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“Be authentic at work” is some of the most commonly given career advice, and some of the most dangerous, especially for women and others without structural power.

In this episode Michelle Redfern and Mel Butcher call b******t on the idea that honesty and openness are always safe or rewarded at work. Instead, they explore what smart people actually do when life collides with work, and the stakes are high.

From bereavement and illness to caring responsibilities and personal identity, this conversation examines how disclosure decisions are shaped not by good intentions but by power, culture, and psychological safety. Michelle reflects on her own career experiences of assimilation, self-protection, and learning when openness helps and when it harms.

Rather than pushing performative authenticity, this episode offers a grounded framework for deciding what to share, what to withhold, and how to protect your credibility without disappearing or pretending.

The episode also challenges leaders directly. When life inevitably intrudes on work, are you creating conditions where people feel safe asking for support, or are your systems and behaviours teaching them to stay silent?

This is essential listening for women navigating complex career moments and for leaders serious about trust, retention, and humane workplaces.

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Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women actively advancing their careers. Explore

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Performance reviews are meant to assess contribution, results, and business impact. Yet for many women, they become subjective conversations about tone, confidence, or how they “come across.”

In Episode 204, Michelle Redfern and Mel Butcher discuss why women are disproportionately judged on personality rather than performance, and what that means for career progression. Drawing on research and lived experience, they explore how biased feedback shows up in reviews and why it persists, even for high-performing women.

This episode reframes the performance review as a business conversation, not a personal evaluation. Michelle shares practical language women can use to bring evidence to the table, ask for specific examples, and redirect vague or loaded feedback back to measurable outcomes. They also cover how to respond when feedback is unclear, unhelpful, or biased, including when to pause, take feedback on notice, or refuse to sign off on written comments that lack substance.

This is a must-listen for women who want fair, strategic career progression and for leaders who want performance reviews that actually develop and retain talent.

Below is the performance review checklist Michelle promised. Use it to prepare, stay anchored in evidence, and redirect the conversation back to outcomes when it drifts into personality or perception. You can also download a .pdf version.

Performance Review Prep Checklist

A business-first guide for women

1. Treat your review like a business meeting

* This is about outcomes, not likeability

* You are entitled to clarity, evidence, and specificity

2. Prepare your evidence

* Objectives and how you met or exceeded them

* Results, metrics, milestones, risks reduced, problems solved

* Examples of impact beyond your role

* Written feedback gathered during the year

3. Anchor the conversation to outcomes

Use phrases like:

* “The outcomes I delivered this year include…”

* “Here’s where I moved the needle against priorities…”

4. Redirect personality-based feedback

Ask:

* “Can you give me a specific example?”

* “How did that impact outcomes?”

* “What would you like me to do differently, in practical terms?”

5. Ask for advice, not vague feedback

* “Where would you advise me to focus next year?”

* “What should I stop, start, or continue?”

6. Don’t respond on the spot

You can say:

* “I’d like to take that on notice.”

* “I need time to reflect before responding.”

7. Debrief with your network

* Sense-check feedback

* Separate development from bias

* Decide what to act on and what to discard

Bottom line:

You are not there to be liked.

You are there to be assessed on impact.

If this episode was useful, there are three simple ways to go further:

Subscribe on Substack

This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women actively advancing their careers. Explore 

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As Pride Month 2026 approaches, we wanted to resurface this episode and send it to everyone so that they know exactly how to be a great ally to the rainbow community.

If you consider yourself supportive of the LGBTIQA+ community but aren’t always sure what meaningful allyship looks like in practice, this episode is for you.

In this solo episode of Lead to Soar, Michelle Redfern speaks directly to leaders, managers, and colleagues who want to move beyond passive support and take responsibility for creating safer, more inclusive workplaces for people who are trans, gender diverse, non-binary, and queer.

This is not about perfect language or performative gestures. It’s about noticing harm, calling it out, and using your position to reduce others' risk.

Michelle shares five practical ways leaders can be better allies at work, including how silence can cause harm, how power operates in everyday moments, and why allyship is a leadership behaviour, not a personal identity.

In this episode

What allyship actually looks like in workplace behaviour

Why “supporting diversity” is meaningless without action

How leaders can interrupt exclusion without making it about themselves

The risks faced by trans and gender-diverse people at work, and why leadership matters

What it means to step in, speak up, and set standards

This episode is a call to action for leaders who say they care about inclusion to demonstrate it consistently, publicly, and responsibly.

Resources

LGBTIQA+ glossary of common terms – Australian Institute of Family Studies

GLAAD – Advancing acceptance through media and storytelling

Wear It Purple – Creating safe, supportive environments for rainbow young people

PFLAG – Supporting, educating, and advocating for LGBTQ+ people and their families

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This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

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Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women actively advancing their careers. Explore

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Visibility does not equal influence. In this episode of the Lead to Soar Podcast, Michelle Redfern explains why many women leaders are seen and heard, yet still overlooked when it comes to power, promotion, and decision-making.

Drawing on The Leadership Compass, she outlines how strategic visibility, grounded in business impact, credibility, and judgment, is what shifts women from contributors to influential leaders.

This episode is a recording of a live Be Seen. Be Heard. Be Strategic. Workshop delivered inside the Lead to Soar Network. It offers a clear example of the strategic, evidence-based leadership development that members access throughout the year as part of their membership.

The Lead to Soar Network

This isn’t your average leadership pep talk. In this episode, Michelle Redfern invites you into a quiet, reflective, and deeply practical session designed to help you pause, breathe, and think intentionally about the leader and the woman you are called to become.

Drawing on her personal experience and the powerful Ikigai framework, Michelle shares the exact questions, journaling prompts, and mindset shifts that helped her shift from living on autopilot to leading with purpose.

Whether you’re at a career crossroads, feeling a loss of joy in your current role, or sensing it’s time for a bold next move, this session is your invitation to step off the hamster wheel and reconnect with your future self.

Before You Hit Play: This session is intentionally slower-paced. It’s quiet. Thoughtful. Michelle leaves space for you to reflect, write, pause and breathe.

To get the most out of this episode:•:

• Grab a notebook or journal

• Bring a pen (and maybe a cuppa)

• Give yourself space to think

• Pause the episode when needed to reflect or write

You’ll Explore:•:

• The question that cracked Michelle wide open: Who are you called to become?

• How to identify what still serves you—and what needs to be left behind

• The difference between what you’re good at vs. what gives you joy

• The power of listening to your inner coach instead of your inner critic

• How to sketch and activate your personal Ikigai

• A practical 30-day challenge to turn your insights into action.

Take the Next Step:

• Journal your answer to: Who are you called to become?

• Complete your Ikigai sketch using the four prompts:

• What do you love?

• What are you good at?

• What does the world need?

• What can you be paid for?

• Choose your bold 30-day move and write it down

• Ask: What will future-me thank me for doing today?

This session is part of Michelle’s ongoing commitment to help women stop shrinking and start soaring. If you’re not yet a member of the Lead to Soar Network, join us because the leadership journey is better when you’re not doing it alone.

Links:On Ikigai: https://www.japan.go.jp/kizuna/2022/03/ikigai_japanese_secret_to_a_joyful_life.htmle

The Lead to Soar Network: https://leadtosoar.network/landing

Being asked to “fix” an underperforming team or leader can be a genuine opportunity ... or a glass cliff. Michelle Redfern and Mel Butcher break down how to assess high-stakes roles, identify red flags, and determine whether you’re being set up to succeed or to take the fall. Essential guidance for ambitious women evaluating career-defining moves.

