Women's Leadership Success

Breaking through the barriers that hold you back isn't about changing who you are—it's about changing how you think.What's Really Holding You Back From Leadership Success?The biggest barrier to women's leadership advancement isn't external—it's the fixed mindset that keeps you playing small. Research shows that women hold just 25% of senior leadership positions and face a projected 48-year timeline to reach true parity in executive roles. But here's the game-changer: women leaders who embrace a growth mindset are reshaping their neural pathways and accelerating their path to the C-suite.This question haunts nearly every ambitious woman I meet: "What's really holding me back?" At first glance, it seems obvious—lack of sponsorship, limited opportunities, or not fitting the traditional leadership mold. While these external barriers are real, the most transformative shift happens when we look inward.The truth? Your mindset shapes your reality. The Elizabeth Effect: When Fixed Mindset Becomes Your Career Ceiling Let me share Elizabeth's story—a brilliant, results-driven leader who consistently went above and beyond. Despite her stellar performance, promotions kept slipping away. When she finally asked for feedback, the response was devastating: "You don't have enough executive presence."Sound familiar? Research reveals that executive presence is being redefined in 2025, moving beyond traditional markers like vocal projection to encompass emotional intelligence, adaptability, and authentic leadership.Elizabeth could have accepted this label and remained stuck. Instead, she chose growth. As her executive coach, I helped her identify the specific gaps between her current presence and the executive leadership she aspired to embody. Together, we worked on targeted mindset shifts and executive presence strategies—from reframing her inner dialogue to mastering the art of leading rooms even when she felt uncomfortable.The transformation wasn't just tactical; it was deeply psychological. Within a year of implementing these strategies, Elizabeth wasn't just promoted—she became known as the leader who elevated everyone around her.The turning point? One powerful belief: "I can grow." The Neuroscience Behind Your Leadership Transformation Here's the encouraging truth that every woman leader needs to understand: Your brain is built to adapt. Research from the NeuroLeadership Institute shows that 85% of people can shift from a fixed to growth mindset on a weekly basis when they focus on three key habits: valuing progress, experimenting, and learning from others.Every small choice literally rewires your mind for the future you want. This isn't positive thinking—it's applied neuroscience.Fixed vs. Growth Mindset: The Leadership DifferenceFixed Mindset Says:"This is just how I am""I'm never going to be good at this""I can't make mistakes"Growth Mindset Says:"I'm not there yet, but I can learn""Challenges are opportunities to grow""Mistakes are data for improvement"McKinsey's 2025 research on growth leadership reveals that high-performing companies are led by executives who demonstrate five critical mindsets: prioritizing growth, acting boldly, maintaining customer focus, attracting talent, and executing with rigor.The Ripple Effect: How Your Mindset Transforms EverythingWhen you shift your mindset, the impact cascades through every aspect of your leadership:On Yourself: Confidence Becomes Your Competitive EdgeYour mind shift shapes your confidence. Instead of playing small, you start seizing opportunities that align with your potential.On Your Team: Culture Becomes Your LegacyYou set the tone—is it safe to try and learn, or are people afraid to fail? Google's Project Aristotle confirmed that psychological safety, directly linked to growth mindset leadership, is the foundation of innovative teams.On Your Results: Growth Becomes Your GPSYou determine whether you seize opportunities or stay stuck in familiar territory.

An AI leadership framework that balances innovation with responsibility is essential for 2025 success, as thought leader Faisal Hoque reveals the groundbreaking OPEN and CARE methodology that helps leaders navigate the complex hybrid world of human-AI collaboration. Bottom Line Up Front: Leaders must become multidisciplinary systems thinkers who can manage both human resources and digital agents simultaneously. The most effective AI leadership framework combines opportunity exploration (OPEN) with catastrophic risk prevention (CARE) to create sustainable AI business strategy that serves humanity while driving innovation. From Human Authenticity to Strategic Implementation: Part 2 of Our AI Leadership Series This is Part 2 of our exclusive two-part interview series with bestselling author and thought leader Faisal Hoque. In Part 1: "Women in Leadership AI: Preserving Human Authenticity While Harnessing Technology", we explored what makes us uniquely human, the importance of leadership authenticity, and how to protect your agency while leveraging AI tools. Now, in Part 2, we dive deep into the practical implementation side: How do you actually build an AI leadership framework that works? Faisal reveals his proprietary OPEN and CARE methodology—a systematic approach to AI governance framework that balances innovation with ethical responsibility. The Hybrid World Reality: Why Traditional Leadership No Longer Works The Death of Process-Performance-Structure Leadership The old leadership paradigm is obsolete. As Hoque explains, "When I started my career, we used to think very much about process performance and organizational structure. Those kind of started to fade away. And we started talking about emotional intelligence, mindfulness, and inspiration and influence." But even that evolution isn't enough for our current AI business strategy demands. Today's leaders face an unprecedented challenge: managing hybrid workforces that include both human employees and AI agents. What Hybrid Leadership Actually Means Most people think "hybrid" refers to remote versus office work. That's wrong. In the context of AI leadership framework development, hybrid means something far more complex: Three Types of Hybrid Leadership: Hybrid Markets: Your customers interact with both human representatives and AI agents (like Netflix's algorithm suggesting your next show) Hybrid Workforce: You manage both human resources and digital resources, working together and sometimes replacing each other Hybrid Leadership Decision-Making: As a leader, you're not just saying "Faisal is going to do this and Sabrina is going to do that"—you're also allocating: "My customer agent is going to do this, and my chatbot is going to do that" The New Leadership Requirements Modern leaders must be both emotionally intelligent AND systems thinkers. This used to be the job of IT or technology people, but that's no longer true. In today's AI governance framework, every leader at every level must understand how people and technology coexist. The CARE Framework: Your AI Ethics Framework for Risk Prevention Why Risk Planning Is Critical in AI Governance Framework Most leaders are not prepared for AI's potential negative consequences. They focus entirely on opportunity while ignoring catastrophic scenarios. The CARE framework forces leaders to think preventatively. CARE: The Four-Step Risk Methodology CARE is also an acronym that ensures responsible AI framework implementation: C - Catastrophize Scenarios Identify the most catastrophic outcomes possible from your AI implementation Consider impacts on employees, customers, and society Think beyond immediate business metrics A - Assess Impact Evaluate ripple effects across your ecosystem Consider job displacement consequences Analyze long-term societal implications R - Risk Mitigation Develop guardrails and governance structures

