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

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

In this episode of the Lead to Soar podcast, host Michelle Redfern welcomes back Noa Rein, an organizational psychologist and HR advisor, to discuss navigating career crossroads. Together, they explore the concept of being the main character in your career story and the challenges of decision-making when faced with career transitions. Noa shares her expert insights on how individuals, especially women, can recognize when they are at a career crossroads, the emotions and fears that often accompany it, and how to take control of the narrative of their career. They also discuss the power of imagination, the importance of reflection, and practical tools to help people move forward with agency.Episode Highlights:What is a Career Crossroad?Noa defines a career crossroad as the moment when you recognize you're in transition. It's often marked by feelings of being stuck or lost, or external events like redundancy. While change can feel overwhelming, it's crucial to see it as an opportunity for growth.Internal vs. External Crossroads:Career transitions can be internally generated (e.g., feeling unfulfilled) or externally imposed (e.g., being laid off). Both require self-awareness and reflection to navigate.Recognizing Misalignment in Your Career:Noa emphasizes that feelings of “meh” or dissatisfaction can indicate a deeper misalignment between who you are now and what you're doing. These feelings are key signals that it's time for change.The Role of Imagination and Exploration:Career exploration begins with curiosity. Noa encourages using imagination to explore new possibilities without the immediate pressure to act. Asking questions like "What am I longing for?" can spark powerful insights.Agency in Career Transitions:Both Michelle and Noa discuss how understanding that you are the author of your own career story gives you agency. Reflecting on your experiences and considering alternative paths can empower you to make deliberate career decisions.Letting Go of the Past:One of the hardest parts of navigating a career crossroads is letting go of past investments, both emotional and professional. But letting go is essential to move forward and embrace new opportunities.Leadership Call to Action:1. Reflect on Your Current Path: Take a moment to assess your career satisfaction. Are you feeling aligned with your current work, or is there a “meh” sensation creeping in? Make time for self-reflection.2. Give Yourself Permission to Explore: Use your imagination to consider new possibilities without the pressure to act right away. What are you longing for in your career? Begin by allowing yourself to dream.3. Find Your Spark: Identify small moments or thoughts that stand out to you, like a spark on a blank page. Let those moments guide you toward deeper exploration.4. Practice Self-Compassion: As you navigate career transitions, show yourself kindness. Let go of the narrative that you need to have everything figured out immediately. Progress, not perfection, is key.5. Seek Support: Whether through a mentor, coach, or peer network like Lead to Soar, find a buddy who can support you through your transition. Remember, no one navigates their career alone.Connect with Noa on LinkedIn: https://www.linkedin.com/in/noaerein/?originalSubdomain=au or at Career Science: https://www.careerscience.com.au/index.html

In this episode of the Lead to Soar podcast, Michelle Redfern and Mel Butcher discuss the persistent workplace gender gap, its causes, and actionable steps to close it. The conversation covers the current state of gender disparity in leadership roles, the impact on women's economic potential, and strategies for organizations and managers to foster gender equity. They also highlight the importance of business intelligence (BQ) skills for women and discuss resources like the Lead to Soar Summit and Michelle's book, "The Leadership Compass."Episode HighlightsCurrent State of the Gender Gap: Women have lower workforce participation, higher unemployment, and hold fewer leadership positions globally.Economic Impact: The gender wage gap leads to significantly lower retirement savings for women, contributing to higher rates of poverty among older women.Causes of the Gender Gap:Corporate Systems: Policies and practices that inadvertently hold women back.Managers' Mindsets: Unexamined biases affecting decisions about women's advancement.Women’s Skills: Lack of exposure to critical business, strategic, and financial acumen (BQ).Actions for Leaders and Managers:Develop a Gender Equity Strategy: Include DEI accountability and skill sets in leadership.Implement Transparent Performance Evaluations: Ensure women are evaluated on performance, not personality.Support Working Families: Promote shared caregiving responsibilities.Invest in Women's Professional Development: Focus on building BQ skills.The Importance of Strategic Networking: Aligning networking efforts with personal and organizational goals for effective career advancement.Lead to Soar Summit: An event offering workshops, keynote speakers, and panels with C-suite women to help women develop leadership skills and build strategic networks.Leadership Call to ActionDiagnose the Current State: Understand your organization’s leadership gender gap through diagnostics and lived experiences.Define Goals and Design a Blueprint: Set clear goals for gender equity and create a detailed plan to achieve them.Develop DEI Accountability: Build DEI skill sets in leaders and ensure they are held accountable for gender equity.Evaluate and Adjust Managerial Practices: Train managers to recognize and correct biases and to actively support women’s career advancement.Invest in BQ Skill Development: Provide women with opportunities to build and demonstrate business, strategic, and financial acumen.Promote Inclusive Workplaces: Develop policies that support family responsibilities and career mobility for women.Encourage Strategic Networking: Help women build networks aligned with their career goals and organizational objectives.Join the Leadership Summits: Participate in events like the Lead to Soar Summit to gain insights and actionable strategies for closing the leadership gender gap.Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.We support women and organisations in 5 ways;The Lead to Network: https://leadtosoar.network/landingThe Lead to Soar Podcast: https://shows.acast.com/lead-to-soarThe Lead to Soar Summit: https://www.leadtosoar.com/summitWomen’s Leadership Programs: https://www.michelleredfern.com/advancing-women-in-business-sportDEI Consulting & Advisory: https://www.michelleredfern.com/consulting

