senior leaders, it's critical that we proactively address disability inclusion in our organizations. People with disabilities make up over 25% of the population - and that number is even higher among younger demographics. By creating more accessible, disability-friendly workplaces, we can unlock a wealth of talent and perspectives that will give our companies a competitive edge. However, building true inclusive disability leadership goes beyond just checking boxes for legal compliance or basic accommodations. To truly empower employees with disabilities, we need a holistic shift in mindset and culture - led from the top down. In a powerful interview, disability inclusion expert Stephanie Cawthon shared key insights and actionable strategies that senior leaders can implement. Dr. Stephanie Cawthon Inclusive Disability Expert Dr. Stephanie Cawton is an internationally renowned scholar whose work centers on a powerful premise: when we embrace accessibility, we create environments where disabled people can truly thrive. As a tenured Professor of Educational Psychology at The University of Texas at Austin, Dr. Cawton has secured over $50 million in federal and other research grants for her groundbreaking work. In 2023, she founded the National Disability Center for Student Success at UT Austin, further advancing her mission to transform educational opportunities for disabled students. Her expertise is deeply informed by personal experience. Born with hearing loss and living with several mental health and physical disabilities that significantly impact her daily life, which brings both professional insight and lived understanding to her roles as researcher, author, and consultant. Here Are The Top Takeaways on Inclusive Disability Workplaces: 1. Accessibility is a Shared Responsibility Accessibility isn't just about individual accommodations - it's about designing environments, communications, and processes that work for everyone. This includes providing materials in advance, using technology like captioning and alt text, and being mindful of ableist language.  Accessibility is not a to-do list. It's a to-be list. Who are you? Who do you want to be? How do you interact with your people? How do you interact in the community with others? How do you demonstrate that disabilities are okay, that they're valued, and that that it's just a part of the human experience." The responsibility falls on all of us - not just the employee with a disability. As leaders, we must model inclusive behaviors and create a culture where accessibility is simply the norm.   2. Shift Mindsets, Not Just Checklists Many organizations treat disability inclusion as a box to check, rather than a foundational part of their culture. But true inclusive disability leadership requires a mindset shift - moving away from ableist assumptions and toward an appreciation of the unique talents and perspectives that people with disabilities bring. "Often, if you feel that vibe that someone's going to look down on you or patronize you, you're not going to disclose. And thus, you Yack that connection with the people in that space because you don't feel like you can disclose." As leaders, we must be transparent about valuing disability, provide structured learning opportunities, and lead by example through our language and behaviors. It's not enough to simply have the right policies in place - we must foster a culture where disability is seen as a normal part of the human experience. 3. Empower Employees to Self-Advocate While it's our responsibility as leaders to build an inclusive environment, we must also empower employees with disabilities to advocate for their own needs. This starts with creating safe spaces for open communication and providing clear guidance on available resources and accommodations. "It's both the disabled person knowing what they need and articulating that well, but then also everyone else, realizing that part of that is on them. And how can everyone support the goal of accessibility?" By striking this balance, we can ensure that all employees feel seen, heard, and empowered to bring their full selves to work - driving innovation, collaboration, and bottom-line results. This is balanced Inclusive disability leadership Building a More Inclusive Future Disability inclusion and inclusive disability leadership are not just the right things to do - they're strategic imperatives for organizations that want to stay competitive in today's rapidly evolving landscape. As senior leaders, we have a responsibility to lead the charge, shift mindsets, enhance communication, and create a culture where all employees can thrive. The time to act is now. By implementing the strategies outlined here, we can unlock a wellspring of untapped talent, drive superior business outcomes, and build a more equitable, just world for all. Book Your Complimentary Leadership & Career Advancement Session with Sabrina Braham If you’re ready to elevate your leadership skills, supercharge your career, and boost your income beyond your expectations, it’s time to schedule your complimentary Leadership & Career Development Session with me. I’ve worked with over 250 managers, directors, VPs, and C-Suite leaders, and their success stories speak for themselves (see my 41 LinkedIn client recommendations here). As a seasoned executive coach specializing in leadership and career development, I understand women leaders’ unique challenges, including confidence, compelling storytelling, and navigating the complexities of corporate politics. My mission is to empower professionals like you to master the art of successful leadership, unlock your full capability, and achieve career advancement at a pace you never thought possible. With my guidance, many clients have seen their promotions happen three times faster, accompanied by a significant increase in their income ranging from 20% to 50% or more. During our complimentary session, I’ll share three proven strategies to bolster your impact, boost your confidence, and set you apart from the competition. These strategies will advance your career and accelerate your income growth. Let’s explore how I can tailor my expertise to your unique needs. Even if we determine it’s not the perfect fit, you’ll leave our session with actionable ideas to position yourself as the obvious choice for your next promotion. Are you open to a quick call to discuss your career aspirations and how I can help you achieve them? Book Your Complimentary Leadership and Career Development Session on My Calendar Here.   Sabrina Braham MA MFT PCC Where Are You Not Realizing Your Leadership Potential? Discover in only 4 minutes the five top things that may be stopping you from advancing your leadership and career. Answer 21 quick & easy questions and you will receive your score immediately and specific recommendations on your low-scoring areas to jump-start your career.

In today's dynamic business environment, leadership confidence development is essential for guiding teams and driving organizational success. However, confidence alone is not enough to lead effectively—leaders must also build authentic trust with their teams. Trust and confidence are inseparable when fostering productive work environments and ensuring long-term success. In this part II Women’s Leadership Success podcast interview with Lida Citroën, we will explore practical strategies for developing leadership confidence and building authentic leadership trust. Lida Citroën: Mastering the Art of Leadership Influence Lida Citroën is a personal branding and reputation management expert who helps executives, entrepreneurs, and thought leaders worldwide shape their public image and seize ideal opportunities. With a track record of guiding thousands of individuals across 30+ countries, Lida offers a transformative approach to personal positioning.   As a dynamic keynote speaker, Lida has captivated audiences through her TEDx Talk and Talks at Google. She also serves as a faculty member at the Institute for Management Studies, delivering impactful seminars across the U.S.   An award-winning author of seven books, Lida recently released The New Rules of Influence: How to Authentically Build Trust, Drive Change, and Make an Impact, offering fresh insights on building influence with authenticity.   https://youtu.be/9BloWnsJCRw?si=ChRaTephWOVU0Hug Leadership Confidence Development: Why It Matters Leadership confidence is the foundation of effective decision-making and influence. Leaders who display confidence are better equipped to inspire others, make strategic decisions, and handle challenges with resilience. However, confidence doesn’t just emerge overnight; it is built through intentional practices. 1. Self-awareness and Emotional Intelligence Self-awareness is key to understanding one’s strengths and growth areas, directly impacting leadership confidence. Leaders who invest in emotional intelligence training can more easily navigate complex team dynamics, boosting their self-confidence. By developing a deeper understanding of one's emotions, one can regulate them and respond to situations with clarity and calm. 2. Continual Learning and Growth Leaders who actively seek to develop new skills and stay up to date with industry trends exude more confidence. By continuously challenging yourself through learning and development opportunities, you stay prepared for changing circumstances, reinforcing your leadership capabilities. 3. Mentorship and Feedback One of the best ways to grow as a leader is to seek mentorship and actively request feedback from peers and team members. By receiving constructive input and applying it, leaders can build confidence in their leadership style while improving performance. This two-way communication also helps build stronger relationships and mutual trust.   Building Authentic Leadership Trust While confidence is critical, building authentic leadership trust sustains long-term success. Trust makes teams follow your lead, invest in your vision, and commit to achieving collective goals. But trust cannot be forced; it must be earned. Consistency in Actions and Words To build trust, leaders must align their actions with their words. Consistency in decision-making, behavior, and communication ensures that team members know what to expect from you. This creates a sense of reliability, which is fundamental to establishing trust.   Transparency and Open Communication Honesty and transparency foster trust within teams. Leaders who are open about their goals, challenges, and expectations build stronger connections with their teams. This authentic communication shows that you value your employees' input and are committed to their growth and the organization’s success.   Empathy and Active Listening Building authentic leadership trust requires empathy. Leaders who take the time to actively listen to their team members' concerns, ideas, and feedback demonstrate genuine care. This personal connection encourages team members to trust their leaders and engage more in the organization’s mission. Connecting Confidence and Trust To be a truly effective leader, confidence and trust must be present. Confidence without trust can come across as arrogance, while trust without confidence may lead to indecision and lack of direction. Leaders who embody both traits inspire loyalty, drive results, and create work environments where innovation and collaboration thrive. Focusing on leadership confidence development and strategies to build authentic leadership trust can transform your leadership approach and create stronger, more connected teams. This combination of traits will not only help you grow as a leader but also foster a more positive, high-performing workplace culture. Final Thoughts on Leadership Confidence and Trust Building Developing leadership confidence and building authentic leadership trust are essential components of effective leadership. By cultivating self-awareness, being consistent in your actions, and prioritizing open communication and empathy, you will lay the foundation for long-term leadership success. Leadership is a journey of growth, and investing in these qualities will ensure you become a trusted, confident leader who can navigate challenges and inspire others.Be sure to check out Part I of my discussion with Lida Citroen on Mastering Executive Influence: Unlocking Leadership Success | WLS 138   Unlock Your Leadership Confidence & Impact Find Out Your Leadership Score Today Are you ready to enhance your leadership skills for more influence, confidence, and impact? Take our Leadership & Career Development Quiz to uncover your strengths and growth areas. Answer 21 Quick & Easy Questions in 4 minutes. Discover your leadership and influence score immediately. Get proven leadership and career development tips from Sabrina.

In the rapidly evolving business world, executive leaders face the challenge of leading their teams and influencing key stakeholders. The most effective leaders aren't just decision-makers; they are influencers. But what does it take to master executive influence techniques? This powerful part I interview delves into the art of mastering executive influence. Executive influence goes beyond authority. It’s about persuasion, connection, and the ability to guide others toward a shared vision. Whether managing up to your board of directors or collaborating with cross-functional teams, mastering these techniques can be a game-changer.Join me Sabrina Braham MA MFT and Lida Citroën as we explore how you can develop your executive influence and impact and advance your career. Lida Citroën: The New Rules of Mastering Executive Influence Lida Citroën (@LIDA360) is a personal branding and reputation management authority who helps global executives, entrepreneurs, and thought leaders manage their perceptions and drive toward ideal opportunities. She has helped thousands of individuals in more than 30 countries gain a fresh perspective on positioning themselves for success.   As a professional keynote speaker and presenter, Lida's popular TEDx Talk, Talks at Google presentation, and numerous courses on LinkedIn Learning showcase her empowering coaching style and message. She is also a faculty member for the Institute for Management Studies, presenting seminars throughout the United States. Lida has authored seven award-winning books, and her most recent book, The New Rules of Influence: How to authentically build trust, drive change, and make an impact, just launched. How to Inspire Action and Lead With Authenticity as an Influential Executive Leader Today, we explore how the most influential leaders build trust, communicate strategically, and--- leverage emotional intelligence to inspire action and lead with authenticity.  1. Empathy and Emotional Intelligence Understanding your team's emotions and motivations is crucial. Empathy enables you to tailor your approach, ensuring your message resonates with each individual's unique perspectives. Executive leaders who demonstrate high emotional intelligence not only influence but also foster loyalty and collaboration within their organizations. 2. Strategic Leadership Communication  Master communicators understand that timing, tone, and clarity are everything. Executive influence relies on conveying a clear and compelling message that aligns with your audience's interests. Being concise and transparent helps build trust while leaving little room for misunderstanding. 3. Building Trust and Credibility  Influence without trust is ineffective. As an executive leader, consistently demonstrating competence, integrity, and reliability builds a strong foundation for influence. When people trust your judgment and respect your values, they are more likely to follow your lead. 4. Leveraging Social Capital - Building Strategic Relationships Your network is your net worth in the executive space. Building strategic relationships across departments and industries enhances your influence. When others recognize your ability to connect people and ideas, your ability to influence outcomes grows. 5. Adaptive Leadership  Executive leaders need to be flexible and adaptive. An essential influence technique is understanding when to lead, listen, and empower others to take the reins. Adaptability shows you are responsive to change, an invaluable trait in today's fast-paced business environment. You can lead with authority and authenticity by mastering executive influence techniques and driving personal and organizational success. Conclusion - Mastering Executive Influence Builds Trust and Leadership Success Influence is the key to effective executive leadership. By focusing on emotional intelligence, strategic communication, and building trust, leaders can enhance their influence and lead their organizations to new heights. Unlock Your Leadership Influence Potential Find Out Your Leadership Score Today Answer 21 quick questions in 4 minutes Discover your leadership and influence score immediately. Get proven leadership and career development tips from Sabrina. Are you ready to enhance your leadership skills to have more influence, confidence and impact? Take our Leadership & Career Development Quiz now to uncover your natural strengths and areas for growth.

Did you know that microaggressions in the workplace, often subtle and unintentional, can cost the U.S. workforce $450 to $550 billion in lost productivity yearly, according to Gallup? These small, seemingly insignificant actions or comments can have significant negative impacts on individuals and organizations, leading to lost productivity, low morale, and claims of a hostile work environment. The Impact of Microaggressions on the Workplace Implementing effective **Microaggressions Workplace Strategies** is crucial for mitigating these behaviors' adverse effects on individuals and organizations. Here are some key impacts to consider: Lost Productivity: Microaggressions can accumulate over time, decreasing employee engagement and productivity. When employees feel undervalued or discriminated against, their motivation and performance suffer, ultimately affecting the organization's bottom line. Low Morale: Repeated microaggressions create a toxic work environment where employees feel uncomfortable, isolated, or marginalized. This environment can result in high turnover rates as employees seek healthier, more inclusive workplaces. Claims of a Hostile Work Environment: While microaggressions may seem minor in isolation, they can contribute to a pattern of behavior that creates a hostile work environment. Over time, these incidents can become the basis for employment discrimination lawsuits, leading to financial and reputational damage. These impacts underline the importance of developing and implementing **Microaggressions Workplace Strategies** to foster a more inclusive and productive work environment.

