Explore every episode of the podcast Lead to Soar
| Title | Pub. Date | Duration | |
|---|---|---|---|
| Unlocking Your Voice: The Strategic Visibility Every Woman Leader Needs | 28 Dec 2025 | 00:57:15 | |
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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Who Are You Called to Become as a Leader? | 21 Dec 2025 | 00:48:17 | |
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 Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Why Being Busy and Obedient Is a Losing Career Strategy | 20 Oct 2025 | 00:21:15 | |
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 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Not the Cool Kid: Leadership, Credibility, and Boardroom Reality | 10 Apr 2023 | 00:34:41 | |
In this episode of Lead to Soar, Michelle Redfern and Mel Butcher are joined by board director Marlene Elliott for a grounded conversation about power, credibility, and what actually matters in senior leadership and boardroom environments. Marlene shares her perspective on a pattern many women experience but rarely name: the pressure to be agreeable, likeable, or “the cool kid,” even in settings where authority, judgement, and contribution matter far more than popularity. This episode cuts through leadership myths and focuses on how women are evaluated in senior decision-making spaces, what boards pay attention to, and how credibility is built and sustained over time. In this episode, you’ll hear about: Why being liked is often overvalued in women’s leadership conversations How boards assess contribution, judgement, and readiness The difference between influence and popularity at senior levels What women need to let go of as they move closer to power How to navigate boardroom dynamics without performing or shrinking This is a practical conversation for women thinking about senior leadership, board roles, or roles with enterprise-level accountability—and for leaders who want a more honest view of how credibility is judged at the top. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Why Boundaries Matter in Leadership | 03 Apr 2023 | 00:06:39 | |
In this episode of Lead to Soar, Mel Butcher and Michelle Redfern talk about boundaries as a leadership discipline, not a wellness perk. Using something deceptively simple—taking leave and setting out-of-office expectations—they explore how leaders signal standards, model sustainability, and protect decision quality. This is not about disappearing or being unavailable. It’s about clarity, trust, and resisting the slow erosion of leadership effectiveness that comes from being permanently on. The conversation challenges the idea that good leaders must always be accessible and examines how poor boundaries create confusion, dependency, and burnout—both for leaders and their teams. In this episode, they discuss: Why boundary-setting is a leadership responsibility, not a personal indulgence How leaders unintentionally reward over-availability and urgency culture What effective handover and coverage actually look like How boundaries protect judgement, not just energy Why modelling rest, recovery, and focus matters more than saying “take care of yourselves” This episode is for leaders who want to lead with intention, maintain standards, and build teams that function without constant escalation. Links and Resources Funny OOO messages that inspire Michelle! 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Confidence Without the Fluff: A Practical Conversation with Selena Rezvani | 27 Mar 2023 | 00:40:35 | |
In this episode of Lead to Soar, Michelle Redfern is joined by leadership advisor, author, and speaker Selena Rezvani for a practical conversation about confidence at work—what it is, what it isn’t, and why so much advice aimed at women misses the point. Rather than treating confidence as a personality trait or mindset problem, Selena’s work focuses on small, visible actions that build credibility over time, especially in environments that were not designed to support women or marginalised leaders. Together, Michelle and Selena talk about how confidence is shaped by context, power, and feedback loops at work, and why women are so often told to “be more confident” without being given the conditions or permission to practise it. In this episode, they discuss: How gender and power shape who is seen as confident at work What to do when confidence advice ignores the reality of biased systems How to accept praise without deflecting or diminishing your contribution The role of self-promotion in leadership credibility Why confidence grows through behaviour, not positive self-talk How to develop an internal “confidence coach” that supports judgement, not noise This episode is for women who are tired of being told confidence is the issue—and want practical ways to show up with clarity, authority, and credibility. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Stop Saying You're Busy! | 20 Mar 2023 | 00:18:47 | |
Being “busy” is not a neutral statement for women leaders. It shapes how judgement, capability, and authority are perceived. In this episode of Lead to Soar, Mel Butcher and Michelle Redfern take on one of the most normalised habits in working life: responding to everything with “I’m busy.” They examine how busyness language positions women as overloaded operators rather than leaders with control over priorities, decisions, and outcomes. This conversation sits squarely in the reality of women’s work. Women are expected to carry more, fix more, and absorb more. Busyness becomes proof of value, even as it erodes credibility and limits progression. Mel and Michelle talk through how “busy” functions as a signal in organisations, why it traps women in effort over impact, and how leaders can shift their language and behaviour to be recognised for judgement rather than activity. In this episode, they cover: How busyness language affects how women leaders are assessed Why being constantly busy keeps women in execution roles The link between busyness, boundary erosion, and over-functioning What to say instead that signals clarity, control, and leadership How to reposition your work around outcomes that matter This episode is for women leaders who deliver consistently and want their contribution understood as leadership. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Choose your job referee carefully! | 13 Mar 2023 | 00:13:14 | |
Job referees are not a formality. They are an active part of how your capability, judgement, and leadership are assessed. In this episode of Lead to Soar, Michelle Redfern and Mel Butcher tackle an issue that trips up far too many women at critical career moments: poorly chosen or poorly prepared referees. The conversation is sparked by a real coaching case where a referee failed to advocate effectively, despite good intentions. Michelle and Mel break down why women are more exposed to risk in reference checks, how unconscious bias shows up in referee language, and why “they know me well” is not a strategy. They also cover how to take control of the process so your referees reinforce your leadership narrative rather than dilute it. In this episode, they discuss: Why references are a strategic career decision, not an administrative task The common referee mistakes women make and the cost of getting it wrong How gendered language shows up in reference conversations What to look for when selecting referees who will advocate effectively How to brief and prepare referees so they reinforce your credibility and outcomes This episode is for women leaders who want their next move to land cleanly and who understand that progression is shaped by how others speak about your work when you are not in the room. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| The Brilliant Jerk | 06 Mar 2023 | 00:14:10 | |