Women are heading into the end of 2025 more stretched, more visible, and more scrutinised than ever. At the same time, the platforms we once relied on to build our reputations have shifted under our feet. This 200th episode names what’s changed, what no longer works, and what ambitious women actually need to take themselves seriously in 2026.

In this milestone conversation, Mel and I get real about the three things women cannot outsource: your online presence, your strategic network, and your boundaries.

We cover:

* Why LinkedIn is no longer the only serious option for your professional presence

* How to think about your own domain, simple websites and being Google-ready

* Strategic networking that feels meaningful, not sleazy in a bar with name tags

* Designing your own gatherings so you control the format, energy and purpose

* Moving from passive “I hope they notice me” to active targeted outreach

* Michelle’s “I do not” list and how to build your own for 2026

* End-of-year exhaustion, gendered expectations and what women can stop doing

* How Lead to Soar and the podcast will evolve, including the move to Substack

* A listener request for more fierce, forthright, offensive—not defensive—career advice

What you’ll walk away with:

* Clarity on where to invest your time online

* How to build a professional presence you actually control

* The truth about networking that works

* The boundary-setting that protects your energy and career

* What to stop doing in 2026

* Permission to go on the offensive in your leadership

This episode also marks a significant shift.

Lead to Soar now lives here on Substack.

New episodes and supporting resources will land directly in your inbox. No algorithm decides whether you see them. (with a giant middle finger to unethical platforms that muzzle women’s voices)

Perfect listening for ambitious women who are ready to stop leaving their careers to chance and start leading with intention.

Listen with a pen in hand.

There will be at least one thing you decide to stop doing — and one thing you’ll be ready to start — by the time the episode ends.

If this episode was useful, there are three simple ways to go further:

Subscribe on Substack

This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. JOIN HERE

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In this episode, Michelle Redfern and Mel Butcher tackle a workplace issue most people experience but rarely discuss openly: professional jealousy. They walk through how jealousy shows up, how it can be weaponised through policy or gossip, and why it can have serious consequences for someone’s reputation and career if it isn’t handled well.Michelle shares a real incident from her executive career at a major Australian bank, where a colleague’s jealousy escalated into an unnecessary and poorly managed HR process. The story lays bare how organisational systems can be misused when leaders act on hearsay instead of facts, and what happens when visibility or career momentum triggers insecurity in others.Mel adds her own experience of being confronted with jealousy-driven behaviour in a client meeting, and together they break down the leadership failures that allow this conduct to continue unchecked.At the heart of their conversation is practical advice for women: how to assess the situation, protect your credibility, understand your rights, and respond strategically when someone else’s jealousy edges into your professional lane.Key themes:• How professional jealousy manifests at work• Why it can escalate quickly when leaders fail to intervene• The difference between genuine organisational concerns and someone misusing “policy” to target a colleague• What ethical leadership looks like when jealousy surfaces• How to protect your professional reputation using SQ (Social Intelligence)• What to do when you have positional power – and what to do when you don’t• Why documentation, due diligence, and clarity on your obligations matter• How women can safely navigate and respond without burning political capitalTakeaways for women:• Know your rights and obligations before you respond.• If you’ve inadvertently breached something, correct it quickly.• If you haven’t breached anything, protect yourself through documentation, clarity, and strategic communication.• Build a strong reputation and network — long-term assets that withstand other people’s insecurity.Takeaways for leaders:• Don’t act on jealousy disguised as “concern.”• Address inappropriate behaviour immediately.• Use your positional power to prevent harm, not enable it.

If this episode was useful, there are three simple ways to go further:

Subscribe on Substack

This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore 

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Technology is racing ahead — but courage and conscience must lead the way. In this episode, Michelle Redfern and Mel Butcher explore how women leaders can be the dissenting voices that keep ethics, empathy, and humanity at the centre of progress.

If this episode resonated, I invite you to join the conversation in the comments and share what landed for you. You can subscribe to the Lead to Soar podcast here on Substack to receive new episodes, notes, and occasional tools straight to your inbox. And if you want to go further, Lead to Soar Network members get early access to episodes, live workshops, and practical resources designed to help women lead with clarity, credibility, and impact.

Your future self is counting on you. In this episode, Michelle Redfern and Mel Butcher explore how ambitious women can play the long game — building strategy, visibility, and momentum that leads to real career success.They explore how to show up for your future self by thinking and acting strategically, building credibility and confidence, and designing a clear direction rather than waiting for opportunities to appear. This is about career design — not chance.In this episode:• What it means to show up for your future self.• How to define what reaching your full potential looks, sounds, and feels like.• Why strategy isn’t just for organisations — it’s for your career.• The shift from loyal worker to strategic leader.• Practical ways to make choices your future self will thank you for.

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If this episode was useful, there are three simple ways to go further:Subscribe on SubstackThis is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

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Explore the Lead to Soar NetworkLead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore Share the episodeIf this resonated, share it with a colleague, manager, or friend who might need it. Leadership is shaped by what we notice, name, and talk about.

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Competence alone doesn’t create credibility. Michelle and Mel reveal why visibility and credibility must work together if you want to be chosen for high-value work. They share how to talk about your achievements without the cringe, use language that lands with decision-makers, and demonstrate leadership that moves the business forward.Leaders choose people they know, respect, and trust. If the right people can’t see your impact, they can’t bet on you.In this episode• The leadership equation: visibility + credibility = opportunity• Strategic self-promotion that doesn’t feel gross — linking outcomes to business results• Why “busy” doesn’t signal credibility (and what does)• Positional purpose: what they pay you and your team to be famous for• How to advocate for yourself and your team with a business lens

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If this episode was useful, there are three simple ways to go further:

Subscribe on Substack

This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

Subscribe now

Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore

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Hope is not a strategy. Michelle and Mel show you how to define your full potential, state your ambition with a business lens, and build a roadmap that aligns your moves to real business outcomes. Practical prompts and language you can use this week.In this episode• Why “waiting to be noticed” keeps talented women stuck• What full potential can look like: role level, craft mastery, and financial security• Language that lands: from helper to enabler of growth• Building your roadmap: vision, next milestones, and measurable KPIs• Aligning success to business metrics: revenue, win rates, margin, cash, customer value• Finding a strategic mentor who helps you navigate the next stepResources• Inside the Lead to Soar Network: Hour of Power, Leadership MBA Library, strategic mentoring prompts

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If this episode was useful, there are three simple ways to go further:

Subscribe on Substack

This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

Subscribe now

Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore

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We’ve all met this leader: pleasant, agreeable, and conflict-avoidant—the kind of manager everyone likes but few respect.

In this Lead to Soar episode, Michelle Redfern and Mel Butcher dissect the “too nice to lead” phenomenon and offer practical strategies for ambitious professionals who report to an ineffective manager.What you’ll learn:• How to identify when niceness has replaced effectiveness• Why conflict avoidance erodes standards and trust• Scripts and strategies for managing up with outcomes and data• How to protect your energy and career progression while navigating underpowered leadership• What organisations must do to stop promoting accidental managersKey takeaway: Being nice doesn’t make someone a good leader—clarity, courage, and competence do.