This month, we revisited the inspiring journey of Patricia Walsh, a Paralympic gold medalist and accomplished tech engineer who has overcome significant challenges and achieved remarkable success. Patricia's story is a testament to the power of resilience, focus, and determination. Here are the key leadership takeaways from my conversation with Patricia, optimized to help you build natural leadership strengths. Embracing Challenges to Foster Resilience Patricia faced the profound challenge of becoming blind at the age of 14. Instead of letting her disability define her, she embraced it as part of her identity and pushed herself to achieve what many thought was impossible. This relentless pursuit of excellence has been a hallmark of her journey. Key Takeaway: Striving for excellence means embracing challenges and using them as stepping stones to reach your full potential. This mindset is crucial for anyone looking to build natural leadership strengths. Overcoming Adversity & Power Beyond Limiting Beliefs Patricia's journey is filled with instances of overcoming adversity. From completing over 20 marathons and two Ironman competitions to transitioning from a role at Facebook to a senior engineering manager position at the Lego Group, Patricia has continuously pushed the boundaries of what is possible. Key Takeaway: Overcoming adversity requires resilience, determination, and the courage to push beyond limiting beliefs. These qualities are essential for developing natural leadership strengths. Building Natural Leadership Strengths in Tech and Beyond Patricia has held significant roles in the tech industry, including her recent position at the Lego Group, where she oversaw several departments. Her leadership extends beyond managing teams; it involves creating an inclusive and supportive environment that values everyone's contributions. Key Takeaway: Effective leadership is more than just overseeing tasks; it's about fostering an environment where everyone can thrive and contribute their best. This approach is vital to build natural leadership strengths in any setting. Achieving the Impossible Patricia's sports and professional achievements highlight her ability to achieve what many thought was impossible. She holds the world record in the Ironman Triathlon and has represented Team USA as a five-time national champion and seven-time international gold medalist. Key Takeaway: Setting and achieving ambitious goals can inspire others and demonstrate that determination can make the impossible possible. This ambition is a core component of natural leadership strengths. Focusing on Leadership Strengths and Talents A significant piece of advice Patricia shares, which resonates with my coaching philosophy, is to: "focus on your strengths and talents rather than weaknesses or handicaps." This mindset has been pivotal in Patricia's success both in her athletic and professional endeavors. Key Takeaway: To have the best life and career possible, focus on leveraging your strengths and talents instead of dwelling on your limitations. This focus is fundamental to build natural leadership strengths. The Importance of Asking for and Offering Help Patricia shared insights about the importance of knowing when to ask for help and not making assumptions about others' needs. She emphasized the value of clear communication and respecting personal autonomy, which is crucial in personal and professional interactions. Sabrina's Insight: "Effective support involves asking how to help and respecting the autonomy and preferences of others." This understanding is essential for anyone aiming to build natural leadership strengths. Authenticity in Leadership Values Being authentic to oneself is another critical lesson from Patricia's journey. Despite the competitive environments she has been part of, Patricia remains committed to her values of fairness and kindness. Key Takeaway: Authentic leadership involves staying true to your values and balancing competitiveness and compassion. Authenticity is crucial in developing natural leadership strengths. Reflection on Apologies and Relationships Patricia also highlighted the importance of meaningful apologies in building and maintaining relationships. She shared how a coach at Dow Jones taught her the value of acknowledging when she could have done something differently. Sabrina's Insight: "I've learned to apologize not just when I'm wrong, but when I see that the other person's feelings are hurt. This practice helps in building trust and openness, which are crucial for strong leadership."       Conclusion: How to Build Your Natural Leadership Strengths  Patricia Walsh's story is a powerful example of how focusing on strengths, embracing challenges, and staying authentic can lead to extraordinary achievements. As leaders, these lessons remind us of the importance of resilience, determination, and the impact we can have by fostering an inclusive and supportive environment. Join us in celebrating Patricia's achievements and let her journey inspire you to strive for excellence, overcome adversity, and build natural leadership strengths. PS Check out Patricia's original Women's Leadership Success podcast interview on: Overcoming Limiting Beliefs: Leadership Tips to Overcome Adversity Unlock Your Leadership Potential Find Out Your Leadership Score Today Answer 21 quick questions in 4 minutes Discover your leadership success score immediately. Get proven leadership and career development tips. Are you ready to enhance your leadership skills? Take our Leadership & Career Development Quiz now to uncover your natural strengths and areas for growth.

Patricia Walsh’s journey in overcoming limiting beliefs is a remarkable tale of overcoming adversity and the relentless pursuit of excellence. Born with a gradually worsening vision impairment, she faced significant challenges from a young age. Despite these hurdles, Patricia refused to let her disability define her. Instead, she embraced it as a unique aspect of her identity, pushing herself to achieve what many consider impossible. Patricia’s leadership tips are a great story of grit, personal accountability, granite willpower, and a determination to conquer overwhelming odds. Overcoming limiting beliefs is critical to achieving success and realizing one's full potential. Patricia Walsh's inspiring journey offers you valuable insights into how to break free from these constraints and achieve greatness. Podcast interview is full of key leadership lessons and takeaways from her story.

Today, let's talk about self-leadership strategies. Do you or someone you know have these leadership issues? How often do you make decisions based on incomplete or biased information? Have you ever considered that your words and actions might be causing misunderstandings, confusion, or even conflict within your team? Are you perceived as out of touch or insensitive to people's needs and concerns? Not sure what leadership soft skill areas you need to improve? (find out below) If so, meet Richard. He graduated from an Ivy League school with many awards and patents. Richard was known for his brilliance, innovation, and ability to accomplish things, so he was on a fast track to promotion. However, Richard was about to face a challenge he had never seen coming. The Challenge Richard's boss informed him that his team was unhappy with him, perceiving him as cold and insensitive to their needs and concerns. The team was not functioning well, with a lot of conflict, and Richard was identified as part of the problem. At first, Richard was angry, believing the team had the problem, not him. He didn't understand how his behavior contributed to the team's tensions until he saw the results of a 360-degree feedback report completed by his team, peers, and boss. The report revealed that his words and actions were causing misunderstandings, confusion, and conflict. Additionally, they felt he was out of touch with or insensitive to their needs and concerns. Richard's Realization and Transformation Richard's story is not unique; many executive leaders face similar issues. Do you, or someone you know, face these challenges? This is a promotion killer! According to a 2023 report by McKinsey and Company, which surveyed 2,500 leaders, only 25% are engaged, passionate, and inspiring. People desire leaders who build respect and consider the ethical consequences of their decisions. They want leaders who inspire and develop others. Harvard Business Review found that while 95% of people believe they are self-aware, tests showed only 10% are truly self-aware. Consequences of Low Self-Awareness A leader with low self-awareness can face numerous challenges that significantly impact their effectiveness and the organization's overall health: 1. Ineffective Communication: Leaders may not realize how their actions affect others, leading to misunderstandings, confusion, and conflict within the team. 2. Limited Personal and Professional Growth: This prevents leaders from recognizing areas where they need to improve. 3. Poor Conflict Resolution: Without understanding their role in conflicts or how their behavior contributes to tensions, leaders struggle to manage and resolve issues, leading to a toxic work environment. 4. Diminished Credibility and Trust: Employees and stakeholders are less likely to trust and respect leaders who lack self-awareness, viewing them as inconsistent, hypocritical, or disconnected, which erodes credibility and authority. Self-Leadership Strategies for Building Self-Awareness How Do You Score? Find Out Below Self-awareness means understanding how we affect those around us, developing a transparent view of our strengths and shortcomings, and recognizing and controlling our emotional responses. Here are some Self-Leadership Strategies to help build self-awareness: 1. Seeking Feedback: Actively schedule meetings to seek feedback from peers, subordinates, and mentors. Ask them to rate you in different areas. Consistent effort and sincerity will engage your team in supporting your improvement.2. Reflection Time: Set aside time in the morning and at the end of the day to reflect on your feelings and the team's needs.3. Increased Accessibility: Hold open office hours and organize informal coffee chats with team members. This effort improves relationships, facilitates better information flow, and enhances collaboration within the team.4. Celebrating Achievements: Recognize and celebrate team achievements regularly. Set reminders to acknowledge individual and team successes, boosting motivation and fostering a stronger sense of community within the team. Why is it Essential to Develop Self-Leadership Strategies? The core of good leadership is self-leadership. With a clear understanding of your own emotions, you can recognize the feelings of others and build a strong connection with your team. Implementing Self-Leadership Strategies ensures personal and professional growth, making you a more effective and respected leader. Richard's Self-Leadership Journey As Richard's executive coach, I recommended Self-Leadership Strategies to build his self-awareness and improve his relationship with his team: Seeking Feedback: Richard actively scheduled meetings to seek feedback from peers, subordinates, and mentors. He asked them to rate him 1-10 in different areas. Initially skeptical, the team eventually supported his improvement as they saw his sincerity and consistent efforts. Reflection Time: Richard set aside time in the morning and at the end of the day to reflect on his feelings and the team's needs. Increased Accessibility: Previously criticized for being inaccessible, Richard started holding open office hours and organizing informal coffee chats with team members. This effort improved relationships, facilitated better information flow, and enhanced collaboration within the team. Celebrating Achievements: Richard realized he had a blind spot in recognizing and celebrating team achievements. He set reminders to acknowledge individual and team successes regularly, boosting motivation and fostering a stronger sense of community within the team. Self-Leadership Strategies for Impact, Influence, and Happiness. Leadership Success Podcast #134   Leadership Mindset + Communication Skills + Emotional Intelligence Growth = Career & Life Turnaround A year later, with coaching and feedback from his peers and team, plus his consistent improvements, Richard is now seen as a great leader whom people are excited to learn from and proud to work for. When Richard got promoted, his team and leadership enthusiastically supported him. He also mentored his successor, helping them become a better leader, resulting in a more functional and profitable team than ever. Incorporating these Self-Leadership Strategies into your journey promises profound personal and professional growth. By sharpening your sensory awareness and empowering your emotional regulation, you equip yourself with invaluable tools for navigating life's complexities with clarity, grace, and authenticity. And you'll have more fun! Unlock Your Leadership Potential Find Out Your Leadership Score Today Answer 21 quick questions in 3 minutes Discover your leadership success score immediately. Get proven leadership and career development tips. Are you ready to take your leadership skills to the next level? Take our Leadership & Career Development self-assessment now to uncover your strengths and areas for growth!

Welcome to the Women's Leadership Success Podcast episode number 133, where we celebrate and empower women (and men) to have more influence, impact, and success in their leadership and careers. Join me as I interview three-time cancer survivor Lee Rhodes, who founded Glassy Baby in her garage, and grew it to a $30 million-dollar-a-year company. She gives over $1 million a year to charities. In 2011, Lee was named Entrepreneur of the Year by Entrepreneur Magazine, the first woman to receive the honor. Today, we dive into Lee's journey from her spark of inspiration to growing a thriving business dedicated to compassion and staying true to one’s purpose. Discover how Lee built her confidence, overcame challenges and why she believes in the power of social entrepreneurship, especially for women. Tune in for valuable advice on embracing self-care and driving success. Whether you have dreamed of starting your own business or want to learn how to overcome obstacles and build your confidence, join us today for a very inspiring story. And be sure to tune in to the end of the show for a gift from me, my new Leadership and Career Advancement Scorecard to help you elevate your leadership skills and have more impact.

Welcome to the Road to Leadership Success, a resource for people who want effective leadership productivity strategies to learn faster and accomplish more. I'm Sabrina Braham, your Leadership coach. As your coach, I'm constantly looking for shortcuts to help you succeed in your life and career. If you take 10 minutes to listen to these simple and easy mind hacks, I will share, it could double your productivity. In this episode, I am going to give you two leadership essential tips: How to overcome procrastination, distractions, and interruptions. A scientifically proven method to increase your productivity and innovation. How often do you find yourself procrastinating on tasks or projects? How do interruptions impact your productivity daily? Are you feeling swamped by your tasks? Do you need help to keep up despite your efforts? Well, you're not alone. According to new research conducted in the US by Zippia, the average employee is productive for 2 hours and 53 minutes daily. That’s only 31% of the average 8-hour workday. Most employees feel unproductive because they spend the majority of their workday distracted. Atlassian has discovered that the average employee is interrupted from work around 56 times a day and spends 2 hours recovering from these distractions. How long do you think it takes to recover from a single distraction? According to the research, Refocusing after a distraction takes an average of 23 minutes and 15 seconds. Do you have something you want to do or know you need to do but can’t figure out how to fit it into your schedule or avoid being distracted? Or Your challenge is that you are procrastinating. How much more could you get done if you weren't procrastinating, weren't interrupted, and could you stay focused?  A lot, right? Are you ready to move your productivity AND career to the next level? I've got a proven strategy for you that will enable you to seize opportunities without procrastination, interruptions, or lack of focus. The good news is that I will give you my “Improved Pomodoro Technique” today. This is a proven method for increasing focus, productivity, and creativity. Top Tech Leader Struggles With Productivity & Being Overwhelmed But first, let me tell you a story about Ava, a director in a large company who came to me for executive coaching. She was working long hours and was overwhelmed by all her projects. She was very talented, and one of her coaching goals was to increase exposure to senior management to build a brand and enhance her career. Her senior VP had been brainstorming with her to develop a new product. The meetings were exciting and productive.    Then, they took an unexpected turn. In the last month,  Brad, the director of another department, had begun collaborating with the senior VP on the same project. Now, he was talking to Brad and not to her. Her question to me was: “How can I get the senior VP  to speak and brainstorm with me again? She wanted to know how. Could you continue to provide input on the project and be instrumental in preventing errors?  When I asked her why he should talk to her instead of the other director, she said, “Oh no, he needs to speak to both of us. The other director knows some important information, but I understand the algorithms, and unless they consider them, there will be errors in this project.” I asked what kept her from giving the Senior VP this information. She paused and said, "I'm swamped with less critical projects, which unfortunately prevents me from conducting the necessary research to stay updated on the information required by the Senior VPs for this new product." She looked surprised by her answer. She was startled to discover that she had missed an opportunity because she had filled her schedule with less urgent projects, lacked the time required for necessary research, and had, therefore, missed an opportunity. Brand Development and Effective Leadership Productivity Strategies Ava was overworked and too busy to take the actions that would change her brand, help her gain recognition, and bring the company greater profits with new products. Initially, she recognized the necessity of axing unimportant projects to save time for this crucial new product. Then, she delegated some tasks to her team or other departments. Additionally, she acknowledged the need to decline less significant projects and allocate more time to researching this new product. She was able to carve out four hours for this essential research later that week, and she started using my proven productivity method, which I will share in a minute. The following week, she went to the senior vice president and the director of the other department and shared her vital research information, which was crucial to this project’s success. They realized they had almost launched a new product with fatal flaws that needed to be revised. These flaws would have cost the company many customers, time, and money. They saw the value in having Ava included weekly in their meetings. Ava’s leadership brand, influence, and impact increased significantly in the eyes of senior leadership. The Pomodoro Technique: A Leadership Time Management Strategy Here is the technique I coached Ava on that highly productive people use and will help you, too. This is one of my favorite techniques to improve focus and productivity. The Pomodoro Technique is a time management and effective leadership productivity strategy invented by Francesco Cirillo. (Che re llo) Cirillo named it after a tomato-shaped timer he used in college to keep himself on track as he studied. (Pomodoro means tomato in Italian.) The idea is to increase productivity by dividing your workday into highly focused chunks separated by short breaks. So here is my revised and improved Pomodoro Technique Start with these four things: Take time daily to reflect on the three most important things. See what you can delete or delegate. Put time on your calendar to do the project. Schedule a specific 2-hour block to accomplish a chunk of a large project or goal. Now let me give you more details about how to do it. Effective Leadership Productivity Strategies The Six-Step Pomodoro Technique The only equipment you'll need is  A TIMER. Many people find that a physical timer works best for them, OR you can use your COMPUTER OR  mobile PHONE. If you use the phone, put it on the airplane till you are done. Identify a task or task or goal that you need to complete. Outline the rough draft in the order you want to do it in Set a timer for 25 minutes. Work on a task with no distractions. Remove distractions. Shut off the phone or put it in another room. Turn off Slack, or put a note up on your office door. Re-schedule distractions. Stay focused no matter what When the alarm sounds, take a 5-minute Re-fresh break. This is important: No social media or email. Taking breaks and engaging in activities that refresh your mind and body can boost productivity and overall well-being. It's all about finding that balance between focused work and rejuvenating breaks. Whether it's a short walk outside, a quick stretching session, or simply spending time with a pet, incorporating these activities into your routine can make a big difference in how you feel and your performance throughout the day. Repeat the process three more times. After Three 25-minute sessions, take a more extended 30-minute break and start again. Now, this can be revised: You could do 1 hour and then a 10-minute break There is an exception If you are in a flow state, KEEP GOING. Try these effective leadership productivity strategies for 30 days. You will be amazed by how focused and productive you will be. Please Let me know how this worked for you. How Do You Measure Up In These 5 Key Areas of Top Leaders?  My new 3-minute confidential Executive Leadership & Career Development Potential evaluation, based on 30 years of coaching top executives and the traits of top leaders, reveals your strengths and growth opportunities in Leadership Mindset, Communication Skills, Emotional Intelligence, Influence, and Political Savvy. Enhance Your Leadership Abilities Take it today: https://sabrina-braham-leadership-assessment-1.scoreapp.com    Sabrina Braham MA MFT PCC PS  Please connect with me on LinkedIn