Most women leaders have worked with one. The high performer who delivers results but leaves damage in their wake. The behaviour is excused. The impact is minimised. The cost is carried by everyone else. In this episode of Lead to Soar, Michelle Redfern and Mel Butcher tackle the enduring problem of the “brilliant jerk” and why organisations continue to protect them. They look at how performance is often used as a shield for bad behaviour, how this disproportionately affects women, and why calling it out is harder than it should be. The conversation also gets practical. Michelle and Mel walk through how to assess whether the organisation is serious about accountability, what to document, and how to escalate concerns without burning political capital or putting your own credibility at risk. This episode is a recording from a LinkedIn Live and reflects real questions women leaders are asking about safety, standards, and power at work. In this episode, they discuss: What defines a “brilliant jerk” and why the archetype persists How organisations confuse results with leadership The gendered cost of tolerating harmful behaviour When raising concerns is worth it and when it isn’t How to take issues to a manager or HR with evidence and judgment This episode is for women leaders who are tired of carrying the emotional and operational load created by poor behaviour that never seems to have consequences. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| What's Missing From Leadership Advice for Women? | 30 Jan 2023 | 00:37:13 | |
How do you describe what leadership is? What words do you use? Chances are, if you’re a woman, you'll use words and phrases based on the coaching, training, mentoring and content that you received since the outset of your career. The trouble is that most women still receive incomplete advice about leadership. That's one of the reasons for the global leadership gender gap. Have a listen and discover what’s missing for women in leadership advice. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Are You Actually on the Women’s Team? | 18 Dec 2022 | 00:57:47 | |
Amal, Mel, Susan, and Michelle reflect on a concept that drives us to distraction. The Queen Bee syndrome! Warning listeners, we get a little bit sweary in this episode because we've been trying to manage the double bind and double standards that women face for decades. We ask, are you on the women's team or not? We also muse on the 4-day working week trials happening across the world, as we're unsure whether a gender lens has been applied and wonder whether women will be better or worse off. Resources: Yes, sometimes women are sexist too: Jamila Rizvi: The Double Bind: https://www.catalyst.org/research/infographic-the-double-bind-dilemma-for-women-in-leadership/ Unilever 4-Day Working Week Trial: https://www.unilever.com.au/news/press-releases/2022/unilever-australia-new-zealand-expands-fourday-work-week-trial-following-encouraging-results/ The biggest ever 4-day working week trial: https://www.theguardian.com/commentisfree/2022/oct/17/four-day-week-british-new-bill-workers-businesses 4-day working week: https://www.4dayweek.com 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Navigating the Navy and Other Male Dominated Workplaces with Commander Emma Conway | 11 Dec 2022 | 00:53:49 | |
Commander Emma Conway has spent her career leading in environments where women are outnumbered, scrutinised, and expected to adapt to systems not designed for them. After 12 years as a sailor in the Royal Australian Navy, Emma transitioned into firefighting and emergency services. She is now a Commander with the Victorian Country Fire Authority, leading teams in high-pressure, high-risk contexts where credibility is tested daily. In this episode of Lead to Soar, Emma joins Michelle Redfern and Mel Butcher to talk honestly about what it takes to lead in male-dominated and hyper-masculine workplaces. This is not about “fitting in” or performing toughness. It’s about judgement, standards, and knowing when to adapt, when to challenge, and when to walk away. Emma shares grounded insights from operational leadership roles where authority must be earned, safety matters, and culture has real consequences. In this episode, you’ll hear about: What women encounter in male-dominated and hyper-masculine workplaces How credibility is built when assumptions are stacked against you Navigating power, hierarchy, and informal rules without losing yourself The leadership mistakes organisations make when they confuse toughness with competence Practical advice for women deciding whether to stay, challenge, or move on This conversation is for women who want a realistic view of leadership in environments where culture, risk, and power are tightly intertwined—and who want to make deliberate career decisions with eyes wide open. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Why Loyalty Is for Labradors, Not Women Leaders | 13 Oct 2025 | 00:20:01 | |
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 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Should You Do an MBA? A Strategic Career Decision | 04 Dec 2022 | 00:36:14 | |
“Should I do an MBA?” is one of the most common questions Michelle and Mel hear from women at work. And the honest answer is: it depends. In this episode of Lead to Soar, Michelle Redfern is joined by Jo Thomas, CEO of the Australian Institute of Business, to talk through the MBA decision with clarity and realism. This is not a conversation about collecting credentials for reassurance. It’s about understanding when an MBA strengthens your strategic position, when it won’t, and how to decide with your eyes open. Michelle and Jo discuss how MBAs can build business credibility, expand commercial judgement, and change how leaders are perceived. They also cover the practical realities women must factor in: time, energy, cost, and organisational support. Crucially, they talk about why this decision should never be made in isolation—and why conversations with your manager and your manager’s manager matter more than most women realise. In this episode, you’ll hear: What an MBA actually signals in leadership and promotion decisions When an MBA strengthens credibility and when experience matters more How women can assess return on investment, not just effort How to fit an MBA into real life, not an idealised version of it Why alignment with your organisation’s expectations is critical Practical tips for navigating and completing an MBA, drawn from Jo’s global student base This episode is for women who want to make deliberate career investments, not default ones—and who want to ensure their next move expands options rather than just workload. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Surviving a Toxic or Hostile Workplace: Expert Guidance | 27 Nov 2022 | 01:04:28 | |
Toxic workplaces don’t announce themselves clearly. They erode confidence, distort judgement, and normalise behaviour that would never pass scrutiny in a healthy system. Women are often told to cope, adapt, or be more resilient—advice that ignores how power, risk, and psychological safety actually operate at work. In this episode of Lead to Soar, Michelle Redfern speaks with organisational psychologist Noa Rein about what it really means to survive a toxic or hostile workplace—and how women can assess whether staying is strategic or unsafe. This is not about enduring bad behaviour or fixing broken cultures from the margins. It’s about understanding warning signs, protecting credibility, and making decisions that preserve long-term options. Michelle and Noa explore how psychological harm shows up in workplaces, why it disproportionately affects women, and how systems enable toxicity to persist. They also discuss when “hang in there” advice becomes actively dangerous—and how leaders and individuals should recognise that line. In this episode, you’ll learn: What psychological safety actually looks like in practice—not in policy documents How hostile environments undermine judgement, health, and performance over time Why women are often pressured to tolerate conditions that would end men’s careers How to distinguish discomfort from real risk When staying is a strategic choice—and when leaving is the safer one What leaders must take responsibility for, rather than delegating harm downward This episode is for women who sense that something isn’t right at work and want a clear-eyed way to assess their environment—without minimising their experience or over-functioning to survive it. It’s also essential listening for leaders who claim to care about wellbeing but have not examined how power and accountability actually operate in their organisations. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Ambition is Not A Dirty Word! | 20 Nov 2022 | 00:39:10 | |