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If this episode was useful, there are three simple ways to go further:

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This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

Subscribe now

Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore

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This episode asks the big career question: What happens when you stay busy, wait patiently, and hope to be noticed? Michelle and Mel dismantle the “good girl” model of leadership and explain why obedience, helpfulness, and non-promotable tasks (NPTs) won’t get you where you want to go. Instead, they lay out how to move from being merely helpful to being high-impact, and why radical accountability is the antidote to career stagnation.

What You’ll Learn

• Why “keeping your head down” will not shift your career trajectory

• The hidden costs of saying yes to non-promotable tasks

• How to position yourself as ambitious for yourself, your team, and your business

• Simple strategies (like dashboards) to showcase your contributions

• Why leaders go beyond transactional work and play the long game

Resources & Links

• No Ceiling, No Walls by Susan Colantuono – a cornerstone of the Lead to Soar philosophy

• The Leadership Compass by Michelle Redfern – your guide to reaching full potential

• Share your career dilemmas with us

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If this episode was useful, there are three simple ways to go further:

Subscribe on Substack

This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

Subscribe now

Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore

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If this resonated, share it with a colleague, manager, or friend who might need it. Leadership is shaped by what we notice, name, and talk about.

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Loyalty is still one of the most praised traits in women at work. Loyal to a leader. Loyal to a team. Loyal to an organisation that no longer has your back. In 2025, that expectation hasn’t softened. If anything, it has hardened.

In this episode of Lead to Soar, Michelle Redfern and Mel Butcher revisit the idea that loyalty is a virtue for women leaders—and ask harder questions about what loyalty actually costs when it isn’t reciprocated, rewarded, or aligned with sound leadership judgement.

This conversation reflects where work is now: prolonged uncertainty, shrinking tolerance for poor leadership, and growing pressure on women to absorb dysfunction quietly “for the good of the team.” Michelle and Mel explore how loyalty often keeps women over-functioning, staying silent, or rationalising environments that are actively limiting their authority, credibility, or options.

This is not about being transactional. It’s about recognising when loyalty has tipped from values-driven commitment into self-erasure.

In this episode, we explore:

Why loyalty is still expected from women even when leadership quality and organisational standards decline

How loyalty can blur judgement and keep women stuck in roles that no longer match their capability or ambition

The difference between staying committed and staying compliant

Why women are often asked to carry instability, clean up dysfunction, or “hold the culture” without mandate or power

What it looks like to make leadership decisions based on evidence, trajectory, and impact—not obligation

This episode is part of a broader shift in the Lead to Soar conversation: away from endurance as a virtue, and toward discernment as a leadership skill.

Resources & links

Michelle’s book: The Leadership Compass: The Ultimate Guide for Ambitious Women Leaders to Reach Their Full Potential

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If this episode was useful, there are three simple ways to go further:

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This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

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Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore

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In this episode of the Lead to Soar podcast, co-founder Michelle Redfern takes listeners inside the Lead to Soar Network. She explains what actually happens inside: weekly Hour of Power group coaching, monthly themes and challenges, and a highly curated leadership library she calls the “Leadership MBA.”

Listeners also hear from member Tam Nguyen, who shares how her confidence, perspective, and practical leadership toolkit have grown through the community.

The Lead to Soar Network is for women (inclusive of cisgender, trans, gender-diverse, and non-binary people who want a women-only space) who are ambitious for themselves, their teams, and their organisations. It is deliberately not social media—there are no algorithms, no noise, and no toxic commentary. In six years, the community has required zero moderation of posts or comments, making it a psychologically safe and outcomes-focused space.

What Listeners Will Learn

• Why the Lead to Soar Network exists and who it serves (early-career, mid-career, and senior women).

• How the Hour of Power works—and why real-time, real-world coaching accelerates leadership.

• The monthly rhythm: theme, challenge (Stop-Breathe-Reflect), and member discussions.

• How to link work to reputation and credibility as a leader.

• Why a women-only space matters for psychological safety and accelerated growth.

• What a 30-day guest pass includes.

• Membership options and value for both individuals and organisations.

Featured Guest: Tam Nguyen, who  "helps organisations realise their financial and long-term growth objectives by being a trusted commercial partner.”

Tam describes how the network has sharpened her leadership lens—from practical career moves and risk management to building confidence through competence and results.

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If this episode was useful, there are three simple ways to go further:

Subscribe on Substack

This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

Subscribe now

Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore

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This episode addresses a recurring issue in the Lead to Soar Network: what do you do when your boss—or their boss—is disinterested, disengaged, or outright hostile?

Michelle and Mel respond to a recent message from a long-time Network member who was given two options by her boss: accept a demotion or take a redundancy package. Her crime? Delivering measurable, high-value outcomes. The insult? This same leader had previously blocked her advancement.

What unfolds in this episode is not a one-off grievance; it’s a structural, widespread issue. And it’s one that too many women are forced to survive in silence.

This is a conversation about:

• Surviving bad leadership when you can’t just quit

• The tactical and strategic moves women can make in hostile environments

• What good leadership should look like—and why too many workplaces are still failing

• How we move from endurance to systemic change

What You’ll Hear:

• Why disengaged, indifferent, or hostile bosses aren’t rare—they’re rampant

• What it really means when your value is ignored, diminished, or co-opted

• The mental gymnastics women perform to stay afloat in disrespectful environments

• How to protect your leadership credibility even when others won’t

• Tactical survival tips for navigating a disrespectful boss or power imbalance

• The long game: document your value, find your sponsors, and position yourself for the next move

• Why organisational leaders need to stop rewarding poor leadership and start practising radical accountability

For Women Listening:

You’re not imagining it. And you’re not overreacting.

If your boss (or their boss) treats you with indifference, hostility, or disrespect, this episode gives you language, strategy, and validation. You don’t have to shrink, and you don’t have to tolerate being sidelined.

For Leaders Listening:

Disrespectful leadership is not a personality flaw, it’s a performance issue. If you’re allowing it to persist, you are part of the problem.

Take Action:

• Join the Lead to Soar Network to be in a room full of women who get it, and are changing it. leadtosoar.network/landing

• Read The Leadership Compass for a practical map to reclaim your power and career direction www.michelleredfern.com/books

If this episode was useful, there are three simple ways to go further:

Subscribe on Substack

This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

Subscribe now

Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore

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In this Lead to Soar Network session, Michelle Redfern breaks down why strategic networking isn’t just a nice-to-have for ambitious women—it’s non-negotiable if you want influence, visibility, and advancement. Michelle shares practical tips, real talk about the barriers women face, and why “drinking from the fire hydrant” (aka, her sessions) is exactly what’s needed to shift from endless busywork to genuine leadership presence.

What You’ll Learn in This Episode

• Why traditional networking advice fails women

• The difference between busywork and strategic visibility

• How to audit your own network using Michelle’s Leadership Compass tool

• Simple steps to map, upgrade, and activate your leadership network

• How to move from “nice, dependable” to “visible, credible, promotable”

• Michelle’s story: building a life and network by design (with a shout-out to Bali & Kerry Ashbrook)

Resources Mentioned

• The Leadership Compass: Michelle’s essential guide for women who want more than ‘networking for networking’s sake’ www.michelleredfern.com/books

• Exclusive resource for Lead to Soar members: Strategic Network Mapping Tool (from Michelle’s book) 

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If this episode was useful, there are three simple ways to go further:

Subscribe on Substack

This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement.