Championing Gender Equality: Insights from Two Women Leaders In today's competitive business landscape, women, especially women of color, often face unique challenges on their path to develop leadership influence. Drawing from profound discussions, we delve into actionable strategies for breaking through barriers and nurturing influential leadership.   Overcoming Biases and Building Leadership Influence Join us for an insightful continuation of our interview with renowned author Shelmina Abji. Discover how to combat biases in the corporate world and leverage influence and persuasion within your organization to propel your career forward.   Shelmina Babai Abji: A Trailblazer in Leadership and Gender Equality Shelmina Babai Abji, a former IBM VP and esteemed author, is a vocal advocate for gender equality in leadership. Rising from humble beginnings in Tanzania, she shattered barriers to become one of IBM's highest-ranking women of color. With a track record of delivering over $1 billion in annual revenues, she now inspires and mentors women globally while serving on the advisory board of Girl Up. Armed with computer science and mathematics degrees, Shelmina's expertise is sought after worldwide.   Shelmina Babai AbjiTEDx speaker | Former IBM Vice President | Angel Investor | Author of Show Your Worth Overcoming Internal and External Challenges to Develop Leadership Influence (1:42) Many women face internal barriers from a lack of representation in leadership roles, leading to self-doubt and fear of failure. Additionally, biases from senior leaders can hinder opportunities for advancement. However, recognizing and confronting these challenges is the first step towards overcoming them and learning how to develop leadership influence.   Proactive Relationship Building: Nurturing Connections for Leadership Growth (3:16) Waiting for recognition isn't enough. You must proactively engage with supervisors and stakeholders, showcase your value, and initiate conversations about your achievements. Taking the lead in these interactions ensures that your contributions are acknowledged and valued, nurturing connections for leadership growth and influence.   Advocating for Yourself: Asserting Your Value in the Workplace (4:57) Acknowledging your accomplishments isn't boasting; it's necessary for career advancement. During performance reviews, confidently share your achievements to ensure they're recognized and appreciated. Don't hesitate to advocate for yourself and your contributions; this is vital in asserting your value and fostering leadership growth and influence.   Embracing Growth and Learning: Steppingstones to Leadership Development (7:00) Failure isn't the end; it's an opportunity for growth. Stepping outside your comfort zone and taking on challenges, even if you encounter setbacks, contributes to your long-term development. Embrace these experiences as valuable learning opportunities to enhance your leadership development influence, skills and impact   Tools for Impact: Strategies for Leadership Development Influence (8:23) Adopting an adventurous mindset in tackling challenges is crucial for growth. Stepping outside your comfort zone builds competence and confidence, essential qualities for effective leadership. Explore intentional growth strategies and embrace opportunities for learning and development to foster leadership growth and influence.   Personal Testimony and Empowerment: Inspiring Others to Lead (10:45) Personal stories of resilience and perseverance are potent reminders of our potential for growth and success. By sharing our experiences and insights, we empower others to unlock their leadership potential and overcome obstacles in their path, thus inspiring others to lead and develop their influence.   The Power of Mentorship: Guiding Paths to Leadership Excellence (11:23) Mentorship plays a significant role in career development. Finding the right mentors and sponsors can accelerate your growth and provide invaluable guidance and support. Seek out mentors who can offer insights and advice tailored to your specific goals and aspirations, guiding paths to leadership development, influence, and excellence.   Balancing Work and Personal Life: Harmonizing Priorities for Success (17:12) Achieving a balance between work and personal life is essential for overall well-being and success. Prioritize self-care and set boundaries to ensure you excel professionally and personally. Remember that taking care of yourself enables you to be your best self in all aspects of your life, harmonizing your priorities for success and enhancing your leadership influence.   Creating a Personal Success Plan: Mapping Strategies for Leadership Development Influence (24:26) A personal success plan serves as a roadmap for achieving your goals. Identify your long-term objectives and break them down into actionable steps. Align your daily actions with your strategic priorities to ensure steady progress toward your goals, thereby mapping strategies for leadership development and influence. Listen to Part I Here:  How to Overcome Leadership Self Doubt: A Tech Engineers Story to Inspire Inclusion   A Call to Action for Inclusive Leadership As we celebrate Women's History Month, let us reflect on our progress and the work still ahead. By confronting challenges head-on, advocating for ourselves, and supporting one another, we can create a more inclusive and empowering environment where all individuals can thrive, succeed in their leadership journeys, and develop leadership influence. Develop Leadership Influence & Impact: Action for Traction Listening to a podcast or reading a book is a good start. But the way you will change and grow yourself is to take a small action every time you have an aha from what you have heard or read. Remember, your unique and authentic personal attributes will be your differentiator. Here are three possible actions you might consider: 1:  How would I rate my communication skills on a scale of one to 10, with 10 being the best? 2:  What are my top 10 best personal attributes contributing to my success? 3: Ten years from now, how do I want to be remembered by the people who work for me now? “As you intentionally develop yourself. You'll improve your ability to create value, and you will begin to be noticed for the value you are creating,”   Shelima Abji, Show Your Worth   Book Your Complimentary Leadership & Career Advancement Session with Sabrina Braham MA MFT PCC If you’re ready to develop Leadership Influence, elevate your leadership, supercharge your career, and boost your income beyond your expectations, it’s time to schedule your complimentary Leadership and career Development Session with me. I’ve worked with over 300 managers, directors, VPs, and C-Suite leaders, and their success stories speak for themselves (see my 41 LinkedIn client recommendations here) Check out this executive coaching client video recommendations on coaching with Sabrina As a seasoned executive coach specializing in leadership and career development, I understand women leaders’ unique challenges, including confidence, compelling storytelling, and navigating the complexities of corporate politics. My mission is to empower professionals like you to master the art of successful leadership, unlock your full capability, and achieve career advancement at a pace you never thought possible. With my guidance, many clients have seen their promotions happen three times faster, accompanied by a significant increase in their income ranging from 20% to 50% or more. During our complimentary session, I’ll share three proven strategies to bolster your impact, boost your confidence, and set you apart from the competition. These strategies will advance your career and accelerate your income growth. Let’s explore how I can tailor my expertise to your unique needs. Even if we determine it’s not the perfect fit, you’ll leave our session with actionable ideas to position yourself as the obvious choice for your next promotion. Are you open to a quick call to discuss your career aspirations and how I can help you achieve them? Book Your Complimentary Leadership and Career Development Session on My Calendar Here. Sabrina Braham MA MFT PCC

How did a woman of color who grew up in poverty in Tanzania overcome leadership self-doubt and go on to become a tech leader and Vice President at IBM, even though she was a single mother and battled imposter syndrome? A Women's Leadership Success Podcast interview with Sabrina Braham MA MFT PCC.

Are you ready to embark on a journey of personal and professional growth? Welcome to "ROAD TO Leadership SUCCESS," a transformative podcast series curated by Women's Leadership Success and presented by the seasoned coach and mentor, Sabrina Braham MA MFT PCC. In this special episode, we're diving deep into the essence of executive leadership confidence development, delivering bite-sized episodes packed with actionable tips and insights to propel your career and life forward. What to Expect: In each power-packed episode, Sabrina draws upon over 30 years of executive coaching, research, and psychology expertise. With a commitment to lifelong learning and a wealth of knowledge gleaned from fifteen years of podcast interviews with thought leaders, Sabrina distills key leadership principles into digestible nuggets of wisdom. Whether you're a junior manager or a seasoned CEO, these episodes are tailored to empower leaders at every stage of their journey. Sabrina Braham MA MFT PCC Why Tune In:Are you yearning to overcome self-doubt and unlock your full potential? "ROAD TO Leadership SUCCESS" is dedicated to helping you shatter limiting beliefs and adopt proven strategies that have propelled countless leaders to success. With Sabrina as your guide, you'll discover how to navigate the challenges of leadership with confidence, resilience, and clarity. When to Listen:Twice a month, carve out 10-15 minutes from your schedule to tune in to our bite-sized episodes. These episodes complement our regular in-depth interviews with top thought leaders and authors, providing a holistic approach to executive leadership confidence development. In This Episode:In our inaugural episode, Sabrina shares three transformative tips to cultivate and advance your confidence as a leader. But before we delve into those, let's meet Melinda, a director at a Fortune 500 company who grappled with self-doubt despite her professional success. Melinda's Story:Melinda was well-liked by her team and management, but beneath her poised exterior, she battled a relentless lack of confidence. Despite her accomplishments, she felt she wasn't living up to her potential, both personally and professionally. Sleepless nights and a sense of overwhelm plagued her as she struggled to balance work and family life. It wasn't until she sought guidance from Sabrina that she realized the root cause of her self-doubt: an internal critic echoing the voice of her past. Through Sabrina's coaching, Melinda learned to distinguish between her inner critic and her inner coach, paving the way for newfound confidence and clarity. 3 Key Takeaways from Melinda's Journey: Recognize and silence your inner critic. Quiet the critical voice in your head and take control of the narrative you tell yourself. Replace self-doubt with self-confidence by visualizing yourself succeeding and thriving in various scenarios. Explore how adopting a confident mindset changes your actions and interactions with others. Embrace a growth mindset to navigate setbacks with resilience. Adopt a growth mindset, recognizing that failure is not personal or terminal. Instead, view setbacks as opportunities for learning and improvement. Challenge the fixed mindset narrative of "I am a loser" or "I am a failure" with the belief that you can grow, adapt, and continuously improve. Practice emotional control to project confidence in every interaction. Develop the ability to regulate your emotions and mood. Experiment with techniques to shift from a negative to a positive mindset, even in challenging situations. Remember that you have the power to master your emotions and cultivate a sense of inner calm and confidence. Incorporate Kaizen Philosophy: Embrace the Japanese philosophy of Kaizen, which emphasizes continuous improvement through minor adjustments and consistent effort. Remember that even small, incremental changes can lead to significant growth over time. Conclusion: By implementing these three tips and embracing the philosophy of Kaizen, you can actively develop and advance your confidence starting today. Remember, confidence is not a fixed trait but a skill that can be cultivated through practice and perseverance. Begin your journey to greater self-assurance and leadership success now. What YOU as a listener can do Thanks for listening today. We sincerely hope it gets you thinking and helps. Let me know what you think. Do you like this new additional format?  What topics do YOU want? Please comment on the show notes in WLS Connect with me on LinkedIn, and send me a private message Share our podcast with friends and associates who would benefit from these targeted leadership topics Please Subscribe and Let me and your peers know what you did to take action on this topic via your comments and accolades in Apple Podcasts, Spotify, Podchaser, Castbox, and Amazon Audible.

Leadership career negotiation skills are essential for a thriving leadership career. Welcome to the Women's Leadership Success podcast #128, your go-to resource for learning crucial negotiation skills. In part one of this special two-part series, we explored the foundational tools of a master negotiator. In part two, we will guide you on applying these skills to navigate negotiations between departments, advance your career, a salary raise, or even land a better job in a new company. Mark Rafffan: Leadership Career Negotiation Skills Women's Leadership Success Podcast 128 Key Points Negotiation Skills for Leadership & Career Development Negotiating Between Departments for a Successful Leadership Career: Mark emphasizes that negotiation isn't just external; it's equally crucial internally. Learn how to strategically position your department strategically, showcasing the unique value it brings compared to others. Gain insights into preparing for internal negotiations and gaining a competitive edge, laying the foundation for a successful leadership career. Building Influence and Credibility in Leadership Career Negotiations: Uncover the secrets to enhancing your influence within the organization. Mark delves into the difference between positional power and absolute power, emphasizing the importance of understanding who holds influence and how to leverage it effectively for a thriving leadership career. Persuasion vs. Manipulation in Leadership Career Negotiations: Mark distinguishes between persuasion and manipulation, underlining the importance of positive intent in negotiation. Gain insights into how influence plays a crucial role in projecting persuasion publicly, ensuring authenticity in your leadership career negotiations. Steps to Persuade a Counterparty in Leadership Career Negotiations: Explore the three essential steps to persuade a counterparty successfully. Mark highlights the significance of emotional appeal, credibility, and ethical considerations in negotiation, crucial elements for a successful leadership career. Negotiating Salary for Leadership Career Advancement: For those navigating salary negotiations, Mark provides valuable advice. Understand the importance of clarity in your asks, realistic expectations relative to the market, and the art of asking for more while remaining grounded—a crucial aspect of advancing your leadership career. The Power of Taking Time in Leadership Career Negotiations: Learn the effectiveness of saying, "Can I get back to you?" in negotiations. Mark highlights how taking time to think through decisions can lead to more favorable outcomes, a powerful strategy for advancing your leadership career. Leadership & Career Negotiation Skills - Action for Traction Be sure to listen to part I on Executive Leadership Negotiation Skills with Mark Raffan and me for a better foundation for these negotiation strategies. Elevate your negotiation skills and empower your leadership and career impact today! Book Your Complimentary Leadership & Career Advancement Session with Sabrina Braham MA MFT PCC Sabrina Braham MA MFT PCC Executive Leadership Coach If you’re ready to elevate your leadership and negotiation skills, supercharge your career, and boost your income beyond your expectations, it’s time to schedule your complimentary Leadership & Career Development Session with me. I’ve worked with over 250 managers, directors, VPs, and C-Suite leaders, and their success stories speak for themselves (see my 41 LinkedIn client recommendations here). As a seasoned executive coach specializing in leadership and career development, I understand women leaders’ unique challenges, including confidence, compelling storytelling, and navigating the complexities of corporate politics. My mission is to empower professionals like you to master the art of successful leadership, unlock your full capability, and achieve career advancement at a pace you never thought possible. With my guidance, many clients have seen their promotions happen three times faster, accompanied by a significant increase in their income ranging from 20% to 50% or more. During our complimentary session, I’ll share three proven strategies to bolster your impact, boost your confidence, and set you apart from the competition. These strategies will advance your career and accelerate your income growth. Let’s explore how I can tailor my expertise to your unique needs. Even if we determine it’s not the perfect fit, you’ll leave our session with actionable ideas to position yourself as the obvious choice for your next promotion. Are you open to a quick call to discuss your career aspirations and how I can help you achieve them? Book Your Complimentary Leadership and Career Development Session on My Calendar Here. Sabrina Braham MA MFT PCC