In this episode, Mel and Michelle tackle the pervasive issue of imposter syndrome, particularly how it affects women in the workplace. They challenge the traditional views of imposter syndrome, suggesting it is often a result of systemic biases rather than individual shortcomings. The discussion emphasizes the importance of recognizing and addressing these biases to support women's career advancement. They also provide insights into how women can navigate these challenges and how organizations can create more inclusive policies.Episode Highlights:Rethinking Imposter Syndrome: Imposter syndrome is often career gaslighting, a symptom of a system not designed for women's success.Double Bind for Women: Women are punished for traits celebrated in men, such as assertiveness and ambition, leading to a confidence gap.Systemic Biases:Confidence vs. Competence: Society often rewards confident and charismatic individuals over competent ones.Perceived Ambition: Women are frequently perceived as less ambitious due to biases, impacting their career progression.Inclusive Policies and Practices:Gender Equity in Succession Planning: Ensure a balanced representation in succession plans with clear development paths.Manager Training: Equip managers with the skills to be inclusive and provide equitable feedback and opportunities.Leadership Call to Action:Challenge Assumptions: Do not assume a woman’s ambition or capabilities based on her demeanor or past biases.Support Career Advancement: Have open conversations about career aspirations and provide clear development plans.Implement Inclusive Policies: Ensure that policies and practices support gender equity, such as balanced succession planning.Train for Inclusivity: Regularly train managers on diversity, equity, and inclusion to foster an environment where all team members can thrive.Encourage Visibility: Help women increase their visibility and demonstrate their competencies through strategic mentoring and opportunities.References:Why Do So Many Incompetent Men Become Leaders? https://youtu.be/zeAEFEXvcBg?si=9QKmezoOUzLCsyS1The Ambition Penalty: https://www.glamourmagazine.co.uk/article/ambition-penaltyThe Leadership Compass: https://www.michelleredfern.com/books

In this episode, Mel Butcher and Michelle Redfern discuss the opportunity for leaders to learn how to provide better feedback, with a keen focus on the gender differences in feedback reception. They discuss the importance of specific, clear, and timely feedback to foster growth and avoid the pitfalls of vague critiques. Additionally, they explore the systemic biases women face, particularly in performance reviews, and offer practical strategies for managers to provide equitable and constructive feedback. The episode also touches on the often detrimental "compliment sandwich" method and the significance of avoiding personality-based feedback.Episode Highlights:Importance of Actionable Feedback: Feedback should be specific, timely, and clear, focusing on measurable actions rather than vague or personality-based comments.Gender Bias in Feedback: Women often receive more personality-based and less actionable feedback compared to men, which can hinder their career progression.Effective Feedback Structure:Communicate Expectations: Clearly outline what is expected and why it is important.Check for Understanding: Ensure the recipient fully understands the feedback and the expected outcomes.Follow-up for Compliance: Regularly check in to monitor progress and offer support.Pitfalls of the Compliment Sandwich: Research shows that sandwiching critical feedback between compliments is ineffective and can be confusing.Feedback Example:Ineffective: "Great job, but you need to improve your performance."Effective: "Your facilitation in the client meeting was excellent because it included everyone and generated great ideas. This reassured our client about the project's progress."Leadership Call to Action:Provide Specific Feedback: Avoid general comments. Instead, give detailed, actionable feedback that outlines what was done well and what can be improved.Train Managers: Ensure that all managers are trained to give equitable and constructive feedback, avoiding biases.Create Clear Success Criteria: Define and communicate clear success criteria at the beginning of any project or performance period.Seek Feedback Actively: Encourage team members to ask for specific feedback on their performance and career progression.Avoid Personality Critiques: Focus feedback on behaviors and outcomes, not on personality traits.Textio Research: https://textio.com/feedback-bias-2023The Leadership Compass: https://www.michelleredfern.com/books