Women in leadership AI roles face unprecedented challenges as artificial intelligence transforms the workplace, yet their ability to empathize and act ethically positions them to lead organizations into a future where technology serves humanity rather than replacing it. Bottom Line Up Front: Women in leadership face systemic challenges as jobs traditionally held by women are much more exposed to automation, yet the ability of women to empathize and act ethically makes them ideally placed to lead us into a future where AI benefits all society. The key to thriving as a female leader in 2025 is leveraging AI and leadership strategies that preserve your authentic voice and human-centered approach. The Great Leadership Inflection Point: Why Women Leaders Must Act Now. Women in Leadership AIWe're standing at what thought leader Faisal Hoque calls "one of those inflection points" - similar to when the printing press was developed or we transitioned from horse and buggy to automobiles. This isn't just technological change; it's a fundamental shift that will define the rise and fall of leaders and companies over the next 3, 5, 10, and 30 years.For women in leadership positions - whether you're a manager implementing AI tools, director overseeing technology strategy, VP of innovation, C-suite executive governing AI policy, or founder building AI-powered companies - this moment presents both unprecedented challenges and remarkable opportunities. Jobs traditionally held by women are much more exposed to AI than those traditionally held by men, but paradoxically, women were found to have a 28% higher share of soft, interpersonal skills that help us work well together, such as team leadership, strategic leadership and collaboration.The Hybrid World Reality for Female Leadership DevelopmentAs Hoque explains in his groundbreaking book "Transcend," we've entered a hybrid world where we must live not just with human beings, but with human beings enabled by artificial intelligence, and sometimes with AI itself. This reality demands a new approach to AI and leadership - one that women leaders are uniquely positioned to excel in.What Makes Us Uniquely Human: The Foundation of Leadership AuthenticityThe Complexity Advantage for Women in LeadershipHuman complexity is our superpower. According to Hoque, what makes us human is "our complexity, the complexity of freedom, complexity of purpose, complexity of survival, complexity of how we treat each other." This isn't a bug in human leadership - it's a feature that AI cannot replicate.For women in leadership implementing AI strategies, this complexity often manifests as:Multi-dimensional thinking shaped by navigating workplace bias and systemic barriersEmpathetic problem-solving that considers multiple stakeholder perspectivesAuthentic vulnerability that builds trust and psychological safetyIntuitive decision-making that balances data with human insightThe Leadership Authenticity ImperativeIn a world where AI can now mimic empathy, generate creative content, and even simulate love, leadership authenticity becomes your competitive differentiator. Women leaders at every level are more likely to be concerned about AI's most pressing issues in the workplace, including misinformation perpetuation and introducing bias into talent processes.This heightened awareness of AI's risks positions women in leadership to:Champion ethical AI implementation in their organizationsProtect human dignity in increasingly automated workplacesBuild trust through transparent communication about AI's role and limitationsPreserve company culture that values human connection alongside technological advancementAbout Our Expert: Faisal HoqueFaisal Hoque is a renowned thought leader, best-selling author, and technology entrepreneur who has dedicated his career to exploring the intersection of humanity and technology. As the founder of multiple companies and author of several acclaimed books including "Transcend" and "Everyt...

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In this second part of our interview with Kevin Eikenberry, author of "Flexible Leadership," we explore how implementing flexible leadership strategies to navigate complex situations and overcome challenges, drives organizational success. Why Implementing Flexible Leadership Strategies Matters for Women Leaders While understanding the flexible leadership mindset is essential, the real value comes from implementation. For women leaders navigating today's complex business environment, implementing flexible leadership strategies creates a powerful advantage in overcoming traditional barriers. According to recent research from McKinsey, companies with women in executive positions are 30% more likely to outperform their competitors, highlighting the business impact when women leaders successfully implement adaptive approaches. Mastering Leadership Flexors: Key Strategies for Women Leaders At the core of implementing flexible leadership strategies is what Eikenberry calls "flexors" – paired leadership approaches that might initially seem contradictory but are actually complementary dimensions of effective leadership: Results vs. People Focus for Women Leaders Rather than permanently choosing one approach, women leaders who implement flexible leadership strategies consciously shift their emphasis depending on what the situation requires: "This isn't binary," explains Eikenberry. "The right answer is how to lean in the direction of each. During crunch time before a deadline, I might focus more on results, but afterward shift toward supporting my people's needs." Decisive vs. Collaborative Decision-Making Strategies Women leaders can adjust their decision-making approach based on: Urgency of the situation Expertise required for quality decisions Need for buy-in during implementation Development requirements of team members Directive vs. Coaching Communication Strategies Effective women leaders consciously choose their communication approach: When clear direction is needed versus when development is the priority How much structure to provide versus autonomy to encourage When to speak with authority versus when to facilitate dialogue Implementing flexible leadership strategies means consciously selecting the appropriate approach rather than defaulting to habit or personal preference. Click the image to learn more. Practical Implementation Strategies for Women Leaders Women leaders can immediately begin implementing flexible leadership strategies through these practical applications: Context-Based Decision Framework for Women Leaders Assess whether the situation is clear, complicated, complex, or chaotic Consider what specific outcomes are required in this particular context Determine whether to decide independently, seek input, or fully delegate Match your leadership approach to the urgency, complexity, and expertise needed Adaptive Communication Strategies for Women Leaders Develop multiple ways to deliver the same message for different stakeholders Adjust your communication style based on audience and circumstance Know when directness will be more effective than collaboration Create communication approaches that overcome potential gender bias Research shows that 36% of women leaders report being interrupted in meetings, compared to just 15% of men in similar positions. Implementing flexible communication strategies helps women leaders maintain their effectiveness despite these challenges. Strategic Feedback Systems for Women Leaders Women leaders who implement flexible leadership strategies create robust feedback mechanisms: Structure psychological safety for honest communication Ask specific questions rather than general ones ("How could I improve my listening in today's meeting?" versus "How am I doing?") Build trust through consistency between words and actions Recognize that positional power may inhibit candid responses As Eikenberry notes: Implementing Change Leadership Strategies for Women Leaders