When the word ambitious is applied to women, it rarely lands as a compliment. It’s coded as selfish, threatening, or unlikable—especially when ambition shows up alongside competence and authority. In this episode of Lead to Soar, Mel Butcher and Michelle Redfern take a hard look at why ambition is still treated as suspect in women, while being actively rewarded in men. The conversation is sparked by the public discussion raised in a recent podcast featuring Meghan, Duchess of Sussex, and Serena Williams, and is grounded in what Mel and Michelle see every day in their work with women leaders. Many women hesitate to describe themselves as ambitious—not because they lack drive, but because they’ve learned the reputational cost of owning it. Yet these same women are ambitious for outcomes, for better organisations, for their teams, families, and communities. This episode pulls the word ambition apart and puts it back together on women’s terms. In this episode, Mel and Michelle explore: How ambition becomes gendered language rather than a neutral descriptor Why ambitious women are still judged differently for the same behaviours as men The gap between what women want and how they’re permitted to name it Why disowning ambition doesn’t protect women from backlash anyway How reclaiming ambition changes leadership identity and career choices This is not a conversation about “leaning in” or personal branding. It’s about recognising how language shapes permission, power, and self-concept—and deciding whether you want to keep playing by rules that were never neutral. If ambition has ever felt like a liability rather than a strength, this episode will give you a sharper way to think about it—and name 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 actively advancing their careers. Explore Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Blowing S**t Up with Cindy Gallop | 13 Nov 2022 | 00:53:53 | |
Cindy Gallop does not do incremental change. She dismantles broken systems. In this episode of Lead to Soar, Michelle Redfern and Mel Butcher are joined by Cindy Gallop, a serial entrepreneur, business innovator, and outspoken advocate for gender equality, to discuss power, pay, and leadership in workplaces that still privilege men. This is a conversation about how women build authority, get paid properly, and stop playing by rules that were never designed for them. Cindy is clear about what holds women back at work. Under-valuing. Underpaying. Being told to wait, be grateful, or “lean in” harder. She challenges women to stop internalising bad advice and instead get strategic about visibility, commercial value, and compensation. In this episode, we cover Why personal brand is a leadership responsibility, not a vanity exercise What “Don’t empower me. Pay me.” actually looks like in salary conversations How women are conditioned to downplay value, and how organisations benefit from that Navigating patriarchal workplace norms without contorting yourself to fit them Why blowing up broken systems is often the only viable leadership move This is a conversation for women who are done with incrementalism and ready to be paid, positioned, and taken seriously. Resources 7 Pieces of Advice Women Should Ignore How to Build Your Personal Brand How to Get Paid What You’re Worth 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| 5 Ways to Be a Better Ally to the Rainbow Community | 30 Jan 2026 | 00:08:33 | |
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 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Doers Versus Delegators: Why Women Must Master the Art of Delegation | 30 Oct 2022 | 00:52:18 | |
In this episode of Lead to Soar, Michelle Redfern and Mel Butcher tackle one of the most common career stall points for women leaders: staying in execution long after their role requires leadership. Women are often rewarded early for being reliable doers. Over time, that same behaviour becomes a liability. Leaders who remain too close to the work are perceived as indispensable operators rather than strategic decision-makers. This conversation focuses on delegation as a leadership capability, not a time-management trick. Michelle and Mel break down why effective delegation signals readiness for greater responsibility, how poor delegation erodes trust and performance, and why women are disproportionately penalised for holding on to work they should be leading through others. In this episode Why being known as a “safe pair of hands” can cap your progression How delegation shifts perception from contributor to leader The difference between dumping work and delegating with intent Why women are more likely to over-function and absorb risk What leaders must let go of to build credibility, scale, and influence This episode is for women who are highly competent, widely relied upon, and quietly over-extended—and for leaders who need to recognise when execution is being mistaken for leadership. Delegation is not about doing less. It’s about leading at the level you want to be recognised for. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| So You Want to Be on a Board? What Readiness Really Looks Like | 23 Oct 2022 | 00:45:59 | |
In this episode of Lead to Soar, Michelle Redfern is joined by Helga Svendsen, governance specialist, board advisor, and host of the Take on Board podcast, for a grounded conversation about what it really takes to move into board roles. Board appointments are often talked about as a natural next step for senior women. In practice, many women are encouraged to “put their hand up” long before they are positioned, prepared, or understood as board-ready. This episode cuts through the mythology. Helga brings deep expertise in governance, strategy, and stakeholder engagement, and works closely with women at different stages of their board journey. Together, she and Michelle discuss what women need to pay attention to, when to make the move, and how board careers are actually built over time. In this episode What boards are genuinely looking for, beyond seniority or goodwill Why timing matters more than ambition when it comes to board readiness How governance experience differs from executive leadership The common mistakes women make when positioning for boards What to build first if a board role is part of your long-term career plan This is not an episode about shortcuts or box-ticking. It’s about understanding boards' work, deliberately building credibility, and making informed decisions about when and how to step into governance roles. Resources Take on Board podcast: https://helgasvendsen.com.au/take-on-board-podcast/ Take on Board Community: https://helgasvendsen.com.au/community/ About Helga Svendsen: https://helgasvendsen.com.au/about/ 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Why Money Should Matter (a lot more) to Women. | 16 Oct 2022 | 00:51:54 | |
Money matters for women because money determines choice, access, and long-term security. In this episode of Lead to Soar, Michelle Redfern interviews Mel Butcher about her personal relationship with money and how her thinking shifted from seeing money as incidental to recognising it as a core career and leadership issue. The conversation was sparked by two widely resonant posts Mel shared with women in the A Career that Soars community about money stories, financial decision-making, and the way women are socialised to downplay wealth, ambition, and earning power. Together, Michelle and Mel explore: How women’s money stories shape career decisions, risk tolerance, and negotiation Why mindset alone is insufficient without structural and strategic career choices The link between leadership progression and long-term financial security What women need to prioritise if they want careers that support independence and options over time This is not a conversation about budgeting tips or financial products. It’s about treating money as a strategic leadership consideration, not an afterthought. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| How Women Leaders Should Introduce Themselves at Work | 09 Oct 2022 | 00:22:50 | |
