Lead to Soar: Career Advice and Guidance for Women + Guidance for Leaders Who Care About Advancing Women

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

Episode Summary:In this episode of Lead to Soar, Mel Butcher and Michelle Redfern discuss the power of LinkedIn as a strategic tool for professional women. They explore the common hesitations women face in using LinkedIn and provide actionable advice on how to effectively utilize the platform to enhance career opportunities, build networks, and establish a strong professional brand.Episode Highlights:Hesitations Women Face on LinkedIn:- Lack of time and prioritization.- Uncertainty about how to use the platform effectively.- Feelings of shyness or being overwhelmed by the information available.Addressing the 'Busy' Mindset:- "Busy" often signals being overwhelmed or using it as an ego boost.- The importance of examining what "busy" means and how it impacts professional growth.Importance of LinkedIn:- LinkedIn is a powerful tool for visibility, networking, and staying connected to the business world.- It offers a platform to showcase expertise, connect with broader networks, and access opportunities like speaking engagements and job offers.Practical Steps for LinkedIn Engagement:- Allocate at least 15 minutes a week to engage on LinkedIn.- Start by liking and commenting on posts from respected professionals.- Ensure your LinkedIn profile is complete and up-to-date with a professional photo, clear headline, and detailed "About" section.Creating and Sharing Content:- Share interesting articles, industry insights, and thought-provoking content.- Repost others' content with your own comments to add value and build connections.- Express your opinions and expertise confidently to build your personal brand.Diversifying Your Network:- Engage with diverse voices and amplify the expertise of women, people of color, and underrepresented groups on LinkedIn.Leadership Call to Action:Allocate Time for LinkedIn:Dedicate at least 15 minutes a week to strategic networking on LinkedIn.Engage with Content:Start by liking and commenting on posts from industry leaders and respected professionals.Optimize Your Profile:Update your LinkedIn profile with a professional photo, clear headline, and detailed "About" section to effectively represent your professional brand.Share Valuable Content:Post interesting articles, insights, and thought leadership content relevant to your industry.Repost others' content with your comments to add value and build connections.Diversify Your Network:Engage with and amplify the voices of women, people of color, and underrepresented groups on LinkedIn.Special Resource:Michelle has created a comprehensive "how-to" resource for LinkedIn. This includes step-by-step guidance on auditing and refreshing your LinkedIn profile, tips for using LinkedIn effectively, and additional podcast recommendations on strategic networking.Access this resourceThe Leadership Compass

In this episode, Mel Butcher and Michelle Redfern continue their Career Compass series by discussing the importance of creating clear career paths within organisations. They explore how managers can understand their team members' career aspirations and the strategic benefits of having robust internal mobility programs. The conversation emphasises the need for leaders to foster employee growth and engagement through visible and accessible career development opportunities.Episode Highlights:Career Conversations: Regular career conversations between managers and their team members are essential to understanding their strengths and aspirations.Intrinsic Motivation: How aligning employees' intrinsic motivations with their work leads to higher productivity and engagement.Career Path Visuals: Examples of visual career paths, like the career tree in a contact centre, help employees see potential growth opportunities within the organisation.Internal Mobility Programs: Practical examples of successful internal mobility programs include career weeks and inside-first hiring policies.Manager Accountability: The need for managers to actively engage in their team members' career development and be accountable for talent retention and growth.Leadership Call to Action:Engage in Career Conversations: Managers should regularly discuss career aspirations and development plans with their team members.Create Visual Career Paths: Develop and publicise visual career path graphics to help employees understand potential growth opportunities.Implement Internal Mobility Programs: Establish structured internal mobility programs that prioritise internal candidates for new roles and provide visibility into career opportunities.Train and Hold Managers Accountable: Ensure managers are trained in talent management and accountable for their team members' development and retention.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 NetworkThe Lead to Soar PodcastThe Lead to Soar Summit Women’s Leadership ProgramsDEI Consulting & Advisory