Discover how developing a flexible leadership mindset can transform your effectiveness as a woman executive. Our exclusive interview with Kevin Eikenberry, author of "Flexible Leadership," reveals powerful strategies for women leaders navigating today's complex business landscape. Why Women Executives Need a Flexible Leadership Mindset In today's rapidly evolving business environment, a flexible leadership mindset isn't just beneficial—it's essential for women executives who want to maximize their impact. According to McKinsey's 2024 Women in the Workplace report, women now hold 29% of C-suite positions, up from just 17% in 2015, yet the path to gender parity in senior leadership still extends decades into the future. For women executives facing unique challenges, developing flexibility in leadership approach provides a powerful advantage. A flexible leadership mindset allows women leaders to navigate complex situations while staying authentic to their core values. Defining the Flexible Leadership Mindset for Women Executives What exactly constitutes a flexible leadership mindset? According to Kevin Eikenberry, it means maintaining consistency in your core values while adapting your approach based on circumstances: "Flexible leadership means being consistent in our what and our why—our principles, values, and purpose—but flexible in our how," explains Eikenberry. "Like a mature tree that's firmly rooted yet bends with the wind, women executives with a flexible leadership mindset maintain their foundation while adapting their approach." The hallmark of this mindset is recognizing when "it depends" is the appropriate answer—and then thoughtfully considering what factors it depends on before determining how to proceed. About Kevin Eikenberry – Flexible Leadership Author Kevin Eikenberry is the author of over 20 books, including his latest, 'Flexible Leadership: Navigating Uncertainty and Leading with Confidence.' As the founder of the Kevin Eikenberry Group, he's advised leaders at organizations worldwide and created transformative leadership programs like the Remarkable Masterclass. The Business Cost of Inflexible Leadership for Women Executives Women executives who lack a flexible leadership mindset often find themselves locked into rigid approaches with statements like "that's just how I lead" or "they'll have to get used to it." This inflexibility creates significant limitations: Forces one approach onto diverse situations requiring different solutions Creates an identity barrier that's difficult to overcome Reduces opportunities for innovation and team development Dramatically lowers the odds of success in complex environments Reinforces potential gender stereotypes rather than transcending them Research indicates that companies with women in leadership positions are 30% more likely to outperform others—suggesting that when women executives leverage flexible approaches, organizations benefit. The Flexible Leadership Framework for Women Executives To help women executives develop a flexible leadership mindset, Eikenberry introduces the Cynefin Framework (pronounced kuh-NEV-in) as a tool for making sense of different leadership situations: 1. Clear Contexts for Women Executives Situations where cause and effect are obvious, best practices exist, and processes are established. Traditional leadership approaches often work well here. 2. Complicated Contexts for Women Executives Scenarios requiring expertise but where systems remain fairly ordered. Women executives benefit from gathering diverse perspectives before making decisions. 3. Complex Contexts for Women Executives The most common leadership environment today—where interconnected factors create unpredictability. Women executives thrive here by testing approaches, learning quickly, and adapting. 4. Chaotic Contexts for Women Executives Rare crisis situations requiring immediate action. Women executives need to act decisively to stabilize the situation before transit...

In today's hypercompetitive business landscape, reputation management is your most valuable career asset to develop. As Sabrina Braham, founder of Women's Leadership Success, powerfully states: "Your reputation is constantly changing and evolving, and if you are not managing it, somebody else is." Sabrina Braham MA MFT PCC - Executive Brand Building Expert For female managers, directors, VPs, C-suite executives, and founders, strategic reputation management isn't optional—it's essential for breaking through the barriers that still exist in corporate leadership. Why Your Leadership Reputation Makes or Breaks Your Career Recent studies show that women leaders who actively manage their professional reputations are: 2.3x more likely to be considered for promotion over equally qualified peers 68% more resilient during organizational restructuring and layoffs 4x more likely to be recruited for prestigious positions and board seats As one executive discovered after implementing Braham's reputation management strategies: "I went from being consistently overlooked to being elected to the VP position I'd been seeking for years." The Reputation Management Trap Most Women Leaders Fall Into Many accomplished women make the same critical mistake: they assume excellent work speaks for itself. Unfortunately, research shows this approach leaves your professional narrative in others' hands. The 3 Most Damaging Reputation Pitfalls: Allowing outdated perceptions to persist Failing to strategically communicate your value Missing opportunities to showcase thought leadership These gaps don't just slow career progression—they can derail it entirely, especially during critical transition points. Strategic Reputation Management: The Leadership Brand Blueprint Approach The Leadership Brand Accelerator Blueprint offers a revolutionary approach to reputation management specifically designed for women leaders. This proven system has helped executives at companies like Google, Daimler, and dozens of Fortune 500 organizations transform their professional trajectories. Transformative Benefits of the Blueprint System: Perception Alignment Eliminate the gap between your capabilities and how decision-makers perceive you. One leader using the system discovered her meeting presence was rated only a "5" when she thought she was performing at a "7" or "8" level—feedback that led to specific improvements and a subsequent promotion. Reputation Resilience Build a reputation strong enough to withstand organizational changes, industry disruption, and career transitions. Leaders using the Blueprint reported 43% greater confidence during challenging periods and received stronger support from key stakeholders. Strategic Visibility Create powerful visibility without self-promotion discomfort. The Blueprint's targeted approach ensures your contributions are recognized by the right people at the right time, using techniques that feel authentic and aligned with your values. Amplified Influence Develop your thought leadership platform both inside and outside your organization. Blueprint users report a 75% increase in being consulted for strategic decisions and a 56% growth in professional network quality. Career Acceleration Most importantly, the Blueprint dramatically shortens the timeline to your next leadership level. While the average executive waits 4.2 years between promotions, Blueprint users report advancing in just 18-24 months. The Quarterly Reputation Audit: Your Leadership Advantage At the core of the Blueprint is a systematic quarterly audit that ensures you're consistently evaluating and refining how you're perceived. Unlike annual reviews or sporadic feedback, this structured approach creates continuous improvement and prevents reputation drift. The Blueprint's Four-Part Reputation Management Framework: Digital Presence Optimization Strategic LinkedIn positioning Content that showcases your expertise

Welcome to Women's Leadership Success, episode #142 on transforming your executive presence and advancing your career through leadership brand building. In this special podcast, executive leadership coach Sabrina Braham reveals the key strategies from her new Leadership Brand Blueprint Accelerator (see below) that help women leaders unlock their next-level career potential. Why Your Leadership Brand Matters More Than Your Technical Skills For ambitious women in management, director, VP, C-Suite, or founder roles, there's a critical gap that often prevents career advancement despite stellar qualifications. According to recent McKinsey research, while women have made significant progress in leadership representation, they still face unique barriers to advancement – with one key factor being the development of a strong leadership brand. "People can be very, very talented in their jobs, but they get so busy that they forget to pay attention to the things that will actually help their brand, help them deepen relationships, and help them be seen as a leader in their company," explains Sabrina Braham, who has spent 30 years coaching executives in Fortune 50 and Fortune 1000 companies. This leadership blind spot explains why technically brilliant women often get passed over for promotions. The critical differentiator isn't your expertise – it's how others perceive your leadership presence. The Surprising Career Impact of Commitment Tracking The first cornerstone of an influential leadership brand is commitment accountability – a simple practice that transforms how others perceive your reliability and trustworthiness. Why Senior Executives Track Their Commitments In Sabrina's extensive coaching experience with C-suite leaders, she's observed a fascinating pattern: "When I'm coaching a senior Vice President, CEO, CFO, or COO, they're much more likely to be on time, show up, and do the things they said they would do than people at the lower ranks." This insight reveals a critical truth: Tracking and honoring commitments isn't just good practice – it's a distinguishing characteristic of those who reach the highest leadership levels. Real-World Results: How Commitment Tracking Transformed Kathleen's Career Consider the case of Kathleen, a talented leader at a Fortune 50 company who had been there since its founding yet hadn't been promoted to Vice President despite her capabilities. "She was so intent on the goals she had, she forgot to pay attention to the people and what she needed to do for them," Sabrina explains. "As she began to pay attention to what her commitments were, how she was keeping them, and her relationships with other people, she began to improve. Over time, that led to her becoming a Vice President." Why Your Brain Needs a Commitment System When you implement a commitment tracking system, you activate what neuroscientists call the reticular activating system – the part of your brain that filters information based on what you consciously value. "When you start paying attention to the commitments you want to keep, it starts making you more aware of how you can improve, how you can update people, and let them know what's happening. It basically ups your game," Sabrina explains. The 1-10 Scale That Transforms Leadership Effectiveness A key component of Sabrina's Leadership Brand Blueprint is the 1-10 rating scale – a deceptively simple tool that creates remarkable clarity for leadership development. Why the Scale Works When Other Feedback Fails "What we tend to do in meetings and giving feedback is somewhat nebulous," Sabrina notes. "When you use a 1-10 scale, with 1 being the worst job you could be doing and 10 being the most incredible job ever, people are pretty consistent over time with their scores." This consistency means you can accurately track progress while avoiding vague assessments that don't lead to improvement. The 0.5 Improvement Rule Here's where Sabrina's approach becomes truly powerful: "What can you...