“Who are you, and what does your organisation pay you to do?” That question sounds simple. For many women, it’s where credibility leaks. In this episode, Mel Butcher and Michelle Redfern draw on the research and coaching work of Susan Colantuono to examine why women so often undersell their leadership when they introduce themselves at work — and how to change that. This is not about elevator pitches or personal branding theatre. It’s about learning to describe your role, contribution, and impact in language that signals judgment, authority, and leadership intent. Mel and Michelle explore how women can move beyond task-based descriptions of their work and instead speak clearly about outcomes, value, and why their role matters to the organisation. What we cover Why self-introductions shape how others assess your leadership credibility The common patterns that cause women to minimise their authority How to talk about your role in terms of business impact, not activity What Susan Colantuono means by “personal greatness” and how it shows up in language Practical guidance to introduce yourself in a way that reflects the level you want to be recognised for Who this episode is for Women who are: Leading teams or functions Preparing for senior roles, stretch assignments, or board pathways Tired of being seen as capable but not quite “senior enough” Ready to speak about their work with clarity and authority 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Inside the Lead to Soar Network | 06 Oct 2025 | 00:27:41 | |
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. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Live Career Q&A: Straight Answers to the Questions Women Actually Ask | 01 Aug 2022 | 00:56:53 | |
This episode brings together all four Lead to Soar co-hosts for a live Career Q&A with members and listeners. Amal Yusuf, Mel Butcher, Susan Colantuono, and Michelle Redfern draw on their combined experience to answer the questions women ask when the stakes are high and the advice needs to be practical. This is not abstract career theory. It’s direct, grounded guidance based on decades of leadership, coaching, and organisational experience. What we cover Career planning when the path isn’t linear or predictable How to ask for a salary increase with clarity and credibility Navigating sexual harassment and unsafe workplace behaviour What to ask in a job interview — and how to read the answers Common career traps women face and how to avoid them Who this episode is for Women who want: Clear, practical advice without platitudes Guidance that reflects how workplaces actually operate Multiple expert perspectives on complex career decisions Support that treats their career as a long-term strategic asset This episode was recorded live and also serves as a Season 4 close, capturing the depth, candour, and judgement that define the Lead to Soar podcast. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Gaslighting at Work: How It Shows Up and What to Do About It | 24 Jul 2022 | 00:26:34 | |
Gaslighting at work is not a misunderstanding. It is not poor communication. It is a form of workplace bullying. In this episode, Michelle Redfern and Mel Butcher examine how gaslighting operates inside organisations and why it is so damaging, particularly for women. Gaslighting distorts reality, erodes judgment, and destabilises confidence. Over time, it can lead to anxiety, depression, and serious psychological harm. Many women who experience it begin to question their own memory, credibility, and sanity. That is the point of the behaviour. This conversation is designed to help women recognise gaslighting early and to help leaders respond appropriately when it surfaces in their teams. In this episode, we cover What gaslighting looks like, sounds like, and feels like at work Common gaslighting tactics used to undermine women’s authority and credibility Why gaslighting is a leadership and governance issue, not an interpersonal one What women can do to protect their judgment, evidence, and options How leaders should recognise, respond to, and refer gaslighting when it comes to their attention For leaders listening Gaslighting cannot be managed away with “both sides” conversations. It requires clear standards, proper documentation, and escalation through formal processes. Ignoring it exposes individuals and organisations to serious risk. Resources Gaslit – A dramatised account of the real-life story of Martha Mitchell Harvard Business Review – What Should I Do If My Boss Is Gaslighting Me? 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| The Brilliant Jerk at Work | 17 Jul 2022 | 00:24:54 | |
Do you have a “brilliant jerk” in your workplace? The brilliant jerk, sometimes called the toxic rock star, is usually high-performing on one visible metric while causing widespread damage elsewhere. Their behaviour includes bullying, intimidation, exclusion, and contempt. It persists because their results are rewarded, defended, or quietly tolerated by leadership. In this episode, Michelle Redfern and Mel Butcher examine how brilliant jerks are enabled inside organisations and why women, particularly women of colour, experience disproportionate harm from these dynamics. This is not a conversation about difficult personalities. It is about leadership judgment, accountability, and the long-term cost of protecting toxic individuals because they “deliver”. In this episode, we discuss What defines a “brilliant jerk” and how they operate inside organisations Why toxic behaviour is often overlooked when performance metrics look good The gendered impact of brilliant jerks, including higher bullying rates experienced by women of colour How leaders rationalise inaction and the damage this causes to teams and culture What leaders must do to eliminate brilliant jerks rather than manage around them For leaders listening Keeping a brilliant jerk is a leadership choice. It signals what behaviour is tolerated, who is protected, and whose safety is negotiable. Over time, it drives attrition, suppresses talent, and erodes trust. Resources Harvard Business Review – Leaders, Stop Rewarding Toxic Rock Stars 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| How to Find Words that Work at Work | 10 Jul 2022 | 00:42:56 | |
Women face difficult moments at work that demand judgement, composure, and credibility. In high-pressure situations, many women experience a fight, flight, freeze, or fawn response as the amygdala takes over. When that happens, access to clear language can disappear at exactly the moment it is needed most. In this episode, Mel Butcher and Michelle Redfern focus on the role language plays in navigating hostile behaviour, poor conduct, and power dynamics at work. This is not about sounding polite or agreeable. It is about using language that protects credibility, sets boundaries, and redirects behaviour without escalating risk. The conversation is grounded in real workplace scenarios, including a role-play that demonstrates what effective language sounds like in practice. In this episode, we cover The types of workplace situations that trigger fight, flight, freeze, or fawn responses Common patterns of poor behaviour that women encounter in hostile or unsafe environments Why some responses escalate risk while others preserve authority and options The difference between language that diffuses and language that undermines you Practical phrases women leaders can use to name behaviour and reset boundaries A live role-play showing how language choices change outcomes Why this matters Language is a leadership tool. In moments of pressure, the words you choose shape how you are perceived, how behaviour is addressed, and whether situations improve or deteriorate. Women are often judged more harshly for the same language choices as men, underscoring the importance of strategic communication. This episode equips women with language that works under pressure and helps leaders recognise how to respond when poor behaviour shows up in their teams. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Why We Need More Women in AI | 04 Jul 2022 | 00:47:08 | |