Subscribe now

Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore

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In this Lead to Soar webinar episode, Michelle Redfern delivers a focused and strategic workshop on the art and necessity of speaking up and standing out as a woman in the workplace. Drawing on research, lived experience, and her work with women leaders globally, Michelle uncovers the systemic challenges women face when advocating for themselves and why remaining silent comes at a cost.

Listeners will gain a clear understanding of how societal expectations, rigid gender norms, and workplace culture create barriers to visibility—and what to do about it. Michelle shares practical strategies to communicate with credibility, use the language of power, and be recognised as a valued contributor and leader.

Episode Highlights

• Why “imposter syndrome” isn’t the real issue: Michelle challenges the common narrative and reframes it as a systemic problem rooted in workplace inequality.

• The Ambition Penalty and the Double Bind: Learn how stereotypes about women being either competent or likable create a lose-lose situation—and how to navigate it.

• Three Truth Bombs for Women in Leadership:

1. Good work alone is rarely enough to get ahead.

2. There’s no perfect time to self-promote—create the moment.

3. Others are speaking up—and they’re being noticed.

• Strategic moments to speak up: From one-on-one meetings to skip-levels and industry events, Michelle details when and how to speak up with purpose.

• Using the Language of Power: Swap vague or emotional language for direct, results-driven statements that resonate with decision-makers.

• Real examples, real scripts: Michelle shares how she learned to talk about her own leadership impact—and how you can too.

• Resource spotlight: No Ceiling, No Walls by Susan Colantuono—recommended reading for mastering the language of business and leadership.

• Key Quote:

“We pay our leaders to have an opinion. Speak up when you see opportunities, risks, or better ways to get results.”

Leadership Call to Action

1. Start using the language of power: Frame your accomplishments around business impact. Practice describing what you do in terms that highlight outcomes and value.

2. Claim your role as a leader: You’re not just a team player—you are driving results. Stop waiting to be noticed. Step forward with intention.

3. Prepare for key conversations: When meeting with your boss or senior leaders, have a clear agenda that includes what’s going well, what could improve, and what support you need.

4. Be visible in the right rooms: Speak up in meetings, conferences, and town halls. Introduce yourself, ask insightful questions, and show your alignment with the organisation’s goals.

5. Support other women: Share this episode with a colleague, and create space for other women to speak and be heard.

6. Join the Lead to Soar Network: Access coaching, tools, and peer support designed to help women lead strategically and advance their careers on their own terms.

Listen to this episode if:

• You’ve been told to “raise your profile” but aren’t sure how

• You want to build strategic visibility without compromising your values

• You’re ready to speak with influence and lead with clarity

Resources Mentioned

• Book: No Ceiling, No Walls by Susan Colantuono

• Book: The Leadership Compass by Michelle Redfern

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Michelle addresses strategies for women to effectively manage performance reviews, career progression conversations, salary negotiations, and navigate gender biases in the workplace.

Key Points:

1. Mindset Shift:

  - Performance reviews are business meetings, not tests.

  - Move from anxiety to proactive preparation.

2. Effective Performance Review Preparation:

  - Gather evidence continuously; document accomplishments and contributions regularly.

  - Use the STAR(O) method: Situation, Task, Action, Result, and Outcome for structured evidence.

  - Prevent "accomplishment amnesia" by keeping ongoing records.

3. Setting the Agenda:

  - Take charge by proactively proposing career goals and objectives.

  - Reframe missed targets into learning opportunities; emphasise your growth mindset.

4. Salary Discussions:

  - Frame requests using Business Intelligence (BQ): strategic, financial acumen, and ambition.

  - Use data-backed reasoning, tie your achievements directly to organisational outcomes.

  - Conduct salary benchmarking to understand industry standards and position yourself effectively.

  - Clearly communicate compensation expectations using assertive, business-like language.

  - Timing is crucial; prepare your manager and avoid surprises.

5. Career Progression Conversations:

  - Initiate conversations early; don’t wait to be noticed.

  - Nail your current role to be considered for advancement.

  - Partner with your manager and strategic mentor in career planning.

6. Navigating Personality vs. Performance Feedback:

  - Recognise gender bias; women frequently receive personality-based feedback.

  - Redirect vague feedback by asking for specific examples and connect feedback to measurable outcomes.

  - Counter-biased feedback with documented, positive stakeholder evidence.

7. Advocating with Confidence:

  - Confidence is built on competence and courage.

  - Emphasise BQ—link your contributions explicitly to organisational success.

  - Use clear, direct, and assertive language; eliminate diminishing phrases.

  - Practice and prepare for challenging discussions, rehearsing with trusted colleagues or mentors.

Key Takeaways:

- Prepare continuously: Document achievements regularly.

- Advocate proactively: Speak clearly about your career ambitions and compensation.

- Understand the system: Navigate gender dynamics and organisational politics effectively.

Action Item:

Book a proactive conversation with your manager within one month to discuss your performance, career goals, or compensation.

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In this episode of Lead to Soar, co-hosts Mel Butcher and Michelle Redfern discuss a real-world leadership challenge brought forward by a Lead to Soar Network member. “Jane,” a high-performing consultant in a matrix organisation, found herself unexpectedly blamed when a project she was only lightly involved in started to unravel.

Mel and Michelle use this scenario to explore the importance of establishing clear expectations, the concept of Smart Trust, and how to respond when your professional reputation is at risk. This episode is essential listening for women navigating complex work environments where visibility, influence, and trust must be balanced with strategic boundary-setting.

Episode Highlights

• “There’s blind trust, and there’s smart trust.” – Michelle Redfern

Trust is essential, but leaders must apply discernment and establish boundaries to avoid being taken advantage of.

• “Sometimes a person gets assigned to a project for visibility, not contribution.” – Mel Butcher

Discussion on the flawed nature of the billable model in consulting and how it can misalign expectations and responsibilities.

• Smart Trust, as defined by Stephen M.R. Covey, is about combining high intention with high capability, and using judgment and data to guide trust-based decisions.

• High-performing women are often asked to step into extra work to “fix” issues—Michelle challenges leaders to respond with strategic thinking, not reflexive people-pleasing.

• Use the RACI framework (Responsible, Accountable, Consulted, Informed) or a simplified version to clarify roles and expectations at the outset of any new responsibility.

• Documentation matters. Use tools like Microsoft Copilot or Zoom’s AI-generated meeting summaries to create a paper trail of decisions and commitments.

• Don’t be afraid to reset expectations midstream.

• When conflict arises, don’t go on the defensive. Instead, escalate with a focus on business outcomes: what’s broken, what the risks are, and how to address them constructively.

• Seniority matters. If you don’t yet have the political capital to raise concerns directly, approach a sponsor or advocate for advice and support in navigating the situation.

• “If you’re in pain, you must be learning.” – A reminder that even challenging experiences can yield growth and valuable leadership insight.

Leadership Call to Action

• Build Smart Trust

Assume good intent, but structure your working relationships to verify expectations and protect against misalignment.

• Clarify Roles from Day One

Before agreeing to join a project or initiative, ask for a planning session to define your availability, scope, and deliverables.

• Set Boundaries with Confidence

Respond with “yes, and here’s what that will look like” or “yes, but I can only contribute in this specific way.”

• Use Red-Amber-Green Check-ins

Establish a simple framework to flag risks and progress so you and others stay aligned on what’s working and what’s off-track.

• Document Expectations

Use AI tools or manual notes to record what was agreed to, who is doing what, and when deliverables are due.

• Seek Strategic Visibility

Before saying no to additional work, ask if this is part of your career development path—particularly if it’s tied to sponsorship or high-profile projects.