Executive Leadership Negotiation Skills - Part I of II There are many situations in life where you need to negotiate. It could be asking for a raise, a job offer, selling or buying property, or a sales contract. If you want to be successful in those endeavors you need to learn the art of negotiating. In this podcast episode, you will discover the art of negotiation mindset, strategic planning, and practical tips for enhancing your influence. In part two of the show coming soon, we delve into leveraging these negotiation skills so you know how to negotiate between departments, increase your influence and persuasion, and negotiate your salary for a new, better job.  The Negotiation Mindset  Unlock the power of negotiation by adopting a mindset of curiosity and active listening. Join us as Mark Raffan, a negotiation teacher, emphasizes the importance of viewing negotiation as an exploration rather than a confrontation. Learn why introverts often make the best negotiators and discover the transformative impact of asking compelling questions.   Executive Leadership Negotiation Skills Expert  Mark Rafffan is an award-winning negotiation trainer, renowned speaker, and the author of "9 Secrets to Win Deals and Influence Stakeholders." Mark's journey into negotiation expertise began in a family of entrepreneurs, where he discovered his passion for selling, negotiating, and managing conflict. With a corporate sales and procurement background across diverse industries, Mark's entrepreneurial spirit led him to establish the Negotiations Ninja blog, podcast, and training company. Born out of a desire to evangelize effective negotiation practices, the platform quickly gained global recognition, drawing readers and listeners worldwide. In part I and part II of this leadership podcast interview, Mark and Sabrina will help you confidently elevate your executive leadership negotiation skills.    Avoiding Common Leadership Negotiation Mistakes  Navigate the pitfalls of negotiation by addressing the single biggest mistake – lack of planning. Mark Raffan dismantles the myth perpetuated by the media that negotiation is an innate trait rather than a learned skill. Gain valuable insights into the counterintuitive concept of planning concessions and understanding what you're willing to give up for a successful negotiation.   Negotiation Strategic Planning and Concessions  In this episode, we delve into the complexities of strategic planning in negotiations. Understand a deal's economic and emotional drivers and learn how to unravel the other party's motivations. Mark Raffan and Sabrina Braham, MA MFT PCC, share practical advice on breaking aspirational goals into success drivers, paving the way for a mutually beneficial deal. How to Influence Decision-Makers  Learn the art of influencing decision-makers by identifying major and minor influencers. Discover the significance of understanding industry intricacies and the emotional drivers behind decisions. Gain practical insights into asking the right questions to unveil key influencers and shape successful negotiation strategies.   Debunking Win-Win Negotiation and Practical Insights  Mark challenges Sabrina on the traditional notion of "win-win" in negotiations. Find out why Mark Raffan sheds light on the fallacy of expecting equal value distribution and advocates for a more realistic approach. Tune in for controversial yet eye-opening perspectives on negotiation dynamics and discover actionable insights to elevate your executive leadership negotiation skills.   Your Leadership Negotiation Success Key Takeaways    Embrace Curiosity: Cultivate a negotiation mindset centered around curiosity and active listening to uncover hidden opportunities and build meaningful connections.   Strategic Planning: Break down aspirational goals into actionable success drivers, understanding a deal's economic and emotional drivers.   Plan Your Concessions: Counterintuitively, plan what you're willing to concede in advance, acknowledging that concessions are crucial to successful negotiations.   Identify Decision-Makers and Influencers: Understand the decision-makers and significant and minor influencers, asking strategic questions to reveal key players and motivations.   Industry and Emotional Intelligence: Develop a comprehensive understanding of industry intricacies and emotional drivers behind decisions to tailor your negotiation approach effectively.   Debunk Win-Win Myths: Challenge the traditional notion of "win-win," recognizing the complexity of negotiations and the impossibility of equal value distribution.   Transparent Communication: Strive for transparent communication within reasonable bounds, realizing that complete transparency is often impractical.   Permission-Based Influence: Seek permission-based influence by involving decision-makers and influencers in the conversation, fostering a sense of authority and collaboration.   Continuous Learning: Approach negotiations as a learned skill, consistently refining your approach based on experiences, insights, and feedback from each negotiation scenario. Executive Leadership Negotiation Skills - Action for Traction: Listening to a podcast or reading a book is a good start. But the way you will change and grow yourself is to take a small action every time you have an aha from what you have heard or read. Here are three possible actions you might consider: Prepare: Research the company. Who has the power to say yes, in the negotiations? Know in advance your bottom line:  What are you willing to concede? Improve your negotiation skills: Research, rehearse and prepare Book Your Complimentary Leadership & Career Advancement Session with Sabrina Braham MA MFT PCC If you’re ready to elevate your leadership and negotiation skills, supercharge your career, and boost your income beyond your expectations, it’s time to schedule your complimentary Leadership & Career Development Session with me. I’ve worked with over 250 managers, directors, VPs, and C-Suite leaders, and their success stories speak for themselves (see my 41 LinkedIn client recommendations here). As a seasoned executive coach specializing in leadership and career development, I understand women leaders’ unique challenges, including confidence, compelling storytelling, and navigating the complexities of corporate politics. My mission is to empower professionals like you to master the art of successful leadership, unlock your full capability, and achieve career advancement at a pace you never thought possible. With my guidance, many clients have seen their promotions happen three times faster, accompanied by a significant increase in their income ranging from 20% to 50% or more. During our complimentary session, I’ll share three proven strategies to bolster your impact, boost your confidence, and set you apart from the competition. These strategies will advance your career and accelerate your income growth. Let’s explore how I can tailor my expertise to your unique needs. Even if we determine it’s not the perfect fit, you’ll leave our session with actionable ideas to position yourself as the obvious choice for your next promotion. Are you open to a quick call to discuss your career aspirations and how I can help you achieve them? Book Your Complimentary Leadership and Career Development Session on My Calendar Here. Sabrina Braham MA MFT PCC

Unleashing the Power of Leadership Soft Skills Development and Career Advancement In the dynamic world of professional growth and personal fulfillment, mastering the art of leadership soft skills development is the key to unlocking your full potential. In a recent insightful conversation, renowned executive coach, speaker, and author Peggy Klaus and executive leadership and career advancement coach Sabrina Braham MA MFT PCC explored the profound impact of these skills on your career. The Leadership Soft Skills Revolution Peggy Klaus, a leading expert in soft skills leadership brand development and author of "The Hard Truth about Soft Skills" and "Brag! The Art of Tooting Your Own Horn Without Blowing It.” highlighted the evolving recognition of the importance of soft skills in today's professional landscape. This shift has made it clear that mastering these skills is crucial to personal and brand development. These skills encompass a wide range of personal, social, communication, and self-management behaviors, including self-awareness, adaptability, resilience, confidence, risk-taking, and critical thinking. The Foundation of Your Leadership Success: Self-Awareness The conversation started with a deep dive into self-awareness, the cornerstone of leadership brand development. Understanding what drives you, how you think, and how you feel is essential to excel in your career and align your work with your true passions and interests. Your brand development journey begins with self-awareness, ensuring you are talented and passionate about your work. Debunking the "Luck" Myth Peggy Klaus further emphasized the role of soft skills in your leadership brand development to dispel the myth of luck in career success. She asserted that success isn't merely a result of luck or wishing for it. Instead, it's about hard work, self-awareness, resilience, and the ability to learn and adapt. Those who focus on leadership soft skills and brand development are better equipped to open themselves up to new opportunities, transforming those "lucky breaks" into calculated achievements. Handling Criticism and Seeking Feedback: Keys to Effective Brand Development The conversation also delved into strategies for handling criticism and seeking feedback, integral aspects of leadership soft skills and brand development. Active listening, staying curious, and not taking criticism personally are pivotal. Peggy advised individuals to embrace criticism as an opportunity for growth. Adopting this approach enables you to address and incorporate feedback into your brand development journey effectively. Shaping Your Leadership Brand with Effective Communication Executive brand development is an ongoing process. Peggy Klaus recommended creating a "brag bag" to collect achievements, compliments, and positive feedback. This resource is invaluable for promoting yourself and building a solid leadership brand. Please don’t assume your work speaks for itself; actively communicate your achievements and impact to enhance your brand. Your Leadership Brand: Staying Visible in a Remote World As remote work becomes more prevalent, staying visible is challenging to develop your leadership brand. Sending brief updates to colleagues and bosses about your projects and achievements is essential. Initiating a "brag round" is another technique to foster connection and awareness in remote work environments, a strategy aligned with Leadership soft skills development. Personal and Professional Growth: The Ultimate Brand Development The conversation focused on personal and professional growth, a significant aspect of leadership soft skills development. Peggy Klaus emphasized the importance of self-reflection and seeking feedback to shape your brand. She encouraged individuals to take ownership of their strengths and actively manage their time. Additionally, she recommended a book titled "Nine Lies About Work" by Marcus Buckingham, which explores the power of focusing on individual strengths for personal and professional growth. In summary, mastering leadership soft skills and brand development is the path to success in your career and personal fulfillment. By embracing these principles, you can navigate the evolving professional world with confidence and impact, ensuring a bright future for your brand development. What is your #1 question or comment about how to develop your Leadership Brand and Soft Skills to advance your career and job satisfaction? Please post in the comments section below.   Book Your Complimentary Leadership & Career Advancement Session with Sabrina Braham If you’re ready to elevate your leadership skills, supercharge your career, and boost your income beyond your expectations, it’s time to schedule your complimentary Leadership & Career Development Session with me. I’ve worked with over 250 managers, directors, VPs, and C-Suite leaders, and their success stories speak for themselves (see my 41 LinkedIn client recommendations here). As a seasoned executive coach specializing in leadership and career development, I understand women leaders’ unique challenges, including confidence, compelling storytelling, and navigating the complexities of corporate politics. My mission is to empower professionals like you to master the art of successful leadership, unlock your full capability, and achieve career advancement at a pace you never thought possible. With my guidance, many clients have seen their promotions happen three times faster, accompanied by a significant increase in their income ranging from 20% to 50% or more. During our complimentary session, I’ll share three proven strategies to bolster your impact, boost your confidence, and set you apart from the competition. These strategies will advance your career and accelerate your income growth. Let’s explore how I can tailor my expertise to your unique needs. Even if we determine it’s not the perfect fit, you’ll leave our session with actionable ideas to position yourself as the obvious choice for your next promotion. Are you open to a quick call to discuss your career aspirations and how I can help you achieve them? Book Your Complimentary Leadership and Career Development Session on My Calendar Here. Sabrina Braham MA MFT PCC

Are you looking to excel in job interviews and sell your innovative ideas with finesse, then dive into the world of job interview persuasion skills. This is part II of a podcast interview featuring David Garfinkel, renowned author of "The Persuasion Story Code." In this enlightening discussion on the Women's Leadership Success podcast, you'll gain valuable insights into leveraging the art of persuasion stories to apply for a better job, confidently sell your ideas to stakeholders, and achieve your personal and professional goals.

Influencing, inspiring, and persuading are vital in leadership and executive communication. One of the most effective tools at a leader's disposal is the art of storytelling. In part I of this 2-part Women's Leadership Success podcast, Sabrina interviews David Garfinkel, author of The Persuasion Story Code, about how leaders use persuasion stories to achieve their objectives, whether it's inspiring their teams, selling ideas, or establishing credibility. Understanding the Power of Persuasion Stories Leaders often find themselves in situations where they need to convey ideas, build trust, and foster engagement. Persuasion stories offer a unique approach to achieving these goals:   1:  Establishing Credibility: Leaders can use stories to humanize themselves, making them more relatable and trustworthy, particularly when dealing with new clients or stakeholders.   2: Creating Emotional Connections: Persuasion stories tap into emotions, enabling leaders to connect with their audience on a deeper level, making it easier for them to understand and embrace ideas.   3: Simplifying Complex Concepts: Leaders often grapple with intricate strategies and concepts. Stories can simplify these ideas, making them more accessible to a broader audience, especially in cross-functional discussions.   4: Enhancing Engagement: Stories capture attention and engage the audience, ensuring the message resonates and sticks with them.   David Garfinkel, a Renowned Author and Persuasive Communication Expert With his bestselling book, "The Persuasion Story Code," David has earned acclaim from prestigious publications such as The Wall Street Journal, Forbes.com, Entrepreneur Magazine, Fast Company, and The Los Angeles Times. David's expertise has left an indelible mark on various businesses, including industry giants like IBM and United Airlines, medium-sized enterprises, and even solo entrepreneurs. His strategic guidance has consistently led to substantial revenue increases, totaling tens of millions of dollars, all achieved through persuasive messaging. In addition to his groundbreaking work in persuasion, David is the author of another bestseller, "Breakthrough Copywriting." Furthermore, he brings a wealth of experience as the former San Francisco Bureau Chief for McGraw-Hill World News. Join David Garfinkel and Sabrina Braham, MA MFT PCC, and learn how leaders use persuasion stories that can transform your career and leadership success. "People often receive bad advice when it comes to using stories for persuasion. In reality, stories can be simple and powerful tools, just like the ones we use in everyday conversations." David Garfinkel Crafting Persuasion Stories for Leadership Success: How Leaders Use Persuasion Stories     1: Personal Origin Stories: Leaders can share their personal journeys, highlighting pivotal moments and their commitment to the organization's mission. This type of story showcases dedication and inspires loyalty among team members.    2: Unexpected Future Benefits Stories: Leaders can paint a vivid picture of the positive outcomes their ideas can bring, focusing on how these proposals benefit both the organization and individual team members. This approach fosters a sense of shared success and alignment with the leader's vision. The Importance of Audience Awareness: Leaders must thoroughly understand their audience's needs, frustrations, and concerns. Identifying universal themes and addressing common issues can make the stories more relatable. Planning the Steps to Persuasion: Leaders should consider the steps required for persuasion, as only some stories need to lead directly to a final decision. Steps may include building rapport, establishing trust, opening minds to new ideas, and demonstrating expertise.   Incorporating Persuasion Stories into Leadership Communication The key to success lies in integrating persuasion stories naturally into leadership communication. These stories may not always follow a traditional beginning, middle, and end structure. Instead, they often resemble intentional conversation points focused on specific objectives. Leaders who embrace persuasion stories unlock a powerful tool for influencing, inspiring, and persuading their teams and stakeholders. By connecting with audiences emotionally, leaders can lead with authority and gain the support necessary to drive their initiatives forward. Stay tuned for part two of the Women's Leadership Success podcast, where Sabrina and David delve deeper into how leaders use persuasion stories, the psychology behind persuasion stories, and how to select the right story for the right audience.   Action for Traction - How Leaders Use Persuasion Stories Start by listening differently. Notice when other people tell persuasion stories, how they tell them, and how effective they are in persuading you. Most people don’t realize they’re telling persuasion stories, but that doesn’t matter. Some very good persuasion stories happen organically when people are just talking. Inspire or persuade people. Consider situations where you need to inspire or persuade people as a leader or a future leader. Set up two columns on paper or in a chart on your computer. Make the title of the left-hand column “What they believe now.” For the right-hand column, use the title “What I want them to believe.” Your persuasion stories. Put together persuasion stories you can tell that will move them from what they believe now to what you want them to believe. If you’d like some guidance and examples, get David’s book on Amazon, The Persuasion Story Code.   Book Your Complimentary Leadership & Promotion Advantage Coaching Call with Sabrina Braham If you are ready to truly take your leadership, career, and income to substantial new levels – MUCH faster than you thought possible, Book Your Complimentary Promotion & Leadership Advantage Call with Me on My Calendar Here: After helping over 250+ managers and directors at your level, (see client recommendations here), it’s evident that many women leaders struggle with confidence, how leaders use persuasion stories, and political savvy. And that’s why I help people like you master the skills of successful female leaders, realize their potential, and get promoted 3x faster or land their next-level role with a 20% – 50%+ increase in pay. And so If relevant, I would love to connect over a complimentary leadership and career advancement coaching session to help you become an influential and “promotion-ready” candidate, internally or externally. On this call, I will give you three proven strategies that will help you have an impact and confidence and stand out from the competition to advance your career and income much faster than you thought possible. We can discuss how I can help if there is a good fit. If not, you will walk away with some actionable ideas to become the obvious choice for promotion. Are you open to a quick call to explore? Book Your Complimentary Promotion & Leadership Advantage Call with Me on My Calendar here.   Sabrina PS Thanks for giving us a 5-star rating and short review in Apple Podcasts or your favorite podcast platform