In this episode of the Lead to Soar podcast, Michelle Redfern is joined by Dr Catriona Wallace , a serial entrepreneur, CEO, and global authority on responsible AI, ethics, and the future of work. Catriona has built, led, and exited AI and machine-learning businesses in environments dominated by men, capital, and technical gatekeeping. She speaks candidly about what it takes to lead in AI, venture capital, and STEM without conforming to the norms that exclude women. This conversation goes beyond representation. It focuses on power, judgement, and leadership responsibility in an economy increasingly shaped by algorithms, automation, and data-driven decision-making. In this episode, we cover Why the absence of women in AI is a leadership failure, not a pipeline issue How AI systems replicate and amplify existing bias when decision-makers lack diversity What thriving in male-dominated AI, STEM, and venture capital environments actually requires The leadership behaviours great CEOs consistently demonstrate, regardless of industry Why ethical AI is a business and governance issue, not a technical afterthought What women need to know before stepping into AI, tech leadership, or investment spaces Why this matters AI is already shaping hiring, performance management, surveillance, and access to opportunity. When women are missing from the rooms where these systems are designed, funded, and governed, the consequences are structural and long-lasting. This episode is for women leaders, board members, investors, and executives who want to understand how technology decisions intersect with power, accountability, and outcomes, and why women’s leadership in AI is now a business imperative. Links and resources YouTube algorithms and the manosphere (Reset Australia / Mumbrella): https://mumbrella.com.au/youtube-algorithms-exposing-young-men-to-the-manosphere-reset-australia-734877 About the guest Dr Catriona Wallace is a globally recognised entrepreneur, CEO, and advisor in artificial intelligence and machine learning. She is a leading voice on responsible technology, AI ethics, and the future of work. Catriona is the CEO of an ethical AI advisory, Chair of venture capital fund Boab AI, and founder of Flamingo AI, with operations in Australia and the United States. She has been recognised by the Australian Financial Review as one of Australia’s most influential women in business. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Please Stop Being Baffled About the Leadership Gender Gap | 27 Jun 2022 | 00:49:10 | |
Recent research tells us, again, that women outperform men on a wide range of leadership metrics. Yet women remain significantly under-represented in senior roles. In this episode of the Lead to Soar podcast, Michelle Redfern and Mel Butcher challenge leaders to stop acting surprised by the leadership gender gap and start taking responsibility for it. Admiring the problem is not leadership. Being “baffled” is not a strategy. And defaulting to unconscious bias training is not the solution. This conversation is a direct call to action for organisational leaders who say they value women’s talent but continue to preside over systems that stall, sideline, or exhaust it. In this episode, we cover Why strong leadership capability does not automatically translate into advancement for women How organisations confuse competence with opportunity and then claim confusion The structural and cultural barriers leaders continue to ignore Why bias training alone is a low-effort response to a systemic problem What deliberate action looks like when leaders are serious about building a female talent pipeline Where accountability for closing the leadership gender gap actually sits Who this episode is for Leaders who say they want more women at the top Executives tired of surface-level gender equity initiatives HR, DEI, and people leaders who want impact, not optics Women who are done being told to “just keep performing and wait” Why this matters The leadership gender gap is not mysterious. It is produced by design choices, reward systems, and risk decisions made every day. Leaders do not need more data to admire. They need the courage to change how power, opportunity, and progression actually work. This episode names the issue plainly and sets out what leaders must do next. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Taking the BS Out of the Workplace with Tara Furiani | 19 Jun 2022 | 00:50:51 | |
In this episode of the Lead to Soar podcast, Michelle Redfern and Mel Butcher are joined by Tara Furiani, founder of Not the HR Lady, for a direct conversation about workplace behaviour that organisations excuse, minimise, or dress up as “culture.” This is not a discussion about policies on paper. It is about what actually happens when leaders avoid conflict, HR plays defence, and harmful behaviour is allowed to persist because someone is “valuable.” Together, they talk candidly about what leaders need to expect from HR, what HR must stop protecting, and why calling out workplace b******t is a leadership responsibility, not a personality trait. Yes, the term Fuckeroni Pizza makes an appearance. It is funny because it is accurate. In this episode, we cover How leaders should work with HR to support women at work, not manage complaints away Why HR must stop absorbing organisational risk on behalf of poor leadership The behaviours organisations tolerate that drive women out How “brilliant” performance is used to excuse unacceptable conduct Why calling b******t is necessary for culture change, not a lack of professionalism What accountability looks like when leaders actually mean it Who this episode is for Leaders who want HR to be a strategic partner, not a clean-up crew HR professionals tired of being asked to defend the indefensible Women navigating workplaces where behaviour is minimised until it becomes damage Anyone done with performative values and ready for real standards Resources Not the HR Lady: https://www.notthehrlady.com 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Yes, Successful Women Play Politics at Work | 12 Jun 2022 | 00:42:35 | |
In this episode of the Lead to Soar podcast, Mel Butcher and Michelle Redfern challenge one of the most damaging myths in women’s career advice: that politics is something principled leaders should avoid. Workplace politics already exists. The question is not whether women participate, but whether they understand how power actually operates and how decisions really get made. Viewed through the Lead to Soar leadership lens, politics is not manipulation or self-promotion theatre. It is the ability to engage others, align interests, and influence outcomes in service of the organisation’s strategic and financial goals. Women are consistently rated by managers as having strong emotional intelligence and engagement capability. This episode focuses on using those strengths deliberately, not leaving them untapped while others shape decisions behind closed doors. In this episode, we discuss Why opting out of workplace politics does not protect women, it sidelines them How power dynamics influence visibility, sponsorship, and progression The difference between values-driven influence and political naïveté How women can use EQ strategically without being over-reliant on or exploited Why influence, not effort, is what moves careers forward Who this episode is for Women who want progression without abandoning their values Leaders who mistake “staying out of politics” for integrity Anyone frustrated by decisions being made without them in the room This episode reframes politics as a leadership skill. Not a personality trait. Not a moral failing. A core capability for women who intend to lead. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Work–Life Balance Is a Myth Women Are Still Paying For | 05 Jun 2022 | 00:13:54 | |