• Recover with Grace and Strategy

If you’ve been thrown under the bus, avoid panic. Identify allies, focus on facts, and create a communication plan that centres on the client, the outcome, and your professionalism.

• Close the Loop with Advocates- After navigating a tough situation, reconnect with supporters and share what you’ve learned and how you’ll apply it going forward.

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In this episode of the Lead to Soar podcast, Michelle Redfern explores why Business Intelligence (BQ) is the missing link for women’s leadership success. She explores how developing and demonstrating BQ—alongside Emotional Intelligence (EQ) and Social Intelligence (SQ)—can help women advance in their careers, close the gender leadership gap, and be perceived as strategic, results-driven leaders.

What You’ll Learn:

The status quo for women in leadership globally—and why progress remains slow

The three components of leadership: BQ, EQ, and SQ

How BQ impacts career advancement and why women must be known for business, strategic, and financial acumen

The six steps to reaching your full potential as a leader

Why women aren’t getting the right career advice—and what to ask for instead

How to audit your leadership strengths and gaps

The importance of perception in leadership and why being seen as a high-BQ leader is crucial

Resources & Takeaways:

The Leadership Compass: Michelle’s book on leadership success for women

No Ceiling, No Walls: Susan Colantuono’s research on The Missing 33% and leadership

BQ Audit & Career SWOT Analysis (Available for Lead to Soar members)

Join the Lead to Soar Network for exclusive leadership resources and mentoring leadtosoar.network

Attend the Weekly Hour of Power: A dedicated session for real-time leadership coaching and peer support

Action Steps for Listeners:

Assess your leadership perception: How are you perceived by decision-makers in your organisation?

Identify your leadership strengths and gaps: Are you strong in EQ and SQ but missing critical BQ skills?

Demand better career advice: Ask for guidance on strategic, business, and financial acumen.

Develop your BQ skills: Learn how to think and speak like a business leader.

Expand your strategic network: Connect with mentors and sponsors who recognize and support your leadership potential.

Final Thought:

Women are already great leaders, but to close the leadership gender gap, we need to be seen as business leaders first. Developing and demonstrating BQ is the key to unlocking more opportunities, higher salaries, and greater influence.

Join the Conversation:

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Welcome to Lead to Soar Presents: The Strategic Skills Series—a new series focused on the skills that actually determine leadership progression.

In this launch episode, Michelle Redfern sets the record straight on why so much leadership advice for women misses the point—and what needs to change if women are to advance with credibility, influence, and authority.

This is not about surface-level fixes or being told to “raise your profile.” It’s about the strategic leadership capabilities that shape how women are assessed, trusted, promoted, and paid.

Michelle introduces the three pillars that underpin effective leadership and career progression, drawn from her work inside the Lead to Soar Network and her book The Leadership Compass:

Business Intelligence (BQ): Strategic, financial, and commercial acumen that signals readiness for senior responsibility.

Emotional Intelligence (EQ): Self-awareness, self-regulation, and the ability to lead others without over-functioning or burning out.

Social Intelligence (SQ): Credibility, influence, and strategic visibility—being known for the right work, by the right people.

You’ll hear why women are so often underestimated at work, how traditional career advice fails to account for power and systems, and what it really means to speak the language of business in environments not designed with women in mind.

This series features live coaching sessions, practical workshops, and direct conversations with women inside the Lead to Soar Network who are navigating complex leadership challenges and progressing strategically.

In this episode, you’ll learn

Why being seen as a high-impact, commercial leader matters more than effort or goodwill

How BQ, EQ, and SQ work together to shape leadership credibility

Which career advice to stop following—and what to ask for instead

How to navigate systems built by men, for men, without diluting your ambition

Why confidence isn’t the issue—and why access to strategic skill-building is

Key Resources

The Leadership Compass by Michelle Redfern

No Ceiling, No Walls by Susan Colantuono

Lead to Soar Strategic Skills Audit and Career SWOT tool (exclusive to network members)

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Michelle Redfern sits down with Lizzy Goldfinch to explore the crucial intersection of money, leadership, and women’s potential. Lizzy shares her professional expertise and personal experiences to illuminate how financial literacy and independence are foundational for closing the leadership gender gap. The conversation focuses on breaking down harmful money myths, embracing financial empowerment, and taking actionable steps to build wealth and create choices.

Whether you’re navigating your career, seeking financial freedom, or dreaming of a larger impact in your community, this episode will inspire you to take control of your financial future.

Episode Highlights

The “3 Ds” of Financial Vulnerability:

• Death, Divorce, and Domestic Violence often leave women in precarious financial positions.

• Women aged 55+ are the fastest-growing demographic of homeless people in Australia, emphasising the need for financial independence.

Why Money Matters:

• Financial resources give women the power of choice and freedom, enabling them to escape abusive situations or transition careers without fear.

• By 2034, women are projected to control 65% of Australia’s wealth, making financial literacy more crucial than ever.

Reframing Harmful Money Mindsets:

• Common limiting beliefs:

• “I’m not good with money.”

• “Money is vulgar or shameful to talk about.”

• Empowering reframes:

• “I’m learning to get better with money.”

• “I love money and the choices it brings.”

Investing in Yourself:

• Warren Buffett’s advice: The best investment you can make is in yourself.

• Tips for self-investment: podcasts, networking, online courses, and continuous learning.

The Power of Choice Through Money:

• Financial independence allows women to:

• Volunteer and engage in meaningful causes.

• Leave unsupportive workplaces or unhealthy relationships.

Practical Tips to Build Wealth:

• Create a “Runaway Fund” for emergencies or unexpected life transitions.

• Start small with consistent saving and investing—compounding interest is a game-changer.

• Keep a record of your accomplishments to ensure fair remuneration at work.

Leadership Call to Action

1. Examine Your Money Mindset:

Identify any limiting beliefs you have about money. Write them down and consciously work to reframe them into empowering affirmations.

2. Start Building Wealth Today:

Open a savings account and set up an automated transfer—even $5 per paycheck can snowball over time.

3. Prepare for Your Next Salary Negotiation:

Document your accomplishments and contributions to the business. Set a target remuneration goal and plan your negotiation strategy now.

4. Get Educated:

Listen to podcasts like She’s on the Money, read books like The Barefoot Investor by Scott Pape, or follow Lizzie Goldfinch for actionable financial insights.

5. Support Your Community:

Use your financial resources or time to give back in meaningful ways—whether by mentoring, volunteering, or donating to causes you care about.

Connect with Lizzy Goldfinch:

Resources Mentioned in the Episode:

The Barefoot Investor by Scott Pape

The Millionaire Next Door by Thomas J. Stanley and William D. Danko

PepTalkHer App by Meggie Palmer

The Snowball - Warren Buffet

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Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore

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In this follow-up episode, Michelle and Renata Bernade, host of The Job Hunting Podcast, tackle the other side of the equation—job hunting. For job seekers, the holiday season can be a nerve-wracking time, but Renata offers insights and strategies to stay proactive, avoid burnout, and prepare for success when the market picks up.

Topics include:

• Navigating the anxiety of job hunting during the quieter holiday season.

• Crafting your personal narrative for holiday gatherings and professional networking.

• Why LinkedIn optimisation is critical for being found by recruiters.

• Using downtime to reflect, strategise, and strengthen your career assets.

• The importance of taking a break to recharge and avoid burnout.