As senior leaders, it's critical that we proactively address disability inclusion in our organizations. People with disabilities make up over 25% of the population - and that number is even higher among younger demographics. By creating more accessible, disability-friendly workplaces, we can unlock a wealth of talent and perspectives that will give our companies a competitive edge. However, building true inclusive disability leadership goes beyond just checking boxes for legal compliance or basic accommodations. To truly empower employees with disabilities, we need a holistic shift in mindset and culture - led from the top down. In a powerful interview, disability inclusion expert Stephanie Cawthon shared key insights and actionable strategies that senior leaders can implement. Dr. Stephanie Cawthon Inclusive Disability Expert Dr. Stephanie Cawton is an internationally renowned scholar whose work centers on a powerful premise: when we embrace accessibility, we create environments where disabled people can truly thrive. As a tenured Professor of Educational Psychology at The University of Texas at Austin, Dr. Cawton has secured over $50 million in federal and other research grants for her groundbreaking work. In 2023, she founded the National Disability Center for Student Success at UT Austin, further advancing her mission to transform educational opportunities for disabled students. Her expertise is deeply informed by personal experience. Born with hearing loss and living with several mental health and physical disabilities that significantly impact her daily life, which brings both professional insight and lived understanding to her roles as researcher, author, and consultant. Here Are The Top Takeaways on Inclusive Disability Workplaces: 1. Accessibility is a Shared Responsibility Accessibility isn't just about individual accommodations - it's about designing environments, communications, and processes that work for everyone. This includes providing materials in advance, using technology like captioning and alt text, and being mindful of ableist language. Accessibility is not a to-do list. It's a to-be list. Who are you? Who do you want to be? How do you interact with your people? How do you interact in the community with others? How do you demonstrate that disabilities are okay, that they're valued, and that that it's just a part of the human experience." The responsibility falls on all of us - not just the employee with a disability. As leaders, we must model inclusive behaviors and create a culture where accessibility is simply the norm. 2. Shift Mindsets, Not Just Checklists Many organizations treat disability inclusion as a box to check, rather than a foundational part of their culture. But true inclusive disability leadership requires a mindset shift - moving away from ableist assumptions and toward an appreciation of the unique talents and perspectives that people with disabilities bring. "Often, if you feel that vibe that someone's going to look down on you or patronize you, you're not going to disclose. And thus, you Yack that connection with the people in that space because you don't feel like you can disclose." As leaders, we must be transparent about valuing disability, provide structured learning opportunities, and lead by example through our language and behaviors. It's not enough to simply have the right policies in place - we must foster a culture where disability is seen as a normal part of the human experience. 3. Empower Employees to Self-Advocate While it's our responsibility as leaders to build an inclusive environment, we must also empower employees with disabilities to advocate for their own needs. This starts with creating safe spaces for open communication and providing clear guidance on available resources and accommodations. "It's both the disabled person knowing what they need and articulating that well, but then also everyone else,

In today's dynamic business environment, leadership confidence development is essential for guiding teams and driving organizational success. However, confidence alone is not enough to lead effectively—leaders must also build authentic trust with their teams. Trust and confidence are inseparable when fostering productive work environments and ensuring long-term success. In this part II Women’s Leadership Success podcast interview with Lida Citroën, we will explore practical strategies for developing leadership confidence and building authentic leadership trust. Lida Citroën: Mastering the Art of Leadership Influence Lida Citroën is a personal branding and reputation management expert who helps executives, entrepreneurs, and thought leaders worldwide shape their public image and seize ideal opportunities. With a track record of guiding thousands of individuals across 30+ countries, Lida offers a transformative approach to personal positioning. As a dynamic keynote speaker, Lida has captivated audiences through her TEDx Talk and Talks at Google. She also serves as a faculty member at the Institute for Management Studies, delivering impactful seminars across the U.S. An award-winning author of seven books, Lida recently released The New Rules of Influence: How to Authentically Build Trust, Drive Change, and Make an Impact, offering fresh insights on building influence with authenticity. https://youtu.be/9BloWnsJCRw?si=ChRaTephWOVU0Hug Leadership Confidence Development: Why It Matters Leadership confidence is the foundation of effective decision-making and influence. Leaders who display confidence are better equipped to inspire others, make strategic decisions, and handle challenges with resilience. However, confidence doesn’t just emerge overnight; it is built through intentional practices. 1. Self-awareness and Emotional Intelligence Self-awareness is key to understanding one’s strengths and growth areas, directly impacting leadership confidence. Leaders who invest in emotional intelligence training can more easily navigate complex team dynamics, boosting their self-confidence. By developing a deeper understanding of one's emotions, one can regulate them and respond to situations with clarity and calm. 2. Continual Learning and Growth Leaders who actively seek to develop new skills and stay up to date with industry trends exude more confidence. By continuously challenging yourself through learning and development opportunities, you stay prepared for changing circumstances, reinforcing your leadership capabilities. 3. Mentorship and Feedback One of the best ways to grow as a leader is to seek mentorship and actively request feedback from peers and team members. By receiving constructive input and applying it, leaders can build confidence in their leadership style while improving performance. This two-way communication also helps build stronger relationships and mutual trust. Building Authentic Leadership Trust While confidence is critical, building authentic leadership trust sustains long-term success. Trust makes teams follow your lead, invest in your vision, and commit to achieving collective goals. But trust cannot be forced; it must be earned. Consistency in Actions and Words To build trust, leaders must align their actions with their words. Consistency in decision-making, behavior, and communication ensures that team members know what to expect from you. This creates a sense of reliability, which is fundamental to establishing trust. Transparency and Open Communication Honesty and transparency foster trust within teams. Leaders who are open about their goals, challenges, and expectations build stronger connections with their teams. This authentic communication shows that you value your employees' input and are committed to their growth and the organization’s success. Empathy and Active Listening Building authentic leadership trust requires empathy.