Female leadership equality is more than a conversation, it’s a practice. As more and more leaders come to the forefront to address strategic challenges to equality and diversity in workplace, predominantly female leadership equality and female inclusive leadership, how do organizations adapt their policies to this shift in mindset and culture? Listen to this episode to learn what women AND men can do to support the ongoing diversity conversation.   Find out in this episode of the Women's Leadership Success podcast.   How can allyship and intersectionality create a more inclusive workplace?   What actions can organizations take to challenge traditional masculine workplace cultures and promote gender equality?   How can work-life balance and flexibility be recognized as universal human issues rather than solely women's issues?   What steps can be taken to increase the representation of women in leadership roles?   What strategies empower women to embrace their strength and bravery and overcome societal norms?   How can dysfunctional meeting behaviors and microaggressions be addressed to create a more inclusive meeting culture?   In this Women's Leadership Success episode on female leadership equality in the workplace, Sabrina Braham talks to Julie Kratz, an inclusive leadership trainer, and author, about the importance of allyship, intersectionality, and rewriting workplace rules to promote gender equality and diversity. She encourages organizations to create inclusive environments and advocates for increased representation of women in leadership positions. Kratz challenges traditional masculine workplace cultures, highlights the need to recognize flexibility and work-life balance as human issues, and urges women to be brave and speak up, promoting a shift in mindset and workplace culture. Today’s conversation also addresses dysfunctional meeting behaviors such as mansplaining, interruptions, and microaggressions, suggesting strategies to create a more inclusive meeting culture. It also highlights the importance of celebrating LGBTQ+ diversity year-round.   Julie Kratz’s WLS Interview on How Allyship Builds Female Inclusive Leadership  Julie Kratz is a renowned TEDx speaker and inclusive leadership trainer who led teams and produced results in corporate America. Promoting diversity, inclusion, and allyship in the workplace, Julie helps organizations foster more inclusive environments. She is a frequent keynote speaker, podcast host, and executive coach who holds an MBA from the Kelley School of Business at Indiana University, is a Certified Master Coach, and is a certified unconscious bias trainer.   Entrepreneur, CNBC, TEDx, Women's Leadership Success Podcast, The Forum On Workplace Inclusion, and more have published and featured Julie. She is the author of 6 books, including Allyship in Action: 10 Strategies for Living Inclusively, Lead Like an Ally:  A Journey Through Corporate America with Strategies to Facilitate Inclusion, a children’s book Little Allies, ONE: How Male Allies Support Women for Gender Equality, and more.   How Allyship Builds Female Inclusive Leadership: Show Notes Meet Julie Kratz, a keynote speaker, and inclusive leadership trainer. [4:47-10:13]   Why do women need more allies to keep moving forward, and why is pay equity a competitive advantage? [10:14-15:45]   What is an ally, and how do you become one? [15:46-18:59]   Why consistency and intentionality are the two most important things an ally does [19:00-23:49]   How do you establish an ally network? What are the two forms of microaggressions? [23:50-29:09]   The five different roles of an ally [29:10-34:54]   The importance of being a good ally. [34:55-40:22]   Learn more about Julie and her TEDx talk [40:23]   Allyship and Female Leadership Equality • Equity Strategies   Women’s Leadership Success #123 Summary: Allyship Builds Inclusive Female leadership equality Episode notes to leave with: Recognize the importance of allyship in supporting individuals from diverse backgrounds and experiences: Actively support and uplift underrepresented individuals in the workplace. Show understanding and empathy towards their unique challenges and perspectives.   Embrace intersectionality by understanding that women's experiences vary based on factors like race, abilities, and LGBTQ+ identities: Recognize that gender equality efforts should consider the intersectional experiences of women. Acknowledge the different barriers and biases faced by women with diverse backgrounds.   Foster an inclusive environment by actively seeking to understand and uplift the voices of underrepresented individuals.   Challenge traditional masculine workplace cultures and norms that hinder gender equality.   Encourage organizations to redefine and rewrite workplace rules to create a more inclusive future: Advocate for policies and practices that promote diversity, equity, and inclusion. Support initiatives that challenge and reform outdated norms and structures.   Prioritize inclusivity in decision-making processes and promote diverse perspectives: Ensure representation of diverse voices in decision-making roles. Seek out and value input from individuals with different backgrounds and experiences.   Shift the perception of flexibility and work-life balance as solely female leadership equality issues to recognize them as universal human issues: Advocate for work-life balance policies and practices that benefit all employees. Promote a culture that values personal well-being and respects boundaries between work and personal life.   Acknowledge the underrepresentation of women in top leadership positions and commit to change: Recognize the need for increased representation of women in leadership roles. Take proactive steps to address barriers and create pathways for women's career advancement.   Empower women to be leaders of the future by fostering their leadership skills and potential: Provide mentorship, sponsorship, and opportunities for growth and development. Encourage women to step into leadership roles and embrace their leadership qualities.   Foster a mindset of self-confidence and resilience, empowering women to overcome barriers and pursue their goals: Encourage women and girls to embrace their strength and bravery. Challenge societal norms that discourage assertiveness and self-expression. Promote self-care, stress management, and seeking support when needed.   Book Your Complimentary Leadership & Promotion Advantage Coaching Call with Sabrina Braham If you are ready to truly take your leadership, career, and income to substantial new levels – 3 times faster than you thought possible, Book Your Complimentary Promotion & Leadership Advantage Call with Me on My Calendar Here: After helping over 250+ managers and directors at your level, (see client recommendations here), it’s evident that many women leaders struggle with confidence, communication, and political savvy. And that’s why I help people like you master the skills of successful female leaders (and their teams), realize their potential, and get promoted 3x faster or land their next-level role with a 20% – 50%+ increase in pay. And so If relevant, I would love to connect over a complimentary leadership and career advancement coaching session to help you become an influential and “promotion-ready” candidate, internally or externally. On this call, I will give you three proven strategies that will help you have an impact and confidence and stand out from the competition to advance your career and income much faster than you thought possible. We can discuss how I can help if there is a good fit. If not, you will walk away with some actionable ideas to become the obvious choice for promotion. Are you open to a quick call to explore? Book Your Complimentary Promotion & Leadership Advantage Call with Me on My Calendar here.   Sabrina PS Thanks for giving us a 5-star rating and short review in Apple Podcasts or your favorite podcast platform

When hiring for top positions, the challenge is complex: how do you vet someone with years of experience while analyzing the same about others? How do you find the right fit for top organizational roles? Conversely, how do executives, especially females, have more control of their careers and get hired for top leadership positions? Here are some of the top headhunter hiring secrets to help you succeed.   Women's Leadership Success Podcast #122 on Headhunter Hiring Secrets You’ll Find Out: How can executive women have more control of their careers?   How to use visualization techniques to feel better when you’re stressed   How do executives find recruiters to get hired?   Why do 40% of C-suite hires don't make it past their first year?   Why do companies have a higher candidate retention rate when hired through recruiters?   Top headhunter hiring secrets and job search tips   How do recruiters assess if hiring candidates for top executive roles can create a followership?   In this Women’s Leadership Success episode, Sabrina Braham interviews Laura Raynak about top headhunter hiring secrets and recruiter job search tips to help women become more in-control leaders. With all these executive recruiter hiring secrets, executives can clearly understand how to reach out to, interact with, and demonstrate experience to get hired for top executive roles. Executive Recruiter Laura Ryanak Interview on Headhunter Hiring Secrets Laura Raynak has been serving the San Francisco Bay Area to Los Angeles for over 18 years as an executive talent scout for companies in the life science industry. Her broad industry relationships and skill in identifying the best fit for leadership talent are valued. She incorporates a personal board of insider connections in her practice and is active with centers of influence. This strategy gives her invaluable industry knowledge before it becomes public to all her client’s advantage.   Executive Recruiter Hiring Secrets: Show Notes   Meet Laura, a leader with 18 years of experience as an executive talent scout. [11:58-13:14]   How to overcome self-limiting beliefs with visualization techniques and EFT tapping. [13:15-18:50]   How did Laura become an executive recruiter? [18:51-24:52]   How do recruiters select the right people for a job or company? [24:53-27:05]   The two top recruiter job search tips for an initial interview. [27:06-32:56]   How to get taken seriously as a high-performing diversity candidate. [32:55-39:01]   How to build a story around your capabilities. [39:02-42:42]   Laura, on her book coming out soon. [41:31-42:05]   Women’s Leadership Success #122 Summary: Headhunter Hiring Secrets   Episode notes to leave with:   Women may face external barriers (glass ceiling) and internal limitations (sticky floors) that affect their career advancement. Taking control of aspects such as executive presence, communication skills, and self-promotion can help overcome these barriers.   Recognizing and challenging feelings of inadequacy or imposter syndrome is essential for personal and professional growth. Taking risks, experimenting, and building confidence can lead to overcoming self-limiting beliefs.   Visualization and meditation can be practical tools for managing self-doubt and envisioning desired outcomes. EFT tapping, a technique for reprogramming the subconscious mind, has shown promise in breaking through barriers.   Sometimes, unexpected opportunities or career transitions can lead to discovering a fulfilling path. Being open to new experiences and taking time to reset and explore different avenues can yield surprising outcomes.   While not explicitly defined in the conversation, there is a distinction between recruiters and headhunters. Understanding this difference can help individuals navigate the job search process effectively and target the right professionals for their needs.   It's essential to recognize that reaching out to recruiters or headhunters can be challenging. Exploring various networking strategies, utilizing online platforms, and leveraging personal connections can increase the chances of attracting their attention.   Companies value leaders who can develop and execute strategies to achieve organizational goals. Strategic thinking, effective execution, team-building skills, embodying organizational values, and collaboration across the leadership team are highly valued qualities. Assessing a candidate's caliber can be challenging, but certain clues can indicate potential issues. These include showing up late for interviews and needing more alignment between references' feedback and the candidate's self-perception. Evaluating a candidate's ability to manage both upward and downward is also essential.   For individuals who have yet to be in the job market and need more experience crafting resumes, seeking professional assistance can be beneficial.   Resumes should communicate essential information such as the size and nature of the organizations where the candidate has worked and their specific role. Emphasize problem-solving experience and make it easy for potential employers to understand your relevant skills and knowledge. The length of the resume may vary based on the role, with two pages being suitable for executive positions.   High-performing diversity candidates should know their worth and the impact they can bring to the business. Develop an elevator pitch highlighting your accomplishments and capabilities, and be comfortable with self-promotion.   Women and minorities often struggle with self-promotion due to cultural expectations. Recognize that self-promotion is not bragging but instead sharing your capabilities and achievements. Embrace the business climate, market yourself consistently, and prove your results and abilities.   Like any habit, self-promotion may feel uncomfortable at first. However, with practice, it becomes easier. Build stories around your capabilities and experiences, as storytelling can effectively communicate your skills.   Many individuals fear their power and the impact they can have. Embrace your abilities and make career decisions confidently. Feel free to make quick decisions and pivot if needed. Getting comfortable with decision-making and adaptability is crucial for long-term career success.   Don’t hesitate to ask challenging questions when working with recruiters or during interviews. Inquire about the working environment, team dynamics, and the biggest challenges faced by the business and the team. Asking these questions helps you gather crucial information to make informed career decisions.   Headhunter Hiring Secrets - Action For Traction   A well-crafted resume should highlight your significant accomplishments and their impact on the business, focusing on your problem-solving abilities.   If you feel out of practice or uncomfortable with interviews, seeking coaching can be helpful.   Approach interviews as opportunities to showcase your strengths and engage in meaningful conversations.   Prepare questions and focus on building relationships and demonstrating your capabilities.   Book Your Complimentary Leadership & Promotion Advantage Coaching Call with Sabrina Braham If you are ready to truly take your leadership, career, and income to substantial new levels – 3 times faster than you thought possible, Book Your Complimentary Promotion & Leadership Advantage Call with Me on My Calendar Here: After helping over 250+ managers and directors at your level, (see some client recommendations here), it’s evident that many women leaders struggle with confidence, communication, and political savvy. And that’s why I help people like you master the skills of successful leaders (and their teams), realize their potential, and get promoted 3x faster or land their next-level role with a 20% – 50%+ increase in pay. And so If relevant, I would love to connect over a complimentary leadership and career advancement coaching session to help you become an influential and “promotion-ready” candidate, internally or externally. On this call, I will give you three proven strategies that will help you have an impact and confidence and stand out from the competition to advance your career and income much faster than you thought possible. We can discuss how I can help if there is a good fit. If not, you will walk away with some actionable ideas to become the obvious choice for promotion. Are you open to a quick call to explore? Book Your Complimentary Promotion & Leadership Advantage Call with Me on My Calendar here.   Sabrina

Every growth journey involves facing and overcoming risks. Hence, business leadership risk management isn’t a regular career conversation. It is a crucial business development skill, especially for women leaders, since they face more significant consequences for taking risks. If you believe women leaders are risk-averse, this episode is for you. Or if you think they do not make risky decisions because they can't, this episode is definitely for you. Tune into this installment of the Women's Leadership Success podcast to find out: What are the kinds of risks women leaders should learn to take? What is meant by a risk fingerprint? Are workplace-related things more difficult or risky for women than men? What will make women leaders more comfortable taking risks? What is a positive risk? How can we improve our risk tolerance? How can our environment help us deal with risk? What is the risk umbrella? In this episode of Women's Leadership Success, Sabrina Braham interviews Michele Wucker about women leaders navigating risks and why they face more significant consequences for facing risks than men. She explains how to rehearse and prepare to reduce anxiety associated with risky events. She also explains positive risks and how to use choices and exit strategies to navigate risks better. Business Leadership Risk Management - Michele Wucker author Michele Wucker’s Interview on Business Leadership Risk Management Michele Wucker is a strategic advisor, author, and global economic policy analyst who coined the term "gray rhino" as a challenge to take a fresh look at prominent, impactful, probable events and to help decision-makers respond more effectively. Her latest book is YOU ARE WHAT YOU RISK: The New Art and Science of Navigating an Uncertain World, in which she offers an excellent framework for understanding and re-shaping our relationship with risk and uncertainty to live more productive and successful lives. Business Leadership Risk Management for Women Entrepreneurs: Show Notes Meet Michele and learn what The Gray Rhino is about [00:32-01:30] How to assess risks and learn to modulate our response to them? [01:31-05:11] Michele’s risk fingerprint and how it teaches you to see the things that affect the risk choices you make [05:12-09:20] Is there a thing such as an ideal risk personality? [09:21-10:55Business Leadership Risk Management for Women's Leadership Success Podcast- You Are What You Risk How does it help to be more objective about risks instead of being scared about them? [10:56-13:23] How do you improve your odds at something and make good decisions? [13:24-16:24] Rehearsing or practicing the consequences of a risky situation to make them less anxiety-provoking [16:25-19:00] Why risk is a muscle you have to get comfortable building [19:01-22:33] The importance of having choices and exit strategies [22:34-25:33] Success changes the way you think about yourself [25:34-26:14] Specific things that women find more challenging to navigate in their workplaces [26:15-31:31] Rethinking how women take risks [31:32-34:29] Tips to help women get promoted [34:30-35:00] Women’s Leadership Success #122 Summary: Developing The Risk Mindset Episode notes to leave with: The concept of the "great rhino" warns that people often overlook obvious challenges and that this can leave them vulnerable. Personal risk attitudes and psychology are closely related to the decisions that lead to success or failure in business. Understanding oneself is crucial for making the best risk decisions. Risk is not fixed and varies depending on an individual's personality and experiences. Understanding oneself and one's risk fingerprint is crucial for making the best Business Leadership Risk Management Self Confidence Tips Leadership development coaching with executive coach Sabrina Braham MA MFT PCCdecisions. Having a diverse group of people with different risk preferences can be beneficial for making well-informed decisions. Self-awareness is the key to making better decisions. Balancing objective reasoning with emotions is essential when making risky decisions. Being more objective about risks can help reduce the chance of something going wrong. Practicing and rehearsing can help reduce anxiety and make the risk-taking process easier. Risk agency is the sense of control people have over the risks they take. It's essential for people to feel like they have agency to reduce risk and feel more comfortable. It's essential to have choices and exit strategies when facing risks and to be confident in succeeding or being right alone. Research shows a 95% overlap in risk choices between genders. Women should retell their own risk stories and embrace the times they have taken risks to combat gender-based misconceptions about risk. Understanding oneself and being deliberate in decision-making is crucial to risk management. Embrace risk-taking and avoid negative stereotypes. Business Leadership Risk Management – Actions for Traction Listening to a podcast or reading a book is a good start. But the way you will change and grow yourself is to take a small action every time you have an aha from what you have heard or read. Here are three possible actions you might consider to develop your business leadership risk management : Think about and retell at least three of your own risk stories. Embrace the times you have taken risks to combat gender-based misconceptions about risk. Be proud of the risks you have taken.