In this episode of Lead to Soar, hosts Mel Butcher and Michelle Redfern discuss the critical topic of navigating career advice for women aiming for CEO roles. The conversation highlights the disparity in career advice, which focuses heavily on emotional intelligence (EQ) over business intelligence (BQ) and the importance of developing BQ skills for career advancement. They share insights from successful women CEOs like Nickie Gibson and emphasise the need for actionable advice that prepares women for executive leadership roles.Episode Highlights:Career Advice Landscape: We discuss the disproportionate focus on EQ in career advice for women and the significant gap in advice on BQ.Nickie Gibson's Insights: Nikki Gibson (formerly Nickie Scriven), a successful CEO, provided great insights for Michelle's book, The Leadership Compass. Nickie's advice emphasises the importance of BQ skills such as strategic thinking, business growth, and leadership.Business Intelligence (BQ): Michelle explains BQ in leadership and its critical role in advancing to senior executive and C-suite roles.Challenges for Ambitious Women: Addressing societal biases against ambitious women and the "ambition penalty" they face in their careers.Actionable Advice for Women and Managers: Practical steps for women to develop BQ skills and advice for managers to support the career development of women on their teams.Leadership Call to Action:Audit Development Programs: Ensure that women-focused programs include substantial business strategic and financial acumen content.Train Managers: Educate managers on how to coach and develop women in BQ skills and understand the impact of gender dynamics on talent management.Encourage Self-Development: Women should take charge of their development, seek out resources like the Lead to Soar Network, and attend events like the Lead to Soar Summit.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 NetworkThe Lead to Soar PodcastThe Lead to Soar SummitWomen’s Leadership Programs DEI Consulting & Advisory

In this episode, Mel Butcher and Michelle Redfern discuss into a phenomenon hindering women's career progression. They discuss the scenario where managers, mentors, or sponsors fail to recognize the current abilities and potential of women, instead seeing them as they were in the past. This "frozen in time" perception can prevent deserving women from being considered for advancement. The hosts explore strategies women can use to overcome this barrier and offer advice to managers and mentors on how to better support their team members and mentees.Episode Highlights:Phenomenon Overview: Managers seeing women as their old selves rather than recognizing their current abilities and contributions.Impact: This perception can hinder career advancement, causing distress and frustration.Strategic Advice for Women:Diverse Personal Board of Advisors: Establish a diverse network both inside and outside your organization.Regular Updates: Keep your advisors informed about your achievements and career progression.LinkedIn Utilization: Actively use LinkedIn to share your work and expertise.Demonstrate Business Intelligence: Showcase your skills and contributions regularly.Managerial Responsibilities:Regular Conversations: Conduct frequent one-on-ones to understand team members' skills, strengths, and aspirations.Talent Profiles: Maintain updated profiles of team members to recognize their growth and potential.Strategic Engagement: Align team members' capabilities with organizational goals.Mentoring Strategies:Strategic Questions: Ask questions that push mentees to think about their business understanding and career aspirations.Stretch and Challenge: Encourage mentees to step out of their comfort zones and demonstrate their abilities.Sponsorship Potential: Be prepared to leverage your social and political capital to support mentees.Leadership Call to Action:Women:Build Your Network: Develop a personal board of advisors from diverse backgrounds and keep them updated.Use LinkedIn: Regularly share your professional achievements and insights on LinkedIn.Boast and Demonstrate: Confidently showcase your accomplishments and the impact of your work.Managers:Know Your Team: Have regular, meaningful conversations with your team members about their career goals.Develop Talent: Create and maintain talent profiles to help guide your team's growth and align their skills with organizational needs.Mentors:Ask Strategic Questions: Challenge your mentees with questions that promote growth and strategic thinking.Encourage Demonstration: Push mentees to actively demonstrate their capabilities and readiness for new opportunities.Be Prepared to Sponsor: When mentees show growth and capability, advocate for them and help them advance.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 The Lead to Soar Podcast The Lead to Soar SummitWomen’s Leadership Programs: https://www.michelleredfern.com/advancing-women-in-business-sportDEI Consulting & Advisory: https://www.michelleredfern.com/consulting