In the rapidly evolving business world, executive leaders face the challenge of leading their teams and influencing key stakeholders. The most effective leaders aren't just decision-makers; they are influencers. But what does it take to master executive influence techniques? This powerful part I interview delves into the art of mastering executive influence. Executive influence goes beyond authority. It’s about persuasion, connection, and the ability to guide others toward a shared vision. Whether managing up to your board of directors or collaborating with cross-functional teams, mastering these techniques can be a game-changer.Join me Sabrina Braham MA MFT and Lida Citroën as we explore how you can develop your executive influence and impact and advance your career. Lida Citroën: The New Rules of Mastering Executive Influence Lida Citroën (@LIDA360) is a personal branding and reputation management authority who helps global executives, entrepreneurs, and thought leaders manage their perceptions and drive toward ideal opportunities. She has helped thousands of individuals in more than 30 countries gain a fresh perspective on positioning themselves for success. As a professional keynote speaker and presenter, Lida's popular TEDx Talk, Talks at Google presentation, and numerous courses on LinkedIn Learning showcase her empowering coaching style and message. She is also a faculty member for the Institute for Management Studies, presenting seminars throughout the United States. Lida has authored seven award-winning books, and her most recent book, The New Rules of Influence: How to authentically build trust, drive change, and make an impact, just launched. How to Inspire Action and Lead With Authenticity as an Influential Executive Leader Today, we explore how the most influential leaders build trust, communicate strategically, and--- leverage emotional intelligence to inspire action and lead with authenticity. 1. Empathy and Emotional Intelligence Understanding your team's emotions and motivations is crucial. Empathy enables you to tailor your approach, ensuring your message resonates with each individual's unique perspectives. Executive leaders who demonstrate high emotional intelligence not only influence but also foster loyalty and collaboration within their organizations. 2. Strategic Leadership Communication Master communicators understand that timing, tone, and clarity are everything. Executive influence relies on conveying a clear and compelling message that aligns with your audience's interests. Being concise and transparent helps build trust while leaving little room for misunderstanding. 3. Building Trust and Credibility Influence without trust is ineffective. As an executive leader, consistently demonstrating competence, integrity, and reliability builds a strong foundation for influence. When people trust your judgment and respect your values, they are more likely to follow your lead. 4. Leveraging Social Capital - Building Strategic Relationships Your network is your net worth in the executive space. Building strategic relationships across departments and industries enhances your influence. When others recognize your ability to connect people and ideas, your ability to influence outcomes grows. 5. Adaptive Leadership Executive leaders need to be flexible and adaptive. An essential influence technique is understanding when to lead, listen, and empower others to take the reins. Adaptability shows you are responsive to change, an invaluable trait in today's fast-paced business environment. You can lead with authority and authenticity by mastering executive influence techniques and driving personal and organizational success. Conclusion - Mastering Executive Influence Builds Trust and Leadership Success Influence is the key to effective executive leadership. By focusing on emotional intelligence, strategic communication, and building trust,

Did you know that microaggressions in the workplace, often subtle and unintentional, can cost the U.S. workforce $450 to $550 billion in lost productivity yearly, according to Gallup? These small, seemingly insignificant actions or comments can have significant negative impacts on individuals and organizations, leading to lost productivity, low morale, and claims of a hostile work environment. The Impact of Microaggressions on the Workplace Implementing effective **Microaggressions Workplace Strategies** is crucial for mitigating these behaviors' adverse effects on individuals and organizations. Here are some key impacts to consider: Lost Productivity: Microaggressions can accumulate over time, decreasing employee engagement and productivity. When employees feel undervalued or discriminated against, their motivation and performance suffer, ultimately affecting the organization's bottom line. Low Morale: Repeated microaggressions create a toxic work environment where employees feel uncomfortable, isolated, or marginalized. This environment can result in high turnover rates as employees seek healthier, more inclusive workplaces. Claims of a Hostile Work Environment: While microaggressions may seem minor in isolation, they can contribute to a pattern of behavior that creates a hostile work environment. Over time, these incidents can become the basis for employment discrimination lawsuits, leading to financial and reputational damage. These impacts underline the importance of developing and implementing **Microaggressions Workplace Strategies** to foster a more inclusive and productive work environment. Expert Insights: Shawn Andrews on Microaggressions Workplace Strategies Shawn Andrews, is the author of The Power of Perception, Leadership, Emotional Intelligence, and the Gender Divide, and a seasoned expert with over 22 years of experience in the pharmaceutical industry and a decade focused on DEI (Diversity, Equity, and Inclusion), emotional intelligence, and leadership, provides valuable insights into effective Microaggressions Workplace Strategies. Her work highlights the importance of understanding the impact of our words and actions and fostering a more inclusive environment. In this recent Women’s Leadership Success podcast, Andrews discusses the derogatory use of terms like "DEI hire" and their damaging effects on workplace culture. She emphasizes that while some companies may have hired diverse candidates solely for checkbox purposes in the past, this practice is increasingly rare today due to the abundance of highly qualified candidates across all demographics. Andrews advocates for questioning biases and using empathy to shift perspectives and foster a more inclusive workplace. Questioning Biases and Practicing Empathy During the discussion with Women’s Leadership Success podcast host, Sabrina Braham MA MFT PCC, Andrews shared how questioning biases and practicing empathy have successfully shifted perspectives in her experience. For example: - Questioning Biased Comments: When someone makes a biased or insensitive comment, asking them to clarify their meaning or how they arrived at their conclusion can prompt reflection on their assumptions. This opens the door for more thoughtful discussions. - Sharing Personal Stories: Andrews highlights the power of sharing personal experiences that differ from the dominant narrative to build empathy and understanding. Humanizing the experiences of marginalized groups can make it harder for people to dismiss or overlook their challenges. - Active Listening: Actively listening to others, even when their views differ from your own, can help shift rigid mindsets. Andrews notes that approaching conversations with curiosity rather than judgment creates a more conducive environment for learning and growth. These insights from Andrews are essential components of effective Microaggressions Workplace Strategies, which can help organizations foster a more respec...