Is gender equality, especially in the workplace, better than before? Absolutely. Does that mean we can move over to general workplace issues? Absolutely not. Especially now that COVID has brought problems like women’s energy management and career development to the forefront. Executive women are tired of being tired, but unsure how to get out of the loop. What exactly lies underneath the struggle?  Time mismanagement?  No. It’s energy mismanagement.   Learn more about women’s energy management in this Women’s Leadership Success podcast episode. Specifically:   How do you know if you’re physically tired or energy-wise depleted?   How do you get out of the endless loop of exhaustion from work?   How do you communicate your need for more flexible working conditions with your manager/leader?   How do you set priorities straight without over-exerting your flexibility needs with your colleagues/leaders?   What is sticky floor syndrome? How does it contribute to the gender equity problem for executive women?   Dr. Arin N. Reeves’s Interview on Prioritizing Women’s Energy Management In this episode of Women's Leadership Success, Sabrina Braham interviews Dr. Arin N. Reeves, author of the best-selling books on leadership and life, The Next IQ, One Size Never Fits All and Smarter Than A Lie. Her most recent book, In Charge: The Energy Management Guide for Badass Women Who Are Tired of Being Tired, is an extensively researched effort at helping women regain control of their energy and, ultimately, their life.   In today’s conversation with Sabrina Braham, she fills you in on the most pressing issues around women’s energy management, the factors contributing to it, and the ways to systematically improve your energy using effective boundary-setting, strategic communication, and task management.   Women’s Energy Management: How Can Executive Women Work Stress-Free? Women’s Leadership Success Podcast #120 Show Notes: The people and situations post-COVID that encouraged Arin to write her book In Charge: The Energy Management Guide for Badass Women Who are Tired of Being Tired [06:28-07:33]   What are we experiencing in our workplaces that leaves us drained of energy? [07:34-09:30]   The difference between feeling tired vs. being drained of energy [09:38-10:55]   How to break the cycle of all-consuming work [10:55-14:18]   How to deal with bosses and managers that demand more work be done in a day [14:19-16:10]   Flexibility as a productivity enhancer [16:10-18:05]   Setting your employment boundaries straight before taking up a job [18:05-19:29]   Why do women struggle with setting boundaries at work? [20:39-23:27]   How do you change your habits to have a better sense of control over life, work, and personal energy? [23:29-29:43]   Archaic and professionally draining stereotypes that no longer serve women [29:43-32:49]   The sticky floor syndrome and how it causes the gender equality problem for executive women [32:49-35:30]   Advice for immigrant women to excel in their jobs [35:30-40:10]   Becoming a more badass woman leader [42:00-46:22]   Women’s Leadership Success #120 Summary: Developing the Innovation Mindset Episode notes to leave with: The difference between being tired and being energy drained. When you’re energy-drained, You’re exhausted when you wake up in the morning. You can’t go to sleep because your brain won't stop thinking. You probably also have insomnia. Even after a vacation, you feel just as exhausted as before.   If you know you’re over-exhausting yourself, start asking yourself what you should stop doing. Most women tend to fix themselves to get better at time management when the truth is that they need to stop doing something.   Remember, you don’t have to get an A for everything you do. It’s okay to be average at some things when you have so much on your plate already.   One good way to manage an over-exerting senior or manager is to pay attention to the output, not the input. Ask your supervisor what they want you to accomplish by the end of the day, what their idea of your success looks like, and focus on delivering that. When you do that, ask them for the flexibility to get things like that done on any particular day. It always helps to deliver the work first and then negotiate on doing it in your way, flexibly.   It’s difficult for people to honor women's boundaries despite them saying no enough times. Take care not to let anyone invade your boundary because no one would care for it as much as you do.   One of the best ways to get some energy back as soon as you think of something hard is to do it.   Understand that it’s not your job to make everyone feel okay. If you’re working 14 hours a day and feeling constrained by all of it, it’ll drain your energy more.   Some leaders expect women to be good in a supportive role alone. They don’t want to promote you because they think you’re good at your work. It’s called sticky floor syndrome. Take notice of it if you’d like to grow as a leader. Don’t let people exploit your loyalty to compromise your career development.   If you’re an immigrant woman, prepare to build a broad network within any organization, no matter what industry you’re in, because chances are, people are going to try and isolate you. Inoculate yourself from being isolated.   Remember, sometimes people are addicted to depending on you for help, so wean them off slowly. Take your time to offer help instead of saying no directly.   If you feel energetic from a task, do more of it. Else, don’t do it again. Women’s Energy Management  – Actions for Traction Listening to a podcast or reading a book is a good start. But the way you will change and grow yourself is to take a small action every time you have an aha from what you have heard or read. Here are three possible actions you might consider: Identify what makes you happy. Identify what pisses you off, then do more of what makes you happy. What is one activity that gives you peace? Take 5-minute peace breaks throughout the day. What energy-draining activity can you stop doing?   Bonus gifts: How to Receive and Give Feedback   Book Your Complimentary Leadership & Promotion Advantage Coaching Call with Sabrina Braham If you are ready to truly take your leadership, career, and income to substantial new levels – 3 times faster than you thought possible, Book Your Complimentary Promotion & Leadership Advantage Call with Me on My Calendar Here: After helping over 200+ managers and directors at your level, (see some client recommendations here) it’s evident that many leaders struggle with these things. And that’s why I help people like you master the skills of successful leaders to get promoted 3x faster or land their next-level role with a 20% - 50%+ increase in pay. And so If relevant, I would love to connect over a complimentary leadership and career advancement coaching session to help you become an influential and “promotion-ready” candidate, internally or externally. On this call, I will give you three proven strategies that will help you have an impact and confidence and stand out from the competition to advance your career and income much faster than you thought possible. If there is a good fit, we can discuss how I can help. If not, you will walk away with some actionable ideas to become the obvious choice for promotion. Are you open to a quick call to explore? Book Your Complimentary Promotion & Leadership Advantage Call with Me on My Calendar Here.   Sabrina

Leadership Development Coaching and Leadership Influence for Career Advancement with Sabrina Braham MA MFT PCC For long, many believed that leadership development coaching was for C-suite executives or company leaders alone. But not anymore; more and more managers and directors realize the power of leadership influences their impact, career advancement, and income. Essential leadership development coaching teaches you influence that lets you become the go-to person in the eyes of your company's management – meaning, better projects, wholesome opportunities, and faster career advancement. So, how do you invest in leadership development, especially with the more pressing everyday work responsibilities? What things should you look out for in a leadership coach/ consultant? And how do you calculate your ROI from hiring a leadership coach/consultant? Tune in to this episode of Women’s Leadership Success to find out. Leadership Development Coaching and Development: WLS 119 Episode Highlight How does influence apply to leadership? Why is it important? How do you utilize your influence to advance in your career? How do you gauge your company’s leadership? Can better communication help change your company’s culture? The benefits of hiring a leadership coach/consultant and how to go about it.   Sabrina Braham MA MFT PCC & "Tourism Tim" Warren   In today's Women's Leadership Success Podcast, Sabrina Braham is interviewed by her husband, Tim Warren, co-founder of the Women’s Leadership Success Podcast and a leading tourism marketing trainer/consultant/coach. The discussion is on growing your leadership skills and influence to gain better work opportunities and professional recognition. Aside from building the skills and finding the right coach, the duo also discusses your return on investment for leadership development, making time for it between your hectic schedules and why you shouldn't push it for later. Leadership Influence for Career Development: Show Notes What is meant by Influence in leadership? [01:50-03:02]   How do you focus on growth and success despite being caught up in never-ending project deadlines or work commitments? [03:02-05:18]   What should companies do to gauge leadership development as part of their corporate growth part of their objectives? [05:19-08:17]   How do you engage better with the concept of a growth mindset? [08:44-12:51]   Why the conversation on growth mindset development is relevant to not just leaders but people working in the more technical roles too [12:52-14:42]   How does a leader aspiring to become better improve their company or team culture? [14:42-16:14]   What is the return on investment for leadership development coaching? [17:03-18:55]   How do you pick the right coach or consultant for your leadership development? [21:36-21:40]   How to calculate your ROI from hiring a leadership coach/ consultant or investing in your skill development in any way? [23:40-27:23]   What are the most practical and measurable benefits of hiring a leadership coach/consultant? [27:46-29:14]   Leadership Influence for Career Development: Women’s Leadership Success Summary: Essential Leadership Skills Episode notes:   Commit to developing your leadership skills. This will help you get promoted, build influence, and get your ideas across.   How can you assess your leadership influence? Ask yourself: Where are you on a scale of 1 to 10 (10 be the highest rating) regarding your ability to communicate with your team? And your influence in getting ideas across to your higher management to other departments? Why you need to develop your leadership and influence now. Suppose you don't begin to develop your leadership skills. In that case, you could find yourself in uncomfortable positions as you move up the organizational hierarchy for your lack of knowledge on utilizing your influence. To gauge your leadership communication development, ask your team members to rate you on a scale of 1 - 10 (10 is the highest rating). Ask for feedback on how you could improve. Connecting with your team is the best way to assess your leadership skills.   Can’t find the time and money to invest in leadership development coaching? Here’s a tip from Sabrina: Invest a part of your time and 10% of your income regularly into education. So that when a great class or coach comes up, you can hire them because the money is already there, and you’ve made space for it.   Ditch the fixed mindset that says your growth is fixed. Replace it with a growth mindset. Believe that you have unlimited intelligence and potential and that it can keep growing. Know that any mistake only helps you become better. The most important thing to change the company culture is communication. Be clear about your goals and expectations. Get into a continuous feedback mode and make small improvements to your work culture. It gradually grows. What is the return on investment for developing your leadership skills? Better self-awareness and self-reflection. You start noticing your career movements and becoming more committed to improving them. You learn to engage your people in helping you improve. On the company's end, its culture gradually improves. People are more likely to speak up and tell you if something's not working or if they have feedback on anything important.   What is your potential financial ROI in leadership development coaching? 100% to 1000% or more is possible. Suppose you invested US$10,000 over one year and increased your salary and bonuses to $30,000 in 1 year. This is a 300% ROI. Not bad… What about after three years and your increased earnings were collective, $100,000? This is a 1,000% ROI. This is what is possible. But you must find the right coach, have a growth mindset, and do the work.   How to pick an Executive business coach/consultant. Read their Linkedin recommendations to see if they have a track record of great success. A good coach will not only help you become a better leader but will help you in getting there a lot faster.   leadership Development  - Actions for Traction Listening to a podcast or reading a book is a good start. But the way you will change and grow yourself is to take a small action every time you have an aha from what you have heard or read. Here are three possible actions you might consider: Practice having a Growth mindset Invest 10 % of your earnings for your education Ask and receive feedback on how you are doing as a leader Bonus gifts:   The Simple Secret to Communication Feedback For Results (scale of 1 – 10)   Growth Mindset Article

Subject: women leaders navigating menopause. Menopausal challenges are what the majority of females would call an open secret: we all seem to know it, but no one talks about it. There are plenty of challenges to vocally addressing them in organizations, starting with not being reasonably considered for promotions and senior roles. Along with it comes the fear of being called "too old" for new responsibilities. So, how do women leaders navigating menopause maintain (and prove) their efficiency at work despite the rushing hormonal changes? And with the conversation on women's mental and physical anguish during menopause getting louder by the day, what can companies do to become more welcoming towards them? Tune in to this episode of the Women's Leadership Success podcast to find out. Women Leaders Navigating Menopause:  WLS 118 Episode Highlights: What is Menopause? Why should men and women (even those not in menopause) care about this topic? Why do senior women have unique workplace requirements as they move through menopause? How can organizations address them? Why is it important for senior women and female founders to redefine their networks as they move through menopause? Why are senior women in menopause dropping out of the workforce? Why does every woman need a career plan in menopause? How can women increase their career health and wealth and maintain career momentum through menopause? And more! On today’s Women’s Leadership Success Podcast, Sabrina Braham and her guest Fiona McKay lead conversations on embracing menopause to create more equitable workplaces for women. They discuss leadership development, career growth, and personal development for senior executive women and female founders. Having undergone a severe abdominal hysterectomy, Fiona explains the extreme physical, mental, and emotional struggles senior women can experience during that period. She also shares how they could use that phase for positive self-reflection, goal-setting, and planning, treating it as a new beginning in their lives, and how companies can create better work environments and devise work methodologies that allow women to speak about their health struggles openly.   Women Leaders Navigating Menopause:  Fiona McKay’s Interview on Navigating The Menopause Maze in The Workplace Fiona McKay is a world-renowned speaker, career and business coach for females, gender acceleration strategist, and the Founder of The Menopause Maze™, a method, and company that focuses exclusively on career acceleration for senior women. She is an award-winning entrepreneur and is recognized as one of the top 250 influencers in FemTech.   Navigating The Menopause Maze in The Workplace: Show Notes Fiona talks about undergoing an abdominal hysterectomy, the aftermath of the surgery (including hot flashes), the reasons for taking up hormone replacement therapy later on, and how all of it inspired her to research menopause at work to help senior women and female founders keep their careers growing amid the challenges due to menopause. [01:34-04:34] >>  What is menopause? What does it look like for Caucasian women and women of color? [04:35-05:39] >> The impact of menopause on men and why they must know its symptoms [05:41:06:35] >> What are the symptoms of menopause? How long do they keep showing? [06:38-08:09] >> How can female leaders succeed despite the challenges faced during menopause? [08:29-10:31] >> Dealing with the prejudice of being "old" after reaching menopause. [10:32-12:25] >> Rethinking your career goals and dreams during menopause: how to discover your goals, set new ones, and decide whether to move out from your current job and take up something new or continue to grow in it. [12:43-15:10] >> On women being encouraged to take lesser jobs after menopause. [15:11-17:03] >> What women should do to adjust to being in menopause. [17:04-19:47] >> Making yourself a priority during menopause. [19:48-20:55] >> Tackling the emotional challenges experienced during menopause. [21:55-23:03] >> Why women can benefit from formal career planning during menopause. [26:15-32:07] >> Why menopause is the perfect time for you to become a female founder. [29:28-31:39] >> Managing a hot flash during a meeting + why organizations must prioritize better workplace temperature control. [32:19-33:19] >> How to communicate your discomfort and seek help whenever necessary as a woman in menopause at work. [34:24-35:34] >> Introducing the sparkle and color over your identity that often goes lost during menopause. [35:47-36:50] >> The positives of menopause include being more intentional and choosing to choosing to opt-out of scenarios that don't bring you joy anymore. [38:04-40:18] >> The female leaders Fiona is inspired by. [40:44-43:14] >> Fiona's last piece of advice for you. [43:18-43:46]   Women Leaders Navigating Menopause: Women’s Leadership Success Summary: Menopause and Women Executive Leadership Episode notes to leave with: Menopause is the time in a woman's life when her reproductive hormones start to deplete. An average woman's body starts phasing into that change at around 42, with the average age for entering menopause being 51. Caucasian women or women of color are seen to reach that period seven years earlier on average.   Statistics show that by 2025, about a billion women in the workplace will be of menopausal age, making menopausal women the fastest-growing workplace demographic globally. Employers cannot overlook this fact with the ongoing talent crisis across industries.   Women leaders navigating menopause need to understand that menopause is a phase in their lives, and they can navigate it using the right tools, inspiration, and resources without impacting their careers.   Your career health is in your hands. Fiona shares, "If you don't craft and create a career plan that you want, as you move through menopause, you will end up with the career results that your employer thinks you should have on their terms and in their own timeframe."   Employers could support senior women in their workforce by devising policies that allow them the space to navigate the challenges during menopause. This could start with simple gestures such as reducing the working hours from 40 to 30 hours, giving time off of work, or mental support, among other things.   Women leaders navigating menopause must simultaneously look after their physical, mental, and career health. All of it needs to go in balance to ensure well-being.   Menopause often comes at the most inconvenient time in a woman's life. For instance, if you're a career-focused lady who started building a family only later in life, you'll still have the demands of a growing family, the needs of aging and elderly parents, and much more. Another thing to note is that the highest rate of suicide for women is in the menopausal age. There needs to be no better reason to prioritize self-care during this period.   To begin with, a career plan is essential if you're considering your options as a menopausal woman. The next step is formalizing it: thinking about where you want to be in the next ten years and the impact other parts of your life will have because of your career plan.   High-performing women tend not to share symptoms of menopause because they're used to powering through. But this could become their Achilles heel if not taken care of. Even if you don't want to disclose your state of mind and body publicly, it's essential to have a support system during this period.   Action for Traction: Women Leaders Navigating Menopause Listening to this podcast is a good start. But the way you will change and grow yourself is to take a small action every time you have an aha from what you have heard or read. Lifestyle changes ease symptoms of Menopause: Keep your body weight at a healthy level Mediterranean Diet has been shown to reduce hot flashes by as much. As 40% Get enough calcium (1,200-1,500 milligrams) and vitamin D (400 IU) a day Avoid consuming caffeine. Quit smoking, which can cause hot flashes Avoid drinking more than one alcoholic drink per day. Exercise most days of the week, including exercise that elevates your heart rate, and weight-bearing exercises such as weightlifting or walking. ------------------------------------------------------------------------------------------------------------------------------------------------------------------ Are you and your team ready to break through limitations in your career, leadership, and life? Would you like to achieve a higher level of Executive Confidence and Presence? Then there are 3 things you can start with right now: Book Your Complimentary Promotion & Leadership Advantage Call with Me on My Calendar Here: For a free career and leadership assessment from me, Go to Career Development Quiz .Com  Help me spread the word to women just like you, tap into the insights you are getting from this show by giving me a review in Apple Podcasts  (iTunes), Spotify, Castbox, Podchaser, Podcast Addict &  sharing this show in your favorite social media.   Thanks for listening and sharing this episode of WLS on women leaders navigating menopause.