In this episode, Mel Butcher and Michelle Redfern take aim at the idea of work–life balance and why it continues to fail women leaders. The balance narrative assumes a neat split between “work” and “life”. That framing ignores reality and quietly reinforces an old expectation: that women are still responsible for managing everything else around work. The result is not balance. It’s overload. This conversation reframes the issue as one of integration and choice, not self-sacrifice. It looks at how women can think more strategically about time, energy, ambition, and responsibility, without accepting the default assumption that they must carry the bulk of unpaid labour alongside paid work. In this episode, we cover Why work–life balance is a false promise for women in leadership How the balance narrative keeps women accountable for everyone else’s comfort Why harmony and integration are more useful lenses than trade-offs How patriarchal assumptions about caregiving still shape career expectations What it means to design a life and career that actually reflects your priorities Resources Life Audit activity A practical tool to help women assess where time, energy, and effort are going, and make deliberate choices about what changes next. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Running a High-Impact Women’s ERG: What Actually Works | 29 May 2022 | 00:47:39 | |
In this episode, Michelle Redfern is joined by Amal Yusuf from Delta Airlines to discuss what it really takes to run a women’s Employee Resource Group (ERG) that delivers impact. Too many ERGs are treated as social clubs or passion projects. Amal brings a different perspective. She shares how high-performing ERGs operate as strategic leadership vehicles, influencing culture, talent outcomes, and organisational priorities rather than sitting on the sidelines. This is a practical conversation about power, positioning, and responsibility. It is relevant for women leading ERGs, executives sponsoring them, and organisations serious about gender equity beyond symbolism. In this episode, we cover What differentiates high-impact ERGs from well-intentioned but ineffective ones The role of leadership accountability and executive sponsorship How ERGs can influence talent pipelines, progression, and retention What women ERG leaders must stop doing for free How organisations misuse ERGs and what leaders need to change Who this episode is for Women leading or considering leading an ERG Senior leaders sponsoring employee networks HR, DEI, and people leaders responsible for inclusion outcomes Organisations that want ERGs to contribute to strategy, not just morale 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| You’re a Strong Leader. So Why Are You Being Pushed Out? | 21 Jul 2025 | 00:33:29 | |
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. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| 10 Questions Women Must Ask a Potential or New Boss | 22 May 2022 | 00:14:15 | |
In this episode, Mel Butcher and Michelle Redfern share 10 non-negotiable questions women should ask when interviewing for a role, starting a new job, or resetting expectations with a current manager. Too many women step into roles with incomplete information and untested assumptions, then pay the price later. These questions are about judgement, due diligence, and power, not politeness. They help women assess whether a role is genuinely a growth opportunity or a risk dressed up as one. What this episode covers The questions that surface how decisions really get made How to assess leadership capability, not just likability What to ask to understand expectations, authority, and support How to use these questions in interviews, onboarding, or reset conversations Why good questions protect your credibility before problems arise Who this episode is for Women interviewing for new roles Women starting a new job Women managing up or renegotiating expectations Leaders who want better, more rigorous conversations with their teams Resources Harvard Business Review – 7 Questions to Ask Your New Boss by Tomas Chamorro-Premuzic 5 Questions to Ask a Future Manager by Lily Konings 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| How Women Build Credibility Through Strategic Self-Promotion | 15 May 2022 | 00:32:30 | |
In this episode, Mel Butcher and Michelle Redfern tackle one of the most persistent career myths women are given: “If you work hard, you’ll be noticed.” Women consistently deliver results, solve complex problems, and carry disproportionate organisational load. Yet many stall because their contribution is not seen, understood, or attributed at decision-making tables. This conversation reframes self-promotion as a leadership skill, not a personality trait. The focus is not on bravado, personal branding theatre, or talking louder. It’s about learning how to name your work, connect it to outcomes, and position your contribution in ways that support teams, stakeholders, and organisational goals. What this episode covers Why merit alone does not drive progression How women are socialised to disappear behind the work The difference between self-promotion and strategic positioning How to talk about your contribution without centring ego Ways to elevate team and stakeholder impact while building your own credibility Who this episode is for Women leaders whose work is relied on but rarely credited Women moving into broader scope or senior roles Leaders who want their contribution to be understood at the right level Managers who want to build fairer visibility systems, not louder workplaces 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Making Connection: Networking as a Leadership Practice | 08 May 2022 | 00:28:23 | |
In this episode of the Lead to Soar podcast, Mel Butcher speaks with Molly Beck, author of Reach Out and CEO of Messy.fm. Molly challenges the way most people think about networking. Instead of chasing contacts when you need something, she advocates for a disciplined, long-term practice of connection. One message a day. Every weekday. To someone on the edge of your network. It’s a simple strategy. It’s also a demanding one. And it has shaped Molly’s career, her business, and the communities around her work since 2012. This conversation reframes networking as a leadership capability rather than a social skill. Not self-promotion. Not schmoozing. Relationship-building done with intention and consistency. What this episode covers Why most networking advice fails women The difference between transactional networking and community-building How one small, repeatable habit compounds over time Why senior leaders invest in relationships before they need them How to build visibility without performative self-promotion Key ideas Strong networks are built before opportunities appear Leadership credibility grows through contribution and connection Consistency matters more than charisma Links and resources Reach Out Messy.fm Who this episode is for Women who want a sustainable approach to networking Leaders who understand that influence is relational Anyone tired of advice that treats networking like a popularity contest 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Who is Your Career Sponsor? with Michelle Redfern & Mel Butcher | 02 May 2022 | 00:31:19 | |
In this episode of the Lead to Soar podcast, Michelle Redfern and Mel Butcher tackle one of the most misunderstood levers of career progression: sponsorship. Inspired by a talk from Carla Harris, this conversation draws a sharp line between mentors and sponsors. Mentors advise. Sponsors advocate. And confusing the two is one of the reasons capable women stall. Mel and Michelle break down what sponsorship actually looks like in practice, why it is harder to secure than mentoring, and what women need to pay attention to if they want someone in the room when decisions about progression, stretch roles, and visibility are being made. This is not about asking someone senior to “be your sponsor.” It’s about understanding power, performance, trust, and timing, and positioning yourself so advocacy makes sense to the person whose voice carries weight. What this episode covers The difference between mentoring and sponsorship, and why it matters Why sponsors risk their reputation when they back you What sponsors look for before they put their name behind someone How performance, judgment, and reliability factor into advocacy The signals women often miss when sponsorship is (or isn’t) possible Key leadership ideas Advancement is influenced by who speaks for you, not just how well you perform Sponsorship follows credibility, not potential alone Advocacy is earned through consistent delivery and sound judgment Who this episode is for Women who are doing strong work but aren’t moving forward Leaders who want to understand how sponsorship really works Anyone relying on mentoring alone and wondering why it isn’t enough 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| The Stories We Tell Ourselves at Work | 24 Apr 2022 | 00:27:01 | |