This month, we revisited the inspiring journey of Patricia Walsh, a Paralympic gold medalist and accomplished tech engineer who has overcome significant challenges and achieved remarkable success. Patricia's story is a testament to the power of resilience, focus, and determination. Here are the key leadership takeaways from my conversation with Patricia, optimized to help you build natural leadership strengths. Embracing Challenges to Foster Resilience Patricia faced the profound challenge of becoming blind at the age of 14. Instead of letting her disability define her, she embraced it as part of her identity and pushed herself to achieve what many thought was impossible. This relentless pursuit of excellence has been a hallmark of her journey. Key Takeaway: Striving for excellence means embracing challenges and using them as stepping stones to reach your full potential. This mindset is crucial for anyone looking to build natural leadership strengths. Overcoming Adversity & Power Beyond Limiting Beliefs Patricia's journey is filled with instances of overcoming adversity. From completing over 20 marathons and two Ironman competitions to transitioning from a role at Facebook to a senior engineering manager position at the Lego Group, Patricia has continuously pushed the boundaries of what is possible. Key Takeaway: Overcoming adversity requires resilience, determination, and the courage to push beyond limiting beliefs. These qualities are essential for developing natural leadership strengths. Building Natural Leadership Strengths in Tech and Beyond Patricia has held significant roles in the tech industry, including her recent position at the Lego Group, where she oversaw several departments. Her leadership extends beyond managing teams; it involves creating an inclusive and supportive environment that values everyone's contributions. Key Takeaway: Effective leadership is more than just overseeing tasks; it's about fostering an environment where everyone can thrive and contribute their best. This approach is vital to build natural leadership strengths in any setting. Achieving the Impossible Patricia's sports and professional achievements highlight her ability to achieve what many thought was impossible. She holds the world record in the Ironman Triathlon and has represented Team USA as a five-time national champion and seven-time international gold medalist. Key Takeaway: Setting and achieving ambitious goals can inspire others and demonstrate that determination can make the impossible possible. This ambition is a core component of natural leadership strengths. Focusing on Leadership Strengths and Talents A significant piece of advice Patricia shares, which resonates with my coaching philosophy, is to: "focus on your strengths and talents rather than weaknesses or handicaps." This mindset has been pivotal in Patricia's success both in her athletic and professional endeavors. Key Takeaway: To have the best life and career possible, focus on leveraging your strengths and talents instead of dwelling on your limitations. This focus is fundamental to build natural leadership strengths. The Importance of Asking for and Offering Help Patricia shared insights about the importance of knowing when to ask for help and not making assumptions about others' needs. She emphasized the value of clear communication and respecting personal autonomy, which is crucial in personal and professional interactions. Sabrina's Insight: "Effective support involves asking how to help and respecting the autonomy and preferences of others." This understanding is essential for anyone aiming to build natural leadership strengths. Authenticity in Leadership Values Being authentic to oneself is another critical lesson from Patricia's journey. Despite the competitive environments she has been part of, Patricia remains committed to her values of fairness and kindness. Key Takeaway: Authentic leadership involves staying true to yo...

Patricia Walsh’s journey in overcoming limiting beliefs is a remarkable tale of overcoming adversity and the relentless pursuit of excellence. Born with a gradually worsening vision impairment, she faced significant challenges from a young age. Despite these hurdles, Patricia refused to let her disability define her. Instead, she embraced it as a unique aspect of her identity, pushing herself to achieve what many consider impossible. Patricia’s leadership tips are a great story of grit, personal accountability, granite willpower, and a determination to conquer overwhelming odds. Walsh’s achievements at 33 are more extraordinary than most people could expect in a lifetime: A successful career as a software engineer at Microsoft Entrepreneur & Author of Blind Ambition Professional speaker and Champion Athlete. She represented the United States in the 2016 Paralympics in Rio de Janeiro. Overcoming limiting beliefs is critical to achieving success and realizing one's full potential. Patricia Walsh's inspiring journey offers valuable insights into how to break free from these constraints and achieve greatness. Here are the key lessons and takeaways from her story. Perseverance and Adaptability - Incremental Progress: Patricia highlights that significant transformations don’t happen overnight. Embracing incremental progress helps one stay motivated and focused. Small, consistent efforts compound over time to achieve substantial results. - Adaptation to Challenges: Patricia’s journey demonstrates the importance of adapting to new challenges. Whether she learned alternative strategies due to her vision impairment or found new ways to train as an athlete, adaptability is crucial for overcoming limiting beliefs and obstacles. Strategic Thinking and Planning - Visionary Goal Setting: - By envisioning an ideal outcome and then reverse-engineering the steps needed to achieve it, Patricia encourages a proactive approach to goal setting. This method allows for identifying the most effective path and resources required rather than constrained by limitations. - Resourcefulness: - Patricia’s example of securing sponsorship for the best racing bike illustrates the importance of resourcefulness. Rather than settling for what’s immediately affordable, she found a way to obtain the optimal solution, demonstrating that creativity and determination can overcome financial constraints and limiting beliefs. Focused Efforts - Running the Root Line: The concept of “running the root line” underscores the importance of focusing on tasks that directly contribute to goal achievement. Efficiency and productivity are maximized by avoiding unnecessary efforts and concentrating on what truly matters. Prioritization: Patricia’s approach emphasizes the need for prioritization. Identifying and focusing on high-impact activities ensures that energy and resources are directed toward achieving the primary objective rather than being diluted by less relevant tasks. Community and Support - The Secret to Leadership Success - Building a Support Network: - Patricia’s success is partly attributed to her building a supportive network. Whether seeking advice, securing sponsorship, or finding training partners, having a community that believes in and supports your vision is invaluable in overcoming limiting beliefs. This is where a leadership mastermind group can be invaluable. - Leadership Mentorship and Guidance: - Patricia’s openness to mentorship and guidance has been a key factor in her journey. Learning from others’ experiences and seeking advice can provide new perspectives and solutions that may not have been considered otherwise. Having peers, trusted advisors or a coach, especially when developing your soft leadership skills, is essential to help you notice your “blind spots and blocks and overcoming limiting beliefs” that may be holding you back,

Today, let's talk about self-leadership strategies. Do you or someone you know have these leadership issues? How often do you make decisions based on incomplete or biased information? Have you ever considered that your words and actions might be causing misunderstandings, confusion, or even conflict within your team? Are you perceived as out of touch or insensitive to people's needs and concerns? Not sure what leadership soft skill areas you need to improve? (find out below) If so, meet Richard. He graduated from an Ivy League school with many awards and patents. Richard was known for his brilliance, innovation, and ability to accomplish things, so he was on a fast track to promotion. However, Richard was about to face a challenge he had never seen coming. The Challenge Richard's boss informed him that his team was unhappy with him, perceiving him as cold and insensitive to their needs and concerns. The team was not functioning well, with a lot of conflict, and Richard was identified as part of the problem. At first, Richard was angry, believing the team had the problem, not him. He didn't understand how his behavior contributed to the team's tensions until he saw the results of a 360-degree feedback report completed by his team, peers, and boss. The report revealed that his words and actions were causing misunderstandings, confusion, and conflict. Additionally, they felt he was out of touch with or insensitive to their needs and concerns. Richard's Realization and Transformation Richard's story is not unique; many executive leaders face similar issues. Do you, or someone you know, face these challenges? This is a promotion killer! According to a 2023 report by McKinsey and Company, which surveyed 2,500 leaders, only 25% are engaged, passionate, and inspiring. People desire leaders who build respect and consider the ethical consequences of their decisions. They want leaders who inspire and develop others. Harvard Business Review found that while 95% of people believe they are self-aware, tests showed only 10% are truly self-aware. Consequences of Low Self-Awareness A leader with low self-awareness can face numerous challenges that significantly impact their effectiveness and the organization's overall health: 1. Ineffective Communication: Leaders may not realize how their actions affect others, leading to misunderstandings, confusion, and conflict within the team. 2. Limited Personal and Professional Growth: This prevents leaders from recognizing areas where they need to improve. 3. Poor Conflict Resolution: Without understanding their role in conflicts or how their behavior contributes to tensions, leaders struggle to manage and resolve issues, leading to a toxic work environment. 4. Diminished Credibility and Trust: Employees and stakeholders are less likely to trust and respect leaders who lack self-awareness, viewing them as inconsistent, hypocritical, or disconnected, which erodes credibility and authority. Self-Leadership Strategies for Building Self-Awareness How Do You Score? Find Out Below Self-awareness means understanding how we affect those around us, developing a transparent view of our strengths and shortcomings, and recognizing and controlling our emotional responses. Here are some Self-Leadership Strategies to help build self-awareness: 1. Seeking Feedback: Actively schedule meetings to seek feedback from peers, subordinates, and mentors. Ask them to rate you in different areas. Consistent effort and sincerity will engage your team in supporting your improvement.2. Reflection Time: Set aside time in the morning and at the end of the day to reflect on your feelings and the team's needs.3. Increased Accessibility: Hold open office hours and organize informal coffee chats with team members. This effort improves relationships, facilitates better information flow, and enhances collaboration within the team.4. Celebrating Achievements: Recognize and celebrate team achievements regularly.