Innovation, the cornerstone of lasting success, is as much about mindset as it is about creativity. Companies that have realized this have imprinted it on their methodologies and bloomed, like Amazon, now renowned for its try-fail-learn innovative culture. But with business strategies and company practices already in place, what business innovation mindset strategies can you use to make room for parallel innovation?   We have answers in this episode of the Women's Leadership Success podcast focused on career and business innovation mindset strategies for women. Why is innovation an essential factor in organizational culture? How do you cultivate an innovative company culture?   What must you know about the realities of innovating to develop products that help people?   Why do we need more women in business? What can female entrepreneurs do to increase their odds of success?   What are some business innovation mindset strategies?   How do you cultivate a problem-solving mindset? How does it help in creating an innovative company culture? Lorrain Marchand: Author In this episode of Women's Leadership Success, Sabrina Braham interviews Lorraine Marchand, author of The Innovation Mindset: Eight Essential Steps to Transform Any Industry, a powerful book condensing three decades of her experience in new product development. Her book explores the realities of the different stages of product development and the determining factors in developing a product that the customer needs. Today's conversation gets underneath the importance and power of innovation in business, developing business innovation mindset strategies, cultivating a problem-solving mindset, and increasing the odds of success for women entrepreneurs.   Lorraine Marchand’s Interview on Developing The Innovation Mindset For Women Lorraine Marchand is a business leader, advisor and innovator in the life sciences and healthcare. Her teaching, consulting and business endeavors focus on developing new products and services and the business and marketing models that enable their successful adoption. Her ??goal is to enable innovation and entrepreneurship to help create an ecosystem where female leaders can get the resources they need to be successful. Developing The Innovation Mindset In Women Entrepreneurs:  Women’s Leadership #117 Show Notes Background in corporate intrapreneurship and smaller company entrepreneurship + the enthusiasm to ideate and introduce new products and services [00:47-02:04]   How Lorraine’s dad introduced an exercise to infuse a problem-solving and innovation mindset in her since 13 years old [02:19-05:21]   Why do a lot of people lack an innovative mindset? How can they develop it? [05:31-08:09]   The three things necessary to cultivate an innovative mindset [08:15-10:31]   Leaving room for out-of-the-box thinking, problem-identification and solving, and exploring interests other than work [10:33-13:20]   The process of generating ideas [13:31-17:00]   The story of Sarah Apgar, who ideated and created a piece of fitness equipment from a thing she made at the fire station, and how she raised $250,000 on Shark Tank for it [17:14-19:12]   Innovations and inventions during COVID [19:12-22:47]   How do you know when to pivot in life? + Real-life examples of famous companies that birthed from business strategy pivots [22:59-24:44]   How can female entrepreneurs increase their odds of success? [24:46-29:09]   Women represent only around 7% of venture capitalists. Why is that a problem and what can be done to help women improve their financial competency? [29:20-32:07]   Lorraine’s last piece of advice for you [32:12-32:54]   Women’s Leadership Success #117 Summary: Developing The Innovation Mindset Episode notes to leave with: Problem-solving lies at the heart of innovation. It is one of the three components that make up the innovation mindset; the other two are insatiable curiosity and the embracing of change.   Corporations can balance their company culture and still make space for innovation by encouraging curiosity, a problem-solving mindset, and welcoming change.   Innovation also demands a disconnect from the demanding everyday routine. Sparing time to reflect on the problems and situations and the solutions and steps taken towards them helps make room for new thoughts and ideas.   The process of generating new ideas starts with defining a solid problem statement. This is made possible by being observant about the problems around us – in the workplace, school, neighborhood, home, and every sphere of life. Observation is the beginning of ideation in the innovation process.   Journaling could help you generate new ideas. A lesson passed on by her father, Lorraine Marchand, writes down three problems she observes in her life every day in her journal. This helps her look back at them at different points, and something out of those occasionally floats into the work she needs to do.   Identifying the problem also involves asking the right questions: What is the problem? Who is experiencing it? What is significant about it? What pain is it causing?   When identifying the right solution to your problem, you often have to come to three different solutions to evaluate against each other. What follows is choosing the best solution. Clearly, you have to use a brainstorming methodology to land the different ideas and undergo a selection process to narrow down from many to one.   Many renowned companies pivoted from their original idea to compound their success and growth over time. Some examples of companies that did the pivoting include Netflix, PayPal, and YouTube.   Amazon is world-renowned for its innovative culture of work. They encourage people to try, fail, and learn from their mistakes.   One secret to entrepreneurial success is moving fearlessly forward. Make a calculated bet, but if you know you have to do it, then do it. Seek help, get out there, and make a move.   Business Innovation Mindset Strategies 101: Increase Your Odds Of Success As a Female Entrepreneur To increase your odds of success: De-risk your technology to eliminate any technical errors. Have the right market intelligence, understand your competition, and do regular customer research because your solution has to be what the market needs at any particular time.   De-risk financially. An entrepreneur needs to raise capital in a way that keeps their company running for a significant period. To de-risk financially, de-risk from an operational standpoint. Have a solid handle on your business operations, and bring in the right talent, processes, workflows, systems and management.   Action for Traction: Business Innovation Mindset Strategies Listening to a podcast or reading Lorraine’s book is a good start. But the way you will change and grow yourself is to take a small action every time you have an aha from what you have heard or read. Here are three possible actions you might consider: 1: Keep a journal of problems that you notice. 2: Get a group together and brainstorm the problem. Defer judgment Generate ideas quickly No explanations. Keep the ideas coming 3:  Brainstorm three solutions.   Are you and your team ready to break through limitations in your career, leadership and life? Would you like to achieve a higher level of Executive Presence? Then there are three things you can start with right now: Book Your Complimentary Promotion & Leadership Advantage Coaching Call If you are ready to truly take your leadership, career, and income to substantial new levels - 3 times faster than you thought possible, Book Your Complimentary Promotion & Leadership Advantage Call with Me on My Calendar Here: For a free career and leadership assessment from me, Go to Career Development Quiz .Com  Help me spread the word to women just like you, tap into the insights you are getting from this show by giving me a review in Apple Podcasts  (iTunes), Spotify, Castbox, Podchaser, Podcast Addict &  sharing this show in your favorite social media.    Thanks for listening, commenting and sharing this episode of WLS on Business Innovation Mindset Strategies.

Revolutionary changes lead to revolutionary solutions. While we stand at the juncture of evolved, evolving, and outdated leadership philosophies, we’re all determined to find out: what is the right way to go about in a leadership role currently? What does it take to express transformational female leadership in today’s times? Tune in to this important episode of Women’s Leadership Success podcast to find out. What is transformational female leadership and why is it so relevant today? What are some important things female leaders need to develop to become transformational leaders? The steps to becoming a transformational leader What is meant by a disruption? How do you see the opportunities in disruptions? How are businesses changing in these ‘new normal’ times?   In this episode of Women’s Leadership Success, Sabrina Braham interviews Faisal Hoque, author of Lift – Fostering the Leader in You Amid Revolutionary Global Change, a powerful book on individual and organizational leadership today. His book explores the intersection of transformational leadership, systemic thinking, and experiential learning?all required to survive the disruptions due to the Fourth Industrial Revolution, the Covid-19 pandemic, climate change, and misinformation trends. Today’s episode has Faisal get into the crux of it and explain how it all began. Faisal Hoque - #1 Wall Street Journal and USA Today bestseller of LIFT   Faisal Hoque’s Interview on Empathy for Transformational Female Leadership ( and Men Too) Faisal Hoque is the founder of SHADOKA, NextChapter, and other companies focusing on enabling sustainable and transformational changes. Throughout his career, he has developed over 20 commercial business and technology platforms and worked with public and private sector giants such as the US Department of Defense, GE, MasterCard, American Express, Northrop Grumman, CACI, PepsiCo, IBM, Home Depot, Gartner, and JPMorgan Chase. He is a 3 times winning Founder and CEO of Deloitte Technology Fast 50 and Deloitte Technology Fast 500™ awards. He has authored several books on leadership, innovation, mindfulness, resilience, organizational transformation, and entrepreneurship, including the #1 Wall Street Journal and USA Today bestseller Lift – Fostering the Leader in You Amid Revolutionary Global Change, and Everything Connects – How to Transform and Lead in the Age of Creativity, Innovation and Sustainability. His work has appeared in Fast Company, Business Insider, The Wall Street Journal, Businessweek, Fox, CBS, Financial Times, Mergers & Acquisitions, Forbes, and Leadership Excellence, among others.     Transformational Female Leadership in Times of Disruption:  Show Notes Reflecting on the events that happened during the pandemic, including his son’s rare blood cancer, and writing about it in his book, Lift [2:29-4:50] What does Faisal mean by ‘disruption’? [5:05-6:29] 3 questions to help you get unstuck [10:53-13:12] Becoming a transformational leader [13:20-18:09] How can you be more empathetic? [18:15-19:54] What is the difference between mindfulness and meditation? [20:33-23:04] The importance of being present in the moment to be empathetic [23:33-24:28] Five questions you can ask yourself to assess your empathy levels [25:19-30:00] What is design thinking? What does empathy have to do with it? [30:07-31:25] How accessible are leadership coaches to an average human? How can experiential learning help in the same? [31:26-36:12] Why must you be your own coach to move to the top levels? [36:44-38:35] How can you become a futurist? How does that help? [39:16-44:06] Life yourself to lift others, express transformational female leadership, and practice experiential learning [44:27-50:08] We hope that you have learned something useful from our transformational female leadership episode of the podcast.   Women’s Leadership Success #116 Summary: Transformational Female Leadership Here are a few things you can take away from this episode as you leave: Empathy is one of the secrets to transformational leadership. It helps you make sense of what is going on around the world and within your own realm. It allows you to put yourself in others' shoes and find them a solution they need. You cannot practice empathy or conscious empathy if you're not mindful of the person in front of you. Shutting your mind from all other things other than the one you must focus on is what mindfulness is about. There is a deep connection between mindfulness and empathy. Tons of opportunities arise out of disruptions. There hasn't been a better time in the world to learn and grow yourself now that we're in the later stages of a pandemic. To be a futurist, you also must develop the fundamental substitutable techniques required to succeed in your industry, which takes a lot of improvisation to happen. There is no preaching without practice. Experiential learning is about learning on a constant basis. Systemic thinking and execution are about creating systems that allow you to do constant, repeatable tasks easily. Design thinking is about empathy; it allows you to create things people really benefit from. Knowing your domain in and out is a strong leadership skill. Action for Traction: How to Be a Transformational Leader Listening to a podcast or reading a book good is a start. But the way you will change and grow yourself is to take a small action every time you have an aha from what you have heard or read. Here are 3 possible actions you might consider: Be Mindful: “The real definition of mindfulness is being one with whatever you're doing.” Faisal Hoque Practice empathy: Take time when interacting with a person, to stop yourself and look at that other person and try to understand what is going on with that person. Sign up for “Lift’ class. Use coupon code "WLS" for a 50% discount ( see below)   Are You a " High Potential Female" Who Wants More Impact, Influence & Income? Put Your Executive Career On The Fast Track to Be Promoted  This is a Proven Career Executive Coaching Package for “High Potentials Women” to Help You Stand Out from the Crowd, Turbocharge Your Career & Your Radically Increase Your Income   Do you feel stuck in your career?   Have you been passed over for promotion?   Working hard, but not getting recognized?   Getting knocked out of the promotion after your interview?   Difficult to ask for what you want?   Aspire to C-Suite, Higher or Whole New Opportunity?   Need a strategy to prepare for career advancement internally or externally? If you can relate to any of these questions, I can help you. For over 25 years, I have a proven track record of helping high potential current and future leaders -  ESPECIALLY in STEM & TECH: If you consider yourself a current or future, “high potential female executive” that wants to have more influence, impact, and double your income or MORE, then I invite you to reach out to me via my contact page on Womens Leadership Success.com so we can connect and see if we're a good match.    LIFT OTHERS BY LIFTING YOURSELF Digital Classes from Faisal Hoque -100% of Proceed to Fight Cancer   If you can resonate with what Faisal and I shared today on transformational female leadership and want a simple, easy and low cost way to be a more tranformational leader, then check out Faisal's new digital class today based on his Wall Street Journal #1 Best Selling Book - LIFT. I’ve started the course and it looks really good. And to thank you for being one of my loyal listeners; Fiasal is offering you a gift of 50% off your order.  This is a $149 savings. Plus Faisal shared his commitment to cancer cures by donating all the proceed, from his new 5-part online class. Click here for More Information and To Start the Class.   Use the coupon code of:  W L S at checkout if you choose to save 50%. FYI. I do not make anything from your purchase. Just the good feeling knowing I that you are supporting cancer cures, saving money, and getting support and inspiration from a great thought leader and mentor like Faisal.   Thanks for Social Sharing & Your Show Reviews Thanks for following me on Linkedin for more leadership tips. I really appreciate you sharing, liking, and giving me a review in iTunes or your favorite podcast platform. Thanks, Sabrina PS If you like this interview with Faisal, check out my first interview with Faisal on WLS #59 Everything Connects, a Woman’s Career Guide to Personal Success | Faisal Hoque & Sabrina Braham MA MFT PCC | Women’s Leadership Success # 59

