Lead to Soar: Career Advice and Guidance for Women + Guidance for Leaders Who Want to Make Workplaces Work for Women

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

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

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

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

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

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