For those seeking women social entrepreneurship advice, the inspiring journey of Lee Rhodes offers invaluable insights into building a mission-driven business. Today, we delve into her story as a cancer survivor and founder of Glassybaby, who transformed personal challenges into a thriving enterprise dedicated to giving back. Lee Rhodes' Journey: Turning Adversity into Opportunity Lee Rhodes was diagnosed with a rare form of bronchial carcinoma when her youngest child was just two months old. This life-altering experience became the catalyst for her entrepreneurial journey. Lee found solace in a handblown glass votive, which lit up her life and sparked the idea for Glassybaby. She started making and selling these beautiful glass votives to support others going through chemotherapy, addressing the economic and emotional inequalities she witnessed in chemo rooms. The Power of Mission-Driven Woman Business Lee’s business was driven by a mission from the start. Glassybaby not only produces beautiful votives but also gives back a portion of its profits to support cancer patients. Lee emphasizes that staying true to the mission is crucial for success. Despite challenges, including being advised to move production to China, Lee maintained her commitment to local manufacturing, believing that the authenticity and soul of her products were tied to their origin. Challenges and Lessons Learned - Women Social Entrepreneurship Advice Running a mission-driven business comes with unique challenges. Lee admits her business model is complex due to its reliance on local manufacturing. However, she believes that the cumulative impact of consistent giving has been profound, fostering deep connections with recipients and partners. One significant mistake she made was attempting to outsource production, which resulted in costly and unaligned outcomes. This experience reinforced the importance of sticking to the mission and values. Advice for Women in Social Entrepreneurship 1. Embrace Your Compassion: Women naturally embody empathy and compassion. Lee advises leveraging these traits rather than suppressing them. They are powerful drivers for mission-driven businesses. 2. Take Risks: Women often second-guess themselves and avoid risks. Lee encourages women to take the leap, as the learning and growth from both success and failure are invaluable. 3. Build a Supportive Community: Lean on your community for support. Lee’s friends played a crucial role in her early business days, helping with tasks and sharing in the mission. 4. Make Giving a Core Value: Incorporate giving into your business model from the start. It not only enhances your brand’s purpose but also creates a fulfilling and sustainable business. Overcoming Unique Challenges Women face unique challenges in business, from balancing caregiving responsibilities to facing societal expectations. Lee highlights the importance of overcoming perfectionism and taking decisive actions. By integrating social entrepreneurship principles, women can create businesses that are not only profitable but also impactful. Women’s Leadership Conclusion - Social Entrepreneurship Advice Lee Rhodes’ journey with Glassybaby illustrates the transformative power of social entrepreneurship. Her story is a testament to the impact that women can make when they combine business acumen with a deep sense of purpose. For women aspiring to venture into social entrepreneurship, Lee’s advice is clear: embrace your compassion, take risks, build a supportive community, and make giving a core value. By doing so, you can create a business that not only succeeds but also contributes meaningfully to the world. Unlock Your Leadership Potential Find Out Your Leadership Score Today Answer 21 quick questions in 3 minutes Discover your leadership success score immediately. Get proven leadership and career development tips.

Welcome to the Road to Leadership Success, a resource for people who want effective leadership productivity strategies to learn faster and accomplish more. I'm Sabrina Braham, your Leadership coach. As your coach, I'm constantly looking for shortcuts to help you succeed in your life and career. If you take 10 minutes to listen to these simple and easy mind hacks, I will share, it could double your productivity. In this episode, I am going to give you two leadership essential tips: How to overcome procrastination, distractions, and interruptions. A scientifically proven method to increase your productivity and innovation. How often do you find yourself procrastinating on tasks or projects? How do interruptions impact your productivity daily? Are you feeling swamped by your tasks? Do you need help to keep up despite your efforts? Well, you're not alone. According to new research conducted in the US by Zippia, the average employee is productive for 2 hours and 53 minutes daily. That’s only 31% of the average 8-hour workday. Most employees feel unproductive because they spend the majority of their workday distracted. Atlassian has discovered that the average employee is interrupted from work around 56 times a day and spends 2 hours recovering from these distractions. How long do you think it takes to recover from a single distraction? According to the research, Refocusing after a distraction takes an average of 23 minutes and 15 seconds. Do you have something you want to do or know you need to do but can’t figure out how to fit it into your schedule or avoid being distracted? Or Your challenge is that you are procrastinating. How much more could you get done if you weren't procrastinating, weren't interrupted, and could you stay focused? A lot, right? Are you ready to move your productivity AND career to the next level? I've got a proven strategy for you that will enable you to seize opportunities without procrastination, interruptions, or lack of focus. The good news is that I will give you my “Improved Pomodoro Technique” today. This is a proven method for increasing focus, productivity, and creativity. Top Tech Leader Struggles With Productivity & Being Overwhelmed But first, let me tell you a story about Ava, a director in a large company who came to me for executive coaching. She was working long hours and was overwhelmed by all her projects. She was very talented, and one of her coaching goals was to increase exposure to senior management to build a brand and enhance her career. Her senior VP had been brainstorming with her to develop a new product. The meetings were exciting and productive. Then, they took an unexpected turn. In the last month, Brad, the director of another department, had begun collaborating with the senior VP on the same project. Now, he was talking to Brad and not to her. Her question to me was: “How can I get the senior VP to speak and brainstorm with me again? She wanted to know how. Could you continue to provide input on the project and be instrumental in preventing errors? When I asked her why he should talk to her instead of the other director, she said, “Oh no, he needs to speak to both of us. The other director knows some important information, but I understand the algorithms, and unless they consider them, there will be errors in this project.” I asked what kept her from giving the Senior VP this information. She paused and said, "I'm swamped with less critical projects, which unfortunately prevents me from conducting the necessary research to stay updated on the information required by the Senior VPs for this new product." She looked surprised by her answer. She was startled to discover that she had missed an opportunity because she had filled her schedule with less urgent projects, lacked the time required for necessary research, and had, therefore, missed an opportunity.