Active Listening Leadership Skills Will Transform Your Results, Culture and Bottom Line Do you work in a remote hybrid workforce and want to feel more connected with your colleagues at work? Get more done? Be more profitable? Here’s a sad leadership fact. Many leaders don't know how their team or customers perceive their leadership. Are you one of them? If you're one of those executive leaders who might have issues engaging your team, career, or profits, especially in today's remote hybrid teams, …. then developing your active listening leadership skills covered in this podcast could be a life-changing episode. "The art of effective listening is essential to clear communication, and clear communication is necessary to management success." – James Cash Penny When you are a leader at any level, the responsibility as a listener multiplies, both positively and negatively. Active listening is one of the fundamental factors of effective communication skills.  Your entire workplace culture and results will improve as you improve your active listening skills. To help you improve your active listener leadership skills, we have Sabrina Braham MA MFT PCC, on our episode today as a guest. Sabrina Braham: Executive Business Coach, Management Consultant, Author, and Media Host Sabrina is a life-changing executive business coach and management consultant who is an expert in leadership excellence and business growth. She is also known for helping women leaders in STEM with career development, increasing influence, impact, and income. Sabrina is the co-founder of this incredible podcast, 'Women Leadership Success' which is ranked in the Top 2% in the world. Since 2007, she has successfully published 115 shows with influential thought leaders, all dedicated to empowering today's and tomorrow’s women leaders, and the men who promote gender equity. Sabrina Braham MA MFT PCC - Master Business Executive Coach & Management Consultant Today, Tim Warren, who is the co-founder of this podcast, and Sabrina’s husband is interviewing Sabrina on how to develop active listening leadership skills you will love. Sabrina shares some powerful real-life management consulting stories, tips, and suggestions regarding leaders. their active listening skills and how you can be a better leader too. Great Leaders Active Listening Talents: Show Notes Why “George” thought he was doing a good job, but his team did not feel the same… [2:40-6:25] How did Sabrina help “George” change his behavior & his results? [6:46-9:26] Benefits of active listening [9:50-11:40] How group intelligence can change team outcomes [12:08-13:33] Use these simple steps to better listen! [15:03-17:46] What holds companies/ leaders back from developing active listening skills? [18:28-20:42] How can Sabrina help you implement active listening in your culture? [22:26-26:31] Where can you get more tips and help to develop your listening skills, a growth mindset, or improve your culture with Sabrina Braham? [28:14-32-30] What is Sabrina's vision for women's leadership? [[34:09-34:54] How can women (and men) participate in this shared vision of gender equity? [35:55-38:04] We hope that you have learned something useful from our active listener's leadership skills podcast. Remember that listening is a phenomenal form of giving someone huge respect. Sometimes all it takes is to listen to the other person for a while, and you will see you would be able to positively shift you and your teams’ results as well. It's a magical art you can master with a bit of training and coaching. Call Sabrina today to see how she can help you advance your leadership success. How to Receive & Give Feedback to Be a Better Leader: Leadership Tips for Women Action for Traction: Active Listening Leadership Skills Listening to a podcast or reading a book is a good start. But the way you will change and grow yourself is to take a small action every time you have an aha from what you have heard or read. Here are three possible actions you might consider: Listen to someone without thinking about your next task or what you will say. Give your full attention to them Ask questions that give you more information about the situation. Check for understanding throughout the conversations.  Use sentences like: “Let me make sure I understand….” “What I think you are saying is…”  “It sounds like you are frustrated by…” If your understanding is not quite in line with what the person is trying to tell you, give them a chance to restate themselves.    Are you and your team ready to break through your communication limitations in your career, leadership, and life? Would you like to move to a more powerful and confident level? Then here are three things you can start with right now:   Call or email me for executive coaching and consulting. (Use Contact Form Here) For a free career and leadership assessment from me, Go to Career Development Quiz .Com  Help me spread the word to women just like you, tap into the insights you are getting from this show by giving me a review in Apple Podcasts  (iTunes), Spotify, Castbox, Podchaser, Podcast Addict &  sharing this show in your favorite social media.

Do you know that confident girls become confident women leaders? Do you know bullying at a younger age impacts the way women treat each other in the workplace? Do you want to support confident empowered girls? Do you know that the technology-driven era has changed the stressors for young girls and women?   The Issues that young women and girls have still show up in the workplace with women today... It doesn’t matter if you’re raising a girl or not because the Issues that young women and girls face at workplace are formed based on how they were nurtured. Helping girls succeed in both their academic and personal lives and become tomorrow’s leaders is only possible if you are helping support confident empowered girls. If you’re looking for ways to do that, you have come to the right place! How Confident Girls Become Confident Women Leaders We believe that Confident Girls Become Confident Women Leaders but the path to raising such girls needs your undistracted attention, care, and respect. In this podcast, Sabrina’s special guest will walk you through a new perspective of nurturing young women leaders. The world has changed and so have the stressors for young girls. Our focus is on critical issues that young girls and teens face and provide solutions for those problems. To help you understand these stressors and their solutions, we have a wonderful guest, Lisa Hinkelman, to share insights and expert advice. Dr. Lisa Hinkelman, an Educator, Counselor, and Parenting Coach! Dr. Lisa Hinkelman is a highly sought-after educator, counselor, researcher, and author who has spent more than 15 years researching girls and educating adults. As a professor at The Ohio State University and the Founder/CEO of the national girl-serving non-profit, Ruling Our Experiences (ROX), she equips educators, parents, school counselors, mentors and coaches throughout the country. Her latest book, Girls Without Limits: Helping Girls Succeed in Relationships, Academics, Careers, and Life hit #1 on Amazon’s Hot New Releases list and provides a framework for helping girls thrive.   How Confident Girls Become Confident Women Leaders: Show Notes What is” Ruling Our Experience”? What does it do? [0:51-2:18] How Girls Without Limits help you to explore and connect at a deeper level. [2:31-4:33] Why investing in preparing current leaders important for the future? [5:03-7:08] Develop healthy relationship with teens and preteens. [7:27-11:06] Learn how to show girls we care. [11:18-14:22] What should we be aware of as parents, educators, school counselors, mentors and coaches? [14:52 -21:13] How social media is encouraging bullying, emotional distress, and unconnected relationships? [22:18-27:20] Teach young girls to set boundaries for their protection. [27:41-31:40] Identifying bullying and relational aggression and its solutions! [32:55-37:31] Discover ways to normalize girls going through menstruation? [37:50 -41:21] How confidence and leadership are connected? [41:35-42:51] What kind of risk-taking should be encouraged? [43:02-44:00] What would Lisa Hinkelman advise to all parents/teachers? [45:05-46:10] To help Confident Girls Become Confident Women Leaders it is important to understand the deeper issues associated with girls growing up. You can only build future strong women leaders if you are raising young girls the right way. Click on the podcast above to get amazing insights on raising empowered future women leaders.   Are you ready to break through your limitations in your career, leadership and life? Would you like to move to a more powerful confident level? Then here are 3 things you can start with right now: Are you or your team ready to breakthrough your limitations in your career, leadership, confidence and life, and move to a more powerful level, then here are 3 things you can start with now: Book Your Complimentary Promotion & Leadership Advantage Coaching Call If you are ready to truly take your leadership, career, and income to substantial new levels - 3 times faster than you thought possible, Book Your Complimentary Promotion & Leadership Advantage Call with Me on My Calendar Here: For a free career and leadership assessment from me, Go to Career Development Quiz .Com  Help me spread the word to women just like you, tap into the insights you are getting from this show by giving me a review in Apple Podcasts  (iTunes), Spotify, Castbox, Podchaser, Podcast Addict &  sharing this show in your favorite social media.

This is part 2 of a special show on professional women LinkedIn profile optimization. If you haven’t listened to part 1, you can start here. But be sure to catch the great advice in part 1 on profile optimization for executive women as well. ------------------------------------- Do you know how to present yourself as a warm person on LinkedIn? Do you know the benefits of using LinkedIn to help you get a promotion inside your company, or a better job in another company? How would you like to have a strong, eye-catching LinkedIn profile? I am so excited about this interview. There are so many secrets in this show that will help you get better jobs, promotions, and a network of like-minded people that will re-enforce your personal brand and expand your income. And be sure to listen for the free gift from me in the middle of the show that will advance your career and leadership and help women world-wide too. In Part-1, we learned about the importance of LinkedIn profile optimization, tips on creating a great LinkedIn profile, how to create connections, and expand our networking and SOAR methodology. All of this incredible information to help women leadership and career development. In Part-2, we are continuing with our guest, Donna Serdula, LinkedIn Guru, who will expand our knowledge on creating a strong, eye-catching, and credible LinkedIn profile. Donna Serdula is making people’s lives better by guiding them to get better jobs, promotions, and incredible job positions by building a better more authentic LinkedIn Profile that sets you apart. Professional Women LinkedIn Profile Optimization Part 2- Summary Show Notes: Free help for military women career development [38:05- 40:55] Learn how Sabrina improves her profile with Donna’s suggestions [40:56- 44:09] Powerful tips to write a great ‘About’ section that gets noticed. [44:12-45:59] How you can get your ideal recommendation from others on LinkedIn to increase your clients and advance your career [46:36- 48:38] Powerful networking tips inside your company to help you get a promotion. [49:16- 51:24] Why showcasing personal hobbies and interests on LinkedIn profile helps you be more authentic and desirable. [51:25- 53:29] How to expand networking on LinkedIn to get a better job in a different company. [54:16- 56:52] Donna’s simple secret on following big companies to help your career development. [57:12- 58:09] How much does your experience matter on LinkedIn? [58:46- 1:00:09] LinkedIn have a new feature of following profiles. How can it help you? [1:01:07- 1:02:16] Difference between being authentic and overly vulnerable on LinkedIn. [1:03:02-1:05:10] Best things to do for LinkedIn Profile Optimization! [1:05:29- 1:07:10] OR [How to beat LinkedIn Algorithm?] We hope that this episode helped you. Be sure to follow us @ https://www.linkedin.com/in/executivecoachsabrinabraham/ - or Search for: “executive coach Sabrina Braham” & Donna Serdula   But be sure to catch the great advice in part 1 on profile optimization for executive women as well.   Action for Traction: Professional Women LinkedIn Profile Optimization Listening to a podcast or reading a book good is a start. But the way you will change and grow yourself is to take a small action every time you have an aha from what you have heard or read. Here are 4 possible actions you might consider: Every week pick one aspect of your profile to update. Start with your headline. See free resource #3. Ask someone for a recommendation, give them an outline or write it for them. Go to LinkedIn makeover.com, free resources, see LinkedIn headline generation or LinkedIn headline generator to help you get the best headline for your profile. If you are military or former military go to LinkedInmakeover.com look at the drop-down services where it says giving back, click on military program to get her video course for free.     Are you ready to break through your limitations in your career, leadership and life? Would you like to move to a more powerful level? Then here are 3 things you can start with right now: Here are 3 things you can start with now: 1.     Call or email me for executive coaching, consulting or training. (Use Contact Form Here) 2.     For a free career and leadership assessment from me, Go to Career Development Quiz .Com  3.     Help me spread the word to women just like you, tap into the insights you are getting from this show by giving me a review in Apple Podcasts  (iTunes), Spotify, Castbox, Podchaser, Podcast Addict &  sharing this show in your favorite social media.   Here is part 1 of the podcast on Professional Women LinkedIn Profile Optimization podcast,  listen here.

Do you have any of these LinkedIn profile questions below? LinkedIn has become the talk of the town, but don't worry as we're here to help with executive women LinkedIn optimization for your profile. - Why should executive women use LinkedIn? - What does a powerful LinkedIn profile have in it? - Do you have a LinkedIn profile but you’re not getting recruited? - Did you know that your LinkedIn profile should be different from your resume? - Have you ever wondered why you should use LinkedIn to build your brand, grow your network and influence, get a promotion, increase your income or get a better job? “LinkedIn helps people connect with opportunity.” Donna Serdula In 2022, LinkedIn has reached 800 million users worldwide and 95% of recruiters hire individuals based on good profiles. It's time that we, especially women, should take up the charge and make strong LinkedIn profiles to get what we deserve. The need for practical tips and techniques is what you need at the moment and that is why we have Donna Serdula onboard to help us understand how we can build a strong LinkedIn profile recruiters can never reject and will increase your influence and help your career development. To optimize LinkedIn, you need more than a profile for a job, you need better and more useful connections and a strong network. In the first part of this incredible podcast, you will get to know the secrets to having an outstanding LinkedIn profile coming from our expert guest Donna Serdula. Donna Serdula, LinkedIn Specialist, Author: “LinkedIn Profile Optimization For Dummies" Executive Women LinkedIn Optimization with Donna Serdula Donna Serdula is a versatile marketer and LinkedIn specialist. After having 10 successful years in the sales and marketing industry, she weaved her own path in becoming a legendary LinkedIn expert. Her book “LinkedIn Profile Optimization For Dummies” is a breakthrough in helping small and big businesses to get hold of their LinkedIn profiles in a professional and beneficial manner. Donna has been working with her team of 20 incredible writers at her website LinkedIn-Makeover.com making people’s lives easier in getting better jobs, expanding their networks and personal branding with her power of creating successful LinkedIn profiles and their maintenance. Executive Women LinkedIn Optimization with Donna Serdula's New Book Executive Women LinkedIn Optimization Part I of II Show Notes: Reasons why executive women needs LinkedIn [03:07-04:31] “Your network is your net worth.” Is that so? How LinkedIn helps executive women connect with opportunities. [04:32- 08:20] Learn how and why your LinkedIn profile needs to be different from your resume. [10:32- 12:00] Discover the professional benefits of being active? [12:25 - 23:17] Learn about SOAR methodology: Strategize, Optimize, Amplify, and Regulate. Want a powerful profile? Here are the top 3 things executive women do to increase their income and impact? [23:19- 29:28] How a LinkedIn Premium Business account can help you prospect, grow your network and advance your career.[30:27- 33:41] Executive Women LinkedIn Optimization Part - II to Come In part two, we're going dive deeper into LinkedIn to help executive women get a promotion or a better job. Donna shares one of her top trade secrets that increases your chances of getting your ideal job, and answer some core questions that our listeners have asked. Also in part II Donna reviews Sabrina’s linkedIn profile, points out some flaws and make some great recommendations to improve, that will help you too. Action for Traction: LinkedIn Optimization for Executive Women Listening to a podcast or reading a book good is a start. But the way you will change and grow yourself is to take a small action every time you have an aha from what you have heard or read. Here are 4 possible actions you might consider: Are you ready to break though your limitations in your career, leadership and life? Would you like to move to a more powerful level? Then here are 3 things you can start with right now: Executive Women LinkedIn Optimization and Executive Coaching with Sabrina Braham MA MFT PCCAre you or your team ready to breakthrough your limitations in your career, leadership, confidence and life, and move to a more powerful level, then here are 3 things you can start with now: 1: Call or email me for executive coaching and consulting. (Use Contact Form Here) 2: Go to CareerDevelopmentQuiz.Com for a free career and leadership assessment and a opportunity to get a free coaching session from me if you qualify. 3: Help me spread the word to women just like you, tap into the insights you are getting from this show by giving me a review in Apple Podcasts (iTunes), Spotify, Castbox, Podchaser, Podcast Addict & sharing this show in your favorite social media. Free Help For Current or Former Military - Executive Women LinkedIn Optimization If you are military or former military go to LinkedInmakeover.com look at the drop down services where it says giving back, click on military program to get her video course for free.