In this episode of the Lead to Soar podcast, Michelle and Mel discuss "accidental managers"—individuals promoted into management roles without formal training. They explore the distinction between managers and leaders, examine the prevalence and impact of untrained managers, and offer actionable advice for organizations to better support their management teams. The conversation emphasizes the importance of core managerial competencies, ongoing professional development, and strategic investment in management training, especially for frontline leaders.Episode HighlightsDefinition of Accidental Managers: Individuals promoted to management roles due to their proficiency in their previous positions, but without proper training or preparation.Distinction Between Managers and Leaders:Managers: Focus on administering tasks, organizing, and getting things done.Leaders: Inspire greatness and drive extraordinary outcomes by engaging others.Statistics on Managerial Training:59% of managers with 1-2 employees report no training.41% of managers with 3-5 employees report no training.42% of new managers develop their style by mimicking previous managers rather than formal training.Key Managerial Competencies:DelegationCommunication, especially in difficult conversationsPositive attitudeFostering teamwork and collaborationEmotional intelligence (EQ)Conflict resolutionFlexibility and adaptabilityRealistic goal settingCoaching and mentoringMisconceptions About Managerial Competencies:Strategic thinkingSales expertiseTechnical expertiseEntrepreneurial spiritRecommendations for Organizations:Invest in management training, especially for lower-level managers.Focus on competencies over confidence when selecting leaders.Provide ongoing professional development, not just one-time training.Leadership Call to ActionAssess Training Investments: Evaluate the balance of spending on employee engagement versus management training. Redirect resources to better support managerial development.Develop Comprehensive Training Programs: Implement onboarding programs like "leadership fundamentals" that cover essential managerial tasks and skills.Prioritize Competencies: Focus on recruiting and developing managers based on their competencies in business, emotional, and social intelligence.Ongoing Development: Ensure continuous professional development opportunities for all management levels, not just senior leaders.Support First-Time Managers: Recognize the unique challenges faced by frontline leaders and provide targeted support to help them succeed.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 NetworkThe Lead to Soar Podcast The Lead to Soar Summit Women’s Leadership ProgramsDEI Consulting & Advisory

In this mini-episode of Lead to Soar, Michelle Redfern, author of "The Leadership Compass," reads an excerpt from her book. Michelle emphasizes that women do not need fixing; instead, the focus should be on transforming the patriarchal systems that hinder their progress. Inspired by Catherine Fox's book "Stop Fixing Women," Michelle highlights the importance of addressing workplace policies and leadership frameworks designed for men.Episode Highlights- Systemic Change Over Individual Fixes: Women aren't the problem; the system is.- The Leadership Compass: Aims to help women navigate and change the workplace.- Role of Organizations: Companies must address barriers to women's advancement, not just focus on skill-building for women.Leadership Call to Action- For Individuals: Develop business, strategic, and financial skills. Advocate for meaningful coaching and development.- For Organizations: Implement comprehensive gender equity strategies and ensure leaders are accountable.- For Governments: Legislate minimum standards to promote workplace gender equity.You can find more about The Leadership Compass including where to purchase at www.michelleredfern.com/books

In this mini episode of Lead to Soar, Michelle Redfern, author of "The Leadership Compass," shares a reading from the book's first chapter. Michelle reflects on a transformative leadership retreat and the journey to discovering her true calling as a leader.Episode Highlights- Transformational Retreat: A pivotal 2013 leadership retreat prompted Michelle to reflect deeply with the question, "Who are you called to become?"- Self-Discovery Journey: Michelle emphasizes the importance of listening to one's inner voice, reflecting on past experiences, and understanding personal and professional growth.- Mentorship Wisdom: Advice from a regional general manager about being a proactive leader and integrating career with personal life.- Practical Insights: Navigating career and family responsibilities, continuous self-improvement, and leveraging mentor advice to shape leadership style.Leadership Call to Action- Reflect on Your Calling: Consider the question, "Who are you called to become?" and document your reflections.- Self-Assessment: Regularly evaluate whether you're making things happen, observing, or feeling lost.- Seek Feedback: Get insights from mentors or colleagues to improve your leadership approach.- Integrate Life and Career: Maintain harmony between your career and personal life for sustainable leadership.- Embrace Lifelong Learning: Commit to ongoing personal and professional development to enhance leadership skills. You can find more about The Leadership Compass incuding where to purchase at www.michelleredfern.com/books

Show HighlightsHow are workplace dynamics evolving? What must leaders know and do to create workplaces of the future?- We need all hands on deck to contribute to innovation. There's room for everyone to contribute. Join us. AND it's ok to move the naysayers to another room; don't let them suck the energy away from those ready to do creative, innovative work.- Cultivate the environment for team members to take responsibility versus waiting to be granted authority- Don't conflate people and project managers.- Be specific about behaviors you value in managers and lead accordingly.Recognize and reward the good behavior you want to see more of in managers.- Leaders are responsible for building and maintaining the foundation of the house.- If someone on your team wants to be a better people leader, where's theLearning and Development budget for them?- You've gotta get rid of the brilliant kers. No exceptions.