Championing Gender Equality: Insights from Two Women Leaders In today's competitive business landscape, women, especially women of color, often face unique challenges on their path to develop leadership influence. Drawing from profound discussions, we delve into actionable strategies for breaking through barriers and nurturing influential leadership. Overcoming Biases and Building Leadership Influence Join us for an insightful continuation of our interview with renowned author Shelmina Abji. Discover how to combat biases in the corporate world and leverage influence and persuasion within your organization to propel your career forward. Shelmina Babai Abji: A Trailblazer in Leadership and Gender Equality Shelmina Babai Abji, a former IBM VP and esteemed author, is a vocal advocate for gender equality in leadership. Rising from humble beginnings in Tanzania, she shattered barriers to become one of IBM's highest-ranking women of color. With a track record of delivering over $1 billion in annual revenues, she now inspires and mentors women globally while serving on the advisory board of Girl Up. Armed with computer science and mathematics degrees, Shelmina's expertise is sought after worldwide. Shelmina Babai AbjiTEDx speaker | Former IBM Vice President | Angel Investor | Author of Show Your Worth Overcoming Internal and External Challenges to Develop Leadership Influence (1:42) Many women face internal barriers from a lack of representation in leadership roles, leading to self-doubt and fear of failure. Additionally, biases from senior leaders can hinder opportunities for advancement. However, recognizing and confronting these challenges is the first step towards overcoming them and learning how to develop leadership influence. Proactive Relationship Building: Nurturing Connections for Leadership Growth (3:16) Waiting for recognition isn't enough. You must proactively engage with supervisors and stakeholders, showcase your value, and initiate conversations about your achievements. Taking the lead in these interactions ensures that your contributions are acknowledged and valued, nurturing connections for leadership growth and influence. Advocating for Yourself: Asserting Your Value in the Workplace (4:57) Acknowledging your accomplishments isn't boasting; it's necessary for career advancement. During performance reviews, confidently share your achievements to ensure they're recognized and appreciated. Don't hesitate to advocate for yourself and your contributions; this is vital in asserting your value and fostering leadership growth and influence. Embracing Growth and Learning: Steppingstones to Leadership Development (7:00) Failure isn't the end; it's an opportunity for growth. Stepping outside your comfort zone and taking on challenges, even if you encounter setbacks, contributes to your long-term development. Embrace these experiences as valuable learning opportunities to enhance your leadership development influence, skills and impact Tools for Impact: Strategies for Leadership Development Influence (8:23) Adopting an adventurous mindset in tackling challenges is crucial for growth. Stepping outside your comfort zone builds competence and confidence, essential qualities for effective leadership. Explore intentional growth strategies and embrace opportunities for learning and development to foster leadership growth and influence. Personal Testimony and Empowerment: Inspiring Others to Lead (10:45) Personal stories of resilience and perseverance are potent reminders of our potential for growth and success. By sharing our experiences and insights, we empower others to unlock their leadership potential and overcome obstacles in their path, thus inspiring others to lead and develop their influence. The Power of Mentorship: Guiding Paths to Leadership Excellence (11:23) Mentorship plays a significant role in career development. Finding the right mentors and sponsors can accelerate your growth and provide invalua...

How did a woman of color who grew up in poverty in Tanzania overcome leadership self-doubt and go on to become a tech leader and Vice President at IBM, even though she was a single mother and battled imposter syndrome? A Women's Leadership Success Podcast interview with Sabrina Braham MA MFT PCC.

Are you ready to embark on a journey of personal and professional growth? Welcome to "ROAD TO Leadership SUCCESS," a transformative podcast series curated by Women's Leadership Success and presented by the seasoned coach and mentor, Sabrina Braham MA MFT PCC. In this special episode, we're diving deep into the essence of executive leadership confidence development, delivering bite-sized episodes packed with actionable tips and insights to propel your career and life forward. What to Expect: In each power-packed episode, Sabrina draws upon over 30 years of executive coaching, research, and psychology expertise. With a commitment to lifelong learning and a wealth of knowledge gleaned from fifteen years of podcast interviews with thought leaders, Sabrina distills key leadership principles into digestible nuggets of wisdom. Whether you're a junior manager or a seasoned CEO, these episodes are tailored to empower leaders at every stage of their journey. Sabrina Braham MA MFT PCC Why Tune In:Are you yearning to overcome self-doubt and unlock your full potential? "ROAD TO Leadership SUCCESS" is dedicated to helping you shatter limiting beliefs and adopt proven strategies that have propelled countless leaders to success. With Sabrina as your guide, you'll discover how to navigate the challenges of leadership with confidence, resilience, and clarity. When to Listen:Twice a month, carve out 10-15 minutes from your schedule to tune in to our bite-sized episodes. These episodes complement our regular in-depth interviews with top thought leaders and authors, providing a holistic approach to executive leadership confidence development. In This Episode:In our inaugural episode, Sabrina shares three transformative tips to cultivate and advance your confidence as a leader. But before we delve into those, let's meet Melinda, a director at a Fortune 500 company who grappled with self-doubt despite her professional success. Melinda's Story:Melinda was well-liked by her team and management, but beneath her poised exterior, she battled a relentless lack of confidence. Despite her accomplishments, she felt she wasn't living up to her potential, both personally and professionally. Sleepless nights and a sense of overwhelm plagued her as she struggled to balance work and family life. It wasn't until she sought guidance from Sabrina that she realized the root cause of her self-doubt: an internal critic echoing the voice of her past. Through Sabrina's coaching, Melinda learned to distinguish between her inner critic and her inner coach, paving the way for newfound confidence and clarity. 3 Key Takeaways from Melinda's Journey: Recognize and silence your inner critic. Quiet the critical voice in your head and take control of the narrative you tell yourself. Replace self-doubt with self-confidence by visualizing yourself succeeding and thriving in various scenarios. Explore how adopting a confident mindset changes your actions and interactions with others. Embrace a growth mindset to navigate setbacks with resilience. Adopt a growth mindset, recognizing that failure is not personal or terminal. Instead, view setbacks as opportunities for learning and improvement. Challenge the fixed mindset narrative of "I am a loser" or "I am a failure" with the belief that you can grow, adapt, and continuously improve. Practice emotional control to project confidence in every interaction. Develop the ability to regulate your emotions and mood. Experiment with techniques to shift from a negative to a positive mindset, even in challenging situations. Remember that you have the power to master your emotions and cultivate a sense of inner calm and confidence. Incorporate Kaizen Philosophy: Embrace the Japanese philosophy of Kaizen, which emphasizes continuous improvement through minor adjustments and consistent effort. Remember that even small, incremental changes can lead to significant growth over time.