Key Takeaways:

1. Prepare your narrative: Be ready to confidently answer, “What are you up to?” at holiday gatherings.

2. Leverage LinkedIn: Optimize your profile to ensure recruiters find you for the roles you want.

3. Reflect and strategise: Use the slower holiday season to assess your strengths and career goals.

4. Take a break: Job hunting is emotionally taxing—allow yourself time to recharge.

Links & Resources:

• Renata's LinkedIn Audit Services: https://www.renatabernarde.com/linkedin/

• The Job Hunting Podcast: https://www.thejobhuntingpodcast.com/podcast

• Lead to Soar Network: https://leadtosoar.network/landing

Final Thought:

Renata reminds listeners, “You will find a job. Take this time to focus on yourself, recharge, and set yourself up for success in the new year.”

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In this episode of Lead to Soar, Michelle welcomes back a friend of the pod, Renata Bernarde, to discuss hiring from the manager’s perspective.

Does the thought of hiring fill you with joy or dread? They explore this question because managers tell us that hiring often feels like a burden.  

Topics include:

• Why hiring feels like a chore for many leaders.

• Common pitfalls in hiring practices, including rushing decisions or hiring for “ghost jobs.”

• Strategies to make hiring purposeful and aligned with organisational goals.

• The importance of skills matrices, workforce planning, and building intentional hiring processes.

• How job descriptions can attract a diverse pool of candidates by moving away from unrealistic “unicorn” expectations.

Key Takeaways:

1. Plan ahead: Workforce planning and clear job descriptions are essential to hiring effectively.

2. Train hiring managers: Equip them with tools and strategies to align hiring with strategic goals.

3. Focus on strengths: Hire for skills and cultural fit, rather than ticking off an unrealistic checklist.

Links & Resources:

• Contact Renata: https://www.thejobhuntingpodcast.com/contact

• The Job Hunting Podcast: https://www.thejobhuntingpodcast.com/podcast

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Michelle Redfern is joined by Lisa Saunders and Natalie Moore from Own Your Health Collective to explore how workplaces can better support women through perimenopause and menopause, pivotal life stages impacting women at the peak of their careers. Together, they address the often-taboo subject of menopause, highlighting the need for awareness, education, and supportive policies to ensure that women can continue to thrive professionally during these changes. Lisa and Natalie share actionable insights for both organisational leaders and individuals to foster inclusive environments, reduce stigma, and introduce practical solutions that make a difference for women's health and well-being at work.

Episode Highlights

Menopause in the Workplace

  - Roughly one in five women considers leaving their job due to menopause symptoms, such as hot flashes, brain fog, and fatigue.

Normalising Menopause Conversations

  - The conversation around menopause is currently where mental health awareness was a decade ago—leaders must build an open culture to reduce stigma.

  - Natalie emphasises introducing “menopause vocabulary” in the workplace to increase understanding and normalise discussions about women’s health.

Impacts on Mental and Physical Health

  - Beyond physical symptoms, menopause often brings cognitive and emotional challenges, like anxiety, depression, and brain fog, which can affect work performance and confidence.

  - Supporting women through perimenopause and menopause contributes to healthier, more engaged employees and retains valuable leadership experience within companies.

Practical Ways Leaders Can Offer Support

  - Embrace flexibility in work hours, hybrid work, and options for part-time adjustments when symptoms are especially challenging.

  - Introduce menopause awareness training for managers to equip them with the language and empathy needed to support affected employees.

  - Implement workplace policies, such as health leave for menopause, to alleviate the pressure on women to “push through” symptoms without adequate support.

Breaking Down Stigmas and Biases

  - Michelle shares personal experiences of reluctance to discuss menopause and emphasises the importance of visible role models to normalise the conversation.

  - Lisa and Natalie note that while many women feel uncomfortable discussing menopause, it is often a colleague or manager showing empathy that encourages them to seek support and open up.

Leadership Call to Action

Educate Yourself and Your Team:

   - Encourage company-wide learning sessions about menopause to introduce inclusive language and destigmatise the topic.

   - Train managers specifically on recognising symptoms, creating open dialogue, and offering support to women who may be struggling with symptoms.

Be a Role Model and Normalise Menopause Discussions:

   - Women leaders can play a pivotal role by speaking openly about menopause experiences to pave the way for younger generations.

   - Encourage leaders to leverage existing frameworks like mental health awareness initiatives, using familiar concepts to open conversations on menopause as well.

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In this episode, Michelle Redfern is joined by Susan Colantuono, founder of Be Business Savvy and co-founder of the Lead to Soar Network, to discuss the transformative coaching approaches needed to support women’s advancement into senior leadership. This conversation focuses on how managers, mentors, and coaches can go beyond traditional coaching frameworks to build their own business acumen—and effectively coach women on these skills. By developing these critical coaching capabilities, we can bridge the leadership gender gap and elevate women leaders to new heights.

Key Topics Discussed:

• Transformative Coaching for Women Leaders: Michelle and Susan explore why standard coaching methods, often centred on Emotional Intelligence (EQ), fall short in preparing women for executive roles. They emphasise the need to integrate Business Intelligence (BI) into coaching strategies to equip women with essential business, financial, and strategic skills.

• The Missing 33%: Susan shares her concept of the Missing 33% — the skills gap in business, financial, and strategic acumen that women often face. This gap, left unaddressed, limits women’s advancement to senior positions. She urges coaches and mentors to prioritise building BQ to help women become recognised as invaluable business partners.

• Practical Coaching Approaches to BQ: Susan and Michelle outline actionable coaching techniques that managers, mentors, and coaches can adopt to help women develop and showcase business acumen. They discuss the value of guiding women to interpret financial metrics, contribute to strategic initiatives, and effectively communicate business outcomes to senior leaders.

• Gender Dynamics and Coaching: Susan offers insights on how gender biases in coaching can reinforce stereotypes, such as focusing on women’s confidence and work-life balance over business skills. By recognising these dynamics, coaches can shift their approach to empower women with the skills that truly drive career advancement.

Actionable Insights:

1. For Coaches and Mentors: Build your own BQ skills to coach women effectively on business, financial, and strategic acumen. Make it a priority to help women develop the skills and language needed to be recognised as strategic partners within the organisation.

2. For Managers and Leaders: Transform coaching by focusing on how women’s roles contribute to business results. Encourage them to engage with business metrics, strategy discussions, and broader organisational goals to build their reputation as key business players.

3. For Women in Leadership: Seek out opportunities to develop your business savvy. Understand how your work impacts the organisation’s strategic objectives, and learn to communicate these impacts in ways that demonstrate your value as a leader.

Resources Mentioned:

• No Ceiling, No Walls by Susan Colantuono

• Be Business Savvy: BeBusinessSavvy.com

• Michelle Redfern’s The Leadership Compass for insights on BQ and leadership success.

Final Thoughts:

Michelle and Susan call on all managers, mentors, and coaches to step up their coaching game by integrating business acumen development into their support of women leaders. By strengthening their own BQ skills, these supporters can play a pivotal role in closing the leadership gender gap and positioning women as invaluable partners in the business.

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In this episode of Lead to Soar, host Michelle Redfern is joined by Trina Sunday, founder of Reimagine HR, for a candid conversation about the need for a major overhaul in HR.

Michelle and Trina discuss the shortcomings in traditional HR practices, including the “policy police” reputation, and discuss how HR functions must evolve to be effective partners in strategic leadership. They explore why HR often attracts criticism, how changing workplace expectations affect HR’s responsibilities, and the skills gap that prevents HR from meeting the needs of a modern workforce. From adopting design thinking to embracing proactive relationship-building, they advocate for a reimagined HR that better supports both employee well-being and organisational goals.

Episode Highlights:

Why HR Needs Reimagining: Trina explains that HR’s “policy police” reputation often undermines its credibility. The function frequently finds itself torn between advocating for leaders and employees, leading to a perceived lack of alignment and strategic value.

The Dual Role of HR: Michelle and Trina discuss the unique challenge HR faces in balancing the needs of both employees and leadership. This "dual loyalty" requires HR professionals to demonstrate social intelligence, transparency, and consistency to foster trust on both sides.

Modern Skill Requirements for HR: To thrive in today’s environment, HR must master new skills, including data analysis, digital literacy, business acumen, and values-based decision-making. The need to focus on employee experience design and inclusivity is also highlighted.

Barriers to HR Transformation: Limited budgets, outdated perceptions, and a lack of digital resources hinder HR's ability to drive innovation. Additionally, traditional HR education often fails to equip practitioners with the modern skills necessary for impactful leadership.

The Role of Design Thinking in HR: Both Michelle and Trina advocate for using human-centred design to tailor HR practices to meet diverse employee needs effectively. However, they acknowledge that this is rarely part of traditional HR training.

Leadership Call to Action:

Reevaluate HR's Role: For senior leaders, clarify HR’s strategic role within the organisation. Openly communicate this vision across departments to ensure alignment and mutual understanding.

Voice of the Customer Listening Tour: Encourage HR to regularly engage with both employees and leadership to understand their evolving needs. Use focus groups or one-on-one conversations to gain insights rather than relying on impersonal surveys.

Invest in Skill Development: Equip HR teams with critical skills such as business acumen, data literacy, and design thinking to address both organisational and employee needs proactively. Prioritise continuous learning, networking, and skill-building.

Embrace Proactive Communication: Transparent, values-driven communication is essential in building trust. Ensure HR consistently communicates decisions and expectations, maintaining clear, ethical standards.

Challenge Traditional Practices: Question outdated processes that hinder HR’s ability to be a proactive business partner. Shift HR’s focus away from compliance to prioritise collaboration, strategic input, and employee advocacy.

You can find, listen to and connect with Trina at:

Website

Podcast

LinkedIn

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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 Leaders

Research 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 Conversations

Michelle 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 Experiment

Michelle 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 Conversations

Michelle emphasises 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 conversations

Actionable 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.

We’d love to hear how you’re using learning conversations in your leadership journey. Share your experiences with us.

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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 marginalised individuals have the opportunity to share their ideas and concerns. These spaces foster innovation, growth, and progress for both individuals and organisations.

Resources Mentioned:

Harvard Business Review: The Key to Inclusive Leadership

McKinsey & Company: Women in the Workplace 2023

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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 behaviours 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 behaviours, 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: Familiarise 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 practising 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 organisation 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.

Additional Resources:

Respect @ Work Legislation (Australia)

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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 the fear of rejection, managing workplace politics, and becoming 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 emphasise 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 explores how we can make good decisions that don’t always lead to good outcomes, and how reflecting on those experiences fosters 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 risks vs. the rewards. 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 well-being while working through the situation.

Download the Risk Matrix for Career Decisions

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In this episode of Lead to Soar, Michelle Redfern and Mel Butcher take on one of the most persistent and damaging stories in women’s leadership: the so-called “Queen Bee.”

This is not an episode about labelling women as the problem.

It’s about examining why women in power are judged through a different moral lens, why survival behaviours are framed as character flaws, and why organisations are far more comfortable blaming individual women than redesigning broken systems.

Drawing on listener questions, lived experience, and feminist analysis, Michelle and Mel unpack how the “Queen Bee” narrative emerged, why it sticks, and who it really serves.

They challenge the expectation that women leaders must be endlessly generous, emotionally available, and self-sacrificing in ways men are never required to be. They also interrogate the cultural scripts that celebrate men for ambition while punishing women for the same behaviour.

This conversation is candid, reflective, and intentionally uncomfortable at times. It explores how scarcity, bias, and institutional design shape behaviour at the top, and why blaming women distracts from the real work of changing how leadership systems operate.

In this episode, you’ll hear:

Why “Queen Bee Syndrome” is a misleading and lazy diagnosis

How gendered double standards distort how leadership behaviour is judged

Why women are expected to fix systems they did not design

How survival strategies get reframed as moral failure

What it costs women when organisations personalise systemic problems

A reframing for leaders and organisations:

If you want more women supporting women, stop rewarding scarcity, competition, and assimilation.

If you want ethical leadership, stop holding women to higher behavioural standards than men.

If you want change, redesign the system instead of blaming individuals inside it.

This episode is for women who’ve been harmed by these narratives, and for leaders who are ready to question why they persist.

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Mel Butcher and Michelle Redfern are discussing growth leadership on today’s episode. They explore the idea that every employee, regardless of department or career stage, plays a critical role in driving their organisation's growth. Growth is not limited to revenue and sales—it extends to overall impact, customer satisfaction, and internal efficiency. The episode also emphasises 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 organisational strategy is essential for contributing to growth.

Episode Highlights:

Growth Leadership for Everyone: All organisations 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 how their role fits into the broader organisational goals. Knowing the organisation'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 organisation'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 organisation’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 organisation’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 organisational 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 curiosity about organisational objectives and ask 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:

Prioritise 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 organisation’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 developing a strong communication strategy that aligns everyone with the company’s vision and goals.

Build a culture where employees feel empowered to innovate, solve problems, and contribute to the organisation’s growth in unexpected ways.

Read The Leadership Compass to discover more

Why You Must Know Your Positional Purpose

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In this episode of the Lead to Soar podcast, host Michelle Redfern welcomes back Noa Rein, an organisational 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 during career transitions. Noa shares her expert insights on how individuals, especially women, can recognise 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 recognise you're in transition. It's often marked by feelings of being stuck or lost, or by external events such as 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.

Recognising Misalignment in Your Career:

Noa emphasises 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 moving forward and embracing 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

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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 organisations 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 Highlights

Current 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 leadership skill sets.

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 organisational 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 Action

Diagnose the Current State: Understand your organisation’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 recognise 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 women's family responsibilities and career mobility.

Encourage Strategic Networking: Help women build networks aligned with their career goals and organisational 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.

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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?

The Ambition Penalty

The Leadership Compass

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In this episode, Mel Butcher and Michelle Redfern discuss how leaders can learn to provide better feedback, with a keen focus on 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 importance 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 all managers are trained to provide equitable, constructive feedback, free of bias.

Create Clear Success Criteria: Define and communicate them at the start 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 behaviours and outcomes, not on personality traits.

Textio Research:

The Leadership Compass

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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 utilise 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 prioritisation.

- 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 colour, 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.

Optimise 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 colour, 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 resource

The Leadership Compass

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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 by providing visible, 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.

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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 Network

The Lead to Soar Podcast

The Lead to Soar Summit

Women’s Leadership Programs

DEI Consulting & Advisory

Lead to Soar is a podcast for ambitious women and the leaders who support them. Hosted by Michelle Redfern and Mel Butcher, it delivers evidence-based, practical advice on leadership, career progression, and closing the gender gap. Join the Lead to Soar Network at leadtosoar.network or get Michelle’s book The Leadership Compass at michelleredfern.com/book.

Hosted on Acast. See acast.com/privacy for more information.

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 see women as their old selves rather than recognising 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 organisation.

Regular Updates: Keep your advisors informed about your achievements and career progression.

LinkedIn Utilisation: Actively use LinkedIn to share your work and expertise.

Demonstrate Business Intelligence: Regularly showcase your skills and contributions.

For Managers

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 up to date.

Use LinkedIn: Regularly share your professional achievements and insights.

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 organisational 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.

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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 Highlights

Definition 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, organising, 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 through formal training.

Key Managerial Competencies:

Delegation

Communication, especially in difficult conversations

Positive attitude

Fostering teamwork and collaboration

Emotional intelligence (EQ)

Conflict resolution

Flexibility and adaptability

Realistic goal setting

Coaching and mentoring

Misconceptions About Managerial Competencies:

Strategic thinking

Sales expertise

Technical expertise

Entrepreneurial spirit

Recommendations for Organisations:

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 Action

Assess 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.

Prioritise 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: Recognise the unique challenges faced by frontline leaders and provide targeted support to help them succeed.

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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 Organisations: Implement comprehensive gender equity strategies and ensure leaders are accountable.

- For Governments: Legislate minimum standards to promote workplace gender equity.

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Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore

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In this episode of Lead to Soar, Michelle Redfern and Mel Butcher are joined by Erika Jefferson for a direct, unsentimental conversation about workplace dynamics and leadership responsibility.

This is not a discussion about motivation, perks, or surface-level culture change. It’s about the conditions leaders create and tolerate, and how those conditions either enable contribution or quietly shut it down.

Together, Michelle, Mel, and Erika discuss why organisations say they want innovation, accountability, and initiative, yet continue to reward behaviours that undermine all three. They explore how leadership indecision, unclear expectations, and misplaced tolerance drain energy from teams who are ready to do meaningful, creative work.

A key thread throughout the conversation is responsibility. Leaders are responsible for building and maintaining the foundation of the house. Culture does not sit in value statements. It shows up in who gets listened to, who gets developed, who gets protected, and who gets moved on.

This episode also challenges several entrenched leadership habits:

Conflating people leadership with project management

Expecting initiative while withholding authority

Failing to invest in leadership development while demanding better leadership

Tolerating “brilliant jerks” and calling it pragmatism

Erika brings a systems lens to the discussion, calling out where leaders abdicate responsibility and where organisations quietly accept harm in the name of performance.

In this episode, you’ll hear:

Why innovation requires leaders to actively protect space for contribution

When it’s appropriate to stop trying to bring everyone along

How leaders unintentionally train teams to wait instead of act

Why rewarding the right managerial behaviour matters more than slogans

Why there are no exceptions when it comes to destructive high performers

This episode is for leaders who understand that culture is not abstract. It is designed, reinforced, and maintained through everyday leadership decisions.

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Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers.

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In this milestone episode of Lead to Soar, Mel Butcher, Michelle Redfern and Erika Jefferson to discuss the recent FTC ruling banning non-compete agreements. They dive into the implications of this rule for employees and employers, exploring how non-competes have been used historically and why they are problematic. The conversation also touches on trust, leadership, and the essential elements of creating a high-engagement work environment.

Episode Highlights

- FTC Ruling on Non-Competes: In April 2024, the FTC announced a rule banning non-compete agreements, which traditionally prevented employees from working for competitors within a certain geographic area and time period.

- Non-Competes as Control Mechanisms: Erica and Michelle discuss how non-competes are often used in industries to maintain control over employees and prevent them from sharing internal issues with competitors.

- Industries and Impact: Erica highlights the prevalence of non-competes in high-tech industries and the medical field, where sensitive information and long contracts are common. Mel shares an example of a medical doctor restricted by a non-compete from pursuing preferred career opportunities.

- Trust and Leadership: The episode emphasises the importance of trust in leadership. High-trust organisations report significantly lower stress, higher productivity, and greater employee satisfaction and engagement.

US Chamber of Commerce Response: The US Chamber of Commerce is suing the FTC over the ban, arguing that it undermines American businesses' competitiveness. The hosts critique this stance, suggesting it reveals underlying issues within organisations that rely heavily on non-competes.

- Practical Advice for Leaders: Leaders are encouraged to trust their employees, set clear expectations, and avoid over-reliance on legal agreements to enforce loyalty. Instead, creating a supportive and engaging work environment is key.

Leadership Call to Action

- Evaluate Hiring Processes: Ensure your hiring practices are robust and focused on finding the right fit for your organisation. This includes thorough vetting and clear communication of expectations.

- Foster a Trusting Environment: Develop a workplace culture where trust is the foundation. This involves transparent communication, regular check-ins, and providing the tools employees need to succeed.

- Embrace High-Trust Practices: Move away from non-competes and towards practices that build trust and engagement. This includes recognising and rewarding employees, offering growth opportunities, and creating a safe environment for feedback.

- Ask the Right Questions: When interviewing new hires, inquire about non-compete and non-disclosure agreements to understand the company’s stance on trust and employee freedom.

- Leadership Mindset: Shift your mindset to believe in the goodness and capability of your employees. Empower them to take ownership of their work and provide support to help them thrive.

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Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore

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Explore the Lead to Soar Network

Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore 

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On this episode, Mel Butcher and Erika Jefferson (founder of Black Women in Science and Engineering, BWiSE) discuss the latest on the state of women in STEM. Hear from Erika what trends she is seeing in STEM-heavy industries for talent recruitment, attrition, employee priorities, and what leaders can do to attract and retain the best and brightest.

Reference Links:

Study, Women in STEM are Struggling in the Workplace

Women Making Gains in STEM Occupations, But Still Underrepresented

Diversity and STEM: Women, Minorities and Persons with Disabilities

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In this episode of Lead to Soar, Mel, Michelle and Erika explore the ethical challenges of layoff culture and executive decision-making. Inspired by Seth Godin's Akimbo podcast, they discuss how stock options influence corporate decisions and the importance of ethical frameworks like ESG. The conversation covers the impacts of layoffs on employee trust and morale, differences in labor laws, and strategies for leaders to foster ethical practices.

Episode Highlights

Ethics in Leadership:

Importance of compliance and ethics frameworks.

Universal ethical standards in business.

Incentives and Decision Making:

Impact of executive stock options on business decisions.

Examples of strategic profit-driven decisions, like Google’s email promotions.

Layoff Culture:

Negative effects of frequent layoffs.

Labour law differences between the US and Australia.

Trust and Employee Relations:

Building trust in leadership.

The erosion of trust due to layoff culture.

Unionisation and Employee Advocacy:

Unionisation as a response to unethical behaviour.

Importance of diverse and ethical board governance.

Practical Advice for Leaders:

Strategies for influencing ethical practices.

Importance of personal integrity and aligning actions with values.

Leadership Call to Action

Implement Ethical Frameworks: Establish and enforce clear ethics and compliance frameworks.

Foster Trust: Create an environment where employees feel valued and trusted.

Encourage Board Diversity: Advocate for diverse and accountable board members.

Promote Open Communication: Allow employees to voice concerns without fear.

Prepare for Unionisation: Address the underlying issues that drive unionisation.

Reflect on Leadership Values: Align your actions with personal and organisational ethical standards.

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Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women who are actively working on their careers. Explore

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