In this episode of the Lead to Soar podcast, Michelle Redfern and Mel Butcher examine the internal stories many women carry at work, stories often labelled as “lack of confidence” or “imposter syndrome,” but which are more accurately shaped by experience, feedback, and workplace conditions. They talk candidly about the internal dialogue that tells capable women they’re not ready, not enough, or about to be found out. More importantly, they challenge the idea that this is a personal flaw to be fixed, rather than a predictable response to biased systems, mixed messages, and inconsistent standards. This conversation is about recognising the stories that influence judgement, risk-taking, and visibility, and learning how to interrupt narratives that limit decision-making and progression. What this episode covers Why so many women internalise doubt despite strong performance How workplace feedback and culture reinforce unhelpful self-narratives The difference between healthy self-reflection and self-undermining stories How internal narratives affect decisions about speaking up, applying, or stretching Practical ways to shift the story without pretending conditions don’t exist Key leadership ideas Internal stories are shaped by context, not just mindset Changing the story starts with naming what influenced it Better judgment comes from clearer narratives, not forced confidence Who this episode is for Women who second-guess themselves despite evidence of capability Leaders who want to understand how culture shapes confidence Anyone tired of being told to “just believe in yourself” 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Becoming a Boardroom Star with Beverley Behan | 17 Apr 2022 | 00:48:49 | |
What does it really take to succeed in the boardroom? In this episode, Mel Butcher and Michelle Redfern are joined by board governance expert Beverley Behan to talk frankly about what boards expect of directors and where women often get misdirected in their preparation. This is not about confidence, polish, or “putting your hand up.” It’s about judgement, contribution, and understanding how boards make decisions. Beverley shares what differentiates credible board candidates from well-intentioned observers, how women can prepare for board roles without over-credentialing, and why many capable leaders underestimate the strategic shift required when moving into governance. This conversation is essential listening for women considering their first board role or wanting to strengthen their impact in board and committee settings. In this episode, we cover What boards are actually accountable for and how directors add value The difference between executive leadership and board contribution How women can build board readiness without waiting for permission Common myths that hold women back from board appointments Why credibility in the boardroom is built through judgement, not presence 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Why Women Get Stuck at Career Crossroads and How to Move Forward | 11 Apr 2022 | 00:28:42 | |
What do you do when your career hits a standstill? When the next move isn’t obvious. When every option feels compromised. When staying feels wrong, but leaving feels risky. In this episode, Mel Butcher and Michelle Redfern tackle one of the most common moments women leaders face: the career crossroads. This is not about motivation or mindset hacks. It’s about decision-making when information is incomplete, confidence is shaken, and the system isn’t designed to make choices easy. Michelle and Mel break down why women so often feel trapped at these inflection points, how organisational dynamics narrow perceived options, and what actually helps restore clarity and agency. This episode is for women who feel stalled, boxed in, or pressured to make a “safe” choice that doesn’t sit right. In this episode, we cover Why career crossroads are structural, not personal failure How women lose access to choice inside organisations The difference between reacting and deciding strategically Practical ways to regain clarity when the next step isn’t obvious How to move forward without having the whole plan mapped out If this episode resonated, there are three simple ways to go further: Subscribe on Substack This is the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to support sound career decisions. 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 access group coaching, practical tools, and a trusted peer network. Share the episode If you know a woman sitting at a crossroads right now, send this to her. These are conversations women shouldn’t have to navigate alone. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| L2S E53: Succession Planning for Leaders - Setting Your Underrepresented minority staff up for success with Michelle Redfern & Mel Butcher | 03 Apr 2022 | 00:39:14 | |
Succession planning is often treated as a paperwork exercise. Or worse, a private conversation about who feels “ready”. That’s a problem. In this episode, Mel Butcher and Michelle Redfern tackle succession planning as a core leadership responsibility and a critical lever for gender and racial equity. They ask the uncomfortable questions many leaders avoid: Who is really being developed for the next role? Who keeps getting missed? And what risk are you carrying by pretending succession will “sort itself out”? This is not a theoretical conversation. It’s a practical, grounded discussion about how leaders identify successors, how bias shows up in those decisions, and what both managers and individual women need to pay attention to if they want future options. This episode is essential listening for people leaders, senior women, and anyone serious about building leadership pipelines that don’t default to the usual suspects. In this episode, we cover Why succession planning is a leadership risk issue, not an HR one How women and underrepresented staff are routinely excluded from succession conversations What effective leaders do differently when identifying and developing successors Why being “reliable” is not the same as being seen as promotable What women need to do to position themselves as future successors, not just safe hands If this episode resonated, there are three ways to go further: Subscribe on Substack Lead to Soar on Substack is where the podcast lives, alongside written insights and curated guidance from the back catalogue. Join the Lead to Soar Network Lead to Soar is a global leadership network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, tools, and strategic conversations like this one all year round. Share the episode If you’re a leader, share this with your peers. If you’re an ambitious woman, share it with someone who needs to start seeing you as a future successor. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Job Hunting Without the Guesswork: The ABCs of a Strategic Search | 27 Mar 2022 | 00:42:51 | |
Job hunting is rarely taught properly. Most people are left to figure it out through trial, error, and a lot of unnecessary self-doubt. In this episode, Michelle Redfern is joined by job hunting coach and podcast host Renata Bernarde for a practical, grounded conversation about how women can approach job searching strategically, not reactively. Renata walks through the ABCs of job hunting and explains why moments of disruption, including the so-called Great Resignation and Great Reset, create genuine opportunities for women to make bolder, better-aligned career moves. This is not about spraying CVs or waiting to be picked. It’s about understanding the market, positioning yourself properly, and making choices that expand your options rather than shrink them. In this episode, we cover Why job hunting should be treated as a strategic project, not a side task The ABC framework Renata uses with senior professionals to navigate career moves How women can use periods of workforce disruption to their advantage Common job search mistakes that cost women leverage and momentum How to approach career change with confidence and clarity, without burning bridges This episode is especially relevant for women who know they’re ready for a move but want to be deliberate about their next step. If this episode resonated, here are three ways to go further: Subscribe to Lead to Soar on Substack The podcast now lives on Substack alongside curated back-catalogue episodes and written leadership insights. Join the Lead to Soar Network Lead to Soar is a global leadership network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to strategic tools, coaching, and conversations that support real career progression. Share the episode If you know a woman who is thinking, “It might be time,” this episode is for her. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Why Women’s Networks and ERGs Matter | 20 Mar 2022 | 00:44:04 | |
Season 4 opens with a clear message: women’s networks and employee resource groups are not social clubs. Done well, they are leadership engines and change levers inside organisations. In this episode, Michelle Redfern and Mel Butcher discuss why industry networks, workplace women’s networks, and ERGs matter for women who want to progress and for organisations that are serious about closing the leadership gender gap. Michelle shares what separates high-impact ERGs from those that stall, including how networks can build leadership capability, influence decision-making, and shift organisational outcomes rather than simply hosting events. This episode is essential listening for women involved in ERGs, senior sponsors, and leaders who want these groups to deliver more than good intentions. In this episode, we cover Why women’s networks and ERGs matter strategically, not symbolically The role ERGs play in leadership development and career progression How effective networks create organisational influence, not just engagement Common mistakes that limit ERG impact Practical tips for setting up and running a successful ERG This is a conversation about power, capability, and outcomes — and how women’s networks can be designed to deliver all three. If this episode resonated, here are three ways to go further: Subscribe to Lead to Soar on Substack The podcast now lives on Substack alongside curated back-catalogue episodes and leadership insights. Join the Lead to Soar Network Lead to Soar is a global leadership network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to tools, coaching, and strategic conversations that support real career progression. Share the episode If you’re part of an ERG or women’s network, share this episode with your committee or sponsor to spark a sharper conversation about impact. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Network Like a CEO | 14 Jul 2025 | 00:43:16 | |
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) 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Farewell Season 3: The Great Resignation, Reset, and Resistance | 24 Dec 2021 | 00:53:44 | |
As Season 3 wraps, Michelle Redfern, Mel Butcher and the other hosts of the Lead to Soar Network reflect on what the so-called “Great Resignation” revealed about women’s careers. Rather than treating it as a trend, this episode examines why many women reassessed loyalty, ambition, and career direction, and what leaders continue to misunderstand about retention, motivation, and commitment. This episode closes Season 3 and sets the direction for the next phase of Lead to Soar. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| When Your Boss Is the Problem | 23 Dec 2021 | 00:36:59 | |
A poor boss affects decision-making, energy, confidence, and career momentum. In this episode, Michelle Redfern and Mel Butcher focus on how women leaders think clearly and act deliberately when leadership above them is failing. The conversation covers: How to recognise when behaviour is no longer tolerable or workable What to consider before escalating concerns or staying put The professional risks of over-accommodating poor leadership How to reflect on your own leadership so that harmful patterns are not repeated This episode is about judgment, boundaries, and choice. It’s for women who want to stay in control of their career when the problem isn’t them. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Minimising the Impact of Emotional Vampires at Work | 16 Dec 2021 | 00:11:21 | |
In this episode of the Lead to Soar Podcast, Michelle Redfern and Mel Butcher tackle a pattern many women recognise instantly but are rarely taught how to manage. They explain what “emotional vampires” look like at work, how to spot the behaviours early, and why these dynamics often land hardest on capable, conscientious women. The conversation moves beyond pop psychology and into practical leadership judgment, including when to engage, when to set boundaries, and when to stop over-functioning for others. This episode is for anyone who: Leaves certain interactions feeling depleted or responsible for other people’s emotions Is carrying unnecessary emotional labour at work Wants language and strategies that protect energy, credibility, and impact A grounded, practical listen for leaders who want to work well with others without paying the personal cost. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Leading Across Difference — Power, Belonging, and Inclusive Leadership | 09 Dec 2021 | 00:47:17 | |
In this episode of the Lead to Soar Podcast, Michelle Redfern is joined by Amal Yusuf for a grounded conversation about what inclusive leadership looks like in practice. Amal shares her journey from immigrant to senior leader at Delta Air Lines, and reflects on how identity, power, and organisational norms shape who is heard, who is trusted, and who has to work harder to belong. This is not a discussion about intention or value statements. It is about leadership judgment inside real systems. Together, Michelle and Amal explore: How lived experience informs leadership credibility and decision-making What does leading across difference require beyond performative inclusion Why strategic networking and relationship-building are survival skills for women navigating exclusion How leaders can create safety and accountability without shifting the burden onto marginalised people This episode is for leaders who want to understand inclusion as a core leadership capability, and for women navigating workplaces where difference is present but not always respected. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||
| Leading Change — What It Really Takes to Lead People Through Uncertainty | 03 Dec 2021 | 00:34:07 | |
In this episode of the Lead to Soar Podcast, Michelle Redfern is joined by Dr Jen Frahm, a global authority on organisational change, transformation, and executive leadership. Together, they examine the difference between managing change and being a change leader. This is not a technical conversation about frameworks or spreadsheets. It is about how leaders think, behave, and respond when uncertainty, resistance, and disruption are present. The discussion explores: Why leading change is inseparable from emotional intelligence How curiosity and inquiry shape better leadership decisions during change Why data alone is insufficient, and what leaders must notice about human and bodily responses to change The internal shifts leaders must make to sustain meaningful outcomes over time Dr Frahm brings decades of experience designing and leading change across industries, sectors, and cultures, and challenges leaders to confront the personal work required if they expect others to adapt. This episode is for leaders responsible for people, performance, and outcomes in environments where change is constant, and leadership behaviour matters more than process. 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 Share the episode 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. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe | |||